True leadership happens everywhere, all the time—in conversations, in moments of challenge, in how you respond under pressure. And the most successful leaders know that short-term wins mean nothing if they sacrifice long-term impact.

In this installment of the Transformational Leadership Series, we’re diving into two key principles:

• Principle 9: Leadership is an opportunity in every environment, interaction, and moment.
• Principle 10: Long-term impact and development matter more than immediate results.

These two principles separate leaders who make an impact today from those who leave a lasting legacy. Let’s explore how to apply them to your leadership journey.

Principle 9: There is an opportunity for leadership in every environment, interaction, situation, and moment.

What This Means

Leadership doesn’t only happen in boardrooms or big decisions—it happens in the way you interact with others, handle challenges, and show up daily.

Every situation presents a choice:
✔ Will I step up and lead, or will I wait for someone else to take responsibility?
✔ Will I set the tone with positivity, or let negativity take over?
✔ Will I take action, or will I hesitate?

The best leaders understand that every conversation, every project, every challenge is an opportunity to influence, inspire, and improve something.

How to Implement

1. Look for Micro-Leadership Moments: Leadership isn’t just about the big calls—it’s about how you show up in everyday interactions.
2. Step Up Before You’re Asked: See a problem? Solve it. See someone struggling? Help them. Don’t wait for permission to lead.
3. Be the Energy You Want to See: Every interaction either adds to or takes away from a team’s energy. Bring optimism, clarity, and a problem-solving mindset.
4. Take Ownership in Any Role: Leadership isn’t about position—it’s about mindset. Whether you’re leading a team or a single project, bring leadership-level accountability.
5. Recognize Leadership in Others: When you see someone stepping up, acknowledge it. Great leaders develop other leaders, not just followers.

When you embrace leadership in every moment, you’ll naturally stand out—and people will look to you as a leader, whether or not you have the title.

Principle 10: Long-term impact and long-term development are more important than just immediate results.

What This Means

Too many leaders chase quick wins—but transformational leaders think long-term. They know that sacrificing future growth for short-term success is a losing strategy.

Building a successful team, organization, or personal legacy isn’t about what you achieve today—it’s about what lasts beyond you.

This principle is about:
✔ Investing in people, not just performance.
✔ Playing the long game, even when it’s harder.
✔ Building something that will last long after you’re gone.

How to Implement

1. Focus on People, Not Just Productivity: Productivity today is important—but developing people ensures long-term success.
2. Think in Years, Not Just Quarters: Make decisions that will still make sense a decade from now.
3. Build Systems, Not Just Solutions: Don’t just fix problems for today—create structures that prevent them in the future.
4. Avoid Burnout Culture: Pushing people to their limits for short-term wins often leads to fatigue, disengagement, and high turnover. Sustainable success comes from balance and long-term vision.
5. Lead with Legacy in Mind: Ask yourself, “What will my leadership impact be in 10 years?” If your choices aren’t aligning with that vision, adjust them now.

Long-term thinkers build leaders, not just followers. They create cultures that outlast their time in leadership.

Final Thoughts: Leadership is a Daily Practice with Long-Term Vision

If you want to be a truly transformational leader, you must:
✔ Recognize that every moment presents a leadership opportunity.
✔ Prioritize long-term impact over short-term wins.

Leadership isn’t about what you do once—it’s about how you show up consistently, how you treat people daily, and the legacy you leave behind.

In the next article, we’ll discuss the power of values-driven leadership and why continuously growing and learning is a non-negotiable for success.

Are you ready to create a leadership legacy that lasts? Stay with us as we continue your leadership transformation. 🚀

Until next time, Keep Living On Purpose!

PS. Stay tuned to your opportunity to pre-register for the Online Transformational Leadership Course. That link will be available soon. To bench your (or others) leadership skills, access our Leadership Skills Inventory-Self or LSI-360′.

The post Transformational Leadership: Recognizing Leadership in Every Moment & Playing the Long Game first appeared on CRG - Consulting Resource Group.

At the same time, transformational leadership isn’t a solo pursuit. Leadership is a team sport—it thrives on mutual trust, shared goals, and collective success.

In this installment of the Transformational Leadership Series, we’ll break down two critical principles:

Principle 7: Leadership is an affair of the heart and has a moral component that is centrally important to all other aspects of leadership.

Principle 8: Transforming leadership understands and involves others—leadership is a team effort that creates belonging and trust.

These principles define leaders who care and leaders who empower. Let’s explore how to apply them to your leadership journey.

Principle 7: Leadership is an affair of the heart and has a moral component that is centrally important to all other aspects of leadership.

What This Means

At its core, leadership is about people. The most effective leaders don’t just lead with their heads—they lead with their hearts.

This doesn’t mean leadership is about being soft or emotional—it means that true leadership comes from a place of care, integrity, and a deep commitment to serving others.

If a leader doesn’t care, their leadership loses its foundation. People won’t trust them. They won’t be inspired. They won’t follow with loyalty. But when a leader genuinely cares, people respond with engagement, trust, and commitment.

How to Implement

1. Lead With a Genuine Care for People: If leadership isn’t personal to you, you won’t be effective. Take the time to know your team, understand their challenges, and support their growth.
2. Put People Over Processes: Results matter—but never at the expense of people’s well-being. Great leaders prioritize both success and the people driving that success.
3. Make Decisions Based on Integrity, Not Convenience: Leadership isn’t about taking the easy route—it’s about taking the right one. Hold yourself to unwavering moral and ethical standards.
4. Communicate with Heart: Don’t just give instructions—connect with people. Show appreciation, acknowledge struggles, and build real relationships.
5. Show Up for People Beyond the Workplace: Leadership extends beyond projects and deadlines. Be present when people need support, encouragement, or guidance.

When leadership is rooted in genuine care and moral integrity, people trust you, respect you, and follow your leadership not because they have to, but because they want to.

Principle 8: Transforming leadership understands and involves others—leadership is a team effort that creates belonging and trust.

What This Means

No great leader succeeds alone. Leadership is a team effort, not a one-person show.

Leaders who try to control everything or make all the decisions fail to build trust, engagement, and ownership within their teams. But leaders who involve others, empower decision-making, and create a sense of belonging cultivate strong, self-sustaining leadership cultures.

How to Implement

1. Involve Others in Decision-Making: When people have a say in decisions, they take greater ownership and responsibility.
2. Trust Your Team to Step Up: You don’t need to have all the answers—great leaders delegate, empower, and trust their teams.
3. Create a Culture of Collaboration: Foster an environment where people work together instead of competing.
4. Recognize and Validate Contributions: Leadership isn’t about personal credit—it’s about elevating others. Celebrate the successes of your team.
5. Foster a Sense of Belonging: When people feel like they are part of something bigger than themselves, they are more engaged, committed, and driven.

When leadership is inclusive and collaborative, teams thrive, innovation grows, and long-term success follows.

Final Thoughts: Lead With Heart, Lead With Others

If you want to be a transformational leader, you must:
✔ Lead with heart—because leadership without care is empty.
✔ Empower others—because leadership isn’t about one person, it’s about building a culture of trust and shared success.

When you lead with care and collaboration, you don’t just build teams—you build loyalty, momentum, and a lasting legacy.

In the next article, we’ll explore why leadership is present in every moment and why focusing on long-term success matters more than short-term wins.

Are you ready to lead with heart and purpose? Stay with us—your leadership transformation continues here. 🚀

Until next time, Keep Living On Purpose!

PS. Stay tuned to your opportunity to pre-register for the Online Transformational Leadership Course. That link will be available soon. To bench your (or others) leadership skills, access our Leadership Skills Inventory-Self or LSI-360′.

The post Transformational Leadership: Leading with Heart and Building a Culture of Trust first appeared on CRG - Consulting Resource Group.

What you can do, however, is create an environment where people are inspired, supported, and empowered to rise to their full potential.

In this installment of the Transformational Leadership Series, we’ll explore two key principles:

Principle 5: Individuals determine within themselves what to do, how to act, and how to treat others.

Principle 6: Leadership involves understanding and meeting the deeper needs of those being led.

Mastering these principles will shift your leadership approach from control to influence, and from management to empowerment.

Principle 5: Individuals determine within themselves what to do, how to act, and how to treat others.

What This Means

No matter how great a leader you are, you can’t force anyone to act a certain way. You can’t make someone work hard, be ethical, or take responsibility—that’s a choice they have to make.

As a leader, your role isn’t to control people—it’s to influence them. You create an environment that encourages the right behaviors, attitudes, and decisions.

Think about it this way: You can set the highest standards, communicate clear expectations, and model great leadership—but at the end of the day, each individual is responsible for how they show up.

How to Implement

1. Shift from Control to Influence: Stop trying to make people do things – focus on inspiring them to want to do the right thing.
2. Set Clear Expectations, but Give Freedom: Clearly define what success looks like, but allow people the autonomy to make their own decisions.
3. Model the Behavior You Want to See: People are more likely to follow your example than your instructions. Show them what great leadership looks like.
4. Hold People Accountable for Their Choices: When someone makes a poor decision, remind them that it was their choice – and hold them accountable for it.
5. Empower Instead of Micromanage: Give people the tools, guidance, and encouragement they need – but let them take responsibility for their actions.

When you embrace this principle, you stop wasting energy on trying to control others and instead focus on creating a culture where the right choices are encouraged and rewarded.

Principle 6: Leadership involves understanding and meeting the deeper needs of those being led.

What This Means

If you want people to be engaged, motivated, and committed to a shared vision, you have to understand what drives them. Leadership isn’t just about giving direction—it’s about knowing what your people need to thrive.

People don’t just work for a paycheck. They want:
✔ Purpose – To know their work matters.
✔ Recognition – To feel valued.
✔ Trust – To believe their leader has their back.
✔ Growth – Opportunities to improve and advance.

If you ignore these needs, you’ll end up with disengaged, unmotivated, and unfulfilled employees. But if you take the time to understand what people really need, you’ll build a team that is committed, energized, and willing to go the extra mile.

How to Implement

1. Listen First, Lead Second: Instead of assuming you know what your team needs, ask them. Have open conversations about their challenges, goals, and motivators.
2. Prioritize Trust & Psychological Safety: Create an environment where people feel safe to share ideas, take risks, and learn from mistakes.
3. Recognize & Appreciate Contributions: A simple “thank you” or public acknowledgment can go a long way in building morale and engagement.
4. Develop & Invest in Your People: Provide opportunities for growth – whether it’s mentorship, training, or new responsibilities.
5. Be Present & Available: Leadership isn’t about being distant or untouchable. Make time for your team, check in with them, and genuinely care about their well-being.

When leaders understand and meet the deeper needs of their team, they don’t just build successful organizations—they build lasting loyalty, trust, and high-performing teams.

Final Thoughts: Leadership is Influence, Not Control

If you want to be a transformational leader, you must:

✔ Accept that you can’t control people—you can only influence them.
✔ Take the time to understand what your people need to thrive.

When you lead with influence instead of control and meet the deeper needs of those you lead, you create an environment where people choose to be engaged, accountable, and committed.

In the next article, we’ll explore why integrity is the foundation of all great leadership and how to build a leadership culture that lasts.

Are you ready to take your leadership influence to the next level? Stay with us—your leadership transformation continues here. 🚀

Until next time, Keep Living On Purpose!

PS. Stay tuned to your opportunity to pre-register for the Online Transformational Leadership Course. That link will be available soon. To bench your (or others) leadership skills, access our Leadership Skills Inventory-Self or LSI-360′.

The post Transformational Leadership: Understanding Influence and Meeting the Needs of Those You Lead first appeared on CRG - Consulting Resource Group.

At the same time, effective leadership requires responsible use of power and influence. Leadership isn’t about control; it’s about empowering others, earning trust, and guiding people in the right direction.

In this installment of the Transformational Leadership Series, we’re diving into two key principles that separate true leaders from those who just hold titles:

·       Principle 3: Leading by example

·       Principle 4: Using authority and influence with integrity

Let’s break them down and explore how to apply them to your leadership journey.

Principle 3: True leadership lies in leading by example—if you’re not modeling it, you’re not leading.

What This Means

You can’t expect commitment, discipline, and integrity from others if you don’t demonstrate those qualities yourself. Leadership isn’t about saying the right things—it’s about doing the right things consistently.

Think of a leader you admire. Why do you respect them? It’s likely because they walk the talk. They don’t just set expectations for others; they live those expectations themselves.

If you want a high-performance team, be the hardest worker in the room. If you want trust and respect, be transparent and honest. If you want a culture of accountability, hold yourself accountable first.

People don’t follow words—they follow actions.

How to Implement

1. Examine Your Own Behavior: Ask yourself, “Am I setting the standard I expect from others?” If not, adjust your actions.

2. Be Consistent in Your Values: Your team should never wonder what you stand for. Show up with integrity and lead with consistency.

3. Own Your Mistakes: Great leaders don’t shift blame – they take responsibility and use setbacks as teaching moments.

4. Demonstrate Work Ethic and Commitment: If you expect your team to go the extra mile, go the extra mile first.

5. Be the First to Adapt and Improve: If you want your team to embrace change, model adaptability by continuously learning and growing.

Principle 4: Effective leadership requires the use of constructive, positive, and respectful authority, power, and influence.

What This Means

Power is a tool—it can build up or tear down. The best leaders don’t demand respect; they earn it by using their authority to empower, inspire, and elevate others.

Leadership isn’t about control. It’s about influence, and influence is most effective when built on trust, respect, and fairness. The leaders who thrive aren’t the ones who rule with an iron fist—they’re the ones who use their position to create opportunities, guide teams, and bring out the best in people.

Misusing power leads to fear, resentment, and disengagement. Using it wisely creates loyalty, motivation, and long-term success.

How to Implement

1. Use Power to Uplift, Not Control: Ask yourself, “Am I using my influence to build people up, or just to get what I want?”

2. Encourage Ownership Instead of Micromanaging: Trust your team to take responsibility. Guide them, but don’t suffocate them.

3. Communicate Expectations Clearly: Leadership doesn’t mean assuming people know what you want—it means setting clear, respectful, and realistic expectations.

4. Make Decisions with Integrity: Just because you can do something doesn’t mean you should. Ensure your leadership choices align with fairness, honesty, and long-term success.

5. Earn Respect Instead of Demanding It: People don’t respect authority for authority’s sake. They respect leaders who serve, support, and develop those around them.

Final Thoughts: Leadership is About Action and Integrity

Leadership is a responsibility—not a privilege. It’s about setting the right example and using power wisely.

If you want to be a transformational leader, start by:
✔ Becoming the kind of leader you’d want to follow
✔ Using your influence to empower, not control
✔ Holding yourself to the same high standards you set for others

The next article will continue building on these concepts, showing you how to develop self-discipline and take full ownership of your leadership journey.

Are you ready to step up and lead with impact? Stay with us—your leadership transformation starts here.

Until next time, Keep Living On Purpose!

PS. Stay tuned to your opportunity to pre-register for the Online Transformational Leadership Course. That link will be available soon. To bench your (or others) leadership skills, access our Leadership Skills Inventory-Self or LSI-360′.

The post Transformational Leadership: Leading by Example and Using Influence Wisely first appeared on CRG - Consulting Resource Group.

That’s exactly why we are creating the Online Transformational Leadership Course—to help individuals unlock their leadership potential, refine their skills, and make a lasting impact. Over the course of this article series, we’ll break down the core principles and skills of transformational leadership, giving you both the insight and the action steps to implement these concepts in your own life. This is based on our book of the same name, our Leadership Skills Inventory-Self assessment and our 160-hour university course on Transformational Leadership.

Let’s start with the foundation: Understanding the power of your influence and learning to observe its impact.

Principle 1: Every individual, in every situation, has the capacity to impact others positively or negatively.

What This Means

Whether you realize it or not, you are constantly influencing those around you. Your words, actions, and even your energy can uplift or discourage, inspire or deflate. The best leaders understand this and become intentional about the impact they create.

Think about a time when a leader—maybe a boss, coach, or mentor—had a major impact on you. Did they inspire confidence? Encourage growth? Or did they leave you feeling undervalued and overlooked? That’s the power of influence in action.

Great leadership starts with awareness—recognizing that everything you do has an effect on others. The question is: Are you making a positive or negative impact?

How to Implement

1. Become Self-Aware: Pay attention to how your words and actions affect those around you. Do people leave conversations with you feeling empowered or drained?
2. Pause Before You React: Before responding to a challenging situation, ask yourself, “How will my response impact this person?” Choose words and actions that build people up.
3. Lead by Example: The easiest way to influence others positively is to be the kind of person you want others to become– respectful, accountable, and driven.
4. Check Your Energy: People pick up on your attitude, tone, and presence. Make sure you’re bringing positivity and encouragement, not negativity and frustration.

Principle 2: Observing the impact of our actions helps us understand the effects of positive or negative leadership.

What This Means

Leadership isn’t just about what you do—it’s also about understanding how your actions are received. The best leaders are constantly assessing their impact, adjusting their approach, and learning from every interaction.

The problem? Most people don’t take the time to reflect. They assume their leadership is effective, but they never actually measure whether their actions are helping or hurting. Transformational leaders pay attention, seek feedback, and course-correct when necessary.

How to Implement

1. Observe Reactions: Pay attention to body language, tone, and engagement levels when you speak. Are people responsive, or do they shut down?
2. Ask for Feedback: Seek honest input from colleagues, mentors, or team members. Ask, “What’s on thing I could do to be a better leader?”
3. Reflect Regularly:At the end of each day, take five minutes to review your interactions. Did you uplift or discourage? Did you bring clarity or confusion?
4. Adjust Your Approach: If something isn’t working, change it. Great leaders aren’t afraid to evolve.

Final Thoughts: Leadership is a Choice

Transformational leadership starts with awareness—awareness of your impact and awareness of how your actions affect others. The best leaders don’t lead by accident—they lead with intention.

Over the next articles, we’ll continue breaking down key leadership principles, giving you the tools and mindset shifts needed to become a leader who drives real, lasting change.

Are you ready to step into your full leadership potential? Stay with us, and let’s build something great together.

Until next time, Keep Living On Purpose!

The post Transformational Leadership: The First Steps to Leading with Impact first appeared on CRG - Consulting Resource Group.

As we enter the year 2025, it’s clear that we are facing a global leadership crisis. The lack of effective, principled leadership is wreaking havoc on businesses, governments, and society as a whole. From low morale and job dissatisfaction to high turnover and poor performance, the consequences of inadequate leadership are severe. The global landscape is filled with organizations struggling to navigate the complexities of an ever-changing world, and individuals are losing trust in the very leaders who are supposed to guide them toward a better future.

The cost of poor leadership is not just a matter of productivity or profits—it is a matter of survival. Without strong leadership, the potential for innovation stagnates, employee engagement drops, and organizations lose their competitive edge. In the face of rapid technological advancements, economic instability, and increasing social challenges, leadership is the linchpin that determines whether an organization—and even a nation—thrives or falters.

The Critical Need for Leadership Development

The question we must ask ourselves is simple, yet profound: What happens if we don’t address this leadership crisis? The consequences are dire. Without a concerted effort to develop strong, ethical, and capable leaders, we are headed toward a future defined by continued stagnation, polarization, and disarray.

The absence of good leadership is already taking its toll on businesses, governments, and communities. Poor decision-making, lack of accountability, and the inability to adapt to change are the direct results of ineffective leadership. These shortcomings are not only costing organizations billions of dollars every year—they are also eroding the very fabric of trust and cooperation that society depends on. If we do not act now to develop leadership at all levels, the implications will be far-reaching and long-lasting.

How Our Online Course Will Address These Leadership Challenges

That’s where our new Transformational Leadership Online Course comes in. In the coming weeks we will write a series of articles where we will dive deep into the principles and skills that will equip you to lead with integrity, skill, and vision. This soon to be released online course is designed to not only address the leadership gaps we see today but also to prepare you to take on the challenges of the future with confidence and effectiveness.

Leadership is not something that’s reserved for a select few—it’s a skill set that anyone can develop. Whether you’re already in a leadership role or striving to lead yourself and others with greater impact, this course will provide the tools, strategies, and insights you need to succeed. We will cover the 12 essential principles and 60 skills required for transformational leadership, giving you a comprehensive framework to grow as a leader.

But what does transformational leadership really mean in today’s world? It means leading with purpose, clarity, and authenticity. It means inspiring others through integrity, guiding teams through uncertainty, and making decisions that create long-term value for all stakeholders. It’s about adapting to change with resilience, fostering innovation, and empowering others to take ownership of their success.

The Future of Leadership: Why It Matters

If we fail to develop leadership over the next few years, the consequences will be profound. Poor leadership will continue to undermine organizational success, erode employee trust, and deepen the divide between those in power and the people they are meant to serve. In business, the lack of strong leadership leads to stagnation, while in politics, it fosters instability and division. In society at large, weak leadership allows crises to spiral out of control.

Conversely, if we prioritize leadership development now, we can chart a path toward a brighter future—one in which leaders not only excel in their roles but also create opportunities for others to lead. Strong leadership will drive economic recovery, foster social cohesion, and lay the foundation for a more just and innovative world.

What You Will Learn

Our course is built around the fundamental idea that leadership is a skill that can—and must—be developed. While we won’t go into the specific 12 principles here, these principles will serve as the foundation for your leadership journey. Over the course of this program, you will gain insights into the skills and mindsets that make transformational leaders stand out. You’ll learn how to:

• Lead with integrity and vision, creating an environment where trust and accountability thrive.
• Make effective decisions that benefit not just the bottom line, but the people you lead.
• Communicate in a way that inspires, motivates, and empowers others to take action.
• Build strong, collaborative teams that can adapt to change and drive innovation.
• Resolve conflicts with grace and turn challenges into opportunities for growth.
• Navigate uncertainty with confidence and inspire resilience in your team.

In the coming weeks, we’ll explore each of these areas in depth, providing you with the knowledge and practical tools you need to become a transformational leader.

The Time to Act is Now

The future of leadership is in your hands. If we don’t act now to develop the leaders of tomorrow, we risk perpetuating the cycle of poor leadership that has brought us to this point. But if we invest in leadership development today, we can create a world where leaders are not just managers—they are catalysts for positive change. The choice is ours.

In our Transformational Leadership Online Course, we’re committed to helping you become the kind of leader the world so desperately needs. Join us on this journey, and let’s shape the future of leadership.

Until next time, Keep Living On Purpose!

The post Transformational Leadership: Addressing the Leadership Crisis and Shaping the Future first appeared on CRG - Consulting Resource Group.

But this article isn’t just for corporate leaders—it’s for everyone. Leadership touches every corner of our lives, from the family unit to our social spheres. It’s crucial in shaping the outcomes we desire.

Let’s look at a few examples from past reality television—these shows may seem filled with drama, but they often serve as a mirror to our society’s leadership (or lack thereof). Shows like Supernanny, Nanny 911, and Honey, You’re Killing the Kids all highlight one common thread: the absence of strong leadership within families. When parents neglect to take responsibility for their children’s well-being, it often requires professional intervention to restore order.

Take, for example, a heartbreaking case from the UK: A mother nearly lost custody of her 10-year-old son due to his severe obesity. His life was at risk, and it all stemmed from a lack of leadership in his household. That failure to lead had grave consequences.

Good Intentions Aren’t Enough

Here’s an important point: Intentions, no matter how noble, do not automatically make you a great leader. Leadership is about unwavering commitment to principles and vision, even when the road ahead is fraught with challenges and criticism.

Consider the case of a school board in Quebec, Canada, that implemented a bold move to ban cell phones and electronic devices during school hours. These devices were distractions, tools for cheating, and breeding grounds for cyberbullying. The decision was met with backlash from students and parents, but it was an example of effective leadership. The board took a firm stand on principle, knowing it was in the best interest of the students, even though the consequences weren’t popular.

Having served on a school board myself, I’ve witnessed firsthand how weak leadership can damage families. In one situation, custody of two troubled children was transferred to their grandparents. The result? The children went from being disruptive students to top performers. The difference? The leadership example their grandparents set—strong, loving, and unyielding.

Leadership Is About Vision, Not Ego

Years ago, I was called in to mediate a conflict between a credit union board and its long-standing general manager. The issue was clear: The board lacked leadership. They avoided difficult decisions and sought to be liked rather than respected. This failure to lead held the organization back and left the general manager frustrated.

In a one-day workshop using our Personal Style Indicator and Credibility Models, we helped the board see their shortcomings and shift their leadership approach. Leadership isn’t about pleasing others; it’s about fulfilling the vision, no matter the challenges. As Jim Collins wisely said, “Great leadership, in business or personal life, is unwavering in its commitment to the goal, not the ego of the leaders.”

Leaders Aren’t Afraid of Facing Hard Truths

Leadership means facing the hard truths, especially when they’re inconvenient or uncomfortable. For example, research shows that more than half of North American children are obese, yet fewer than 20% of their parents recognize the severity of the problem. Parents who avoid facing this reality, through lack of leadership, are compromising their children’s health and future.

Just like the credit union board, leaders must confront reality. When they fail to do so, they risk letting their organizations—or in the case of parents, their children—drift into harm.

The True Test of Leadership

True leadership isn’t about avoiding criticism or steering clear of difficult conversations. It’s about sticking to your principles and vision, even when those around you don’t agree. Since I purchased my company, Consulting Resource Group (CRG), I’ve faced opposition to my vision and direction countless times. Though I listen to the counsel of trusted advisors, ultimately, it’s my values and vision that guide the decisions I make for the company. I’ve learned that sometimes, you must hold steady in your course, regardless of dissenting voices.

If you’ve never received any negative feedback about your leadership—whether as a parent, business owner, or community leader—maybe it’s time to question whether you’re truly leading or just going along with the flow. Leadership often requires stepping into uncharted waters, taking risks, and facing criticism head-on. If you haven’t experienced these things, it could be a sign that you’re not yet fully committed to your vision.

Leadership is a Journey

Leadership isn’t easy. It’s a journey that often requires sacrifice, persistence, and a willingness to face uncomfortable truths. Whether in business or in your personal life, effective leadership requires making decisions based on principles and vision, not on popularity or comfort.

Take a moment to reflect: Are you truly leading in your own life? Are you willing to step up and make the tough decisions, even when they aren’t popular? If not, it’s time to make the changes necessary to become the leader you were meant to be. Leadership is about vision, purpose, and the courage to move forward, no matter the obstacles.

Until next time, Keep Living On Purpose!

The post Leadership – Not For The Faint Of Heart first appeared on CRG - Consulting Resource Group.

Now before individuals get defensive about this article, we are as a small company who has – had nine different cultures or backgrounds represented at the same time on our team. We do not endorse prejudice in anyway. I also sit on a global HR advisor group to assist HR leaders with the trends and impact that their policies are having on their organizations and cultures. The challenge for many HR Leaders is they have lost site of their primary responsibilities, which is to create a safe supportive environment, implementing systems which helps the organization succeed, and rewards individuals based on character and outcomes. Many have advocated these responsibilities to focus solely on DEI.

The strengths of MEI:

Merit 
At the heart of MEI is merit—a principle that champions individuals based on their abilities, skills, and achievements. Meritocracy ensures that the most competent and qualified people rise to the top, driving excellence and innovation. It creates a clear, objective measure of success, where effort and talent are rewarded.

Excellence
Excellence pushes the boundaries of what’s possible. It’s about striving for the highest standards in every endeavor. Emphasizing excellence means fostering a culture of continuous improvement, where individuals and organizations are motivated to surpass previous achievements and deliver outstanding results.

Intelligence
Intelligence, in this context, refers to the capacity for critical thinking, problem-solving, and strategic decision-making. When intelligence is prioritized, decisions are based on sound reasoning and evidence, leading to better outcomes and more effective solutions.

MEI creates a robust framework that values hard work, skill, and intellectual capability. It encourages a culture where success is earned through merit, and standards are continually raised. This approach not only drives individual growth but also propels organizations and societies towards meaningful progress. In fact, MEI promote equality based on actual performance not some DEI mandate.

The challenges of DEI:

Diversity
On the surface, diversity seems like a noble goal—embracing a wide range of backgrounds, experiences, and perspectives. However, in practice, it leads to superficial changes rather than genuine improvement. When diversity initiatives prioritize representation over capability, they risk creating environments where positions are filled based on demographic factors rather than qualifications. This approach undermines the value of merit and excellence.

Equity
Equity aims to level the playing field by addressing perceived imbalances. While the intention is to rectify apparent injustices, the implementation can be problematic. By focusing on equal outcomes rather than equal opportunities, equity initiatives create new forms of bias. Instead of rewarding individual merit, they enforce policies that prioritize group characteristics over personal achievement, stifling talent and innovation.

Inclusion
Inclusion is about ensuring everyone feels valued and has a seat at the table. However, the push for inclusion can leads to tokenism or the dilution of standards. When organizations focus excessively on making everyone feel included, they inadvertently compromise on the quality of contributions. Inclusion efforts that prioritize comfort over challenge hinder critical discourse and diminish the drive for excellence.

The destructive impact of DEI:

Dilution of standards
Prioritizing demographic characteristics over actual competence can dilute standards and undermine the quality of work. When the focus shifts from merit to mere representation, the overall effectiveness and excellence of teams and organizations suffer.

Promotion of mediocrity
DEI initiatives that emphasize equity and inclusion without a strong merit-based foundation risk promoting mediocrity. By prioritizing equal outcomes over individual capability, organizations may end up rewarding less qualified individuals, which hinder progress and innovation.

Erosion of meritocracy
DEI’s emphasis on demographic factors can erode the principles of meritocracy. When decisions are influenced more by identity politics than by performance and ability, it leads to resentment, division, and a lack of motivation among those who feel their efforts are overshadowed by less relevant factors.

Increased division
Paradoxically, DEI efforts actually exacerbate divisions rather than healing them. When policies are seen as favoring certain groups over others, it creates a sense of unfairness and division among employees or members of society. The focus on identity overshadows the need for unity and collective progress.

Example
I was personally contracted to conduct consulting, training and coaching for an international organization in a foreign country. When on site my internal company contact showed me someone in their office playing video games on their computer. This was a supervisory role and apparently all he did was play video games all day-everyday! He did not have the skills or intelligence for the position, nor the desire to work or fulfill the responsibilities of this role. However, because of DEI mandates in this organization, there was nothing that could be done. “He was part of the quota that was required.”

What do you think this did to the entire culture of the company? Do you know who was leaving the organization “A” players – meaning individuals who could easily get employment elsewhere based on MEI. This left the organization with the lowest performing and least capable individuals.

As an expert in human performance and potential, there is and will be a long-term negative impact mentally and emotionally on the DEI hire! With video games filling his time – this is a person who has no purpose, drive, passion and little life fulfillment. As a result, he will have a strong propensity for depression and mental health issues. What a waste of a human life and his potential to contribute to society and make a difference.

Why MEI provides a better alternative
MEI’s emphasis on merit, excellence, and intelligence fosters a culture where everyone is judged by their abilities and achievements. It creates an environment where hard work and talent are recognized and rewarded, leading to higher standards and better outcomes. Unlike DEI, which promotes mediocrity and division, MEI encourages a focus on genuine skill and capability.

In a world where success and progress are driven by the best and brightest, MEI stands out as a superior model. It ensures that individuals and organizations are motivated to excel based on their merits, pushing for continuous improvement and innovation. By valuing intelligence and excellence, MEI paves the way for true advancement and success, without the pitfalls associated with DEI.

While DEI initiatives have been introduced with the intention of creating fairer and more inclusive environments, they usually fall short of their goals and have a detrimental effect on performance and morale. MEI, on the other hand, offers a superior approach by focusing on merit, excellence, and intelligence, ensuring that individuals are recognized for their true capabilities and contributions. By embracing MEI, we can build a culture that truly rewards achievement and drives meaningful purpose and progress both individually and organizationally.

Author’s note
We believe every person on the planet has a calling, purpose, or assignment to fulfill. The challenge is most and we mean most (over 80%) have no clue what their purpose or calling might be. To address this gap, we have created an online course experience – based on our book The Quest for Purpose a self-discover process to find it and live it! To learn more just reach out or go to our site to register – Our Purpose is to help Others Live Their Purpose! www.crgleader.com

Until next time, Keep Living On Purpose!

The post Why MEI Is Superior To DEI A Case For Merit, Excellence And Intelligence first appeared on CRG - Consulting Resource Group.

Think about it: How often do you find yourself questioning whether you deserve the good things life has to offer? It’s a common struggle, but one that profoundly impacts our ability to thrive.

At CRG, we emphasize the importance of understanding and cultivating self-worth. It’s not about arrogance or superiority over others; rather, it’s about recognizing your inherent value and believing in your ability to achieve happiness and fulfillment.

Dr. Nathaniel Branden eloquently described self-worth as comprising two key components: self-efficacy—confidence in our capabilities to make decisions and navigate life—and self-respect—the belief that we deserve happiness and success.
High self-worth isn’t just a nice-to-have; it’s a cornerstone of mental health and life satisfaction. Research consistently shows that individuals with high self-worth are more resilient, creative, and successful in various aspects of life. They’re better equipped to handle challenges, make independent choices, and pursue their aspirations.

Conversely, low self-worth can be debilitating. It undermines confidence, limits decision-making abilities, and hampers personal growth. It’s like carrying a weight that stifles potential and diminishes joy.

Fortunately, self-worth is not fixed. It can be nurtured and strengthened through self-awareness and intentional growth. Our Self-Worth Inventory helps individuals identify areas where they can boost their self-esteem, fostering a healthier outlook on themselves and their capabilities. Plus, we have our brand new online course Unlock Your Confidence based on the SWI. Please go to the landing page to learn more and invest in yourself.

From childhood through adulthood, self-worth is profoundly influenced by our environments—the support we receive from family, the encouragement in educational settings, and the opportunities in our workplaces. Positive reinforcement and acceptance play crucial roles in shaping a strong sense of self-worth.

For parents and educators, nurturing high self-worth in children is paramount. It sets the foundation for resilience, healthy relationships, and academic success. Schools that prioritize self-worth see not only improved academic outcomes but also happier, more confident students.

To embark on your journey toward greater self-worth, start by acknowledging your strengths and embracing your uniqueness. Discovering your gifts and talents through tools like our Personal Style Indicator and Values Preference Indicator can be transformative.

Remember, building self-worth is a journey, not a destination. It requires patience, self-reflection, and sometimes seeking support.

As you reflect on your own self-worth, consider how enhancing it can unlock new opportunities and enrich your life. You deserve to live confidently, embracing success and happiness without hesitation.

Until next time, Keep Living On Purpose!

The post Do You Feel Worthy Of Success? first appeared on CRG - Consulting Resource Group.