Being a leader or a manager of people (and much has been discussed about the difference) has never been about simply the role.

We all have had conversations about what we need to do or to be done. Conversations alone do not achieve anything.

I am here to say that there is much that is the same when we speak about the leader or the manager in us. Indeed the crucial sameness is what we need to aspire to attain, and that sameness outweighs all others.

It seems to me that in our soul we need to recognize that there are times when we have to meet our calling. When the very essence of our character is being challenged.

I have observed the following results and consequences:

Step one: When character and courage come together great things happen.

Step two: When character and courage and understanding come together greater things happen.

Step three:  When character and courage and understanding and passion come together extraordinary things happen.

Step four: When character, courage, understanding, passion, and one mission come together you can change the world and you know the change you wanted!

It seems to me that our role is to explain the dream and provide unbridled opportunity for people to excel and reach that dream, and along the way to provide opportunities.

The role of a leader is to understand:

• What it takes to cherish and kindle souls, inspire people, and provide a walk way.
• Understand also that it is they who will deliver.
• That we cannot really lead others when we do not know the path ourselves.
• That we cannot expect others to know the path when we ourselves are unclear.
• We cannot develop others when we ourselves are uncertain.

It is only when we reach step four that we have provided directional leadership and focus for all followers. All other steps are achievable as individuals only step four brings oneness to an organization.

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BIOGRAPHY

It is an oft-repeated principle that an organization is only as strong as its people, and this holds true whether the organization is a profit-based multinational or a community-focused non-profit agency. But it is not enough to attract and retain top caliber talent. The organization must have the business fundamentals, the culture, the structure and the leadership to ensure that quantifiable, bottom-line results can be delivered now and over the long term.

That is where I come in. I have helped organizations in a wide range of sectors become more competitive, more productive, more creative, and more client-focused, by building teams that are strategic, value-driven, business-savvy and partnership-modelled. I am a passionate believer that a company that lives and breathes its vision, mission and values is not only stronger and more agile on a business level, but is a place where people and teams are naturally inclined to deliver to their maximum potential. My strength as an HR Executive is my ability to recognize and challenge ingrained assumptions and patterns of operation that aren’t productive, and offer practical, cost-effective and value-based solutions.

I have steered hundreds of organizational changes, from small procedural shifts that immediately improve efficiency, to the complete build-out of a state-of-the-art manufacturing facility that not only required all new equipment and workflows, but called for a complete re-engineering of employees’ ways of thinking about their work. As such, I know what it takes to rally employees and stakeholders around an innovative concept or vision, and to translate it into a pragmatic, workable on-the-ground solution that makes good business sense.

Peter is a Fellow of the Chartered Institute of Personnel Development, Has a master degree in Human Resources and a Bachelors in Business Administration and Human Resources.

Peter is working on leadership and engagement projects and is available for relocation.

You can find Peter on

His blog : http://hrmexplorer.wordpress.com/

Linkedin:  http://www.linkedin.com/in/peterlanc

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