Leadership is learned behavior that becomes unconscious and automatic over time. For example, leaders can make several important decisions about an issue in the time it takes others to understand the question. Many people wonder how leaders know how to make the best decisions, often under immense pressure. The process of making these decisions comes from an accumulation of experiences and encounters with a multitude of difference circumstances, personality types and unforeseen failures. More so, the decision making process is an acute understanding of being familiar with the cause and effect of behavioral and circumstantial patterns; knowing the intelligence and interconnection points of the variables involved in these patterns allows a leader to confidently make decisions and project the probability of their desired outcomes. The most successful leaders are instinctual decision makers. Having done it so many times throughout their careers, they become immune to the pressure associated with decision making and extremely intuitive about the process of making the most strategic and best decisions. This is why most senior executives will tell you they depend strongly upon their “gut-feel” when making difficult decisions at a moment’s notice.

There are many facets in the developmental process of your personal brand. How you choose to manage your personal brand will influence your daily leadership decisions and career management plans. Most leaders are not mindful of how to manage their personal brands – thus they lose career momentum, focus and impact along the way. Managing your personal brand means knowing how to make the right decisions that strengthen your leadership skills, capabilities and influence. Ultimately, it allows you to more effectively lead others, build your career path and shape the legacy you will be leaving behind. 

People too often say “what if” throughout their careers. They think about what could have been if they had just associated themselves with the right people, made better choices, or taken more calculated risks. Career management is a full time responsibility and if not done rightly, it will lead toward regrets that could have been avoided.

Early in my career, one of my mentors told me, “As long as you are always exploring and progressing forward you will eventually discover your passionate pursuits and the career path you are looking for and will eventually thrive in.”

The 21^st century leader must have the ability to make the most out of every situation. They are courageous and not afraid to challenge the status quo and push the boundaries to make things better.

As the workplace changes, the economy continues to struggle and employees remain paralyzed by the fear of uncertainty, leaders are trying hard to make a positive impact in people’s lives. People are challenged to remain motivated. They are looking for inspiration that speaks to their needs. Employees want to believe again in their leaders but are continually faced with the greed and distrust that surrounds them. The need for real solutions and strong leadership is at an all-time high. People are tired of false promises and unprepared for unexpected outcomes. They want certainty during a time in history when the world is angry, bitter and disillusioned by artificial relationships, the sensationalism of society and the constant reminders that things aren’t getting much better. In a word, they want hope.