Leaders to Leader

Lessons from the Great American Leaders & How They Apply Now

An Accurate Predictor of Leadership Performance

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The Legitimacy Principles enumerate the linkages of leaders’ legitimacy, credibility, trust and a balance of emotional standing and bonds with all key constituencies. The synergetic relationship between these key factors of success is the foundation of effective leadership and provides insight into a new definition of it.

The fundamental essence of leadership is legitimacy, whose substance is based upon authority and validity. While authority is conferred, validity is earned through the development of credibility, trust and a balance of emotional standing and connections with all key constituencies.

The presence of the Legitimacy Principles endow leaders with the authority to lead, manage, execute, empower, effectively communicate, sell their vision, generate a passion for success, and overcome adversity. Their absence results in ultimate failure as an effective leader.

– The Legitimacy Principles

The use and application of the Legitimacy Principles are an influential standard of leadership performance. A close examination of the key components comprising the Principles reveals that it incorporates virtually every aspect of effective leadership and management required to be successful in leading a corporation, especially in the dynamic environment of the 21st Century.

Whether utilized by individuals who desire to evaluate their own performance, or companies who wish to evaluate the progress and effectiveness of their individual leaders, the Principles will reveal gaps in performance and weaknesses that need to be addressed.

Boards of directors and investors can apply it to assess the performance of senior management to determine if their strategies are effective in achieving specific goals and objectives. Most strategies manifest the worldview of the leaders who create them.

This is evidenced in case after case, where the great leaders who met the criteria of the Legitimacy Principles generated impressive performance and financial results, such as Herb Kelleher (Southwest Airlines), Kemmons Wilson (Holiday Inn), Arthur Blank (Home Depot), and Andrew Carnegie (Carnegie Steel), just to cite a few.

It was not unusual to see corporate performance diminish after these individuals left their companies and were replaced by those who did not completely meet the criteria of the Legitimacy Principles.

Jim Collins documented his research on exceptional company performance in Good to Great (Harper Business, New York, NY, 2001). Included in my research are also some leaders of the companies he evaluated. In his subsequent book, How the Mighty Fall (Harper Collins, New York, NY 2009) he attempted to explain why some of the original companies he studied no longer excelled.

In each case the key leadership changed, a factor Collins alludes to, but does not conclusively link to reductions in performance. In correlating my research with his I discovered that those placed in new leadership positions no longer appeared to meet the criteria of the Legitimacy Principles.

Consequently their company’s performance faltered. Collins bases his research upon the analysis of financial data, while mine focuses upon specific leadership dimensions. The fact that in selected examples we both arrive at the same conclusions validates the findings of my research even though we approached the problem from two distinct perspectives.

If the Legitimacy Principles disclose a leadership imbalance in senior management, most certainly it will be reflected in their thinking and plans. It will be a reliable predictor for future performance.

Once the concepts behind the Legitimacy Principles are understood, these can be easily applied to evaluate leaders in all walks of life, including politicians seeking election.

It may require changing the constituencies where emotional bonds are formed to suit the position of the leader. Obviously, politicians have a different set of constituencies than would a corporate leader. With that said, all of the criteria still remains applicable. Its utilization will reveal the focus and impetus of the leader being analyzed.

For the individual who doesn’t think the practices of past leaders don’t have any relevance today, the identification of the Legitimacy Principles and their successful application by great leaders spanning 235 years substantiates their validity.

Circumstances may have changed, but the great leaders of years past faced similar problems and obstacles as leaders do today. They needed to deal with rapid change and globalization, albeit in a slower form, but the challenges they faced were no less formidable, and they prevailed. What we can learn from them can definitely help overcome our current leadership crisis.

For more information on this topic and to read a free chapter, refer to Great! What Makes Leaders Great: What They Did, How They Did It and What You Can Learn From It by Timothy F. Bednarz (Majorium Business Press, Stevens Point, WI 2011).

Timothy F. Bednarz, Ph.D. | Author | Publisher | Majorium Business Press
Author of Great! What Makes Leaders Great: What They Did, How They Did It and What You Can Learn From It (Finalist – 2011 Foreword Reviews‘ Book of the Year)
Linkedin | Facebook | Twitter | Web| Blog | Catalog |800.654.4935 | 715.342.1018

Copyright © 2012 Timothy F. Bednarz, All Rights Reserved

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2 Responses

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  1. Tim … this is terriffic … how has the world of scholars forgotten this? Regards, Dutch

    Dutch Holland

    November 24, 2012 at 4:17 pm

  2. […] An Accurate Predictor of Leadership Performance […]


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