We’ve now reached the final letter in the L.E.A.D.E.R.S Model: S for Stewardship.  In my previous blogs I’ve shared the meaning of L for Leadership; E for Ethics; A for Alignment; D for Decision Making; E for Engagement; and R for Resilience.  I trust you have found each component of my model helpful and that you have applied these in your work and life. I’ll be discussing another important dimension of the L.E.A.D.E.R.S. Model in future blogs: The elements of S.I.C.  S.I.C.

E stands for engagement. Leaders do not motivate, but they create an environment where people are motivated (and not demotivated) to do their best work. Money is not the only motivator, and sometimes not the main motivator for people to produce excellence, especially for long term performance. Leaders must assume that not everyone is motivated by the same factors that motivate them. Rather, they get to know each team member to understand what motivates him or her. Peter Druck

Change is the new normal. Gaining and maintaining a competitive advantage requires the ability to respond and adapt to market pressures with agility and speed. Yet most companies fail to achieve successful, sustained change 70 percent of the time. When leaders attend to the relationship between trust and engagement, they increase the success of their change initiatives and secure competitive advantage. Engaged employees are committed to and passionate about the vision, missio