The Outstanding Ones: Where Does Such Inspirational Leadership Come From?

Most of us have heard the famous question, ‘are leaders made or born’? When we really reflect on that question, we need to ask ourselves some important other relevant questions, such as ‘are great engineers or outstanding chefs made or born’?

The same concept applies, when you really think about it.

The redeeming qualities that effective leaders share do come from within. But that doesn’t mean that they are born leaders. Generally speaking, what we find inspiring about any given leader are those qualities that are oftentimes innate. It’s those qualities and traits that great leaders capitalize on.

For instance, a leader who is able to motivate his staff amazingly well might be naturally charismatic. Another leader who isn’t shy about getting in there and getting his hands dirty when extra help is needed probably possesses some inherent qualities, too. Qualities and traits that are born of a natural desire to help others – even if it means he needs to work over the grill when the fast food chain he owns is short staffed.

But back to the great engineer and outstanding chef analogy~

What makes a great engineer is probably an inherent and natural knack for advanced math. What likely makes an outstanding chef is an intrinsic flair for discovering which ingredients work best and under the most ideal conditions.

However, that’s just the first step. What each has in common is the fact that these individuals have discovered their gift. But they didn’t just step up to the plate with the ability to ‘wow’ all of us. Every one of them has spent countless hours and energy perfecting their skill.

Where Does Such Inspirational Leadership Come From?

Those outstanding and inspirational leaders we look up to are also life-long learners. They realize the need for continuous improvement and professional development. More so, they want continuous improvement opportunities.

They are well aware of their strengths and weaknesses. They are in a constant mode of building upon those strengths. The key to achieving exceptional leadership is through continuous learning. It’s done by capitalizing on inherent traits and strengthening those skills.

In our contemporary landscape, we all have room for growth. Our top leaders know that and they participate in learning opportunities, mentoring, coaching, peer advisory boards -multiple sources of opportunities for growth. Seldom will you find an outstanding leader who dismisses the notion that to sustain his inspirational leadership status – he can do it alone.

Most inspiring and influential leaders know that they can make a difference. They care enough to put forth the time and energy to do something with their inherent traits and talents.

The great news is that we all possess inherent traits that make us unique. Take advantage of those and capitalize on them. Discover how far an investment in yourself will take you.


Dr. Jennifer Beaman
Dr. Jennifer Beaman
FOR over 25 years, Jennifer has served as an executive consultant helping organizational leaders streamline processes and strategies by enhancing skills and practices. Serving as a strategic consultant to industry-wide businesses throughout California, she soon recognized the unparalleled value of human capital. In turn, she introduced leadership and executive development services, thereby providing a more holistic opportunity for clients. Cornerstone to helping leaders recognize the power of their actions and behavior, she weaves the art of emotional intelligence into all interactions, thereby promoting thorough value to the entirety of organizational systems. Joining ranks as a business owner in 2004, she partnered in a California-based sign manufacturing business. This business served a variety of clients, primarily larger corporations, franchises and Fortune 100-500s. In 2008, she participated in partnership in southern California specializing in project management and leadership development services. This corporation served clients ranging from Fortune 50-100s. The Association for Leadership Practitioners is a subsidiary of a parent company opened in 2010 and serves clients ranging from small businesses to Fortune 500s. Dr Beaman also serves as a partner at Chasing Limitless, Inc., providing strategic consulting and executive leadership development services to catapult organizational revenue and growth and primarily serves Fortune 500 companies. She holds a Doctorate in Management with a focus in Organizational Leadership; Master's degree in Organizational Management; and Bachelor's degree in Organizational Development. She is an active member is several professional affiliations and volunteers on a consistent basis helping entrepreneurs and doctoral students working toward publishing their dissertations.

DO YOU HAVE THE "WRITE" STUFF? If you’re ready to share your wisdom of experience, we’re ready to share it with our massive global audience – by giving you the opportunity to become a published Contributor on our award-winning Site with (your own byline). And who knows? – it may be your first step in discovering your “hidden Hemmingway”. LEARN MORE HERE


  1. I think inspirational leaders are not born, but identified by those around them as being an inspirational leader. They are told, and told constantly. Then there are those that think they are an inspirational leader and tell everyone around them that they are. The former is a leader, the latter is not.

    • Exactly! Well said Chris, soooo well said! It tickled my funny bone to read (while recognizing just how obvious it is!) the part about how those leaders who want/think they are inspirational… and find the need to remind everyone in the meanwhile!

      Those genuinely inspirational leaders, I believe, are inspirational because…. they truly care~

      Thank you for your response Chris! 🙂

    • Today, when I need to state something pretty obvious, I tend to go into a parody mode where I use a lot of exaggeration. Then I bring up a true story showing such an extreme that my parody was actually reality.

      Then someone in the room asks “Did that happen? No way that could have happened”

    • I second that Larry! Great example and story — what a wonderful way to truly grasp their attention Chris 🙂

  2. Great article. I believe more in the leaders that step up when it is needed not for glory, not for fame or even money. I believe in the leader that never steps into the spot light but sends the team onto the stage to shine. I believe in the leader that you never hear about that does things quietly not for self but for others.

    • Thank you for your thoughtful response Larry! I could not agree more – those leaders who make sure the glory is given to their people and at the same time, just as responsive by not displacing [blame] are those whose people genuinely shine. Those quiet leaders who support, guide, and serve their people are oftentimes leading organizations with a more naturally productive and certainly more loyal staff~

      It will never cease to amaze me those leaders who are anxious to take the credit and relish in the fame and money (and oh-how-obvious it is!)