Hello Team I, Jason J. Knight, would like to personally say thank you for subscribing and joining the Xtreme Knight Team. This week we are shining a spotlight on multiplying our squad. As an Xtreme Knight (XK) squad leader, we will be covering how leaders develop other leaders, improve our organization, build teams, and development. We'll emphasize the active process of teaching, training, coaching, mentoring, study, and learning are required for developing XK leaders. Development does not merely happen because of established institutional and administrative policies; developing leaders requires deliberate intent and genuine engagement by raters, senior raters, instructors, trainers, support personnel, and the leaders themselves. Xk leaders are a competitive advantage who possesses that neither technology nor platforms can be replaced. Developing leaders is a complex and complicated undertaking because it is primarily a human endeavor—requiring constant involvement, assessment, and refinement. Today’s leaders and trained and ready units with agile, proficient leaders. Developing our leaders and ourselves is integral to our team's success today and tomorrow. It is an important investment for the team’s future because it builds trust in relationships and cohesion, prepares leaders for future uncertainty, and is critical to readiness and our team’s success. Leader development programs must recognize, produce, and reward leaders who are inquisitive, creative, adaptable, and able to exercise creative marketing vision. Leaders exhibit a commitment to teaching, counseling, aching, and mentoring the team. Successful programs that develop leaders incorporate accountability, engagement, and commitment; create agile and competent leaders; produce stronger teams and organizations; and increase expertise. Developing leaders involves many practices to ensure people have opportunities to fulfill their goals and that the XK special operations group has capable leaders in position and ready for the future. Practices include recruiting, accessions, training (including coaching, teaching, mentoring, fostering, and advocating self-development), education, assigning, promoting, broadening, and retaining the best leaders, while challenging them over time with greater responsibility, authority, and accountability. XK leaders assume progressively broader responsibilities across direct, organizational, and strategic leadership levels. Talent management and leadership development are linked but separate processes. Talent management is an administrative process that puts the right person(s) in the right job. XK leaders develop themselves and others by: z Planning, prioritizing, and engaging in development even when resources are limited. z Gaining self-awareness thru feedback gained from performance counseling and assessments. z Integrating development into day-to-day activities. z Taking advantage of opportunities to provide constructive feedback. z Strengthening leader attributes and competencies during developmental activities. Again thank you for joining the XK team. Please share the 9-song album that's in digital distribution. I am not asking you to purchase any music. Just a humble thank you for your time and support. Have a blessed day. Respectfully Submitted Jason J Knight M2W Productions LLC, Ullin IL 62992