The Patchwork Leader
Standing on Shoulders While Breaking New Ground
Many years ago, someone (a family member) once tried to insult me by comparing me to Elvis, suggesting I was "stealing" others' styles and beliefs. They couldn't have given me a better compliment if they'd tried.
To them I say...
Thank you. Thank you very much.
Evolution is the steady progressive increase of our capabilities and our capacity for greatness. I am continuing to evolve, and so is my leadership.
Here's the truth about innovation:
While we're always influenced by what came before us, true breakthroughs happen when we combine existing wisdom with fresh insights, new contexts, and bold experimentation. The greatest leaders and artists don't just imitate—they transform, innovate, and occasionally revolutionize.
The Elvis Fallacy
The criticism that Elvis "stole" Black music without credit misses the point spectacularly.
Did he absorb and transmute blues, gospel, and R&B into something that reached different audiences?
Absolutely.
That's not theft—that's transformation. That's evolution.
Consider this: In 2025, Beyoncé's "Cowboy Carter" won Grammy Awards for both Best Country Album and Album of the Year, making her the first Black woman to win the top prize in the 21st century and the first Black artist to win in the country category. Did she "steal" country music?
Of course not.
She honored its roots (including its often overlooked Black origins), brought her unique artistry to the genre, and created something that both respects tradition and pushes boundaries.
As a practitioner of leadership (not a theorist—an important distinction), I've built Circle Leadership on this exact principle.
Our core value of Wisdom is literally defined as "learning from experience."
Whose experience?
Everyone's. Mine. Yours. The leaders who came before us, both brilliant and terrible.
Ecosystem, Not Egosystem
The "egosystem" of traditional leadership tells a fairytale about self-made mavericks who invented their methods from thin air. What utter nonsense.
Bernard of Chartres had it right centuries ago—we're all "standing on the shoulders of giants." The real innovation is in how we combine, adapt, and transform those influences.
“We are like dwarfs on the shoulders of giants, so that we can see more than they, and things at a greater distance, not by virtue of any sharpness of sight on our part, or any physical distinction, but because we are carried high and raised up by their giant size.” ― Bernard De Chartres
Our belief in "Ecosystem of Leadership" recognizes this fundamental truth. Great leaders don't emerge fully formed like Athena from Zeus's head. They're shaped through observation, experience, and yes, by watching both the masterclasses and train wrecks of those who led before them.
The Human-Centric Remix
Every revolutionary idea in Circle Leadership , from treating people as humans first and employees second, to delegating outcomes rather than tasks, came from somewhere I worked and from some leader I worked with.
Some were reactions against toxic leadership I experienced. Others were borrowed and remixed from brilliant mentors who showed me what was possible.
I learned most of my lessons from some of the greatest leaders no one would know unless, like me, they had the privilege of working with them.
These unsung heroes, not the celebrity CEOs with bestselling books, provided the real blueprint. All the principles for evolving the world of work and leadership have come from experience, not theory.
The difference is that I'm blunt enough to admit it.
The Contrarian's Guide to Influence
When someone accuses you of being influenced, thank them for the compliment. Then ask them where their supposedly "original" ideas came from. Watch them squirm.
Consider Tony Robbins, who famously read hundreds of books and studied countless systems to develop his "Personal Power" program. Did that make his work less valuable or impactful? Quite the opposite.
By synthesizing the best ideas and adding his unique energy and framework, he created something that has helped millions. His power came not from originality in isolation, but from discernment, synthesis, and transformation.
The truly confident leader embraces their influences:
This isn't imitation, it's evolution. It's how we fulfill our mission as "Trailblazers of revolutionary leadership."
Beyond Performance Management
The shift from performance management to performance leadership didn't happen because I had some mystical revelation. It happened because I observed the soul-crushing reality of traditional performance reviews and thought, "There has to be a better way."
Then I learned the process of human behaviour and realized why people don't change. Now I could do it differently, I studied people, adapted our methods, and built something new.
It's Time to Lead Different
The "crazy ones" we celebrate aren't those who pretend they invented leadership from scratch. They're the ones willing to learn from everyone, to absorb the wisdom of centuries, to stand on those giant shoulders—and then use that vantage point to see further than anyone else.
When you put people and purpose first, with profit naturally following, you're not being original. You're being smart. You're recognizing what actually works, regardless of who thought of it first.
So yes, I'm a patchwork of influences.
Every principle in Circle Leadership—from how we focus on punch out instead of punch in and out, to how we strengthen the relationship between culture and brand, came from somewhere. I just had the insight to recognize what worked, the wisdom to learn from it, and the clarity to simplify it into something revolutionary.
If that makes me Elvis, I'll take it.
Because Elvis didn't change music by inventing something from nothing.
He changed it by synthesizing everything into something powerful and new.
Together we can evolve the world of work.
One borrowed, adapted, and transformed idea at a time.
Davis Claresly has left the building...
Dave Clare, CEO & Founder of Circle Leadership
Ready to make 2025 your breakthrough year? Let's talk about how you can: - Build an invincible culture that naturally attracts top talent - Create crystal-clear alignment between culture and strategy so your people see and shape the future - Develop leadership depth that keeps your organization evolving and relevant - Execute F.A.S.T. in a world that demands speed with precision
Book a complimentary strategy session: CLICK HERE
Want to join the conversation about the future of leadership? Share your thoughts in the comments below, and let's explore how we can all lead different—and better—in this new era.
The Dayley Collin
Stop the Drama, Start the Growth
How Eliminating Workplace Conflict Can Unleash Your People’s and Business’s Key to Sustainable Growth
As a founder or owner of a growing business, have you ever struggled with internal conflicts and workplace drama? These issues not only kill your inner peace but also hamper organizational growth, leading to low productivity, stifled innovation, and, ultimately, declining profitability.
Unpacking the Drama Triangle
At the heart of all workplace turmoil lies the Drama Triangle—a concept introduced by Dr. Stephen Karpman. This model identifies three recurring roles individuals adopt during conflicts:
Leaders often, with the best intentions, assume the Rescuer role, stepping into disputes to mediate. However, this well-meaning intervention can perpetuate a cycle where team members rely on their leader (hero) to solve interpersonal issues, which reduces their own problem-solving skills and fosters a culture of dependency.
To sum up…
If you’re organization is stuck in constant drama and conflict, you, as the leader, might be the problem.
The Hidden Costs of Workplace Drama
The financial impacts of unresolved workplace drama are staggering. A study by CPP Inc. revealed that U.S. employees spend an average of 2.8 hours per week dealing with conflict, translating to approximately $359 billion in paid hours annually. This colossal expenditure underscores the critical need for effective conflict resolution strategies.
Beyond the immediate financial impact, persistent drama erodes employee morale, leading to increased absenteeism and turnover. The Workplace Peace Institute reported that 25% of employees have witnessed conflicts result in sickness or absence, and 9% have seen conflicts cause project failures. These disruptions ripple through the organization, stifling creativity and impeding collaboration.
Breaking Free: Transforming Culture from Within
To dismantle the Drama Triangle and cultivate a culture of accountability and collaboration, you as the leader must embark on a transformative journey. Here’s a formula for you to experiment with:
The Ripple Effect: From Culture to Profitability
Addressing your workplace drama is not merely about maintaining harmony; it's a strategic imperative that directly influences your bottom line. Organizations that cultivate a positive work culture experience higher levels of employee engagement, leading to increased productivity and innovation. A positive company culture boosts both productivity and profitability while reducing employee turnover.
By eliminating the pervasive drain of workplace drama, resources can be reallocated towards strategic initiatives that drive growth. This shift not only enhances operational efficiency but also elevates customer satisfaction, as a cohesive and engaged team delivers superior service.
Conclusion: Lead Different, Achieve More
The journey to eradicate workplace drama begins with leadership willing to introspect and transform. By fostering a culture rooted in personal responsibility, open communication, and continuous development, leaders can unleash their organization's true potential. This evolution not only restores personal peace but also propels the business towards sustainable growth and profitability.
At The Circle Leader, we specialize in guiding leaders through this transformative process, helping you build an invincible culture that drives success. To explore how we can partner on this journey, visit The Circle Leader or Circle Leadership Global.
Remember, when you lead different, you achieve more.
Sources:
By Collin Dayley, The Circle Leader
Why choose Circle Leadership Global?
EVENTS
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Welcome to "It's Time to Lead Different" - a podcast that's revolutionizing the way we think about leadership and the future of work. Join Collin Dayley, and co-host Dave Clare, as they challenge everything you thought you knew about leadership and the future of work.
In a world obsessed with being the best IN the world, we're focused on being the best FOR the world. Each week, we'll dive deep into what it truly means to put humans first and build workplaces where people don't just survive - they thrive.
Whether you're a seasoned executive or an emerging leader, this podcast is for the trailblazers, the mavericks, and yes - the crazy ones who believe that successful businesses start with successful humans.
We're talking real strategies, authentic conversations, and revolutionary ideas about:
This Week's Episode Get ready to challenge the status quo, embrace new perspectives, and join a movement that's evolving the world of work. Because it's not just time to lead differently - it's time to lead with purpose.
So, are you ready to lead different?
Together, we can...
#EvolveTheWorldOfWork.
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Who is this for?
?? ?CEOs and business owners striving to lead with purpose and transform their organization’s culture.
?? ?Leaders ready to scale their business by empowering teams and fostering innovative thinking.
?? ?Executives seeking to enhance leadership effectiveness and build a resilient, future-ready workforce.
?? ?Organizations committed to creating workplaces where people want to work, thrive, and contribute their best.
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WEEKLY CLARISM
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THE INNER-CIRCLE
Ideally, this?#newsletter?is for you. Yeah, we might share the odd humble brag, but it intends to add value and inspire more purpose-driven leadership worldwide. If you have a question on a relevant leadership, culture, or strategy topic, please ask and we will provide our insights.