Implementation and Integration

“Realize that it is not how you feel that determines how you act, but rather how you act that determines how you feel.” – unknown 

I’m passionate about Building Confident Leaders. It’s what I do. The interesting thing is – I don’t really do anything to build a Leader’s confidence. That is completely up to the Leader. It is out of my control. Confidence is an outcome.


Confidence is a feeling produced by the outcome of actions you take. Your confidence comes about from the plans you make – from the act of effectively setting specific goals in alignment with your Values and creating strategies that outline your unique process for implementation and integration. You implement tactical strategies and you integrate Leadership behaviors.


More needs to be said about implementation and integration. Consider first the statement at the top of the page about feelings and actions. While we very often act on our feelings, this is not usually the best strategy. I do not refer to the feelings you may have associated with a motivating passion (which is proactive). I’m referring to the feelings we have in response to events, situations … facts.


The mere fact of a situation triggers in us an auto response that many times leads to feelings. That’s okay. However, as leaders we must be conscious of these feelings. We must guard against scripting.


The facts do not initiate a script – feelings do. And if you don’t catch negative scripting quickly – or better yet, learn to prevent it – you will take action based on this script (your feelings) and not on the facts. Over time, you can damage your credibility as a leader by continually acting on your feelings.


As a leader you implement strategies and you integrate behaviors. Implementation leads to measurable results. Integration leads to observable behaviors. Measurability and observation make both results and behaviors tangible in the minds of those impacted by them. We lead people and we manage systems – the systems and processes that control the tasks for which others are responsible under our areas of leadership accountability.


Specific strategies, outlined with your unique processes of action, work together to achieve your goals. This is implementation as it relates to your personal/professional growth and development.


If you’ve constructed your strategies correctly, they will each – through your unique processes – outline your commitment to specific behaviors. You have identified and committed to specific behaviors that are fundamental to your credibility as you implement your strategies. This is integration as it relates to your personal/professional growth and development.


Your foundational confidence, the genetic code of your confidence, is in who you are. Your Values Cycle™, Personal Brand, Personality Profile, etc are tools to assist you in understanding, articulating, and consciously and purposefully acting on who you are.

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About Jeff Brunson

In this whirling 21st Century the individual needs to embrace the authentic self and confidently leverage the energy and power found there. As we entered the 21st Century, I became more concerned about what leaders like you needed for successful influence and personal fulfillment. As we move deeper into this challenging 21st Century, I’m more convinced than ever that the core of my work is in helping individual leaders remember who they are − a trueness. It is about confidence found in your authenticity.

1 thought on “Implementation and Integration

  1. Pingback: Practice … The Missing Link - Part 3 of 3 « Jeff Brunson

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