No. The definition of leadership is realizing the full potential of oneself and one’s colleagues. I think this definition is consistent, whatever the era. The best leaders know how much they can achieve with their colleagues and teams. They are overwhelmingly positive, because they know the undeniable truth that each of us is capable of extraordinary effort in the right context. A good leader simply brings out the best in others.

Modern leadership has never been more complex and demanding. But the task of motivating the 21st century workforce hasn’t changed. It’s about bringing out the full potential in your employees and yourself through three elements: realistic optimism, dedication to a purpose, and seeking order from chaos. Realistic optimism is about recognizing the risks that threaten the survival of your organization while having confidence in its ability to make an impact. The second element is dedication to pursuing a noble cause and earning your team’s commitment to that cause. The third is finding clarity among the many variables affecting your business and drawing conclusions that matter most to the business.

The one who makes people give their best at work. Anyone is capable of being hardworking or lazy. To properly motivate them requires the great leadership described above. For example, if you can explain how an employee’s task makes a noble contribution to society, you’ll find people willing to give their best more frequently than if they just wanted to do a job.

And above all, we must eliminate our penchant for categorizing and oversimplifying great leaders. They don’t succeed every time, but much more often than their competitors and over a much longer period of time.

Leadership can absolutely be learned. Every great leader I interviewed cited several mentors who had an influence on them. And great leaders tend to have a profound influence on those who work for them. This is why great leaders are so often surrounded by star artists. Each member of the team brings out the best in each other. And in turn, the direct reports of great leaders learn through experience how to become great leaders themselves.

Favor charisma over substance. We must concretely verify whether great leaders can articulate what needs to be done and the best way to do it. However, these characteristics are rarely tested in hiring or promotion decisions. It is best to ask the future leader to do a live simulation that mimics the work and problem-solving they will need to solve once in the role. In this way, he will be able to demonstrate that he has the essential characteristics to thrive in the position in question. I’m not talking about using IQ tests. These test academic skills, like math or geometry. I’m referring to the use of an assessment that tests executive skills, such as recognizing other people’s likely emotional reactions and recognizing underlying assumptions. These are the skills that leaders must possess to be effective at work.