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Wednesday, June 10, 2015

Insider Secrets to a Successful Virtual Organization Internship

If you already know the difference between a Virtual Internship and a Virtual Organization Internship, then you are in the right place and this article is just the right prescription that your Virtual Organization doctor ordered for you.     And if you don't know the difference between the two, then I strongly recommend that you first read  "Difference Between Virtual Internship and Virtual Organization Internship"  so you can understand and enjoy the full benefits of this article.

Now that we are all on the same page, let's go over the reasons why it's so difficult to successfully participate in a virtual organization internship:

The Surprise Element

It's not at all what you were expecting.   It's like being told prior to coming to the United States that some streets were paved with gold and that you can literally pick money up from the streets, the land of milk and honey.    You can say whatever you want to say and do whatever you want to do without a worry in the world.   That is, of course, until you find out the truth for yourself.  

In a sense, that's what happens to most of us at the very beginning when we think about a virtual organization internship.   We tend to have this romanticized notion of working in a "virtual environment" and all its perks and benefits.   The freedom of not having someone looking over our shoulders and micromanaging all our moves;  being able to get away from the political intrigues, gossips, backstabbing and ass-kissing that is common in the brick and mortar workplace; and being able to work at our own pace, leisure and discretion as long as the job gets done on time and on schedule.

But here is what we don't know:  1) the rules of engagement in a virtual organization are completely different than what we are accustomed to in the brick and mortar or social network space;  2) the expertise level and quality of work expected and required in a virtual organization internship are much, much greater than that of a typical internship since the primary purpose of the internship is to expose and mentor us on  "virtual organizations" and the "virtual organization management discipline" while, at the same time, allowing us to "showcase" our education and knowledge in the virtual organization environment; and 3)  an extraordinary amount of discipline and strong code of ethics are required.   

In other words, there is no room for mediocrity and you really, really need to already be an exceptional student with a good set of skills.   A virtual organization internship is NOT designed to mentor or provide you with educational training in your current field of study or serve as a means to get your foot in the door at some company.  

The Cost Element                   

The virtual organization training and performance monitoring is extensive; is conducted on a daily basis by a high-level executive, thus making a virtual organization internship an extremely costly proposition for the sponsoring organization.   Therefore, there is zero  tolerance for nonsense, mediocrity, or lack of commitment.    The minute your mentor gets the impression that you are just skating by, farting around and passing the time away, or just having a difficult time adjusting to the new virtual organization landscape, you will be dropped from the program.   After all, time that is poorly spent on you is time that could be used toward other productive and revenue generating endeavors - as the saying goes, time is money.      

The Fence Sitting Element           

Sitting on the fence is something that we have all been guilty of at some point or another during our lifetime.     I am sure you can remember how hesitant you were at being the first one to get on the dance floor, regardless of your dancing skills.   This is one of the most fatal mistakes that most virtual organization interns (and executives alike) make.   Their first tendency is to begin to look around to see who else is around and doing what, instead of getting down to the task at hand.  They are scared to be alone,  lack confidence in their individual ability to execute, jerk around and play games, or   go into a  "deep freeze" mode.   By the time they get a chance to begin to warm up a little bit, it's too late and they are sent packing for failing to meet  the very high standards of a virtual organization internship.

How to Overcome These 3 Challenges and Begin to Kick Butt From Day One

Begin to show seriousness and establish goodwill early on throughout the process.     Be sure to send a cover letter which outlines your interest in "virtual organizations" and the "virtual organization management" discipline and why you want to be part of this exclusive club.   Invest the time needed to read and understand these three documents:    1) Difference Between Virtual Internship and Virtual Organization Internship,   2)  A Global Need for Principled Leadership,  and  3)  A Global Need for Principled Leaders.   These documents provide a great deal of insight into virtual organizations and the virtual organization management discipline and the reasons why they will be in our future for a long time to come.    

Virtual Organization Employers like the fact that you've taken the time to read and understand the ad you're responding to since they know from experience that most candidates don't really give a hoot.   It's all about Quick Scan Job Title and Submit Resume.  

Follow the process.     Although you may not know it,  the minute that you respond to an ad from a virtual organization employer, you are being evaluated on your ability to learn and adapt to a new process in a new environment.    You are not just responding to an ad.    If it makes you feel as if you were applying for admission to grad school, then you are not far off from the mark - and there is a good reason for that.  Your potential employer wants to know whether or not they should invest in you and if you are worth the effort.    They don't want to bother with cocky and arrogant candidates who have issues with the process they have to follow.     Therefore, do not dismiss any request as being too cumbersome or time-consuming, or provide sloppy content.   That's the surest way to get fired without ever being hired in the first place.

Timeliness is next to godliness.      All meetings and conferences will always be held via videoconference, therefore,  absent a force majeure event,   there is never a reason to be late for a meeting.   Waiting to log into the conference room at the very last minute says a whole lot about you.   If anything can happen, it will -  and, unfortunately, right when you're trying to login at the last minute, that's when your computer decides to crash or stall on you.  As well, there are millions of other reasons why you may be prevented from logging in.

Nonetheless, regardless of the situation, be sure to place a call into the conference on a timely basis using the call-in number for the conference and then request to be excused if  a videoconference is mandatory.  Otherwise,  the employer will assume they're dealing with a flake and ban you from further consideration for any current or future opportunities.

Our practice is to warn all candidates in advance that the conference room will close at exactly the time scheduled - not one minute before or after - and to at least place a call into the teleconference using the call-in number provided if there is an emergency.   Failure to follow that simple directive causes nearly 50% of all candidates who are scheduled for videoconferences to be automatically excluded from further consideration.

Once upon a time, we used to try to be flexible, however, we've found out over the years that the candidates (internship or regular staff) who started out on the wrong foot tended to be irredeemable,  mediocre performers, and unable to adapt and thrive in a virtual organization environment.     Now, we have Zero tolerance for candidates who have a problem with timeliness.   One minute is all it takes to have a virtual organization employer permanently close the door on you.        

Here is a very interesting stat:   Based on experience over a 20-year period,  we can expect over 30% of candidates to be early and ready to proceed on a timely basis during a scheduled teleconference or videoconference;  50% will be late for one reason or another for at least one minute or more;  and the remaining 20% will just be No Show-No Call.          

Maintain a professional appearance at all times.       Just because you are working in a virtual environment doesn't mean you have to wear your Mickey Mouse t-shirt  and look as if you just woke up during meetings and conferences with colleagues and clients.   In the absence of any directives, assume that the dress code for all meetings is business professional. 
Don't allow yourself to get caught with your pants down.      Once you receive an offer, do not underestimate the challenges that are ahead of you.   No one is going to baby you, try to bond with you, try to build trust,  try to handle you with kid gloves, or try to motivate you in order to get you going.   Your new virtual organization internship sponsor is looking for any valid excuse to get rid of  interns they consider to be royalty with a sense of entitlement, sacred cows, prima donnas,  unethical, burdensome, substandard performers, scared, insecure, lazy, procrastinators, game players or spoiled brats. 

A virtual organization internship is "hard work" and requires a lot of dedication and effort starting Day One.   And since you are evaluated and given an actual virtual organization performance score on a daily basis,  these scores do add up - which means you cannot afford to slack off for one minute, let alone a full day or week.    Otherwise, you will wind up digging yourself into such a deep hole that you won't be able to crawl out of it.      As a general rule, the minute that your virtual organization performance score drops below the "Satisfactory" level, you are dropped from the program.     
Keep this in mind:  Many new virtual organization interns will not last beyond 7 days and a great number of them are dropped after the very first day for just that reason.    That is why you have to be on your A-game from Day One in order to complete a bona fide virtual organization internship and join the ranks of successful virtual organization alumni.  

Don't fall for the fanciful  notion that a "virtual internship" gives you a great deal of flexibility.    First and foremost, this isn't a virtual internship.  It is a "virtual organization internship" and,  by now, you should already know the difference.   Second,  "Don't believe the hype!"     That is the number one  delusion that plagues most "virtual" or "virtual organization" workers.    Somehow or another, they've led themselves to believe that just because the nature of the work is virtual, this gives them a great deal of flexibility in terms of when they can do their job.  

This delusion causes them to pack their full day schedule with  every sort of activity known to mankind  (slight exaggeration, of course) --  sometimes even an extra job or a Mediterranean cruise vacation -- and then believe that, through some sort of miracle, they will somehow find the time needed to perform their  "virtual" or "virtual organization" tasks.

Be humble and keep an open mind.   There is nothing worse than a closed mind.   There is so much to learn from  and share with your colleagues.   The connections you make during your brief stay in a virtual organization could make the difference between day and night for your career, so don't shut out others or give the impression that you have nothing to learn from them.    I've learned a great deal from the interns I have had the privilege and honor to mentor over the past 18 years and will continue to do so.  Failure to do so would be a sad day for the virtual organization management discipline.

In Conclusion

I could go on and on, for days and weeks on end,  about all the things you should do or look out for, which would take all the fun and excitement and mystery about a virtual organization internship.  Therefore, for the sake of brevity (don't laugh),  I will stop for now.     Best of luck with your virtual organization internship!

 About Author:   Pierre Coupet, Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter; and is also the founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997. Contact directly at; via the Virtual Organization Recruiter community to discuss this article; or via CHAT.
Credits:  Stock photo courtesy of  

Difference Between Virtual Internship and Virtual Organization Internship

"What is the difference between a Virtual Internship and a Virtual Organization Internship?"  is the most often asked question from interns that we get to answer over and over,  and this article is intended to shed a great deal of light on this subject for those students who wondered about it and never got a chance to ask.

Well, there is a big difference between the two of them and knowing that difference can save both you and your potential sponsor employer a great deal of grief and disappointment and, in the case of your employer, a huge waste of time, money and resources.

A "Virtual Internship" Is Only About Working in a Virtual Environment

A “virtual internship” means that you will be working for “some organization” in a “virtual” environment - meaning via the internet using various collaboration tools and that specific organization's homegrown policies and procedures, if any, for working in a virtual environment.

In 99% of cases, that organization will be a “brick and mortar” organization - meaning an organization which has one or more physical locations. With respect to the other 1% of cases, that organization will be a "virtual employer" organization - meaning an employer with no physical locations.

As well, the focus of the virtual internship is based on either your major or some other field of study. For example, if you are studying to obtain a degree in accounting, you will most likely seek an “accounting” internship. However, that being said, you may instead decide to apply for a “marketing” or “political science” internship. It’s all up to you and the organization that you applied with.

Personally, I've known of plenty of Political Science students who've sought accounting and public relations internships since there aren't that many political science internships available on the market.

As for the availability of "virtual internships" with "brick and mortar" companies and "virtual employers," more and more companies are taking the plunge and experimenting with this new mode of providing internships to students.

A "Virtual Organization Internship" Is All About "Learning About Virtual Organizations and the Virtual Organization Management Discipline"

Whereas, a “virtual organization internship” means that you will be working in a “virtual organization” environment - meaning that you will be working in a “virtual environment” for a “virtual entity” which operates in accordance with the virtual organization management discipline. Therefore, by definition, that organization or entity or business unit cannot be a "brick and mortar" organization.

Which brings us to the following definition of a “virtual organization”:    A virtual organization is an organization which strictly consists of the following: 1) has a “virtual workplace,” 2) has a virtual workforce, and 3) operates strictly in accordance with the virtual organization management discipline. There is absolutely no room for ambiguity or equivocation.

And what do I mean by “operating in accordance with the virtual organization management discipline”? That means, “using standard best practices, policies and procedures for operating in either a ‘virtual’ or ‘virtual organization’ environment”; practices and policies which are based on a set of universal governing principles in order to accomplish a virtual organization's objectives, AND which apply to any organization in the world -- instead of  just one specific organization.

Some of these "governing principles" are referenced in the following documents: “A Global Need for Principled Leadership” and “A Global Need for Principled Leaders.”

As well, the focus of a "virtual organization internship" is based strictly on teaching you (and you learning about) "virtual organizations" and the "virtual organization management discipline."   The cost of providing such internship is very expensive to the employer and granting such internship (or allowing such internship to continue beyond a certain period of time) is taken with the utmost amount of care and scrutiny.   In which case, providing practical experience, mentoring and education in your field of study becomes of secondary or tertiary importance.   Therefore, outside of the original purpose of a virtual organization internship just enunciated, such internship can "only  allow you to 'apply' your 'current' education and knowledge in a 'virtual organization' environment." 

And last but not least, the performance requirements for a virtual organization internship are exponentially more rigid.  The chances of completing a virtual organization internship at full term are much less than for standard brick and mortar or virtual internships. 
A Clear Evaluation of Your Needs and Priorities Is Important

When you are only looking for practical experience.   Therefore, as is the case for most students, if the primary purpose of an internship is for you to gain some practical experience in your field of study, or some other field, and it doesn't really matter to you whether or not the employer is a "brick and mortar" company or "virtual employer" or "virtual organization," then you are better off participating in a "Virtual Internship."

By all means, stay a mile away from a virtual organization internship!

When you are looking for convenience, better quality of life, and greater opportunities.    If you are intently seeking a "virtual internship" for logistical reasons (cost savings, much more convenient, and provides a better quality of life) as well as to provide you with a greater pool and range of opportunities, in addition to gaining practical experience in your field of study;  and it doesn't really matter to you whether or not the employer is a "brick and mortar" company or "virtual employer" or "virtual organization" as long as the employer allows you to participate in such "virtual internship";   then you are better off participating in a "Virtual Internship."  

In today's day and age, millions of small-to-large employers are making these opportunities more common and available to students.

When you are looking to learn about virtual organizations and virtual organization management.    On the other hand, if you are intently seeking a "virtual organization internship" opportunity for the express purpose of learning about "virtual organizations" and the "virtual organization management discipline"; and it does indeed make a difference to you as to  whether or not the employer is a "virtual organization"; and gaining practical experience in your field of study is incidental to your quest and thirst for knowledge about virtual organizations and the virtual organization management discipline - a huge bonus of sorts since its net effect will be to allow you to "apply your education and knowledge" in that virtual organization environment; then your one and only option is a "Virtual Organization Internship."

In today's day and age, you can count "on one hand" the number of employers offering such opportunities around the world. 

Why is that, you might say?   That's because 99.999% of people and organizations - and until today, even you the reader -  are not even aware of the difference between "virtual" and "virtual organization" as they apply to any particular subject or theme (internship, organization, employer, employee, executive, leader, project, campus, education, training, certification, leadership, seminar, conference, etc.).  As far as they are concerned, "virtual this" and "virtual organization this" are both one and the same.   The millions who represent that .001% of people around the world that we at Virtual Organization Management Institute (VOMI) have exposed to the distinction between "virtual" and "virtual organization" are yet to be heard, and we have much more work ahead of us in order to spread our message far and wide.               

In Conclusion

If you have a passion for "virtual organizations" and the "virtual organization management" discipline, then it’s worth all the effort and strength that you can muster in order to seek participation in a bona fide Virtual Organization Internship.  You will become part of a very small and exclusive league of virtual organization professionals around the world.

But if you're only looking for practical experience in your field, then stay as far away as you can from a Virtual Organization Internship.  Even if you were selected to participate in such internship, your chances of winning the million dollar lottery are much greater than your lasting in this internship for more than one full week.

About Author:   Pierre Coupet, Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter; and is also the founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997. Contact directly at; via the Virtual Organization Recruiter community to discuss this article; or via CHAT.
Credits:  Stock photo courtesy of  

Tuesday, January 6, 2015

A Thank You Gift to Kerry Lynn Cassidy: $1 Per Year

A Thank You Gift to Kerry Lynn Cassidy: $1 Per Year
by Pierre Coupet

Up until recently (in fact,  just a few months ago), I had never heard of Kerry Lynn Cassidy of Project Camelot.  I happened to come across her name by accident while I was conducting some research for an article I was writing which included a reference to interplanetary travel and a real possibility of coming across our interstellar cousins (extra-terrestrial beings) in the near to distant future.   

Although I am somewhat ashamed and embarrassed to admit how gullible and clueless I was about that subject matter,  the most egregious and unforgivable part of it all is the fact that I had allowed my arrogance, relative stupidity and narrow-mindedness  to prevent me from gaining access to that information much, much sooner.    

I say that with much humility only because plenty of information about aliens, antigravity, interplanetary travel, and government conspiracies has been available in the public domain - not just in the global mainstream media but also extensively covered in alternative media on the Internet.   I had always assumed that these people who were coming forward with these fantastical stories were either intellectually challenged, mentally deranged, a little bit mentally unbalanced, on the fringes of society with very little to do and a lot of free time on their hand, or just had a very vivid imagination as a result of watching too many science fiction movies.

After all, I reasoned that, if what these "conspiracy theorists and whistleblowers" were saying had any amount of credibility to it, then all these "reputable" newscasters and investigative reporters from the mainstream media would be jumping on this sort of information and revelation all over the world.    I would say to myself, "Pierre, if it sounds too good to be true, then it must be," and then go on about my business.  After all, this just did not make any sense:  humans living here side by side with aliens from another more advanced civilization.  As well, subconsciously and from a professional standpoint, I just couldn't imagine giving credence to this sort of information even if it were remotely true due to the ridicule and blow to my credibility I would have to endure in the event such revelations proved to be a hoax.  

Moreover, over the past thirty years, I've had quite a number of colleagues, current and former high-ranking members of the intelligence and scientific community whom I hold in high esteem, who had confided in me that most of the stuff we see on television and in alternative media on the Internet regarding extra-terrestrial beings are real. 

Of course, my very first instinct was to always wonder a bit about their sanity; and, in the event that they are indeed sane, whether they were checking me out by purposely providing me with "disinformation" -- for whatever reasons or motives -- in order to test my reaction to that bit of information.    My response would always be along the lines of "really, that is amazing," and then I would quickly change the subject.    Many of them had even invited me to join them at the annual MUFON convention which I would politely decline due to a "scheduling conflict." 

To my defense, I must add that there were two core reasons for my ineptitude and indifference:   1) I totally overestimated the intelligence and good faith of our leaders and public officials, and 2) I grossly underestimated the level of corruption, idiocy, lunacy, cowardice, and criminality which plagues them.   

After all, I surely thought that these leaders to whom we entrust the ability to determine the direction and fate of our civilization would, at the very least, have some modicum of intelligence and sense of fiduciary duty that would compel them to disclose this sort of information to the public after some quick deliberation instead of them treating us (the people whom they portend to represent) like a bunch of retarded and traumatized children or morons who are psychologically unable to absorb and digest such revelation.   What in the world makes them think that it’s alright for them to know and not us? Is it because they believe they are superior to the rest of the human race?

It is a clear case of the people "putting lunatics in charge of the asylum."   Although many of these leaders are supposedly graduates of leading universities worldwide, it is really hard--in fact, it boggles the mind--to even imagine that these individuals could have achieved more than a third grade education and haven't been raised in a zoo by fellow gorillas, orangutans, and chimpanzees.   What sort of rationale are they using to deny us this sort of information, especially in light of the fact that all the major powers are privy to this information?

But the most disturbing part of all is the extent to which they (the so-called stewards of our civilization) have gone about to silence and destroy -- and in hundreds, if not thousands, of cases, outright murder -- those decent, honorable, brave, and patriotic men and women of conscience who have taken it upon themselves to come forward and disclose to the public what our government and some of our business leaders have been up to over the past 80+ years.

Which brings me back to the reason why I wanted to thank Kerry.   After coming across her site, it looked very clean and conservative in comparison to some of these other "whistleblower sites" and thus I decided to watch one of her videos.    What I liked about Kerry is the caliber of the whistleblowers who have come forward, the manner in which she approaches them;  her thoughtful, respectful and tenacious method of inquiry which is designed to expose as much detailed information as possible to the viewer, and which leaves it up to the viewer to make up his/her own mind about  the veracity of the information provided; and her overall dedication to her craft. 

After watching the first video, I became completely obsessed with such a fascinating subject and decided to completely open my mind and view as many other videos she had made over the years not only from her website but also on her YouTube channel.    As well, that paved the way for me to begin to visit a multitude of other sites which further expanded my horizon and caused me to begin to recall my previous experience and conversations with current and former colleagues, link all the dots, and watch unfold this amazing and awesome big picture.

Without exaggeration, I can truly and honestly say that, were it not for Kerry Lynn Cassidy, I would still be drowning in a sea of ignorance about this criminal conspiracy that is hidden from the majority of the human race.    I shudder the thought of crossing over to the next world without ever knowing that I was living side by side with extraterrestrial beings on our planet.

Therefore, I would like to express my sincere thanks and eternal gratitude to Kerry for the awesome work that she does and for putting her own life in danger.   But to me, it's not enough to just say thank you and then disregard or ignore the fact that, although the service that she is rendering to humanity is a labor of love, it's nonetheless a service that is time-consuming, requires a tremendous amount of personal sacrifice, as well as a certain level of personal financial commitment (money that comes out of her pockets) in order to keep getting out the message to all of us.

Having been in business for over 36 years, and seeing how she is struggling with a skeleton staff not just on our behalf but also on behalf of all of mankind, this is something I can relate to.   Therefore, I believe that the honorable or conscientious thing to do would be for each of us to, at the very least, give her a small thank you gift of $1 (once a year) so that she can continue her efforts.

Seeing that some of her videos have been viewed by millions of visitors, and many of them have been viewed by tens of thousand of visitors, this small annual gift could make a big difference to her.  (I don't really like to use the term "donation" and prefer to say "gift" for one reason:  the work she does on our behalf every day of every year is really "a gift" to mankind, therefore, I think it's only fitting that we also reciprocate with "a gift," however small or large.)

Considering the fact that I waste plenty of money on nearly a daily basis buying things that I don't really need, I (or anyone else) can easily set aside $1 per year to fulfill that pledge.   As well, most of us carry a bunch of change (coins and dollar bills) in suit pockets, our car, on kitchen tables, in desk drawers, cookie jars, and piggy banks that we never use or pay attention to.   We also receive a lot of discount coupons worth hundreds of dollars every year that we throw away and never use; therefore, next time you get a discount coupon from a merchant, before you throw it away, think of using it so you can send a small gift to Kerry for Project Camelot.   You may also have a lot of things of value that you normally throw away without giving it a second thought, perhaps you should instead consider selling them in order to make a small gift to Kerry. 

This is just a little bit of food for thought!   Of course, if you can do more and at a greater interval, I assume she would appreciate that immensely.   Here is the donation link to Kerry’s website - Project Camelot.  And feel free to share this article with your friends and colleagues if you believe that will help.

Now here is a very important disclaimer:   Please note that, as of the date of this article, Kerry and I have never communicated with each other in any way, shape or form.  As well, please note that I have absolutely no intention of beginning to engage in any sort of business correspondence or activities with her either now or in the future and my purpose for writing this article speaks for itself.  Moreover, I hereby authorize Kerry to post this article on her own website if she so chooses.   (In other words, there is no quid pro quo attached to this article.)

Happy New Year to Kerry and all!

About Author:   Pierre Coupet, Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter; and is also the founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997. Contact directly at; via the Virtual Organization Recruiter community to discuss this article; or via CHAT.
Credits:  Stock photo courtesy of  

Saturday, January 3, 2015

A Global Need for Principled Leaders

(Part 2 in a series of articles on A Global Need for Principled Leadership) 

A Global Need for Principled Leaders

A Global Need for Principled Leaders
by Pierre Coupet

So what does it mean to be a "Principled Leader" and why should we even care?  

I am very much aware that there are some who would argue that the term "Principled Leader" is an oxymoron and that there is no empirical evidence to indicate that such animal has ever existed throughout the entire history of mankind.   

As well, there are others who would argue that "pragmatism" takes precedence over "principles" and that they would rather be a "Pragmatic  Leader" than a "Principled Leader" - someone who can make the necessary tough decisions when circumstances warrant it instead of someone who's bogged down by--or chained to--some artificial concept or dogma which has no relevance or semblance to the realities of life and governance in a dangerous, doggy-dog world.

And yet, there are some who believe that they are not only "principled" but also "pragmatic" leaders and that these characteristics are not mutually exclusive.

And last but not least, there are some who claim that, though they are "principled leaders," they can ill afford to reveal that in their current environment because,  once exposed,  they would be railed against, blackmailed, completely destroyed, blacklisted, and run out of town  or killed. 

Therefore, given this divergence of views on what it means to be a "principled leader,” I believe it is high time that I clarify what it means to be a principled leader:

Subscribes to A Priori Ethics
A Principled Leader subscribes to a universal code of ethics called “A Priori Ethics.”   A priori ethics subscribes to only one principle, which is: "Do no harm and do unto others as you would have them do unto you."  

Therefore, if any single action you are contemplating cannot pass this test, then it should not be undertaken. There is no room for ambiguity, rationalization, equivocation or any other sort of consideration.

Clearly Articulates a Set of Principles that He Follows
A Principled Leader clearly, unequivocally, and unmistakably articulates to the world a set of principles - “transparency” being chief among them -  that he will not deviate from under any circumstances, even at the risk of his own peril.  After all, it’s only fair that you forewarn others about where you stand before you begin to engage with them.   The worst possible thing that could happen is that some would ignore your warnings and try to put you to the test in order to find out whether or not you really mean what you say or if you are just another one of these hypocrites who talk out of both ends of their mouth and love to project the smoke-and-mirrors effect of stating a set of principles that nobody cares to follow.

Leads Himself Instead of Others
A Principled Leader leads himself instead of others -- and insists upon others within his circle of influence that they too learn how to lead themselves --  in accordance with the universal code of ethics: “A Priori Ethics.”  

Why is that you might say?   That’s because being able to lead yourself in a “principled” fashion is a truly herculean task and the most difficult job in the world.    Hence the reason why 99% of our so-called leaders have a tendency to fall from grace, at one point or another during their tenure or lifetime, due to hypocrisy, moral perversion and putrefaction, political or business corruption, blackmail and various sorts of  “human compromise operations” -- and why most people prefer to be led by others.

To truly lead others is impossible.   That being the case, why in the world would anyone want the burden of having to “truly lead” others?

Well, the answer is very simple:   Although most people prefer to be “truly led” by others - the key words here being “truly led” - in reality that is not what they get since that is literally impossible to do.

People are instead herded, dictated to or manipulated.   Instead people who want to be led are herded like cattle in a particular direction; “dictated” to and   “manipulated”  like children by leaders who provide them with certain mandates and dictates which must be followed or else suffer the consequences (in terms of blackmail,  terminations,  being blacklisted,  fines, restrictions to  freedom of movement or assembly, restrictions to freedom of choice, restrictions to freedom of association, persecution and prosecution, financial ruin, confinement, physical abuse, physical and/or public humiliation, mental degradation, psychological pain,  and even death).   

And that, my friends, is indisputably the essence of governance across all sectors,  segments, and levels of society everywhere in the world.


Principled leaders can only lead by example.   The follow-up question then becomes, “How can you rely on others to lead themselves if it is such a difficult task?”   Fair question.   The answer is:  Initially, team members will  follow the  “examples” of a Principled Leader within their circle until such time that  they have become accustomed to “leading themselves”  and it has become second nature to them - a perfect example of “leaders leading by example.”   

Does Not Seek to Inspire Others and Is Rather Inspired by His Team

A Principled Leader does not seek to inspire his team and avoids  developing a “cult personality” within his organization.   Rather, he is inspired by his team’s accomplishments when they undertake the task of  “leading themselves.”

People who seek inspiration from a leader are too easily manipulated and a grave security risk.  Generally speaking,  people who seek and rely on “divine inspiration” from a leader in order to function and be productive are very programmable and can be easily manipulated; have no strong desire to “lead themselves”; are the very same people who will turn, on a dime, against their leader the minute they have been properly indoctrinated, incentivized, or “bought and paid for”;  are easily  influenced by malevolent individuals or entities to act against their own self-interests through internal destabilization operations and color revolutions; and revolt when they find out that their leader is, after all, “human and flawed” - just like them.  

In one minute,  they portend or profess a willingness to make the ultimate sacrifice for their leader; and the next minute,  they will betray that leader and sabotage the organization’s  operations; or lynch him and have his neck either in a guillotine block or dangling at the end of a rope.

Does Not Seek to Motivate Others and Is Rather Motivated by His Team
A Principled Leader does not seek to motivate his team; and avoids treating his team like children.   Rather, he is motivated by his team’s zeal and performance when they undertake the task of “leading themselves.”        

People naturally prefer to be treated with respect and dignity.   So, if a Principled Leader treats his people with respect and dignity and expects--as well as insists--that they “lead themselves,” they will respond accordingly.   They will treat their job as if it were their own business and give it all they got.   After all, there is no better feeling than being in control of--and responsible for--your own life.   (That includes your failures, setbacks, and accomplishments.)      
Only bring on board people who want to lead themselves.   On the other hand, if a leader treats his people like children, they will act and respond like children since that leader has a tremendous amount of control over that person’s livelihood.  Eventually, that leader will run out of “employee loyalty programs” and  things to say and do to “motivate” his team.  At which point, his people will start getting bored with their job and begin to look for their next “fun and games” job.    

That’s why it’s critical that a current or prospective “principled leadership organization” employer is very transparent about wanting to bring on board people who have a very strong desire to “lead themselves” instead of employees who want to be led the traditional way - like sheep and children.

Embraces Freedom In Its Totality
A Principled Leader believes that “freedom” is the most valuable and priceless gift of all that any human being could possess, more valuable than life itself.   Freedom attaches strictly to an individual at the time of conception and is neither a right nor privilege to be accorded, granted or dispensed to others by some person, entity, government, powers-that-be, or document.    Whereas, democracy does not advance freedom and is rather a means to restrict freedom; is a farce and fantastic illusion designed to trick  individuals into surrendering their freedom in order to legitimize and insure the tyranny of a “bought and paid for” minority. (After all, your elected representatives can always claim that they are acting within their mandate and, most importantly, with your consent.)

Freedom can never be given to you.  Freedom can never be taken away from you.   You - and only you - can surrender your freedom in exchange for some perceived benefit; and even then, you can reclaim it at any time at the blink of an eye without having the need to ask for it back  or to request any sort of permission.   Obviously such priceless gift requires that you be willing to safeguard it  at all costs - even if it means with your life.   

Therefore, a Principled Leader must always be extremely sensitive about encroaching on the freedom of others. As well, he must adopt a zero tolerance policy which ensures that no individual within his circle of influence strays away from this most sacred principle.

Embraces the “Betterment of ALL of Mankind” as a Supreme, Overarching Principle
“How will this particular policy, action, event, decision or mandate enhance the betterment of ALL of mankind?” is a Principled Leader’s supreme and overarching principle and the primary test which must be met prior to moving forward with any agenda.   If an agenda is deemed  “beneficial” only to a particular individual, group, organization, entity, country, geopolitical alliance or bloc of countries, collectively referred to as (“players”) -- at the exclusion of (and or detriment to) other “players” -- then that agenda should either be scrapped completely or revised in order to avoid or eliminate the harmful effect(s) it would have on these other players.   

Betterment of ALL of mankind is the essence of bona fide capitalism.  That, friends and colleagues,  is the true essence of “bona fide capitalism” instead of the current “pseudo- or quasi-capitalism” in place today throughout the world.   The faithful adoption and implementation of this principle allows prosperity engendered by bona fide capitalism (capitalism in its truest form) to spread to every individual in every corner of the globe.   

After all, it is worth noting that capitalism, in its truest form,  was never meant to benefit only a chosen few and propagate or enable economic enslavement, disinformation and false flag operations, blackmail and intimidation and terror, blatant propaganda, puppet and corrupt governments, poverty, disease, chaos, death and destruction to the rest of the world.     

“Betterment of ALL of mankind” principle exponentially increases investor and shareholder profit.    The adoption of this principle frees up global human potential that will in turn result in an explosion of "real transparency," goodwill, collaboration, innovation, investment, revenues, wealth generation, and investor and shareholder profit across the globe.   

Real Transparency.  When you’re doing something good, common sense says that you want the whole world to know about it.  But when you’re up to no good, it’s also obvious that you wouldn’t want to advertise that to the world, at which point, the flow of information will be strictly on a need-to-know basis.   Real transparency (instead of today's fake transparency) renders politics as we know it today completely obsolete, a relic of our corrupt and primitive troglodyte and neanderthal past.

Goodwill.  Most people can tell the difference between bullshit and genuine acts, ideals versus actions, and optics versus substance.   It’s all about karma:   You screw people and they will eventually find out; and sooner or later, the chickens will come home to roost.  You do well by others and you will automatically reap goodwill in return.   It's as simple as that.

Collaboration.    The greatest barrier to fear, ignorance and stupidity.  People who work together get a chance to learn how much in common they have with each other instead of the lies and propaganda they are fed by their masters through the global mainstream media.   Global collaboration allows us to increase productivity and efficiency at an exponential level and provides us with all our basic needs and wants and makes poverty and pestilence a thing of the past. Global conflict would be reduced to a level never before seen in the entire history of mankind.  Mankind would be able to make the transition from “human beings” (very primitive and savage beings)  to “intelligent beings” in no time at all.    

Innovation.  The pace of innovation will also increase at an exponential level.  Imagine a world producing on a yearly basis the equivalent of 10,000 Albert Einstein, Nikola Tesla, Werner von Braun,  Steve Jobs, Thomas Edison, etc. working on and developing new technologies for the benefit of all of mankind.      

Investment.      Investors of all stripes and persuasions would have a field day investing in the latest and most advanced technologies -- like kids in a candy store.

Revenues.    A rising tide of revenues would fill the coffers of investors, businesses, employees, retirees, governments, foundations, charitable organizations, educational institutions, etc.   

Wealth Generation.     Wealth would be more evenly distributed throughout the globe.  Instead of people living from paycheck to paycheck,  people would be free to pursue their dreams and aspirations without the fear of bankruptcy.   A quality education would be affordable to all.  People will assert their independence and insist on safeguarding their freedom;  and will totally reject  today’s population mind control and mind manipulation by government in concert with special interests and the global  mainstream media.    
Investor and Shareholder Profit.  Investor and shareholder profit would shoot through the roof, which would in turn make it possible for investors to quickly reinvest their profit into more lucrative ventures.   

Failure to adopt "Betterment of ALL of Mankind Principle" means business as usual.   Absent the adoption of--and strict adherence to--the "betterment of all of mankind principle," the essence of bona fide capitalism, the only outcome we can ever expect throughout the world is the continuation and proliferation of what the world has been experiencing from time immemorial to this day:  smoke-and-mirrors democracy,  “democratic” dictatorships, insurrections, wars, genocide, unnecessary wholesale death and destruction,  state-sponsored terror and destabilization operations,  rampant diseases,  famine, obscene poverty, murder and mayhem, tyranny, oppression, repression, massive scale fraud and corruption at every single level and branch of government, puppet leaders, economic sanctions, modern day slavery,  criminal organizations acting under color of law, religious and ethnic strife, etc.            

Exclusively Works for a Principled Leadership Organization
A Principled Leader can only function within a “Principled Leadership Organization.”   A “Principled Leadership Organization” is an organization or entity whose core foundation is centered around the notion that the welfare of all the people who serve their organization  as well as their clients--and the communities in which they all live--take precedence over individual shareholder profit; AND subscribes to the "Principled Leadership" leadership model.  (View the article A Global Need for Principled Leadership for more information regarding the “Principled Leadership” leadership model.)    

A principled leadership organization and a principled leader are 2 sides of the same coin.  An almost fanatical obsession and emphasis is placed on (1)  a strong ethical code of conduct based on a priori ethics, (2) substance,  (3) people,  (4) merit,  (5) high performance, (6) high rewards;  and most importantly, “principled leadership organizations” require “principled leaders.”

(For detailed information about the characteristics and benefits of a “principled leadership organization,” review the article “A Global Need for Principled Leadership.”)

Why Should We Even Care to Have Principled Leaders?

As to why we should even care to have principled leaders, it’s because the future of all of mankind, our civilization, and our entire planet depends on it.  
I know that sounds a bit melodramatic, so let me elaborate a bit:

The world has changed, so stop these stupid games.    As we all know, the world has changed a great deal in the past quarter century and the old rules of the game either no longer apply or require substantial revision and modification.   We are too interconnected in today’s day and age for the sort of overt and covert tit-for-tat actions, political intrigues,  and behind-the-scenes geopolitical games and calculations which characterized all previous eras, including the Cold War era and the pre-internet business period.    

We are no longer isolated from the rest of the world.   We are no longer living in an era when each country's population was held captive and isolated from the rest of the world by a smorgasbord of benevolent to lightly benevolent, absolutely corrupt to mildly corrupt, most repressive to lightly oppressive,  and tyrannical to democratic "dictatorships."   You will notice one characteristic that they all share in common, regardless of the degree or extent of their leanings, is the word "dictatorship."     

Dictatorship is the essence of every single form of governance since time immemorial - having a small group of people dictate to others a form and pattern of conduct and behavior.   Those who are not exempt from playing by the rules and do play by the rules are left alone, and those who rebel against their form of government and rulers - or their rulers or masters’ dictates - are dealt with through various forms of "tyranny, oppression and repression," some of which ultimately result in the loss of life.   And that, friends and colleagues, is a fact of life, no matter how much we try to sugarcoat or vilify any particular government or form of governance.

Now we all have access to the truth.    Our leaders can no longer get away with feeding us nothing but lies, omissions, distortions, and half-baked truths and expect us to believe them.   They can no longer cause mayhem, engineer total chaos and destruction at home, in their backyard or around the world, and then expect us to believe that they are fighting for freedom and democracy at home  or around the world,  in our name and for our way of life.    

They can no longer credibly claim that they are trying to protect us from these evil terrorists or regimes (that they had-or still have-a part in creating, funding, arming, and/or supporting  in the first place);  people or entities who are insane and bloodthirsty and want nothing to do but kill us,  either for absolutely no reason at all or because of some extreme, perverted ideology or version of religious fundamentalism.

Today we all have access to the truth IF WE SO DESIRE although most of us are too busy trying to survive or make a living to even care.   Today the truth is a powerful weapon that an enemy country can deploy against their adversary; and that truth is no longer confined to the domain of the powers-that-be, secret shadow governments, secret civilizations operating in tandem with human civilization, ultra secret societies, and shadow intelligence groups within intelligence agencies operating in total secrecy.     Today we no longer have to rely on a totally discredited global mainstream media to insult our intelligence and feed us nothing but bullshit.    

For those of us who care, the internet makes possible the dissemination of all versions of truth, including the real truth, in a flash second.   It allows us to quickly identify, recognize, or be alerted to "false flag operations," lies and omissions,  distortions, concealment, blatant or subtle propaganda; ultra sophisticated information warfare, psychological operations,  mind control and mind manipulation operations, human compromise operations; black box projects, overt and covert sinister operations;  internal and external state-sponsored clandestine operations, internal destabilization efforts, color revolutions,  subversion and assassinations; and the blatant corruption of business, the political process, and all levels of the legislative, executive and judicial branches of government.  

Thus, it can be said with a reliable degree of certainty and accuracy that the internet leaves very little place for scoundrels and malfeasants to hide.

However, that being said, what we do with that truth (and capability) is a completely different matter - and there lies the quandary that we all face - both purveyors and recipients of information (the ruling class and working class, respectively).  

The internet makes the ruling class happier than a pig in mud.   As for the ruling class -- today’s current leaders --  on the one hand, they view the internet’s capability with a tremendous amount of euphoria.   It provides them with the capability to continue to do “more of the same” at an exponential level and on a global scale - subject to the limits of current technology.    As the old saying goes, “absolute power corrupts absolutely.”

Today’s current leaders have no understanding or appreciation for the “judicious use of power” whose basic tenet states that “just because you can doesn’t mean you should.”   

But the internet is a double-edged sword.   Therein lies the danger.    Why is that, you might say?    That’s because when our leaders’ activities are revealed, the breadth and scope of the information revealed is such that it also reverberates exponentially and on a global scale (in every nook and cranny of the world);  cannot be locally contained; and it brings about a resulting fury which takes a very long time to contain, if ever.    

Today’s “town criers” can no longer be dismissed outright.   Whereas, in the past, the local “town criers” of the world could easily be dismissed, marginalized, coerced, human compromised, blackmailed, intimidated, silenced, incarcerated in a mental or penal institution, or even “eliminated” in the name of national security or other criminal and unjust pretense, however, in today’s day and age, the sheer number of  these town criers and their global visibility makes it almost impossible to outright dismiss them all, put them all in jail,  or “kill them all.”
The old ways of dealing with those who dared to defy the status quo (e.g., death under mysterious circumstances, etc.) can no longer be hidden from the rest of the world. Responding with more sophisticated “disinformation” campaigns and “false flag” operations through the global mainstream media is no longer a 100% effective option since the audience that these town criers appeal to obtains their news from “alternative media.” That audience considers global mainstream media a nefarious tool of corrupt leaders which does nothing but “regurgitate” propaganda and promote dumbed-down content and massive mind control, mind manipulation, and disinformation campaigns.

It is no longer a question of “where there is smoke, there is fire”;  the "informed or enlightened" working class can see the “raging forest fire” and you can’t tell them it’s all in their mind or it’s nothing serious - just a little bit of smoke that will quickly die out on its own.    

Lack of Credibility Is a Global Security Issue
Most importantly, the resulting damage to the credibility of ALL institutions--and their leaders-- worldwide makes it almost impossible to govern in today’s day and age.    This credibility gap has set the stage for others (patriots, heroes, and principled individuals) to make a valiant attempt to cure today’s ills or fill the current moral and leadership void that exists through whatever means they may have at their disposal.    

(This list of past and present patriots, heroes, and principled individuals includes, however is not limited to, Anonymous, Veterans Today, Project Camelot, Kerry Lynn Cassidy, Thomas Andrews Drake, Julian Assange,  Edward Snowden, Chelsea Manning,  Simon Poncelet, Russ Tice, William Binney, Al Bielek, Paul Hellyer, Laura Magdalene Eisenhower, Phil Schneider, Gordon Duff, Jim Dean, Larry Nichols, Vytautas Pociunas, Clive Ponting, Alison L. Des Forges, Ron Rummel, Cathy Massiter, John O'Neil, Mordechai Vanunu, Mark Whitacre, Marc Dutroux, Jean-Paul Taminiau, Ron Johnson, Andre Cicolella, Jeffrey Wigand, Michael Ruppert, Dean Warwick, John Kiriakou, Kenneth Johannemann, Frederic Whitehurst, Linda Tripp, Anna Konjevoda,  Danny Jowenko, Deck Slayton, Paul van Buitenen,  Fabienne Jaupart, Francois Reyskens, Janet Howard, Karen Kwiatkowski, Stanley Kubrick, Joseph Nacchio, Jesselyn Radack, Sibel Edmonds, Secretary of Defense James Vincent Forrestal, Joseph Wilson,  Hunter S. Thompson, Joe Darby,  Chris van der Werken, John Todd, Samuel Provance, Philip Marshall, Shawn Carpenter, Mark Klein,  Richard M. Bowen III, Gina Pardaens-Bernaer, Justin Hopson, Karla Turner, Michael H. Doran, Danny Casolaro, Anat Kamm, Wendell Potter, Paul Wellstone, John Kopchinski, Linda Almonte, John Lear, Robert Dean, Bob Lazar, Milton William (Bill) Cooper, Christopher Landis, Larry Warren, Dr. J. Alan Hynek, Beverly Eckert , Major Donald E. Keyhoe, Wendy Burlingame, Dr. James E. McDonald, Gordon Cooper, Salvatore Princiotta, Edgar Mitchell, Major Jesse Marcel Sr.,  Barry Jennings, Jose Steppe, GrĂ©gory Antipine, Jean-Jacques Feront  and thousands, if not millions,  more.)  

The solutions to today’s ills only give us “more of the same.”  Regardless of where in the world  we are, this credibility gap represents a major national security issue and a serious threat to our way of life.  That’s because our current global political system (this farcical “democratic” system of government) only invites “more of the same” to fill the huge credibility void that this succession of current and previous leaders has created over the years.   

That “more of the same” includes:    

1)  “demagogues, vultures, bottom-feeders, and messianic figures” of all stripes and persuasions - after all, they themselves as well as their intended victims believe that they couldn’t possibly be any worse than these leaders they intend to replace;  

2)  idealists with a utopian vision of the world whose governing principles and practices are the equivalent of trying to fit a square peg into a round hole - a lesson that Karl Marx’s followers and thousands of others before him throughout the history of mankind have already learned.

3)  more rabid “democracy” ideologues - also from all stripes and persuasions - spanning a myriad number of political parties across the globe who fit into the category of cowards, bullies, oppressors, dictators, mass murderers, intellectual midgets, ideological cowards,  puppet leaders who are slaves to masters of the new world order,  vassals without a shred of conscience or dignity, aggressors who only prey on the weak and defenseless, warmongers, tyrants, unprincipled leaders, pragmatic scoundrels, liars and thieves and opportunists and traitors “bought and paid for” by special interests and secret societies, and mind control and manipulation experts  - all of them dressed in “democracy” clothing; and last but not least,

4)  well-meaning and highly competent technocrats and visionaries who understand the problem,  truly believe they can make a difference from within,  seek and obtain a mandate to make the necessary reforms,  and make an attempt in that direction until they finally come face to face with the devil himself and his pitchfork who gives them an ultimatum - “you either resign, join us or suffer the fate of all who have come before you” -  an ultimatum which, for the most part, results in a grudging acceptance of the invitation to join.                   

Principled leaders allow us to make a paradigm shift from today’s “swamp” mentality.   And that is the reason why we, the world over,  always wind up with different leaders but the same old crap -   a very dysfunctional and “exceptional” system built on “smoke and mirrors,” nowhere near grounded in any sort of reality, always going around in a perpetual circle.  

Therefore, the solution is not “more of the same” but a total and radical departure from the “sort of mentality” which keeps producing the “current swamp” that we all live in.   Instead of listening to new leaders constantly promising to “clean up the swamp,”  let’s instead focus our energies on identifying and changing the mentality that produces the swamp in the first place.    And that, friends and colleagues, is the promise of “principled leadership organizations” and “principled leaders.”

And What Does “Principled Leaders” Have Anything to Do With Virtual Organization Management?

To those of you who are familiar with my passion for--more like fanaticism about--virtual organization management, I am sure you must be wondering what the hell any of this has to do with virtual organization management.    The answer is: everything.

All Bona Fide Virtual Organizations Are Principled Leadership Organizations
That’s because the virtual organization management discipline mandates that ALL virtual organizations must be “principled leadership organizations” led by “principled leaders.”    Absent meeting that fundamental requirement, a so-called virtual organization shall be deemed a “quasi- or pseudo-virtual organization.”  
No room for business as usual in The New Virtual Organization World.  The idea is that, it’s critical that as people and organizations form “virtual organizations” and reach that critical mass which will herald the arrival of  The New Virtual Organization World era,  that we do not simply transfer (or virtualize) all the garbage, evils, and “swamp mentality” which currently characterize the completely dysfunctional system we now have in the brick and mortar world.  

The New Virtual Organization World represents an opportunity for all of us to learn from our brick and mortar world mistakes and finally get it right;  a  golden opportunity for all of us to break free from our primitive ancestors, their primal fears and instincts.   Business as usual is no longer an option.     

In Conclusion

I realize that becoming a “Principled Leader” is not like turning on a switch, getting a degree, or taking a course and getting a certificate.   If it were that easy, the world would certainly have been a much better place eons ago.   It is instead a lifetime of work in progress,  trying to improve yourself on a 24 hours a day / 365 days basis,  and keeping vigilant at every turn and fork on the road.   

But make no mistake about it - this is a battle worth fighting for because the stakes are higher than ever for the future of our planet  and mankind, and our progeniture expects no less from us.      The examples that we trace today will be felt for millennia to come - just as today we are all inheritors of the legacy of primitive apes, troglodytes, neanderthals, today's human savages, and our extra-terrestrial  ancestors.

(Stay tuned for Part 3 - A Global Need for Principled Geopolitical Leaders)

About Author:   Pierre Coupet, Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter; and is also the founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997. Contact directly at; via the Virtual Organization Recruiter community to discuss this article; or via CHAT.
Credits:  Stock photo courtesy of