Recent surveys indicate that achieving employee engagement and meeting/exceeding customer expectations are at the top of business concerns identified by CEOs worldwide. This Leadership Brief Express (LBE) explores the leadership behaviors instrumental in creating a culture where employees are engaged and motivated to contribute. These behaviors transform the relationship between management and employees enabling alignment, involvement, open & two-way communication, collaborative problem-solving & learning, innovation and high-performance.
In the 21st Century, it has become crucial for leaders to become more responsible. This presentation talks about the importance and the minority research. It continues to integrate culture and how Leaders are required to influence, motivate, and be a role-model for its followers. An interesting presentation to start a discussion.
Organizational Leadership Role In Achieving Excellence Finalempowermena
A presentation by Fahmi Abdein on What is organizational excellence and what is the leadership role and responsibilities in achieving excellence. Current state of leadership in the Middle East, and what is missing.
Presentation for the ASHRM conference in Bahrain, May 2010
THE POWER OF INFLUENCE: LEADERSHIP STRATEGIES FOR THE EXTRAORDINARY LEADERTom Hood, CPA,CITP,CGMA
Influence, by definition, is the ability to have others take actions you suggest, while you continue to build and maintain a good relationship with them. Not an easy skill set to learn – but an essential one for any woman who wants to achieve success in the accounting profession. So how do you get there? In this session, Tom Hood will show you. Named five times as one of the 100 most influential people in the CPA profession, Hood
will share tips and ideas drawn from his wide-ranging (and, yes, definitely influential) career to show you how to hone your own leadership skills to
make you a more powerful influencer than ever before.
Tom will be featuring BLI's latest SMART tool, I2A: Insights to Action - a strategic thinking system. This sytem is the foundation for the AICPA's Leadership Academy and the strategic planning facilitation process used with the Major Firm's Group and many of the Top 100 CPA firms.
In the 21st Century, it has become crucial for leaders to become more responsible. This presentation talks about the importance and the minority research. It continues to integrate culture and how Leaders are required to influence, motivate, and be a role-model for its followers. An interesting presentation to start a discussion.
Organizational Leadership Role In Achieving Excellence Finalempowermena
A presentation by Fahmi Abdein on What is organizational excellence and what is the leadership role and responsibilities in achieving excellence. Current state of leadership in the Middle East, and what is missing.
Presentation for the ASHRM conference in Bahrain, May 2010
THE POWER OF INFLUENCE: LEADERSHIP STRATEGIES FOR THE EXTRAORDINARY LEADERTom Hood, CPA,CITP,CGMA
Influence, by definition, is the ability to have others take actions you suggest, while you continue to build and maintain a good relationship with them. Not an easy skill set to learn – but an essential one for any woman who wants to achieve success in the accounting profession. So how do you get there? In this session, Tom Hood will show you. Named five times as one of the 100 most influential people in the CPA profession, Hood
will share tips and ideas drawn from his wide-ranging (and, yes, definitely influential) career to show you how to hone your own leadership skills to
make you a more powerful influencer than ever before.
Tom will be featuring BLI's latest SMART tool, I2A: Insights to Action - a strategic thinking system. This sytem is the foundation for the AICPA's Leadership Academy and the strategic planning facilitation process used with the Major Firm's Group and many of the Top 100 CPA firms.
A Perceived Lack of Leadership and the Tools to Fix itChinmay V S
Why do certain teams repeatedly miss Sprint Deadlines?
Do the team-members appear to lack motivation?
Here's a theory that can explain this (and a potential fix).
20 Things That Will Make You a Powerfully Influential LeaderKris Fannin
The difference between great and brilliant leaders is the ability to influence. Here are 20 ways to boost your leadership influence and power through leveraging leadership trust.
Great leaders come in all shapes and sizes, genders and cultures, but they all possess many of the qualities I’ve highlighted in the Think Oak A to Z of Leadership Qualities
This is a scaled back less conservative version of my motivation and leadership PowerPoint presentation. The focus was taken off of data mining / statistics and geared towards positive influence. The presentation was far less formal compared to what I would have manufactured for a business presentation. Many of he slides are also condensed rather than detailed and drawn out to fit the allotted presentation time.
Develop a Leadership Culture in Your OrganizationWiley
Organizations that hope to develop leaders from within need to create a culture that supports and cultivates emerging leaders. Industry professionals agree there are four traits necessary to support a culture where leaders can grow and thrive. Based on more than 30 years of scientific research, bestselling authors Jim Kouzes and Bill Posner share more about the four pillars of a leadership culture.
The quality of leadership you provide has a significant impact on the people you lead. After analyzing decades of research, Jim Kouzes and Barry Posner confirm this statement with some very compelling data. See how your leadership can positively—or negatively—make a difference.
To be an effective leader you need to know your strengths—but that’s only part of the story. You also need a broad perspective on all the behaviors needed to be an effective leader. Explore the 8 different types of effective leaders; the strengths and weaknesses; and opportunities and downsides of various leadership styles.
This session identify your primary leadership type and helps you understand the psychological drivers, motivations, and “blind spots” characteristic of your style.
A Perceived Lack of Leadership and the Tools to Fix itChinmay V S
Why do certain teams repeatedly miss Sprint Deadlines?
Do the team-members appear to lack motivation?
Here's a theory that can explain this (and a potential fix).
20 Things That Will Make You a Powerfully Influential LeaderKris Fannin
The difference between great and brilliant leaders is the ability to influence. Here are 20 ways to boost your leadership influence and power through leveraging leadership trust.
Great leaders come in all shapes and sizes, genders and cultures, but they all possess many of the qualities I’ve highlighted in the Think Oak A to Z of Leadership Qualities
This is a scaled back less conservative version of my motivation and leadership PowerPoint presentation. The focus was taken off of data mining / statistics and geared towards positive influence. The presentation was far less formal compared to what I would have manufactured for a business presentation. Many of he slides are also condensed rather than detailed and drawn out to fit the allotted presentation time.
Develop a Leadership Culture in Your OrganizationWiley
Organizations that hope to develop leaders from within need to create a culture that supports and cultivates emerging leaders. Industry professionals agree there are four traits necessary to support a culture where leaders can grow and thrive. Based on more than 30 years of scientific research, bestselling authors Jim Kouzes and Bill Posner share more about the four pillars of a leadership culture.
The quality of leadership you provide has a significant impact on the people you lead. After analyzing decades of research, Jim Kouzes and Barry Posner confirm this statement with some very compelling data. See how your leadership can positively—or negatively—make a difference.
To be an effective leader you need to know your strengths—but that’s only part of the story. You also need a broad perspective on all the behaviors needed to be an effective leader. Explore the 8 different types of effective leaders; the strengths and weaknesses; and opportunities and downsides of various leadership styles.
This session identify your primary leadership type and helps you understand the psychological drivers, motivations, and “blind spots” characteristic of your style.
At Modern Health Talk, we see the future of mHealth as less about Mobile health and more about MODERN healthcare that includes all sorts of solutions for addressing demographic shift of retiring baby boomers and the resulting doctor shortage.
These solutions include mobile technologies (smartphones & tablets) and big broadband support of high-def video calls with medical imaging, as well as new delivery options such as retail clinics and insurance-funded home care (and home modifications), remote sensor monitoring, healthcare robots, Watson-like cloud services, new laws & regulations, support of family caregivers, and more.
The slides hint at the topics I cover as a public speaker but lack the discussion and delivery. To schedule a speaking engagement for your organization, contact me at waynecaswell AT mhealthtalk DOT com.
An approach to teaching computer science Phoenix Perry
This talk was given at Jam Today in Brussels and it discusses ways to approach encouraging women into the field of computer science using game jams. It features the work of @codeliberation
Soil Issues for Residential Construction in TexasWayne Caswell
This document alerts builders, homeowners and policy makers of two concerns when building on farm and ranchland. The first relates to expansive soils that are unsuitable for building, cause foundation problems and threaten the structural integrity of homes. The second is residual contamination
from industrial waste or toxic pesticides that can cause serious health problems. These two issues are especially troublesome because of the rapid rate of urban sprawl in Texas.
This talk was done for Makerfaire UK 2016 and it presents the ecological ramifications around technology and making and asks for the make community to consider the environment, diversity and inclusion as a focus for consideration.
Why do women only make up 5% of game developers? Phoenix Perry
Why is it important that women enter into STEM and ITC? How were they pushed out of the field systematically? What are the ramifications? This talk gives an overview of these questions. It was presented at VHTO in Amsterdam in Dec of 2014. Games shown at the start of this talk are by Nina Freeman, Catt Small, Jenny Jiao Hsia and Alec Thomson and Jane Freidhoff. You can find us at codeliberation.org
Moore's Law and The Future of healthcareWayne Caswell
See how Moore’s Law and the convergence of science and technology (info + bio + nano + neuro) affects the future of healthcare, and learn about the market drivers & inhibitors.
Five Ways Effective Leadership Begins From Within.pdfPinta Partners
In the post, several key qualities are identified that shape an effective, well-rounded leader for any organization; focusing on the importance of a leader’s positive attitude and growth mindset so they are always working toward their business’s goals and mission.
Read more on: https://joel-landau.com/five-ways-effective-leadership-begins-from-within/
The skill sets that make a person an effective leader have been studied for decades and the findings show us that the foundational skillsets (building blocks) remain unchanged. Leadership at its essence is about mobilizing people in an organization around common goals to achieve impact, at scale.
Harvard Business Review wrote the Leadership Handbook guide which took into account interviews from successful leaders across industries and sought prevalent themes throughout several decades of their own internal research in which they revealed 6 foundational building blocks.
These same foundational skillsets are mirrored in Wiley’s findings which included a review of contemporary research and thought leadership in this field plus internal data spanning 20 years.
As SH&E professionals move to become more integrated into the business environment it is even more crucial that the pure technical disciplines typically associated with the profession are complimented by a strong set of relevant leadership and business skills. In this presentation we will examine the various traits and core attributes that need to be displayed by the SH&E Professional not only to provide clear direction within their area of influence but also to gain credibility, and achieve alignment, with the rest of the organization.
You were recently appointed as a new manager. You face a number o.docxjeffevans62972
You were recently appointed as a new manager. You face a number of issues in your new position. Please address each.
The previous manager used a transactional leadership approach, which has been relatively ineffective. Evaluate one leadership style and describe which you would take.
An experienced executive assistant discovered that she made the same amount of money as a newly hired janitor. Consider the role the human resources department plays in driving organization performance. What HR strategies would you employ to address this?
To keep people motivated in a tough economic environment, the company has shifted from annual to semiannual bonuses. Do you think offering semiannual bonuses is a good way to motivate the kind of behaviors organizations need to survive the economic downturn? What might be some potential problems associated with this approach? What other strategies would you use?
Post answers in paragraph form (minimum of 500-600 words)
SCORING AND INTERPRETATION: A recent view of leadership called Level 5 leadership says that the most successful leaders have two prominent qualities: humility and will. Give 1 point for each item marked Mostly True.
· Humility: Items 1, 2, 3, 4
· Will: Items 5, 6, 7, 8
“Humility” means a quiet, modest, self-effacing manner. A humble person puts group or organizational success ahead of personal success. “Will” means a quiet but fierce resolve to stay the course to achieve the group's desired outcome and to help the group succeed. The traits of humility and will are opposite the traditional idea of leadership as loud and self-centered. If you scored 3 or 4 on either humility or will, you are on track to Level 5 leadership, which says that ordinary people often make excellent leaders.
Remember This
·
(Daft, 2012, p.493)
Nature of Leadership
In most situations, a team, military unit, department, or volunteer group is only as good as its leader. Yet there are as many variations among leaders as there are among other individuals, and many different styles of leadership can be effective.
So, what does it mean to be a leader? Among all the ideas and writings about leadership, three aspects stand out—people, influence, and goals. Leadership occurs among people, involves the use of influence, and is used to attain goals.2Influence means that the relationship among people is not passive. Moreover, influence is designed to achieve some end or goal. Thus, leadership as defined here is the ability to influence people toward the attainment of goals. This definition captures the idea that leaders are involved with other people in the achievement of goals. Leadership is reciprocal, occurring among people.3 Leadership is a “people” activity, distinct from administrative paperwork or problem-solving activities.
Remember This
· • The attitudes and behaviors of leaders shape the conditions that determine how well employees can do their jobs; thus, leaders play a tremendous role in the .
We are all used to the concept of Intelligence quotient (IQ) for years, which is the outcome of standardized tests that are developed to measure and analyse the cognitive abilities of individuals, but according to Daniel Coleman is IQ enough measurement for people abilitiy to deliver on the job. Hence the concept of EQ, which is the ability to monitor one's own and other people's emotions, to discriminate between different emotions and use the emotional information to guide thinking and behaviors.
This presentation though not exhaustive, will provide insights into how best people and especially leaders are to cultivate their EQ for better relationship building and understanding.
MSL 6000, Psychological Foundations of Leadership 1 .docxadkinspaige22
MSL 6000, Psychological Foundations of Leadership 1
Course Learning Outcomes for Unit VI
Upon completion of this unit, students should be able to:
2. Assess influence tactics used by leaders.
2.1 Analyze servant leadership traits.
2.2 Determine how leadership skills can influence others and improve employee performance.
Course/Unit
Learning Outcomes
Learning Activity
2.1
Unit Lesson
Chapter 5
Chapter 6
Unit VI Essay
2.2
Unit Lesson
Chapter 5
Chapter 6
Unit VI Essay
Reading Assignment
In addition to a physical copy of the textbook, each unit contains the eTextbook version of the assigned
reading chapters. If preferred, click on Unit VI in the course navigation menu to access the online version of
the assigned chapters.
Chapter 5: Leadership Mind and Emotion, pp. 135–158
Chapter 6: Courage and Moral Leadership, pp. 167–187
Unit Lesson
Leaders have a myriad of tactics they can use to influence their followers. Some of these are more
emotional or mental methods that they use to affect the behavior of their followers; others are more
process-focused, which is a more systematic approach to motivation. Leaders will find that, in some
situations, one method works better than the other, and, at other times, they may find themselves leading
with both their head and their heart. Effective leaders will balance their use of hard tactics, such as
issuing direct orders with softer, more collaborative directions. It can be challenging to determine which
combination of methods will be most effective when trying to persuade followers to complete an objective
or comply with a request. This unit covers the personal side of leadership and the different tactics
leaders use to influence their followers. Emotional intelligence (EQ), ethical leadership, moral
development, and servant leadership are just a few of the leadership behaviors that will be covered.
In order for leaders to influence their followers and give them a sense of meaning and purpose, they must be
comfortable utilizing both emotional and rational leadership methods. Leaders are affected by the same
internal and external factors that affect businesses. For example, a company’s mission, communication,
organizational culture, structure, the economy, and social and political factors will have an effect on not only
the business but also on those who are in a leadership position with the organization. Leaders should be
mindful of changes in the internal and external environment and be alert to how these changes affect their
UNIT VI STUDY GUIDE
Influence Tactics Used by Leaders
MSL 6000, Psychological Foundations of Leadership 2
UNIT x STUDY GUIDE
Title
followers and their ability to lead. Leaders need to be open and receptive to change as it occurs. Daft (2018)
shares four key areas relevant to expanding and developing a leader’s mind:
Some leaders and researchers have suggested that “emotion, more t.
The Leadership Challenge NotesLeadership is a relationship be.docxarnoldmeredith47041
The Leadership Challenge Notes
“Leadership is a relationship between leaders and followers. A more complete picture of leadership develops when you understand what people look for in someone they would willingly follow” (Kouzes and Posner 2017, p. xiii).
PART 1. WHAT LEADERS DO AND WHAT CONSTITUENTS EXPECT
Chapter 1. The Five Practices of Exemplary Leadership.
Using the stories of two people who each took advantage of an opportunity to lead their organization to excellence, the authors introduce their leadership model, The Five Practices of Exemplary Leadership.
The Five Practices
Ordinary people who guide others along pioneering journeys follow similar paths, marked by common patterns of action. When getting extraordinary things done in organizations, leaders engage in Five Practices that are available to anyone who accepts the leadership challenge:
Model the Way
Inspire a Shared Vision
Challenge the Practice
Enable Others to Act
Encourage the Heart
This model has stood the test of time—research confirms that it’s just as relevant now as when Kouzes and Posner first began their investigation.
Leadership is a Relationship
Leadership is a relationship between those who aspire to lead and those who choose to follow. Success in leadership, business and life is a function of how well people work and play together, and success in leading depends on the capacity to build and sustain the human relationships that enable people to extraordinary things done
Ten Commitments of Leadership
The behaviors that serve as the basis for learning to lead are embedded in The Five Practices:
Model the Way
Find your voice by clarifying your personal values
Set the example by aligning actions with shared values
Inspire a Shared Vision
Envision the future by imagining exciting and ennobling possibilities.
Enlist others in a common vision by appealing to shared aspirations.
Challenge the Process
Search for opportunities by seeking innovative ways to change, grow, and improve.
Experiment and take risks by constantly generating small wins and learning from mistakes.
Enable Others to Act
Foster collaboration by promoting cooperative goals and building trust.
Strengthen others by sharing power and discretion.
Encourage the Heart
Recognize contributions by showing appreciation for individual excellence.
Celebrate the values and victories by creating a spirit of community.
Chapter 2. Credibility is the Foundation of Leadership
The authors discuss the research into the four qualities that people believe are essential to exemplary leadership, on which all great leadership is built.
What People Look for and Admire in Their Leaders
Over a period of more than 20 years, the authors asked more than 75,000 people around the globe what values they most looked for and admired in a leader, someone “whose direction they would willingly follow.”
Only four out of 20 qualities have continuously receiv.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
1. 4 Key Leadership Insights
“First, leadership as
management is not enough.
Second, transformational
leadership rests on
collaboration and shared
purpose, difficult to
accomplish in more resistant
environments (Garrison &
Kanuka, 2004). Third, leaders
need to be the innovation
they wish to create, and
support change: “start with
serious self-reflection,
understand the change
context, and balance passion
for change with enlightened
self-interest” (Cleveland-
Innes, Emes, & Ellard, 2001, p.
25). While striving to emulate
great leaders of the past,
remember to serve those who
follow as well as, if not better
than, they serve. Finally, and
perhaps above all, remember
that in all its forms, leadership
without ongoing personal
transformation is little more
than management.” (IRR ODL,
Leadership Notes, Oct. 2012)
“Your Partner in Creating High Performance Organizations"™
40 E Main St., Suite 247, Newark, DE 19711
(302) 985-3080 | www.c4os.com | thrive@c4os.com
Leadership Behaviors which Drive Results
Primary Leadership Objective
The primary objective of leadership is to achieve sustainable organizational success by creating a culture where
employees are engaged and motivated to contribute. According to CEO
Challenge 2015, an annual survey of CEO's conducted by The Conference Board,
CEO's believe that sustainable business results are best achieved through a
"longer term focus on capacity-building and the development of strong cultures
of innovation, engagement and accountability within their organizations”. The
Conference Board’s report also states "While CEOs see the criticality of Human
Capital to long-term success, they are also focused on an enterprise-wide
integrated approach in their growth strategies that equally values engagement,
innovation and customer-centricity, along with excellence in execution.” ¹
Leadership Behaviors which Engage & Motivate
The results of CEO Challenge 2015 clearly indicate that issues related
to achieving employee engagement and meeting/exceeding customer
expectations are at the top of the list of business concerns identified
by CEOs worldwide. So, what kinds of leadership behaviors are
instrumental in creating a culture where employees are “engaged
and motivated to contribute”?¹ They are the behaviors which
transform the relationship between management and employees
enabling alignment, involvement, open & two-way communication,
collaborative problem-solving & learning, innovation and high-
performance. These same behaviors, at a fundamental level, are
integral to establishing an organizational culture of honesty, trust,
appreciation, respect and enthusiasm without which high-
performance is not possible.
PriceWaterhouseCoppers (PWC) 18th Annual CEO Survey
The findings of the PriceWaterhouseCoppers (PWC) 18th Annual CEO
Survey, just released last month, underscores the need for “soft-
Skills” in corporate leadership and begins to define what they are.
“Above all though, perhaps the quality CEOs most need to master is
humility. By being humble while leading, a CEO will be able to listen
and learn from the team they have built around them; they’ll be able
to take maximum advantage of the diversity they are cultivating and
they’ll be receptive to the insights they gain from new collaborations.
Most important, this humility will give CEOs the confidence to pass on
what they have learnt to the next generation of leaders.” ²
The Leader who “Gets-it”
The leader who “gets-it” demonstrates skills in their relationships
with people by treating them “… as a ‘whole’ individual rather than
as an employee, and considers the individual’s talents and levels of
knowledge to decide what suits him or her to reach higher levels of
attainment.”³ This kind of leader is a role model for all to emulate
through living the organization’s values and collaboratively accomplishing company objectives. Examples of their
2. behaviors include:³
listening to each follower’s needs and concerns
expressing words of thanks or praise as a means of motivation
making public recognition of achievements and initiatives
making private notes of congratulations to boost self confidence
ensuring fair workload distribution
undertaking individualized career counseling and mentoring
John Kotter wrote about this engaging style of leadership in the Harvard
Business Review …“Motivation and inspiration energize people, not by
pushing them in the right direction as control mechanisms, but by satisfying
basic human needs for achievement, a sense of belonging, recognition, self-
esteem, and feeling of control over one’s life, and the ability to live up to one’s ideals.⁴
Take a look in the mirror
An article in the McKinsey Quarterly Newsletter advises leaders to be introspective in order to
understand their “modes of operating” as “many people aren’t aware that the choices they
make are extensions of the reality that operates in their hearts and minds”. The article goes on
to state that “…it’s crucial that those who seek to lead powerfully and effectively look at their
internal experiences, precisely because they direct how you take action, whether you know it or
not. Taking accountability as a leader today includes understanding your motivations and other
inner drives”. ⁵
7 Best Traits of a Leader
I recently read a blog post on leadership which identified 7 best traits of a leader. I’m not sure there is an absolute list
of best traits but if there were I believe these would be near the top. I listed these traits below along with my
thoughts on how they are best defined. ⁶
Authentic: they don’t have a guard up and let people know who they really are; they share their vision, expectations,
agendas, strengths and the things they may not be so good at; their honest, forthright, respectful and don’t put a
‘spin’ on things.
Self-Awareness: they’re aware of the deeper parts of their personality, what drives their behavior, their behavioral
patterns and the affect their behaviors have on others.
Humble: they are modest, don’t brag or exaggerate, acknowledge and appreciate what others bring to the table and
know they have strengths as well as things they need to work on just like we all do.
Compassionate: they have empathy for others when they stumble as they realize we all stumble from time-to-time;
when there’s a choice between being kind and right, they choose to be kind.
Patient: they respond (vs. react) to situations with their knowledge and skills along with the wisdom they’ve gained
through life’s experiences; they are graceful with people allowing them the time and space they need.
Responsible: they are accountable for their actions and what they’ve agreed to; they claim 100% responsibility for
what they did or didn’t do in a given situation even when others have a stake as well; they don’t ‘pass-the-buck’.
Influential: they competently use their positional power in the best interests of the company; they inspire, engage
and align people to achieve company objectives; they continuously improve the organization to meet the challenges
of tomorrow.
Conclusion
In closing, corporate leadership plays a pivotal role in shaping an engaged and high-performing business culture.
Leaders who are role models of the values and behaviors which advance the culture will realize the results not only
today but for years to come.
Page 2
3. Dave
Dave Fleck, M.A.A.B.S., CEO and Principal Advisor & Coach
Certified Executive Coach in Appreciative Inquiry & Whole System IQ™
dave@c4os.com; www.c4os.com; Mobile: 908-797-7328
Center for Organizational Success, Inc. (C4OS)
“Your Partner in Creating High Performance Organizations"™
40 E Main St., Suite 247, Newark, DE 19711
Mid-Atlantic Corporate: 302-985-3080
References:
1. The Conference Board CEO Challenge 2015 Survey Report; Feb., 2015
2. PriceWaterhouseCoppers (PWC) 18th Annual CEO Survey Report; Jan., 2015
3. Harvard Business Review on Leadership; “Managers and leaders: Are they different?”; Zaleznik; 1992
4. Harvard Business Review; “What leaders really do”; Kotter; Dec., 2001
5. McKinsey Quarterly Newsletter; “Change leader change thyself”; Boaz & Fox; Mar., 2014
6. IzoLife.com Blog; Best Traits of a Good Leader; ElKartoum; Nov., 2014
Page 3