360 leaders lead both up and down the organizational hierarchy through influence rather than formal authority. They take time to understand people at different levels and connect with them at their own pace. Effective 360 leaders express care for others, pay attention for signs people may be avoiding them, and prioritize developing people both individually and for the organization's goals. They model the behaviors they want to see, such as honesty, learning, and inspiring action.
Introduction:
This Workshop offers an extensive training on 360 Leadership in the 21st Century. This workshop will provide the most comprehensive training on leadership effectiveness in formal organizations with practical suggestions for improving leadership skills. It introduces The Nature of Leadership, The Nature of Managerial Work, Perspectives on Effective Leadership Behavior,
Participative Leadership, Delegation, and Empowerment, Managerial Traits and Skills Theories of Effective Leadership, Leading Change in Organizations, Leadership in Teams and Decision Groups, Strategic Leadership by Top Executives and Developing Leadership Skills
Objectives:
• To learn strategies and tools to overcome 21st Century challenges
• To become a more Creative and Competent Leader.
• To learn different Management Styles and how to deal with it.
• To learn the importance of Productive Performance Appraisal
• To Learn Different Leadership Styles
• To Learn Different Followers Styles
• To become a better Leader in the 21st Century
Who should attend:
Top Management
Middle Management
Daily Outlines:
DAY 1:
• The Management Process
• Planning
• Organizing
• Leading
• Control
• Nature of Managerial Work
• Creativity
DAY 2:
• Innovative Leadership
• The Nature Of Leadership
• The Nature of Managerial Work
• Effective Creative Leadership
• Change Management
• Productive Performance Appraisal
• Delegation and Empowerment
DAY 3:
• Organizational Behavior
• Multi Culture
• Diversity
• Effective Communication
• Leadership in Teams
• Leadership in Decision Groups
DAY 4:
• Leadership Styles
• Followers Types
• Developing Leadership Skills
• Competent Leadership
• Leadership Dimensions
• Leadership in the 21st Century
DAY 5:
• Managerial Grid Styles
• Creativity
• Innovation
• Critical Thinking
• Emotional Intelligence
• The Habits of Highly Effective Leaders and Managers
• Related DVDs
Introduction:
This Workshop offers an extensive training on 360 Leadership in the 21st Century. This workshop will provide the most comprehensive training on leadership effectiveness in formal organizations with practical suggestions for improving leadership skills. It introduces The Nature of Leadership, The Nature of Managerial Work, Perspectives on Effective Leadership Behavior,
Participative Leadership, Delegation, and Empowerment, Managerial Traits and Skills Theories of Effective Leadership, Leading Change in Organizations, Leadership in Teams and Decision Groups, Strategic Leadership by Top Executives and Developing Leadership Skills
Objectives:
• To learn strategies and tools to overcome 21st Century challenges
• To become a more Creative and Competent Leader.
• To learn different Management Styles and how to deal with it.
• To learn the importance of Productive Performance Appraisal
• To Learn Different Leadership Styles
• To Learn Different Followers Styles
• To become a better Leader in the 21st Century
Who should attend:
Top Management
Middle Management
Daily Outlines:
DAY 1:
• The Management Process
• Planning
• Organizing
• Leading
• Control
• Nature of Managerial Work
• Creativity
DAY 2:
• Innovative Leadership
• The Nature Of Leadership
• The Nature of Managerial Work
• Effective Creative Leadership
• Change Management
• Productive Performance Appraisal
• Delegation and Empowerment
DAY 3:
• Organizational Behavior
• Multi Culture
• Diversity
• Effective Communication
• Leadership in Teams
• Leadership in Decision Groups
DAY 4:
• Leadership Styles
• Followers Types
• Developing Leadership Skills
• Competent Leadership
• Leadership Dimensions
• Leadership in the 21st Century
DAY 5:
• Managerial Grid Styles
• Creativity
• Innovation
• Critical Thinking
• Emotional Intelligence
• The Habits of Highly Effective Leaders and Managers
• Related DVDs
Best-selling authors, TED Talk stars and strengths-based leaders Tom Rath and Marcus Buckingham have brought the strengths-based message to business that researchers have known for years: investing in strengths, understanding others’ needs and surrounding yourself with the right people (those who want to maximize their best skills, AKA strengths) are essential keys to leadership effectiveness.
Attend this workshop if you want to:
• Identify and understand your strengths to be most effective at work and home;
• Build strong and diverse teams; and
• Lead to your full potential.
Your ROI?
• Leverage your natural talents;
• Align your strengths with the right projects; and
• Get results that positively affect work culture, innovation and productivity, and ultimately the bottom line.
Gcsv2011 21 laws of leadership-amanda mooreServe Indiana
This document was created by an individual or individuals who submitted a proposal so he / she / they may present at the Office of Faith-Based and Community Initiative’s 2011 Conference on Service and Volunteerism (GCSV11). This proposal was approved by the Indiana Commission on Community Service and Volunteerism (ICCSV) and other community partners. Sharing this document is a courtesy extended by the OFBCI to conference attendees who may want to reference materials covered at the GCSV11, and the OFBCI in no way not responsible for specific content within.
This presentation covers material from John Maxwell's book, "The 360 Degree Leader." Specifically, the first of six sections is presented, including "The 7 Myths of Leading from the Middle of an Organization" and "5 Levels of Leadership Development."
Learn about, passion for success, striving for self excellence, the value of team dynamics, the virtues of personal integrity, the art of earning your respect, responsibility and changing for the better
Give you the insights of being a leader, the leadership myth, the levels of leadership, Techniques on how to lead those above, below and around you. Basic ingredients of a project proposal.
MedRecruit's Managing Director, Dr Sam Hazledine presents on 'Character' and the role it plays in effective leadership.
To watch this presentation visit: http://youtu.be/TIcL8_sDpN8
http://www.medrecruit.com/
https://twitter.com/MedRecruit
http://www.linkedin.com/company/medre...
https://www.facebook.com/MedRecruit
http://medrecruit.blogspot.co.nz/
Everyone has a leader within. It does not depend on the position you hold, rather it is how you can influence others. This program aims at awakening the leader within you. Reflect on your strengths and then focus on how you could use these strengths to emerge as a leader in whatever situation or position you may be in.
Best-selling authors, TED Talk stars and strengths-based leaders Tom Rath and Marcus Buckingham have brought the strengths-based message to business that researchers have known for years: investing in strengths, understanding others’ needs and surrounding yourself with the right people (those who want to maximize their best skills, AKA strengths) are essential keys to leadership effectiveness.
Attend this workshop if you want to:
• Identify and understand your strengths to be most effective at work and home;
• Build strong and diverse teams; and
• Lead to your full potential.
Your ROI?
• Leverage your natural talents;
• Align your strengths with the right projects; and
• Get results that positively affect work culture, innovation and productivity, and ultimately the bottom line.
Gcsv2011 21 laws of leadership-amanda mooreServe Indiana
This document was created by an individual or individuals who submitted a proposal so he / she / they may present at the Office of Faith-Based and Community Initiative’s 2011 Conference on Service and Volunteerism (GCSV11). This proposal was approved by the Indiana Commission on Community Service and Volunteerism (ICCSV) and other community partners. Sharing this document is a courtesy extended by the OFBCI to conference attendees who may want to reference materials covered at the GCSV11, and the OFBCI in no way not responsible for specific content within.
This presentation covers material from John Maxwell's book, "The 360 Degree Leader." Specifically, the first of six sections is presented, including "The 7 Myths of Leading from the Middle of an Organization" and "5 Levels of Leadership Development."
Learn about, passion for success, striving for self excellence, the value of team dynamics, the virtues of personal integrity, the art of earning your respect, responsibility and changing for the better
Give you the insights of being a leader, the leadership myth, the levels of leadership, Techniques on how to lead those above, below and around you. Basic ingredients of a project proposal.
MedRecruit's Managing Director, Dr Sam Hazledine presents on 'Character' and the role it plays in effective leadership.
To watch this presentation visit: http://youtu.be/TIcL8_sDpN8
http://www.medrecruit.com/
https://twitter.com/MedRecruit
http://www.linkedin.com/company/medre...
https://www.facebook.com/MedRecruit
http://medrecruit.blogspot.co.nz/
Everyone has a leader within. It does not depend on the position you hold, rather it is how you can influence others. This program aims at awakening the leader within you. Reflect on your strengths and then focus on how you could use these strengths to emerge as a leader in whatever situation or position you may be in.
Course Objective
Benchmark good supervisory leadership styles in line with ‘Leadership SMARTS’ concepts in the One Minute Manager by Ken Blanchard aims to:
enhance Teachers and Supervisors work ethics at work place to practice fairness and to value their subordinates..
The aim of this session is to learn and benchmark best practice Supervisory skills and style in Leadership from successful practices which has proven track records of organizational success.
What Makes a Leader? Essay
To Be a Good Leader Essay
What Makes A Leader? Essay
Being a Good Leader Essay
What Is A Leader? Essay
A Great Leader. Essay
A Good Leader
What Makes A Leader?
“Your title makes you a manager, people decide if you’re a leader.” Not only is this one of my favourite quotes, it is also my personal philosophy on leadership. We all have the potential to be leaders. It has nothing to do with our title or whether we manage people, and everything to do with how we approach the world and impact the lives of people we interact with.
Influence stakeholders through leadership by Mr. Gaby AwadPMILebanonChapter
Mr. Gaby Awad was the speaker for the month of September 2017 in PMI Lebanon Chapter and he discussed Project Leadership and what does it take to align Leadership ‘laws’ into the process of influencing stakeholders.
Talking Points & Agenda:
“Becoming a Person of Influence” is a model for anyone who aspires to grow as a leader. Based on a book written in tandem by Dr. John C. Maxwell and Jim Dornan, the book spells out ten fundamental qualities that define influencers. The authors carefully point out that a person’s influence does not develop overnight, but rather through a progression of four stages: modeling, motivating, mentoring, and multiplying. Influence can be acquired, but it only grows in increments. The good news is that no matter where you stand on the stairway of influence, there are learnable qualities to help you climb to the next step. Key concepts discussed in the talk:
Key Leadership Laws in the context of Project & Stakeholder Management:
The Law of the Lid
The Law of Influence
The Law of Buy-in
I – Integrity with People
N – Nurturing People
F – Faith in People
L – Listening to People
U – Understanding People
E – Enlarging People
N – Navigating for People
C – Connecting with People
E – Empowering Others
R – Reproducing Others
Learn How To Get An Authority Domain & Create An Effective Site For Amazon Affiliate Marketing
This course is specially designed by KC Tan who has been a Amazon Affiliate for the past 10+ years. If you are looking or exploring how to generate an income using the Amazon Associate Program, then this course is ideal for you to start! <br>
The highlights of this course covers:
* Mistakes to avoid when selecting and promoting Amazon products!
* How to identify a niche that you can promote!
* How to analyze if a niche is profitable before you create the website!
* Getting an authority domain name to accelerate your organic rankings!
* How to create a simple buy yet effective website for affiliate marketing!
* What are the types of content you must create to attract visitors!
* Where to outsource if you do not want to write the content yourself!
* How to optimize your website for search engine rankings!
ONE-TIME ENROLLMENT FOR LIFETIME LEARNING!
This course will be regularly updated with fresh content to bring you the most up-to-date knowledge and information.
Once you are enrolled as a student, you will receive all future updates and new content additions automatically at no extra cost.
Yes! You get lifetime updates – and it's free. That's lots of real money saved!
If you are ready, just click on the Sign Up button on this page and I will see you inside!
ORDER NOW.
What Makes a Leader? Essay
What Is A Leader? Essay
What Makes A Leader? Essay
A Great Leader Essay
The Role Of A Leader Essay
Leader as a Role Model
What Makes A Leader? Essay
Being a Good Leader Essay
What is Leadership? Essay
Effective Leadership Essay
The 21 Irrefutable Laws of Leadership is a powerful, definitive book describing timeless laws to help you be a great leader. In each chapter, John Maxwell goes straight to the heart of a profound leadership law, showing you the successes and failures of others and how you can apply the law in your life. If you’re a willing student, you can learn the 21 Laws and put them into practice. Once you apply these leadership laws, you will be encouraged, and your ability to lead will expand. You may not be able to perfect all 21 Laws, but by learning them you will be able to build a team to help support you in leading well.
How you influence others determines how they respond. All leaders have a preferred style that has worked well for them, but it can limit their ability to influence the people they need to.
Trust is the most fundamental building block of any relationship whether in business, politics, marriage, family or friendships. In the real world, trust signifies different things to different people but it frequently boils down to one point: trust is essential to your success.
This presentation sets out to answer three questions:
1. Do they need to be managed differently from the rest of your staff?
2. Are IT people really different from the rest of an organization’s employees?
3. That unkempt antisocial geek in the corner is your best programmer. Do you let him do what he does best or counsel him to fit your ideal employee profile?
This article sets out to answer three questions:
1. Do they need to be managed differently from the rest of your staff?
2. Are IT people really different from the rest of an organization’s employees?
3. That unkempt antisocial geek in the corner is your best programmer. Do you let him do what he does best or counsel him to fit your ideal employee profile?
People follow powerful people
Leadership and power are closely linked even though leadership is NOT about power or position. People follow people who are powerful. And because others follow, the person with power leads.
How to Motivate! and get people to do things that matter
An IT Leaders Guide to Getting the Rest of the Organisation On-Board.
Getting teams to work in a cross functional project is rarely easy. And most projects fail because the IT leader has been unable to get the rest of the organisation truly on-board. So what can the IT leader do to ensure success?
3. 360 Leader - Leading Down
360 Leader
Leading Down
Leadership is traditionally thought of as a top-down
activity. The leader leads, the followers follow. Simple. If
you have been leading others for any length of time you
may be tempted to doze off and skip this part thinking: I
already know how to do that. But don’t miss something
important. 360 leaders are by definition, non-positional
– they lead through influence, not position, power or
leverage. And they take that approach not only with
those above and alongside them, but with those below
them as well. This is what makes 360 leaders so
effective. They take the time and effort to earn influence
with their followers just as they do with those over
whom they have no authority.
4. 360 Leader - Leading Down
360 Leader
Leading Down
To connect with people you travel at their speed. When
connecting with your leader, chances are you need to
speed up. This is not always true but generally, the
higher up someone is in the organization hierarchy the
farther they travel, the quicker they think.
Conversely, when you move down, people move more
slowly.
1. Express that you care
First and foremost, leadership is a people
business!
2. Pay attention when people start to avoid you
When you walk through the office and realize
that you haven’t seen someone for a while. Maybe
they’ve died. But chances are they are avoiding you.
They have an issue with you!
3. Tend to the people and they will tend to the business
What 360 leaders all have in common:
Despite their passion for the vision and their love for
action, they give the majority of their effort to the
people. Leaders who tend only to the business often end
up losing the people and the business. But leaders who
tend to the people usually build up the people - and the
business.
5. 360 Leader - Leading Down
360 Leader
Leading Down
Who gets my best effort? The leader who thinks I’m a
10, or the leader who believes I’m a 2?
Who do I enjoy working with? The leader who thinks I’m
a 10, or the leader who believes I’m a 2?
Who is the easiest for me to approach? The leader who
thinks I’m a 10, or the leader who believes I’m a 2?
Who wants the best for me? The leader who thinks I’m a
10, or the leader who believes I’m a 2?
Who will I learn most from? The leader who thinks I’m a
10, or the leader who believes I’m a 2?
Which subject at school did you like the most? The
subject taught by the teacher that liked you.
Which subject did you dislike the most at school. The
one where the teacher didn’t think highly of you.
1. See them as who they can become
• What is their real potential? What if you
invested time in developing them?
2. Let them borrow your belief in them
• Belief can be borrowed. Have you ever
had someone who believed in you more
than you did yourself? Parents are usually
pretty good at this. You see they believed
that you could walk and talk, and clean
your own bottom. At the time, you didn’t.
But they did. You borrowed their belief
and achieved this… or at least I rather
hope that you did. “You can do it!”
3. Catch them doing something right
• I love this. Ken Blanchard coined this
phrase and it is a wonderful thing. And if
6. 360 Leader - Leading Down
360 Leader
Leading Down
you’re really wise, you’ll tell them! “Hey
that was great…”
4. Believe the best - give others the benefit of the
doubt
• Will you get this wrong? Yeah sure. Will
you get hurt by it? Yeah sure. Do it
anyway.
• When you believe in somebody and they
let your belief down. Understand, that’s
people. Don’t pull back and say the next
person I… you’re simply passing on the
fault of another to someone who
probably doesn’t deserve it.
5. Remember that a “10” has many definitions
• One of my core beliefs is that everyone
has talent. They are a 10 in something.
My job as a leader is to find out what and
leverage it. Successful leaders find the
sweet spot for others. This doesn’t make
them a 10 in every area (even sometimes
within their actual job!)
Developing is much more than equipping. Equipping is
when you are teaching, training or coaching someone
how to do their job. If you teach someone how to make
a sale, that’s equipping them. If you teach them how to
use a machine, that’s equipping.
Equipping should be a given (though not every leader
does this well).
Developing is different. When you develop people, you
are helping them to improve as individuals. You are
7. 360 Leader - Leading Down
360 Leader
Leading Down
helping them acquire the personal qualities that will
help them in many areas of their lives. When you
cultivate someone how to have a better attitude, that’s
development. When you teach someone how to manage
their priorities, that’s development. When you teach
leadership, that’s development. What I have found is
that very few leaders have a developmental mindset.
They expect their employees to take care of their
developmental needs on their own. What they fail to
realise though, is that development always pays higher
dividends than equipping because it helps the whole
person and lifts them to a higher level.
Development is harder to do than equipping.
See development as a long-term process
The number of times I’ve worked with a client
who thinks that I can develop their people in
their leadership in a two day workshop never
fails to amaze me. It takes time. It’s a process
(Law of the process). Development is a daily
affair.
Discover each person’s dreams and desires
Another thing that never= ceases to astound me
is that leaders so rarely know what their own
staff want in life. “Why does it matter what they
want… isn’t it what I want from them at work
that matters?” Well you can think that way if you
don’t want them to achieve their own dreams
and desires, but wouldn’t you rather work for
someone who at least knows what you want to
achieve and better still, helps you to achieve it?
Lead everyone differently
If you desire to be a 360 leader, you need to take
responsibility for conforming your leadership
style to what your people need. Not expecting
them to adapt to you.
Use organizational goals for individual development
The development of people is best aligned to
what the organization needs.
If it’s bad for the individual and the organization
– everyone loses
When its good for the individual and bad for the
organization – the organization loses
8. 360 Leader - Leading Down
360 Leader
Leading Down
When its bad for the individual but good for the
organization – the individual loses
When its good for the individual and good for the
organization – everyone wins!
Only 20% of workers work in their strength zone –
Donald Clifton
Why do people leave their jobs? The number 1 reason is
that they are not working in the area of their strengths.
A lot of parents can accept the blame for this. I work
with an increasing number of very bright young people
who have been very successful in getting excellent
grades at school. And they’ve progressed to university
and studies and then on a fast track in some
organization. And they do what their parents thought
was best for them. If daddy is an accountant, chances
are, they went into accountancy. Law, a lawyer. Teaching,
teacher… and so on. But just because someone can get
good grades in a subject at school or university does not
mean that they are strengths.
Successful people find their own strength zones
Successful leaders find the strengths zones of the people
they lead
Two of the most important questions to ask are:
What am I going to do to develop myself?
What am I going to do to develop my staff?
The first question determines your potential and
ongoing capacity to lead. The second determines the
potential for your team.
9. 360 Leader - Leading Down
360 Leader
Leading Down
Many times I’m asked by organizations to come in and
run workshops for them to create a culture of
community or growth or trust. And I often get a slightly
shocked response when I ask what the leaders are doing
every day that causes them not to have the culture they
desire.
If you want your staff to exhibit certain behaviours, you
have to model them. From the Law of the Picture:
People do what people see.
If you want honesty, it’s a good idea to do what you say
you will do every single time.
If you want credibility, you need to ‘do right’
If you want community, you as the leader need to care
You want high morale, then encourage people and show
them that you believe in them
Some direction? You need to set goals.
If you want to see growth, then you need to be learning.
If you want action, then your people need to be inspired.
You want security, then confidently make decision
And you want trust? Then consistently stick to principles.
Leaders need to be what they want to see.
10. 360 Leader - Leading Down
360 Leader
Leading Down
Though leaders in the middle may not be the ones
casting the vision, they are the ones interpreting it
1. Clarity
1. When preparing to cast the vision, ask
what do I want them to know, and what
do I want them to do?
2. How will they know that they know? By
their senses: See, Hear, Fell, Smell, Taste
2. Connection of past, present and future
1. People don’t like change. Well, change is
often something feared. Keeping in touch
with the past enables many to dare reach
for the future. Unifying past, present and
future brings power and continuity to
vision casting
3. Purpose
1. Vision tells people where to go, purpose
tells you why.
4. Goals
1. Goals are the tangible objectives for going
in this direction. It tells everyone what we
are aiming to achieve.
5. A Challenge
1. Go beyond what is now – otherwise why
change?
6. Stories
1. Stories stick, principles fade
7. Reward for results
1. WIFMs (What’s in it for me)
11. 360 Leader - Leading Down
360 Leader
Leading Down
No-one works for no reward!
And reward without the need for results is meaningless
except as a gift.
Give praise publically and privately
“It’s OK to let those you lead outshine you., for if they
shine brightly enough, they’ll reflect positively on you.”
Bill Hornsby
Don’t reward everyone the same
“Any business or industry that pays the equal rewards to
its goof-offs and its eager beavers sooner or later will
find itself with more goof-offs than eager beavers.” Mick
Delaney
Give perks beyond pay