Be Your Best S.E.L.F. (Social Emotional Leadership is the Foundation to Success)Edward Reed
This document summarizes a presentation given by Edward A. Reed and Darryl V. Johnson on social emotional leadership. The presentation discusses the importance of social emotional learning and being social emotional leaders. It includes activities where attendees share influences in their lives and what makes them unique. The presentation also covers trends impacting future leaders like increased technology use and globalization. It emphasizes developing skills like collaboration, creativity and inspiration in current and future leaders. Overall, the presentation provides an overview of building social emotional skills and leadership foundations for success.
Advisors lead conference chicago 2015 (1)Edward Reed
This document summarizes a presentation by Edward A. Reed and Darryl V. Johnson on social emotional leadership. The presentation was given at the LEAD conference in Chicago in February 2015. It discusses the importance of social emotional learning and developing social emotional leaders. It notes several societal trends that make social emotional skills important for students' future success. The presentation suggests that leadership, collaboration, cultural agility, creativity, and other soft skills will be important for students' future careers and advises preparing students by focusing on hope, compassion, stability and trust. It provides tips for social emotional leadership in schools such as personalizing the experience, developing passionate leaders, fostering positive connections, and listening to student voices.
Relationship Marketing: 21st Century LeadershipLindsay Hack
Relationship Marketing: 21st Century Leadership
Relationship Marketing is the new Network Marketing. It ia all about the relationships you create.
In order to really grow in the 21st century we need to look at many factors. We also need to look inside ourselves as leaders.
Comparison Leadership Styles of Baby Boomers and Generation Ybafau
This document compares the leadership styles of Baby Boomers and Generation Y, using Bill Clinton and Mark Zuckerberg as examples. Baby Boomers, born between 1945-1964, are described as hard working, loyal, and focused on organizational goals and stability. Generation Y, born between 1981-2000, prefer flexibility, feedback, and define leadership collectively with a focus on change. Bill Clinton exhibited a charismatic and collaborative leadership style as President, while Mark Zuckerberg's style as CEO of Facebook is goal-oriented, creative, and focuses on empowering employees through technology.
This document discusses managing generational diversity in the workplace. It outlines four generations currently in the workforce - Veterans, Boomers, Generation X, and Generation Y. Each generation has different core values and work styles that were shaped by seminal historic events. Managing a multigenerational workforce requires understanding these differences in how each generation prefers to receive feedback, career goals, rewards, and communication. Building an engaged team culture involves moving all employees up an engagement pyramid through growth opportunities, quality coworkers, meaningful work, and recognition.
How To Find A Side Hustle That Works For YouForbes
Do you dream of creating an additional stream of income? Do you want to make more money without quitting your job? Meet the side hustle. During this webinar Chris Guillebeau, founder and host of the Side Hustle School daily podcast, explains how to go from idea to income in less than a month.
Little Rock Tech Fest - Change your questions change your worldAllison Pollard
At a critical moment in history the world pivoted because people began to look at things from a different perspective. They stopped asking themselves, “How do we make our product large enough for people to see?” and started asking themselves, “How can I make my product more visible to the public?” When we change our questions we get entirely different outcomes. Questions are powerful tools in the hands of agile teams that can help people discover innovative solutions that have been locked inside waiting to be released into our products! Join Allison for a high-energy workshop that teaches how questions can be used to help a team learn, grow, and break through thought barriers. Learn what makes certain questions provoke more thought than others and how to make your questions more impactful.
Be Your Best S.E.L.F. (Social Emotional Leadership is the Foundation to Success)Edward Reed
This document summarizes a presentation given by Edward A. Reed and Darryl V. Johnson on social emotional leadership. The presentation discusses the importance of social emotional learning and being social emotional leaders. It includes activities where attendees share influences in their lives and what makes them unique. The presentation also covers trends impacting future leaders like increased technology use and globalization. It emphasizes developing skills like collaboration, creativity and inspiration in current and future leaders. Overall, the presentation provides an overview of building social emotional skills and leadership foundations for success.
Advisors lead conference chicago 2015 (1)Edward Reed
This document summarizes a presentation by Edward A. Reed and Darryl V. Johnson on social emotional leadership. The presentation was given at the LEAD conference in Chicago in February 2015. It discusses the importance of social emotional learning and developing social emotional leaders. It notes several societal trends that make social emotional skills important for students' future success. The presentation suggests that leadership, collaboration, cultural agility, creativity, and other soft skills will be important for students' future careers and advises preparing students by focusing on hope, compassion, stability and trust. It provides tips for social emotional leadership in schools such as personalizing the experience, developing passionate leaders, fostering positive connections, and listening to student voices.
Relationship Marketing: 21st Century LeadershipLindsay Hack
Relationship Marketing: 21st Century Leadership
Relationship Marketing is the new Network Marketing. It ia all about the relationships you create.
In order to really grow in the 21st century we need to look at many factors. We also need to look inside ourselves as leaders.
Comparison Leadership Styles of Baby Boomers and Generation Ybafau
This document compares the leadership styles of Baby Boomers and Generation Y, using Bill Clinton and Mark Zuckerberg as examples. Baby Boomers, born between 1945-1964, are described as hard working, loyal, and focused on organizational goals and stability. Generation Y, born between 1981-2000, prefer flexibility, feedback, and define leadership collectively with a focus on change. Bill Clinton exhibited a charismatic and collaborative leadership style as President, while Mark Zuckerberg's style as CEO of Facebook is goal-oriented, creative, and focuses on empowering employees through technology.
This document discusses managing generational diversity in the workplace. It outlines four generations currently in the workforce - Veterans, Boomers, Generation X, and Generation Y. Each generation has different core values and work styles that were shaped by seminal historic events. Managing a multigenerational workforce requires understanding these differences in how each generation prefers to receive feedback, career goals, rewards, and communication. Building an engaged team culture involves moving all employees up an engagement pyramid through growth opportunities, quality coworkers, meaningful work, and recognition.
How To Find A Side Hustle That Works For YouForbes
Do you dream of creating an additional stream of income? Do you want to make more money without quitting your job? Meet the side hustle. During this webinar Chris Guillebeau, founder and host of the Side Hustle School daily podcast, explains how to go from idea to income in less than a month.
Little Rock Tech Fest - Change your questions change your worldAllison Pollard
At a critical moment in history the world pivoted because people began to look at things from a different perspective. They stopped asking themselves, “How do we make our product large enough for people to see?” and started asking themselves, “How can I make my product more visible to the public?” When we change our questions we get entirely different outcomes. Questions are powerful tools in the hands of agile teams that can help people discover innovative solutions that have been locked inside waiting to be released into our products! Join Allison for a high-energy workshop that teaches how questions can be used to help a team learn, grow, and break through thought barriers. Learn what makes certain questions provoke more thought than others and how to make your questions more impactful.
With 2.5 Billion Internet users.
Facebook, LinkedIn, Google+,
Pinterest – IT’S A SOCIAL WORLD!
OLD INDUSTRIAL Leadership models
fail. We continue promote the
Fortune 500 companies. All too
often their CEO leaders are in the
limelight for the wrong reasons.
What does it take to be a leader is
this new social world? What do
social networks teach us about
leadership? Are inspiring leaders
born or made? Is Facebook’s CEO,
Mark Zuckerberg the new model?
Philip Topham, armchair sociologist,
inventor, published author, business
and technology executive, in this
keynote examines “Contagious
Leadership: The Gangnam Style for
Everyone”
Brittany Acuff presented on lessons learned from Sheryl Sandberg's book "Lean In". The presentation examined internal and external barriers that hold women back from leadership roles. It discussed sitting at the table and advocating for oneself rather than waiting passively. The "jungle gym" model of career advancement was presented as a better alternative to a rigid ladder. Creating supportive partnerships and closing the leadership gap was also addressed. The presentation provided statistics on the leadership gap and strategies for organizations and individuals to promote women's progress.
Effective leadership style for gen y peopleSeta Wicaksana
This document discusses transformational leadership style which is well-suited for leading Generation Y employees. Transformational leadership focuses on empowering and developing followers. It involves acting as a role model, creating a compelling vision, and stimulating change. The document notes that Gen Y values meritocracy, non-traditional work, camaraderie, and integrating personal and work life. Transformational leadership can help foster Gen Y's values while also achieving organizational goals by paying attention to followers' needs and developing their skills. Effective transformational leaders improve competencies like managing attention, trust, meaning, and self-development.
This document discusses the qualities of effective leadership. It explores what makes a good leader and provides tips for becoming a leader, such as giving more than expected, showing respect for others, being a problem solver rather than fault finder, and having a sense of humor. An important quote emphasizes that leadership is about behavior and respect, not authority or position. The document suggests that leading from behind is not true leadership and that being a boss does not necessarily make one a leader. It questions whether the reader is truly ready to be a leader and live in action.
How do you engage with mentors who are genuinely interested in supporting you, your career aspirations and the growth of your business?
.
In this presentation, I share more about the power of leveraging a mentor & give you the tools to prepare for your first meeting with a mentor.
.
Over my 30 years of experience, I've had the amazing opportunity of mentoring executives and managers from such companies as UPS, Mattel, Twitter, OpenTable and many more. I've experienced the amazing results that can come from matching mentees and mentors.
.
Learn how to start on your very own PATH to establishing a meaningful mentorship! Leaders who have a mentor are on their path to being GREAT leaders vs. average leaders. This means even better compensation, promotions, staying power, enjoyment and fulfillment at work.
.
#thedefender #mentors #greatleadership #leadershipdevelopment
Clay Staires | Leadership Development | www.claystaires.com Why am I so tired? Why am I not fulfilled by my leadership position? These are common questions asked by leaders and Clay explains the two reasons why leaders fail to reach their full capacity and impact.
The document summarizes key points from Sheryl Sandberg's book "Lean In". It discusses how Sandberg became the COO of Facebook and founder of Lean In, an organization committed to helping women achieve their goals. The summary highlights that the book aims to inspire both men and women to build a more equal world, and discusses how women can overcome internal and external barriers by "leaning in", sitting at the table, and aiming high with support.
This document provides an introduction and agenda for a community organizing session. It discusses the purpose of community organizing in helping people organize themselves to enact change. It outlines why community organizing is important for addressing more issues, enacting more change, gaining more supporters. The agenda includes introductions, discussions of power and relational politics, and strategic action planning. It also discusses different models of organizing, techniques for building relationships through one-on-one meetings and neighborhood walks, and holding house and group meetings to identify issues, problems, and leaders in the community.
Jon Ingham Teneo Talent Trends Social RelationshipsJon Ingham
Jon Ingham is an independent consultant, trainer, writer, and researcher based in the UK but working globally. He is the co-author of 'Building Better HR Departments' and author of 'The Social Organization'. Ingham was named a top 100 HR tech influencer in 2019 and an HR magazine 'Mover & Shaker'. His work focuses on how human capital can transform into social capital through communities, networks, and horizontal teams with the leader at the center.
Sheryl Sandberg is the COO of Facebook. She grew up in Florida and studied economics at Harvard, graduating with highest honors. She worked at the World Bank and Google before being hired by Mark Zuckerberg as COO of Facebook in 2008. Sandberg advocates for shared parenting in marriages and redefining traditional gender roles. She published the book Lean In in 2013 and serves on the boards of several organizations. As COO of Facebook, she insists on being authentic and caring about her colleagues by sharing her hopes and fears with them. Sandberg encourages taking career risks and seeing one's career as a jungle gym rather than a ladder.
This document discusses engaging a multigenerational workforce by addressing different generational values and reducing employee turnover. It notes that employee turnover costs 1.5-3 times an employee's salary and that 72% of US employees are disengaged. Different generations have different work values and communication styles that employers must understand. The document suggests performance coaching instead of evaluations and increasing millennial engagement through stretch assignments, mentoring programs, and community service initiatives.
Unlock the power of social leadership with 3 simple coaching skillsJeremy Stover
This document discusses social leadership and developing networks of leaders. It suggests that leaders need to scale themselves by focusing on relationships rather than just skills. Leaders should develop their leadership network, turn connections into relationships, and shift from quantity to quality. The document also discusses levels of listening, asking powerful open-ended questions, treating people as they could be to evoke transformation, and spotting potential in others through creative and whole perspectives.
Are you a transformer or a transmitter?Martin Jack
Exploring how the digital age is influencing our styles of communication and asking “what can we learn from social networking to enhance in person networking?”
This document discusses the importance of effective leadership and management. It provides tips for hiring the right people, coaching employees, dealing with different types of workers, improving communication, prioritizing work, holding productive meetings, demonstrating integrity, making quick decisions, developing confidence, and taking action to make a difference. The overall message is that leaders must focus on developing their team, communicating clearly, handling problems directly, and taking initiative to guide the organization successfully.
Sheryl Sandberg is the COO of Facebook and a leader known for her authentic leadership style. Some key aspects of her leadership philosophy include being real and treating both her professional and personal selves as whole, making her partner a real partner, and taking her seat at the table to promote others. She advocates understanding and challenging gender bias to help redefine traditional roles and empower women leaders. Sandberg's leadership is characterized by self-awareness, relational transparency, pulling others aside to provide honest feedback, and acting with authenticity in all communications and interactions.
This document discusses servant leadership. It defines servant leadership as an other-oriented approach to leadership that prioritizes follower needs and interests. Servant leaders listen to understand needs, help people see larger purposes, and inspire trust. Research shows servant leadership leads to better team and organizational performance, innovation, customer satisfaction, and trust in leadership. The document provides examples of how servant leaders see themselves as resources rather than the source, help others become autonomous, and maintain integrity through behaviors aligned with their values.
Beyond Lip Service: Turning Culture into a Business DriverJeremyOtt5
The document discusses best practices for building an organizational culture that embraces diversity and inclusion. It recommends that companies understand demographic shifts in the workforce, establish an executive diversity council, have leaders publicly support diversity initiatives, address unconscious biases, and confront microaggressions. The goal is for everyone in an organization to do their part to create a culture of mutual respect and understanding where all people can perform to their best abilities.
The document discusses several laws of leadership. It describes the Law of the Lid, which states that a leader's effectiveness is determined by their leadership ability. It also outlines the Law of Magnetism, which says that good leaders attract good leaders by exemplifying strong attributes. Additionally, the Law of Connection suggests that leaders must connect with individuals, not just audiences, in order to inspire action. The document also summarizes the Law of Sacrifice, where leadership requires sacrifice of time and energy, and the Law of Timing, where the when of leadership is as important as the what and where.
Brett Galley, co-owner and director of the Hollywood Pop Gallery, enjoys reading in her free time. Brett Galley names Lean In by Sheryl Sandberg as one of her favorite books.
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
With 2.5 Billion Internet users.
Facebook, LinkedIn, Google+,
Pinterest – IT’S A SOCIAL WORLD!
OLD INDUSTRIAL Leadership models
fail. We continue promote the
Fortune 500 companies. All too
often their CEO leaders are in the
limelight for the wrong reasons.
What does it take to be a leader is
this new social world? What do
social networks teach us about
leadership? Are inspiring leaders
born or made? Is Facebook’s CEO,
Mark Zuckerberg the new model?
Philip Topham, armchair sociologist,
inventor, published author, business
and technology executive, in this
keynote examines “Contagious
Leadership: The Gangnam Style for
Everyone”
Brittany Acuff presented on lessons learned from Sheryl Sandberg's book "Lean In". The presentation examined internal and external barriers that hold women back from leadership roles. It discussed sitting at the table and advocating for oneself rather than waiting passively. The "jungle gym" model of career advancement was presented as a better alternative to a rigid ladder. Creating supportive partnerships and closing the leadership gap was also addressed. The presentation provided statistics on the leadership gap and strategies for organizations and individuals to promote women's progress.
Effective leadership style for gen y peopleSeta Wicaksana
This document discusses transformational leadership style which is well-suited for leading Generation Y employees. Transformational leadership focuses on empowering and developing followers. It involves acting as a role model, creating a compelling vision, and stimulating change. The document notes that Gen Y values meritocracy, non-traditional work, camaraderie, and integrating personal and work life. Transformational leadership can help foster Gen Y's values while also achieving organizational goals by paying attention to followers' needs and developing their skills. Effective transformational leaders improve competencies like managing attention, trust, meaning, and self-development.
This document discusses the qualities of effective leadership. It explores what makes a good leader and provides tips for becoming a leader, such as giving more than expected, showing respect for others, being a problem solver rather than fault finder, and having a sense of humor. An important quote emphasizes that leadership is about behavior and respect, not authority or position. The document suggests that leading from behind is not true leadership and that being a boss does not necessarily make one a leader. It questions whether the reader is truly ready to be a leader and live in action.
How do you engage with mentors who are genuinely interested in supporting you, your career aspirations and the growth of your business?
.
In this presentation, I share more about the power of leveraging a mentor & give you the tools to prepare for your first meeting with a mentor.
.
Over my 30 years of experience, I've had the amazing opportunity of mentoring executives and managers from such companies as UPS, Mattel, Twitter, OpenTable and many more. I've experienced the amazing results that can come from matching mentees and mentors.
.
Learn how to start on your very own PATH to establishing a meaningful mentorship! Leaders who have a mentor are on their path to being GREAT leaders vs. average leaders. This means even better compensation, promotions, staying power, enjoyment and fulfillment at work.
.
#thedefender #mentors #greatleadership #leadershipdevelopment
Clay Staires | Leadership Development | www.claystaires.com Why am I so tired? Why am I not fulfilled by my leadership position? These are common questions asked by leaders and Clay explains the two reasons why leaders fail to reach their full capacity and impact.
The document summarizes key points from Sheryl Sandberg's book "Lean In". It discusses how Sandberg became the COO of Facebook and founder of Lean In, an organization committed to helping women achieve their goals. The summary highlights that the book aims to inspire both men and women to build a more equal world, and discusses how women can overcome internal and external barriers by "leaning in", sitting at the table, and aiming high with support.
This document provides an introduction and agenda for a community organizing session. It discusses the purpose of community organizing in helping people organize themselves to enact change. It outlines why community organizing is important for addressing more issues, enacting more change, gaining more supporters. The agenda includes introductions, discussions of power and relational politics, and strategic action planning. It also discusses different models of organizing, techniques for building relationships through one-on-one meetings and neighborhood walks, and holding house and group meetings to identify issues, problems, and leaders in the community.
Jon Ingham Teneo Talent Trends Social RelationshipsJon Ingham
Jon Ingham is an independent consultant, trainer, writer, and researcher based in the UK but working globally. He is the co-author of 'Building Better HR Departments' and author of 'The Social Organization'. Ingham was named a top 100 HR tech influencer in 2019 and an HR magazine 'Mover & Shaker'. His work focuses on how human capital can transform into social capital through communities, networks, and horizontal teams with the leader at the center.
Sheryl Sandberg is the COO of Facebook. She grew up in Florida and studied economics at Harvard, graduating with highest honors. She worked at the World Bank and Google before being hired by Mark Zuckerberg as COO of Facebook in 2008. Sandberg advocates for shared parenting in marriages and redefining traditional gender roles. She published the book Lean In in 2013 and serves on the boards of several organizations. As COO of Facebook, she insists on being authentic and caring about her colleagues by sharing her hopes and fears with them. Sandberg encourages taking career risks and seeing one's career as a jungle gym rather than a ladder.
This document discusses engaging a multigenerational workforce by addressing different generational values and reducing employee turnover. It notes that employee turnover costs 1.5-3 times an employee's salary and that 72% of US employees are disengaged. Different generations have different work values and communication styles that employers must understand. The document suggests performance coaching instead of evaluations and increasing millennial engagement through stretch assignments, mentoring programs, and community service initiatives.
Unlock the power of social leadership with 3 simple coaching skillsJeremy Stover
This document discusses social leadership and developing networks of leaders. It suggests that leaders need to scale themselves by focusing on relationships rather than just skills. Leaders should develop their leadership network, turn connections into relationships, and shift from quantity to quality. The document also discusses levels of listening, asking powerful open-ended questions, treating people as they could be to evoke transformation, and spotting potential in others through creative and whole perspectives.
Are you a transformer or a transmitter?Martin Jack
Exploring how the digital age is influencing our styles of communication and asking “what can we learn from social networking to enhance in person networking?”
This document discusses the importance of effective leadership and management. It provides tips for hiring the right people, coaching employees, dealing with different types of workers, improving communication, prioritizing work, holding productive meetings, demonstrating integrity, making quick decisions, developing confidence, and taking action to make a difference. The overall message is that leaders must focus on developing their team, communicating clearly, handling problems directly, and taking initiative to guide the organization successfully.
Sheryl Sandberg is the COO of Facebook and a leader known for her authentic leadership style. Some key aspects of her leadership philosophy include being real and treating both her professional and personal selves as whole, making her partner a real partner, and taking her seat at the table to promote others. She advocates understanding and challenging gender bias to help redefine traditional roles and empower women leaders. Sandberg's leadership is characterized by self-awareness, relational transparency, pulling others aside to provide honest feedback, and acting with authenticity in all communications and interactions.
This document discusses servant leadership. It defines servant leadership as an other-oriented approach to leadership that prioritizes follower needs and interests. Servant leaders listen to understand needs, help people see larger purposes, and inspire trust. Research shows servant leadership leads to better team and organizational performance, innovation, customer satisfaction, and trust in leadership. The document provides examples of how servant leaders see themselves as resources rather than the source, help others become autonomous, and maintain integrity through behaviors aligned with their values.
Beyond Lip Service: Turning Culture into a Business DriverJeremyOtt5
The document discusses best practices for building an organizational culture that embraces diversity and inclusion. It recommends that companies understand demographic shifts in the workforce, establish an executive diversity council, have leaders publicly support diversity initiatives, address unconscious biases, and confront microaggressions. The goal is for everyone in an organization to do their part to create a culture of mutual respect and understanding where all people can perform to their best abilities.
The document discusses several laws of leadership. It describes the Law of the Lid, which states that a leader's effectiveness is determined by their leadership ability. It also outlines the Law of Magnetism, which says that good leaders attract good leaders by exemplifying strong attributes. Additionally, the Law of Connection suggests that leaders must connect with individuals, not just audiences, in order to inspire action. The document also summarizes the Law of Sacrifice, where leadership requires sacrifice of time and energy, and the Law of Timing, where the when of leadership is as important as the what and where.
Brett Galley, co-owner and director of the Hollywood Pop Gallery, enjoys reading in her free time. Brett Galley names Lean In by Sheryl Sandberg as one of her favorite books.
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
The document discusses the importance of good leadership, especially among youth. It outlines several challenges facing the Philippines, including poverty, lack of education, and unemployment. It then defines the key functions of a leader as planning, organizing, controlling, and leading. The document provides tips for youth leaders on how to effectively plan goals and actions, organize work, motivate teams, and develop people. Overall, it advocates for the value of hard work and establishing the essential qualities of a great youth leader to help address societal issues.
Leadership Development PlanGrading RubricMGMT 6012.91BOr.docxDIPESH30
Leadership Development Plan
Grading Rubric
MGMT 6012.91B
Organization Behavior and Leadership
Spring 2015
Instructor: Dr. Charles W. Creamer
The focus of the paper is derived from the seminal article (George, B., Sims, P., McLean, A.N., & Mayer, D. 2007. Discovering Your Authentic Leadership. HBR.).
Specifically, you are being asked to respond to the questions that appear in this article on page 134. Here you will find eight (8)-questions that you must respond to in an astute and thorough manner.
The following represent the guidelines for your paper:
1. Present a cover page which you should have in your possession from the prototype provided to you.
2. Your paper should include an Abstract which should not exceed 140 words in total.
3. Utilize the questions as subtopics and then proceed to respond to same.
4. Refrain whenever possible from using the pronoun (I) except in your conclusion.
5. The total number of pages is up to you, but someone in the class will establish the “gold standard” so please be ever-cognizant of this.
6. The submission must include at least two (2)-scholarly sources (3-if you prefer). Bear in mind that Anonymous, http, and Wikipedia will not be accepted and your grade will be adversely affected.
7. The final submission must include a conclusion which should be at least ¾ of the page in length.
8. You must have a References listing to accompany the submission.
9. The ENTIRE paper must be APA 5th edition compliant.
The grading rubric for this project is as follows:
Does the submission have clarity? 30 percentage points
Is the verbal presentation exemplary? 25 percentage points
Does the writer thoroughly answer the question(s) presented? 20 percentage points
Is the paper free of spelling and grammar errors? 10 percentage points
Is the document APA compliant? 10 percentage points
Does the document have the required number of 5 percentage points
scholarly sources?
Total ----- 100 percentage points
Please be aware that this submission also requires a 3 to 5 minute classroom oral presentation which will be performed on the last day of class.
Good luck and I’m certain that you will find this assignment that will be one that serves you very well in both your personal and professional lives.
For your convenience, below is the link to the aforementioned article.
Thanks.
Dr. Creamer
George - authentic leadership.pdf
1
Y
E
L
M
A
G
C
Y
A
N
B
L
A
C
K
hbr.org | February 2007 | Harvard Business Review 129
URING THE PAST 50 YEARS, leadership scholars have con-
ducted more than 1,000 studies in an attempt to deter-
mine the definitive styles, characteristics, or personality
traits of great leaders. None of these studies has produced
a clear profile of the ideal leader. Thank goodness. If scholars
had produced a cookie-cutter l ...
The document discusses key aspects of leading with kindness. It covers big ideas like the Golden Rule, having high expectations, and the importance of truth. It also discusses what kind leaders do like helping others grow, being clear about objectives, and focusing on personal connections rather than charisma. Traits of kind leaders are discussed as well, including compassion, integrity, and humility. The document stresses that leaders should serve as examples and prepare the next generation of leaders by building their self-confidence, awareness, and determination.
This document is a project submitted by a group of 6 students from Kendriya Vidyalaya No. 2 in Bareilly, India to their English teacher. The project explores the challenges faced by teenagers, including physical and mental changes during adolescence, peer pressure, concerns about appearance and attraction to the opposite gender, and worries about future careers. It presents information on each of these topics through several sections and subtopics.
This document outlines a presentation on leadership and academic advising. It begins by asking questions about the nature of leadership, including whether leaders are born or made, and whether leadership depends on one's position. It then defines leadership as a social influence process that can be direct or indirect. The presentation discusses academic advising as a form of leadership and proposes servant leadership as an appropriate model. It identifies key skills for advisors, such as self-awareness, communication, and motivating others. Throughout, it emphasizes that leadership requires feeling, thinking and acting differently to achieve outcomes.
The document discusses various aspects of leadership, including attributes, strategies, and sustainable leadership. It describes leadership as developing a vision that motivates others toward a common goal. Key attributes of leaders are listed as passion, honesty, trust, curiosity, dedication, charisma, and listening. Effective leadership requires awareness, ability, and commitment. Strategies for leadership at work include clearly stating your vision, explaining your plan, instilling confidence, and expressing confidence in those led. Sustainable leadership focuses on empowering individuals and teams to utilize their talents to achieve goals.
Developing the leader with in you | تطوير القائد بداخلكsadek younis
This document discusses developing leadership skills. It begins with an introduction to leadership and what defines a leader. A leader is described using the acronym L-E-A-D-E-R, which stands for Leadership, Equipper, Attitude, Dreamer, Excellence, and Relationships.
The document then covers that leadership is influence, and that influence is gained through integrity, nurturing people, having faith in people, listening to people, understanding people, enlarging people, navigating for people, connecting with people, empowering people, and reproducing other leaders.
The final section discusses how to grow as a leader through choices like choosing to develop yourself, having a teachable spirit, focusing
The document discusses the seven pillars of servant leadership. It begins by describing the first pillar - putting people first. A servant leader displays care and concern for others, and their primary choice is to serve. The second pillar is being a skilled communicator who demonstrates empathy, invites feedback, and communicates persuasively. The third pillar is having foresight - being visionary, creative, and exercising sound judgment. It describes foresight as an ethical responsibility for leaders to envision the right destination for the organization. The document emphasizes that servant leadership focuses on serving others and prioritizing their well-being over self-interest.
The document discusses various perspectives on leadership. It defines leadership as influencing others through non-coercive means. Leadership requires establishing a direction, aligning people and resources, and energizing people to accomplish results. Good leaders demonstrate integrity, competence, strong communication skills, and the ability to motivate followers. Developing emotional intelligence is also important for leadership.
This document is a project submitted by a group of 6 students from Kendriya Vidyalaya No. 2 in Bareilly, India to their English teacher. The project explores the challenges faced by teenagers, including physical and mental changes during adolescence, peer pressure, concerns about appearance and attraction to the opposite gender, and worries about career choices. It contains several presentations and sections addressing each of these topics through an analysis of psychological factors and strategies for managing them. The document concludes by stating it takes courage for teenagers to grow up and become their true selves.
Ron Andrews Saddleback @ Work Business Connection 9-15-14SaddlebackWork
Ron A. Andrews, President of Genetic Sciences Division – Thermo Fisher Scientific presents his 'Aha' moments at Saddleback@Work's Business Connection. Discover Ron's ways to intersect talent, passion, faith, and business for the greater good of all society and be inspired!
This document discusses becoming a fierce leader. It begins by outlining the importance of leadership and discussing different leadership styles such as authentic leadership, level 5 leadership, and fierce leadership. It then defines coaching as a process that supports personal growth and decision making. Using a coaching approach involves adopting a mindset of believing in others, being curious, and earning trust, as well as developing listening and feedback skills. Finally, it discusses fierce conversations as a way to have more open and meaningful discussions and outlines traits of fierce leadership such as surrounding yourself with good people and paying attention to your emotional impact.
This document provides guidance and reflections for educational leaders. It discusses the importance of reflecting on one's leadership journey and understanding the context in which one leads. Great leaders confront brutal facts, stick to their core values such as focusing on students, build strong relationships, and continuously reflect and improve. To drive growth, leaders must provide vision, excellence and service while fostering innovation. Leaders are called to address problems with small, practical solutions and continue progressing each day.
Randy Krause, a fire chief, discusses developing a personal leadership philosophy. He covers elements of leadership like credibility, consistency, and trust. There are 5 levels of leadership that leaders can operate on based on their influence. Having a clear leadership philosophy and understanding what level you operate on is important for success and growth as a leader. The document provides questions for reflection on defining your leadership style and characteristics.
The document discusses strategies for maintaining work-life balance. It provides tools like the balance sheet to identify priorities, the not-to-do list to remove unnecessary tasks, and techniques for saying "no". Participants then shared personal approaches like scheduling important events first, finding flexibility from managers, and surrounding oneself with supportive people. Workplace cultures that enable balance were praised, and dropping low-value tasks was recommended to sustain energy.
The 360-Degree Leader - Presentation.pptHoneyiaSipra
This document summarizes John C. Maxwell's book "360 Degree Leadership: Leading Up, Down, and Across the Organization". The book discusses how leadership can be practiced from any level in an organization, not just at the top. It outlines myths that prevent middle managers from leading, and principles for leading subordinates, peers, and superiors effectively. The value of developing leadership at all levels is that it creates a stronger, more effective leadership team throughout the organization.
Cracking the Code is a presentation that reveals some of the secrets behind why some people get ahead in their careers faster than others and how to apply these secrets to fuel your own success.
Similar to 2015 LEAD Conference Chicago, IL "Be Your Best S.E.L.F. (Social Emotional Leadership is the Foundation to Success) (20)
Sethurathnam Ravi: A Legacy in Finance and LeadershipAnjana Josie
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...dsnow9802
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
Make it or Break it - Insights for achieving Product-market fit .pdfResonate Digital
This presentation was used in talks in various startup and SMB events, focusing on achieving product-market fit by prioritizing customer needs over your solution. It stresses the importance of engaging with your target audience directly. It also provides techniques for interviewing customers, leveraging Jobs To Be Done for insights, and refining product positioning and features to drive customer adoption.
Make it or Break it - Insights for achieving Product-market fit .pdf
2015 LEAD Conference Chicago, IL "Be Your Best S.E.L.F. (Social Emotional Leadership is the Foundation to Success)
1. Presented by: Edward A. Reed, Resource Counselor
Darryl V. Johnson, Assistant Principal
Robert Frost Middle School, MCPS
Chicago, IL
LEAD Conference
The Westin Lombard
Yorktown Center
February 13–15,
2015
2. Be Your Best S. E. L. F.
Social Emotional Leadership is the Foundation to
Success
Mr. Edward A. Reed, M.Ed.
Professional Speaker
Award Winning Educator
Wellness & Leadership Coach
Mr. Darryl V. Johnson, M.Ed.
Professional Speaker
Award Winning Educator
Student Program Developer
2
3. • Social Emotional Learning
• Social Emotional Leaders
• Be Your Best S.E.L.F
4. Activity #1
Think back to someone who has greatly influenced you. Think
about the characteristics that made that person so inspiring and
motivating.
Get up out of your seat and form groups of five. Briefly share
thoughts with your group. Be prepared to share one or two
thoughts with the whole group.
YOU HAVE 5 MINUTES FOR THIS ACTIVITY
5.
6. • Increased pace of life
• Greater economic demands on parents
• Alterations in family composition and stability
• Breakdown of neighborhoods and extended families
• Weakening of community institutions
• Unraveling of parent-child bonds due to work, school demands, time,
drugs, mental health, and economic burdens
• Climate of war, terror
• Ongoing exposure to an array of digital media and pervasive
advertising that encourage violence as a problem-solving tool and
other health-damaging behaviors and unrealistic lifestyles
7.
8.
9.
10.
11.
12.
13.
14. Why is it important to be a competent Social Emotional Leader?
What will you be doing with your life 10 years from now?
What are the current global trends impacting where you want
to be?
16. Leadership remains the No. 1 talent issue facing organizations
around the world. Companies face an urgent need to develop
leaders at all levels—from bringing younger leaders online
faster.
17.
18.
19. Developing Millennials and multiple generations of leaders.
Meeting the demand for leaders with global fluency and
flexibility.
Building the ability to innovate and inspire others to perform.
Acquiring new levels of understanding of rapidly changing
technologies and new disciplines and fields.
20. Business acumen: Understanding the core business well
Collaboration: Having the ability to build cross-functional teams
Global cultural agility: Managing diversity and inclusion
Creativity: Driving innovation and entrepreneurship
21. Customer-centricity: Enhancing effective customer
relationships
Influence and inspiration: Setting direction and driving
employees to achieve business goals
Building teams and talent: Developing people and creating
effective teams
23. Hope is a critical layer in
the foundation of
leadership!
24. “The very least you can do in your
life is figure out what you hope for.
And the most you can do is live
inside that hope. Not admire it from
a distance but live right in it, under
its roof.”
― Barbara Kingsolver, Animal
Dreams
26. 1. Be honest with yourself and Trustworthy for others.
2. Leading with Love leverages the law of averages.
3. The greatest opportunities are the ones you create yourself.
4. Positive connections create the experiences you want in life.
5. The decisions you make impact your past, present and future.
6. Leadership and Learning are indispensable. Learning from
failures can be more valuable than learning from successes.
7. Your actions, not your position determines your leadership
8. Great leaders are able to combine strategy and character. But
if you must be without one, be without the strategy.
27. 27
Activity #2
• On the back of the IPhone, answer the question,
“What makes you…YOU?” Write three examples.
• Pair-Share(Elbow Partner) and Square (Find
another pair)
• Share out answers
28. If you would like to be a part of a
group selfie collage, send your
selfie and one characteristic you
demonstrate as a leader to -
mybestselfie2015lead@gmail.
com