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."
This presentation is a summary of section 2 (of 6) of the book "The 360º Leader" by best-selling author John C Maxwell. Challenges and solutions include:
* Tension (the pressure of being caught in the middle),
* Frustration (following an ineffective leader),
* Multi-Hat (one person – demands and expectations from all quarters),
* Ego (being hidden in the middle),
* Fulfillment (stuck in the middle, when would rather be in front),
* Vision (how to champion it when you did not create it),
* Influence (influencing others whom you do not manage).
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."
This presentation is a summary of section 2 (of 6) of the book "The 360º Leader" by best-selling author John C Maxwell. Challenges and solutions include:
* Tension (the pressure of being caught in the middle),
* Frustration (following an ineffective leader),
* Multi-Hat (one person – demands and expectations from all quarters),
* Ego (being hidden in the middle),
* Fulfillment (stuck in the middle, when would rather be in front),
* Vision (how to champion it when you did not create it),
* Influence (influencing others whom you do not manage).
Leaders are made. Unravel the leader within you.
Inspired by Youngster's Trending Now: The Grace Called Leadership
References: http://www.teenink.com/opinion/social_issues_civics/article/281628/Leadership/ - Leadership Characteristics
http://www.mindtools.com/pages/article/newLDR_84.htm - Leadership Styles
Google Images
Leadership is Simple. Followership is a Challenge. Lehigh University Guest L...Joe Hessmiller
Asked to give to talk on Leadership at Lehigh University for an upperclass Leadership course. Rather than focus on 'good leadership', talk focused on what it takes to be a good follower. Effective leaders need effective followers to be successful. Offered students some ideas on how to become leaders by showing that they understood what it takes to be an effective follower.
This presentation seeks to explore dynamic leadership in the 21st century, and will focus on how church leaders in particular, can become purposeful in their quest to become relevant.
"The spiritual transformation of impact investing".
We often think that there is a disconnect between our spiritual lives and how we allocate our time and our capital. This speech explores the connection between our spiritual lives, our values and how we engage in the workplace and in our lives. It explores tools for integrate our spiritual and material realities.
Leaders are made. Unravel the leader within you.
Inspired by Youngster's Trending Now: The Grace Called Leadership
References: http://www.teenink.com/opinion/social_issues_civics/article/281628/Leadership/ - Leadership Characteristics
http://www.mindtools.com/pages/article/newLDR_84.htm - Leadership Styles
Google Images
Leadership is Simple. Followership is a Challenge. Lehigh University Guest L...Joe Hessmiller
Asked to give to talk on Leadership at Lehigh University for an upperclass Leadership course. Rather than focus on 'good leadership', talk focused on what it takes to be a good follower. Effective leaders need effective followers to be successful. Offered students some ideas on how to become leaders by showing that they understood what it takes to be an effective follower.
This presentation seeks to explore dynamic leadership in the 21st century, and will focus on how church leaders in particular, can become purposeful in their quest to become relevant.
"The spiritual transformation of impact investing".
We often think that there is a disconnect between our spiritual lives and how we allocate our time and our capital. This speech explores the connection between our spiritual lives, our values and how we engage in the workplace and in our lives. It explores tools for integrate our spiritual and material realities.
A great leader uses their team's own desires to motivate. To do this requires emotional intelligence, which is more than knowing what makes people tick, it is also knowing what makes you tick and how to create a win-win situation for all.
Leadership - emotional intelligence - spiritual intelligence - cultureLes morgan
A mixture to challenge old Newtonian thinking and start to deal with the quantum world and the fact that is we place people before profit - you gain twice as nuch profit!!! Sunday Times Top 100 Companies to Work For List
For this part, talk about leadership development. In response to t.docxshericehewat
For this part, talk about leadership development. In response to two of your peers, comment respectfully on the results of their final projects. What pieces of their research could you apply to your own leadership style and succession planning? At least one citation for each response.
Student One LW:
Hi Class,
I really enjoyed this class it has given me the opportunity to see the different types of management styles that are out there. Along with being a strong leader one must also have a great team in place. A great leader can not do all the work to be successful. Showing respect, compassion, and letting employees share there ideas is just a few of the ways Indra Nooyi leads her employees. It was interesting to see how she brought her vision for PepsiCo to life even when everyone thought she was crazy that a soft drink company should have healthier snacks and beverages. Believing that companies should give back to the communities, the planet, and underdeveloped countries are just a few reasons that I believe she is a great leader. Nooyi's beliefs that you should always continue to learn even when your at the top is another reason she is a great leader, she doesn't believe she knows everything already. I am really glad I choose her as a leader to report about, she is an inspiration to us all.
For me I have found out after taking the Clifton Survey that my five top themes are that I am a relator, responsibility, achiever, futuristic, and input. I believe these treats are true to me, I feel that I want to mentor people to be the best for people. This class has given me a road map on the way I want to lead once I am in that position. I see that a lot of traits Nooyi has, I also have. I know I wont be a great as she is, but I know that I will have the background to get me close.
Good luck to everyone I really enjoyed reading about all of the leaders.
Response:
Student Two AO:
I have gained an incredible amount of knowledge this term and thoroughly enjoyed this journey! Based on my research I do believe I possess some positive leadership characteristics and abilities. Actually the more I learned and the more we progressed, the more I saw my professional role in a new light. Knowing now that leaders need to create passion and compassion, knowing I should show gratitude and express it to the team or individuals, or even knowing that the actual layout of an office can have an effect on productivity and company morale, really empowered me to act! I have been able to observe and analyze what my leaders are doing and how I should or shouldn't follow their example.
Indra Nooyi was a kind, thoughtful, driven, confident, humble, and knowledgable leader who gained those abilities throughout her life. In the final paragraphs of my final milestone, I discuss how I strongly feel our lives influence our leadership abilities as much as our embedded genetics. Individuals who have had the opportunity to play organized sports learne ...
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ANIn Ahmedabad June 2024 | Business outcomes directly proportional to mindset...AgileNetwork
Agile Network India - Ahmedabad
Title: Business outcomes directly proportional to mindset by Bhumi Goklani
Date: 01st June 2024
Hosted by :Solution Analysts Pvt.Ltd
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Title: Being Agile - Fortifying the GenZ Workforce by Sarada Jayaraman
Date: 25th May 2024
Hosted by : PSGR Krishnammal College for Women
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Agile Network India- Coimbatore
Title: Skills for the Evolving IT landscape by Meena Subramaniam
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Title: Discovery is not a phase in being Agile its, "The Approach" by Vishal Jariwal
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Title: Importance of agile and how it can be Implemented in real world by Tanmay Panchal
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Agile Network India - Chennai
Title: Navigating the Rapids: Embracing Agility to Conquer Everyday Project Challenges by Andrews Roberta Mary R
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Title: Agile project development -"A Journey" by Indulekha sing
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Title: Sailing the Agile seas Leveraging Business Priorities and Estimation by Nirav Sanghavi
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Hosted by: Oneclick IT Consultancy PVT Ltd
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Agile Network India - Chennai
Title: Agile Engineering: Modernizing Legacy Systems by Ananth Venugopal
Date: 27th April 2024
Hosted by: ClearVue Solutions Pvt. Ltd
ANIn Chennai April 2024 |Beyond Big Bang: Technical Agility in Vintage Produc...AgileNetwork
Agile Network India - Chennai
Title: Beyond Big Bang: Technical Agility in Vintage Products by Sairam.V
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ANIn Gurugram April 2024 |Agile Adaptation: Driving Progress in Generative AI...AgileNetwork
Agile Network India - Gurugram
Title: Agile Adaptation: Driving Progress in Generative AI Projects by Sujata Bhutani
Date: 20th April 2024
Hosted by: The NorthCap University
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
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Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Agile Mumbai 2020 | "A Provocation": Transformation is Always an Inside Job | Michael Spayd
1. I do not feel myself to be the author of this keynote address. Rather, it was given to
me, in a downloading movement that I experienced as a form of grace.
I hope that by the end of this talk, that will not seem like nonsense, or mere
sentiment.
My job was to wait – to wait patiently, and later to wait impatiently; to empty myself
to what wanted to be spoken through me. To study my subject, then to allow myself
to become a vessel. In the middle of a meditation on the plane over, the download
began, and I felt gratified. May my words serve to inspire and support you.
1
2. I want to begin with an outsider’s perspective on your country.
This is my second visit – the first was six years ago, in 2014. When I was here, I was
struck by the character of your people – humble, earness, servers. The people I met
seemed to delight in serving me. They touched me deeply. I felt humbled.
Priyank offered me the chance to return, and I did not hesitate. Being back, I love this
place even more than I did then. My belief is that India is the birthplace of human
consciousness; consciousness and awareness have been the focus of my work for
many years – in terms of human development, the ability to lead people, and the
capability to catalyze transformation.
You may not know if, but in the US where I come from, the practice of yoga has
become very popular in the past 15 years or so – it is one of the latest trends for
being both healthy and hip. But there’s an irony -- as you likely know, yoga was not
invented in the US – often perceived as the land of innovation. So when and where
was it invented? Several hundred years ago, when America was born? Several
thousand years ago, when Christ walked the earth? No – yoga was first established at
least 5,000 years ago. In India.
2
3. Another idea that is popular in Agile circles is that of servant leadership. Americans
are, frankly, not natural servants. So for us, serving is a bit of a challenge. For the
Indian people that I met, serving was their very nature; they could not help but serve.
So, Indians have a natural advantage in this game of increasing consciousness and
serving.
2
4. So, let’s consider this in the context in which we are together. We are all want to
make Agile work in our organizations. We have different levels of experience,
different levels of belief in whether Agile can do the trick – but we all want it to work.
Most of us know it can work.
And the truth is, across the planet, Agile is one of the evolutionary responses to the
complexity that we experience. Those that recognize its promise are ahead of their
peers. Their consciousness, your consciousness, is just a little more advanced.
Will you help me spread this message? Will you turn to a neighbor, and tell them –
you are ahead of your time! And then, when you have greeted someone this way,
turn to someone else – not the same person, and let them say the same to you – you
are ahead of your time.
So, we are a little ahead of our time. What do we do to help out our colleagues? Why,
we educate. We advise. We (attempt to) persuade. We research. We find more facts.
We teach and teach and teach.
3
5. I believe I should know. At this point, I have taught several thousand Scrumm
Masters, Agile coaches and managers. I have heard their tales. I have shared their
frustrations. And, does our persuasion work? Does the training transform? We’d like
to think so. But when we look at the facts, we are confronted by the reality that it
typically does not.
Somehow, we are falling short of the promise of Agile. Relative to what we know is
possible, we feel frustration, disappointment, apprehension. Agile is not working like
we knew that it could. What is wrong?
Before we go on, I want to tell you about someone who was my boss at one in my
career. His name was Curtis. Curtis was a leader. He wanted the best for his people.
He studied Lean so he could become the teacher of a class in Lean to raise the level
of his team. Curtis trusted me; he let me influence him, because he knew I had
something that could benefit him and his organization. He did not need to show that
he was in charge or that he knew more than me. Instead he allowed me to guide him
in the areas I knew better than he did. He trusted me and therefore he got the best
out of me.
3
6. Let’s look at two different aspects of human growth. One of my teachers -- an
American philosopher named Ken Wilber -- has studied human development froma
psychological, a spiritual and a leadership point of view. He distinguishes between
Waking Up and Growing Up.
Waking up is our gradual realization, from a spiritual point of view, that despite the
separation and difference that we feel in our ego story, the ultimate reality is that we
are all unified, that we are really just one consciousness. This is what is taught by the
worlds great religions – Hinduism, Buddhism, Christianity, Islam. This is the
development that those in India have a big head start in.
The other area, Ken calls it “Growing Up” – is more about psychological development.
It is evolving from being driven by Power, to conforming to a preestabished Order, to
wanting Success, to hoping for Community, to seeking Synergy. Many developmental
scientists have studied this path, and the advance in human and leadership potential
it allows for. Lest you think my message is a mainly a spiritual or religious one, let’s
look at this from a business point of view.
4
7. This chart describes the three levels of human development that 90% of the worlds
leaders occupy. If we look at the effectiveness of a given leader at each level, we see
a noteworthy trend. Leaders at the first level – where frankly most leaders are – is
only at the 40th percentile. What that means is that of 100 leaders in a room, 60 will
be more effective than this person. That is not so good. The reactive level does not
really work, and even when it does, it has a high cost.
The second level, the Creative, is not about creativity. It is about being driven by a
vision, not driven by fear of failing. A leader centred in this level, if put in a room with
100 leader will be better than 65 of those 100 people. That’s pretty good. That means
they are a competitive advantage to their organization.
The final level is where transformation can happen. Leaders at this level – only 5% of
the population or so, will be more effective than 90 of those 100 leaders.
So, does leadership effectiveness tie to business performance? Let’s look.
5
8. This started as a study of 500 organizations by The Leadership Circle in
collaboration with Notre Dame University. They created a Business Perf Index
that they had participants rate each organization against. They decided if
there was an affect of leadership effectiveness, they would see it at
6
9. The main point to make here is that, because Torbert’s Strategist stage of
development is the sixth in his seven action logics, it is a higher order level of
consciousness that is leading the successful organisation transformation efforts. They
are able to lead effectively in the face of the VUCA factors present in large scale
change.
Conversely, those leaders who measured at a pre-Strategist stage of consciousness
weren’t able to successfully lead that large and complex a transformation effort.
7
11. When we implement Agile, we concentrate on the Integral upper right quadrant,
denoted by IT. We implement Green-Teal complexity level practices.
We hope to do it with a Green Teal mindset from the upper left perspective.
But we attempt this transformation in Amber-Orange Cultures and Structures. Like
planting avocado seed in sand. The fruit does not flourish.
9