This document discusses leadership assessment and development. It begins by outlining the objectives of assessing one's leadership skills, providing tools to lead others, and creating a leadership plan for members. It then explores different leadership styles and how to empower people and provide feedback. The rest of the document consists of leadership assessment activities, including identifying one's leadership style, communication style, and how to match those to an organization's and members' needs. It challenges participants to apply what they've learned and discuss ways to address issues their members may face.
Leadership Development Model based Personal Development PlanFlora Liu
Leadership Development Model based Personal Development Plan, AIESEC in Australia. How we ensure that our membership is developing leadership with the facilitation of AIESEC operation.
AIESEC UGM Outgoing Preparation Seminar for Global Youth Ambassadors, one of the session is Inner and Outer Journey. This session is made for exchange participant who will volunteer abroad to do social projects. Inner and outer journey is essential, it's all about themselves and actions that they can do to make positive and purposeful impact for the society.
Leadership Development Model based Personal Development PlanFlora Liu
Leadership Development Model based Personal Development Plan, AIESEC in Australia. How we ensure that our membership is developing leadership with the facilitation of AIESEC operation.
AIESEC UGM Outgoing Preparation Seminar for Global Youth Ambassadors, one of the session is Inner and Outer Journey. This session is made for exchange participant who will volunteer abroad to do social projects. Inner and outer journey is essential, it's all about themselves and actions that they can do to make positive and purposeful impact for the society.
Talent Management starter pack for every expansions in AIESEC Indonesia. As we've known that building a culture is very essential for the development of the organization itself.
To get details on AIESEC in Islamabad and become our part visit:
Web: http://aiesecislamabad.com/
Facebook: https://www.facebook.com/AIESEC.Islamabad
Twitter: https://twitter.com/AIESECIslamabad
Why is it important to talk about Agile Leadership? (By Nayyer Abdul Rab)Agile Days Middle East
Leadership is all about having a meaningful vision, inspiring and facilitating others to take it up and accomplish. As organizations strive to deliver fast to meet the market demands, the importance of Agile leadership becomes increasingly critical. What is true Agile Leadership, how it keeps the teams engaged to consistently produce quality products and how this could be developed? Let us talk about that...
Leadership Metaphor Explorer CCL Labs Webinar SeriesCharles Palus
Leadership Metaphor Explorer™ is a deck of postcard-size cards illustrated with a rich variety of drawings and captions designed to provoke insights and different perspectives about leadership, in support of creative conversations. By CCL Labs at the Center for Creative Leadership (David Magellan Horth, Charles J. Palus, Steadman Harrison, Lyndon Rego).
More on Leadership Metaphor Explorer here: http://www.leadingeffectively.com/leadership-explorer/category/metaphor/
Webinar Series Archive is here: http://www.leadingeffectively.com/leadership-explorer/introductory-webinars-for-explorers-and-essentials/
Agile HR or Talent Management as we call it in Agile organizations turn the entire organization around. It’s employees centric, delivering value to the whole organization. At a glance, not much had changed. We still need to hire people, take care of people growth, do evaluations. Only the way we work changed significantly as the focus shifted to support the overall employee experience. Interested in what does that mean? Let me guide you through the change of mindset, practices, and tips on how to build the new Agile HR.
LO:
- Understand the fundamental need behind the Agile HR shift
- Be aware of how HR can help the organization to change the mindset
- Know what practices to avoid
- Get a number of useful practices to become your Agile HR journey
Values Explorer, CCL Labs Webinar SeriesCharles Palus
Special guests: Joel Wright and Janet Carlson
Values are what drive and motivate us. We can make better choices when we’re clear about what really matters to us. Values underpin our authenticity and help shape our leadership style. Values Explorer is intended to help you “dig deep” and think about your values in a new way. You will be equipped with a powerful lens through which to evaluate various aspects of your life and the choices you make. And if you stay aware of these core values – and honor them – you can make even better decisions in the future.
From David M. Horth, Chuck Palus & Lyndon Rego
More at www.ccl.org/Values
This is a valuable slide presentation for the people want to become a successful leader. What makes A Leader and what are the qualities to have to be a good leader, everything you can get from here. You have to be accurate both personally and professionally to be a successful leader. You should have a good vision, a good command and your words are your acts as a Leader.
Talent Management starter pack for every expansions in AIESEC Indonesia. As we've known that building a culture is very essential for the development of the organization itself.
To get details on AIESEC in Islamabad and become our part visit:
Web: http://aiesecislamabad.com/
Facebook: https://www.facebook.com/AIESEC.Islamabad
Twitter: https://twitter.com/AIESECIslamabad
Why is it important to talk about Agile Leadership? (By Nayyer Abdul Rab)Agile Days Middle East
Leadership is all about having a meaningful vision, inspiring and facilitating others to take it up and accomplish. As organizations strive to deliver fast to meet the market demands, the importance of Agile leadership becomes increasingly critical. What is true Agile Leadership, how it keeps the teams engaged to consistently produce quality products and how this could be developed? Let us talk about that...
Leadership Metaphor Explorer CCL Labs Webinar SeriesCharles Palus
Leadership Metaphor Explorer™ is a deck of postcard-size cards illustrated with a rich variety of drawings and captions designed to provoke insights and different perspectives about leadership, in support of creative conversations. By CCL Labs at the Center for Creative Leadership (David Magellan Horth, Charles J. Palus, Steadman Harrison, Lyndon Rego).
More on Leadership Metaphor Explorer here: http://www.leadingeffectively.com/leadership-explorer/category/metaphor/
Webinar Series Archive is here: http://www.leadingeffectively.com/leadership-explorer/introductory-webinars-for-explorers-and-essentials/
Agile HR or Talent Management as we call it in Agile organizations turn the entire organization around. It’s employees centric, delivering value to the whole organization. At a glance, not much had changed. We still need to hire people, take care of people growth, do evaluations. Only the way we work changed significantly as the focus shifted to support the overall employee experience. Interested in what does that mean? Let me guide you through the change of mindset, practices, and tips on how to build the new Agile HR.
LO:
- Understand the fundamental need behind the Agile HR shift
- Be aware of how HR can help the organization to change the mindset
- Know what practices to avoid
- Get a number of useful practices to become your Agile HR journey
Values Explorer, CCL Labs Webinar SeriesCharles Palus
Special guests: Joel Wright and Janet Carlson
Values are what drive and motivate us. We can make better choices when we’re clear about what really matters to us. Values underpin our authenticity and help shape our leadership style. Values Explorer is intended to help you “dig deep” and think about your values in a new way. You will be equipped with a powerful lens through which to evaluate various aspects of your life and the choices you make. And if you stay aware of these core values – and honor them – you can make even better decisions in the future.
From David M. Horth, Chuck Palus & Lyndon Rego
More at www.ccl.org/Values
This is a valuable slide presentation for the people want to become a successful leader. What makes A Leader and what are the qualities to have to be a good leader, everything you can get from here. You have to be accurate both personally and professionally to be a successful leader. You should have a good vision, a good command and your words are your acts as a Leader.
Lean Leader's Organizer 2021 (LLO) assists you to plan, track, and self-improve new lean leadership habits and routines. A lean leader is someone who enables a continuous learning culture across the organization by creating customer value at the lowest possible cost. Lean leadership is developed through constant lean management habits and routines of practice. The leader's behavior is a key success factor in a lean transformation initiative.
I designed this guide to help entrepreneur's navigate the opaque world of coaching. I also created this guide to help them assess and find an amazing coach who is a strong match. Fit is incredibly important because it has a direct impact on the strength of the alliance and quality of outcomes.
This guide is broken up into a number of sections. First, I provide an overview on what coaching actually is. I then share insights into the coaches toolbox. Said another way, the experiences, skills and certifications that a coach may have. From there, we'll dive into how you can run a process and determine fit. I then highlight coaches and organizations that have been recommended by your peers. On our way to wrapping up, I share how you can think about pricing and ROI. Finally, I leave you with some resources if you want to go deeper into coaching.
Working with a coach is a big investment in time, money and energy. Both sides should feel charged to co-create a partnership, embark on a life-changing journey and grow together over time. That's why going into the process armed with guidance and information is so critical. Good luck!
Leadership Accelerator: Unleashing Potential in Younger Employees.pptxDennis Van Aelst
We recognize that our young professionals possess immense talent, fresh perspectives, and boundless energy. We believe in their potential to become the next generation of exceptional leaders. That's why we have developed this transformative program designed specifically to harness and amplify their abilities.
This Question Bank can help readers to practices many simulated scenarios. These are questions will be asked in Transformation related interviews.
All these questions are from my 4 books, The Agilis's Guidebook, The Scrum Master Guidebook, Personal Leadership & Self-Coaching Guidebook, and A Guidebook of Coaching High-Performance team.
Grab the first 150 pages of all these books from here
1. https://www.slideshare.net/patarychandan/the-agilists-guidebook-first-150-pages
2. https://www.slideshare.net/patarychandan/the-scrum-master-guidebook-150-pages
3. https://www.slideshare.net/patarychandan/we-can-lead-a-guidebook-of-personal-leadership-and-selfcoaching
4. https://www.slideshare.net/patarychandan/a-guidebook-of-coaching-high-performance-team-200-pages
PLEASE DOWNLOAD FROM HERE: https://drive.google.com/file/d/19w1PzUjInWxZJZSJU4cX81rCgEMd4CTj/view?usp=sharing
The purpose of this mentoring guide is to help implement an effective mentoring program within your LC in which your LC, mentors, and menthes will benefit from. This program will help you guide your members through their inner journey of leadership, and it will ensure that we are providing high quality TMP/TLP experienes. What's in this guide? A timeline for the mentoring program, three phases of mentoring, and step by step instructions of how to implement the program with tools and resources for each step within the guide. Check it out here:
Personal Model of Leadership-Instructions-Througho.docxdanhaley45372
Personal Model of Leadership
-Instructions-
Throughout this course, you will create a personal model of leadership based on your research and reflections on what you learn during the 15 weeks.
What is a personal model of leadership?
Leadership is an important dimension of personal growth and development. Developing leadership qualities is a complex process that involves much more than simply selecting an appealing leadership model or participating in leadership training. Creating a satisfying personal model of leadership, which reflects one's values and beliefs and impacts how one affects organizations, communities, and society, is a lifelong process.
What approach should I take to complete my personal leadership model?
Building a personal leadership model can be approached from both a systematic and holistic perspective. It also requires creativity, passion, and a framework that leaders can use as they explore various models of leadership over their lifetime. The process of creating a personal model involves continuously exploring and analyzing various leadership models. You will find certain elements of these models appealing and might choose to integrate them into your own model. Others you will not want to include. It is important to weigh the elements against your own system of values and beliefs and select the ones that will most enrich your own model and the lives of those whom you lead.
What do I use to develop my personal model of leadership?
As you explore various leadership models, utilize the table provided below to breakdown, select, and record their appealing elements. You will complete the table as you move through the process of developing your leadership model throughout the course. This table will serve as a starting point or outline as you think through your personal model of leadership and write your paper.
How do I develop my personal model of leadership?
Creating a leadership model involves the following:
1. Select the basic values that will provide the foundation and identify the leadership behaviors that will result from those values. As you select values for your own model, link each one you choose to one of these following four perspectives:
a. Values that guide you from an individual or "I" perspective.
b. Values that guide you from an interpersonal perspective.
c. Values that guide you from an organizational perspective.
d. Values that guide you from a societal perspective.
2. Identify a clear approach for creating a sense of meaning and purpose, including contributing to society. You will consider why the values you selected are meaningful and how you can utilize them to contribute to the greater good. Also, identify the impact of one's contributions to self, others, organizations, and society. You will consider how the behaviors that result from your foundation of values impacts the world around you in a positive and meaningful way.
Two Parts to Creating Your Personal Model of Leadership
You will .
Personal Model of Leadership-Instructions-Throughout thi.docxJUST36
Personal Model of Leadership
-Instructions-
Throughout this course, you will create a personal model of leadership based on your research and reflections on what you learn during the 15 weeks.
What is a personal model of leadership?
Leadership is an important dimension of personal growth and development. Developing leadership qualities is a complex process that involves much more than simply selecting an appealing leadership model or participating in leadership training. Creating a satisfying personal model of leadership, which reflects one’s values and beliefs and impacts how one affects organizations, communities, and society, is a lifelong process.
What approach should I take to complete my personal leadership model?
Building a personal leadership model can be approached from both a systematic and holistic perspective. It also requires creativity, passion, and a framework that leaders can use as they explore various models of leadership over their lifetimes. The process of creating a personal model involves continuously exploring and analyzing various leadership models. You will find certain elements of these models appealing and might choose to integrate them into your own model. Others you will not want to include. It is important to weigh the elements against your own system of values and beliefs and select the ones that will most enrich your own model and the lives of those whom you lead.
What do I use to develop my personal model of leadership?
As you explore various leadership models, utilize the table provided below to breakdown, select, and record their appealing elements. You will complete the table as you move through the process of developing your leadership model throughout the course. This table will serve as a starting point or outline as you think through your personal model of leadership and write your paper.
How do I develop my personal model of leadership?
Creating a leadership model involves the following:
1. Select the basic values that will provide the foundation and identify the leadership behaviors that will result from those values. As you select values for your own model, link each one you choose to one of these following four perspectives:
a. Values that guide you from an individual or “I” perspective.
b. Values that guide you from an interpersonal perspective.
c. Values that guide you from an organizational perspective.
d. Values that guide you from a societal perspective.
2. Identify a clear approach for creating a sense of meaning and purpose, including contributing to society. You will consider why the values you selected are meaningful and how you can utilize them to contribute to the greater good. Also, identify the impact of one’s contributions to self, others, organizations, and society. You will consider how the behaviors that result from your foundation of values impact the world around you in a positive and meaningful way.
Two Parts to Creating Your Personal Model of Leadership
Y.
Get involved in a 6-to-8-week memorable journey of self-discovery and leadership development – a golden opportunity for you to directly impact communities in another country!
Find out more at www.aiesec.my/global-citizen/
AM1415_Marketing_Global Citizen Programme Sales Pitch (Good Case from UUM)aiesecmalaysia
Hands up for LC UUM! They use simple presentation concept - The Golden Circle - to design the sales pitch. With clear objectives to:-
1. OUTREACH GOAL | Brand AIESEC as leadership organisation in their campus (Why we do what we do)
2. OUTREACH GOAL | Know about #GlobalCitizen programme
3. APPLICATION GOAL| Attract people to APPLY, then go for assessment
To find out more on HOW they do it, contact LCVP Marketing & Communications 1415 of LC UUM Carlisle (carlisle.lee@aiesec.net)
AM1415_Marketing_Vision_SOP_GoalBreakDown_SalesPitch (Good Case from UUM)aiesecmalaysia
Hands up for LC UUM! To be #ActionOriented , implementation plan is very important. They took #BraveActions to make sure we can make it happen with:
0. (WHY) Members are clear about why GCP is important for their friends & UUM students.
1. Clear SOP presentation to members
2. Clear Goal Breakdown for each members
3. Clear Goal Breakdown for Stranger, Open & In-Progress
4. More than 1 day simulation with members on how to do GCP sales (they really want to make it happen!)
To find out more on HOW they do it, contact LCVP Marketing & Communications 1415 of LC UUM Carlisle (carlisle.lee@aiesec.net)
What is the point of small housing associations.pptxPaul Smith
Given the small scale of housing associations and their relative high cost per home what is the point of them and how do we justify their continued existance
Understanding the Challenges of Street ChildrenSERUDS INDIA
By raising awareness, providing support, advocating for change, and offering assistance to children in need, individuals can play a crucial role in improving the lives of street children and helping them realize their full potential
Donate Us
https://serudsindia.org/how-individuals-can-support-street-children-in-india/
#donatefororphan, #donateforhomelesschildren, #childeducation, #ngochildeducation, #donateforeducation, #donationforchildeducation, #sponsorforpoorchild, #sponsororphanage #sponsororphanchild, #donation, #education, #charity, #educationforchild, #seruds, #kurnool, #joyhome
A process server is a authorized person for delivering legal documents, such as summons, complaints, subpoenas, and other court papers, to peoples involved in legal proceedings.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Presentation by Jared Jageler, David Adler, Noelia Duchovny, and Evan Herrnstadt, analysts in CBO’s Microeconomic Studies and Health Analysis Divisions, at the Association of Environmental and Resource Economists Summer Conference.
10. Types of Leader
PACE SETTING
The pacesetting
leader expects and models
excellence and self-direction
“Do as I do now”
AUTORATATIVE
The authoritative
leader mobilizes the team
toward a common vision and
focuses on end goals.
“Come along with me”
AFFILIATIVE
Create emotional bonds that
bring a feeling of bonding and
belonging to the
organization.
“People First”
COACHING
Develops people for the
future. If this style were
summed up in one phrase, it
would be "Try this."
COERCIVE
Demands immediate
compliance. If this style were
summed up in one phrase, it
would be "Do what I tell you."
DEMOCRATIC
Builds consensus through
participation. If this style were
summed up in one phrase, it
would be "What do you
think?"
18. MOTIVATIONAL
FEEDBACK
• Good job it can be better.
• What went well.
DEVELOPMENTAL
FEEDBACK
• You could improve the way
you are saying this.
• Even better if.
ASK & PROVIDE FEEDBACK
19. Do you feel that you don’t know how to
make your members achieve their goals
and the organization goal?
Do you know how to make your
members feel engaged?
21. Activity One
LEADERSHIP
STYLE
COMUNICATI
ON STYLE
ORGANIZATIO
N NEEDS
MEMBERS
NEED (Issue
Based)
CHALLENGE
BEHAVIOR
Democratic Fairy Red Develop Culture Develop as
leaders
Coach
personally
Authoritative Focus on results Direction Be disciplined
with direction
(no last minute)
Coach Develop
Structures and
Standards
Close
communication
Friendly, worry
on the personal
side
23. ActivityTwo
• Think of a main issue when leading your
members. Is it related to:
– Member doesn’t want to do.
– Member can not do.
– Member don’t feel is worth it.
– I can not communicate with my member properly.
• 8Volunteers
24. ActivityTwo
• Choose a topic of the 8 volunteers and discuss.
• Based on the issue discuss the strengths of your leadership
style.
• Based what you need to improve
• Share Initiatives
• In the Flip Chart write:
– Which level of engagement you need to work on.
– What activities can you do to achieve it.
– Communication setting.
– What went well on your experience.
– What can be better.
