MANAGERS ARE THE MOST IMPORTANT PERSON IN A FIRM THEY HAVE THE ABILITY TO MANAGE THE TASKS AND RESPONSIBILITY GIVEN TO THEM.IN THIS SLIDES YOU WILL GET TO KNOW THE KEY FEATURES OF A MANAGER.
To be a good manager, one must be a people person who puts employees first, treats people with respect, and motivates their team. Effective managers listen skillfully, praise good work, and provide constructive criticism to help employees improve. They are approachable, admit mistakes, and create a culture where mistakes are okay and growth is encouraged. Above all, good managers care about their people.
Personal Branding | Stand Out From The CrowdMoataz Yasser
Personal branding involves creating a unique promise of value for yourself that helps you stand out from others and get opportunities. It is important because of increased job competition. The personal branding canvas is a tool used to define your personal brand across nine blocks that cover your personality, values, services offered, target audience, qualifications, channels to reach your audience, and investments needed. The canvas should be discussed with customers, updated over time, and remember that the most important thing is to be authentic because everyone else is already taken.
Personal Branding 2.0 by Social Media & Digital PR Strategist Ty JenningsTyJennings
Social Media & Digital PR Specialist/Strategist Ty Jennings delivers keynote on "Person Branding."
Sep 25, 2009 (PRWeb.com via COMTEX) -- Today, Tyler Jennings, Social Media Specialist for The Halo Group, was the keynote speaker at the sold-out event titled "Personal Branding 2.0: Best Social Media Practices" on the closing day of Advertising Week, North America's premier gathering of cutting-edge communications leaders. Jennings addressed the Advertising Women of New York, the first women's association in the communications industry, and offered his expert point of view on the importance of personal branding given the uprise of social media.
The Halo Group, a new agency model that brings together a team of marketing, branding, creative, traditional, digital and mobile advertising, public relations and social media specialists, to work collaboratively with clients. Jennings functions as the social media strategist among the multidiscipline environment of seasoned professionals at Halo.
"Tyler's knowledge of social media has strengthened Halo's digital offering and will keep the agency on the forefront of the newest technology," said Linda Passante, CEO of The Halo Group. "Personal branding is just as important as corporate branding and will remain so as social media continues to be a necessary tool of communication." Jennings shared expert tips on how to sell oneself through a variety of social media channels. For those who are not yet savvy about social media and for those who want to perfect personal branding in the social media realm, Jennings provided insightful feedback on how to stand out in an oversaturated and competitive environment by communicating strategic messages to targeted communities.
About The Halo Group, Inc.
The Halo Group is a Manhattan-based marketing communications and branding agency that brings together a team of marketing, branding, creative, traditional, digital and mobile advertising, public relations and social media specialists to work collaboratively and directly with clients. Since its founding in 1994, Halo has been honored with almost 250 creative awards, including many in international advertising agency industry competitions. For more information, visit www.thehalogroup.net ###
The document discusses how Gen Z and Millennials are colliding in the workforce for the first time. Key points include:
- Gen Z, born between 1994-2010, has started entering the workforce while Millennials are taking on more management roles.
- A study found that both generations value collaboration and frequent communication with coworkers and managers.
- To engage and retain Gen Z and Millennial workers, companies need to focus on financial rewards, career development opportunities, flexibility, and addressing stress from work and financial pressures. Both generations expect technology to play a large role in the workplace as well.
The Taj Hotels Resorts and Palaces employs over 13,000 people across 100 hotels in India and internationally. It has very selective and strict hiring policies, judging applicants on their values and training new employees for 18 months, longer than industry standard. Employees receive ongoing training and leadership development opportunities. Performance is evaluated through 360-degree feedback and an employee satisfaction tracking system aims for 100% satisfaction. The HR practices have resulted in high employee commitment, retention rates, improved service standards, and customer satisfaction levels.
This document provides an introduction to freelancing. It discusses what freelancing is, the benefits of being a freelancer, popular fields to freelance in, and how to start a freelancing business and find clients. The instructor shares their experience as a freelancer and walks through developing a freelancing strategy. The document emphasizes that freelancing allows independence and flexibility in how, when, and what work is done. It also notes that technology is making flexible work options like freelancing more viable.
STRATEGIC PERSONAL BRANDING - Taking your brand to the next levelEridux
To undertand what a brand is and how this relates to personal branding. To create a personal brand strategy and set brand goals. To use social media to market your personal brand.
To be a good manager, one must be a people person who puts employees first, treats people with respect, and motivates their team. Effective managers listen skillfully, praise good work, and provide constructive criticism to help employees improve. They are approachable, admit mistakes, and create a culture where mistakes are okay and growth is encouraged. Above all, good managers care about their people.
Personal Branding | Stand Out From The CrowdMoataz Yasser
Personal branding involves creating a unique promise of value for yourself that helps you stand out from others and get opportunities. It is important because of increased job competition. The personal branding canvas is a tool used to define your personal brand across nine blocks that cover your personality, values, services offered, target audience, qualifications, channels to reach your audience, and investments needed. The canvas should be discussed with customers, updated over time, and remember that the most important thing is to be authentic because everyone else is already taken.
Personal Branding 2.0 by Social Media & Digital PR Strategist Ty JenningsTyJennings
Social Media & Digital PR Specialist/Strategist Ty Jennings delivers keynote on "Person Branding."
Sep 25, 2009 (PRWeb.com via COMTEX) -- Today, Tyler Jennings, Social Media Specialist for The Halo Group, was the keynote speaker at the sold-out event titled "Personal Branding 2.0: Best Social Media Practices" on the closing day of Advertising Week, North America's premier gathering of cutting-edge communications leaders. Jennings addressed the Advertising Women of New York, the first women's association in the communications industry, and offered his expert point of view on the importance of personal branding given the uprise of social media.
The Halo Group, a new agency model that brings together a team of marketing, branding, creative, traditional, digital and mobile advertising, public relations and social media specialists, to work collaboratively with clients. Jennings functions as the social media strategist among the multidiscipline environment of seasoned professionals at Halo.
"Tyler's knowledge of social media has strengthened Halo's digital offering and will keep the agency on the forefront of the newest technology," said Linda Passante, CEO of The Halo Group. "Personal branding is just as important as corporate branding and will remain so as social media continues to be a necessary tool of communication." Jennings shared expert tips on how to sell oneself through a variety of social media channels. For those who are not yet savvy about social media and for those who want to perfect personal branding in the social media realm, Jennings provided insightful feedback on how to stand out in an oversaturated and competitive environment by communicating strategic messages to targeted communities.
About The Halo Group, Inc.
The Halo Group is a Manhattan-based marketing communications and branding agency that brings together a team of marketing, branding, creative, traditional, digital and mobile advertising, public relations and social media specialists to work collaboratively and directly with clients. Since its founding in 1994, Halo has been honored with almost 250 creative awards, including many in international advertising agency industry competitions. For more information, visit www.thehalogroup.net ###
The document discusses how Gen Z and Millennials are colliding in the workforce for the first time. Key points include:
- Gen Z, born between 1994-2010, has started entering the workforce while Millennials are taking on more management roles.
- A study found that both generations value collaboration and frequent communication with coworkers and managers.
- To engage and retain Gen Z and Millennial workers, companies need to focus on financial rewards, career development opportunities, flexibility, and addressing stress from work and financial pressures. Both generations expect technology to play a large role in the workplace as well.
The Taj Hotels Resorts and Palaces employs over 13,000 people across 100 hotels in India and internationally. It has very selective and strict hiring policies, judging applicants on their values and training new employees for 18 months, longer than industry standard. Employees receive ongoing training and leadership development opportunities. Performance is evaluated through 360-degree feedback and an employee satisfaction tracking system aims for 100% satisfaction. The HR practices have resulted in high employee commitment, retention rates, improved service standards, and customer satisfaction levels.
This document provides an introduction to freelancing. It discusses what freelancing is, the benefits of being a freelancer, popular fields to freelance in, and how to start a freelancing business and find clients. The instructor shares their experience as a freelancer and walks through developing a freelancing strategy. The document emphasizes that freelancing allows independence and flexibility in how, when, and what work is done. It also notes that technology is making flexible work options like freelancing more viable.
STRATEGIC PERSONAL BRANDING - Taking your brand to the next levelEridux
To undertand what a brand is and how this relates to personal branding. To create a personal brand strategy and set brand goals. To use social media to market your personal brand.
This document provides information on managing and motivating millennials in the workplace. It discusses the characteristics of millennials and how they differ from other generations in areas such as leadership, feedback, and work-life balance. Tips are provided on managing millennials effectively, such as providing strong management, connecting work to a higher purpose, making recognition impactful, making work challenging and engaging, and leveraging technology. The document also discusses how millennials are entering management roles and the differences and similarities between millennials and the new Gen Z workers.
The document discusses employee retention strategies. It identifies objectives like reducing turnover and understanding how employees feel engaged. It then lists various retention strategies companies can implement at low, medium, and high levels. These include hiring the right people, empowering and recognizing employees, providing feedback, and creating a healthy work environment. The role of managers is also examined, with strategies like motivating employees, coaching, and focusing on career development. Overall, the key to an effective retention strategy is implementing the right practices to keep desirable employees committed to the organization.
Recruiting is harder than ever but if you have a company culture and a brand that is woven throughout your company then you can alleviate a lot of the frustration and cost. In addition to that it will help with retaining those top employees.
Employer Branding:
1- What Is It?
2- How To Develop An Employer Brand
3- Enhancing An Employer Brand
From the first point of contact until the hire the employer brand is being showcased to candidates. How is your employer brand being interpreted by the public?
How to brand and express yourself in 7 steps slideshareTeSsA FaBeR
This document outlines a 7-step process for personal branding: 1) Discover your purpose, 2) Get to know yourself better through self-discovery, 3) Increase self-awareness by understanding how others see you, 4) Use self-expression to tell others who you are, 5) Promote yourself through various marketing channels, 6) Build self-confidence by being authentic and an expert in what you do, and 7) Continually develop yourself with a growth mindset. The key aspects of personal branding are being true to yourself, adding value for others, and expressing your unique strengths and purpose.
The document discusses how to build a professional image or personal brand. It notes that perceptions are formed based on factors like appearance, communication skills, work quality, and ethics. While initial impressions can be lasting, ultimately one's professional reputation depends more on consistently demonstrating competence, integrity, and value through their work over time. The document advocates focusing less on manipulating perceptions and more on developing skills, delivering quality work, treating others well, and allowing one's character to shape others' views of their professional brand.
Employee Value Proposition. How and why your EVP plays a critical role in you...N. Robert Johnson, APR
Companies with a clear and differentiated employee value proposition outperform their competitors. In this 30+3 Webinar, we take a quick look at ways to develop a clear and differentiated EVP.
1. Employer branding is important for attracting and retaining top talent in a competitive market facing a reduced talent pool.
2. Philips conducted extensive research to understand how to improve their employer brand and developed the tagline "Touch Lives Every Day" to appeal to potential employees.
3. Philips saw significant results from implementing their employer brand strategy, including higher quality applicants, increased acceptance of offers, and improved rankings as an employer of choice.
The document discusses the HR policies and practices of the Taj Group. [1] It highlights their rigorous recruitment process, long training programs that focus on developing individuals, and 360-degree feedback system. [2] Taj also tracks employee satisfaction continuously and recognizes top performers through their STARS program. [3] These policies have resulted in high employee retention rates and driven extraordinary service and performance from employees.
Professional Skills to a Successful CareerEdward Erasmus
Professional skills are skills that graduates need to posses in order to be successful in their professional practice. These skills range from highly specific ones related to the graduate's field(s) to more general, transferable ones such as communications and ethical practices.
When graduates apply for a job, most employers want to know what professional skills they have already, and how willing they are to learn industry and worksite specific skills. Employers normally want not just a list of skills (that graduates can easily get from a book or the internet), but they require graduates to identify their key professional skills and to provide evidence by citing examples of how they have used these skills already in relevant contexts such as at university or workplaces.
The slideshow discusses the 7 most wanted professional skills in today’s competitive professional environment.
The slideshow was presented at the Career Expo 2010 (Dec. 1, 2010) organized by the 4th grade students of the Faculty of Accounting & Finance of the University of Aruba.
This presentation discusses employee branding and its integration with HR marketing. Employee branding refers to employees internalizing the desired brand image and projecting it to customers. The objectives of employee branding are to empower employees, improve loyalty and reputation, and increase motivation. This can be achieved through selective hiring, targeted training, clear communication of goals, and compensation systems that reflect the brand. Growing employer brands is important to attract and retain employees, leading to business gains. Successful employer branding requires core brand definition, senior management involvement, alignment with strategy, and ongoing measurement. The presentation provides examples of industry practices in employee branding.
The document provides tips for developing a professional image and increasing self-confidence as a secretary. It discusses 5 characteristics of a professional, including being caring, focused, helpful, dedicated and committed. It also outlines ways to develop credibility, build confidence, boost self-esteem, and set goals for professional growth. The overall message is that secretaries should continuously work to improve themselves through developing key skills and a positive mindset.
Nate was a good employee because he was never late for work over two months and received a $200 bonus. Mark was a good employee because he worked hard doing various tasks assigned to him and took on more responsibilities over four years until becoming a store manager. The fast food owner was looking for employees who would thoroughly clean all areas of the store, including wiping off ketchup that had been left on a shutter to see if it would be cleaned, but found none did. Trent is a good employee because he works independently all day in the warehouse as assigned and gives his employer a report of his work at the end of each month.
This document discusses the importance of personal branding, especially for academics. It defines personal branding as managing how one presents themselves to others. LinkedIn is identified as a key tool for personal branding due to its professional focus. The document provides tips for using LinkedIn effectively, including creating a distinctive profile, being visible and active in groups, and maintaining consistency. Different social media are outlined as targeting different demographics. Overall, the document emphasizes authenticity and investing ongoing effort to develop an academic personal brand through platforms like LinkedIn.
This document outlines key concepts for employee engagement from A to Z. It emphasizes that engagement begins with acceptance of all employees and ensuring everyone benefits. Strong leadership is needed to connect all parts of the organization and sustain engagement over time. Engagement provides energy that drives great performance when employees' work flows like water. It is important for managers to view employees as human beings and unlock their potential through meaningful work. Ultimately, engagement creates results when the focus is on purpose, understanding others, and a shared sense of "we" over "me".
Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project
Building Your Personal Brand & Your Career - February 2011Jennifer McClure
What is a Personal Brand? Why is it important in your career? Tips for developing & communicating your Personal Brand effectively.
Presentation given by Jennifer McClure - President of Unbridled Talent, LLC at the Cincinnati USA Regional Chamber Women's Leadership Development Program on February 1, 2011.
This document discusses whether entrepreneurs are born or made. It profiles Mark Cahill and his journey from engineer to entrepreneur. It notes that an MBA gave Cahill the confidence and knowledge to accelerate his entrepreneurial pursuits. The document also outlines some of the key traits and skills needed for entrepreneurship, including having a product/service, team, cash, and network. It argues that Ireland needs a change in attitude towards entrepreneurs and a greater acceptance of failure leading to success.
What role do feelings/ emotions have in decision making? Positive? Negative? How do emotions supplement the rational cognitive processes and mediate decision making? Some notes from my various readings....
This document provides information on managing and motivating millennials in the workplace. It discusses the characteristics of millennials and how they differ from other generations in areas such as leadership, feedback, and work-life balance. Tips are provided on managing millennials effectively, such as providing strong management, connecting work to a higher purpose, making recognition impactful, making work challenging and engaging, and leveraging technology. The document also discusses how millennials are entering management roles and the differences and similarities between millennials and the new Gen Z workers.
The document discusses employee retention strategies. It identifies objectives like reducing turnover and understanding how employees feel engaged. It then lists various retention strategies companies can implement at low, medium, and high levels. These include hiring the right people, empowering and recognizing employees, providing feedback, and creating a healthy work environment. The role of managers is also examined, with strategies like motivating employees, coaching, and focusing on career development. Overall, the key to an effective retention strategy is implementing the right practices to keep desirable employees committed to the organization.
Recruiting is harder than ever but if you have a company culture and a brand that is woven throughout your company then you can alleviate a lot of the frustration and cost. In addition to that it will help with retaining those top employees.
Employer Branding:
1- What Is It?
2- How To Develop An Employer Brand
3- Enhancing An Employer Brand
From the first point of contact until the hire the employer brand is being showcased to candidates. How is your employer brand being interpreted by the public?
How to brand and express yourself in 7 steps slideshareTeSsA FaBeR
This document outlines a 7-step process for personal branding: 1) Discover your purpose, 2) Get to know yourself better through self-discovery, 3) Increase self-awareness by understanding how others see you, 4) Use self-expression to tell others who you are, 5) Promote yourself through various marketing channels, 6) Build self-confidence by being authentic and an expert in what you do, and 7) Continually develop yourself with a growth mindset. The key aspects of personal branding are being true to yourself, adding value for others, and expressing your unique strengths and purpose.
The document discusses how to build a professional image or personal brand. It notes that perceptions are formed based on factors like appearance, communication skills, work quality, and ethics. While initial impressions can be lasting, ultimately one's professional reputation depends more on consistently demonstrating competence, integrity, and value through their work over time. The document advocates focusing less on manipulating perceptions and more on developing skills, delivering quality work, treating others well, and allowing one's character to shape others' views of their professional brand.
Employee Value Proposition. How and why your EVP plays a critical role in you...N. Robert Johnson, APR
Companies with a clear and differentiated employee value proposition outperform their competitors. In this 30+3 Webinar, we take a quick look at ways to develop a clear and differentiated EVP.
1. Employer branding is important for attracting and retaining top talent in a competitive market facing a reduced talent pool.
2. Philips conducted extensive research to understand how to improve their employer brand and developed the tagline "Touch Lives Every Day" to appeal to potential employees.
3. Philips saw significant results from implementing their employer brand strategy, including higher quality applicants, increased acceptance of offers, and improved rankings as an employer of choice.
The document discusses the HR policies and practices of the Taj Group. [1] It highlights their rigorous recruitment process, long training programs that focus on developing individuals, and 360-degree feedback system. [2] Taj also tracks employee satisfaction continuously and recognizes top performers through their STARS program. [3] These policies have resulted in high employee retention rates and driven extraordinary service and performance from employees.
Professional Skills to a Successful CareerEdward Erasmus
Professional skills are skills that graduates need to posses in order to be successful in their professional practice. These skills range from highly specific ones related to the graduate's field(s) to more general, transferable ones such as communications and ethical practices.
When graduates apply for a job, most employers want to know what professional skills they have already, and how willing they are to learn industry and worksite specific skills. Employers normally want not just a list of skills (that graduates can easily get from a book or the internet), but they require graduates to identify their key professional skills and to provide evidence by citing examples of how they have used these skills already in relevant contexts such as at university or workplaces.
The slideshow discusses the 7 most wanted professional skills in today’s competitive professional environment.
The slideshow was presented at the Career Expo 2010 (Dec. 1, 2010) organized by the 4th grade students of the Faculty of Accounting & Finance of the University of Aruba.
This presentation discusses employee branding and its integration with HR marketing. Employee branding refers to employees internalizing the desired brand image and projecting it to customers. The objectives of employee branding are to empower employees, improve loyalty and reputation, and increase motivation. This can be achieved through selective hiring, targeted training, clear communication of goals, and compensation systems that reflect the brand. Growing employer brands is important to attract and retain employees, leading to business gains. Successful employer branding requires core brand definition, senior management involvement, alignment with strategy, and ongoing measurement. The presentation provides examples of industry practices in employee branding.
The document provides tips for developing a professional image and increasing self-confidence as a secretary. It discusses 5 characteristics of a professional, including being caring, focused, helpful, dedicated and committed. It also outlines ways to develop credibility, build confidence, boost self-esteem, and set goals for professional growth. The overall message is that secretaries should continuously work to improve themselves through developing key skills and a positive mindset.
Nate was a good employee because he was never late for work over two months and received a $200 bonus. Mark was a good employee because he worked hard doing various tasks assigned to him and took on more responsibilities over four years until becoming a store manager. The fast food owner was looking for employees who would thoroughly clean all areas of the store, including wiping off ketchup that had been left on a shutter to see if it would be cleaned, but found none did. Trent is a good employee because he works independently all day in the warehouse as assigned and gives his employer a report of his work at the end of each month.
This document discusses the importance of personal branding, especially for academics. It defines personal branding as managing how one presents themselves to others. LinkedIn is identified as a key tool for personal branding due to its professional focus. The document provides tips for using LinkedIn effectively, including creating a distinctive profile, being visible and active in groups, and maintaining consistency. Different social media are outlined as targeting different demographics. Overall, the document emphasizes authenticity and investing ongoing effort to develop an academic personal brand through platforms like LinkedIn.
This document outlines key concepts for employee engagement from A to Z. It emphasizes that engagement begins with acceptance of all employees and ensuring everyone benefits. Strong leadership is needed to connect all parts of the organization and sustain engagement over time. Engagement provides energy that drives great performance when employees' work flows like water. It is important for managers to view employees as human beings and unlock their potential through meaningful work. Ultimately, engagement creates results when the focus is on purpose, understanding others, and a shared sense of "we" over "me".
Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project
Building Your Personal Brand & Your Career - February 2011Jennifer McClure
What is a Personal Brand? Why is it important in your career? Tips for developing & communicating your Personal Brand effectively.
Presentation given by Jennifer McClure - President of Unbridled Talent, LLC at the Cincinnati USA Regional Chamber Women's Leadership Development Program on February 1, 2011.
This document discusses whether entrepreneurs are born or made. It profiles Mark Cahill and his journey from engineer to entrepreneur. It notes that an MBA gave Cahill the confidence and knowledge to accelerate his entrepreneurial pursuits. The document also outlines some of the key traits and skills needed for entrepreneurship, including having a product/service, team, cash, and network. It argues that Ireland needs a change in attitude towards entrepreneurs and a greater acceptance of failure leading to success.
What role do feelings/ emotions have in decision making? Positive? Negative? How do emotions supplement the rational cognitive processes and mediate decision making? Some notes from my various readings....
Are Entrepreneurs Born or Made? Is it nature or nurture or both? What is the role of deliberate practice on entrepreneurship expertise? How does theory of expertise and social cognition theory inform entrepreneurship theory?
If you're an entrepreneur, do you believe you were born with certain traits? Or do you believe that anyone can become an entrepreneur? Here are 20 perspectives from the members of Succeed: Small Business Network, Powered by Staples.
An entrepreneur owns their own company or venture, invests their own money which takes on full risk of any losses but also gets full return of any profits. A manager works as an employee of a company, takes on lower risk and is not directly responsible for company losses but also may not get as much from company profits as the entrepreneur would.
The document contrasts the roles of an entrepreneur and a manager, listing key differences between them such as entrepreneurs focusing on visionary ideas while managers focus on cash cows, entrepreneurs taking a hands-on approach while managers take a hands-off one, and entrepreneurs being passionate and creative while managers are more composed and professional. It ultimately asks the reader which one they would rather be.
This document analyzes Porter's Diamond model for the mineral water industry in Pakistan. It discusses factor endowments in Pakistan that make it suitable for mineral water businesses, including natural resources and labor. It also examines demand conditions in Pakistan, where clean drinking water is needed. The mineral water industry relies on and supports many related industries. The industry features high competition among major brands. In conclusion, the mineral water industry in Pakistan has potential to compete internationally.
An entrepreneur establishes a business by taking on financial risk and establishing a new venture. A manager is responsible for planning, directing work, and taking corrective actions as needed within an existing business. Key differences are that entrepreneurs are self-employed owners who bear full risk, while managers are salaried employees. Entrepreneurs focus on innovation and change, while managers focus on implementation and routines within the business structure. Entrepreneurs make decisions based on intuition, while managers rely on data analysis.
TCIL's factor conditions for producing tinplate were moderate. In 1997, it established a new cold rolling facility along with access to raw materials from a sister company, allowing for an uninterrupted supply. Related and supporting industries were fully capitalized as global manufacturers entered India's tinplate market aggressively after customs lowered. There was huge demand for tinplate globally, with food packaging making up 94% of India's tinplate demand. TCIL's strategy focused on higher priced, higher quality products targeted at multiple market segments. The government is not discussed in detail, but liberalization lowered tariffs allowing foreign entry while lack of enforcement allowed substandard tinplate use.
People looking out for International Trade theories, This Porters Diamond will be a useful presentation for you!... If requested on mail i will send you any particular Topic in International Business.
All the Best!
Porter's Five Forces is a model for industry analysis that examines five competitive forces that shape every industry. The five forces are: the threat of new entrants, the threat of substitutes, the bargaining power of suppliers, the bargaining power of customers, and the intensity of rivalry among existing competitors. The model helps understand the attractiveness of an industry and the sources of competitive advantage within it.
A business plan is a document that brings together the key elements of a business that include details about the products and services, the cost, sales and expected profits.
Managers are both born and made. Some people are naturally self-motivated and efficient, making them suited for management. However, no one is born with perfect skills. To become a good manager requires learning, training, and experience over time. While some innate traits are helpful, anyone can develop strong management skills and characteristics through practice and developing the appropriate qualities required of managers.
The document discusses whether leaders are born or made. It argues that leaders are somewhat born with certain innate qualities like intelligence, but that they are always made through learning and developing skills on the job. Key leadership traits that seem present from a young age include the ability to help others achieve results, willingness to make decisions, and being driven to achieve objectives. However, no one is born with all the skills to be an effective leader. Leadership skills are largely learned through experience, feedback, training opportunities, role models, and putting skills into practice on the job. Effective leadership development involves continuous learning, skill building, and seeking out experiences to develop knowledge and visibility.
The document discusses the debate around whether managers are born or made. It provides background on management and defines it. Management has existed for millennia but modern theories developed over the 20th century. The 19th century view was that management skills were innate, while the 20th century saw the development of management as a teachable discipline. The 21st century further challenged the idea that managers are born with skills, rather than developed skills through training and experience. The document concludes that in today's dynamic business environment, the view that managers are inherently born with skills is outdated, and that modern managers must learn and develop skills through training and experience.
The document discusses different perspectives on whether leaders are born or made. It outlines the "Great Man Theory" which believes leaders are born with inherent qualities. However, the document argues this is not always true, as not all political or celebrity children become successful like their parents. It then claims leaders can be made by developing skills over time through learning and experience. While some traits may be innate, leadership skills can be improved with coaching. Ultimately, the document concludes that leaders are neither purely born nor made, but rather that certain traits can be nurtured based on a person's internal qualities and situational factors.
Employee mindset vs entrepreneur mindset (1)tamilvithya
This document introduces the concepts of employee mindset versus entrepreneur mindset. It argues that ordinary people tend to have an employee mindset, seeing their job simply as work, while extraordinary leaders have an entrepreneur mindset and see themselves as owning the organization. The key difference highlighted is that mindset, rather than any inherent qualities, separates ordinary and extraordinary performance. Examples are given of both employees demonstrating entrepreneurial leadership and business owners showing an employee mindset. The document encourages readers to reflect on which mindset they have and how to develop more entrepreneurial leadership qualities.
Session 7: Building an Effective Learning Partnership With Your CEO (David Ha...Udemy for Business
David Hanrahan, VP of People Operations at Zendesk, will share his experience as a People leader navigating complex relationships with CEOs at Twitter, Change.org and Zendesk. He'll also share how he leveraged these relationships to champion important L&D initiatives for the organizations he was a part of.
My proposal how to improve leadership in a company.pdfRonaldoEspinal
Ronaldo Espinal proposes ways to improve leadership in a company. He argues that practicing discipline is important, as it will motivate employees to see that leaders also work hard. The objective is for employees to feel respected, not fearful, and comfortable in their work environment. A true leader establishes common goals, inspires their team, and challenges them to achieve objectives while constantly improving themselves. The project aims to ensure employees feel comfortable at work and can discuss issues with their boss, who should understand the importance of respect within the company.
This a presentation done for the BNI Directors in Vancouver CA, moving their franchise from a job they have to do, to a business that they love to own.
The document discusses inspiration and leadership. It notes that some employees are inspired while others are not, and inspiration levels vary by gender and age. Inspired people tend to be more productive. The author identifies leadership behaviors that can help people stay inspired, such as exhibiting inspiring behaviors, taking action instead of just thinking like a leader, having a gratitude mindset, learning new skills, focusing on productive activities, and creating more leaders. The behaviors discussed are intended to help readers stay inspired to be more productive and impactful.
Before developing the Leadership Skills, it is very significant for a Leader to understand the right attitude of Leader. This presentation gives a clarity on the right attitude a Leader should develop and then it gives a clarity on the qualities and skill sets he needs to develop to become an effective leader.
Leadership, management and communicationscenriquegf30
Traditional leadership focuses on top-down direction, while innovative leadership does not. Innovative leadership encourages leadership from all employees. It involves discovering new directions through trial and error, with leaders pursuing new paths for the organization to follow. Organizations that promote leadership from all levels are more successful. Both management and leadership are important, but leadership involves doing the right thing and inspiring followers, while management focuses more on formal processes and authority.
The document discusses important leadership skills for nurses. It states that nurses interact with many different people and should gain knowledge of leadership and followership to interact effectively. Leadership is broader than management as it focuses on influence, whereas management focuses on achieving organizational goals. Important leadership skills include goal setting, critical thinking, problem solving, respecting individuals, communication, vision, and personal development. As a new nurse, it is important to set priorities, evaluate tasks, eliminate unnecessary tasks, and develop skills to become an effective leader.
Employee-First Leaders Create Customer-First CompaniesMike Moore
Mike Moore is a leadership speaker with over 5 decades of experience coaching business leaders. He developed leadership programs to teach owners, executives, and managers how to become employee-first leaders who coach and mentor their people. When leaders focus on coaching their employees to learn, grow, and improve, it helps the employees enhance their attitudes, skills, and actions. This makes the employees more likable, trustworthy, and helpful experts. In turn, it leads to improved business results and customer-first companies.
Leadership Lab Management CompetenciesOther Related Articles .docxDIPESH30
Leadership Lab: Management Competencies
Other Related Articles in Leadership Lab: Management Competencies
Leadership and Mentoring of Young Employees
Jim Horwath
421_Horwath_mentoring
Leadership and Mentoring of Young Employees
1. Introduction
The young employees of today are the future business leaders of tomorrow. As leaders, we have an obligation to help our future by training and mentoring tomorrow’s leaders today. How do we develop and keep the best young talent in an organization? The answer is using a mentoring program. By using an effective mentoring program, the leaders of today can help develop today’s talent into tomorrow’s leaders. Companies that leverage the leadership and experience of senior employees can develop and maintain the talent they have in-house.
2. Leadership Qualities
Leadership is action and not position; a leader shows somebody how to do something, while a boss simply tells a subordinate to get something done. The leader has a vision and a plan and must inspire people around them to believe in and execute a plan. Although there are different types of leaders, all successful leaders share common characteristics that contribute towards their success. An effective leader knows his or her strengths and weaknesses, and is able to maximize all of them. Leaders have a certain confidence about them, and are able to stay calm under pressure. They are able to control their emotions so they can think clearly and make the best decisions that will achieve goals and produce winning situations. Leaders need to be flexible and know how and when to change to best meet each situation. The leader knows how to manage conflict and understand the political culture to achieve the best results. Leaders and the mentors share many of the same qualities; we will continue to discuss combining leadership and mentoring to help young employees. If mentoring of the employee meets the agreed upon goal, the mentor had to function as a leader during the process. It is hard to be a mentor without being a leader.
3. Leaders and Young Employees
Leadership and mentoring of young employees is a way senior employees can help drive success of a corporation or an initiative. Young people graduate from academic institutions armed with academic knowledge and enthusiasm. However, many people quickly realize that they lack the skills required to navigate and succeed in a corporate environment. When employees of different generations need to work together on projects, there is the potential for an unhealthy rivalry and a contentious relationship. The young employee may feel the mature employee is stuck in their ways and unwilling to try an alternative, and the mature employee sees the youthful exuberance as flighty and undisciplined. When a mentor sponsors an employee, they form a professional bond that should leave a lasting impression on both parties. This paper will discuss the connection of leadership and mentoring, discussing how leaders can help dev ...
A leader plays an important role through recognition, delegation, and setting the right example. An effective leader ensures their team feels recognized for their accomplishments through regular "recognition meets". They also delegate tasks effectively based on strengths to develop team members and free up time for strategic work. Most importantly, a leader must lead by example by not taking sole credit for wins and walking the talk by embodying the values they promote.
The document discusses different types of leadership, including traditional top-down leadership versus innovative leadership where all employees can display leadership. It emphasizes that leadership involves differentiating yourself, leading by example, and persuading followers directly. Effective leadership encourages new directions and efficiency through trial and error. Both managers and all employees can exhibit leadership when organizations empower individuals to discover new approaches.
Managers are responsible for ensuring employees are hired and trained, performance is monitored and developed, goals are set and progress is tracked, budgets are controlled, and results are reported. It takes motivating employees, listening to them, establishing personal connections, and using creativity and commitment to be a successful manager. Managers plan, organize, and staff an organization, fulfilling roles such as a leader, spokesperson, and negotiator. There are three levels of management: lower, middle, and top.
Personal Interview with a Leader
The following is an interview I undertook with the Apple Corporation Chief Executive Officer, Tim Cook.
1. Do you think a leader should be feared or liked?
In my opinion, a leader should always be liked and respected. It is crucial for a leader to be open-minded and be able to accommodate views from other people and the people he leads. A leader who is feared cannot be able to amicably communicate with his subject. The essence of communication needs not to be overemphasized. Effective communication is key to the success of any organization. The art of effective communication is only possible in a friendly environment. It is the responsibility of a leader to ensure there is such an environment in their area of leadership. In a nutshell, a leader should do all that they can to have those that serve under him like and respect him rather than fear him/her.
2. What is a leader’s best asset?
The best asset of a leader is the ability to assemble, motivate and inspire a team to work together towards achieving the goals of the organization. As I had mentioned earlier on, this will still zero down to effective communication of a leader. Effective communication will always matter for the successful leadership of any person.
3. What motivates you as a leader?
I get motivated when I learn that my organization is impacting positively the people in our society and yearn to get associated with our organization.
4. How can a leader fail? Have you ever failed as a leader?
A leader may fail if he becomes too obsessed with achieving the goals of an organization. This is through neglecting the welfare the team he or she is leading by, for example, failing to afford a safe working environment for the employee. Personally I have failed in the past but after learning the mistake I made I corrected it.
5. How do you motivate your team?
I get to interact with them at a personal level and discuss with them the problems they are experiencing and how best to solve them. I also reward them accordingly, and this motivates them to achieve better results.
Summary
I chose Apple Corporation because of exemplary work it is doing making it a household name. I wanted to find out what makes them be where they are. I have always admired Apple Corporation and their leadership that makes it very successful in the world. I interviewed the Chief Executive Officer because he is the one overseeing the overall performance of Apple Corporation. He works in close collaboration with the organization’s board of directors and other senior managers in the competent and smooth running of its day-to-day activities. Aspiring leaders should emulate the leadership of Apple Corporation for them to be successful in their business organization. The Board of Directors usually set standards that met with the success of the enterprise. They have various committees that establish guidelines followed plus its internal bylaws that guide their operation. The c ...
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3. Manager are born:
It is often seen that a employ promoted from it rank to
the Management level.
Why this is so?
Such type of employees are ‘self motivated employ' and
they “like, to get the job
done efficiently” plus they know
how much effort are certain task take.
4. Managers Are Born:
Good manager selected by nature
since a person was born with
characteristics which make one to
become a good manager.
Charisma or Trait is a quality
which is generated from inside a
person
Which is the main factor to make
anyone to become a good
manager.
5. Managers Are Made:
Nobody is born with perfect made
skills.
Every person has to work for
acquiring skills.
Every day manager has to learn
new things from unrealistic world
Only experiences can play a
role.......
6. Continue.
As we know "practice makes a
man perfect”. No one in this
world is born perfect intelligent.
So practice is most necessary.
Without practice or proper
knowledge no one can excel in
his life.
So they (Managers) are made
not born.
7. Continue..
Ways which can make a person to
become a good manager without
innate characteristics, because
every one who intends to be a
good manager can be developed
by learning and training to change
to the appropriate characteristic,
which is required for a good
managers.
8. Continue…
Everyone who intends to be a
good manager without innate
characteristics can be
developed by learning and
training to change to the
appropriate characteristic,
which is required for a good
manager.
10. Conclusion:
Therefore, in my opinion, it is
not always born to be a good
manager.
But we can make ourselves to
become a good manager by
learning and training.