Dear readers i have added this business leadership Bible ebook inorder to run smooth run of the business Hope you will like it and do remember to comments us. Yours respective comments will guide us and motivate me.
There is a lot of confusion about the differences between people who are narcissistic versus those who have a narcissistic personality disorder. According to the Mayo Clinic “Narcissistic personality disorder is a mental disorder in which people have an inflated sense of their own importance and a deep need for admiration. Those with narcissistic personality disorder believe that they’re superior to others and have little regard for other people’s feelings. But behind this mask of ultra-confidence lies a fragile self-esteem, vulnerable to the slightest criticism.”
The narcissist is not mentally ill, does not have a personality disorder and is most interested in gaining power, money and prestige. They may act the same and seem indistinguishable to those with a personality disorder for most people, however, their self-esteem is not as fragile and they are able to develop new behaviors. They seem the same because they use the same dysfunctional behaviors to achieve their agenda. These people are arrogant and obnoxious and act as though they are superior to others. They have little or no empathy and feel entitled to special treatment. They exploit others to get what they want and have no qualms about doing this. With little capacity for reflection, their self-awareness is low. They rarely apologize as they have no insight into what they do and feel little shame or remorse.
Although many people have one idea of leadership, it comes in several different styles. There isn't one style that is the best but it is based on the person's personality and the goals they would like to accomplish. The atmosphere or situation also determines the type of leader required like a group of school children could use a leader that is different from a group of soldiers going to war. In this article, we'll be taking a look at the benefits and drawbacks of several distinct leadership styles.
Bobby Niska outlines a global leadership model consisting of 5 levels: unification, self-awareness, humility, challenge, and globalized adaptability. The model is meant to identify characteristics and behaviors that lead to success as a global leader. Unification involves bringing people together around shared goals. Self-awareness and humility refer to emotional intelligence and composure. Challenge means pushing employees to improve. Globalized adaptability is considering all cultural, political, and economic factors globally.
This document discusses qualities of effective leadership. It begins by defining leadership as one's ability to get others to willingly follow. It then lists the top 10 leadership qualities as integrity, dedication, humility, openness, creativity, fairness, assertiveness, sense of humor, honesty, and being forward-looking. It also discusses competency, inspiration, and intelligence as important leadership traits. Overall, the document explores characteristics like vision, communication, trust, dedication, fairness, and motivation that enable good leaders to inspire followers.
This document contains 12 lessons on leadership from General Colin Powell. Some of the key points made in the lessons include: good leaders make tough decisions and confront people who need confronting, even if it angers some; leaders should be accessible and address their subordinates' problems; leaders should not be afraid to challenge experts or follow management fads blindly; and a leader's optimism can have a multiplying positive effect on their organization. The overall message is that effective leadership requires making hard choices, addressing issues head-on, flexibility in management approach, and maintaining a positive outlook.
As we watch corporate and political leaders navigate the obstacles of the present day, we are struck by how many leaders are truly lousy. Definition of a Lousy Leader, an intimidator who accuses, who doesn’t listen, is not organized, presents no vision, does not build relationships, takes credit for everyone’s work, does not motivate, and is an impromptu speaker. What are the secrets of lousy leaders? What do lousy leaders all have in common?
This document contains 18 lessons on leadership from General Colin Powell. Some of the key points made in the lessons include: being responsible sometimes means making difficult decisions that will upset people; leaders should make themselves accessible to solve problems reported by subordinates; leaders should not be swayed by experts and elites and instead focus on accomplishing the mission; and leadership involves attracting talented people and empowering them to succeed or fail based on their efforts and contributions. The overall message is that effective leadership requires making tough choices, focusing on goals over processes, and enabling others to achieve great things through a combination of responsibility, accessibility, optimism, and talent development.
This document contains 18 lessons on leadership from General Colin Powell. Some of the key points made in the lessons include: being responsible sometimes means making difficult decisions that will upset people; a leader must be accessible to their employees and address their problems; do not be afraid to challenge experts, even in their own field; pay attention to details while also encouraging new ideas; and make decisions once you have 40-70% of the information rather than waiting for 100% certainty. Effective leadership involves taking responsibility, accessibility, challenging status quos, attention to details, timely decision making, and more.
There is a lot of confusion about the differences between people who are narcissistic versus those who have a narcissistic personality disorder. According to the Mayo Clinic “Narcissistic personality disorder is a mental disorder in which people have an inflated sense of their own importance and a deep need for admiration. Those with narcissistic personality disorder believe that they’re superior to others and have little regard for other people’s feelings. But behind this mask of ultra-confidence lies a fragile self-esteem, vulnerable to the slightest criticism.”
The narcissist is not mentally ill, does not have a personality disorder and is most interested in gaining power, money and prestige. They may act the same and seem indistinguishable to those with a personality disorder for most people, however, their self-esteem is not as fragile and they are able to develop new behaviors. They seem the same because they use the same dysfunctional behaviors to achieve their agenda. These people are arrogant and obnoxious and act as though they are superior to others. They have little or no empathy and feel entitled to special treatment. They exploit others to get what they want and have no qualms about doing this. With little capacity for reflection, their self-awareness is low. They rarely apologize as they have no insight into what they do and feel little shame or remorse.
Although many people have one idea of leadership, it comes in several different styles. There isn't one style that is the best but it is based on the person's personality and the goals they would like to accomplish. The atmosphere or situation also determines the type of leader required like a group of school children could use a leader that is different from a group of soldiers going to war. In this article, we'll be taking a look at the benefits and drawbacks of several distinct leadership styles.
Bobby Niska outlines a global leadership model consisting of 5 levels: unification, self-awareness, humility, challenge, and globalized adaptability. The model is meant to identify characteristics and behaviors that lead to success as a global leader. Unification involves bringing people together around shared goals. Self-awareness and humility refer to emotional intelligence and composure. Challenge means pushing employees to improve. Globalized adaptability is considering all cultural, political, and economic factors globally.
This document discusses qualities of effective leadership. It begins by defining leadership as one's ability to get others to willingly follow. It then lists the top 10 leadership qualities as integrity, dedication, humility, openness, creativity, fairness, assertiveness, sense of humor, honesty, and being forward-looking. It also discusses competency, inspiration, and intelligence as important leadership traits. Overall, the document explores characteristics like vision, communication, trust, dedication, fairness, and motivation that enable good leaders to inspire followers.
This document contains 12 lessons on leadership from General Colin Powell. Some of the key points made in the lessons include: good leaders make tough decisions and confront people who need confronting, even if it angers some; leaders should be accessible and address their subordinates' problems; leaders should not be afraid to challenge experts or follow management fads blindly; and a leader's optimism can have a multiplying positive effect on their organization. The overall message is that effective leadership requires making hard choices, addressing issues head-on, flexibility in management approach, and maintaining a positive outlook.
As we watch corporate and political leaders navigate the obstacles of the present day, we are struck by how many leaders are truly lousy. Definition of a Lousy Leader, an intimidator who accuses, who doesn’t listen, is not organized, presents no vision, does not build relationships, takes credit for everyone’s work, does not motivate, and is an impromptu speaker. What are the secrets of lousy leaders? What do lousy leaders all have in common?
This document contains 18 lessons on leadership from General Colin Powell. Some of the key points made in the lessons include: being responsible sometimes means making difficult decisions that will upset people; leaders should make themselves accessible to solve problems reported by subordinates; leaders should not be swayed by experts and elites and instead focus on accomplishing the mission; and leadership involves attracting talented people and empowering them to succeed or fail based on their efforts and contributions. The overall message is that effective leadership requires making tough choices, focusing on goals over processes, and enabling others to achieve great things through a combination of responsibility, accessibility, optimism, and talent development.
This document contains 18 lessons on leadership from General Colin Powell. Some of the key points made in the lessons include: being responsible sometimes means making difficult decisions that will upset people; a leader must be accessible to their employees and address their problems; do not be afraid to challenge experts, even in their own field; pay attention to details while also encouraging new ideas; and make decisions once you have 40-70% of the information rather than waiting for 100% certainty. Effective leadership involves taking responsibility, accessibility, challenging status quos, attention to details, timely decision making, and more.
This document contains 18 lessons on leadership from General Colin Powell. Some of the key lessons include: being responsible sometimes means upsetting people; the day soldiers stop bringing you their problems is the day you have stopped leading them; don't be afraid to challenge experts, even in their own backyard; perpetually optimism is a force multiplier; and command is lonely as the buck stops with the leader. The document emphasizes that good leadership involves tough decisions, accessibility, challenging the status quo, attention to details, prudent risk-taking, and surrounding oneself with talented people.
The document discusses several key aspects of growing great leaders. It talks about how leaders are both born and made, and the tensions that exist between field operations and headquarters. It also discusses the importance of effective communication, building trust, being accessible to employees, challenging conventions, and knowing when it's time to step aside to make way for new leadership.
The document discusses key leadership qualities that are important for effective leadership. It identifies 10 leadership qualities and focuses in depth on 5 qualities - honesty, being forward-looking, competence, inspiration, and intelligence. For each quality, it provides examples of how leaders can demonstrate that quality to influence others and encourage followership. The document emphasizes that leadership qualities must be actively displayed, not just possessed, to impact perceptions of a leader.
This document discusses various leadership qualities that are important for effective leadership. It identifies 10 key leadership qualities including vision, communication skills, integrity, dedication, and humility. It provides examples of each quality and explains why they are important for inspiring followers. The document also examines specific leadership traits like honesty, being forward-looking, competence, inspiration, and intelligence. It concludes by noting that the qualities of a good leader depend on the organizational context.
The document provides an overview of leadership including definitions, qualities, factors, styles, and theories of leadership. It defines a leader as someone who sets direction and influences people to follow that direction. It lists qualities like visionary, humane, broadminded, and integrity. It describes factors like the leader, followers, communication, and situation. It outlines leadership styles such as autocratic, bureaucratic, democratic, laissez-faire, and charismatic. Finally, it discusses theories including great man, contingency, relationship, and trait theories.
Steve Jobes & Leadership secrets By Mohammad Ali Jaafar Ph.D. in Governance ...Mohammad Ali Jaafar
Leadership Qualities of Steve Jobs. Throughout his life, the late Steve Jobs was known as being one of the most influential and innovative leaders of his time. Jobs is not only the founder of Apple and Pixar but he was able to lead several organizations into being some of the most powerful in the country.
by Mohammad Ali Jaafar Ph.D. in Governance and Policy Making
Explore and debunk the misconceptions of leadership. Gain a deeper understanding of effective leadership and learn why popular beliefs about leadership may not always hold true.
101 qualities of a leader A Lecture By Mr Allah Dad Khan Agriculture Expert ...Mr.Allah Dad Khan
101 qualities of a leader A Lecture By Mr Allah Dad Khan Agriculture Expert KPK at Peshawar Former DG Agri Extension and Visiting Professor AUP Peshawar
The document discusses two key thoughts on leadership from the author's experience. The first is that personality is an unimportant factor in effective leadership, as the author has seen leaders of varying personalities succeed or fail. More importantly, an effective leader must have the ability to comprehend the "big picture" - understanding the vision, strategy, organization, people, and external factors. A leader is responsible for shaping all aspects and guiding subordinates, and this skill of comprehending the complex interrelations is critical and not innate, but learned through exposure to other leaders.
Leadership involves influencing others to accomplish objectives by applying attributes like beliefs and skills. Management involves planning, organizing, staffing, leading, and controlling an organization to achieve goals. The key difference between managers and leaders is how they motivate - managers rely on formal authority while leaders inspire followership through vision and charisma. Effective leadership requires understanding different leadership styles and adapting one's approach to suit individuals and situations.
Why choose the topic of Lousy Leaders? Most of us say that we want to follow the Great Leaders, that we struggle to find Great Leaders with character, who care about people and their organizations. However, we say that those who are most prominent are the leaders who only support themselves and want to satiate hidden desires of power, acquisition, recognition, and accolades for themselves. One of the problems with Lousy Leaders is how they acquire their positions! Maybe accepting Lousy Leaders is part of a new standard in our new society. Society appears to support or create a level of leadership acceptance. Chosen leaders seem to replicate and be predicated on our society. Based on this idea, we are a society in turmoil and one of divisiveness. Do you think Lincoln, Teddy Roosevelt or Churchill would thrive in this society? Do we, in actuality, support Great Leadership whose proponents exhibit visionary competence, integrity, morality, inclusive growth and development of followers, fairness, and humanistic care of others? Or, do we support the acceptance of political pandering and the desire to have some kind of tribal loyalty, even if it is to a Lousy Leader? In this age of emotional isolation brought about by over-reliance on devices, belonging to something, anything, gives people a group identity, the “us versus them” ideology.
General Colin Powell provides lessons on leadership based on his experience. In the first lesson, he argues that being a responsible leader sometimes means making difficult decisions that upset people, but avoiding tough choices to avoid conflict is a sign of mediocrity. The second lesson states that leaders must be accessible to their subordinates and address their problems, otherwise the subordinates will lose confidence in the leader. The third lesson advises leaders to not be swayed by experts and elites who can become detached from reality.
ecoMarkets Advisory Services\' Presentation On Leadership 010810Jeff Malakoff
This document discusses the changing nature of leadership. It provides an overview of topics that will be covered, including different leadership styles, theories of leadership, factors affecting leadership style, and leadership development. Effective leadership is important for organizations to succeed and adapt to change. Leaders can be developed through experience, self-reflection, and training, rather than being solely innate traits.
Eco Markets Presentation On Leadership 010810Jeff Malakoff
A short presentation on the need for Leaders and Leadership , the importance of Leadership and its value to the organization, types of Leadership styles, change and change leadership, theories of Leadership, factors affecting Leadership style, Leadership Development , the differences and relationship between Leadership and management,
The Moral Aspects of Leadership & Leadership Trends
This document summarizes a presentation on leadership development and derailment. It discusses that there are many ideas about what leadership development involves and whether leadership can be taught. The philosophy discussed is that leadership development is an ongoing internal and external process of building character qualities like self-awareness, responsibility, integrity, and trustworthiness. It also discusses how overconfidence, anxiety, arrogance, and being a micro-manager can be derailment factors for leaders, and the importance of self-awareness and managing these factors through assessment, coaching, and development.
The document discusses the concept of "generative leadership" which focuses on continuously creating, renewing and evolving an organization through vision and learning. It describes generative leadership as underpinned by vision rather than problems, and outlines four characteristics ("4 C's") of generative leaders: 1) They are fully committed to continuous learning; 2) They are connected to and engage with their people; 3) They have courage to take risks and be decisive in pursuing their vision; 4) They help complete others by doing their own personal work and leading with love.
This document discusses the key traits of effective leaders. It identifies that leaders need vision, integrity, effective communication skills, the ability to inspire others through personal example and dedication, humility, creativity, assertiveness, a sense of humor, openness, decisiveness, and a strong sense of responsibility. Leaders must clearly communicate their vision and goals, act with integrity, inspire dedication in others, and take responsibility for outcomes rather than blame others.
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The document advertises a chance to win an iPhone 14 through various giveaways and sweepstakes without any cost or risk to the user. It lists 10 different programs where users can click to enter for a chance to win the newest iPhone model as a prize.
This document contains 18 lessons on leadership from General Colin Powell. Some of the key lessons include: being responsible sometimes means upsetting people; the day soldiers stop bringing you their problems is the day you have stopped leading them; don't be afraid to challenge experts, even in their own backyard; perpetually optimism is a force multiplier; and command is lonely as the buck stops with the leader. The document emphasizes that good leadership involves tough decisions, accessibility, challenging the status quo, attention to details, prudent risk-taking, and surrounding oneself with talented people.
The document discusses several key aspects of growing great leaders. It talks about how leaders are both born and made, and the tensions that exist between field operations and headquarters. It also discusses the importance of effective communication, building trust, being accessible to employees, challenging conventions, and knowing when it's time to step aside to make way for new leadership.
The document discusses key leadership qualities that are important for effective leadership. It identifies 10 leadership qualities and focuses in depth on 5 qualities - honesty, being forward-looking, competence, inspiration, and intelligence. For each quality, it provides examples of how leaders can demonstrate that quality to influence others and encourage followership. The document emphasizes that leadership qualities must be actively displayed, not just possessed, to impact perceptions of a leader.
This document discusses various leadership qualities that are important for effective leadership. It identifies 10 key leadership qualities including vision, communication skills, integrity, dedication, and humility. It provides examples of each quality and explains why they are important for inspiring followers. The document also examines specific leadership traits like honesty, being forward-looking, competence, inspiration, and intelligence. It concludes by noting that the qualities of a good leader depend on the organizational context.
The document provides an overview of leadership including definitions, qualities, factors, styles, and theories of leadership. It defines a leader as someone who sets direction and influences people to follow that direction. It lists qualities like visionary, humane, broadminded, and integrity. It describes factors like the leader, followers, communication, and situation. It outlines leadership styles such as autocratic, bureaucratic, democratic, laissez-faire, and charismatic. Finally, it discusses theories including great man, contingency, relationship, and trait theories.
Steve Jobes & Leadership secrets By Mohammad Ali Jaafar Ph.D. in Governance ...Mohammad Ali Jaafar
Leadership Qualities of Steve Jobs. Throughout his life, the late Steve Jobs was known as being one of the most influential and innovative leaders of his time. Jobs is not only the founder of Apple and Pixar but he was able to lead several organizations into being some of the most powerful in the country.
by Mohammad Ali Jaafar Ph.D. in Governance and Policy Making
Explore and debunk the misconceptions of leadership. Gain a deeper understanding of effective leadership and learn why popular beliefs about leadership may not always hold true.
101 qualities of a leader A Lecture By Mr Allah Dad Khan Agriculture Expert ...Mr.Allah Dad Khan
101 qualities of a leader A Lecture By Mr Allah Dad Khan Agriculture Expert KPK at Peshawar Former DG Agri Extension and Visiting Professor AUP Peshawar
The document discusses two key thoughts on leadership from the author's experience. The first is that personality is an unimportant factor in effective leadership, as the author has seen leaders of varying personalities succeed or fail. More importantly, an effective leader must have the ability to comprehend the "big picture" - understanding the vision, strategy, organization, people, and external factors. A leader is responsible for shaping all aspects and guiding subordinates, and this skill of comprehending the complex interrelations is critical and not innate, but learned through exposure to other leaders.
Leadership involves influencing others to accomplish objectives by applying attributes like beliefs and skills. Management involves planning, organizing, staffing, leading, and controlling an organization to achieve goals. The key difference between managers and leaders is how they motivate - managers rely on formal authority while leaders inspire followership through vision and charisma. Effective leadership requires understanding different leadership styles and adapting one's approach to suit individuals and situations.
Why choose the topic of Lousy Leaders? Most of us say that we want to follow the Great Leaders, that we struggle to find Great Leaders with character, who care about people and their organizations. However, we say that those who are most prominent are the leaders who only support themselves and want to satiate hidden desires of power, acquisition, recognition, and accolades for themselves. One of the problems with Lousy Leaders is how they acquire their positions! Maybe accepting Lousy Leaders is part of a new standard in our new society. Society appears to support or create a level of leadership acceptance. Chosen leaders seem to replicate and be predicated on our society. Based on this idea, we are a society in turmoil and one of divisiveness. Do you think Lincoln, Teddy Roosevelt or Churchill would thrive in this society? Do we, in actuality, support Great Leadership whose proponents exhibit visionary competence, integrity, morality, inclusive growth and development of followers, fairness, and humanistic care of others? Or, do we support the acceptance of political pandering and the desire to have some kind of tribal loyalty, even if it is to a Lousy Leader? In this age of emotional isolation brought about by over-reliance on devices, belonging to something, anything, gives people a group identity, the “us versus them” ideology.
General Colin Powell provides lessons on leadership based on his experience. In the first lesson, he argues that being a responsible leader sometimes means making difficult decisions that upset people, but avoiding tough choices to avoid conflict is a sign of mediocrity. The second lesson states that leaders must be accessible to their subordinates and address their problems, otherwise the subordinates will lose confidence in the leader. The third lesson advises leaders to not be swayed by experts and elites who can become detached from reality.
ecoMarkets Advisory Services\' Presentation On Leadership 010810Jeff Malakoff
This document discusses the changing nature of leadership. It provides an overview of topics that will be covered, including different leadership styles, theories of leadership, factors affecting leadership style, and leadership development. Effective leadership is important for organizations to succeed and adapt to change. Leaders can be developed through experience, self-reflection, and training, rather than being solely innate traits.
Eco Markets Presentation On Leadership 010810Jeff Malakoff
A short presentation on the need for Leaders and Leadership , the importance of Leadership and its value to the organization, types of Leadership styles, change and change leadership, theories of Leadership, factors affecting Leadership style, Leadership Development , the differences and relationship between Leadership and management,
The Moral Aspects of Leadership & Leadership Trends
This document summarizes a presentation on leadership development and derailment. It discusses that there are many ideas about what leadership development involves and whether leadership can be taught. The philosophy discussed is that leadership development is an ongoing internal and external process of building character qualities like self-awareness, responsibility, integrity, and trustworthiness. It also discusses how overconfidence, anxiety, arrogance, and being a micro-manager can be derailment factors for leaders, and the importance of self-awareness and managing these factors through assessment, coaching, and development.
The document discusses the concept of "generative leadership" which focuses on continuously creating, renewing and evolving an organization through vision and learning. It describes generative leadership as underpinned by vision rather than problems, and outlines four characteristics ("4 C's") of generative leaders: 1) They are fully committed to continuous learning; 2) They are connected to and engage with their people; 3) They have courage to take risks and be decisive in pursuing their vision; 4) They help complete others by doing their own personal work and leading with love.
This document discusses the key traits of effective leaders. It identifies that leaders need vision, integrity, effective communication skills, the ability to inspire others through personal example and dedication, humility, creativity, assertiveness, a sense of humor, openness, decisiveness, and a strong sense of responsibility. Leaders must clearly communicate their vision and goals, act with integrity, inspire dedication in others, and take responsibility for outcomes rather than blame others.
Get a chance to win big, with zero risk, zero cost!"
"Score big with a simple click and join the giveaway!"
"Treat yourself to a little extra, without reaching into your wallet!"
"Unleash the power of chance and win big with our free giveaway!"
"Get your hands on the hottest prizes, without breaking the bank!"
"It's free, it's easy, and the rewards are endless!"
"Don't miss out on your chance to win, join the free giveaway now!"
"Get more for less, join the free giveaway today!"
"Get your lucky break with our free giveaway, no purchase necessary!"
"Join the fun, and walk away with a prize, it's free!"
The document advertises a chance to win an iPhone 14 through various giveaways and sweepstakes without any cost or risk to the user. It lists 10 different programs where users can click to enter for a chance to win the newest iPhone model as a prize.
This document provides recommendations for two cryptocurrencies to hold for long-term profits: Bitcoin (BTC) and Ethereum (ETH). BTC is described as the first decentralized digital currency that is not controlled by any single authority and has a fixed supply, giving it value as a hedge against inflation. ETH is highlighted for its use of smart contracts that enable decentralized applications like decentralized finance (DeFi) and non-fungible tokens (NFTs), both of which have grown dramatically in popularity in 2021 and rely on the Ethereum blockchain. ETH is seen as particularly well-suited for innovations in digital contracts and assets.
Dear valued readers i have added this ebook for affiliate marketing influences for smooth run of organization.hope this ebooks will help you to overcome the problems of affiliate marketing
This document discusses time management and productivity. It begins with an overview of productivity and how time management relates to productivity. It then discusses common misconceptions about time management, explaining that time cannot be managed but oneself and choices can be managed. The document is divided into chapters that provide tips for improving effectiveness, setting goals, creating visions, developing action plans, and other strategies for optimizing productivity.
The document provides guidance on principles for growth and success. It discusses setting big goals with a positive attitude, even if you fail at first. It's better to aim high and potentially miss than to aim low and achieve mediocrity. Goals should also be purpose driven, with a clear understanding of why they are important. Consistency is key, with commitment, routines, and good habits. A growth mindset is important, with positivity, accountability, and being a lifelong learner. Failures should be seen as learning experiences, not the end.
This document promotes a "Merry Xmas offer" from "USA Earnonline" to earn money online. It includes a script tag to include an external JavaScript file, which could enable unwanted functionality or downloads if executed. In summary, the document advertises a questionable money-making opportunity and includes potentially risky code.
This document provides a link to a website called USA Earnonline that claims to allow users to earn money online. However, the website and link appear suspicious as the domain is not a commonly recognized one and no additional context is provided about the website, its business model, or what type of work would need to be done to earn money. Proceed with caution before providing any personal information or doing work through this site.
This one sentence document provides a link to a website called United States earnonline at https://tundrafile.com/show.php?l=0&u=981902&id=49667&tracking_id=. The document does not contain any other text, so in two sentences the summary provides the website link and notes that no other text is present.
This short document provides a link and encourages the reader to click on it. No other context or information is given about the contents of the linked website or file.
How MJ Global Leads the Packaging Industry.pdfMJ Global
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...ABHILASH DUTTA
This presentation provides a thorough examination of Over-the-Top (OTT) platforms, focusing on their development and substantial influence on the entertainment industry, with a particular emphasis on the Indian market.We begin with an introduction to OTT platforms, defining them as streaming services that deliver content directly over the internet, bypassing traditional broadcast channels. These platforms offer a variety of content, including movies, TV shows, and original productions, allowing users to access content on-demand across multiple devices.The historical context covers the early days of streaming, starting with Netflix's inception in 1997 as a DVD rental service and its transition to streaming in 2007. The presentation also highlights India's television journey, from the launch of Doordarshan in 1959 to the introduction of Direct-to-Home (DTH) satellite television in 2000, which expanded viewing choices and set the stage for the rise of OTT platforms like Big Flix, Ditto TV, Sony LIV, Hotstar, and Netflix. The business models of OTT platforms are explored in detail. Subscription Video on Demand (SVOD) models, exemplified by Netflix and Amazon Prime Video, offer unlimited content access for a monthly fee. Transactional Video on Demand (TVOD) models, like iTunes and Sky Box Office, allow users to pay for individual pieces of content. Advertising-Based Video on Demand (AVOD) models, such as YouTube and Facebook Watch, provide free content supported by advertisements. Hybrid models combine elements of SVOD and AVOD, offering flexibility to cater to diverse audience preferences.
Content acquisition strategies are also discussed, highlighting the dual approach of purchasing broadcasting rights for existing films and TV shows and investing in original content production. This section underscores the importance of a robust content library in attracting and retaining subscribers.The presentation addresses the challenges faced by OTT platforms, including the unpredictability of content acquisition and audience preferences. It emphasizes the difficulty of balancing content investment with returns in a competitive market, the high costs associated with marketing, and the need for continuous innovation and adaptation to stay relevant.
The impact of OTT platforms on the Bollywood film industry is significant. The competition for viewers has led to a decrease in cinema ticket sales, affecting the revenue of Bollywood films that traditionally rely on theatrical releases. Additionally, OTT platforms now pay less for film rights due to the uncertain success of films in cinemas.
Looking ahead, the future of OTT in India appears promising. The market is expected to grow by 20% annually, reaching a value of ₹1200 billion by the end of the decade. The increasing availability of affordable smartphones and internet access will drive this growth, making OTT platforms a primary source of entertainment for many viewers.
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
buy old yahoo accounts buy yahoo accountsSusan Laney
As a business owner, I understand the importance of having a strong online presence and leveraging various digital platforms to reach and engage with your target audience. One often overlooked yet highly valuable asset in this regard is the humble Yahoo account. While many may perceive Yahoo as a relic of the past, the truth is that these accounts still hold immense potential for businesses of all sizes.
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Discover timeless style with the 2022 Vintage Roman Numerals Men's Ring. Crafted from premium stainless steel, this 6mm wide ring embodies elegance and durability. Perfect as a gift, it seamlessly blends classic Roman numeral detailing with modern sophistication, making it an ideal accessory for any occasion.
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Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
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Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
3. INTRODUCTION
Napoleon once said: “One bad general does better than two good
ones.” It takes a moment for the sense of this to register, but it is
the same as our modern saying that “too many cooks spoil the
broth”. Having one set of instructions, even if they are flawed, is
preferable to having two sets of perfect directions that, when
enacted together without reference to each other, cause havoc.
This is the principle of leadership in a nutshell. It is all about
maintaining focus and creating positive outcomes.
The same can be applied to individuals who strive to become
leaders. There needs to be focus and determination. Advice can be
given, but does not have to be heeded. History is full of leaders
whose beginnings were disastrous, and had they listened to the
naysayers of this world, the world would be a poorer place today.
Leadership can be learned. Some people are certainly born with
leadership skills, but this is not a prerequisite for becoming a leader.
More important is dedication to the art of leadership. Leadership
involves understanding how to inspire, influence and control how
people behave. It is not a simple matter of shouting, or having a deep
and booming voice; or being great in physical stature; Gandhi
4. vi Introduction
possessed none of these attributes, but managed to lead a
nation and inspire millions around the world.
Sometimes, leadership may be no more than having a poignant
message for a receptive audience at an opportune moment. Of
itself, leadership is neither good nor bad; the world has known more
than its fair share of evil and charismatic dictators.
In the world of business, the perception of leadership has
changed from its early days when it largely mirrored the military
model of leadership from the top down, with powerful individuals
dominating large groups of less powerful people.
Nowadays, leadership in business is far more knowledge-
driven. The lowliest employee may end up effectively leading the
direction of a vast corporation through his or her innovative
ideas. Anyone with critical knowledge can show leadership. This
is known as thought-leadership. In other situations, leadership
can be about taking a stand for what you believe in, and trying to
convince people to think and act differently.
Leadership has been variously described as the “process of
social influence in which one person can enlist the aid and support
of others in the accomplishment of a common task”; “creating a way
for people to contribute to making something extraordinary
happen”; “the ability to successfully integrate and maximize
available resources within the internal and external environment for
the attainment of organizational or societal goals”; and “the capacity
of leaders to listen and observe, to use their expertise as a starting
point to encourage dialogue between all levels of decision-making,
to establish processes and transparency in decision-making, to
articu-late their own values and visions clearly but not impose them.
Lead-ership is about setting and not just reacting to agendas,
identifying problems, and initiating change that makes for
substantive improve-ment rather than managing change”.
There is truth to all of the above definitions, but they all apply
to the ideals of leadership.
So what of leadership gone awry?
5. 1
UNDERSTANDING THE DARK SIDE
The dark side of any individual when allowed to go unchecked
can create a rigid and dysfunctional personality that stifles
creativity, and taints or ruins relationships.
When such characteristics are given reign in a leader, a self-
righteous and bombastic person can result, who alienates the
very people they are meant to inspire.
THE COMPULSIVE LEADER
Compulsive leaders feel like they have to do everything them-
selves. They try to manage every aspect of their business, often
refusing to delegate, and cannot resist having their say on everything.
As they lack trust in others, they cannot let anyone else take responsi-
bility, therefore they restrict personal growth in their team.
Compulsive leaders have many other traits. They are perfection-
ists who must follow highly rigid and systematized daily routines, and
are concerned with status. Thus they strive to impress their supe-riors
with their diligence and efficiency and continually look for reas-surance
and approval. This can lead to them becoming workaholics,
6. 2 DAVID M. COX
and their team is viewed as failing if they don’t keep pace. Spon-
taneity is not encouraged as this bucks the routine.
Despite this appearance of total control, such leaders can be fit
to explode on the inside, and this can be the result of a childhood
envi-ronment where unrealistic expectations were placed on them.
Their attempts to keep control are linked to their attempts to
suppress anger and resentment, which makes them susceptible to
outbursts of temper if they perceive they are losing their grip.
THE NARCISSISTIC LEADER
Narcissistic leaders are focused on themselves. Life and the
world revolve around them, and they must be at the center of all
that is happening. Whilst they exaggerate their own merits, they
will try to ignore the merits of others, or seek to devalue them,
because other people’s accomplishments are seen as a threat to
their own standing. The worst type of narcissistic leader cannot
tolerate even a hint of criticism and disagreement, and avoid
their self-delusions and fantasies being undermined by
surrounding themselves with sycophants.
Where possible, they will attempt to use the merits of others for
their own advancement, and think nothing of stepping on people to
get ahead. Their own feeling of self-importance means they are
unable to empathize with those in their team, because they cannot
feel any connection. Their only focus is on receiving plaudits that
further bolster their sense of greatness. Such an attitude is often
the result of a deep-seated inferiority complex, and thus no matter
how much they are achieving, they will never feel it is enough.
Some narcissistic leaders take on a sidekick, but this person is
expected to toe the line at all times, and serves only to reflect glory
onto them and loudly approve of all that they do. Clever sidekicks
can subtly manipulate the leader into focusing on the operational
outcome of their plans, rather than just their own self-aggrandize-
ment. Ultimately, this type of leader can be very successful if their
vision is strong and they get the organization to identify with them
7. Business Leadership Bible 3
and think like they do. Such productive narcissists have more
perspective, and can step back and even laugh at their own
irrational needs.
THE PARANOID LEADER
Paranoid leaders are exactly as they sound: paranoid that
other people are better than they are, and thus they view even
the mildest criticism as devastating. They are liable to overreact
if they sense they are being attacked, especially in front of other
people. This can mani-fest itself in open hostility.
This attitude is the result of an inferiority complex that perceives
even the most constructive criticism in the wrong way. The
paranoid leader will be guarded in their dealings with other people
because they do not want to reveal too much of themselves in case
they display their weaknesses and are attacked or undermined.
They may be scared that their position is undeserved, therefore can
be deeply suspicious of colleagues who may steal their limelight or
perhaps challenge for their position.
This is not always a wholly negative trait, however. A healthy
dose of paranoia can be key to success in business, because it
helps keep leaders on their toes, always aware of opportunities
not to be missed. It is the opposite end of the spectrum to being
complacent, and can make for a very successful venture.
THE CODEPENDENT LEADER
Co-dependent leaders do not enjoy taking the lead, and
instead seek to copy what others have done or are doing. They
avoid confrontation and would rather cover up problems than
face them head-on. Planning ahead is not their forte. They tend
instead to react to whatever comes their way, rather than acting
to alter outcomes or achieve goals.
Codependent leaders, therefore, are not leaders at all. They are
reactionary and have the habit of keeping important information to
8. 4 DAVID M. COX
themselves because they are not prepared to act upon it. This
can clearly lead to poor outcomes because all the pertinent facts
are not known to those below the leader who may be charged
with making decisions.
This type of leader avoids confrontation and is thus liable to
accept a greater workload for themselves rather than respond
nega-tively to any request. They are also prone to accepting the
blame for situations they have not caused.
THE PASSIVE-AGGRESSIVE LEADER
Passive-aggressive leaders feel like they need to control
every-thing, and when they can’t they cause problems for those
who are in control. However, they are sneaky in their ploys, and
are very difficult to catch out. Their main characteristics are that
they can be stubborn, purposely forgetful, intentionally
inefficient, complaining (behind close doors), and they parry
demands put on them through procras-tination.
Typically, if they feel they are not firmly in the driving seat,
they will jump out and puncture the tires when no one is looking,
then feign horror and pretend to search around for a tire iron.
This type of leader has two speeds: full speed ahead and
stopped. When situations do not go their way, they will offer their
full support for whatever has been decided, then gossip and back
stab, willfully cause delays, and generally create upset. When
confronted, they claim to have been misinterpreted. Passive
aggressive leader are often chronically late for appointments, using
any excuse to dominate and regain some control of the situation.
Dealing with passive-aggressive leaders is thus a draining and
frustrating affair that saps energy. They are not averse to short
outbursts of sadness or anger to regain some control, but are ulti-
mately fearful of success since it leads to higher expectations.
9. 2
HOW TO LEAD AND INFLUENCE PEOPLE
Leading people has nothing to do with managing them. Too
many managers are trying to micro-manage their staff, all the
while forgetting to lead them effectively.
If you want to become a strong leader you need to lead by exam-
ple. This means you have to show your team that you are perfectly
capable to set examples. By doing so you will earn their respect and
create lifelong devotees who would move mountains to please you.
Conversely, a manager who hides behind his office door while
commanding staff isn't going to gain much respect in the work place.
Ultimately the success of any business venture lies in the
hands of its employees and NOT the managers. A manager's
responsibility is to organize and manage business systems,
systems that will see to the successful finalization of projects.
If your staff are unhappy it will soon show in their lack of produc-
tivity. This will influence your bottom line. Chances are customer
complaints will start to amass and office gossip will run hot. This is
counterproductive to running a well oiled machine – your business.
IT'S ALL About Relationships
10. 6 DAVID M. COX
No organization can function for very long without the co-
opera-tion of its employees. Unfortunately, the necessity in any
organization is that there are various levels of status within the
team, and this can lead to conflicts if not managed properly.
The effective leader has to realize that the team under them
is there because they have to be. Most employees work to earn
money, not because they enjoy the daily grind of a nine-to-five.
For this reason, there must be an effort to build healthy
relation-ships, or life in the workplace can become untenable for
everyone, and productivity will decline.
Leaders need to make their workplace society function
positively, with co-operation and respect. In this way everyone is
working for the common good and towards a common purpose.
This demands that effective relationships are built upon an
understanding of each other’s needs. It is no different to how things
should be in the home; no personal relationship will last very long if
there is a sense that one or both parties are being selfish.
The most effective way to understand how other people are
feeling is to listen to what they have to say. This must be done
without judging, and not as though you are being forced to do so
by some higher authority. Very often, teams will have the same
goals as their leaders, but may just want to know that they are
not seen as automatons that have no creative input.
Quality workplace relationships make people feel happy. One of
the major reasons why employees move on from a company is
because of relationship clashes with leaders or other colleagues.
Leaders should also make sure that they create the
circumstances for understanding within their team, and this means
asking ques-tions. Assuming that your team will simply pipe up and
express their feelings is not enough; many people will not feel it is
their place to speak up unless they are specifically asked to do so.
Listening should be done attentively, not glancing at your watch
every couple of minutes or trying not to look bored. This means you
listen without interrupting or fidgeting, and with the correct expres-
sion. Your expression, by the way, should be genuine or you will be
11. Business Leadership Bible 7
found out very quickly and the situation will become worse than
had you not asked in the first place.
A great way to foster healthy relationships with your team is by
meeting them in a more social environment on regular occasions.
Some companies choose to send their staff to regular golfing
outings while others prefer to host a monthly BBQ or weekend trips.
Regardless what you end up choosing, the key lies in giving
your team a chance to connect away from the daily grind.
Building effective relationships means that neither party must
make any assumptions. As a leader, you cannot expect people
to understand exactly what we want and why you want it.
Sometimes it is this lack of comprehension that causes
problems. As much as you must trust your team members to
have intelligence, if they are not party to the goals you are
working towards they can become resistant. As far as possible,
your team should be conversant with your goals and how their
actions are contributing to their successful outcome. Humans
are inquisitive and function better when not kept in the dark.
Respect is the key ingredient of any good relationship, and this
means respect for yourself as well as others. Genuinely listening
and understanding are the ways in which you show that you
respect the person you are talking to. Quickly judging based on
preconceived ideas or prejudice is the opposite of having respect.
Bear in mind that not everyone will respond in 100% perfect fashion
to all that occurs in the workplace. Although it is not the leader’s job
to be a permanent shoulder to cry on, it is important to accept that
your team is made up of individuals whose lives may not be as
perfect as their coffee-break banter might lead you to believe.
Whilst creating a healthy working relationship is a crucial
goal, the smart leader will always bear in mind that conflict is
inevitable and must be managed, rather than ignored for the
sake of apparent peace.
Relationships can never improve unless problems are identified
and confronted. Differences between people are inevitable, and
hearing them aired can lead to some very useful resolutions that
12. 8 DAVID M. COX
produce ideas beyond the expected. The alternative is highly
detri-mental: to let problems fester and build, and ruin the
atmosphere in a workplace, if not productivity levels.
KEYS FOR SUCCESS in working relationships:
1. One party at least should value the relationship –
This may start off as a one-way street, but this can
lead to a meeting of minds later on.
2. Listen effectively, without judging – Listening in this way
will promote mutual understanding and mutual respect.
3. Have informal chats – Chatting over a coffee can
encourage a more frank exchange of views than
meeting officially with a desk between you.
4. Create an open culture – Your team should know they can
speak freely, no matter if that is to express happiness, joy,
contentment, anger, irritation, sadness or fear. Negative
feelings that are hoarded cause significant problems.
CHANGING Mindsets by Empowering Others
Leaders must take responsibility for their team’s performance,
which means leaders must be happy that the direction of their team
is one which the leader thinks is best. Although it is useful to have
creative sessions with team members to bat around a few ideas,
the overarching goals that the team must fulfill are most often set
by the leader, or some authority above the leader.
The challenge is therefore to get the team “onside” with the
given aims, even when some team members may
wholeheartedly disagree with them, or baulk at the idea that
these have been imposed on them from above.
Despite the accepted hierarchy of any workplace, for a team to
work most efficiently, its members – especially higher level ones –
13. Business Leadership Bible 9
may want to feel they are contributing more then the spade
work; they may like to feel that they have chosen where some of
the plots should be dug.
This presents a challenge for the leader who cannot just let
his or her subordinates have free play. The team must be made
to feel involved and motivated. Or perhaps the situation is
worse, and your team is beginning to show a little disobedience.
How then to provoke a positive response in them?
The answer is by empowering your team, as far as possible.
Short of handing over the reigns and heading off home, the
motivational leader must be able to create a sense that their team
is actively involved in the process and contributing in a real sense
to the overall outcome of the project. This can involve learning how
to make your suggestions appeal to them. This may mean you
solicit their opinions and take the best ideas on board. Or you may
have to convince them that your goals are shared and that their
futures are tied to your overall success. It may be a simple matter
of making an employee understand that their job will be safer if they
perform well; reminding them that they are working for themselves
and their family, and not just for a company.
However, empowering others does not just mean employing
tactics that persuade other people to your own opinion or goals. It
can also mean demonstrating leadership qualities that inspire
others to act at their very best, no matter what is asked of them.
Such leader-ship qualities would be most in evidence in the armed
services, where the end result of potentially being killed is rarely
going to elicit a whoop and a cheer. Soldiers are empowered to
greatness by the examples set by their commanding officers.
Sometimes, it is just a matter of being an admirable and inspira-
tional human being. Of course, some are born with more of these
qualities than others, but we can all strive to lead by example, so
that others will feel empowered to make great things happen.
14. 3
GETTING THE MOST FROM YOUR TEAM
Start right
When a staff member joins your team, give them time to become
fully acclimatized to your company. The sooner they settle, the
sooner you can start to reap rewards. It will help if you
complete an induction and a detailed contract of employment,
which outlines what you expect from them.
CREATE EXPECTATIONS
Strange as it may sound, some employees do not have a
clear sense of their role. Such confusion can cause arguments,
or even duplication or omission of tasks. This is clearly bad for
productivity. Your team needs to know their job and
responsibilities; a job descrip-tion will help.
STAND back
Part of empowering your team is trusting they can get on with the
job without you peering over their shoulder every fifteen minutes. If you
want staff members to flourish, they should be allowed to get on
15. Business Leadership Bible 11
with their job. Of course you need to keep a watchful eye, but
there is a happy medium where they know you trust them. Your
team is more likely to over-perform if they feel good about what
they are doing. Motivated staff work harder. Money is often not
the prime motivator. They want to know what is expected of
them, and then they want to be allowed to get on with it. This is
far easier if the right people are employed in the first place.
COMMUNICATION
Effective communication is the lifeblood of any organization,
regardless of its size. That may mean face-to-face talks or
pinning notes on a board.
Provided your team knows what’s going on, you are being an
effective leader. Try asking your team how they prefer
communica-tion to happen. This helps to empower them.
KEEP COMMUNICATING
It can happen that there is a sincere intention to improve
commu-nication, and it all starts off positively: team briefs,
newsletters; intranets, etc. Then things start to slow down. As a
leader you should not let this happen. It may mean important
information is not imparted, or you are viewed as not bothered
how the team is getting on.
BE honest
Communication is not much use if your team believes it is not
getting the whole picture. Bad news is still news, and you must trust
that your people are mature enough to handle it, or you may find they
are insulted and no longer believe what you tell them. This does not
mean shouting every piece of office gossip from the rooftop, but it does
mean keeping your team abreast of all that is pertinent to them.
• • •
16. 12 DAVID M. COX
CONSULTATION
Effective consultation is a vital tool to improving performance. Your
team members have specific roles. Your collective overview may be
more knowledgeable, but there may be team members whose specific
knowledge is greater than yours. Asking for their opinion is not weak; it
is sensible, and it serves to empower that team member. The more
facts you have, the easier and more effective your decision-making will
be. Getting the most out of your team is greatly aided by effective
consultation and it demonstrates respect from you to them.
TRAINING
Training is a boon if it is relevant to the team members receiving
it. You are guaranteed to alienate staff by sending them on courses
that bear no relevance to their role. Training for the sake of training
is counter-productive. You need to ask: Will the training help the
busi-ness? Is it geared to the priorities of the business? Are the
right indi-viduals and teams within your organization receiving the
training? How can I quantify any improvement?
Training must be organized and delivered effectively or you
should not commit to it in the first place. Ensure that the agreed
priorities are met. Once this happens, think how you can help indi-
vidual team members in their personal development. This can be a
real aid towards improving performance and motivation.
When the training is over, try and evaluate its worth. Where
do you expect to see improvements? If you evaluate effectively,
you can judge where further investment in training will pay off.
Organizations of all sizes invest in their people through
effective training. Your team is your most valuable asset and
their perfor-mance has an impact on the company’s bottom line.
STAFF APPRAISALS
All companies should review performance of their staff on a
regular basis. When staff appraisals do not work, it is for the
17. Business Leadership Bible 13
following reasons: There is no system in place for undertaking
reviews on a regular basis; there is no paper trail to follow so
people don’t know where to start; they are used purely to air
grievances so become a negative thing; the appraiser isn’t
trained to appraise so the results are unreliable; there is no
follow-up so improvements are missed.
18. 4
10 WAYS TO BE A BETTER LEADER
Here are the 10 ways to be a better leader:
1. Ask to be judged
Finding out what others think of your leadership skills can really
help you change for the better. Sometimes leaders can be so
wrapped up in appraising others, that they do not seek appraisal
from below, only from their own superiors. Your team is the best
source of feed-back, because they are on the receiving end of your
“skills” every day. Honesty should be encouraged, but bear in mind
that it may only be anonymous feedback that holds the truth if your
team believes you are going to use it against them, or become
defensive about what they say. If you have created a trusting and
open environment, this should not be a problem.
2. Don’t abuse your power
19. Business Leadership Bible 15
If people are questioning why certain things are done, or the
logic of decisions, never pull rank in response. Your team should
feel empowered, if only by you taking the time to explain the
rationale for any decisions that have been made. Your team must
be on your side. This will not happen by you telling them that the
decision is the right one because you are the boss. Your team may
not agree, but they should know why a situation is how it is.
3. Your team is intelligent and can be trusted
Your team should be allowed to take actions and make
decisions. Trust is a vital component of leadership skills. If you
can’t trust people to do their jobs, then you have the wrong
people, or you’re not managing them properly. Let them do what
they are there to do without peering over their shoulders every
fifteen minutes, asking what they are doing with their time.
4. Listen
Truly listening to your team is one of the greatest leadership
skills. Good listeners come across as genuinely interested,
empa-thetic, and concerned to find out what’s going on.
All great leaders have great communication skills. Unhappy
team members can only exist where their problems have not
been aired. Create an environment where problems can be
discussed so that solutions can be found.
5. Stop being an expert on everything
Leaders often achieve their positions by being proficient in a
certain area, and thus will have an opinion on how to fix problems.
They believe it’s better to tell someone what to do, or even to do it
themselves, than give their team the opportunity to develop their
own solutions, and therefore exercise their creativity.
• • •
20. 16 DAVID M. COX
6. Be constructive
Negativity breeds negativity. How you communicate has a
profound effect on your team, as a whole and individually.
Criticisms will always need to be made by leaders, but try to make
them constructive, and deliver them without emotional attachment.
7. Judge your success by your team’s
The true success of a leader can be measured by the success
of the people who work for them. You cannot be a successful
leader of a failing team, just as you cannot be a successful general
of a defeated army. Your focus should always be on building your
team’s skills and removing obstacles in their way.
8. Don’t be a narcissist
Nothing is more annoying for team members than leaders
who make their decisions based on how good it will make them
appear to their superiors. A key leadership skill is integrity.
Integrity is about doing the right thing, and allowing praise where
praise is due, even if that is not at your door.
9. Have a sense of humor
People work better when they are enjoying themselves. The work
itself may be dull, but the environment doe not have to be. Stifling fun
also means stifling creativity. Team members love it when the leader
joins in and has fun. This does not have to create a flippant
atmosphere; on the contrary, this is a tenet of team-building.
10.Don’t be too distant
Without revealing you innermost secrets, it is possible for leaders
to show a more human side. If mutual respect exists, this should not
21. Business Leadership Bible 17
be seen as vulnerability, rather a sign that you are a sentient
human being, just as your team members are. Only when your
team gets to know the real you will the true foundations of good
leadership be properly established – trust and respect.
22. 5
CONCLUSION
Sun Tzu, writing in the 5th
century BC in The Art of War said:
“What enables the wise sovereign and the good general to strike
and conquer and achieve things beyond the reach of
ordinary men is foreknowledge.”
This is an as-yet-unmentioned attribute of a great leader – the
ability to predict. No matter how many managerial and people skills the
business leader possesses, they will all be jeopardized if he or she
cannot anticipate the effects of the plans they put in place, and the
actions they take. In this respect, it may be that their age and experi-
ence must take precedence over consultation with the “troops”, who
may little understand the ramifications of what is about to take place.
This is where the genuine leader comes to the fore and truly
claims their title. When all around are scratching their heads and
reluctant to make a decision, old-style leadership must come
into play. The modern leader may utterly fail in this scenario for
lack of guts and an over-familiarity with their team.
As Sun Tzu says: “Some leaders are generous but cannot use
their men. They love their men but cannot command them… These
leaders create spoiled children. Their soldiers are useless.”
23. Business Leadership Bible 19
Leadership may have become a different beast over
the years, but it is still, at its heart, about leading.
With the help of this eBook you too can become a great
leader. By following the leadership principles within you will
be respected for your fairness, your skills and your ability to
lead people in a humane but necessary way to achieve
greatness with your team.
Leading people can be one of the most rewarding things
you've ever done if you do it right. Do it wrong, and leadership
can quickly become a nightmare you hope to wake up from
sooner than later.
I trust you enjoyed learning from Business Leadership
Bible and look forward to seeing you succeed.