This document discusses seven ideas for leadership: 1) Developing a clear vision and strategic goals, 2) Defining your organization's values and preferred behaviors, 3) Engaging employees by addressing low engagement, 4) Actively listening to employees, 5) Challenging the status quo, 6) Developing other leaders rather than just followers, 7) Taking action rather than just taking notes. It provides examples and research to support developing leadership in these seven areas to improve organizational performance, culture and employee retention.
This document discusses seven ideas for effective leadership: 1) Developing a clear vision for the future that inspires and motivates people. 2) Leading by example and aligning actions with a company's values. 3) Engaging employees by listening to them and setting up feedback systems. 4) Measuring and increasing employee engagement to boost productivity, loyalty and profits. 5) Encouraging employees to challenge the status quo and revolutionize processes. 6) Creating other leaders within the organization rather than just followers. 7) Taking action to implement ideas rather than just discussing them. The document emphasizes that leadership is important for business success and providing inspiration, motivation and clear direction to employees.
This document discusses seven ideas for effective leadership: 1) Developing a clear vision for the future that inspires and motivates people. 2) Leading by example and aligning actions with a company's values. 3) Engaging employees by listening to them and setting up feedback systems. 4) Measuring and increasing employee engagement to boost productivity, loyalty and profits. 5) Encouraging employees to challenge the status quo and revolutionize processes. 6) Creating other leaders within the organization rather than just followers. 7) Taking action to implement ideas rather than just discussing them. The document emphasizes that leadership is important for business success and providing inspiration, motivation and clear direction to employees.
The document provides ideas for effective leadership. It discusses the differences between management and leadership, with managers focusing on maintaining the status quo while leaders look forward and create visions. It emphasizes the importance of leadership in rallying people toward a better future. It then offers seven ideas for leadership: 1) creating a clear vision, 2) aligning with values, 3) engaging employees, 4) listening to employees, 5) encouraging new ideas, 6) developing other leaders, and 7) taking action.
The document provides ideas for effective leadership. It discusses the differences between management and leadership, with managers focusing on maintaining the status quo while leaders look forward and create visions. It emphasizes the importance of leadership in rallying people toward a better future. It then offers seven ideas for leadership: 1) creating a clear vision, 2) aligning values with behaviors, 3) engaging employees, 4) listening to employees, 5) encouraging new ideas, 6) developing other leaders, and 7) taking action.
The document contains a collection of motivational quotes about management, human resources, and work. Some of the quotes discuss the importance of hiring employees with the right attitude and judgment. Others emphasize that strategy and infrastructure mean nothing without engaged employees, and that work should engage people's hearts as well as their effort. The final quotes are about ensuring work fits employees and gives them a sense of success.
The document discusses the importance of human resources and talent to organizational success. Many quotes from business leaders emphasize that people are the most important asset of a company, and that getting the right people and culture is key. The document also discusses how integrating HR strategy with business strategy can help create competitive advantage through developing and motivating talent.
This document discusses seven ideas for leadership: 1) Developing a clear vision and strategic goals, 2) Defining your organization's values and preferred behaviors, 3) Engaging employees by addressing low engagement, 4) Actively listening to employees, 5) Challenging the status quo, 6) Developing other leaders rather than just followers, 7) Taking action rather than just taking notes. It provides examples and research to support developing leadership in these seven areas to improve organizational performance, culture and employee retention.
This document discusses seven ideas for effective leadership: 1) Developing a clear vision for the future that inspires and motivates people. 2) Leading by example and aligning actions with a company's values. 3) Engaging employees by listening to them and setting up feedback systems. 4) Measuring and increasing employee engagement to boost productivity, loyalty and profits. 5) Encouraging employees to challenge the status quo and revolutionize processes. 6) Creating other leaders within the organization rather than just followers. 7) Taking action to implement ideas rather than just discussing them. The document emphasizes that leadership is important for business success and providing inspiration, motivation and clear direction to employees.
This document discusses seven ideas for effective leadership: 1) Developing a clear vision for the future that inspires and motivates people. 2) Leading by example and aligning actions with a company's values. 3) Engaging employees by listening to them and setting up feedback systems. 4) Measuring and increasing employee engagement to boost productivity, loyalty and profits. 5) Encouraging employees to challenge the status quo and revolutionize processes. 6) Creating other leaders within the organization rather than just followers. 7) Taking action to implement ideas rather than just discussing them. The document emphasizes that leadership is important for business success and providing inspiration, motivation and clear direction to employees.
The document provides ideas for effective leadership. It discusses the differences between management and leadership, with managers focusing on maintaining the status quo while leaders look forward and create visions. It emphasizes the importance of leadership in rallying people toward a better future. It then offers seven ideas for leadership: 1) creating a clear vision, 2) aligning with values, 3) engaging employees, 4) listening to employees, 5) encouraging new ideas, 6) developing other leaders, and 7) taking action.
The document provides ideas for effective leadership. It discusses the differences between management and leadership, with managers focusing on maintaining the status quo while leaders look forward and create visions. It emphasizes the importance of leadership in rallying people toward a better future. It then offers seven ideas for leadership: 1) creating a clear vision, 2) aligning values with behaviors, 3) engaging employees, 4) listening to employees, 5) encouraging new ideas, 6) developing other leaders, and 7) taking action.
The document contains a collection of motivational quotes about management, human resources, and work. Some of the quotes discuss the importance of hiring employees with the right attitude and judgment. Others emphasize that strategy and infrastructure mean nothing without engaged employees, and that work should engage people's hearts as well as their effort. The final quotes are about ensuring work fits employees and gives them a sense of success.
The document discusses the importance of human resources and talent to organizational success. Many quotes from business leaders emphasize that people are the most important asset of a company, and that getting the right people and culture is key. The document also discusses how integrating HR strategy with business strategy can help create competitive advantage through developing and motivating talent.
This document contains 10 hiring quotes that provide advice around selecting and hiring employees. Some of the key points expressed are to hire the best people as that is the most important task; to ensure new hires genuinely want the job and not just the money; and that time spent on hiring is an important investment as hiring the right people is what ultimately drives business success more than any other factor.
- The document discusses building an organizational culture at scale by clearly defining the company's purpose, values, and ensuring leadership buy-in and support of people initiatives.
- It emphasizes that top talent wants to work for great leadership and organizations want to hire leaders that attract top talent. Companies with better leadership and clearly defined culture reportedly perform twice as well as their peers.
- The document provides suggestions for rating leadership buy-in and culture definition, and committing to consistent culture and leadership partnership going forward.
Culture Summit 2019 - Using Best-Self Management to Unlock Employee Potential...Culture Summit
In contrast to Performance Management, Best-Self Management proposes that when leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the natural result.
15Five’s Best-Self Management training integrates research such as the Growth Mindset, Strengths-based management, Psychological Safety, and Positive Psychology. We also incorporate a Best-Self discovery process, a weekly check-in, and regular one on one meetings.
Best-Self Management places a high degree of attention on helping to reflect and refine a person’s strengths, plan out their Personal Development Objectives, and continue to focus them on their own personal growth and development journey.
Learn more at www.culturesummit.co
Leadership is important for rallying people towards a better future and keeping employees engaged. A clear vision of the future that inspires people is key for leadership. Leaders must also lead by example by behaving consistently with the company's values and preferred behaviors. Regular feedback and listening to employees helps improve leadership and the organization.
Culture Summit 2018 - Culture in Everything You DoCulture Summit
Core values matter. They support the company mission, help shape the culture, and reflect what is important to the company. They are the essence of a company’s identity and serve as its cultural cornerstones.
From the first interview to the last day of work, employees should understand that the company core values form the basis for every decision they make.
Cat Lee, Head of Culture at Pinterest shares how Pinterest weaves its mission and core values into every aspect of their employee experience.
Interested in learning more? Visit www.culturesummit.co
This document outlines 14 principles for business success from Jack Welch, the former CEO of General Electric. It discusses harnessing change, facing reality, managing with less supervision, creating a vision and getting out of the way, nurturing valued employees, constantly improving competitiveness, being number one or two in the market, incubating ideas from all employees, promoting speed, simplicity and confidence, acting like a small company, removing boundaries, unleashing worker energy, listening to frontline employees, and using technology to reduce bureaucracy. Under Welch's leadership, GE's value increased 4000% over 20 years and it was frequently recognized as the most admired company.
How Company Culture Shapes Business Outcomes | Bennat BergerBennat Berger
Company culture is more than just having a ping pong table and the occasional happy hour. It’s the essence of a business: the pervasive vision, values, and systems pulsing within employees, management, atmosphere and more. Some like to call it the genetic code of a company, though in some circumstances it can be more malleable than that.
More and more, good company culture is being recognized as vital to a company’s success; on the flip side, toxic culture has been witnessed contributing to huge failures. Built into business at its most basic level, company culture is both the result of a company’s structure and the support that keeps it standing. It’s both an outcome of hiring choices, and the force that drives them. It’s a self-perpetuating cycle: a company shapes its culture and the culture shapes the company, over and over or all at once.
Culture Summit 2018 - Using Culture to Unlock Your People's Potential WorkshopCulture Summit
This document discusses building a high-performing organizational culture. It begins by defining culture as a set of shared beliefs, values, experiences and ways of being. It then discusses the concept of fixed versus growth mindsets and how a growth mindset leads to higher achievement. Several frameworks are introduced, including the zone of genius/competence and Maslow's hierarchy of needs. The document advocates creating a compelling vision for an ideal culture and implementing rituals and practices like self-reflection, onboarding processes, and team retreats to bring the vision to life. The goal is to transform people into their best selves through a culture of fierce loyalty and high performance.
Roshan Thiran wrote a few articles on Increasing Your Return on Luck. Attached is a presentation he made to various audiences on the ability to Increase Your Luck - Or ROL - Return on Luck. To read his article, go to : https://leaderonomics.com/leadership/be-a-leader/top-10-ways-to-increase-your-luck and also to: https://leaderonomics.com/leadership/be-a-leader/luck-is-not-luck
Culture Summit 2016 - How to Ignite a Culture of Collaboration with Peter Sco...Culture Summit
In Google's 16 years, the company has managed to build seven distinct products with over a billion users. The company continues to innovate in wildly disparate fields, often with great success; at times, with readily apparent and public failure. In this session, Peter “Scotch” Scocimara, Sr Director of Google for Work, will discuss how other companies can apply lessons learned to build cultures that are ubiquitously innovative and collaborative. Scotch will share the key elements, strategies and tools for creating this type of culture, as well as how companies can evaluate their success in doing so.
To view this talk and learn more please visit http://www.culturesummit.co
Identify The Single Most Important Characteristic In A Master Leader.
Identify the Two Enemies of Leadership.
Determine What Type Of Leadership Expression You Have
Discover How To Systematically Develop A Master Leader
Your company’s culture is an important factor in attracting and retaining top talent. In this webinar, OnPoint Consulting President, Rick Lepsinger covers the importance of company culture, what factors contribute to a strong culture and how to lead cultural transformation.
XPLANE believes in the power of individual change makers to be culture champions. Nobody should have to wait for permission or a formal culture initiative––by that point it’s a major undertaking. This workshop follows XPLANE’s Organizational Adulting webinar series exploring and solving for the most challenging and problematic workplace behaviors.
Together, we’ll identify and demonstrate simple tactics to create a more human and empowered workplace. We’ll focus on simple yet bold actions that cumulatively make a more innovative, agile, modern, and effective organization. This workshop is great for individuals seeking new methods to share with their teammates, or whole teams to come and work through new norms and practices.
Learn more at www.culturesummit.co
HR has not delivered its full potential ROI because while strategic HR interventions and capabilities have improved, internal organizational change has not kept pace. Specifically, line manager skills and behaviors have not transformed enough to inspire high performance from employees. Research shows line managers account for most of the emotional experience at work, and that motivation is 57% rational but 43% emotional. To fully realize HR's value, organizations must focus on developing line managers to be best bosses who believe in people, act with fairness and integrity, and inspire employees by making them feel part of a collaborative team working toward a shared purpose. Only HR is positioned to lead this type of transformational change.
This document provides 7 ideas for effective leadership:
1. Create a clear vision of the future that inspires and motivates people.
2. Define and communicate core values to guide behavior and create the desired culture.
3. Engage employees by listening to them, giving them autonomy, and making them feel valued to increase productivity and loyalty.
4. Solicit feedback and ideas from all levels to challenge the status quo and drive innovation.
5. Develop other leaders within the organization rather than just followers.
6. Take action on ideas and visions rather than just discussing them.
7. Effective leadership requires initiative and faith in a better future rather than maintaining the status quo
Culture Summit 2018 - The Whole Employee: How to Boost Employee Engagement an...Culture Summit
The Whole Employee – How to Boost Employee Engagement and Prevent Burnout workshop facilitated by Dr. Laura Hamill of Limeade. Interested in learning more? Visit www.culturesummit.co
Every one has got a desire to become a CEO of a Company. But, they lack initiative and unable to influence others. This PPT will help them to understand what makes a CEO and how to become a CEO.
The document summarizes a book called "The New Generation of Leadership" which provides practical strategies and approaches to help prepare youth for leadership challenges in the modern world. It offers tips on championing limitations, creating personal impact, embracing leadership, and overcoming fears of failure. The book is praised for inspiring readers to act on its lessons and challenge them to live differently.
Culture Summit 2016 - Creating a Purpose Driven Workplace with Author Adam "S...Culture Summit
The document discusses creating a purpose-driven workplace to engage millennial employees. It notes that millennials want meaningful work that reflects their interests and allows them to use their gifts to help others. The document recommends that companies pursue this by finding work that is financially viable and provides a community of believers to support employees' dreams. It also suggests that companies empower millennials by aligning work with purpose and values, providing mentorship and skills training, and allowing career exploration and flexibility. The goal is to transform employees and the world by designing a culture focused on purpose over just culture.
The document discusses different leadership styles. It begins with a quote that leadership is about developing more leaders rather than followers. It then describes a leadership styles quiz that individuals can take to assess their own style. The quiz contains 18 questions about leadership behaviors and preferences. After taking the quiz, individuals are provided analysis and descriptions of the three main leadership styles identified by psychologist Kurt Lewin: autocratic/authoritarian, participative/democratic, and delegative/laissez-faire. For each style, the document discusses its key characteristics and when each style may be most effective. It emphasizes that effective leaders adapt their style to fit the situation rather than relying on just one approach.
The document provides an overview of a Project Management Centre of Excellence (PMCE). It defines a PMCE as an organizational resource that ensures better project performance through consistent processes, expertise, tools, and support. It then outlines the structure, objectives, roles and benefits of establishing a PMCE. Key points include establishing standard project management processes, providing training and coaching, tracking project metrics, and acting as an advocate for project management in the organization. Financial considerations around establishing a sustainable PMCE are also discussed.
This document contains 10 hiring quotes that provide advice around selecting and hiring employees. Some of the key points expressed are to hire the best people as that is the most important task; to ensure new hires genuinely want the job and not just the money; and that time spent on hiring is an important investment as hiring the right people is what ultimately drives business success more than any other factor.
- The document discusses building an organizational culture at scale by clearly defining the company's purpose, values, and ensuring leadership buy-in and support of people initiatives.
- It emphasizes that top talent wants to work for great leadership and organizations want to hire leaders that attract top talent. Companies with better leadership and clearly defined culture reportedly perform twice as well as their peers.
- The document provides suggestions for rating leadership buy-in and culture definition, and committing to consistent culture and leadership partnership going forward.
Culture Summit 2019 - Using Best-Self Management to Unlock Employee Potential...Culture Summit
In contrast to Performance Management, Best-Self Management proposes that when leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the natural result.
15Five’s Best-Self Management training integrates research such as the Growth Mindset, Strengths-based management, Psychological Safety, and Positive Psychology. We also incorporate a Best-Self discovery process, a weekly check-in, and regular one on one meetings.
Best-Self Management places a high degree of attention on helping to reflect and refine a person’s strengths, plan out their Personal Development Objectives, and continue to focus them on their own personal growth and development journey.
Learn more at www.culturesummit.co
Leadership is important for rallying people towards a better future and keeping employees engaged. A clear vision of the future that inspires people is key for leadership. Leaders must also lead by example by behaving consistently with the company's values and preferred behaviors. Regular feedback and listening to employees helps improve leadership and the organization.
Culture Summit 2018 - Culture in Everything You DoCulture Summit
Core values matter. They support the company mission, help shape the culture, and reflect what is important to the company. They are the essence of a company’s identity and serve as its cultural cornerstones.
From the first interview to the last day of work, employees should understand that the company core values form the basis for every decision they make.
Cat Lee, Head of Culture at Pinterest shares how Pinterest weaves its mission and core values into every aspect of their employee experience.
Interested in learning more? Visit www.culturesummit.co
This document outlines 14 principles for business success from Jack Welch, the former CEO of General Electric. It discusses harnessing change, facing reality, managing with less supervision, creating a vision and getting out of the way, nurturing valued employees, constantly improving competitiveness, being number one or two in the market, incubating ideas from all employees, promoting speed, simplicity and confidence, acting like a small company, removing boundaries, unleashing worker energy, listening to frontline employees, and using technology to reduce bureaucracy. Under Welch's leadership, GE's value increased 4000% over 20 years and it was frequently recognized as the most admired company.
How Company Culture Shapes Business Outcomes | Bennat BergerBennat Berger
Company culture is more than just having a ping pong table and the occasional happy hour. It’s the essence of a business: the pervasive vision, values, and systems pulsing within employees, management, atmosphere and more. Some like to call it the genetic code of a company, though in some circumstances it can be more malleable than that.
More and more, good company culture is being recognized as vital to a company’s success; on the flip side, toxic culture has been witnessed contributing to huge failures. Built into business at its most basic level, company culture is both the result of a company’s structure and the support that keeps it standing. It’s both an outcome of hiring choices, and the force that drives them. It’s a self-perpetuating cycle: a company shapes its culture and the culture shapes the company, over and over or all at once.
Culture Summit 2018 - Using Culture to Unlock Your People's Potential WorkshopCulture Summit
This document discusses building a high-performing organizational culture. It begins by defining culture as a set of shared beliefs, values, experiences and ways of being. It then discusses the concept of fixed versus growth mindsets and how a growth mindset leads to higher achievement. Several frameworks are introduced, including the zone of genius/competence and Maslow's hierarchy of needs. The document advocates creating a compelling vision for an ideal culture and implementing rituals and practices like self-reflection, onboarding processes, and team retreats to bring the vision to life. The goal is to transform people into their best selves through a culture of fierce loyalty and high performance.
Roshan Thiran wrote a few articles on Increasing Your Return on Luck. Attached is a presentation he made to various audiences on the ability to Increase Your Luck - Or ROL - Return on Luck. To read his article, go to : https://leaderonomics.com/leadership/be-a-leader/top-10-ways-to-increase-your-luck and also to: https://leaderonomics.com/leadership/be-a-leader/luck-is-not-luck
Culture Summit 2016 - How to Ignite a Culture of Collaboration with Peter Sco...Culture Summit
In Google's 16 years, the company has managed to build seven distinct products with over a billion users. The company continues to innovate in wildly disparate fields, often with great success; at times, with readily apparent and public failure. In this session, Peter “Scotch” Scocimara, Sr Director of Google for Work, will discuss how other companies can apply lessons learned to build cultures that are ubiquitously innovative and collaborative. Scotch will share the key elements, strategies and tools for creating this type of culture, as well as how companies can evaluate their success in doing so.
To view this talk and learn more please visit http://www.culturesummit.co
Identify The Single Most Important Characteristic In A Master Leader.
Identify the Two Enemies of Leadership.
Determine What Type Of Leadership Expression You Have
Discover How To Systematically Develop A Master Leader
Your company’s culture is an important factor in attracting and retaining top talent. In this webinar, OnPoint Consulting President, Rick Lepsinger covers the importance of company culture, what factors contribute to a strong culture and how to lead cultural transformation.
XPLANE believes in the power of individual change makers to be culture champions. Nobody should have to wait for permission or a formal culture initiative––by that point it’s a major undertaking. This workshop follows XPLANE’s Organizational Adulting webinar series exploring and solving for the most challenging and problematic workplace behaviors.
Together, we’ll identify and demonstrate simple tactics to create a more human and empowered workplace. We’ll focus on simple yet bold actions that cumulatively make a more innovative, agile, modern, and effective organization. This workshop is great for individuals seeking new methods to share with their teammates, or whole teams to come and work through new norms and practices.
Learn more at www.culturesummit.co
HR has not delivered its full potential ROI because while strategic HR interventions and capabilities have improved, internal organizational change has not kept pace. Specifically, line manager skills and behaviors have not transformed enough to inspire high performance from employees. Research shows line managers account for most of the emotional experience at work, and that motivation is 57% rational but 43% emotional. To fully realize HR's value, organizations must focus on developing line managers to be best bosses who believe in people, act with fairness and integrity, and inspire employees by making them feel part of a collaborative team working toward a shared purpose. Only HR is positioned to lead this type of transformational change.
This document provides 7 ideas for effective leadership:
1. Create a clear vision of the future that inspires and motivates people.
2. Define and communicate core values to guide behavior and create the desired culture.
3. Engage employees by listening to them, giving them autonomy, and making them feel valued to increase productivity and loyalty.
4. Solicit feedback and ideas from all levels to challenge the status quo and drive innovation.
5. Develop other leaders within the organization rather than just followers.
6. Take action on ideas and visions rather than just discussing them.
7. Effective leadership requires initiative and faith in a better future rather than maintaining the status quo
Culture Summit 2018 - The Whole Employee: How to Boost Employee Engagement an...Culture Summit
The Whole Employee – How to Boost Employee Engagement and Prevent Burnout workshop facilitated by Dr. Laura Hamill of Limeade. Interested in learning more? Visit www.culturesummit.co
Every one has got a desire to become a CEO of a Company. But, they lack initiative and unable to influence others. This PPT will help them to understand what makes a CEO and how to become a CEO.
The document summarizes a book called "The New Generation of Leadership" which provides practical strategies and approaches to help prepare youth for leadership challenges in the modern world. It offers tips on championing limitations, creating personal impact, embracing leadership, and overcoming fears of failure. The book is praised for inspiring readers to act on its lessons and challenge them to live differently.
Culture Summit 2016 - Creating a Purpose Driven Workplace with Author Adam "S...Culture Summit
The document discusses creating a purpose-driven workplace to engage millennial employees. It notes that millennials want meaningful work that reflects their interests and allows them to use their gifts to help others. The document recommends that companies pursue this by finding work that is financially viable and provides a community of believers to support employees' dreams. It also suggests that companies empower millennials by aligning work with purpose and values, providing mentorship and skills training, and allowing career exploration and flexibility. The goal is to transform employees and the world by designing a culture focused on purpose over just culture.
The document discusses different leadership styles. It begins with a quote that leadership is about developing more leaders rather than followers. It then describes a leadership styles quiz that individuals can take to assess their own style. The quiz contains 18 questions about leadership behaviors and preferences. After taking the quiz, individuals are provided analysis and descriptions of the three main leadership styles identified by psychologist Kurt Lewin: autocratic/authoritarian, participative/democratic, and delegative/laissez-faire. For each style, the document discusses its key characteristics and when each style may be most effective. It emphasizes that effective leaders adapt their style to fit the situation rather than relying on just one approach.
The document provides an overview of a Project Management Centre of Excellence (PMCE). It defines a PMCE as an organizational resource that ensures better project performance through consistent processes, expertise, tools, and support. It then outlines the structure, objectives, roles and benefits of establishing a PMCE. Key points include establishing standard project management processes, providing training and coaching, tracking project metrics, and acting as an advocate for project management in the organization. Financial considerations around establishing a sustainable PMCE are also discussed.
The processes are the backbones of PMBoK.PMI now in its Fifth Edition has raised them from 9 to 10. This presentation only covers the 9. The10th process on portfolio Management could be obtained from other sources by the reader.
The document provides an overview of key aspects of project management based on the PMBOK Guide. It discusses the project management processes including initiating, planning, executing, monitoring and controlling, and closing. It also covers the 10 knowledge areas, tools and techniques used in project quality planning, developing the project charter and scope statement, and identifying and analyzing risks. The document is intended to help readers understand the essential exam topics related to project management professional certification.
The document provides leadership exercises and creativity problems intended to build problem solving skills. It includes math, logic, and sequencing puzzles as well as interactive team building activities involving acting out scenarios and working together in groups to solve challenges. The various exercises are meant to encourage participants to think creatively, communicate effectively, and build skills in areas like problem definition, risk-taking, and strategic planning.
This is an upgraded version of my earlier upload. This reemphasizes the fact that Bayesian theory will certainly enhance the chances of discovering the missing Malaysian flight MH370.
The document contains quotes from various business leaders on topics related to leadership, business success, and dealing with challenges. N.R. Narayana Murthy says he is capitalist in mind but socialist at heart. KV Kamath emphasizes the importance of identifying and nurturing entrepreneurial talent from an early stage. Azim Premji believes in giving people major responsibilities even if they are only 60% ready in order to help them grow rapidly.
The document provides ideas for effective leadership. It discusses the differences between management and leadership, with managers focusing on maintaining the status quo while leaders look forward and create visions. It emphasizes the importance of leadership in rallying people toward a better future. It then offers seven ideas for leadership: 1) creating a clear vision, 2) aligning with values, 3) engaging employees, 4) listening to employees, 5) encouraging new ideas, 6) developing other leaders, and 7) taking action.
Stephen Gates Leadership%20presentation%20 %20 Chamber%20of%20 Commerce%20 No...Maureen Frost
This document provides an agenda and overview for a presentation on "Spark-full" Leadership for challenging times. The presentation discusses why spark-full leadership is important, the difference between management and spark-full leadership, and definable characteristics that spark-full leaders need to display. It also covers releasing discretionary energy from teams. Key points include that spark-full leadership inspires people to achieve shared goals, looks inward for responsibility, understands team dynamics, and aligns values and behaviors with rewards.
Learningfromwomen 091225074439-phpapp01Arpad Orosz
This document provides advice from several women small business owners and entrepreneurs on topics related to starting and running a business. It includes the following key points in 3 sentences:
Sharifah Hardie advises believing in yourself and your abilities as an entrepreneur, as being a successful business owner provides benefits for your family. Gabriela Chavez emphasizes the importance of flexibility and an open mindset to prevent feeling overwhelmed when business plans change. Suzanne Meyer recommends finding your passion, maintaining a positive attitude, and associating with like-minded entrepreneurs who can provide support and learning opportunities.
Real Commitment Breeds Success We believe in the power of a “Performance-Based” Leadership Team. That is why building a No. 1 company requires more than believing in the mission: It takes real commitment to furthering the mission through an ongoing series of actions.
The document contains quotes from several business leaders on topics related to leadership, customers, ambition, failures and more. Sam Walton emphasizes that the customer is the real boss who can fire everyone. Dhirubhai Ambani talks about the need for big dreams and ambitions to succeed in business. NR Narayana Murthy discusses creating an environment where people of different backgrounds can work together harmoniously.
Clay Staires | Management Training | Mindsets and VelocitiesClay Staires
Clay Staires gives a most compelling training presentation on the Production Mindsets and Personal Velocities of your team members and how this understanding is vital to helping you lead your team.
Jack Welch believed in leaders who inspire others with a clear vision for improvement. He advocated for managing less through close supervision and empowering employees to make their own decisions. Welch also emphasized the importance of articulating a vision to inspire others, keeping messages and processes simple, and maintaining an informal culture where challenging ideas is encouraged. He saw change as an opportunity and believed the best ideas could come from anywhere.
1) The document discusses seven ideas for leadership including defining a clear vision for the future, aligning actions with proclaimed values, engaging employees, actively listening to feedback, encouraging innovation, developing other leaders, and taking action.
2) It emphasizes that leadership is more than just management and involves strategic thinking, motivating others, and inspiring change rather than maintaining the status quo.
3) Several quotes are provided that emphasize the importance of leadership, values, employee engagement, and taking action rather than just planning.
for more such files , kindly visit Amazing Files at http://spicyflavours.net
Please join our slide share group
http://www.slideshare.net/group/spicy-flavours
At the wedding of a young migrant couple in the 1960’s the best man delivered an unexpected gift. This gift was readily accepted, and yet the consequences created a trap. In this article find out what the career wrecker moment was and the ultimate outcome as it played out decades later.
The document provides advice from over 50 CEOs for new CEOs taking on their first CEO role. The key pieces of advice are to:
1) Move quickly to establish a narrow set of high-impact priorities and drive them relentlessly with a sense of urgency in the first 6-9 months.
2) Make fast decisions around talent, even if difficult, and remove underperforming people from key roles.
3) Stop doing your old job and establish a new identity as the leader, delegating tasks even if you think you can do them better.
4) Admit your weaknesses and seek help from other talented leaders to complement your skills and focus on areas of maximum impact.
This document provides a summary of Jack Welch's career and leadership philosophy as outlined in his book. It discusses how Welch rose through the ranks at GE from a junior engineer to ultimately becoming CEO. Key parts of his approach included establishing a clear mission and values, promoting candor, evaluating and developing talent, driving change and innovation. The summary highlights Welch's emphasis on leadership, hiring the right people, managing performance, and embracing strategies like Six Sigma to drive growth and competitive advantage.
This document discusses various leadership concepts and best practices. It addresses servant leadership, focusing on serving others rather than self-enrichment. It also discusses the importance of communication, culture, succession planning, and vision/focusing on the future. The overall message is that effective leadership requires serving teams, cultivating culture, mentoring successors, and focusing organizational efforts on an inspiring vision for the future.
This document provides advice from various entrepreneurs on optimizing a team's productivity. It discusses assembling a winning team by focusing on character over technical skills. It emphasizes the importance of clear onboarding, putting people first through equal treatment, leading with a disciplined vision, cultivating an entrepreneurial culture, and maintaining a scrappy culture through scale. Key recommendations include transparent communication, empowering problem-solving, celebrating contributions, and fighting bureaucracy.
This document provides advice from various entrepreneurs on optimizing a team's productivity. It discusses assembling a winning team by focusing on character over technical skills. It emphasizes the importance of a strong onboarding process to set new hires up for success. It also stresses putting people first by treating all employees equally and developing a culture of entrepreneurship where problems are solved at the front lines. Maintaining a scrappy culture through scale requires hiring the right people and fighting bureaucracy.
The document discusses whether entrepreneurs are born or made, and argues that entrepreneurship results from both nature and nurture. It outlines several common traits of successful entrepreneurs, such as unwavering self-belief, courage, pragmatism, and relentlessness. The document emphasizes that vision and the ability to execute are key, and encourages the reader to continuously learn, inspire others, and work to realize their potential as an extraordinary entrepreneur.
Similar to Business+Leaders-quotes worth cosidering (20)
This document discusses Bayes' theorem and its potential application to finding the missing Malaysia Airlines flight MH370. It provides background on Bayes' theorem, including how it is used to update beliefs based on new evidence. It notes that Bayes' theorem was successfully used to locate the black box of Air France flight 447, which crashed in the Atlantic Ocean, much faster than other methods. However, experts believe it is unlikely Bayes' theorem is being applied in the search for MH370. The document argues that applying Bayes' theorem systematically based on past experiences could help locate the missing plane, rather than relying on inconclusive theories or traditional search methods.
This is an update of my earlier version. This update is to further bring the assertion to bear with the truth. The truth is about Bayesian Theory of probability being a timely help in the search for the missing Malaysian Malaysian flight MH320, a BOEING 777.
The search for the Malaysian passenger flight MH370 seems to go on without any conclusive end. Many continue to say that it could be due to reasons which look plausible But none seem to hold. However if Bayes Theory of Probability if concertedly applied in the search with impunity and trust, the answer may result. This presentation attempts to assert this belief of the author.
This presentation provides an overview of project management. It defines a project as a temporary endeavor with a unique goal and clear start and end dates. Managing a project involves planning, executing, monitoring, and controlling it to meet objectives within constraints like scope, time and cost. Key project management processes include initiation, planning, execution, monitoring and control, and closure. The presentation discusses the skills needed for project managers, like leadership, communication, and technical expertise in their industry. It also covers common project management training, certification and job opportunities.
The document discusses supply chain management and key concepts in three main points:
1. It defines the supply chain as the network of facilities and distribution options used to transport raw materials, work-in-process inventory, and finished products from suppliers to customers. It involves various costs and flows of materials between suppliers, manufacturers, warehouses, distribution centers, and customers.
2. It explains that supply chain management (SCM) aims to efficiently integrate these entities to produce and distribute the right products, in the right quantities, to the right locations and at the right time, in order to minimize system-wide costs while meeting service requirements.
3. It discusses the importance of collaboration and information sharing across the supply chain
This document compares Black Belt and PMP® certifications. A Black Belt certification focuses more on process improvement projects within companies using the Six Sigma methodology. It requires company-provided training and completing projects with savings targets. A PMP® certification focuses more broadly on project management skills and is obtained individually through PMI by meeting experience requirements and passing an exam. While different, the certifications teach valuable and sometimes overlapping skills, and following practices like sponsorship, communication and collaboration can help PMP®s gain visibility like Black Belts within their organizations.
It is very pertinent and important to note that the hospitality industry is an ever present worldwide phenomenon. Each and every one of us is affected by it. The fast growing Malaysian and world economy are highly impacted by it. A prominent hotelier Mr Menon who spoke at a recently at SRIDAYA, an educational institute, shared his views on this industry.
This document provides an overview of developing facilitation skills. It discusses:
1) What facilitation skills are and why they are important for guiding meetings and discussions. Facilitators help groups meet their goals and move effectively through agendas.
2) Some keys aspects of being a good facilitator including focusing on the process, not opinions, and ensuring all participants can contribute. Facilitators must also deal with potential disrupters.
3) Tips for planning and facilitating effective meetings, such as establishing ground rules, encouraging participation, and summarizing discussions. The document outlines steps a facilitator should take during a meeting.
Here are some potential responses a facilitator might have for those situations:
- When one group member seems to do most of the talking, I might gently redirect questions to others or set a time limit for each speaker.
- When an individual is silent for a long period of time, I could ask for their perspective to bring them into the discussion.
- When someone in the team "puts down" another member, I might redirect by reframing comments positively and reinforcing respect among members.
- When a group seems to want to reach a decision but is unable to, I might reflect back key considerations and gently guide them towards consensus using a decision tool.
- When someone comes late, I might briefly
The document provides an introduction to corporate finance and accounting concepts. It discusses key topics like financial statements, ratio analysis, time value of money, and security valuation. The purpose is to teach basic accounting and finance principles to students with little or no prior experience in these areas.
A TYPICAL MARKETING WORKSHOP HELD BY SRIDAYA COMPANY TO ASSESS ITS MARKET POTENTIALS. THE RESULTS OF THE WORKSHOP WERE ENCOURAGING IN TERMS OF MOTIVATION AND MOTIVATION.
Marketing is an inevitable part of doing both business and non-business. This is emphasized in this presentation. A different focus of this kind is expected to add more value for the enthusiast.
Leaders need both the right character and the requisite capabilities to be considered as leaders. Their position is of a lessor importance compared to their abilities. This presentation outlines these salient aspects of leaders.
This document discusses factors that contribute to successful and failed projects. It provides statistics showing that 31% of projects fail and are cancelled before completion, while 52.7% of completed projects exceed their original cost estimates. Project success is defined as helping an organization improve what it already does, grow its abilities, and change effectively. Common causes of project failure include unclear goals, unrealistic timelines and budgets, lack of support and communication. The document recommends project management certifications like PMP and PRINCE2 to improve success rates and offers PMCE as an organization providing project management training, consulting and research.
This document discusses project procurement management. It outlines the key steps as identifying requirements, planning procurement, conducting and administering procurement, and closing procurements. This involves creating procurement documents like statements of work, requests for proposals, and selection criteria. Contracts are also an important part and must specify terms, conditions, payments, and more. Effective management of procurement includes delivery schedules, performance, payments, and change requests. Lessons learned should be captured when closing procurements. Overall, an organized, formal procurement process is recommended to manage the inputs and outputs required for a project.
This document provides an overview of project management certification and accreditation. It discusses the history of project management as a discipline and how it has evolved over time. It also summarizes several project management approaches, standards, and certifications from the Project Management Institute (PMI), including the PMP certification. The benefits of PMI membership are highlighted.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
This presentation was provided by Racquel Jemison, Ph.D., Christina MacLaughlin, Ph.D., and Paulomi Majumder. Ph.D., all of the American Chemical Society, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...indexPub
The recent surge in pro-Palestine student activism has prompted significant responses from universities, ranging from negotiations and divestment commitments to increased transparency about investments in companies supporting the war on Gaza. This activism has led to the cessation of student encampments but also highlighted the substantial sacrifices made by students, including academic disruptions and personal risks. The primary drivers of these protests are poor university administration, lack of transparency, and inadequate communication between officials and students. This study examines the profound emotional, psychological, and professional impacts on students engaged in pro-Palestine protests, focusing on Generation Z's (Gen-Z) activism dynamics. This paper explores the significant sacrifices made by these students and even the professors supporting the pro-Palestine movement, with a focus on recent global movements. Through an in-depth analysis of printed and electronic media, the study examines the impacts of these sacrifices on the academic and personal lives of those involved. The paper highlights examples from various universities, demonstrating student activism's long-term and short-term effects, including disciplinary actions, social backlash, and career implications. The researchers also explore the broader implications of student sacrifices. The findings reveal that these sacrifices are driven by a profound commitment to justice and human rights, and are influenced by the increasing availability of information, peer interactions, and personal convictions. The study also discusses the broader implications of this activism, comparing it to historical precedents and assessing its potential to influence policy and public opinion. The emotional and psychological toll on student activists is significant, but their sense of purpose and community support mitigates some of these challenges. However, the researchers call for acknowledging the broader Impact of these sacrifices on the future global movement of FreePalestine.
A Visual Guide to 1 Samuel | A Tale of Two HeartsSteve Thomason
These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.pptHenry Hollis
The History of NZ 1870-1900.
Making of a Nation.
From the NZ Wars to Liberals,
Richard Seddon, George Grey,
Social Laboratory, New Zealand,
Confiscations, Kotahitanga, Kingitanga, Parliament, Suffrage, Repudiation, Economic Change, Agriculture, Gold Mining, Timber, Flax, Sheep, Dairying,
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
🔥🔥🔥🔥🔥🔥🔥🔥🔥
إضغ بين إيديكم من أقوى الملازم التي صممتها
ملزمة تشريح الجهاز الهيكلي (نظري 3)
💀💀💀💀💀💀💀💀💀💀
تتميز هذهِ الملزمة بعِدة مُميزات :
1- مُترجمة ترجمة تُناسب جميع المستويات
2- تحتوي على 78 رسم توضيحي لكل كلمة موجودة بالملزمة (لكل كلمة !!!!)
#فهم_ماكو_درخ
3- دقة الكتابة والصور عالية جداً جداً جداً
4- هُنالك بعض المعلومات تم توضيحها بشكل تفصيلي جداً (تُعتبر لدى الطالب أو الطالبة بإنها معلومات مُبهمة ومع ذلك تم توضيح هذهِ المعلومات المُبهمة بشكل تفصيلي جداً
5- الملزمة تشرح نفسها ب نفسها بس تكلك تعال اقراني
6- تحتوي الملزمة في اول سلايد على خارطة تتضمن جميع تفرُعات معلومات الجهاز الهيكلي المذكورة في هذهِ الملزمة
واخيراً هذهِ الملزمة حلالٌ عليكم وإتمنى منكم إن تدعولي بالخير والصحة والعافية فقط
كل التوفيق زملائي وزميلاتي ، زميلكم محمد الذهبي 💊💊
🔥🔥🔥🔥🔥🔥🔥🔥🔥
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...TechSoup
Whether you're new to SEO or looking to refine your existing strategies, this webinar will provide you with actionable insights and practical tips to elevate your nonprofit's online presence.
3. “To build a successful
business, you have to be
able to pick entrepreneurs
very early and get them
embedded into the
business. They need to go
out into the ecosystem,
demonstrate their
abilities, nurture the
business and build it up.”
4. "We give people major
responsibilities even if they
are only 60 per cent ready.
Our experience is that
people are pretty elastic
when you give them
responsibility, and they just
grow rapidly with the job."
6. “To be a leader you
need two attributes:
the environment and
training. Equally
important is
recognition of the
fact that this is an
opportunity and one
has to grab it.”
7. "Unless you show
extraordinary
performance in your
journey to being a good
leader and prove your
managerial capability,
organizations don't
throw you up into
leadership positions."
8. “Your most unhappy
customers are your
greatest source of
learning.”
“Success is a lousy
teacher. It seduces
smart people into
thinking they can't
lose.”
9. “Well, you know, I
was a human
being before I
became a
businessman.”
10. “If there is any one secret of
success, it lies in the ability to
get the other person's point of
view and see things from that
person's angle as well as from
your own.”
“A market is never saturated
with a good product, but it is
very quickly saturated with a
bad one.”
“Failure is the opportunity to
begin again, more intelligently.”
11. “You don't need to
have a 100person company
to develop that
idea.”
12. “Genius is 1%
inspiration and 99%
perspiration.
Accordingly a genius
is often merely a
talented person who
has done all of his or
her homework.”
13. “I wanted to be an
editor or a journalist,
I wasn't really
interested in being an
entrepreneur, but I
soon found I had to
become an
entrepreneur in order
to keep my magazine
going.”
14. “Luck is a dividend
of sweat. The
more you sweat,
the luckier you
get.”
“It's easy to have
principles when
you're rich. The
important thing is
to have principles
when you're
poor.”
15. “Some of the best business and
nonprofit CEOs I've worked with
over a sixty-five-year consulting
career were not stereotypical
leaders. They were all over the map
in terms of their personalities,
attitudes, values, strengths, and
weaknesses.”
“Executives owe it to the
organisation and to their fellow
workers not to tolerate
nonperforming individuals in
important jobs.”
16. “The future may be made
up of many factors but
where it truly lies is in
the hearts and minds of
men. Your dedication
should not be confined
for your own gain, but
unleashes your passion
for our beloved country
as well as for the
integrity and humanity of
mankind.”