Developing Leadership In Sports And In Life.
In This eBooklet you will learn about...
What Is Leadership? Personal Development And Team Leadership Strengthening Your Team Leadership Through Personal Development
Leadership Vision and Development Leadership Skills and Traits and also enjoy some influential Leadership Quotes
Leadership requires developing uncommon qualities like character, courage, and conviction, rather than just learning common skills or techniques. True leadership development involves deep personal change that is difficult and long-term, rather than superficial fixes. It requires focusing on core disciplines like self-knowledge through a lifelong commitment, as it takes time to develop the attributes needed to guide organizations through challenges. Leadership is uncommon because most do not undertake the deep, long-term personal work necessary to become a great leader.
This document discusses various theories and concepts related to leadership. It begins by defining leadership in simple terms as understanding a vision and enabling others to cooperate in achieving it. It then covers different leadership styles, qualities, and roles. The document discusses several theories of leadership, including trait, behavioral, contingency, transformational, and transactional theories. It also addresses factors that can affect leadership style. Finally, the document covers concepts related to motivation, including content theories like Maslow's hierarchy of needs and Herzberg's two-factor theory, as well as process theories like expectancy theory.
The document discusses transformational leadership and provides an overview of its key aspects. It defines transformational leadership as a style that inspires both leaders and followers to higher levels of morality and motivation. The summary then outlines the "4 I's" that characterize transformational leadership: idealized influence, inspirational motivation, individualized consideration, and intellectual stimulation. In conclusion, it states that transformational leadership can help make significant differences and motivate people to accomplish goals.
This document outlines an educational leadership presentation discussing the need for strong leadership in schools. It introduces 6 educational leadership standards focused on vision, culture, management, community collaboration, ethics, and larger context. The presentation examines characteristics of leadership and management and asks participants to reflect on their own leadership qualities and barriers to growth. Attendees are encouraged to discuss standards, share documents, and consider follow up questions.
Leadership is about influencing others through vision and motivation, while management focuses on implementing plans and tasks. A leader inspires others to do better work, while a manager ensures work gets done. Effective leaders are long-term thinkers who motivate others with a compelling vision and strong values. Traits like integrity, problem-solving skills, and developing people are key factors for strong leadership.
The Advantage by PATRICK LENCIONI, it's a great book explaining importance of an organization being smart and healthy. Explains importance of Leadership team's role in defining and practicing culture for a healthy organization.
Leadership requires developing uncommon qualities like character, courage, and conviction, rather than just learning common skills or techniques. True leadership development involves deep personal change that is difficult and long-term, rather than superficial fixes. It requires focusing on core disciplines like self-knowledge through a lifelong commitment, as it takes time to develop the attributes needed to guide organizations through challenges. Leadership is uncommon because most do not undertake the deep, long-term personal work necessary to become a great leader.
This document discusses various theories and concepts related to leadership. It begins by defining leadership in simple terms as understanding a vision and enabling others to cooperate in achieving it. It then covers different leadership styles, qualities, and roles. The document discusses several theories of leadership, including trait, behavioral, contingency, transformational, and transactional theories. It also addresses factors that can affect leadership style. Finally, the document covers concepts related to motivation, including content theories like Maslow's hierarchy of needs and Herzberg's two-factor theory, as well as process theories like expectancy theory.
The document discusses transformational leadership and provides an overview of its key aspects. It defines transformational leadership as a style that inspires both leaders and followers to higher levels of morality and motivation. The summary then outlines the "4 I's" that characterize transformational leadership: idealized influence, inspirational motivation, individualized consideration, and intellectual stimulation. In conclusion, it states that transformational leadership can help make significant differences and motivate people to accomplish goals.
This document outlines an educational leadership presentation discussing the need for strong leadership in schools. It introduces 6 educational leadership standards focused on vision, culture, management, community collaboration, ethics, and larger context. The presentation examines characteristics of leadership and management and asks participants to reflect on their own leadership qualities and barriers to growth. Attendees are encouraged to discuss standards, share documents, and consider follow up questions.
Leadership is about influencing others through vision and motivation, while management focuses on implementing plans and tasks. A leader inspires others to do better work, while a manager ensures work gets done. Effective leaders are long-term thinkers who motivate others with a compelling vision and strong values. Traits like integrity, problem-solving skills, and developing people are key factors for strong leadership.
The Advantage by PATRICK LENCIONI, it's a great book explaining importance of an organization being smart and healthy. Explains importance of Leadership team's role in defining and practicing culture for a healthy organization.
1. Differentiate between leadership and
management.
2. Describe key leadership traits, styles, and
behaviours.
3. Explain the basics of contingency theories of
leadership.
4. Present an overview of transformational and
transactional leadership.
Trait theory suggests that certain traits like intelligence, dominance, and self-confidence are associated with leadership. Research also shows that people want leaders who are credible and display traits of honesty, competence, and vision. Gender studies found that men and women can both display task-oriented and social leadership styles, and that women may use a more participative leadership style. Several leadership theories also identified key dimensions of consideration for employees and initiating structure. Effective leadership depends on assessing the situation at hand.
Leadership (Organizational Behaviour and Human Resource Managemeent)
1. What is Leadership?
2. Characteristics of leadership
3. Leadership theories
4. Styles of Leadership
This video is very helpful in understanding the leadership styles in a better way:
https://youtu.be/XKUPDUDOBVo
This document discusses transformational leadership characteristics and provides tools for self-assessment. It defines transformational leaders as those who empower followers, develop them into leaders, and motivate teams to exceed expectations. Leaders are encouraged to do honest self-assessments by measuring themselves on behaviors like idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. The document then provides questions to help leaders rate themselves on these behaviors and identify areas for growth and focus in the coming year.
This is part of a presentation that deals with basic principles of leadership. It looks at certain changes that occurred in leadership theory over the last decades, and ends with a discussion on relational leadership models.
This document discusses charismatic and transformational leadership. It defines charismatic leadership as leadership that inspires devotion among followers through strong personal abilities and magnetism. Charismatic leaders are more effective during times of crisis. Transformational leadership aims to develop followers into leaders by appealing to higher ideals and encouraging intellectual stimulation. An effective vision is key to initiating and guiding organizational change.
Developing NexGen leadership by Michael NaumannMichael Naumann
The document discusses developing servant leaders within an organization. It defines servant leadership, outlines its benefits, and proposes including sessions on servant leadership in the organization's leadership development program. Servant leadership prioritizes serving and developing employees. The organization values developing people from within and sees servant leadership as aligned with strengthening the company by awakening and engaging employees. It provides characteristics and pillars of servant leadership and recommends validating it through employee growth.
The document discusses various leadership theories and styles. It begins by covering trait theories, which focus on identifying personality traits linked to successful leadership. It then discusses behavioral theories, including Ohio State studies on task-oriented and relations-oriented leadership. Contingency theories are reviewed, such as Fiedler's model and situational leadership theory. Transactional and transformational leadership styles are compared. Finally, the document discusses participative leadership theories and Likert's four systems of leadership.
This document provides information about leadership and organizational behavior. It defines leadership, discusses the differences between managers and leaders, and outlines various leadership styles including autocratic, democratic, and laissez-faire. It also summarizes several theories of leadership such as trait theory, behavioral theory, and contingency theory. The document concludes by profiling Konosuke Matsushita, the founder of Panasonic, and outlining five lessons learned from his vision and management philosophy.
The document discusses various theories of management and leadership. It describes trait theory, which proposes that effective leaders are born with certain traits. Behavioral theories are discussed, including studies at Ohio State University that identified consideration for employees and focus on tasks as key leadership behaviors. The University of Michigan studies classified behaviors as employee-oriented or production-oriented. Blake and Mouton's managerial grid plots concern for tasks versus people to define leadership styles. Contingency theory proposes there is no single best leadership style and the most effective style depends on the situation.
This document promotes a series of leadership workshops run by Queens of the Kingdom that aims to arouse the pursuit of leadership. The workshops cover foundational leadership skills like attitude, character, embracing change, personal growth, vision, servanthood, relationships, influence, modeling, and empowerment. Participants can choose between 2-hour, 4-hour, or 8-hour modules that can be customized for different environments and needs. The workshops are designed to help people develop leadership skills that can be applied immediately.
The document outlines 10 critical elements of leadership according to Vmax Consulting: 1) clarity of vision, 2) visibility, 3) engagement, 4) courage, 5) integration, 6) sustainability, 7) value creation, 8) culture, 9) learning, and 10) communication. Each element is described in 1-3 paragraphs explaining what successful leaders do regarding that element, such as having a clear vision, being highly visible, engaging employees on logical and emotional levels, having courage to make bold decisions, and focusing on communication, learning and culture. The document concludes by describing Vmax Consulting as experts in leadership and organizational change.
The document outlines an agenda for a presentation on leadership that includes an introduction on the 3Ps of leadership, sections on motivation and a report document, key points from findings, and a conclusion. The presentation defines a leader, discusses examples of leadership from business, Islamic, and national perspectives, and outlines the structure of a report document. The key points section debates common myths about leadership and argues that all managers are not leaders, leadership skills can be learned, leaders ask questions not just provide answers, titles are not required to lead, and leadership is about creating shared focus and serving the greater good.
This document discusses different theories of leadership including trait theory, transactional leadership, charismatic leadership, transformational leadership, servant leadership, and superleadership. It explores whether leaders are born or made and defines leadership. Key traits for effective leadership are discussed such as self-confidence, trustworthiness, and emotional intelligence. The document provides tips for developing charisma, team leadership skills, and one's own leadership potential.
Developing Student Leaders through Social ChangeOrly Agawin
Leadership is multi-dimensional and is an ongoing process of development and exploration that occurs throughout many student experiences. Change or development within a Student Body is caused by action (whether positive or negative). If the designated leaders of a community choose not to act, someone else will. It is important to recognize that the actions of individuals or organizations within the Student Body affect the development (change process) occurring within the Student Body.
There are four leadership styles that are determined by the balance between directive behavior, which involves clearly telling people what to do, and supportive behavior, which involves listening to people and involving them in problem solving. The four styles are telling (high directive, low supportive), persuading (high directive, high supportive), encouraging (low directive, high supportive), and releasing (low directive, low supportive). The most effective leadership style depends on the situation and needs of the individuals and organization.
Similarities between Leadership and Management | ManagementTransweb Global Inc
In many aspects, leadership and management are almost known as Synonymous but both the words mean different. Similarities between Leadership and ManagementLeadership is an important and essential part of management. Without leadership, the meaning of management won’t be completed. Copy the link given below and paste it in new browser window to get more information on Similarities between Leadership and Management:-
http://www.transtutors.com/homework-help/industrial-management/leadership/similarities-between-leadership-and-management.aspx
This document discusses the importance of discipline, group bonding, and morale for an effective workforce, especially in the military. It states that these three factors are interdependent and influence each other. Maintaining high morale is key to ensuring strong bonding and discipline among team members. Some strategies discussed for building morale include reconnecting with the team, developing skills through cross-training, improving communication, setting clear goals, and focusing on talent management. The document also covers methods for strengthening group bonding, such as organized sports/games and balancing discipline with building team cohesion. It concludes that these concepts should not be treated in isolation and maintaining high morale while also enforcing discipline is important for an effective team.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Team Leadership".
These are just notes from this module belowMy team that I wou.docxssusera34210
These are just notes from this module below:
My team that I would like for you to write about is called the Spiritual Bowlers. It's a bowling League that I'm a part of with my church. We call ourselves the Spiritual Bowlers because we not only have a good time doing something that we love to do we add the book of the word in our game playing. We have a group of 8 team members 4 women and 4 men. We came up with this group a being part of the leadership at our church. I am the leader of the group. I thought about forming this group as a way to interact with my church congregation to have fun and also have this opportunity to spread the word to others while doing it. The way I picked the team of members was to post a bulletin at church welcoming any members that love the game of bowling and also need a spiritual healing outside of church. The expectations I have of this group is that we have set days that we have practice and I require that they be prompt and present. Other teams that we bowl against are pretty good so therefore we all need to be in attendance so that we can practice and get better with our game and techniques. In our weekly practice meetings we do and hour of practice and also take an hour of prayer and bible study. We communicate as a church family and speak about things in our personal lives that we may need a word of healing about. We just be there for one another not only as church members but as a team also in a sport we love. We talk openly about what we need to work on as a team to become better bowlers and also as better spiritual leaders and spreading the good word of the bible to people who wants to hear the word. We as a team all give ideas and make the decisions on who will be our captain for the week and also who will give the Word and what lessons from the bible would be spoken on. It gives us all a opportunity to hear and learn from one another.
So basically can you make that info into a presentation or whatever the assignment is asking for, You can make it sound better and just make up stuff to go with it lol. I really appreciate you and email me on both emails if you need any other information.
NOTES:
For years, companies have been transitioning into a more team oriented environment. Most of us have experienced the positives and negatives of working with other people. For this class, it's important that we look at how a team is designed and led in order to evaluate its' success. Managers have an active hand in creating and designing a team. This sets the company up to succeed or fail.
1. Diversity
Variety in background, knowledge, and skill set can be invaluable to teams. Diversity allows a team to approach problems from multiple angles. Having members that are all very similar may limit the team's ability to innovate and problem solve. Managers must carefully consider employee diversity when selecting members for a team. A more diversified team will generally produce better work and be better able to ...
1. Differentiate between leadership and
management.
2. Describe key leadership traits, styles, and
behaviours.
3. Explain the basics of contingency theories of
leadership.
4. Present an overview of transformational and
transactional leadership.
Trait theory suggests that certain traits like intelligence, dominance, and self-confidence are associated with leadership. Research also shows that people want leaders who are credible and display traits of honesty, competence, and vision. Gender studies found that men and women can both display task-oriented and social leadership styles, and that women may use a more participative leadership style. Several leadership theories also identified key dimensions of consideration for employees and initiating structure. Effective leadership depends on assessing the situation at hand.
Leadership (Organizational Behaviour and Human Resource Managemeent)
1. What is Leadership?
2. Characteristics of leadership
3. Leadership theories
4. Styles of Leadership
This video is very helpful in understanding the leadership styles in a better way:
https://youtu.be/XKUPDUDOBVo
This document discusses transformational leadership characteristics and provides tools for self-assessment. It defines transformational leaders as those who empower followers, develop them into leaders, and motivate teams to exceed expectations. Leaders are encouraged to do honest self-assessments by measuring themselves on behaviors like idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. The document then provides questions to help leaders rate themselves on these behaviors and identify areas for growth and focus in the coming year.
This is part of a presentation that deals with basic principles of leadership. It looks at certain changes that occurred in leadership theory over the last decades, and ends with a discussion on relational leadership models.
This document discusses charismatic and transformational leadership. It defines charismatic leadership as leadership that inspires devotion among followers through strong personal abilities and magnetism. Charismatic leaders are more effective during times of crisis. Transformational leadership aims to develop followers into leaders by appealing to higher ideals and encouraging intellectual stimulation. An effective vision is key to initiating and guiding organizational change.
Developing NexGen leadership by Michael NaumannMichael Naumann
The document discusses developing servant leaders within an organization. It defines servant leadership, outlines its benefits, and proposes including sessions on servant leadership in the organization's leadership development program. Servant leadership prioritizes serving and developing employees. The organization values developing people from within and sees servant leadership as aligned with strengthening the company by awakening and engaging employees. It provides characteristics and pillars of servant leadership and recommends validating it through employee growth.
The document discusses various leadership theories and styles. It begins by covering trait theories, which focus on identifying personality traits linked to successful leadership. It then discusses behavioral theories, including Ohio State studies on task-oriented and relations-oriented leadership. Contingency theories are reviewed, such as Fiedler's model and situational leadership theory. Transactional and transformational leadership styles are compared. Finally, the document discusses participative leadership theories and Likert's four systems of leadership.
This document provides information about leadership and organizational behavior. It defines leadership, discusses the differences between managers and leaders, and outlines various leadership styles including autocratic, democratic, and laissez-faire. It also summarizes several theories of leadership such as trait theory, behavioral theory, and contingency theory. The document concludes by profiling Konosuke Matsushita, the founder of Panasonic, and outlining five lessons learned from his vision and management philosophy.
The document discusses various theories of management and leadership. It describes trait theory, which proposes that effective leaders are born with certain traits. Behavioral theories are discussed, including studies at Ohio State University that identified consideration for employees and focus on tasks as key leadership behaviors. The University of Michigan studies classified behaviors as employee-oriented or production-oriented. Blake and Mouton's managerial grid plots concern for tasks versus people to define leadership styles. Contingency theory proposes there is no single best leadership style and the most effective style depends on the situation.
This document promotes a series of leadership workshops run by Queens of the Kingdom that aims to arouse the pursuit of leadership. The workshops cover foundational leadership skills like attitude, character, embracing change, personal growth, vision, servanthood, relationships, influence, modeling, and empowerment. Participants can choose between 2-hour, 4-hour, or 8-hour modules that can be customized for different environments and needs. The workshops are designed to help people develop leadership skills that can be applied immediately.
The document outlines 10 critical elements of leadership according to Vmax Consulting: 1) clarity of vision, 2) visibility, 3) engagement, 4) courage, 5) integration, 6) sustainability, 7) value creation, 8) culture, 9) learning, and 10) communication. Each element is described in 1-3 paragraphs explaining what successful leaders do regarding that element, such as having a clear vision, being highly visible, engaging employees on logical and emotional levels, having courage to make bold decisions, and focusing on communication, learning and culture. The document concludes by describing Vmax Consulting as experts in leadership and organizational change.
The document outlines an agenda for a presentation on leadership that includes an introduction on the 3Ps of leadership, sections on motivation and a report document, key points from findings, and a conclusion. The presentation defines a leader, discusses examples of leadership from business, Islamic, and national perspectives, and outlines the structure of a report document. The key points section debates common myths about leadership and argues that all managers are not leaders, leadership skills can be learned, leaders ask questions not just provide answers, titles are not required to lead, and leadership is about creating shared focus and serving the greater good.
This document discusses different theories of leadership including trait theory, transactional leadership, charismatic leadership, transformational leadership, servant leadership, and superleadership. It explores whether leaders are born or made and defines leadership. Key traits for effective leadership are discussed such as self-confidence, trustworthiness, and emotional intelligence. The document provides tips for developing charisma, team leadership skills, and one's own leadership potential.
Developing Student Leaders through Social ChangeOrly Agawin
Leadership is multi-dimensional and is an ongoing process of development and exploration that occurs throughout many student experiences. Change or development within a Student Body is caused by action (whether positive or negative). If the designated leaders of a community choose not to act, someone else will. It is important to recognize that the actions of individuals or organizations within the Student Body affect the development (change process) occurring within the Student Body.
There are four leadership styles that are determined by the balance between directive behavior, which involves clearly telling people what to do, and supportive behavior, which involves listening to people and involving them in problem solving. The four styles are telling (high directive, low supportive), persuading (high directive, high supportive), encouraging (low directive, high supportive), and releasing (low directive, low supportive). The most effective leadership style depends on the situation and needs of the individuals and organization.
Similarities between Leadership and Management | ManagementTransweb Global Inc
In many aspects, leadership and management are almost known as Synonymous but both the words mean different. Similarities between Leadership and ManagementLeadership is an important and essential part of management. Without leadership, the meaning of management won’t be completed. Copy the link given below and paste it in new browser window to get more information on Similarities between Leadership and Management:-
http://www.transtutors.com/homework-help/industrial-management/leadership/similarities-between-leadership-and-management.aspx
This document discusses the importance of discipline, group bonding, and morale for an effective workforce, especially in the military. It states that these three factors are interdependent and influence each other. Maintaining high morale is key to ensuring strong bonding and discipline among team members. Some strategies discussed for building morale include reconnecting with the team, developing skills through cross-training, improving communication, setting clear goals, and focusing on talent management. The document also covers methods for strengthening group bonding, such as organized sports/games and balancing discipline with building team cohesion. It concludes that these concepts should not be treated in isolation and maintaining high morale while also enforcing discipline is important for an effective team.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Team Leadership".
These are just notes from this module belowMy team that I wou.docxssusera34210
These are just notes from this module below:
My team that I would like for you to write about is called the Spiritual Bowlers. It's a bowling League that I'm a part of with my church. We call ourselves the Spiritual Bowlers because we not only have a good time doing something that we love to do we add the book of the word in our game playing. We have a group of 8 team members 4 women and 4 men. We came up with this group a being part of the leadership at our church. I am the leader of the group. I thought about forming this group as a way to interact with my church congregation to have fun and also have this opportunity to spread the word to others while doing it. The way I picked the team of members was to post a bulletin at church welcoming any members that love the game of bowling and also need a spiritual healing outside of church. The expectations I have of this group is that we have set days that we have practice and I require that they be prompt and present. Other teams that we bowl against are pretty good so therefore we all need to be in attendance so that we can practice and get better with our game and techniques. In our weekly practice meetings we do and hour of practice and also take an hour of prayer and bible study. We communicate as a church family and speak about things in our personal lives that we may need a word of healing about. We just be there for one another not only as church members but as a team also in a sport we love. We talk openly about what we need to work on as a team to become better bowlers and also as better spiritual leaders and spreading the good word of the bible to people who wants to hear the word. We as a team all give ideas and make the decisions on who will be our captain for the week and also who will give the Word and what lessons from the bible would be spoken on. It gives us all a opportunity to hear and learn from one another.
So basically can you make that info into a presentation or whatever the assignment is asking for, You can make it sound better and just make up stuff to go with it lol. I really appreciate you and email me on both emails if you need any other information.
NOTES:
For years, companies have been transitioning into a more team oriented environment. Most of us have experienced the positives and negatives of working with other people. For this class, it's important that we look at how a team is designed and led in order to evaluate its' success. Managers have an active hand in creating and designing a team. This sets the company up to succeed or fail.
1. Diversity
Variety in background, knowledge, and skill set can be invaluable to teams. Diversity allows a team to approach problems from multiple angles. Having members that are all very similar may limit the team's ability to innovate and problem solve. Managers must carefully consider employee diversity when selecting members for a team. A more diversified team will generally produce better work and be better able to ...
This document outlines the methodology of Managing The Mist, a consulting firm that helps organizations create "mist-free" high performance cultures during change initiatives. The methodology involves 5 rules: 1) getting organizational house in order by aligning strategies, processes and behaviors; 2) asking employees for input instead of just telling them changes; 3) developing leaders to step back and focus on continuous improvement; 4) embracing failure so employees are not afraid to take risks; 5) holding each other accountable through feedback and evaluation of actions and results. The firm uses experiential learning techniques to build high performance cultures and measures impact to ensure a return on investment.
6-Leadership.pptx It's About HotelmanagementDarkenToman
Leadership is important in the workplace for several key reasons:
- Leaders provide direction, motivate employees, and create an environment that promotes success. They improve communication, boost morale, and increase productivity.
- Effective leaders set a good example, inspire hard work, and establish a strong long-term vision to guide the organization. They also help ensure employees stay focused on achieving goals.
- Strong leadership is essential for any organization to function properly and achieve its objectives through improved communication, a better work culture, higher efficiency and motivation, and reduced mistakes.
The document discusses the key attributes and skills needed for effective team leadership, including strong communication skills, organization, confidence, respect, fairness, integrity, influence, delegation, facilitation, and negotiation abilities. It also examines different types of teams like sports teams, teaching teams, and business teams, and how factors like environment, size, and member characteristics can impact team performance. Overall, the document provides an overview of important aspects of developing high-performing teams.
The document discusses several key aspects of building effective teams and becoming an effective team leader, including establishing trust, communicating vision and goals, empowering team members, and problem solving as a team. It emphasizes that changing an organization's culture requires full commitment from leaders, while climate can be adjusted more quickly by how leaders act and what they praise. An effective team leader shares leadership, participates with employees, and relies on the team to resolve problems.
Teams offer an alternative approach to organizing employees compared to a traditional vertical hierarchy. Teams are made up of two or more people working together to achieve common goals, and can lead to increased employee motivation and business productivity. Effective teamwork requires members to not only share information but also share responsibility for the team's work in order to achieve synergy and accomplish more together than individually. Teamwork skills are important to develop to be able to obtain success in both business and education. Building a successful team requires selecting a leader who can understand each member's needs and expectations to motivate the team working as one toward shared objectives and goals.
A team leader is the one who give instructions, guidance and directions to a group of individuals, that’s called a team, to attain their specific goal. A good leader knows the strengths, weakness and the specialty of his group members.
This document provides an overview of leadership qualities and the role of a leader according to Afzal Khan for his Personality Development class. It defines a leader as someone who inspires passion and motivation in followers through vision and support. The role of a leader is to coach, guide, and inspire teams through challenges to achieve shared goals. Key responsibilities of a leader include coaching through mentoring, guiding by setting goals and strategies, and inspiring through storytelling. Important qualities of a good leader are having a vision, inspiring others, strategic and critical thinking, authenticity, flexibility, responsibility, patience, tenacity, and continuously improving.
The document provides guidance for team leaders on building and managing high-performing teams. It discusses developing a team structure and talent plan, creating a vision statement, setting boundaries and principles, defining behaviors and culture, and team building activities. It also covers initial planning, goal setting, outlining operational activities, budgeting, and re-planning. The overall guidance is focused on two key areas: talent capacity, which involves forming the team, and learning and development, such as training the team.
This document provides guidance for team leaders on building and managing a high-performing team. It discusses developing a team structure and talent plan, creating a vision statement, setting boundaries and principles, defining behaviors and values, and getting team members acquainted. It also covers planning goals and operations, allocating roles, training the team, evaluating achievement, and developing leadership. The overall message is that both talent development and management processes are needed to build a successful team.
The document discusses strategies for building effective teams. It outlines 17 principles of teamwork, including the importance of problem solving, innovation, knowledge sharing, and relying on teammates. Effective teams comprise multi-skilled, engaged people willing to go the extra mile to help each other succeed. The document also discusses why teams fail, such as too many membership changes or a lack of trust, and advises team leaders to communicate well and develop team members' skills. High-performing teams work smoothly and effectively through forming, storming, norming, and performing stages of team development.
This Question Bank can help readers to practices many simulated scenarios. These are questions will be asked in Transformation related interviews.
All these questions are from my 4 books, The Agilis's Guidebook, The Scrum Master Guidebook, Personal Leadership & Self-Coaching Guidebook, and A Guidebook of Coaching High-Performance team.
Grab the first 150 pages of all these books from here
1. https://www.slideshare.net/patarychandan/the-agilists-guidebook-first-150-pages
2. https://www.slideshare.net/patarychandan/the-scrum-master-guidebook-150-pages
3. https://www.slideshare.net/patarychandan/we-can-lead-a-guidebook-of-personal-leadership-and-selfcoaching
4. https://www.slideshare.net/patarychandan/a-guidebook-of-coaching-high-performance-team-200-pages
PLEASE DOWNLOAD FROM HERE: https://drive.google.com/file/d/19w1PzUjInWxZJZSJU4cX81rCgEMd4CTj/view?usp=sharing
Professional Development PlanLeadership as a vocation requir.docxdenneymargareta
Professional Development Plan
Leadership as a vocation requires a commitment to professional excellence and integrity, which can be achieved through establishing habits of self-reflection, life-long learning, and professional development. The purpose of this assignment is for you to reflect on where you currently are in your leadership capabilities; define where you want to go; and specify goals, plans, and a timeframe for achieving your professional objectives. Your professional development plan will be composed of three parts: Vision, Goals/Objectives, and Plans.
Vision:
The ability to create, communicate, and compel vision is critical to inspiring and effective leadership. While ultimately many leaders are responsible for developing visions to guide complex organizations, effective leadership begins on a much more personal level—a vision of yourself as a leader. Who are you and who do you want to become in your field or sphere of influence? Once you are clear about that, you can then confidently establish how you will help others and your organization achieve their visions.
Your leadership vision is based on a number of factors including your attitude, values, personal beliefs, guiding principles, and how you behave. It may also be influenced by theoretical, philosophical, or religious frameworks and the leadership traits, values, and behaviors of others. A leadership vision is also dynamic. No great leader ever "arrived." Those who have adopted leadership as their vocation can spend a lifetime in self-reflection in order to continue to learn and more effectively motivate and inspire others.
Spend some time reflecting below on where you currently are in your leadership capabilities, what you have learned about leadership in the course, and how you want to develop and improve as you continue your leadership studies and move forward in your field. Review the document “Essential Leadership Competencies” for an overview of the scope of effective leadership capabilities.
Reflection:
Vision:
Then, in 300-500 words, briefly articulate your vision for yourself as a leader 3-5 years from now. Where do you want to be? What kind of leader do you want to become?
Goals/Objectives:
After you have stated your vision, create five to eight leadership goals/objectives you will strive to meet in the next 3-5 years. Try to formulate at least one goal/objective related to the four major leadership competencies included in "Essential Leadership Competencies": self-leadership, leading others, leading an organization, and leadership as a vocation. Include a brief justification for each goal/objective to explain how it will help you achieve the qualities of professional excellence and integrity required of excellent leaders.
Plan:
Specify activities you will engage in to achieve your goals/objectives. You may find it helpful to research professional development activities in your field or organization to determine what resources are a ...
Professional Development PlanLeadership as a vocation .docxbriancrawford30935
Professional Development Plan
Leadership as a vocation requires a commitment to professional excellence and integrity, which can be achieved through establishing habits of self-reflection, life-long learning, and professional development. The purpose of this assignment is for you to reflect on where you currently are in your leadership capabilities; define where you want to go; and specify goals, plans, and a timeframe for achieving your professional objectives. Your professional development plan will be composed of three parts: Vision, Goals/Objectives, and Plans.
Vision:
The ability to create, communicate, and compel vision is critical to inspiring and effective leadership. While ultimately many leaders are responsible for developing visions to guide complex organizations, effective leadership begins on a much more personal level—a vision of yourself as a leader. Who are you and who do you want to become in your field or sphere of influence? Once you are clear about that, you can then confidently establish how you will help others and your organization achieve their visions.
Your leadership vision is based on a number of factors including your attitude, values, personal beliefs, guiding principles, and how you behave. It may also be influenced by theoretical, philosophical, or religious frameworks and the leadership traits, values, and behaviors of others. A leadership vision is also dynamic. No great leader ever "arrived." Those who have adopted leadership as their vocation can spend a lifetime in self-reflection in order to continue to learn and more effectively motivate and inspire others.
Spend some time reflecting below on where you currently are in your leadership capabilities, what you have learned about leadership in the course, and how you want to develop and improve as you continue your leadership studies and move forward in your field. Review the document “Essential Leadership Competencies” for an overview of the scope of effective leadership capabilities.
Reflection:
Vision:
Then, in 300-500 words, briefly articulate your vision for yourself as a leader 3-5 years from now. Where do you want to be? What kind of leader do you want to become?
Goals/Objectives:
After you have stated your vision, create five to eight leadership goals/objectives you will strive to meet in the next 3-5 years. Try to formulate at least one goal/objective related to the four major leadership competencies included in "Essential Leadership Competencies": self-leadership, leading others, leading an organization, and leadership as a vocation. Include a brief justification for each goal/objective to explain how it will help you achieve the qualities of professional excellence and integrity required of excellent leaders.
Plan:
Specify activities you will engage in to achieve your goals/objectives. You may find it helpful to research professional development activities in your field or organization to determine what resource.
1) The document discusses the stages of team development - forming, storming, norming, and performing. It provides characteristics and suggestions for leaders in each stage.
2) In the forming stage, the team is positive but dependent on the leader. Leaders should define values, purpose, and provide training.
3) Storming involves increased disagreements as roles become clearer. Leaders should ensure clear goals, roles, and effective meetings to drive performance.
4) During norming, consensus grows and results improve. Leaders should continue coaching and give additional responsibilities to boost engagement.
5) In performing, the self-driven team is strategically aware and focused on goals. Leaders keep enthusiasm high and
As a new team leader, forming and building their team is one of their most important responsibilities. This involves recruiting members and helping the team establish an identity and cohesion through activities like getting to know each other and establishing expectations and goals. Regular meetings and reviews are also important for maintaining team bonds and progress. The key is selecting the right members and placing them in positions that utilize their strengths, while also allowing opportunities for the team to work together and understand their shared purpose.
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2. A t h l e t e S t a r t . c o m
Table Of Contents
Table Of Contents 1
What Is Leadership? 2-3
Personal Development And Team Leadership 4-6
Strengthening Your Team Leadership Through Personal Development 7-9
Leadership Vision and Development 10-11
Leadership Skills and Traits 12-14
Leadership Quotes 15-17
Conclusion 18
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3. A t h l e t e S t a r t . c o m
What Is Leadership?
Leadership, what is it? Definitions of leadership, there is not a single
definition that everyone agrees on. Manfred Kets de Vries, a professor at
INSEAD, says that leadership is a set of characteristics, behavior patterns,
personality attributes that makes certain individuals more effective in
achieving a set goal or objective. Another way of describing leadership is
to say that, to get the best out of people, individuals, teams, organisations,
they need to be led, guided, persuaded, motivated, inspired, to be
committed, to do their best, to work together to achieve a common goal.
True leaders are recognized as being the leader, and their teammates or
coworkers accept that they need to be guided by that leader, but they do
not feel that they are mere subordinates. A good example is the captain of
a sports team - hockey, baseball, cricket, soccer, football, athletics - these
are individuals who have an individual role to play, yet find time and ways
to motivate and encourage others to do their best, to use their own
individual skills, knowledge and experience (scoring touchdowns,
defending, winning races, hitting home runs) while at the same time
working together as a member of the team to achieve team goals.
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4. A t h l e t e S t a r t . c o m
Leaders all have something that brings diverse people together, to work
as a team, to aim for and work hard to achieve a common goal. It is,
perhaps, a special talent, or characteristic, or personality trait, or set of
circumstances that they find themselves in, or perhaps a combination of
all of these. Perhaps leaders are born with this ability, perhaps it is
something that can be, or has to be, learned.
What Is Leadership to you?
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5. A t h l e t e S t a r t . c o m
Personal Development & Team Leadership
If you happen to be the captain of your team, then you are definitely the
leader of the pack! You, too, are part of the variety on a team. How well
you work together with your teammates will tell how successful you are.
Are you a leader who teams with success?
True teamwork not only takes time, but it takes the willingness to
contribute to the team's greater good and simply not look out for
number one. It has to begin with a real desire to work on the group's
behalf. Be sure to examine your motives. When you have a successful
team, you will find that all of the teammates reap the rewards. Ineffective
teams are often composed of some selfish team members who only
watch out for their own personal goals and not the goals of the team as
a whole.
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6. A t h l e t e S t a r t . c o m
As the leader of the team, you should strive to instill the following
qualities into your members so that your team will be effective:
1. To have a shared vision of the team's mission and its goals,
2. There should be a willingness to incorporate one's individual talents
for the team's betterment.
3. There should be open communication lines between you as the team
leader and members of the team and among the team members
themselves.
4. There should be an appreciation of individual differences within the
team.
5. Team members should be recognized and rewarded for their efforts.
It is a fact that talent does not always guarantee success. Successful
teams come about because there is a blending of talent, the melding of
minds and mindsets, and there is also the ability to be able to focus on
the bigger picture. Members of the team need to feel the following:
1. To be heard
2. To feel that they are important
3. To be appreciated, valued and recognized
4. To have the opportunity to express their own individuality
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7. A t h l e t e S t a r t . c o m
These attributes can all occur on teams that are well led without having
to sacrifice team spirit. It is wrong to think that even the best team
leaders strive to treat everyone the same way. Since all of the members
of a team are individuals, not everyone needs or wants to be treated just
like everyone else. Some team members are self-motivated while other
need support and reassurance.
When you have developed personally as a team leader, then you can
take steps to pass on personal development to your team members.
Remember that teamwork develops over time. Your team can strengthen
itself daily through experience and relationships that develop with other
team members over time. When you, as a team leader, give time and
attention to these team leadership development tips, you will find that
your group will soon be teaming with success.
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8. A t h l e t e S t a r t . c o m
Strengthening Your Team Leadership
Through Personal Development
You've always known that you are a team player, and you've probably
always known that you are ready to take on the task of team leadership.
However, what you might not know is that no matter how good you are
at team leadership, and no matter what kind of a team player you are,
personal development is a way to make you stronger, more successful,
and better and what you do, overall.
Personal development means that you are focusing on the skills that
you have in order to improve them, and also that you are learning new
skills that can benefit you life in general, and of course, benefit the team.
When you are working on your personal development, it means that you
are never finished learning. You are a strong, successful person and you
are focusing on ways that you can make yourself even more so. Working
on personal development allows you to become even more concrete in
the areas that you know you excel, and begin to develop brand new
skills that are going to be beneficial to everyone.
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9. A t h l e t e S t a r t . c o m
A team leader is someone who is good at personal development. This is
because as you go through life, and as you lead your team, things do
not stay the same. Part of personal development is focusing on
changing for the better, and helping yourself to learn the skills that are
necessary for you to change. When you become the leader of a team, no
matter what that team is dealing with and no matter what level of
expertise that team is at, you are going to be working with the same
people over time. You are also going to be doing the same things, no
matter what level of sports or business you are working in, and no
matter what number of things you have to do as a team leader.
However, as time goes on, you know that you are going to have to
change the way you do things. New skill sets come to the forefront, and
there is always something different that you can do to make your team
run smoother and to help your team excel. Therefore, you are going to
have to always be open to change, and ever ready to adapt to the times.
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10. A t h l e t e S t a r t . c o m
Personal development is like going to school - you are going to keep
your mind open to new possibilities and you are going to be able to
change and grow with the world around you. No matter what kind of
team leader you are to begin with, by working on your personal
development, you'll be able to get much stronger and much clearer in
your leadership style. This is the best way that you can excel at team
leadership.
What can you do to strengthen your team leadership?
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11. A t h l e t e S t a r t . c o m
Leadership Vision & Development
Leaders who are passionate about their vision (they ALWAYS have a
vision), are careful to make sure everyone on the team knows what that
vision is. They will indoctrinate everyone so that it is not simply a vision,
but a tangible part of the environment, so much so that it will go home
with their teammates at night. Everything that flows, then, is a reflection
of that vision, because the vision becomes the beacon that guides the
actions of everyone in the organization.
There are some things Leaders can do, if they want to develop their own
leadership skills:
1. Keep focused on the primary goal for your team. Never let yourself be
distracted from that.
2. Surround yourself not with those who only agree with you, but with
the right people for the job you need done, then lead them and provide
them the tools to do the job.
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12. A t h l e t e S t a r t . c o m
3. Recognize the benefits of having different personalities around you.
Not only do separate skill sets come with different personalities, but
different approaches that are essential to your team success.
4. Make sure things are working as you expect, and that you can make
appropriate changes timely. Failure to do this with speed up the failure
of your team or organization in total.
5. Know when you have exceeded your limitations, and acknowledge it.
Then get help to overcome it.
Each of us has the capability to be a leader. We will only become
effective leaders, however, when we lose our fear of making mistakes,
and share responsibility for achievement of the goals of the team. If
those goals are our individual measures of achievement, then the team
or organization will work to succeed and achieve; if they are not, we will
be the transient leader that gets things going, but fails by failing to share
credit and push for only the good of the team.
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13. A t h l e t e S t a r t . c o m
Leadership Skills & Traits
An important aspect of good leadership is the ability to work and relate
with others. There are ten qualities that characterize successful
leadership in the area of relating and communicating with other people.
1. Availability
A good leader is available and in touch with people. An important
leadership skill is the ability to recognize needs and be able to respond
to them quickly and in the moment.
2. Creating Positivity
A good leader realizes the importance of relationships and is proactive
in creating a positive atmosphere. Successful results are born out of
positivity rather than conflict. Good leadership will prioritize keeping
conflict and negativity to the minimum.
3. Approachability
A good leader is approachable and has an open door policy. Good
leadership creates an environment where openness and honesty can
occur in an atmosphere of fairness rather than judgment.
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14. A t h l e t e S t a r t . c o m
4. Appropriate use of authority
Don’t misuse your authority is the whole mark of good leadership. A
good leader will not use their position of authority for self promotion or
in a controlling manner. Successful leaders use their positional power
with wisdom and sensitivity to the appropriateness of the
circumstances.
5. Confidentiality
Good leaders conduct peep talks, 1on1 conversations and meetings in
an atmosphere of trust. They display appropriate confidentiality and
respect towards others and about others.
6. Self Motivated
Good leaders set and use goals to motivate themselves and others.
They understand the importance of personal and team development.
Successful leaders do what is necessary to upgrade their knowledge
and skills and be on the cutting edge in their field. Successful leaders
not only motivate themselves in personal development but also motivate
those around them.
lead groups without aggravating conflict and minimizing negativity.
They are skilled in creating a sense of team unity. They are good at
balancing the strengths and weaknesses of the team for best results.
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15. A t h l e t e S t a r t . c o m
7. Provide Support
Good leaders are able to provide positive support for those for whom
they are responsible. They recognize the importance of encouragement
and inspiring confidence and also give recognition of a job well done.
8. Maintaining Motivation and Team Spirit
A good leader provides motivation to improve the performance of their
team to challenge them to maintain quality results.
9. Clear Communication
A good leader is an excellent communicator. Their leadership involves
communicating clearly the goals and procedures required of a task.
They set clear, attainable, and measurable goals.
10. An Understanding of Group Dynamics
A good leader understands the dynamics of group relationships.
Successful leaders have the ability to lead groups without aggravating
conflict and minimizing negativity. They are skilled in creating a sense of
team unity. They are good at balancing the strengths and weaknesses of
the team for best results.
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16. A t h l e t e S t a r t . c o m
Leadership Quotes
Many times the words of others actually have far more impact and
insightfulness than when those words are read within the pages of a
dictionary. Quotations are rooted in actual performance, of leaders who
have been there done that. They can be easily incorporate into every part
of your life everyday.
These quotes helps to define or explain leadership:
Leaders are people who do the right thing; managers are people who do
things right. -Warren G. Bennis
Leadership appears to be the art of getting others to want to do something
you are convinced should be done. -Vance Packard
Leadership is all about getting results. -Peter Drucker
Leadership is getting someone to do what they don't want to do, to
achieve what they want to achieve. -Tom Landry
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17. A t h l e t e S t a r t . c o m
Leadership is the capacity to translate vision into reality. -Warren G.
Bennis
Leadership is solving problems. The day soldiers stop bringing you their
problems is the day you have stopped leading them. They have either lost
confidence that you can help or concluded you do not care. Either case is
a failure of leadership. -Colin Powell
The purpose of leadership quotes:
The very essence of leadership is that you have to have vision. You can't
blow an uncertain trumpet. -Theodore Hesburgh
The key to successful leadership today is influence, not authority. -Ken
Blanchard
The growth and development of people is the highest calling of leadership.
-Harvey S. Firestone
Leadership is unlocking people's potential to become better. -Bill Bradley
Leadership demands that we make tough choices. -Alan Autry
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18. A t h l e t e S t a r t . c o m
A sense of humor is part of the art of leadership, of getting along with
people, of getting things done. -Dwight David Eisenhower
More Leadership Quotes:
The only real training for leadership is leadership. -Anthony Jay
Leadership is the ability to do, not the ability to state. -Paul Von
Ringelheim
The supreme quality for leadership is unquestionably integrity. Without it,
no real success is possible, no matter whether it is on a section gang, a
football field, in an army or in an office. -Dwight David Eisenhower
Leadership is diving for a loose ball, getting the crowd involved, getting
other players involved. It's being able to take it as well as dish it out. That's
the only way you're going to get respect from the players. -Larry Bird
You can take these leadership quotations and transfer them to 3x5 index
cards. Read them 3 to 5 times each day and within a month you will
remember them. Then you can infuse them into your conversations with
teammates to business associates and show everybody just how smart
you really are.
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19. A t h l e t e S t a r t . c o m
Conclusion
We hope you develop a better understanding of leadership on completion
of this eBooklet. Only if this eBooklet is understood is it’s benefit
reached.
Or possibly you are trying to explain how to develop leaders within your
team, business, organization or community? This leadership eBooklet
may help you achieve that goal.
Keeping in mind the important points about leadership, we hope this
eBooklet on leadership proves to be very informative to you. Use this
information well and thanks for reading.
By Maurice Lawrence of Athlete Start
@AthleteStart @AthleteStart
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