Dhoni ceo
•Download as PPT, PDF•
0 likes•427 views
Sushil Sharma outlines three key managerial skills displayed by MSD: experimentation with innovative ideas, bold decision making, and remaining calm and focused as a leader. He emphasizes taking measured risks, backing one's team, and taking responsibility for decisions while giving credit to others and sharing success. Sharma also stresses accurately understanding one's business and choosing the right advisors.
Report
Share
Report
Share
Recommended
Building a winning team
1) The document provides guidelines for assessing the effectiveness of work teams using 10 indicators such as clear goals, participation, and self-assessment. It instructs the reader to rate their team on a scale for each indicator.
2) It discusses factors that contribute to team effectiveness such as context, composition, work design, and process. It also outlines the typical stages of team formation.
3) Highly effective teams are characterized by clear and shared goals, participation, empathy, consensus decision-making, and high trust. The document identifies common reasons why teams fail and provides solutions.
How to motivation for your team
The document provides tips for motivating teams and their personal development. It discusses how stressed employees are nowadays and the importance of motivation. Some key tips include being flexible to different personalities, avoiding excessive blame, setting clear goals, bonding with employees through social activities, providing public praise, ongoing training, and spending time with employees outside of work on Fridays. The overall message is that motivation requires effort and patience from leaders to effectively develop their teams.
Achieving out of failure
This document discusses expectations for team leaders in dealing with failure. It provides 7 tips: 1) reject placing blame and take responsibility for failures, 2) see failure as temporary rather than permanent, 3) view individual failures as isolated incidents rather than trends, 4) keep expectations realistic and goals achievable, 5) focus on strengths rather than weaknesses, 6) vary approaches if initial attempts don't work, and 7) bounce back from failures by keeping a positive direction. The purpose is to help leaders understand how to deal with setbacks and continue achieving goals despite failures.
Corporate Citizen - Mantra for Managerial Success- Vasudevan Easwaran
This document discusses aggressive managerial behavior and proposes a responsive approach as an alternative. Some managers act aggressively due to their own experiences with aggression early in life or career. This creates an unpleasant work environment with distrust and anxiety among employees. In contrast, responsive managers do not intimidate employees and prioritize collaboration over personal gain. They control their emotions, take time to understand issues from different perspectives, and aim to resolve conflicts cooperatively. The document advocates for managers to adopt a responsive approach to achieve organizational goals while maintaining a positive work culture.
How To Lead A Strong Team
The document discusses what makes a strong team and provides examples of both positive and negative leadership behaviors. Some keys to strong teams include quality leadership, treating individuals fairly, recognizing achievements, dealing with problems affecting the team, and involving staff in decision-making. Good leaders act as role models, demonstrate commitment, encourage new responsibilities, praise achievements, and provide explanations for decisions. Poor leaders do not communicate, make inaccurate assumptions, and fail to recognize contributions or deal with issues that impact the team. Staff suggest leaders get to know team members, recognize contributions, celebrate achievements, be fair, and involve staff in decisions.
The 10 golden rules of effective management
The document outlines 10 golden rules for effective management: 1) Be consistent in approach, rewards, and treatment of employees. 2) Focus on clear, accurate, and thorough communication. 3) Set team goals to inspire unified work. 4) Publicly reward hard work to motivate others. 5) Lead by example in behavior and work ethic. 6) Customize your approach for each individual employee. 7) Remain transparent to build trust. 8) Encourage all opinions and ideas to increase participation. 9) Help employees enjoy work through new elements. 10) Listen and ask questions to identify problems and work together.
Motivation-How to mitivate
This document discusses how individuals can be categorized as either promotion-focused or prevention-focused based on how they are motivated. Promotion-focused individuals work quickly, consider many alternatives, and seek positive feedback, while prevention-focused individuals work slowly and deliberately, stick to tried-and-true methods, and are more responsive to criticism. The document recommends that to maximize motivation, leaders and goals should be aligned with an individual's dominant focus, through choosing role models, framing goals, and providing feedback and incentives that fit their motivation type. Mismatches between an individual's focus and their leader or goals can decrease motivation and performance.
Good boss or great leader
Good bosses maintain control and get things done, while great leaders empower their team to solve problems creatively. Great leaders also carefully build a strong internal culture and attract and retain the right people. They ensure creativity and open communication are integrated into daily work so that employees feel empowered to drive improvement. Great leaders also focus on continuous learning and development so that personal growth is rewarded and the company benefits from new leaders rising from within.
Recommended
Building a winning team
1) The document provides guidelines for assessing the effectiveness of work teams using 10 indicators such as clear goals, participation, and self-assessment. It instructs the reader to rate their team on a scale for each indicator.
2) It discusses factors that contribute to team effectiveness such as context, composition, work design, and process. It also outlines the typical stages of team formation.
3) Highly effective teams are characterized by clear and shared goals, participation, empathy, consensus decision-making, and high trust. The document identifies common reasons why teams fail and provides solutions.
How to motivation for your team
The document provides tips for motivating teams and their personal development. It discusses how stressed employees are nowadays and the importance of motivation. Some key tips include being flexible to different personalities, avoiding excessive blame, setting clear goals, bonding with employees through social activities, providing public praise, ongoing training, and spending time with employees outside of work on Fridays. The overall message is that motivation requires effort and patience from leaders to effectively develop their teams.
Achieving out of failure
This document discusses expectations for team leaders in dealing with failure. It provides 7 tips: 1) reject placing blame and take responsibility for failures, 2) see failure as temporary rather than permanent, 3) view individual failures as isolated incidents rather than trends, 4) keep expectations realistic and goals achievable, 5) focus on strengths rather than weaknesses, 6) vary approaches if initial attempts don't work, and 7) bounce back from failures by keeping a positive direction. The purpose is to help leaders understand how to deal with setbacks and continue achieving goals despite failures.
Corporate Citizen - Mantra for Managerial Success- Vasudevan Easwaran
This document discusses aggressive managerial behavior and proposes a responsive approach as an alternative. Some managers act aggressively due to their own experiences with aggression early in life or career. This creates an unpleasant work environment with distrust and anxiety among employees. In contrast, responsive managers do not intimidate employees and prioritize collaboration over personal gain. They control their emotions, take time to understand issues from different perspectives, and aim to resolve conflicts cooperatively. The document advocates for managers to adopt a responsive approach to achieve organizational goals while maintaining a positive work culture.
How To Lead A Strong Team
The document discusses what makes a strong team and provides examples of both positive and negative leadership behaviors. Some keys to strong teams include quality leadership, treating individuals fairly, recognizing achievements, dealing with problems affecting the team, and involving staff in decision-making. Good leaders act as role models, demonstrate commitment, encourage new responsibilities, praise achievements, and provide explanations for decisions. Poor leaders do not communicate, make inaccurate assumptions, and fail to recognize contributions or deal with issues that impact the team. Staff suggest leaders get to know team members, recognize contributions, celebrate achievements, be fair, and involve staff in decisions.
The 10 golden rules of effective management
The document outlines 10 golden rules for effective management: 1) Be consistent in approach, rewards, and treatment of employees. 2) Focus on clear, accurate, and thorough communication. 3) Set team goals to inspire unified work. 4) Publicly reward hard work to motivate others. 5) Lead by example in behavior and work ethic. 6) Customize your approach for each individual employee. 7) Remain transparent to build trust. 8) Encourage all opinions and ideas to increase participation. 9) Help employees enjoy work through new elements. 10) Listen and ask questions to identify problems and work together.
Motivation-How to mitivate
This document discusses how individuals can be categorized as either promotion-focused or prevention-focused based on how they are motivated. Promotion-focused individuals work quickly, consider many alternatives, and seek positive feedback, while prevention-focused individuals work slowly and deliberately, stick to tried-and-true methods, and are more responsive to criticism. The document recommends that to maximize motivation, leaders and goals should be aligned with an individual's dominant focus, through choosing role models, framing goals, and providing feedback and incentives that fit their motivation type. Mismatches between an individual's focus and their leader or goals can decrease motivation and performance.
Good boss or great leader
Good bosses maintain control and get things done, while great leaders empower their team to solve problems creatively. Great leaders also carefully build a strong internal culture and attract and retain the right people. They ensure creativity and open communication are integrated into daily work so that employees feel empowered to drive improvement. Great leaders also focus on continuous learning and development so that personal growth is rewarded and the company benefits from new leaders rising from within.
6 things you're doing to demotivate your staff
This document outlines six things that demotivate employees: 1) not challenging staff or offering variety, 2) discouraging open communication, 3) not listening to staff, 4) being inflexible, 5) not recognizing accomplishments, and 6) not setting clear expectations. It suggests that challenging employees, encouraging communication, listening to staff, being flexible, celebrating accomplishments, and setting clear expectations can help motivate staff.
Change Management
1) Implementing change within an organization can be difficult and cause frustration as people naturally resist change, even positive change.
2) The first steps for a new leader should be to listen, probe, and learn by gathering anonymous employee feedback to understand issues and feel frustrated. This will help the leader formulate an effective action plan and build credibility.
3) By listening to all levels, the leader will learn the issues, gain buy-in for solutions, and be able to create a team approach to tackling challenges, leading to less resistance to the changes being made.
Leadership coaching models and coaching tools for managers
Your effectiveness can also be increased by looking at Leadership Coaching Models. Insights based on research shows that a positive mindset, backed by practical action, increases our effectiveness in challenging situations.
Unit 4: Getting the best from the people you lead
This document outlines a training program for developing leadership skills. The program contains 6 units that cover topics like giving effective feedback, enhancing personal influence, optimizing team performance, understanding personalities, and facilitating meetings. The primary goal of the program is to teach leaders how to get the very best from their team members. It discusses motivation and the factors that inspire people, including work-life balance, relationships, meaningful work, and career development. The document provides tips for motivating an unmotivated employee, such as asking what the leader can do to help and matching jobs to personal motives.
Counselling to Handle Stress
This Power Point presentation is a brief explanation of stress and about how counselling is carried out to handle stress. It also explains various activities used in councelling and the benefits of the same.
Staff motivation
This document discusses improving motivation for call center staff. It identifies key challenges like tedium of work, lack of career progression and training, and high stress. It suggests solutions like open communication, formal procedures, management meetings, and training. It provides indicators to measure the impact, like increased customer and employee satisfaction and reduced costs and stress. Finally, it discusses possible additional solutions like flexible schedules, coaching, improved compensation, and ensuring appropriate call routing.
Tips for effective team motivation
If you want to build a high performance team, then you absolutely have to learn how to motivate team members. Side benefits of this include high levels of team-member job satisfaction, and good staff retention.
You can stimulate high performance through providing interesting and challenging work, helping people set and achieve meaningful goals, and recognizing and rewarding high performance in ways that are valued by each individual.
Making a point of motivating people is a challenge in and of itself. Once you decide you are up to it, however, you too will reap the rewards and benefits. This creates a momentum that will help you and your team achieve great success.
North Shore Professionals Leadership Presentation By Martin Cooper
1. The document discusses qualities of great leadership based on a leader named Martin Cooper. It lists 9 key qualities: awareness, decisiveness, empathy, accountability, confidence, optimism, honesty, focus, and inspiration.
2. Some of the important leadership qualities it outlines are being aware of the difference between management and employees, making tough but timely decisions, taking responsibility and being accountable, having confidence that inspires others, and communicating goals to motivate high performance.
3. The document advocates that great leaders treat people with honesty and empathy, focus on planning and organization to achieve goals, and inspire others to continuously improve.
Unit 5: Managing team conflict and negotiations
This document outlines the contents of a training course on managing team conflict and negotiations. The course contains 6 units that cover characteristics of high performing teams, stages of team development, tools for leading teams, roles in teams, managing team conflict and negotiations, and developing team culture. Unit 5 focuses on managing team conflict and negotiations, identifying 5 styles of dealing with conflict - competing, accommodating, avoiding, collaborating, and compromising - and providing examples of when each style would be most appropriate. The document concludes with sample conflict situations and key messages around being flexible, not overusing one style, and practicing using all five conflict styles.
Ms 01
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )
Dear students get fully solved assignments
Leadership 101
The document discusses different perspectives on leadership from academics, business leaders, and researchers. It also covers characteristics of admired leaders, awareness, motivation, and what employees want in a job. Some key points:
- Academic definitions focus on influencing others with or without authority, while business leaders emphasize hiring the right people, communicating vision, and coaching others.
- Admired leaders are seen as honest, forward-looking, inspiring, competent, credible, fair-minded, and supportive.
- Motivation comes from personality, job attitudes, meeting needs at work, reward systems, expectations, goals, self-confidence, and fairness.
- Employees want interesting work, appreciation, involvement, security, pay, promotion
презентация
The document discusses qualities of effective leadership including communication skills, ambition, emotional balance, and motivating employees through challenging work and recognition, while poor leadership can result from doing all the work yourself, avoiding change, and lacking a clear mission or vision; recommendations include making clear expectations but giving employees freedom in their roles, acting as an instructor rather than a shoulder to lean on, and having understanding of the organization, oneself, and others.
Coaching Care
The document discusses coaching as a leadership tool to enhance employee performance. It defines coaching as an informal process of providing guidance, feedback, and encouragement through one-on-one interactions. Coaching benefits include improved performance, goal achievement, and accountability. Effective coaching involves setting expectations, monitoring performance, supporting employees, and recognizing good performance. Leaders should use an authoritative rather than authoritarian style, ask questions instead of telling, and maintain a compassionate and motivational approach.
Team Management skills
This document discusses important team management skills, including giving constructive feedback, delegating effectively, bringing out the best in others, communicating with different personality types, understanding employee work styles, proactively resolving problems, resolving disputes, and being willing to learn from the team. It provides explanations for why each skill is important and suggestions on how managers can work on and improve each skill, such as making feedback specific and actionable, setting clear expectations when delegating, listening to employees' ideas, practicing empathy, observing energy levels and work patterns, hosting weekly one-on-ones, and evaluating the team's ideas rather than always pushing their own. The skills are aimed at helping managers lead productive, high-performing teams.
Motivational techniques for managers
Did you know employee's productivity is directly linked with how motivated he feels. Only 27% are satisfied with the level of recognition they received at their workplace while 76% were not. So start motivating your workers with these simple Motivational Techniques
Personnel empowerment
This document discusses employee empowerment. It defines empowerment as encouraging employees to take responsibility for improving their jobs and contributing to organizational goals. Empowerment involves giving employees information, knowledge, power, and rewards. Key aspects of empowerment include self-efficacy, self-determination, impact, trust, and meaningfulness. Empowerment can be achieved through approaches like helping employees master their jobs, providing role models, allowing more control, and giving emotional support. Empowerment benefits organizations by creating intrapreneurship, effective leadership, and competitive advantages like speed and flexibility. However, barriers like managers clinging to authority and inadequate organizational climate can limit empowerment.
Motivation-Techniques and Examples
The document discusses various techniques for motivating employees in the workplace, including providing meaningful work, setting clear goals and expectations, and offering regular feedback. It also covers motivational theories like Herzberg's two-factor theory, which distinguishes between motivational factors like achievement and hygiene factors like salary. Specific motivators are discussed like financial incentives, benefits programs, and goal setting with rewards.
What makes a leader great 1
This document discusses the qualities of a great leader. It identifies several important leadership qualities including focus, confidence, positivity, learning from mistakes, strong communication skills, delegation, inspiring others, taking responsibility, and leading by example. For each quality, it provides strategies for developing that quality such as maintaining an importance/urgency grid, listing personal strengths daily, breaking down challenges, and dedicating time to demonstrate work. Overall, the document outlines essential skills and mindsets that are needed to be an effective leader.
Leadership and its dimensions
This document discusses the dimensions of leadership. It identifies 10 leadership dimensions: pioneering, energizing, affirming, inclusive, humble, deliberate, resolute, commanding, cooperative, and strategic. For each dimension, it outlines typical strengths and challenges, and provides recommendations to increase effectiveness. Overall, the document provides a framework for understanding different leadership styles and how leaders can improve based on their particular dimensions.
Chapter 14 (part 2) leadership slides
This document discusses various theories of leadership. It defines leadership as influencing others to achieve group or organizational goals. It distinguishes between the roles of managers and leaders, with managers focusing on efficiency and leaders focusing on vision and inspiration. The document examines the trait theory of leadership, which proposes that leaders are born with certain innate traits, and behavior theories that focus on what leaders do, such as consideration and initiating structure. It also discusses situational theories like contingency theory and path-goal theory that propose the most effective leadership style depends on factors of the situation. Emerging theories discussed include leader-member exchange theory and shared leadership.
Ms Dhoni as brand
A brand ambassador represents a company in a positive way by communicating the brand's message to consumers. MS Dhoni is an effective brand ambassador due to his reputation, leadership skills, and ability to appeal to people. He endorses brands by providing credibility, awareness, and an aspirational image that matches the brands' core values and attributes such as sporty, youthful, healthy, and stylish. Dhoni's success as a brand ambassador comes from his distinct personality that connects with audiences.
Dhoni
Dhoni has had an illustrious cricket career as the captain of the Indian ODI and T20 teams as well as the Test cricket team. He started his first-class career in 1992-2000 and had an impressive debut in One Day cricket against Pakistan in 2005, scoring 148 runs. As a wicket keeper, he holds the record for the highest runs scored by a wicket keeper. Most notably, he led India to winning the World Cup in 2011, their first title in 28 years.
More Related Content
What's hot
6 things you're doing to demotivate your staff
This document outlines six things that demotivate employees: 1) not challenging staff or offering variety, 2) discouraging open communication, 3) not listening to staff, 4) being inflexible, 5) not recognizing accomplishments, and 6) not setting clear expectations. It suggests that challenging employees, encouraging communication, listening to staff, being flexible, celebrating accomplishments, and setting clear expectations can help motivate staff.
Change Management
1) Implementing change within an organization can be difficult and cause frustration as people naturally resist change, even positive change.
2) The first steps for a new leader should be to listen, probe, and learn by gathering anonymous employee feedback to understand issues and feel frustrated. This will help the leader formulate an effective action plan and build credibility.
3) By listening to all levels, the leader will learn the issues, gain buy-in for solutions, and be able to create a team approach to tackling challenges, leading to less resistance to the changes being made.
Leadership coaching models and coaching tools for managers
Your effectiveness can also be increased by looking at Leadership Coaching Models. Insights based on research shows that a positive mindset, backed by practical action, increases our effectiveness in challenging situations.
Unit 4: Getting the best from the people you lead
This document outlines a training program for developing leadership skills. The program contains 6 units that cover topics like giving effective feedback, enhancing personal influence, optimizing team performance, understanding personalities, and facilitating meetings. The primary goal of the program is to teach leaders how to get the very best from their team members. It discusses motivation and the factors that inspire people, including work-life balance, relationships, meaningful work, and career development. The document provides tips for motivating an unmotivated employee, such as asking what the leader can do to help and matching jobs to personal motives.
Counselling to Handle Stress
This Power Point presentation is a brief explanation of stress and about how counselling is carried out to handle stress. It also explains various activities used in councelling and the benefits of the same.
Staff motivation
This document discusses improving motivation for call center staff. It identifies key challenges like tedium of work, lack of career progression and training, and high stress. It suggests solutions like open communication, formal procedures, management meetings, and training. It provides indicators to measure the impact, like increased customer and employee satisfaction and reduced costs and stress. Finally, it discusses possible additional solutions like flexible schedules, coaching, improved compensation, and ensuring appropriate call routing.
Tips for effective team motivation
If you want to build a high performance team, then you absolutely have to learn how to motivate team members. Side benefits of this include high levels of team-member job satisfaction, and good staff retention.
You can stimulate high performance through providing interesting and challenging work, helping people set and achieve meaningful goals, and recognizing and rewarding high performance in ways that are valued by each individual.
Making a point of motivating people is a challenge in and of itself. Once you decide you are up to it, however, you too will reap the rewards and benefits. This creates a momentum that will help you and your team achieve great success.
North Shore Professionals Leadership Presentation By Martin Cooper
1. The document discusses qualities of great leadership based on a leader named Martin Cooper. It lists 9 key qualities: awareness, decisiveness, empathy, accountability, confidence, optimism, honesty, focus, and inspiration.
2. Some of the important leadership qualities it outlines are being aware of the difference between management and employees, making tough but timely decisions, taking responsibility and being accountable, having confidence that inspires others, and communicating goals to motivate high performance.
3. The document advocates that great leaders treat people with honesty and empathy, focus on planning and organization to achieve goals, and inspire others to continuously improve.
Unit 5: Managing team conflict and negotiations
This document outlines the contents of a training course on managing team conflict and negotiations. The course contains 6 units that cover characteristics of high performing teams, stages of team development, tools for leading teams, roles in teams, managing team conflict and negotiations, and developing team culture. Unit 5 focuses on managing team conflict and negotiations, identifying 5 styles of dealing with conflict - competing, accommodating, avoiding, collaborating, and compromising - and providing examples of when each style would be most appropriate. The document concludes with sample conflict situations and key messages around being flexible, not overusing one style, and practicing using all five conflict styles.
Ms 01
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )
Dear students get fully solved assignments
Leadership 101
The document discusses different perspectives on leadership from academics, business leaders, and researchers. It also covers characteristics of admired leaders, awareness, motivation, and what employees want in a job. Some key points:
- Academic definitions focus on influencing others with or without authority, while business leaders emphasize hiring the right people, communicating vision, and coaching others.
- Admired leaders are seen as honest, forward-looking, inspiring, competent, credible, fair-minded, and supportive.
- Motivation comes from personality, job attitudes, meeting needs at work, reward systems, expectations, goals, self-confidence, and fairness.
- Employees want interesting work, appreciation, involvement, security, pay, promotion
презентация
The document discusses qualities of effective leadership including communication skills, ambition, emotional balance, and motivating employees through challenging work and recognition, while poor leadership can result from doing all the work yourself, avoiding change, and lacking a clear mission or vision; recommendations include making clear expectations but giving employees freedom in their roles, acting as an instructor rather than a shoulder to lean on, and having understanding of the organization, oneself, and others.
Coaching Care
The document discusses coaching as a leadership tool to enhance employee performance. It defines coaching as an informal process of providing guidance, feedback, and encouragement through one-on-one interactions. Coaching benefits include improved performance, goal achievement, and accountability. Effective coaching involves setting expectations, monitoring performance, supporting employees, and recognizing good performance. Leaders should use an authoritative rather than authoritarian style, ask questions instead of telling, and maintain a compassionate and motivational approach.
Team Management skills
This document discusses important team management skills, including giving constructive feedback, delegating effectively, bringing out the best in others, communicating with different personality types, understanding employee work styles, proactively resolving problems, resolving disputes, and being willing to learn from the team. It provides explanations for why each skill is important and suggestions on how managers can work on and improve each skill, such as making feedback specific and actionable, setting clear expectations when delegating, listening to employees' ideas, practicing empathy, observing energy levels and work patterns, hosting weekly one-on-ones, and evaluating the team's ideas rather than always pushing their own. The skills are aimed at helping managers lead productive, high-performing teams.
Motivational techniques for managers
Did you know employee's productivity is directly linked with how motivated he feels. Only 27% are satisfied with the level of recognition they received at their workplace while 76% were not. So start motivating your workers with these simple Motivational Techniques
Personnel empowerment
This document discusses employee empowerment. It defines empowerment as encouraging employees to take responsibility for improving their jobs and contributing to organizational goals. Empowerment involves giving employees information, knowledge, power, and rewards. Key aspects of empowerment include self-efficacy, self-determination, impact, trust, and meaningfulness. Empowerment can be achieved through approaches like helping employees master their jobs, providing role models, allowing more control, and giving emotional support. Empowerment benefits organizations by creating intrapreneurship, effective leadership, and competitive advantages like speed and flexibility. However, barriers like managers clinging to authority and inadequate organizational climate can limit empowerment.
Motivation-Techniques and Examples
The document discusses various techniques for motivating employees in the workplace, including providing meaningful work, setting clear goals and expectations, and offering regular feedback. It also covers motivational theories like Herzberg's two-factor theory, which distinguishes between motivational factors like achievement and hygiene factors like salary. Specific motivators are discussed like financial incentives, benefits programs, and goal setting with rewards.
What makes a leader great 1
This document discusses the qualities of a great leader. It identifies several important leadership qualities including focus, confidence, positivity, learning from mistakes, strong communication skills, delegation, inspiring others, taking responsibility, and leading by example. For each quality, it provides strategies for developing that quality such as maintaining an importance/urgency grid, listing personal strengths daily, breaking down challenges, and dedicating time to demonstrate work. Overall, the document outlines essential skills and mindsets that are needed to be an effective leader.
Leadership and its dimensions
This document discusses the dimensions of leadership. It identifies 10 leadership dimensions: pioneering, energizing, affirming, inclusive, humble, deliberate, resolute, commanding, cooperative, and strategic. For each dimension, it outlines typical strengths and challenges, and provides recommendations to increase effectiveness. Overall, the document provides a framework for understanding different leadership styles and how leaders can improve based on their particular dimensions.
Chapter 14 (part 2) leadership slides
This document discusses various theories of leadership. It defines leadership as influencing others to achieve group or organizational goals. It distinguishes between the roles of managers and leaders, with managers focusing on efficiency and leaders focusing on vision and inspiration. The document examines the trait theory of leadership, which proposes that leaders are born with certain innate traits, and behavior theories that focus on what leaders do, such as consideration and initiating structure. It also discusses situational theories like contingency theory and path-goal theory that propose the most effective leadership style depends on factors of the situation. Emerging theories discussed include leader-member exchange theory and shared leadership.
What's hot (20)
Leadership coaching models and coaching tools for managers
Leadership coaching models and coaching tools for managers
North Shore Professionals Leadership Presentation By Martin Cooper
North Shore Professionals Leadership Presentation By Martin Cooper
Viewers also liked
Ms Dhoni as brand
A brand ambassador represents a company in a positive way by communicating the brand's message to consumers. MS Dhoni is an effective brand ambassador due to his reputation, leadership skills, and ability to appeal to people. He endorses brands by providing credibility, awareness, and an aspirational image that matches the brands' core values and attributes such as sporty, youthful, healthy, and stylish. Dhoni's success as a brand ambassador comes from his distinct personality that connects with audiences.
Dhoni
Dhoni has had an illustrious cricket career as the captain of the Indian ODI and T20 teams as well as the Test cricket team. He started his first-class career in 1992-2000 and had an impressive debut in One Day cricket against Pakistan in 2005, scoring 148 runs. As a wicket keeper, he holds the record for the highest runs scored by a wicket keeper. Most notably, he led India to winning the World Cup in 2011, their first title in 28 years.
Leadership lessons msd
This document advertises a leadership seminar analyzing the leadership style of Mahendra Singh Dhoni using Neuro Linguistic Programming techniques. The seminar will be held on May 11th, 2013 at IIT Research Park in Chennai from 10am to 1pm and 2pm to 5pm. Attendees will learn how successful people think, talk and behave, improve their leadership skills, understand NLP basics, and influence people to perform, for a fee of Rs 300. Space is limited to 20 people on a first come, first served basis.
MY MAHI
Mahendra Singh Dhoni is a renowned Indian cricket player who was born in 1981 in Ranchi, India. He is known for his leadership as both a wicketkeeper and batsman for the Indian national cricket team. Some of Dhoni's accomplishments include leading India to win the 2007 ICC World Twenty20, the 2011 ICC Cricket World Cup, and helping India reach the number one spot in Test cricket rankings. Off the field, he has received many awards for his sporting success including the Padma Shri in 2009 and ICC ODI Player of the Year in 2009. Dhoni is considered a born leader who emphasizes teamwork, building trust, and remaining calm under pressure.
Dhoni the leader
This document summarizes leadership lessons from Indian cricket captain Mahendra Singh Dhoni. It was compiled by Sultan, Sweni, Yuvaraj, and Gopi. Some key points:
Dhoni rose from a small town in Jharkhand to become captain of the Indian cricket team. He is known for his cool temperament under pressure. The document outlines several of Dhoni's leadership lessons, including trusting his instincts in crucial decisions, performing when most needed, managing pressure successfully, respecting both seniors and juniors on the team, and accepting responsibility for mistakes rather than blaming others. Dhoni has inspired many and invoked respect through his leadership on and off the field.
My favourite personality "MS DHONI"
This presentation discusses Mahendra Singh Dhoni, the favorite personality of the presenter. It provides details about Dhoni's career as one of India's most successful cricket captains, leading India to win three major trophies. As a wicketkeeper and batsman, Dhoni is known for being a quick and successful wicketkeeper as well as a great finisher of games. He is admired for his confidence, risk-taking ability, and positive attitude. The presentation outlines Dhoni's personal life and business interests post-retirement from cricket.
Ms dhoni
Mahendra Singh Dhoni, known as "Captain Cool", is an Indian cricketer who serves as the current captain of the Indian national team. He was born in 1981 in Bihar and plays as a right-handed batsman and wicket-keeper. In his early life, Dhoni showed talent in cricket and was selected for local and state teams based on his performance. He is admired for his calm demeanor and ability to perform under pressure. Dhoni has avoided scandals and maintained a strong reputation throughout his career.
LEADER BY INSTINCT- MAHENDRA SINGH DHONI- ORGANIZATIONAL BEHAVIOUR
SUBJECT- MANAGEMENT INSIGHTS by carefully analysing mahendra singh dhoni's leadership styles and appylying the organizational behaviour theories in practicality- rather a different field altogether- sports and CRICKET!
MS DHONI - LEADERSHIP SKILLS
The document presents a leadership skills presentation on Indian cricket captain Mahendra Singh Dhoni. It introduces Dhoni, noting his hometown, position as captain and wicket keeper of the Indian cricket team. It lists his achievements, including being the only captain to win all three ICC trophies and holding the top test cricket ranking for 18 months. The presentation then outlines Dhoni's key leadership skills that inspire others, such as having vision, a positive attitude, taking risks, showing the way, having faith in teammates, staying cool under pressure, prioritizing his nation, and respecting his team members.
Dhoni
The document discusses a movie about Indian cricketer Mahendra Singh Dhoni. It provides details about the movie such as the director, producers, cast, date of release, and duration. It then analyzes aspects of Dhoni's leadership and career portrayed in the movie using various leadership theories and models such as the Johari Window, Pathos, Logos, Ethos, the Managerial Grid, the Big 5 Theory of leadership, and Fiedler's Model of leadership.
ICC Cricket World Cup 2011 Champions-INDIA
An Inspired India On Saturday 2nd April 2011 Night Regained The Coveted World Cup After 28 Years As They Suppressed Sri Lanka With A Six-Wicket Victory In A Nerve-Wrecking Final To Script A Glorious New Chapter In Their Cricketing History.
Leadership ( M.S Dhoni )
MS Dhoni is the captain of the Indian national cricket team. He was born in 1981 in Ranchi, Jharkhand and excelled in sports like badminton and football in school. Dhoni worked as a ticket examiner before becoming a professional cricketer. As captain, he led India to win the 2007 T20 World Cup, the 2011 ODI World Cup, and the 2013 Champions Trophy, becoming the only captain to win all three major ICC trophies. He is one of the highest paid cricketers and earns over $31 million per year from playing contracts and endorsements.
DHONI - A LEADER
This document provides an overview of Indian cricket captain Mahendra Singh Dhoni, including his career highlights and achievements. It then outlines 7 leadership lessons that can be learned from Dhoni's captaincy style. These include having a clear vision, maintaining a positive attitude, taking calculated risks, leading by example on the field, remaining cool under pressure, inspiring the team to perform at their best, and treating all players with humility and respect. Dhoni is praised by teammates like Tendulkar and coaches like Kirsten for his successful leadership of the Indian cricket team.
Viewers also liked (13)
LEADER BY INSTINCT- MAHENDRA SINGH DHONI- ORGANIZATIONAL BEHAVIOUR
LEADER BY INSTINCT- MAHENDRA SINGH DHONI- ORGANIZATIONAL BEHAVIOUR
Similar to Dhoni ceo
Wcm Cm Lecture 6 2004
Managing successful teams requires common objectives, commitment from all members, effective communication, confidence in one another, enjoyment of working together, good leadership, involvement from everyone, trust between members, understanding of roles, adherence to standards, and support for one another. Regular training, clear communication, addressing conflicts promptly, and assessing performance help teams continue functioning well together over time.
5 practices of leadership
Leadership involves guiding others to achieve a shared vision. Effective leadership requires mastering five key practices: modeling the way, inspiring a shared vision, challenging the process, enabling others to act, and encouraging the heart. A leader leads by example, motivates others towards a joint goal, takes risks and encourages new ideas, empowers team members, and recognizes individual contributions to build morale.
Building a Champion Team
The document discusses strategies for developing champion teams, including establishing clear goals and responsibilities, providing recognition, and fostering regular communication. It outlines both challenges that can arise in teams, such as independent workers preferring to work alone, and advantages of teams, including generating new ideas. The document provides tips for team leaders to motivate their group, such as using delegating tasks, providing feedback, and facilitating discussions to resolve conflicts.
Leadership - One life influencing another
IE Express Yourself - Presentation by Santhosh Kumar Sivakumar
Describe the most outstanding leader you have worked with. Indicate some aspects of the way you work that are similar to the way this leader works and others that are different.
Mmi leadership 5
The document discusses managing teams and provides guidance on key aspects of team management including:
1) Defining what a team is and when to create teams such as when specialized skills are needed or interdependence is high.
2) How teams can benefit an organization through increased performance, flexibility, and learning.
3) Effective techniques for managing teams such as embracing diversity and goals while also fostering support and confrontation among members.
Building High Performance Teams
The document discusses building high performance teams. It outlines the typical stages of team development: forming, storming, norming, performing, and adjourning. It describes the leader's role in guiding the team through each stage, such as communicating objectives during forming and stepping back to allow the team autonomy during performing. Characteristics of high performance teams are also presented, like shared responsibility, commitment, and mutual respect. The document provides tips for building a high performance team culture through training, recognition, communication, and engagement. It concludes with inviting questions about the topic.
Tuckman's group development (Summary)
The forming–storming–norming–performing model of group development was first proposed by Bruce Tuckman in 1965, who mentioned that these phases are all necessary and inevitable in order for the team to grow, to face up to challenges, to tackle problems, to find solutions, to plan work, and to deliver results. This model has become the basis for subsequent models.
You r the hero
Leadership requires making people feel important through recognition, appreciation and acknowledging their contributions. A leader must recognize both individual and group achievements, and reward successful completion of missions. Leaders should encourage full participation by welcoming suggestions, coaching team members, delegating meaningful tasks and providing challenging assignments. They must also provide adequate support through close communication, sufficient training, resources and time. Promoting cooperation, sharing of information and compromise builds team spirit. Utilizing diverse skills and experiences while providing leadership, support and encouragement improves efficiency, quality and motivation. Working as a team allows everyone to achieve more.
Team leading 448
A team is a group committed to a common purpose and goals, where members are mutually accountable. A team leader is the point of communication between the team and management and assists the team in implementing approved changes. Effective team leadership requires building trust, acting with coherence between words and deeds, having competence and surrounding oneself with competent others, fostering collaboration, driving the team towards excellence through competition, and ensuring all members contribute. Leaders must focus on the mission and inspire others, be authentic, courageous when challenged, and empathetic through open dialogue.
Building A Team
The document discusses building effective teams. It defines a team and lists their key characteristics as having common goals, mutual accountability, trust, collaboration and synergy. It examines the role of teams in organizations and what makes them effective. An effective team has clearly defined goals, participation from all members, feedback, shared decision making, distributed leadership, and handles conflicts constructively. The role of the team leader is to create a vision, select members, provide leadership, and represent the team. Building an effective team involves setting clear goals, selecting members, providing training and rewards, and developing trust and cohesion.
Team Building
This document discusses the key aspects of effective team building. It defines a team as a collection of individuals working together towards a common goal. The benefits of teamwork include sharing knowledge and skills, division of labor, and improved communication. Challenges can include clashes of personality, power struggles, and poor communication. Teams typically go through forming, storming, norming, performing, and mourning stages as they develop. Maintaining good communication, focusing on shared goals, and ensuring equality among members can help teams be successful. Individual roles and strengths, as well as ongoing training, are important for optimizing team dynamics and performance.
Leadership & Impact On Organisation Climate
The document discusses six different leadership styles and their impact on organizational climate. It analyzes each style's positive and negative aspects, when each style works best, and how they affect key factors like flexibility, standards, feedback and rewards, mission clarity, and commitment. Overall, styles that build loyalty, offer feedback, create a sense of belonging, and motivate people to a clear direction maximize commitment and performance. The most effective leaders blend multiple styles to suit different situations.
High Performance Teams 09
This document discusses building high-performance teams. It explains that teams are inherently dysfunctional because they are made up of imperfect humans. Building an effective team requires mastering behaviors that foster trust, overcome fear of conflict, drive commitment, encourage accountability, and focus on results. The leader's role is to demonstrate vulnerability, reduce fear of conflict, expect commitment, enhance accountability, and focus on collective results. Mastering these behaviors can help teams perform at their highest level.
Leadership Development by WINSYS SMC
This document discusses how to create high-performing teams through team building and developing leadership and decision-making skills. It emphasizes that teams require a common purpose, depend on each member's strengths and weaknesses, and need qualitative culture with a sense of direction, belonging, and identity. High-performing teams have committed leaders, competent members who trust each other, and skills like clear communication, conflict resolution, and appreciation of others that foster good team spirit and prevent self-interest from causing failure. The goal is to empower teams and develop techniques that promote teamwork.
Peak Performing Teams
This slide show highlights how teams succeed and why they succeed as well as when they do not work.
Effective Leadership of Agile Organizations: Building a Culture of Servant Le...
Effective Leadership of Agile Organizations: Building a Culture of Servant Le...Tata Consultancy Services
: Learn how to evolve to agile via a multi-pronged approach from examples of leaders who have successfully built an agile culture by empowering their teams to do their best work.Peak Performing Teams
This document discusses the characteristics of high performing teams. It begins with quotes from business leaders about teamwork and defines peak performance as the ability to consistently achieve high performance. It then lists famous sports franchises known for teamwork and discusses key aspects of high performing teams like iconic players, constantly raising standards, and passion. The rest of the document outlines frameworks for analyzing team dynamics, types of teams, identifying a team's purpose, metrics for evaluation, and the five dysfunctions that can undermine team performance: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results.
Team leaders
1) Teams go through four stages of development: forming, storming, norming, and performing. Each stage builds on the previous one and prepares the team for high performance.
2) Key factors that contribute to high performing teams include clear goals, trust between members, embracing conflict, strong commitment, and focus on results.
3) Common dysfunctions that undermine team performance are an absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results.
Forming Effective Teams
This document provides information on forming effective teams in healthcare settings. It discusses the importance of teams and defines what constitutes a team. Characteristics of effective teams include shared goals, clear roles, mutual trust, effective communication, and measurable processes and outcomes. Barriers to effective teamwork include dysfunction, mistrust, and poor communication. Facilitators include well-defined goals and objectives, selecting members based on skills, having defined roles for each member, developing mutual respect and trust, and effective management. The document also discusses team inputs like structure, composition, and leadership as well as processes like conflict management, communication, and shared mental models that influence outcomes like performance and satisfaction.
Week 8 - Rules of the Road (2024) - What We Got To.pdf
Week 8 - Rules of the Road (2024) - What We Got To.pdf
Similar to Dhoni ceo (20)
Effective Leadership of Agile Organizations: Building a Culture of Servant Le...
Effective Leadership of Agile Organizations: Building a Culture of Servant Le...
Week 8 - Rules of the Road (2024) - What We Got To.pdf
Week 8 - Rules of the Road (2024) - What We Got To.pdf
Recently uploaded
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Authentically Social by Corey Perlman - EO Puerto Rico
Authentically Social by Corey Perlman - EO Puerto RicoCorey Perlman, Social Media Speaker and Consultant
Social media for business Call8328958814 satta matka Kalyan result satta guessing
Satta Matka Kalyan Main Mumbai Fastest Results
Satta Matka ❋ Sattamatka ❋ New Mumbai Ratan Satta Matka ❋ Fast Matka ❋ Milan Market ❋ Kalyan Matka Results ❋ Satta Game ❋ Matka Game ❋ Satta Matka ❋ Kalyan Satta Matka ❋ Mumbai Main ❋ Online Matka Results ❋ Satta Matka Tips ❋ Milan Chart ❋ Satta Matka Boss❋ New Star Day ❋ Satta King ❋ Live Satta Matka Results ❋ Satta Matka Company ❋ Indian Matka ❋ Satta Matka 143❋ Kalyan Night Matka..
The latest Heat Pump Manual from Newentide
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Easily Verify Compliance and Security with Binance KYC
Use our simple KYC verification guide to make sure your Binance account is safe and compliant. Discover the fundamentals, appreciate the significance of KYC, and trade on one of the biggest cryptocurrency exchanges with confidence.
DearbornMusic-KatherineJasperFullSailUni
My powerpoint presentation for my Music Retail and Distribution class at Full Sail University
TIMES BPO: Business Plan For Startup Industry
Starting a business is like embarking on an unpredictable adventure. It’s a journey filled with highs and lows, victories and defeats. But what if I told you that those setbacks and failures could be the very stepping stones that lead you to fortune? Let’s explore how resilience, adaptability, and strategic thinking can transform adversity into opportunity.
Part 2 Deep Dive: Navigating the 2024 Slowdown
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Building Your Employer Brand with Social Media
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
Creative Web Design Company in Singapore
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...
The Strategy Implementation System offers a structured approach to translating stakeholder needs into actionable strategies using high-level and low-level scorecards. It involves stakeholder analysis, strategy decomposition, adoption of strategic frameworks like Balanced Scorecard or OKR, and alignment of goals, initiatives, and KPIs.
Key Components:
- Stakeholder Analysis
- Strategy Decomposition
- Adoption of Business Frameworks
- Goal Setting
- Initiatives and Action Plans
- KPIs and Performance Metrics
- Learning and Adaptation
- Alignment and Cascading of Scorecards
Benefits:
- Systematic strategy formulation and execution.
- Framework flexibility and automation.
- Enhanced alignment and strategic focus across the organization.
Understanding User Needs and Satisfying Them
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
2022 Vintage Roman Numerals Men Rings
Discover timeless style with the 2022 Vintage Roman Numerals Men's Ring. Crafted from premium stainless steel, this 6mm wide ring embodies elegance and durability. Perfect as a gift, it seamlessly blends classic Roman numeral detailing with modern sophistication, making it an ideal accessory for any occasion.
https://rb.gy/usj1a2
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
On episode 272 of the Digital and Social Media Sports Podcast, Neil chatted with Brian Fitzsimmons, Director of Licensing and Business Development for Barstool Sports.
What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...❼❷⓿❺❻❷❽❷❼❽ Dpboss Kalyan Satta Matka Guessing Matka Result Main Bazar chart
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Final ank Satta Matka Dpbos Final ank Satta Matta Matka 143 Kalyan Matka Guessing Final Matka Final ank Today Matka 420 Satta Batta Satta 143 Kalyan Chart Main Bazar Chart vip Matka Guessing Dpboss 143 Guessing Kalyan night Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
SATTA MATKA SATTA FAST RESULT KALYAN TOP MATKA RESULT KALYAN SATTA MATKA FAST RESULT MILAN RATAN RAJDHANI MAIN BAZAR MATKA FAST TIPS RESULT MATKA CHART JODI CHART PANEL CHART FREE FIX GAME SATTAMATKA ! MATKA MOBI SATTA 143 spboss.in TOP NO1 RESULT FULL RATE MATKA ONLINE GAME PLAY BY APP SPBOSSBusiness storytelling: key ingredients to a story
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
Best Forex Brokers Comparison in INDIA 2024
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
2024-6-01-IMPACTSilver-Corp-Presentation.pdf
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
Recently uploaded (20)
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Authentically Social by Corey Perlman - EO Puerto Rico
Authentically Social by Corey Perlman - EO Puerto Rico
Call8328958814 satta matka Kalyan result satta guessing
Call8328958814 satta matka Kalyan result satta guessing
Easily Verify Compliance and Security with Binance KYC
Easily Verify Compliance and Security with Binance KYC
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Dhoni ceo
- 1. EXPERIMENTATION INNOVATIVE IDEAS DECISION MAKING THREE KEY MANAGERIAL SKILLS DISPLAYED BY MSD
- 2. Strech the Goal Stretch the Goal SUSHIL SHARMA
- 3. AS A LEADER REMAIN CALM AND FOCUSED SUSHIL SHARMA
- 4. BOLD DECISIONS; CORRECT THEM TRUTHFULLY IF NEEDED
- 5. Attack the Problem from Front
- 6. Do not Hesitate to take the decisions in tough situations
- 7. Fearlessly Take the Challenge
- 8. Be Prepared to Face the Consequences of Decisions
- 9. Work with Determination to achieve
- 10. Identify the Role of Each Team Member
- 11. Assign the Role and Expect Good Performance
- 12. Create the Environment of Openness, Respect the Opinion
- 13. Help Team Member as and When Required
- 14. Take the Burden of the Team and Set Example
- 15. Take Measured Risks and Back the Team
- 16. If Situation Demands the Change, Strategically Take the Challenge
- 17. Have Faith in the Ability of the Team Members
- 18. Consistent Approach with Passion Towards Goal Achievement
- 19. Take the Full Responsibility
- 20. Give Credit to Others
- 21. Share the Joy of Success with Every One
- 22. Know the Business Accurately and choose Right Advisors
- 23. THANKS Presented by Sushil Sharma VP-HR Bajajsons Ltd.