Do or Die, Delegate!
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Learn to use Delegation as a secret to Leadership Success in this presentation. You'll also find out how the top 5 delegation challenges, the pitfalls when you don’t delegate, a delegation worksheet and much more!
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Сайт конференції: http://pmday.com.ua
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Your team is already running along with JIRA, Confluence, or HipChat enabling you to deliver awesome projects. But can they help you with team culture? How can you use the tools your team already has in place to cultivate an innovative and open culture?
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Андрій Скуратов «Парадокси Лідерства: як керівнику отримати більше і при цьом...
Андрій Скуратов «Парадокси Лідерства: як керівнику отримати більше і при цьом...
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Bbl Breakthrough Leadership Mod 8 17 July2008
Building Trust – The Foundation of Results
Trust takes a long time to build and only a moment to destroy. Business is about achieving results, and these results depend greatly on human relationships. Relationships with high levels of trust generate greater success with far greater efficiency than when trust is low. The leader sets the tone for trust in a relationship or team through the values, language and behaviors that they practice. Building trust involves taking risk, and the leader must make the first move. The #1 way for a leader to build trust is to make themselves vulnerable. In this module we will explore what builds trust, what weakens trust, and how to repair broken trust. Based in part on Patrick Lencioni’s book “The Five Dysfunctions of a Team”, this module will prepare you to measurably increase trust in relationships and teams. Taking time to build trust is an excellent investment as it will greatly speed the process of generating the business results that you desire and require.
Leadership for optimal performance
Law enforcement is a profession that is constantly dealing with the pressures of risk, politics, and morale, understanding key issues helps leaders improve the organizational performance and safety.
Five levels of leadership session handout
This document outlines John Maxwell's five levels of leadership. It discusses that each level builds on the previous one and it takes time to progress through the levels. Level 1 leadership relies on titles and status, while level 4 leadership focuses on empowering and enabling others. The document encourages readers to reflect on what level of leadership they currently demonstrate and provides tips on shifting from a level 1 to a higher level of leadership by being developed by a level 4 leader.
How to be an Effective Leader.
This document outlines traits of effective leadership. It discusses the importance of communication, having an elevator pitch, motivating others, team building, risk taking, and setting clear visions and goals. Specific tips are provided for each trait. The document concludes with suggesting potential group activities leaders could facilitate to practice these skills, such as planning fundraising events or addressing lack of awareness about upcoming activities. Effective leadership requires strong communication, inspiration, teamwork, calculated risk-taking, and articulating a shared direction according to this overview.
Change Management - 5 Steps To Drive Change In your Company
The document discusses why most change initiatives fail in organizations and provides 5 steps to successfully drive change. It states that change initiatives often fail because people do not understand how the change will impact them, they are not trained or helped to adapt to the change, they are not involved in the change process, they are not inspired by the benefits of the change, and there are no examples that demonstrate the change is occurring. It then outlines 5 steps to drive successful change: create urgency, provide clarity on why and how the change is happening, help people understand how things will change, provide training, involve key people and get feedback, explain the benefits, and identify examples of the change taking place.
Good to Great Legendary SD.pptx
The document discusses the concept of Level 5 Leadership as identified in Jim Collins' research on companies that transitioned from good to great. Level 5 Leadership represents the highest level of leadership capabilities. Leaders at Level 5 are ambitious first and foremost for the company rather than themselves. They are humble and credit others for success but take full responsibility for failures without blaming external factors. Level 5 Leadership is necessary but not sufficient on its own for transforming a company from good to great. Other factors like getting the right people on the team and establishing a culture of discipline are also important.
Rui Serapicos prospective assessment
The document provides an assessment of Rui Serapicos's top 5 leadership characteristics, which are Understanding the Business, Acting with Honor and Character, Creating the New and Different, Relating Skills, and Inspiring Others. It also identifies potential blind spots and hidden strengths, and provides insights on how Rui compares to others in these skills based on research.
HOW TO ADOPT A SERVANT LEADERSHIP MINDSET AT YOUR ORGANIZATION
In most organizations, the leaders are the ones that hold the power. Their leadership style resembles one of a traditional hierarchy, where the leaders sit on a pedestal while making commands, have the control, and demand certain outcomes from their employees. Servant leaders are disrupting this traditional style of leading by putting the employees first, and research is finding that this disruption of the leadership status quo has many benefits.
Join Libby Powers from BizLibrary, as she explains the positive outcomes of leading from last. Adopting a servant leadership mindset will not only improve the leadership skills of the person who leads, but the whole organization will flourish with improvements in common business challenges like employee engagement and retention.
In this webinar, you’ll learn:
The qualities of a servant leader
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Why companies need more servant leaders
April 22: Maintaining high trust through change with Peter Muir
Building trust is the most important ingredient to engage your employees, teams, and your customers. In low-trust environments we see disengagement, politics, turnover, and lost customers. How can we maintain a high-trust relationship in uncertain times and ensure that our teams BELIEVE it.
Abdallah mostafah kohif prospective assessment
The document provides the results of an online assessment taken by Abdallah Mostafah Kohif through Korn/Ferry's ProSpective Assessment tool. It identifies his top 5 leadership characteristics as Understanding the Business, Communicating Effectively, Focusing on the Bottom Line, Managing Work Processes, and Relating Skills. It also analyzes potential blind spots, hidden strengths, problem areas, and provides suggestions for improvement.
What makes a good leader
The document discusses the qualities of good leadership. It identifies the "5 C's" that make a good leader: communication, confidence, commitment, creativity, and giving credit where credit is due. Effective leaders communicate clearly with their team, have confidence in their own decisions to inspire the team, are committed to goals and the team, spark creativity among team members, and praise employees for their successes. Overall, good leaders connect with their team on a personal level to empower them and drive productivity.
Leadership power point
This document outlines a leadership training program that aims to help leaders change from controlling styles to empowering styles. The program objectives are to help leaders recognize themselves as leaders, understand empowering practices, commit to leading from a strategic viewpoint, find balance among leadership roles, improve productivity, understand team leadership, set clear expectations, and empower others. The program will cover principles of empowering leadership such as having a vision, building trust, inspiring commitment, acting as an architect, and having positive beliefs.
Simona Urechescu Pro Spective Assessment
I just discovered my Top 5 Leadership Characteristics through Korn/Ferry\'s ProSpective Assessment on LinkedIn.
Good to Great Worksheet
The document discusses 5 habits for developing strategic acumen: 1) Business Acumen, 2) Strategic Agility, 3) Influencing others, 4) Building Alliances, and 5) Consistent Best Practices. It provides questions to help the reader assess their skills in each area and identifies actions to improve, such as surrounding oneself with supportive people, focusing career efforts, and establishing review systems to track progress towards goals. The overall aim is to help readers "catapult from good to great" in their career and leadership abilities.
Dawn McCrayProSpective Assessment
This document summarizes the results of an online career assessment tool called ProSpective Assessment created by Korn/Ferry International. It analyzes an individual's top 5 leadership characteristics based on research, which for the person assessed are Managing Up, Communicating Effectively, Inspiring Others, Creating the New and Different, and Getting Organized. It also identifies potential blind spots and hidden strengths, and suggests areas for development. No problem areas were found for this individual.
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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.
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Digital Transformation Frameworks: Driving Digital Excellence
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
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MIT’s Digital Transformation Framework
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Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
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Cognizant’s Digital Transformation Framework
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The BCG Strategy Palette
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Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
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Do or Die, Delegate!
- 1. Do or Die, Delegate!Do or Die, Delegate!Do or Die, Delegate!Do or Die, Delegate! The Secret to Leadership Success Shelley Hammell www.thesagealliance.com
- 2. Do you Delegate Enough?Do you Delegate Enough?Do you Delegate Enough?Do you Delegate Enough? © Sage Alliance 2005 – 2016 www.thesagealliance.com 2
- 3. 1. I don’t have time to train someone 2. No one else can do it as well as I do it 3. No one else can do it the way I do it 4. I can do it faster than someone else can do it 5. I feel bad giving my direct reports menial tasks Top 5 Delegation ChallengesTop 5 Delegation ChallengesTop 5 Delegation ChallengesTop 5 Delegation Challenges © Sage Alliance 2005 – 2016 www.thesagealliance.com 3
- 4. 1. I’m actively involved in the decision making on an important project 2. I frequently check-in and request updates on the project status 3. If asked by a higher-up to do something, I automatically take it on! 4. I pride myself in preventing my team members from making the mistakes I’ve made SelfSelfSelfSelf----Assessment: You May be AAssessment: You May be AAssessment: You May be AAssessment: You May be A Micro Manager if…Micro Manager if…Micro Manager if…Micro Manager if… © Sage Alliance 2005 – 2016 www.thesagealliance.com 4
- 5. • Low morale • Disempowered employees • Trust is eroded • Decline in productivity • Diminishes your own productivity The Pitfalls when you don’t delegateThe Pitfalls when you don’t delegateThe Pitfalls when you don’t delegateThe Pitfalls when you don’t delegate 5© Sage Alliance 2005 – 2016 www.thesagealliance.com
- 6. Delegation Matrix:Delegation Matrix:Delegation Matrix:Delegation Matrix: Assess Your TeamAssess Your TeamAssess Your TeamAssess Your Team 6© Sage Alliance 2005 – 2016 www.thesagealliance.com High TrustHigh TrustHigh TrustHigh Trust Low CapabilityLow CapabilityLow CapabilityLow Capability High CapabilityHigh CapabilityHigh CapabilityHigh Capability High TrustHigh TrustHigh TrustHigh Trust Low CapabilityLow CapabilityLow CapabilityLow Capability Low TrustLow TrustLow TrustLow Trust High CapabilityHigh CapabilityHigh CapabilityHigh Capability Low TrustLow TrustLow TrustLow Trust CapabilityCapabilityCapabilityCapability TrustTrustTrustTrust
- 7. • Shifts your focus to high priority items • Enables you to “let go” • Teaches others • Helps you grow as a leader Delegation Serves Several PurposesDelegation Serves Several PurposesDelegation Serves Several PurposesDelegation Serves Several Purposes 7© Sage Alliance 2005 – 2016 www.thesagealliance.com
- 8. 1. Say “NO” 2. Identify skill gaps and needed training 3. Position team for “safe failure” 4. Set expectations 5. Create accountability 6. Manage outcomes 7. Follow-up 7 Success Factors7 Success Factors7 Success Factors7 Success Factors 8© Sage Alliance 2005 – 2016 www.thesagealliance.com
- 9. Delegation WorksheetDelegation WorksheetDelegation WorksheetDelegation Worksheet 9© Sage Alliance 2005 – 2016 www.thesagealliance.com Must DoMust DoMust DoMust Do (Only(Only(Only(Only I can do this)I can do this)I can do this)I can do this) Delegate NowDelegate NowDelegate NowDelegate Now (Project(Project(Project(Projects others can lead)s others can lead)s others can lead)s others can lead) Delegate LaterDelegate LaterDelegate LaterDelegate Later (30(30(30(30 –––– 60606060 –––– 90 days)90 days)90 days)90 days)
- 10. David AllenDavid AllenDavid AllenDavid Allen AuthorAuthorAuthorAuthor © Sage Alliance 2005 – 2016 www.thesagealliance.com “You can do Anything but You can’t do Everything!” 10
- 11. Thank You!Thank You!Thank You!Thank You! Shelley Hammell President Sage Alliance, Inc. shammell@thesagealliance.com www.thesagealliance.com 404.680.6186