The document discusses seven enduring truths about leadership in tough times based on the research of Jim Kouzes and Barry Posner.
1. Challenge is an opportunity for greatness. Historical leaders like Lincoln and Gandhi achieved great things during times of adversity.
2. Credibility is the foundation of leadership. Honesty and trustworthiness are the most admired qualities in a leader.
3. Personal values drive commitment to an organization. Leaders must clearly communicate what they and the organization stand for.
4. Modeling the way has the most impact on leadership effectiveness. Leaders must act in a way that is consistent with the values they espouse.
5. Being forward-looking differentiates
1) Leaders must treat employees as people in order to earn trust, which requires extending trust to others.
2) Strong leaders protect the organization from internal rivalries by focusing on the well-being of all employees and making everyone feel like valued members of the group.
3) Building a cohesive culture where people feel cared for and supported is key to an organization's long term success.
The document discusses six styles of leadership: 1) Coercive Leader - "Do What I Say", 2) Pacesetting Leader - "Do as I do now", 3) Authoritative Leader - "Come with Me", 4) Affiliative Leader - "People come first", 5) Democratic Leader - "What do you think?", and 6) Coaching Leader - "Try it". It also provides quotes about leadership from various authors, focusing on the importance of leadership being about future generations, leading by example, and continually seeking feedback to improve.
This document discusses the importance of effective leadership and management. It provides tips for hiring the right people, coaching employees, dealing with different types of workers, improving communication, prioritizing work, holding productive meetings, demonstrating integrity, making quick decisions, developing confidence, and taking action to make a difference. The overall message is that leaders must focus on developing their team, communicating clearly, handling problems directly, and taking initiative to guide the organization successfully.
"Leaders Eat Last: Why Some Teams Come Together and Others Don't" by Simon SinekFractl
19 of our favorite leadership and marketing quotes from Simon Sinek's keynote presentation at Inbound 2014.Get 288 more takeaways from Rand Fishkin, Chris Brogan, and more in our free eBook at http://research.frac.tl/inbound-2014-takeaways.
This document discusses 21 qualities of effective leadership: character, charisma, commitment, communication, competence, courage, discernment, focus, generosity, initiative, listening, passion, positive attitude, problem solving, relationships, responsibility, security, self-discipline, servant hood, teachability, and vision. Each quality is briefly defined and leaders are quoted emphasizing the importance of that quality. The document encourages developing these qualities to become a strong leader that others will want to follow.
The document discusses the importance of trust and how to build self-trust and trust with others. It identifies four core sources of building self-trust: integrity, intent, capabilities, and results. It then provides guidance on developing each of these sources, with a focus on integrity, intentions, capabilities, and getting results. Key behaviors for building trust with others include assertive communication, showing respect, transparency, admitting mistakes, giving credit to others, delivering results, continuous learning, confronting reality, clear expectations, accountability, listening, follow-through, and extending trust to others. The overall message is that trust is essential for teams and relationships, and it is developed through consistency, competence, and character.
The document discusses the nature of women in business according to their horoscope signs. It provides the strengths and weaknesses of women with different zodiac signs in business contexts. It also discusses several high-profile women business leaders from Pakistan and their careers. The document then lists favorable and unfavorable characteristics of women as bosses compared to men, and provides some evidence from studies on perceptions of male versus female managers.
This document discusses the importance and economics of trust. It argues that trust is essential for organizations and that a lack of trust acts as a "tax" that slows performance. It identifies behaviors that build trust, such as talking straight, demonstrating respect, and keeping commitments. These trust-building behaviors are important for developing relationships, organizations, and market trust. The conclusion emphasizes that trust, once broken, can be restored and that trust is a quantifiable quality that allows for faster results when high.
1) Leaders must treat employees as people in order to earn trust, which requires extending trust to others.
2) Strong leaders protect the organization from internal rivalries by focusing on the well-being of all employees and making everyone feel like valued members of the group.
3) Building a cohesive culture where people feel cared for and supported is key to an organization's long term success.
The document discusses six styles of leadership: 1) Coercive Leader - "Do What I Say", 2) Pacesetting Leader - "Do as I do now", 3) Authoritative Leader - "Come with Me", 4) Affiliative Leader - "People come first", 5) Democratic Leader - "What do you think?", and 6) Coaching Leader - "Try it". It also provides quotes about leadership from various authors, focusing on the importance of leadership being about future generations, leading by example, and continually seeking feedback to improve.
This document discusses the importance of effective leadership and management. It provides tips for hiring the right people, coaching employees, dealing with different types of workers, improving communication, prioritizing work, holding productive meetings, demonstrating integrity, making quick decisions, developing confidence, and taking action to make a difference. The overall message is that leaders must focus on developing their team, communicating clearly, handling problems directly, and taking initiative to guide the organization successfully.
"Leaders Eat Last: Why Some Teams Come Together and Others Don't" by Simon SinekFractl
19 of our favorite leadership and marketing quotes from Simon Sinek's keynote presentation at Inbound 2014.Get 288 more takeaways from Rand Fishkin, Chris Brogan, and more in our free eBook at http://research.frac.tl/inbound-2014-takeaways.
This document discusses 21 qualities of effective leadership: character, charisma, commitment, communication, competence, courage, discernment, focus, generosity, initiative, listening, passion, positive attitude, problem solving, relationships, responsibility, security, self-discipline, servant hood, teachability, and vision. Each quality is briefly defined and leaders are quoted emphasizing the importance of that quality. The document encourages developing these qualities to become a strong leader that others will want to follow.
The document discusses the importance of trust and how to build self-trust and trust with others. It identifies four core sources of building self-trust: integrity, intent, capabilities, and results. It then provides guidance on developing each of these sources, with a focus on integrity, intentions, capabilities, and getting results. Key behaviors for building trust with others include assertive communication, showing respect, transparency, admitting mistakes, giving credit to others, delivering results, continuous learning, confronting reality, clear expectations, accountability, listening, follow-through, and extending trust to others. The overall message is that trust is essential for teams and relationships, and it is developed through consistency, competence, and character.
The document discusses the nature of women in business according to their horoscope signs. It provides the strengths and weaknesses of women with different zodiac signs in business contexts. It also discusses several high-profile women business leaders from Pakistan and their careers. The document then lists favorable and unfavorable characteristics of women as bosses compared to men, and provides some evidence from studies on perceptions of male versus female managers.
This document discusses the importance and economics of trust. It argues that trust is essential for organizations and that a lack of trust acts as a "tax" that slows performance. It identifies behaviors that build trust, such as talking straight, demonstrating respect, and keeping commitments. These trust-building behaviors are important for developing relationships, organizations, and market trust. The conclusion emphasizes that trust, once broken, can be restored and that trust is a quantifiable quality that allows for faster results when high.
Trust Based Management Leadership Chart 12.2016Robert L. Sims
The document discusses leadership theories including Maslow's hierarchy of needs and the Abilene paradox. It defines leadership as inspiring followers to higher performance through passion rather than coercion, and notes that shared values, mutual trust, and an accepted vision are keys to effective leadership. Mismanaged agreement, where group members agree without truly supporting a decision, can lead to dysfunctional outcomes like those described in the Abilene paradox, where a family agreed to an unpleasant trip they did not actually want.
The document discusses strategies for navigating office politics. It begins by establishing that politics are an inevitable part of human interaction. It then describes different political types like "corporate sharks" and "climbers" and how to assess one's own political style. The document provides tips for sizing up the political climate of an office and determining the key players. It offers winning strategies like helping one's boss succeed. Finally, it outlines seven habits of politically savvy people like not participating in gossip and making emotional deposits with coworkers. The overall document aims to help readers understand office politics and provide strategies for effectively navigating political dynamics.
Trust is essential to all relationships and organizations. When trust is high, communication is more effective and people are willing to share ideas and credit. When trust is low, people manipulate information and look to take credit themselves. The document outlines five levels of trust: self, relationship, organizational, market, and societal. It provides behaviors to build each level of trust, such as being honest, keeping commitments, sharing information, and contributing to society. Restoring lost trust takes time and is easier when the loss was due to competence rather than character.
This document summarizes a presentation on women in leadership. It finds that fewer women than men aspire to senior leadership roles, and fewer women attain the highest paid CEO and board positions. The presentation addresses why women may lack confidence and ambition for these roles due to imposter syndrome, where capable women are plagued by self-doubt. It provides tips for overcoming this, including perfecting body language, focusing on competence rather than likability, and encouraging other women leaders.
The Five Levels of Trust that Drive Success or FailureRobert Rodenbaugh
This document discusses the five levels of trust that can drive success or failure in business, relationships, and personal success. It begins by introducing the speaker and his background in business leadership and executive development. The main discussion points include defining trust, how to obtain and retain trust, behaviors that build trust versus counterfeit behaviors, and how trust impacts businesses, relationships, and society. Trust is presented as fundamental to leadership, relationships, and organizational and market success.
Making a Difference By Improving Mental Health In and Out of the WorkplaceRotary International
Sadly, many practices and behaviors in the workplace and in the world around us can lead to toxicity and poor mental health. In this session, you will learn ways to identify these practices and behaviors, along with methods to create a more positive environment. With this information, you will be better equipped to help yourself and your co-workers, family members, and friends.
Political wisdom presentation L. Michelle Price for MOL 5110mprice0920
This document summarizes key lessons the author has learned about organizational politics from their work experience and a course on the topic. The author learned to pay attention to "political signals" from coworkers and not be naive about others' intentions. They also learned that being tough, like having to lay off employees, does not mean being mean, and that their work will not speak for itself - the author needs to promote themselves for promotions. The overall lesson is that organizations have many types of people with different motivations, and it is naive to assume everyone thinks the same.
Linda Kaplan Thaler and Robin Koval authored the book "The Power of Nice" which argues that being kind and considerate in business ("nice") leads to greater success than traditionally aggressive strategies. The book outlines six principles of the power of nice, including planting positive seeds through small kind acts that can grow relationships over time, and avoiding negative impressions that infect your reputation. Overall, the book shows that nice companies have lower costs, happier employees, and nice people themselves live longer, healthier lives and earn more money in today's interconnected world.
The speed of trust presntation get betterRobert Cole
This document discusses the importance of continuously improving oneself through learning, growing, and renewing. It defines "Get Better" as developing both formal and informal feedback systems to learn from mistakes in order to succeed in a changing environment. It provides examples of how getting better builds trust and confidence in one's abilities. The document argues that getting better is essential for managing change and avoiding burnout.
A Paradigm Shift To Others Oriented LeadershipTim Young
This document discusses an "others-oriented" leadership paradigm. It emphasizes becoming selfless and placing more value on others over yourself. When leaders live this style, it creates a team that is willing to work hard for the leader. The key is becoming a builder of relationships. Two important quotes are provided that discuss regarding others as more important than yourself and how leadership begins with winning the hearts and minds of others. The end result of this attitude is trustworthiness and credibility.
The Power of Nice: How to Conquer the Business World with KindnessJaleesa Myers
Jaleesa Myers, a senior studying public relations at the S.I. Newhouse School of Public Communications, created this book review on The Power of Nice: How to Conquer the Business World with Kindness by Linda Kaplan Thaler and Robin Koval.
How To Build Confidence and Lead Yourself to Career SuccessForbes
Don't leave your confidence to chance. Self-development begins with fostering the courage to lead. During this webinar presentation, Angie Morgan, co-author of 'SPARK: How to Lead Yourself and Others to Greater Success,' explains how to manage your internal thought process to develop the confidence you need to succeed.
The document discusses strengths and talents. It describes how each person has natural talents and strengths that come easily to them. These strengths are discovered through Gallup's Clifton StrengthsFinder assessment. The assessment measures 34 themes of talent and provides individuals with their top 5 strengths. Understanding one's strengths allows a person to perform at their best and achieve excellence in areas that come naturally to them.
The Gods Of Enrollment Management With CloudsJairo McMican
This presentation was created to show others how they can possbily take ownership of their leadership potential. It starts with looking at the person, next the group, then how to lead the group.
Teams based on pyramid of success 2013Ron McIntyre
John Wooden, legendary UCLA basketball coach, defines success as having inner peace from knowing you did your best to become your best. He outlines a pyramid of success with 15 building blocks: industriousness, friendship, loyalty, cooperation, enthusiasm, self-control, alertness, initiative, intentness, conditioning, skill, team spirit, poise, confidence, and team greatness. Following these principles leads to achieving your potential and finding satisfaction in your efforts.
Secrets To Winning At Office Politics How To Get Things Done And Increase You...Whizlabs
Learn PMP through Webinar recording on 'Secrets To Winning At Office Politics How To Get Things Done And Increase Your Influence At Work' led by Mr. James L. Haner, Founder & Owner, www.JamesLHaner.com
Leadership Challenge co-author Jim Kouzes on Great Leadership WebinarFlashPoint
The document summarizes a presentation about leadership and workplace engagement. It discusses research showing that leadership has a significant impact on how engaged employees feel in their work. The presentation outlines The Five Practices of Exemplary Leadership: Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, and Encourage the Heart. Research indicates that leaders who frequently demonstrate these practices have much higher levels of employee engagement. The presentation provides examples and suggestions for how leaders can apply each practice to create a more engaged workforce.
Developing Extraordinary Leaders Featuring Jim KouzesFlashPoint
The verdict is in. A talent management priority in 2015 will be leadership development, yet 75% of managers don't receive leadership training until they have been supervising others for an average of 10 years! In this event hosted by Sonoma Leadership Systems, author and researcher Jim Kouzes shares his tips for asking the important questions of developing leaders, and we introduce our newest offering, LeaderCamp for Emerging Leaders.
Trust Based Management Leadership Chart 12.2016Robert L. Sims
The document discusses leadership theories including Maslow's hierarchy of needs and the Abilene paradox. It defines leadership as inspiring followers to higher performance through passion rather than coercion, and notes that shared values, mutual trust, and an accepted vision are keys to effective leadership. Mismanaged agreement, where group members agree without truly supporting a decision, can lead to dysfunctional outcomes like those described in the Abilene paradox, where a family agreed to an unpleasant trip they did not actually want.
The document discusses strategies for navigating office politics. It begins by establishing that politics are an inevitable part of human interaction. It then describes different political types like "corporate sharks" and "climbers" and how to assess one's own political style. The document provides tips for sizing up the political climate of an office and determining the key players. It offers winning strategies like helping one's boss succeed. Finally, it outlines seven habits of politically savvy people like not participating in gossip and making emotional deposits with coworkers. The overall document aims to help readers understand office politics and provide strategies for effectively navigating political dynamics.
Trust is essential to all relationships and organizations. When trust is high, communication is more effective and people are willing to share ideas and credit. When trust is low, people manipulate information and look to take credit themselves. The document outlines five levels of trust: self, relationship, organizational, market, and societal. It provides behaviors to build each level of trust, such as being honest, keeping commitments, sharing information, and contributing to society. Restoring lost trust takes time and is easier when the loss was due to competence rather than character.
This document summarizes a presentation on women in leadership. It finds that fewer women than men aspire to senior leadership roles, and fewer women attain the highest paid CEO and board positions. The presentation addresses why women may lack confidence and ambition for these roles due to imposter syndrome, where capable women are plagued by self-doubt. It provides tips for overcoming this, including perfecting body language, focusing on competence rather than likability, and encouraging other women leaders.
The Five Levels of Trust that Drive Success or FailureRobert Rodenbaugh
This document discusses the five levels of trust that can drive success or failure in business, relationships, and personal success. It begins by introducing the speaker and his background in business leadership and executive development. The main discussion points include defining trust, how to obtain and retain trust, behaviors that build trust versus counterfeit behaviors, and how trust impacts businesses, relationships, and society. Trust is presented as fundamental to leadership, relationships, and organizational and market success.
Making a Difference By Improving Mental Health In and Out of the WorkplaceRotary International
Sadly, many practices and behaviors in the workplace and in the world around us can lead to toxicity and poor mental health. In this session, you will learn ways to identify these practices and behaviors, along with methods to create a more positive environment. With this information, you will be better equipped to help yourself and your co-workers, family members, and friends.
Political wisdom presentation L. Michelle Price for MOL 5110mprice0920
This document summarizes key lessons the author has learned about organizational politics from their work experience and a course on the topic. The author learned to pay attention to "political signals" from coworkers and not be naive about others' intentions. They also learned that being tough, like having to lay off employees, does not mean being mean, and that their work will not speak for itself - the author needs to promote themselves for promotions. The overall lesson is that organizations have many types of people with different motivations, and it is naive to assume everyone thinks the same.
Linda Kaplan Thaler and Robin Koval authored the book "The Power of Nice" which argues that being kind and considerate in business ("nice") leads to greater success than traditionally aggressive strategies. The book outlines six principles of the power of nice, including planting positive seeds through small kind acts that can grow relationships over time, and avoiding negative impressions that infect your reputation. Overall, the book shows that nice companies have lower costs, happier employees, and nice people themselves live longer, healthier lives and earn more money in today's interconnected world.
The speed of trust presntation get betterRobert Cole
This document discusses the importance of continuously improving oneself through learning, growing, and renewing. It defines "Get Better" as developing both formal and informal feedback systems to learn from mistakes in order to succeed in a changing environment. It provides examples of how getting better builds trust and confidence in one's abilities. The document argues that getting better is essential for managing change and avoiding burnout.
A Paradigm Shift To Others Oriented LeadershipTim Young
This document discusses an "others-oriented" leadership paradigm. It emphasizes becoming selfless and placing more value on others over yourself. When leaders live this style, it creates a team that is willing to work hard for the leader. The key is becoming a builder of relationships. Two important quotes are provided that discuss regarding others as more important than yourself and how leadership begins with winning the hearts and minds of others. The end result of this attitude is trustworthiness and credibility.
The Power of Nice: How to Conquer the Business World with KindnessJaleesa Myers
Jaleesa Myers, a senior studying public relations at the S.I. Newhouse School of Public Communications, created this book review on The Power of Nice: How to Conquer the Business World with Kindness by Linda Kaplan Thaler and Robin Koval.
How To Build Confidence and Lead Yourself to Career SuccessForbes
Don't leave your confidence to chance. Self-development begins with fostering the courage to lead. During this webinar presentation, Angie Morgan, co-author of 'SPARK: How to Lead Yourself and Others to Greater Success,' explains how to manage your internal thought process to develop the confidence you need to succeed.
The document discusses strengths and talents. It describes how each person has natural talents and strengths that come easily to them. These strengths are discovered through Gallup's Clifton StrengthsFinder assessment. The assessment measures 34 themes of talent and provides individuals with their top 5 strengths. Understanding one's strengths allows a person to perform at their best and achieve excellence in areas that come naturally to them.
The Gods Of Enrollment Management With CloudsJairo McMican
This presentation was created to show others how they can possbily take ownership of their leadership potential. It starts with looking at the person, next the group, then how to lead the group.
Teams based on pyramid of success 2013Ron McIntyre
John Wooden, legendary UCLA basketball coach, defines success as having inner peace from knowing you did your best to become your best. He outlines a pyramid of success with 15 building blocks: industriousness, friendship, loyalty, cooperation, enthusiasm, self-control, alertness, initiative, intentness, conditioning, skill, team spirit, poise, confidence, and team greatness. Following these principles leads to achieving your potential and finding satisfaction in your efforts.
Secrets To Winning At Office Politics How To Get Things Done And Increase You...Whizlabs
Learn PMP through Webinar recording on 'Secrets To Winning At Office Politics How To Get Things Done And Increase Your Influence At Work' led by Mr. James L. Haner, Founder & Owner, www.JamesLHaner.com
Leadership Challenge co-author Jim Kouzes on Great Leadership WebinarFlashPoint
The document summarizes a presentation about leadership and workplace engagement. It discusses research showing that leadership has a significant impact on how engaged employees feel in their work. The presentation outlines The Five Practices of Exemplary Leadership: Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, and Encourage the Heart. Research indicates that leaders who frequently demonstrate these practices have much higher levels of employee engagement. The presentation provides examples and suggestions for how leaders can apply each practice to create a more engaged workforce.
Developing Extraordinary Leaders Featuring Jim KouzesFlashPoint
The verdict is in. A talent management priority in 2015 will be leadership development, yet 75% of managers don't receive leadership training until they have been supervising others for an average of 10 years! In this event hosted by Sonoma Leadership Systems, author and researcher Jim Kouzes shares his tips for asking the important questions of developing leaders, and we introduce our newest offering, LeaderCamp for Emerging Leaders.
Cracking the Code is a presentation that reveals some of the secrets behind why some people get ahead in their careers faster than others and how to apply these secrets to fuel your own success.
On Monday, September 10, 2012, Jim Kouzes, renowned leadership guru, presented his latest findings from his 25th anniversary, 5th edition book, The Leadership Challenge to a full house co-hosted by UCSC Extension Silicon Valley and SBODN, the South Bay Organization Development Network.
The document discusses leadership and engagement. It begins by summarizing research showing that how leaders behave has a much greater impact on employee engagement than demographic factors like age, gender, or tenure. The document then outlines the Five Practices of Exemplary Leadership developed by Kouzes and Posner - Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, and Encourage the Heart. It discusses how leaders who more frequently demonstrate these practices have workforces that are more engaged and committed.
Great Leadership Makes a Great WorkplaceFlashPoint
This document summarizes a presentation about leadership and employee engagement. It discusses research showing that leadership has a significant impact on engagement. The presentation describes the Five Practices of Exemplary Leadership: Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, and Encourage the Heart. It provides examples of how each practice can increase employee engagement when demonstrated by leaders. The overall message is that great leadership creates a great workplace and leads to great organizational results.
Why Ted Lasso's Feminine & Masculine Leadership Matters.pptxJeff Harry
76% of employees are disengaged at work. Staff eventually leave because they don't feel seen, heard, or appreciated. Who knew the answer to this lies in a show called Ted Lasso? Ted Lasso's leadership style, which combines both feminine and masculine traits, is vital for companies because it demonstrates the effectiveness of a more holistic and inclusive approach to being a leader. Divine feminine leadership emphasizes empathy, intuition, and collaboration, which creates a compassionate work culture. Healthy masculine leadership cultivates assertiveness, decisiveness, and accountability, which leads to a more productive and results-oriented work culture. Combined, this approach builds the strongest and most effective teams.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive ready to embrace a Ted Lasso standard of leadership where our people are our priority. Is your company ready to follow through on the values plastered on your walls?
The document discusses the importance of modeling trustworthiness and character as a leader. It summarizes Stephen Covey's findings that 90% of leadership failures are due to character flaws, not lack of skills or abilities. The key aspects of trustworthiness discussed are integrity, maturity, abundance mentality, competence, wisdom, and judgment. It then outlines Covey's "7 Habits of Highly Effective People" which embody the essence of becoming a balanced, integrated leader and creating a complementary team based on mutual respect. The habits include being proactive, beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand, synergizing, and sharpening the saw.
Bringing Out the Best in People discusses 10 ways to bring out the best in others. These include growing one's emotional intelligence, giving and earning trust and respect through sincerity and competence, having positive expectations of others, understanding others' needs, establishing high standards, creating a safe environment for failures, recognizing achievements, allowing for personal problems, and keeping one's own motivation high. The document provides explanations and examples for each strategy to effectively motivate teams and individuals.
The document discusses Aristotle's view that the ultimate aim of life is to develop excellent character through virtues like courage, justice, and benevolence. It states that leadership requires developing habits like vision, integrity, loyalty, and gratitude. Effective leaders adapt their style to the situation and integrate the needs of followers with organizational goals.
This document discusses Stephen Covey's 8th habit of finding your voice and leadership. It summarizes the key points of Covey's 7 habits of highly effective people which are principles of personal character like being proactive, beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand then be understood, synergizing, and sharpening the saw. It discusses how modeling and living by these habits is the first role of leadership, and how using a personal planning system can help create focus in life by determining what matters most.
The document provides tips for effective communication and customer service. It emphasizes treating customers with respect, as they are the most important part of any business. Good communication skills are important when interacting with customers, such as making eye contact, speaking clearly, and actively listening. The customer's needs and satisfaction should be the top priority.
Organizations are rife with dysfunction, politics, competition and the wasting of time and energy on non-productive conflicts that divert people from the true vision and mission
New Leadership Role? 6 Rules for Effective New Leaders in First 90 Days Jean Erickson Walker
New leadership roles come with challenges. This document provides six rules to help ensure success:
1. Make a good first impression as you only have one chance.
2. Be a good guest by listening, being appreciative, and respecting past decisions. Do not compare the new role to previous ones.
3. Get to know the territory by researching the people, products, customers and finances. Find informal power structures.
4. Build bridges, not barriers by focusing on team success and not making promises in the first 90 days.
5. Watch out for potential opponents like those who wanted your job. Be aware of informal power centers.
6. Recognize your role
The third lecture in leadership and people management. If you use the E-Instruction CPS System and have the software that integrates with PowerPoint you will be able to activate the multiple choice questions in the presentation
This document discusses the concept of "speaking truth to power". It provides historical examples of this concept from Sophocles and Shakespeare. It also discusses how having a culture of candor where people feel encouraged to speak out to leadership is important for organizational success. The document notes that good followers provide open, honest and accurate information to help leaders succeed. It also discusses how a willingness to tell the truth is an important trait for both followers and leaders. Throughout, the document emphasizes the importance of followers speaking difficult truths to leadership in order to improve decision making.