(www.rubenlicera.com) - This is the presentation I prepared and delivered to a religious youth organization in Cebu, Philippines. This presentation provides an depth of understanding of the levels of leadership (according to John Maxwells principles) with inputs on Good-to-Great Team Principles (by Jim Collins).
One of the Philippines' top Filipino corporate trainers and youth/student leadership trainers, Mr. Myron Sta. Ana talks about servant leadership for the youth and the students of the Sto. Niño Catholic School in Taguig City, Metro Manila, Philippines.
Building your own_youth_leadership_values_training_programSonjanique Ferrell
This document provides guidance for building a youth leadership values training program. It discusses emphasizing key personality characteristics like self-esteem, self-confidence, attitude of expectations, and moral/ethical views. These characteristics are presented as necessary prerequisites for leadership values coaching. They are grouped into four leadership development quadrants to provide a conceptual framework for individualizing the program. The document then outlines four steps for program implementation, including focusing on core values of integrity, achievement, responsibility, and courage.
This document discusses youth leadership and group dynamics at Encounter. It describes transformational leadership as being the best fit for Encounter's core values. It outlines the stages of group formation and provides tips for effective leadership, including setting goals, facilitating discussions, and finding meaning in leadership roles. The overall message is that youth are empowered to use their gifts to help others through the Encounter experience.
This document discusses the benefits and challenges of youth leadership. It encourages becoming a leader by citing a Bible verse. Some benefits mentioned are gaining fame, attracting opportunities, and learning valuable skills like organization. Non-tangible benefits include positively influencing others and gaining respect. Challenges addressed include dealing with immaturity and indifference from others as a young leader. The document promotes connecting with the author on various social media platforms.
Life Skill and Youth Leadership Training Manual_May 2015Behailu Taffi
This document contains a life skills and youth leadership training manual. The manual has 12 parts that cover various topics to develop life skills like self-concept, social identity, emotional intelligence, communication, creativity, and leadership.
The introduction provides an overview of the manual's purpose in equipping youth with social and interpersonal skills to cope with life's demands. It also outlines the overall and specific objectives of helping youth develop goals, coping skills, values, social identity, self-awareness, decision-making, and more.
Part 1 discusses self-concept, including positive and negative self-concept. It provides tips for improving self-concept such as focusing on strengths, giving and accepting compliments, developing interests
This document outlines the Youth Leadership Training Continuum used in Boy Scouts, which includes Troop Leadership Training (TLT) at the troop level, National Youth Leadership Training (NYLT) at the council level, and National Advanced Youth Leadership Experience (NAYLE) at the national level. It focuses on TLT, which is conducted by the Scoutmaster and Senior Patrol Leader. TLT includes three one-hour modules that teach youth leaders about their roles and responsibilities, how to fulfill their positions effectively, and what is expected of them as leaders. The goal is for Scouts to understand leadership, be able to work as a team toward a shared vision of success, and empower their patrol members through servant leadership.
One of the Philippines' top Filipino corporate trainers and youth/student leadership trainers, Mr. Myron Sta. Ana talks about servant leadership for the youth and the students of the Sto. Niño Catholic School in Taguig City, Metro Manila, Philippines.
Building your own_youth_leadership_values_training_programSonjanique Ferrell
This document provides guidance for building a youth leadership values training program. It discusses emphasizing key personality characteristics like self-esteem, self-confidence, attitude of expectations, and moral/ethical views. These characteristics are presented as necessary prerequisites for leadership values coaching. They are grouped into four leadership development quadrants to provide a conceptual framework for individualizing the program. The document then outlines four steps for program implementation, including focusing on core values of integrity, achievement, responsibility, and courage.
This document discusses youth leadership and group dynamics at Encounter. It describes transformational leadership as being the best fit for Encounter's core values. It outlines the stages of group formation and provides tips for effective leadership, including setting goals, facilitating discussions, and finding meaning in leadership roles. The overall message is that youth are empowered to use their gifts to help others through the Encounter experience.
This document discusses the benefits and challenges of youth leadership. It encourages becoming a leader by citing a Bible verse. Some benefits mentioned are gaining fame, attracting opportunities, and learning valuable skills like organization. Non-tangible benefits include positively influencing others and gaining respect. Challenges addressed include dealing with immaturity and indifference from others as a young leader. The document promotes connecting with the author on various social media platforms.
Life Skill and Youth Leadership Training Manual_May 2015Behailu Taffi
This document contains a life skills and youth leadership training manual. The manual has 12 parts that cover various topics to develop life skills like self-concept, social identity, emotional intelligence, communication, creativity, and leadership.
The introduction provides an overview of the manual's purpose in equipping youth with social and interpersonal skills to cope with life's demands. It also outlines the overall and specific objectives of helping youth develop goals, coping skills, values, social identity, self-awareness, decision-making, and more.
Part 1 discusses self-concept, including positive and negative self-concept. It provides tips for improving self-concept such as focusing on strengths, giving and accepting compliments, developing interests
This document outlines the Youth Leadership Training Continuum used in Boy Scouts, which includes Troop Leadership Training (TLT) at the troop level, National Youth Leadership Training (NYLT) at the council level, and National Advanced Youth Leadership Experience (NAYLE) at the national level. It focuses on TLT, which is conducted by the Scoutmaster and Senior Patrol Leader. TLT includes three one-hour modules that teach youth leaders about their roles and responsibilities, how to fulfill their positions effectively, and what is expected of them as leaders. The goal is for Scouts to understand leadership, be able to work as a team toward a shared vision of success, and empower their patrol members through servant leadership.
Authentic Leadership: The Key to Successful Hospital Fundraising ProgramsGood Works
This document discusses the importance of authentic leadership for successful nonprofit fundraising. It argues that many nonprofits struggle with leadership issues like lack of strategic planning, shared vision, and leadership transition plans. Authentic leaders are defined as having deep purpose and integrity while leading with heart and discipline. The key aspects of authentic leadership are discussed as self-awareness, transparency, ethics, and balanced decision-making. Building an authentic leadership approach involves discovering one's purpose and values, developing trust with stakeholders, and cultivating a passionate organizational culture centered around its mission.
Exploring Servant Leadership Behaviors in Volunteer-Led Community Service Pro...Melanie Thomas
This document discusses servant leadership and how it relates to volunteerism and community service projects that benefit veterans. It provides background on servant leadership and defines the seven pillars model of servant leadership. It then discusses how servant leadership has impacted the United States historically through figures like George Washington and how increasing diversity may improve prospects for servant leadership in the future. Finally, it discusses the importance of volunteerism and how volunteers support organizations like the VA.
This document discusses leadership and provides examples of leadership qualities and skills. It defines a leader as someone who sets a good example for others through their actions, influences, and decision making. Examples of leadership qualities include confidence, teamwork, responsibility, and positivity. The document also provides case studies that illustrate leadership, such as one about a boy who helps another boy join a basketball game by introducing him to the group and teaching him to play. Youth leadership programs are described as opportunities to set a good example for others.
Discovering Your Authentic Leadership by Dr. Yasmin DaviddsYasmin Davidds
1) Discovering your authentic leadership requires understanding your life story and using difficult experiences to find meaning and purpose.
2) Interviewing over 125 leaders, researchers found that authentic leaders developed from their life stories, not universal traits. They used challenges to inspire others.
3) Knowing your authentic self involves examining your experiences through feedback to understand blind spots and how others see you, in order to lead effectively.
The document summarizes a study conducted by Bill George and his colleagues where they interviewed 125 business leaders to understand how authentic leaders develop. They identified five key aspects of authentic leadership development: knowing your authentic self, defining values and principles, understanding motivations, building a support team, and integrating all aspects of life. The article shows that authentic leadership can be learned by anyone through self-reflection on life experiences and developing self-awareness with feedback. Authentic leaders achieve long-term business results by staying grounded and leading with integrity.
The document discusses 4 key qualities that every student leader should have: honesty, being forward-looking, competence, and being inspiring. It states that research shows a leader's behavior has more impact on a team's commitment, loyalty, motivation, pride and productivity than any other factor. Additionally, people want leaders who demonstrate these 4 qualities so that they will willingly follow that person. These desired qualities hold true across various demographics.
The document outlines the leadership model of Girl Scouts of the USA. It defines their vision, mission, and leadership experience which focuses on discovering oneself, connecting with others, and taking action to make the world better. It positions girls as customers who develop leadership skills, and adults as the unique delivery system who are "the leaders behind the leaders." The model integrates three types of leadership: leading self through intrapersonal skills, leading others through interpersonal skills, and leading organizations through strategic skills. Key cultural values like being girl-centered, inclusive, aligned, accountable, and innovative are discussed. The leadership manifesto commits adults to living the Girl Scout Promise and Law to inspire girls through their own actions.
This piece was written as a semester-long reflection of my four years spent in leadership development at Elon University. In this paper, I give my own personal definition of leadership, and describe influencing factors.
After more than 35 years of research, what educators and authors Jim Kouzes and Barry Posner have learned about leadership applies just as much for young people as it does for senior executives. What is required of young people is that they have the motivation and desire to step forward to become the best leaders they can be.
The document outlines materials for a training session on teen leadership. It includes:
1) An agenda for the day that focuses on understanding communication, training future leaders with 4-H, and learning tools for teen leaders.
2) Descriptions of activities to teach communication cycles and characteristics of effective teen leaders.
3) A definition of leadership as the ability to motivate and inspire participation for community betterment.
4) Examples of how and where teen leaders can demonstrate their skills through organizing community projects, mentoring, and holding leadership positions.
This document discusses servant leadership in business. It begins by defining servant leadership as putting employee and customer needs first according to Robert Greenleaf. Servant leaders empower employees and help them grow. The benefits of servant leadership for businesses include low turnover, a strong culture, and high employee performance. The document then provides examples of servant leadership at Southwest Airlines, Chick-fil-A, Home Depot, Starbucks, and Dwyer Group. These companies prioritize employee and customer satisfaction, which has led to their success.
This assignment analyzes leadership philosophy in regards to the literary leadership materials, also based on my personal reflection of leadership. From the adage leaders are born and not structured, Leadership to me is the realization of having the ability which can influence thoughts, ideas and actions of others so that they can achieve sets of preset goals, tasks, duties and responsibilities. This I believe can be injected in any organizational setup, thus I agree that leadership is a very essential facet in contributing achievements of success to individuals (Ambler, 2005). While the adage maybe accurate for charismatic leaders, I also agree with scholars in this field articulate that positive gens combined with building skills will persuade people to become leaders that are effective.
Jaime Hadley outlines their personal leadership philosophy and priorities. Their top values include honesty, respect, mindfulness, knowledge, compassion, and virtue ethics. They are motivated by servant leadership and involvement in family and community. Their strengths are taking action, problem-solving, meeting challenges without hesitation, getting to know people individually, collecting information, and looking toward the future. They expect ethical leadership of setting attainable goals, avoiding blindness, rewarding decisions over outcomes, promoting open communication, and avoiding "ethical drift."
The document discusses whether leaders are born or made. It argues that leaders are somewhat born with certain innate qualities like intelligence, but that they are always made through learning and developing skills on the job. Key leadership traits that seem present from a young age include the ability to help others achieve results, willingness to make decisions, and being driven to achieve objectives. However, no one is born with all the skills to be an effective leader. Leadership skills are largely learned through experience, feedback, training opportunities, role models, and putting skills into practice on the job. Effective leadership development involves continuous learning, skill building, and seeking out experiences to develop knowledge and visibility.
Any student or young person can be a leader, regardless of age or experience. Here are 10 tips students can use to become a better leader.
Learn more about the Student Leadership Challenge: studentleadershipchallenge.com/assess
The document provides a book review and key takeaways from "The Leader Who Had No Title" by Robin Sharma. It summarizes that the book explains that titles don't matter and leadership comes from within; everyone has leadership genes and can lead without a title if they develop exceptional work and skills. The review also lists the main chapters, themes of leadership in turbulent times and relationships, and acronyms for leadership principles covered in the book.
The document discusses the roles and responsibilities of school principals as educational leaders. It outlines that principals must facilitate a shared vision, advocate for student and teacher success, and ensure effective management of school resources. Principals are also expected to act with integrity, respond to community needs, and influence the broader context of education. While the principal's role is demanding, establishing a culture of learning and acting as an instructional leader can increase academic achievement.
The journey to authentic leadership (aitp)Victor Font
Victor M. Font Jr. discusses his journey to authentic leadership over 25 years of experience. He received anonymous feedback that he came across as arrogant and condescending. This prompted a reality check and leadership training. He learned that servant leadership prioritizes followers' needs and that one's character, values and integrity are most important. Authentic leadership requires knowing yourself and staying grounded while providing direction to others.
The document discusses key concepts for taking a company from good to great. It discusses the importance of level 5 leadership, which focuses on the company rather than the individual leader. It also emphasizes the need to first get the right people on the team before deciding on strategy ("first who, then what"). Companies must also confront the brutal facts of reality and maintain faith that they can prevail. The hedgehog concept involves focusing on what a company can be best at and is passionate about. A culture of discipline with the right people can avoid bureaucracy and sustain great results.
Presentation good to great by leke oshiyemi_for slideshareLeke Oshiyemi
The document provides an overview of Jim Collins' framework for building an enduring organization as presented by Leke Oshiyemi. Some key points:
1) Jim Collins is the author of several influential business books including "Good to Great" and "Built to Last" that explore what distinguishes companies that achieve long-term success.
2) Collins' research identified 11 companies that made the leap from good to great results over 15+ years, comparing them to companies that failed to sustain gains.
3) Collins' framework includes concepts like "Level 5 Leadership", focusing first on the right people before strategy ("First Who, Then What"), confronting brutal facts, the "Hedgehog Concept", and
Authentic Leadership: The Key to Successful Hospital Fundraising ProgramsGood Works
This document discusses the importance of authentic leadership for successful nonprofit fundraising. It argues that many nonprofits struggle with leadership issues like lack of strategic planning, shared vision, and leadership transition plans. Authentic leaders are defined as having deep purpose and integrity while leading with heart and discipline. The key aspects of authentic leadership are discussed as self-awareness, transparency, ethics, and balanced decision-making. Building an authentic leadership approach involves discovering one's purpose and values, developing trust with stakeholders, and cultivating a passionate organizational culture centered around its mission.
Exploring Servant Leadership Behaviors in Volunteer-Led Community Service Pro...Melanie Thomas
This document discusses servant leadership and how it relates to volunteerism and community service projects that benefit veterans. It provides background on servant leadership and defines the seven pillars model of servant leadership. It then discusses how servant leadership has impacted the United States historically through figures like George Washington and how increasing diversity may improve prospects for servant leadership in the future. Finally, it discusses the importance of volunteerism and how volunteers support organizations like the VA.
This document discusses leadership and provides examples of leadership qualities and skills. It defines a leader as someone who sets a good example for others through their actions, influences, and decision making. Examples of leadership qualities include confidence, teamwork, responsibility, and positivity. The document also provides case studies that illustrate leadership, such as one about a boy who helps another boy join a basketball game by introducing him to the group and teaching him to play. Youth leadership programs are described as opportunities to set a good example for others.
Discovering Your Authentic Leadership by Dr. Yasmin DaviddsYasmin Davidds
1) Discovering your authentic leadership requires understanding your life story and using difficult experiences to find meaning and purpose.
2) Interviewing over 125 leaders, researchers found that authentic leaders developed from their life stories, not universal traits. They used challenges to inspire others.
3) Knowing your authentic self involves examining your experiences through feedback to understand blind spots and how others see you, in order to lead effectively.
The document summarizes a study conducted by Bill George and his colleagues where they interviewed 125 business leaders to understand how authentic leaders develop. They identified five key aspects of authentic leadership development: knowing your authentic self, defining values and principles, understanding motivations, building a support team, and integrating all aspects of life. The article shows that authentic leadership can be learned by anyone through self-reflection on life experiences and developing self-awareness with feedback. Authentic leaders achieve long-term business results by staying grounded and leading with integrity.
The document discusses 4 key qualities that every student leader should have: honesty, being forward-looking, competence, and being inspiring. It states that research shows a leader's behavior has more impact on a team's commitment, loyalty, motivation, pride and productivity than any other factor. Additionally, people want leaders who demonstrate these 4 qualities so that they will willingly follow that person. These desired qualities hold true across various demographics.
The document outlines the leadership model of Girl Scouts of the USA. It defines their vision, mission, and leadership experience which focuses on discovering oneself, connecting with others, and taking action to make the world better. It positions girls as customers who develop leadership skills, and adults as the unique delivery system who are "the leaders behind the leaders." The model integrates three types of leadership: leading self through intrapersonal skills, leading others through interpersonal skills, and leading organizations through strategic skills. Key cultural values like being girl-centered, inclusive, aligned, accountable, and innovative are discussed. The leadership manifesto commits adults to living the Girl Scout Promise and Law to inspire girls through their own actions.
This piece was written as a semester-long reflection of my four years spent in leadership development at Elon University. In this paper, I give my own personal definition of leadership, and describe influencing factors.
After more than 35 years of research, what educators and authors Jim Kouzes and Barry Posner have learned about leadership applies just as much for young people as it does for senior executives. What is required of young people is that they have the motivation and desire to step forward to become the best leaders they can be.
The document outlines materials for a training session on teen leadership. It includes:
1) An agenda for the day that focuses on understanding communication, training future leaders with 4-H, and learning tools for teen leaders.
2) Descriptions of activities to teach communication cycles and characteristics of effective teen leaders.
3) A definition of leadership as the ability to motivate and inspire participation for community betterment.
4) Examples of how and where teen leaders can demonstrate their skills through organizing community projects, mentoring, and holding leadership positions.
This document discusses servant leadership in business. It begins by defining servant leadership as putting employee and customer needs first according to Robert Greenleaf. Servant leaders empower employees and help them grow. The benefits of servant leadership for businesses include low turnover, a strong culture, and high employee performance. The document then provides examples of servant leadership at Southwest Airlines, Chick-fil-A, Home Depot, Starbucks, and Dwyer Group. These companies prioritize employee and customer satisfaction, which has led to their success.
This assignment analyzes leadership philosophy in regards to the literary leadership materials, also based on my personal reflection of leadership. From the adage leaders are born and not structured, Leadership to me is the realization of having the ability which can influence thoughts, ideas and actions of others so that they can achieve sets of preset goals, tasks, duties and responsibilities. This I believe can be injected in any organizational setup, thus I agree that leadership is a very essential facet in contributing achievements of success to individuals (Ambler, 2005). While the adage maybe accurate for charismatic leaders, I also agree with scholars in this field articulate that positive gens combined with building skills will persuade people to become leaders that are effective.
Jaime Hadley outlines their personal leadership philosophy and priorities. Their top values include honesty, respect, mindfulness, knowledge, compassion, and virtue ethics. They are motivated by servant leadership and involvement in family and community. Their strengths are taking action, problem-solving, meeting challenges without hesitation, getting to know people individually, collecting information, and looking toward the future. They expect ethical leadership of setting attainable goals, avoiding blindness, rewarding decisions over outcomes, promoting open communication, and avoiding "ethical drift."
The document discusses whether leaders are born or made. It argues that leaders are somewhat born with certain innate qualities like intelligence, but that they are always made through learning and developing skills on the job. Key leadership traits that seem present from a young age include the ability to help others achieve results, willingness to make decisions, and being driven to achieve objectives. However, no one is born with all the skills to be an effective leader. Leadership skills are largely learned through experience, feedback, training opportunities, role models, and putting skills into practice on the job. Effective leadership development involves continuous learning, skill building, and seeking out experiences to develop knowledge and visibility.
Any student or young person can be a leader, regardless of age or experience. Here are 10 tips students can use to become a better leader.
Learn more about the Student Leadership Challenge: studentleadershipchallenge.com/assess
The document provides a book review and key takeaways from "The Leader Who Had No Title" by Robin Sharma. It summarizes that the book explains that titles don't matter and leadership comes from within; everyone has leadership genes and can lead without a title if they develop exceptional work and skills. The review also lists the main chapters, themes of leadership in turbulent times and relationships, and acronyms for leadership principles covered in the book.
The document discusses the roles and responsibilities of school principals as educational leaders. It outlines that principals must facilitate a shared vision, advocate for student and teacher success, and ensure effective management of school resources. Principals are also expected to act with integrity, respond to community needs, and influence the broader context of education. While the principal's role is demanding, establishing a culture of learning and acting as an instructional leader can increase academic achievement.
The journey to authentic leadership (aitp)Victor Font
Victor M. Font Jr. discusses his journey to authentic leadership over 25 years of experience. He received anonymous feedback that he came across as arrogant and condescending. This prompted a reality check and leadership training. He learned that servant leadership prioritizes followers' needs and that one's character, values and integrity are most important. Authentic leadership requires knowing yourself and staying grounded while providing direction to others.
The document discusses key concepts for taking a company from good to great. It discusses the importance of level 5 leadership, which focuses on the company rather than the individual leader. It also emphasizes the need to first get the right people on the team before deciding on strategy ("first who, then what"). Companies must also confront the brutal facts of reality and maintain faith that they can prevail. The hedgehog concept involves focusing on what a company can be best at and is passionate about. A culture of discipline with the right people can avoid bureaucracy and sustain great results.
Presentation good to great by leke oshiyemi_for slideshareLeke Oshiyemi
The document provides an overview of Jim Collins' framework for building an enduring organization as presented by Leke Oshiyemi. Some key points:
1) Jim Collins is the author of several influential business books including "Good to Great" and "Built to Last" that explore what distinguishes companies that achieve long-term success.
2) Collins' research identified 11 companies that made the leap from good to great results over 15+ years, comparing them to companies that failed to sustain gains.
3) Collins' framework includes concepts like "Level 5 Leadership", focusing first on the right people before strategy ("First Who, Then What"), confronting brutal facts, the "Hedgehog Concept", and
Research married n unmarried parent hoodMyWritings
Information shared by M.Ali Lahore for the benefits of society. Get positive feedback after reading and serve the human being just through knowledge/money.You will get reward here and hereafter.Its depends upon you how you will use information for sake of ALLAH.You will be responsible for doing wrongs otherwise ALLAH have created human being for NAIKEE(Good Works).
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This document discusses using social media in youth ministry. It notes that common social media platforms used by youth include Facebook, Twitter, Pinterest and Google+. The document provides tips for how youth ministers can use social media, like SMS texting and mobile apps, to connect with youth. It also presents statistics on social media and tactics for using Facebook. The goal is to discuss how social media can help reach youth and engage them in ministry.
Nancy Combs-Morgan
MidAmerica Coordinator of Emerging Youth and Young Adult Ministries
Dori Davenport Thexton
Faith Development and Growth Director, Central Midwest District UUA
Talent management involves processes to increase value from human capital, including goal alignment, candidate selection, performance management, employee development, and rewards. It aims to have a workforce that is suitable, engaged, flexible, productive. Good talent management involves ownership across levels, business objectives guiding the system, measuring results in business terms, hiring the right people and helping them advance. Effective talent management identifies key roles, assesses talent management skills, measures the right things, and provides process-wide feedback. It focuses on aligning people to motivating work, providing coaching/mentoring, and developing critical skills. Talent acquisition moves beyond filling roles to proactively building needed skillsets, and retaining top performers who may not be actively looking
Faith and social media - The Hashtag Generation - Catholic Youth Ministry FayAnn D'souza
This is a presentation I gave at Catholic Youth Ministry, Perth, in relation to faith and social media. I am passionate about the Catholic faith and was super happy to be able to present here! Resources and questions are referenced from Jab, Jab, Jab, Right hook by Gary Vaynerchuk.
The document discusses postmodern youth ministry and the importance of relationships and stories. It notes that postmodernism reacts against modern views like absolutism. Effective youth ministry requires building trust through different types of relationships and sharing stories, as this helps connect changing youth to the unchanging gospel message.
"It's not about a program, but a process" is what being incarnational (that is, truth in the flesh) leads us to become as we minister to youth. I would love to come to your group and speak about this important lifestyle. This was developed after my attending a wonderful master's level class at IWU for a training session of volunteers I was to lead.
The document discusses findings from the National Study on Youth and Religion regarding the religious lives of American teenagers. Key findings include: 1) Religion plays a significant role in many teens' lives, though beliefs are often superficial. 2) Religious education is failing to help teens understand their faith. 3) Most teens can be described as "Moralistic Therapeutic Deists," believing in a God that wants people to be good and doesn't require much involvement. 4) Highly religious teens appear to do better in life. Catholic teens scored lower on measures of religiosity.
This document provides information about youth ministry and serving youth. It discusses the objectives of strengthening youth's faith and commitment through service. It also includes songs lyrics about youth serving youth and building a better world. The document outlines components of youth ministry like evangelization, catechesis, fellowship, social action, leadership, and worship. It describes the characteristics of Philippine Catholic Youth Ministry as being Christ-centered, concerning growth of the total person, youth-focused, communitarian, interactive, and self-duplicating.
This ebook was written for the small‐church youth leader who volunteers their time from a huge heart for students but has very little training and even feels a little lost in this whole youth ministry thing.
McDonald's has a very process-oriented culture with a high level of centralized control from upper management. Employees have low autonomy and individuality is not encouraged. While McDonald's provides some support for employees and has mechanisms for promotion, it could improve by becoming more decentralized and giving lower-level managers and employees more responsibility and involvement in decision-making. To remain competitive and adapt to a changing environment, McDonald's may need to change its culture to become more open, accountable to local communities, and responsive to demands for healthier options and more sustainable practices.
DiscipleShift 2 From Informing to EquippingJohan Setiawan
DISCIPLESHIFT: Five Steps that Helps Your Church to Make Disciples Who Make Disciples
(JIM PUTTMAN, BOBBY HARRINGTON, ROBERT COLEMAN)
From Reaching to Making
From Informing to Equipping
From Program to Purpose
From Activity to Relationship
From Accumulating to Deploying
“A Study on various techniques of motivation of employees”fiza91
Motivating employees can be one of biggest challenges as an employer, but learning how to inspire each individual is the key to a successful organization.
Justification of the study
This study examined the concept of employee motivation as a mean for delivering superior service quality in the hospitality industry as well as other similar industries. This paper provides a framework for managers to use to enhance their understanding of employee motivation and its sources. A successful quest for service quality can be the difference between success and failure for many service organizations. In today’s competitive environment, customers are always looking for better service, more knowledgeable support, faster response time, and lower prices. Service organization that allow their employee productivity standards to deteriorate by not encouraging improvement in the volume and quality of output, will see their customer base dissolve.
The document discusses the definition and importance of leadership. It defines leadership as the ability to frame successful plans and persuade others to carry them out despite difficulties. Good leadership requires both character and knowledge. Key leadership attributes include professional competence, courage, loyalty, and discipline. Leadership can be improved through training the mind, self-development, cultivating virtues, and strengthening willpower. While management focuses on efficiency, leadership determines strategic direction.
The document discusses leadership and provides information on various leadership topics including:
- Definitions of leadership and what makes a good leader.
- Different types of leaders such as designated and emergent leaders.
- Myths about leadership traits and styles.
- Characteristics of good leadership including finding processes to improve, sharing vision, providing tools to solve problems, and taking responsibility.
- Developing as a leader through self-study, education, training and experience.
The situational leadership model characterizes leadership styles based on the amount of task behavior and relationship behavior provided to followers. Effective leaders adapt their style to the situation by considering followers' readiness and willingness. There are four basic leadership styles involving different levels of directive or supportive behavior depending on followers' ability and motivation levels. Servant leadership begins with a natural desire to serve others first and then take on leadership responsibilities. The 10 characteristics of servant leadership include listening, empathy, healing, awareness, gentle persuasion, conceptualization, foresight, stewardship, commitment to people's growth, and building community.
Servant Leadership is a cornerstone principle of the Solstice culture. When engrained and celebrated in a business it creates a collaborative, dynamic environment that people love to be a part of. This is a presentation I recently gave to our staff on the qualities of a Servant Leader. I wanted to share it with the broader business community. Enjoy and would love to hear any additional insights in the comments below.
“We have no control over a lot of things in life… But we do choose our character.” | - Brent D. Ruben |
What is a leadership credo? | A leadership credo describes the qualities it takes to be an effective and impactful leader, or one’s set of beliefs regarding leadership style. |
My three core values are confidence, honesty, and integrity.
• By exhibiting confidence, I have been able to achieve feats both myself and others believed to be impossible.
• By exhibiting honesty, I’m able to unapologetically be myself and maintain a sense of pride that results from sticking to my word.
• By exhibiting integrity, I’m able to showcase my strong work ethic and my ability to successfully accomplish any task I am faced with.
The single biggest force behind an organization's success is the quality of its leadership.
The pace of change and innovation in the marketplace requires leaders In the 21st Century be able to inspire align action while successfully executing the organization's strategic priorities.
During 'The Brave Leadership Challenge,' leaders with diverse levels of experience and responsibility will come together to expand their capacity to lead with influence by harnessing the internal resources within their workforce while leveraging external resources that enable them to deliver service excellence to there diverse customer base.
Leaders will identify a ‘Brave Leadership Project’ prior to the start of the program. This self-selected project serves as the context for each individual’s focus, energy and effort as they learn the content, practice the content and apply the content toward his or her project.
The interactive training model ‘Learn-Practice-Apply’ provides leaders with real time feedback on the effectiveness of their efforts.
This training includes, a program workbook, interactive training with immediate feedback to enhance the effectiveness of the application of the information shared towards ‘the project’, two group virtual success check in calls within days of the group’s completion of the training.
Throughout history, the most effective leaders have achieved a balance of interacting with their team while maintaining authority. There are many leadership styles, including servant and transformational leadership. A servant leader prioritizes the needs of others, helps people develop and perform at their highest potential. A transformational leader inspires followers through role modeling and challenging them to take ownership over their work. Both servant and transformational leaders are effective mentors with strong communication skills who are committed to the growth of their people.
The document discusses the concept of servant leadership as coined by Robert Greenleaf in the 20th century. Greenleaf was skeptical of traditional authoritarian leadership styles and instead promoted a style where the leader focuses on serving their followers' needs. The key aspects of servant leadership discussed are that the leader prioritizes the needs of others over their own interests, helps others grow, and empowers followers in decision making. Examples are given of companies that successfully employ servant leadership principles like Southwest Airlines and Johnson & Johnson.
Robert Kiefner Greenleaf introduced the concept of servant leadership in 1970. He defined the servant leader as one who serves others first to help them develop and perform at their best. Some key attributes of servant leadership include listening, empathy, foresight, and commitment to enhancing others' personal growth. While critiqued as potentially ineffective for business goals, servant leadership focuses on ethical and sustainable leadership through service, community-building, and empowering others. Greenleaf established the Center for Applied Ethics to promote servant leadership principles.
The Dilemma of Leadership: from the Essential Exceptionial Ethical Leadership...Marv Russell
Find Your Path to the Impact Zone
- To Inspire People
- To Value the Diversity of People
- To Create the Environment
Find the Way to Sustain Your Leadership
- Be Essential
- Be Exceptional
- Be Ethical
Servant leadership is a leadership philosophy where the leader focuses on developing and serving their employees. Unlike traditional leadership which concentrates power at the top, servant leaders share power and prioritize the needs of their people. Robert Greenleaf coined the term "servant leadership" in 1970 to describe this approach. Key aspects of servant leadership identified by Larry Spears include listening, empathy, awareness, persuasion, and building community. Many influential figures have since advocated for servant leadership.
The document discusses a professional enhancement program for school heads in the MIMAROPA region of the Philippines. It focuses on developing ethical leadership skills, including understanding human ethics, emotional intelligence, and triple threat capability leadership. The session aims to help school heads integrate relevance of ethics, emotional intelligence, and decency in leadership. It also discusses approaches to ethical standards like defining values and open communication.
LEADERSHIP AND CORPORATE CHARACTER KNOW THE IMPORTANCE OF CORPORATE CHARACTERPROF. PAUL ALLIEU KAMARA
INTRODUCTION
WHAT IS CHARACTER
What is the definition of a character?
Britannica Dictionary definition of CHARACTER. 1. [Count]: the way someone thinks, feels, and behaves: someone's personality — usually singular. He rarely shows his true character—that of a kind and sensitive person.
Leadership vs Character
Great leadership is a combination of competence, character, and commitment. Character is an individual's unique combination of internalized beliefs and moral habits that motivates and shapes how that individual relates to others.
Why Character Matters in Leadership
Every leader wants to be successful. But sometimes, the results achieved come at the cost of character. Civil rights leader Martin Luther King Jr. suggested that the most dangerous person is likely gifted with reason but no morals. A blind passion for results damages a leader's reputation and the organization. Evidence from workplace studies on the benefits of character suggests that leaders with high character scores outperform others on company performance metrics. Leadership behaviors guide actions, but a leader's character determines how and if the leader acts. Great leadership is a combination of competence, character, and commitment. This article provides three practical steps to help you develop your character strengths and pass your next character test.
Why is Character Important to Your Success?
Leadership creates moments not defined by policy or procedures - situations where leaders have to choose between right and right.
Every day you make character decisions, consciously or unconsciously, such as between speed or quality and long-term or short-term results. The impact of these decisions either reinforces your team's desired or undesired thoughts, feelings, and behaviors.
Darkness cannot drive out darkness; only light can do that. Hate cannot drive out hate, only love can do that. Martin Luther King, Jr.
In a study of executive leaders and their organizations over a two-year period, CEOs who scored high on aspects of character had an average return on assets (ROA) of 9.35%, in contrast to CEOs with low ratings had a ROA of 1.93%.
Leadership character is shown to align the leader-follower relationship, increasing both leader and follower productivity, effectiveness, and creativity. Leadership character plays a vital role in unifying a team.
Followers will give more when they respect the leader's character. A focus on helping others is essential to providing effective strategic leadership. Also, character helps leaders navigate change more effectively.
The document provides an overview of transformational leadership, including:
1) It discusses the origins and definitions of transformational leadership from theorists like Burns and Bass.
2) There are four key components of transformational leadership: charisma, inspirational motivation, intellectual stimulation, and individualized consideration.
3) Transformational leadership aims to transform and motivate both leaders and followers to higher levels of morale and performance.
This document outlines a presentation on transformational leadership given by Tan Sri Dato' Seri Dr. Ibrahim bin Abu Shah. The presentation defines transformational leadership and discusses its key characteristics. It aims to help prepare audiences to become future leaders and encourage applying transformational leadership in work and social environments. The presentation is divided into three parts: conceptual overview of leadership, characteristics of transformational leadership, and issues related to building leadership. Transformational leadership is defined as a leadership approach that causes change in individuals and social systems through developing followers into leaders.
Focused properly, leadership charisma fosters an environment where every one of your people has a positive and energetic attitude, is emotionally and intellectually committed to your vision, and is inspired to contribute his or her very best. Watch this 60 minute webinar and learn how any leader can become more personally charismatic - and how any leader can harness that charisma to achieve superior bottom-line results for their businesses.
What You Will learn:
The impact of Leadership on Employee Engagement
Six Critical Behaviors of Engaging & Productive Leaders
Key Drivers of Individual Performance
Here is a possible reflection on the article:
This article provided a lot of useful information about servant leadership and how it differs from traditional leadership approaches. Servant leadership puts the needs of followers and other stakeholders above the leader's own interests.
Some key aspects of servant leadership discussed include listening to followers, empathizing with them, helping them grow and develop to their full potential. Rather than lording power over others, servant leaders lead by example through service. They are goal-oriented but also value the moral and ethical treatment of all people.
The story of Leo from "Journey to the East" helps illustrate how a servant can actually be the greatest of leaders. His selfless service uplifted and guided the travelers, even
Servant Leadership for Employees and Small Business Owners_2.11.14(final)Miguel Aranda, MBA
The document discusses servant leadership and how to become a servant leader. It begins by outlining the agenda which includes defining servant leadership, how to become one, and what it means for one's life and career. It then defines servant leadership as shifting the paradigm to prioritize support and service for employees over management needs. Key aspects of servant leadership are identified as listening, empathy, awareness, persuasion, foresight, stewardship, and commitment to others' growth. Becoming a servant leader involves internal development cognitively, experientially, and spiritually as well as external support from one's organization and community. The impact is that those served by the leader grow as individuals and are more likely to also become servants.
Leaders and managers have distinct roles and characteristics. Leaders are visionary and charismatic, guiding the direction of an organization through influencing others. Managers focus more on managing people and processes. The roles can overlap, as leaders mentor managers to transition into leadership positions. Leaders are often nicer than managers and less concerned with titles. People follow leaders willingly, but follow managers due to obligations.
Similar to Good to Great Servant Youth Leadership (20)
FINDING YOUR WHY at the Workplace by Ruben Licera JrRUBEN LICERA
This deck is delivered during the Fit4U Campaign of Aboitiz Equity Ventures in the Visayas.
The presentation showcases the importance of Finding One's WHY, the evolution of WHY, myths, and impact of purpose-driven employment and leadership to each personnels career and the company involved.
The event was held at Seda Hotels, Cebu City on October 6, 2018.
Want to bring this talk in your workplace, connect with me via talks@rubenlicera.com
Social Media Marketing for Filipino MLM Professionals RUBEN LICERA
Social Media Marketing for Filipino MLM Professionals, created by Digital Marketing Strategist Ruben Licera, provides an in-depth analysis on the impact of digital and social media marketing to the MLM industry and how to harness it to make it a tool for marketing.
Read more about Ruben Licera here ===>>> www.RubenLicera.com
#ESTRATlife #KnowYourSTRAT
State of Digital and Social Media in the Philippines 2018RUBEN LICERA
The State of Digital and Social Media in the Philippines for 2018 is an excerpt of We Are Social and Hootsuite’s “Digital in 2018” with in depth focus on the Philippines Digital and Social Media Scene.
For more in depth write up on this, visit www.estratx.com
#KnowYourSTRAT #ESTRATlife
State of E- Commerce in the Philippines 2018RUBEN LICERA
The State of E-commerce in the Philippines for 2018 is an excerpt of We Are Social and Hootsuite’s “Digital in 2018” with focus on the Philippines E-commerce.
Read our article about this soon at www.estratx.com
#KnowYourSTRAT #ESTRATlife
State of Social Media in the Philippines 2018RUBEN LICERA
The State of Social Media Media in the Philippines for 2018 is an excerpt of We Are Social and Hootsuite’s “Digital in 2018” with in depth focus on the Philippines social media scene.
For more indepth write up on this, visit www.estratx.com
#KnowYourSTRAT #ESTRATlife
State of Social 2018 by Buffer and Social Media WeekRUBEN LICERA
Produced by Buffer and Social Media Week, this 41-slide presentation is the data collected from more than 1,700 social media marketers.
This presentation can help us marketers, of all business sizes, on how we can maximise social media marketing for our businesses from the insights gathered from the experts of the field.
The content of the deck details 5 key areas of social media marketing:
1. Social media platforms (Which social media platforms are businesses using?).
2. Social media content and strategy (What types of content are businesses sharing? )
3. Social media advertising (How are businesses using social media ads? )
4. Social media effectiveness (How is social media helping businesses overall?)
5. About the data (A full breakdown of who took the survey).
Philippines Digital and Social Media Landscape 2017RUBEN LICERA
This presentation showcase the digital and social media landscape of the Philippines in 2017.
Small and Medium businesses should understand that there is a growing population of netizens who are strongly shifting to online purchasing (e-commerce).
The Supporting Information Why MCIA is increasing its Passenger Service Charg...RUBEN LICERA
This is the official presentation released to the media by the Mactan Cebu International Airport (MCIA) during the second heading held at Waterfront Hotel on October 7, 2014 and was presented by GM Nigel Villarete.
Guide to online marketing for small businessRUBEN LICERA
This presentation was shared during GDaysMandaue on May 10, 2014.
The presentation highlights the basic Internet marketing strategies and checklist businesses can do to increase their visibility online using Google free tools.
Should you have any question, please don't hesitate to email me at ruben@inewmedia.org
Why New Public Relations (PR) is Everybody's BusinessRUBEN LICERA
This presentation provides and insightful realization to what is old and new Public Relations (PR) in the context of new media. This presentation was presented to the graduating class of University of San Jose Recoletos last February 2013.
State of the social media scene in cebu, philippinesRUBEN LICERA
Cebu,Philippines social scene is flourishing and advocacy oriented as shown through the information gathered from Cebuano social media users and influencers.
This presentation was delivered during the first Social Good Summit 2012 held at Marcelo Fernan Cebu Press Center, Sudlon, Lahug, Cebu City, Philippines.
(http://www.gdgcebu.org/2012/09/google-developers-tools.html)
This presentation was delivered during the first Software Freedom Day on September 15, 2012 at the University of San Carlos, Cebu City, Philippines.
Effective Events Management for Non Profit (NGO)RUBEN LICERA
(www.rubenlicera.com/effective-events-management-for-non-profit). Events Management is one of the activities at the heart of every dynamic organizations, including non-profit or NGO's.
This talk shares the basics of event management and the factors in its effective implementation.
Should you have further question, please email me at ruben@rubenlicera@gmail.com
Social Media Marketing Strategies for Non Profit, Social Development Programs...RUBEN LICERA
This presentation was delivered during Ramon Aboitiz Foundation Inc. (RAFI)'s Young Minds Academy assembly last September 9, 2011.
"Social Media Marketing Strategies for Non-Profit, Social Development Programs and Projects" discusses effective strategies of the worlds most prominent social media movers. It also provides tried and tested strategies already implemented by the speaker.
For more information, please feel free to check www.rubenlicera.com or email me at info@rubenlicera.com
This presentation will show you the effective way of doing Keyword Research and Analysis. Thanks to Certified SEO Specialist Ivan Llesol (http://www.ivanllesol.com) for preparing the presentation in behalf of RLCOMM International (http://www.rlcomm.org). For more information, email info@rlcomm.org.
This slides provides general overview of the steps that needs to be undertaken in installing, using and interpreting Google Analytics and Webmaster Tools.
For more information, email info@rlcomm.org.
Search Engine Optimization and Social Media EngagementRUBEN LICERA
This presentation provides a general overview of how you can automate SEO and Social Media Engagements to a certain level.
For more information, email info@rlcomm.org.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Executive Directors Chat Leveraging AI for Diversity, Equity, and Inclusion
Good to Great Servant Youth Leadership
1. Good to Great Christian
Servant Youth Leadership
MOLDING A HIGH PERFORMANCE TEAM SEMINAR - WORKSHOP
RUBEN B. LICERA, JR.
January 22-23, 2012
Hidden Paradise Resort
San Fernando, Cebu, Philippines
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
2. GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
3. GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
4. VISION
“ Strong brotherhood and
morally upright Iglesia Ni Cristo
families worthy of salvation
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
5. MISSION
“ Promote spiritual maturity as
a lifestyle to all Iglesia Ni
Cristo families and members.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
6. REALIZATION
Leadership is a PROCESS. It is developed
DAILY and not in a day.
Action comes from INSIDE and then OUT.
Everything has been taught already.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
9. SERVANT LEADERSHIP DEFINED
"The servant-leader is a servant
first. It begins with a natural
feeling that one wants to serve,
to serve first, as opposed to,
wanting power, influence, fame
or wealth."
- Robert K. Greenleaf
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
10. CHARACTERISTICS OF BEING A
SERVANT LEADER
To further define Greenleaf's paradigm
shift, Larry C. Spears identified ten
characteristics of a servant-leader in
his paper titled "On Character and
Servant Leadership: Ten Characteristics
of Effective, Caring Leaders.”
Larry C. Spears
President and CEO from 1990 to 2007
Robert K. Greenleaf Center for Servant Leadership
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
11. GOOD TO GREAT SERVANT YOUTH LEADERSHIP
LISTENING.
www.rubenlicera.com
12. CHARACTERISTICS OF Larry C. Spears
BEING A SERVANT LEADER President and CEO from 1990 to 2007
Robert K. Greenleaf Center for Servant Leadership
“ Traditionally, and also in servant leadership, managers are
required to have communication skills as well as the
competence to make decisions. A servant leader has the
motivation to listen actively to subordinates and support
them in decision identification. The servant leader particularly
needs to pay attention to what remains unspoken in the
management setting. This means relying on his inner voice in
order to find out what the body, mind and spirit are
communicating.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP
LISTENING. www.rubenlicera.com
13. GOOD TO GREAT SERVANT YOUTH LEADERSHIP
EMPATHY.
www.rubenlicera.com
14. CHARACTERISTICS OF Larry C. Spears
BEING A SERVANT LEADER President and CEO from 1990 to 2007
Robert K. Greenleaf Center for Servant Leadership
“ A servant leader attempts to understand and empathize with
others. Workers may be considered not only as employees, but
also as people who need respect and appreciation for their
personal development. As a result, leadership is seen as a
special type of human work, which ultimately generates a
competitive advantage.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP
EMPATHY. www.rubenlicera.com
15. GOOD TO GREAT SERVANT YOUTH LEADERSHIP
HEALING.
www.rubenlicera.com
16. CHARACTERISTICS OF Larry C. Spears
BEING A SERVANT LEADER President and CEO from 1990 to 2007
Robert K. Greenleaf Center for Servant Leadership
“ A great strength of a Servant Leader is the ability for healing
one’s self and others. A servant leader tries to help people
solve their problems and conflicts in relationships, because he
wants to encourage and support the personal development of
each individual. This leads to the formation of a business
culture, in which the working environment is dynamic, fun and
free of the fear of failure.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP
HEALING. www.rubenlicera.com
17. GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
18. CHARACTERISTICS OF Larry C. Spears
BEING A SERVANT LEADER President and CEO from 1990 to 2007
Robert K. Greenleaf Center for Servant Leadership
“ A servant leader needs to gain general awareness and
especially self-awareness. He has the ability to view situations
from a more integrated, holistic position. As a result, he gets a
better understanding about ethics and values.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP
AWARENESS. www.rubenlicera.com
20. CHARACTERISTICS OF Larry C. Spears
BEING A SERVANT LEADER President and CEO from 1990 to 2007
Robert K. Greenleaf Center for Servant Leadership
“ A Servant Leader does not take advantage of her power and
status by coercing compliance; she rather tries to convince
those she manages. This element distinguishes servant
leadership most clearly from traditional, authoritarian models
and can be traced back to the religious views of Robert
Greenleaf.
PERSUASION.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
22. CHARACTERISTICS OF Larry C. Spears
BEING A SERVANT LEADER President and CEO from 1990 to 2007
Robert K. Greenleaf Center for Servant Leadership
“ A servant leader thinks beyond day-to-day realities. That
means he has the ability to see beyond the limits of the
operating business and also focuses on long term operating
goals. A Leader constructs a personal vision that only he can
develop by reflecting on the meaning of life. As a result, he
derives specific goals and implementation strategies.
CONCEPTUALIZATION.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
23. GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
24. CHARACTERISTICS OF Larry C. Spears
BEING A SERVANT LEADER President and CEO from 1990 to 2007
Robert K. Greenleaf Center for Servant Leadership
“ Foresight is the ability to foresee the likely outcome of a
situation. It enables the servant leader to learn about the past
and to achieve a better understanding about the current
reality. It also enables the servant leader to identify
consequences about the future. This characteristic is closely
related to conceptualization.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP
FORESIGHT. www.rubenlicera.com
26. CHARACTERISTICS OF Larry C. Spears
BEING A SERVANT LEADER President and CEO from 1990 to 2007
Robert K. Greenleaf Center for Servant Leadership
“ CEOs, staffs and trustees have the task to hold their institution
in trust for the greater good of society. In conclusion, servant
leadership is seen as an obligation to help and serve others.
Openness and persuasion are more important than control.
STEWARDSHIP.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
27. GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
28. CHARACTERISTICS OF Larry C. Spears
BEING A SERVANT LEADER President and CEO from 1990 to 2007
Robert K. Greenleaf Center for Servant Leadership
“ A servant leader is convinced that people have an intrinsic
value beyond their contributions as workers. Therefore, she
should nurture the personal, professional and spiritual growth
of employees. For example, she spends money for the personal
and professional development of the people who make up her
organization. The servant leader will also encourage the ideas
of everyone and involve workers in decision making.
COMMITMENT TO GROWTH.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
29. GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
30. CHARACTERISTICS OF Larry C. Spears
BEING A SERVANT LEADER President and CEO from 1990 to 2007
Robert K. Greenleaf Center for Servant Leadership
“ A servant leader identifies means to build a strong community
within his organization and wants to develop a true
community among businesses and institutions.
BUILDING COMMUNITY.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
31. CHARACTERISTICS OF Larry C. Spears
BEING A SERVANT LEADER President and CEO from 1990 to 2007
Robert K. Greenleaf Center for Servant Leadership
LISTENING CONCEPTUALIZATION
EMPATHY FORESIGHT
HEALING STEWARDSHIP
AWARENESS COMMITMENT TO GROWTH
PERSUASION BUILDING COMMUNITY
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
32. "...whoever wants to be great must be your servant,
and whoever wants to be first must be the willing
slave of all--like the Son of Man; He did not come to
be served, but to serve, and to give up his life as a
ransom for many."
- Mat 20:27-28 (NEB)
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
33. Written by Leadership Scientist Jim Collins.
Studied 1,435 good companies.
Examine their performance over 40 years.
Find the 11 companies that became great.
Published in 2001.
Became a National Bestseller and "one
of the most influential business books
of recent years."
It was "cited by several members
of The Wall Street Journal's CEO
Council as the best management
book they've read."
Source: http://en.wikipedia.org/wiki/Good_to_Great
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
34. “For a social sector organization,
performance must be assessed
relative to mission... The critical
question is ‘How effectively do
we deliver on our mission and
make a distinctive impact,
relative to our resources?’”
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
35. Good to Great Concept
Build up
Level 5 First Who… Confront the Hedgehog Culture of Technology
Leadership Then What Brutal Facts Concept Discipline Accelerators
Disciplined People Disciplined Thought Disciplined Action
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
36. Good to Great Concept
Build up
Level 5 First Who… Confront the Hedgehog Culture of Technology
Leadership Then What Brutal Facts Concept Discipline Accelerators
Disciplined People Disciplined Thought Disciplined Action
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
37. 5 Levels of Leadership
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
38. Level 5 Leadership
5 – Level 5 Executive
RESPECT. People will follow
because of what you are and
what you represent
4 – Effective Leader
REPRODUCTION. People will follow
because of what you have done for them.
3–Competent Manager
RESULTS. People will follow because of
what you have done for the organization.
2–Contributing Team Member
RELATIONSHIPS. People will follow because they want to.
1–Highly Capable Individual
RIGHTS. People will follow because the have to.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
39. 5 Levels of Leadership
Leaders who employ a paradoxical mix of personal
humility and professional will.
Set up successors for even greater success.
Compelling modesty, self-effacing,
understated.
Fanatically driven to produce sustainable
results.
More plow horse than show horse.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
40. 5 Levels of Leadership
Attribute success to other than themselves
Look in mirror and take full responsibility for
poor decisions.
Many people have the potential to evolve into
Level 5.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
41. • Personal Humility • Professional Will
– Demonstrates a compelling – Creates superb results, a
modesty, shunning public clear catalyst in the
adulation; never boastful transition from good to
great
– Acts with quiet, calm
determination; relies
principally on inspired – Demonstrates an
standards, not inspiring unwavering resolve to do
charisma, to motivate. whatever must be done to
produce the best long-term
results, no matter how
difficult
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
42. • Personal Humility • Professional Will
– Channels ambition into – Sets the standard of
company, not the self, sets building an enduring great
up successors for even more company; will settle for
greatness in the next nothing less
generation
– Looks in the mirror, not out – Looks out the window, not
the window, to apportion in the mirror, to apportion
responsibility for poor credit for the success of the
results, never blaming other company – to other people,
people, external factors, or external factors, and good
bad luck. luck
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
43. Good to Great Concept
Build up
Level 5 First Who… Confront the Hedgehog Culture of Technology
Leadership Then What Brutal Facts Concept Discipline Accelerators
Disciplined People Disciplined Thought Disciplined Action
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
44. First Who . . . Then What
The right people on the bus. The
wrong people off the bus. The
right people on the right seat.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
45. First Who . . . Then What
“Who” questions came before “what”
decisions - before vision, strategy,
organization structure, and tactics.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
46. First Who . . . Then What
Leaders were rigorous, not
ruthless in people decisions.
Three practical disciplines for being
rigorous:
When in doubt, don’t hire
When you know you need to
make a people decision, act
Put your best people on your best
opportunities, not biggest
problems.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
47. First Who . . . Then What
Leaders were rigorous, not
ruthless in people decisions.
Management teams debate
vigorously to find best
answers, yet unify behind
decisions.
“Right” person has more to do
with character traits and
innate capabilities than with
knowledge, background, or
skills.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
48. Good to Great Concept
Build up
Level 5 First Who… Confront the Hedgehog Culture of Technology
Leadership Then What Brutal Facts Concept Discipline Accelerators
Disciplined People Disciplined Thought Disciplined Action
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
49. Confront the Brutal Facts
Stockdale Paradox:
Retain absolute faith that you can and
will prevail in the end, AND at the same
time confront the most brutal facts of
your current reality, whatever they
might be.
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50. Confront the Brutal Facts Setting off on the path to greatness
requires confronting the brutal facts
of current reality.
Must create a culture wherein people
have a tremendous opportunity to
be heard and, ultimately, for the truth
to be heard.
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
51. Confront the Brutal Facts
Four basic practices:
Lead with questions, not answers
Engage in dialogue and debate, not
coercion
Conduct autopsies, without blame
Build red flag mechanisms where
information cannot be ignored
GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
52. Good to Great Concept
Build up
Level 5 First Who… Confront the Hedgehog Culture of Technology
Leadership Then What Brutal Facts Concept Discipline Accelerators
Disciplined People Disciplined Thought Disciplined Action
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53. GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
54. Hedgehog Concept Hedgehogs simplify a complex
world into a single organizing idea,
a basic principle or concept that
unifies and guides everything.
Hedgehogs see what is essential,
and ignore the rest.
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55. Hedgehog Concept
The Hedgehog Concept is a deep
understanding of three
intersecting circles translated into
a simple, crystalline concept:
What you are deeply
passionate about
What you can be best
in the world at
What drives your
economic engine
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56. Hedgehog Concept
Simplicity
within
What you are deeply the three
passionate about circles
What you can What drives
be the best in your
the world at economic
engine
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57. Hedgehog Concept
Getting the Hedgehog Concept takes an average of four years.
It is an iterative process by The
Council:
The right people
Engaged in vigorous
dialogue and debate
Infused with the brutal facts
Guided by questions
formed by the three circles
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58. Hedgehog Concept
Ask Questions
All Guided by An Iterative
the Three Circles Process
Autopsies The Dialogue &
& Analysis Debate
Council
Executive
Decisions
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59. Good to Great Concept
Build up
Level 5 First Who… Confront the Hedgehog Culture of Technology
Leadership Then What Brutal Facts Concept Discipline Accelerators
Disciplined People Disciplined Thought Disciplined Action
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60. GOOD TO GREAT SERVANT YOUTH LEADERSHIP www.rubenlicera.com
61. Culture of Discipline
Getting disciplined people who engage in
disciplined thought and who then take
disciplined action, fanatically consistent with
three circles
People who “rinse their cottage cheese”
.
Not about a tyrant who disciplines
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62. Culture of Discipline
Involves a duality.
Requires people who adhere to a
consistent system.
Gives people freedom and responsibility
within framework of that system.
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63. Culture of Discipline
Includes willingness to shun opportunities that fall outside the three
circles.
Budgeting is to decide which arenas fit Hedgehog Concept and should
be fully funded and which should not be funded at all.
“Stop doing” lists are more important than “to do” lists.
“Anything that does not fit with our Hedgehog Concept, we will not
do.”
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64. Good to Great Concept
Build up
Level 5 First Who… Confront the Hedgehog Culture of Technology
Leadership Then What Brutal Facts Concept Discipline Accelerators
Disciplined People Disciplined Thought Disciplined Action
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65. Technology Accelerators Good-to-greats avoid technology
fads and bandwagons.
Yet they often become pioneers in
the application of carefully selected
technologies.
Does it fit directly with your Hedgehog
Concept?
Good-to-greats used technology as an
accelerator of momentum, not a
creator of it.
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66. Technology Accelerators
Technology by itself is never a
root cause of either greatness or
decline.
“Crawl, walk, run” can be a very
effective approach, even during
times of rapid and radical
technological change.
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67. Good to Great Concept
Build up
Level 5 First Who… Confront the Hedgehog Culture of Technology
Leadership Then What Brutal Facts Concept Discipline Accelerators
Disciplined People Disciplined Thought Disciplined Action
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68. The FlyWheel
Good-to-great transformations never happened in one fell
swoop.
There was no single defining action, no grand program, no
one killer innovation, no solitary lucky break, no miracle
moment.
Instead they followed a predictable pattern of buildup and
breakthrough.
Like pushing on a giant, heavy flywheel, it takes a lot of
effort to get the thing moving at all, but . . .
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69. The FlyWheel
With persistent pushing . . .
In a consistent direction . . .
Over a long period of time . . .
The flywheel builds momentum . . .
Eventually hitting a point of breakthrough.
In good-to-great groups problems of commitment,
alignment, motivation, and change largely take care
of themselves.
Alignment follows from results and momentum, not
the other way around.
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70. “Good is the enemy of Great” - Jim Collins
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