Introducing Leadermaker (Android and iOS)
•
0 likes•43 views
This document introduces Leadermaker, a new app designed to help individuals improve their leadership skills and get more satisfaction from their work. It argues that leadership is defined more by behaviors than skills or position. Leadermaker uses peer feedback and tracking of leadership behaviors to help users develop key habits like fostering relationships, sharing knowledge, and listening. It aims to spread impact by encouraging users to invite colleagues to also improve their leadership. The goal is to make workplaces better by having more people actively support each other through leadership behaviors.
Report
Share
Report
Share
Download to read offline
Recommended
M4C Day Training
This document provides an introduction and agenda for a community organizing session. It discusses the purpose of community organizing in helping people organize themselves to enact change. It outlines why community organizing is important for addressing more issues, enacting more change, gaining more supporters. The agenda includes introductions, discussions of power and relational politics, and strategic action planning. It also discusses different models of organizing, techniques for building relationships through one-on-one meetings and neighborhood walks, and holding house and group meetings to identify issues, problems, and leaders in the community.
Intentional Influence
The document discusses leadership and influence. Effective leadership requires clearly defining desired results and understanding behaviors that will achieve those results. Leaders should ask what results they want to influence and what specific behaviors will contribute to those results. Motivation and ability come from personal, social, and structural sources like harnessing peer pressure, finding strength in numbers, and changing environments.
Applied influence - Wyoming Society of CPAs
This document defines leadership as the ability to influence human thought, emotion, and behavior, starting with oneself. It discusses intentional influence and identifies two key questions for leaders: what results are wanted and what behaviors will achieve those results. The document also outlines six sources of motivation and ability that influence can harness: personal motivation and ability, social/peer motivation and ability, and structural/environmental motivation and ability. It provides strategies for leaders to tap into each of these six sources to achieve their goals of intentional influence.
Intentional Influence - Wyoming Society of CPAs
The document discusses leadership and influence. Effective leadership requires clearly defining desired results and understanding behaviors that will achieve those results. Leaders should identify specific, measurable, attainable, relevant, and time-bound results. They should also determine behaviors that will contribute to those results, considering motivations from personal, social, and structural sources of motivation and ability. Leaders need to make undesirable behaviors undesirable and desirable behaviors desirable by harnessing peer pressure, designing rewards, investing in skills, leveraging numbers, and changing environments. They should plan for potential failures.
Manipulation Or Motivation Final
The document provides guidance for a training day on managing volunteers effectively. It covers why volunteers are important, different motivations for volunteering, challenges in the professionalization of volunteering, and styles of volunteer management. The training involves interactive sessions on motivation, the paid/volunteer relationship, and developing a plan to address a specific issue with a volunteer. The goal is to help participants strengthen volunteer retention and motivation using tools like shared expectations, equipping, encouragement, and evaluation.
Taster slides
This document outlines an agenda for a community organizing introductory session for Walthamstow Labour Party. The agenda includes introductions, discussing power and relational politics, an overview of Movement for Change which focuses on community organizing, and how community organizing can help in Walthamstow. Attendees then share their political stories, discuss building relationships through 1-on-1 meetings, and commit to next steps like setting up 1-on-1s or participating in actions. The goal is to help people organize themselves to come together and win change through building relationships and taking action.
Leaders Eat Last
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.
Effective DAM leadership: Why Organizational Perspective Matters
The document discusses how effective DAM leadership requires an organizational perspective. It recommends that DAM leaders find their organization's "WHY", or overall mission and purpose, and align the goals and strategic importance of DAM to directly support that mission. This will help motivate different groups within the organization to collaborate on DAM initiatives. The document also advises DAM leaders to focus first on relationships, governance processes, and change management ("HOW") before selecting specific DAM tools or standards ("WHAT"). Doing so helps ensure DAM strategies are grounded in and driven by the organization's overarching goals and priorities.
Recommended
M4C Day Training
This document provides an introduction and agenda for a community organizing session. It discusses the purpose of community organizing in helping people organize themselves to enact change. It outlines why community organizing is important for addressing more issues, enacting more change, gaining more supporters. The agenda includes introductions, discussions of power and relational politics, and strategic action planning. It also discusses different models of organizing, techniques for building relationships through one-on-one meetings and neighborhood walks, and holding house and group meetings to identify issues, problems, and leaders in the community.
Intentional Influence
The document discusses leadership and influence. Effective leadership requires clearly defining desired results and understanding behaviors that will achieve those results. Leaders should ask what results they want to influence and what specific behaviors will contribute to those results. Motivation and ability come from personal, social, and structural sources like harnessing peer pressure, finding strength in numbers, and changing environments.
Applied influence - Wyoming Society of CPAs
This document defines leadership as the ability to influence human thought, emotion, and behavior, starting with oneself. It discusses intentional influence and identifies two key questions for leaders: what results are wanted and what behaviors will achieve those results. The document also outlines six sources of motivation and ability that influence can harness: personal motivation and ability, social/peer motivation and ability, and structural/environmental motivation and ability. It provides strategies for leaders to tap into each of these six sources to achieve their goals of intentional influence.
Intentional Influence - Wyoming Society of CPAs
The document discusses leadership and influence. Effective leadership requires clearly defining desired results and understanding behaviors that will achieve those results. Leaders should identify specific, measurable, attainable, relevant, and time-bound results. They should also determine behaviors that will contribute to those results, considering motivations from personal, social, and structural sources of motivation and ability. Leaders need to make undesirable behaviors undesirable and desirable behaviors desirable by harnessing peer pressure, designing rewards, investing in skills, leveraging numbers, and changing environments. They should plan for potential failures.
Manipulation Or Motivation Final
The document provides guidance for a training day on managing volunteers effectively. It covers why volunteers are important, different motivations for volunteering, challenges in the professionalization of volunteering, and styles of volunteer management. The training involves interactive sessions on motivation, the paid/volunteer relationship, and developing a plan to address a specific issue with a volunteer. The goal is to help participants strengthen volunteer retention and motivation using tools like shared expectations, equipping, encouragement, and evaluation.
Taster slides
This document outlines an agenda for a community organizing introductory session for Walthamstow Labour Party. The agenda includes introductions, discussing power and relational politics, an overview of Movement for Change which focuses on community organizing, and how community organizing can help in Walthamstow. Attendees then share their political stories, discuss building relationships through 1-on-1 meetings, and commit to next steps like setting up 1-on-1s or participating in actions. The goal is to help people organize themselves to come together and win change through building relationships and taking action.
Leaders Eat Last
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.
Effective DAM leadership: Why Organizational Perspective Matters
The document discusses how effective DAM leadership requires an organizational perspective. It recommends that DAM leaders find their organization's "WHY", or overall mission and purpose, and align the goals and strategic importance of DAM to directly support that mission. This will help motivate different groups within the organization to collaborate on DAM initiatives. The document also advises DAM leaders to focus first on relationships, governance processes, and change management ("HOW") before selecting specific DAM tools or standards ("WHAT"). Doing so helps ensure DAM strategies are grounded in and driven by the organization's overarching goals and priorities.
Engaging the Volunteer of the Future
How people want to spend their volunteer time is changing. What volunteers are looking for today, and will be looking for tomorrow, is different from what volunteers wanted just a few years ago. Whether you're looking to invite volunteers into your organization or send employees out into the community as volunteers this session can help. 2015 VolunteerMatch Summit attendees learned how to design opportunities that provide the right experience for volunteers by rethinking the work (and the way it's talked about), focusing on the impact of the work, and thinking about the skills, experiences and characteristics of the "right" volunteer for the role.
Wild Apricot Free Expert Webinar: Build a Culture of Leadership in 6 Steps
John Mattone – a world authority in leadership training – shares his 6-step process to transform your organization's culture and unlock the leadership potential at all levels of membership - including YOU!
Lead From Anywhere
The document discusses key aspects of leadership including priorities, trustworthy relationships, interdependence, and shared purpose. It emphasizes that leadership requires influence, substantive change, and a relationship based on shared goals. Trustworthy relationships are built on ability, integrity, and good intentions. Interdependent partnerships require responsibility, clear expectations, accountability, and continuous learning. An organization thrives when everyone understands and works toward a common, memorable purpose that guides daily decisions.
Becoming a Person of Influence
This document is from Jo Miller, CEO of Women's Leadership Coaching, Inc. It discusses the six sources of influence: relationships, direct, informational, resources, expertise, and positional. For each source, it provides characteristics and ways to build influence in that area. For example, for relationships it notes the importance of networks and building collaborations, and for expertise it suggests volunteering for high-profile assignments and establishing yourself as an industry leader. The overarching message is that influencing others is key to career advancement, and these six sources can help emerging leaders expand their sphere of influence.
Leadership ppt
Sheryl Sandberg is the COO of Facebook and a leader known for her authentic leadership style. Some key aspects of her leadership philosophy include being real and treating both her professional and personal selves as whole, making her partner a real partner, and taking her seat at the table to promote others. She advocates understanding and challenging gender bias to help redefine traditional roles and empower women leaders. Sandberg's leadership is characterized by self-awareness, relational transparency, pulling others aside to provide honest feedback, and acting with authenticity in all communications and interactions.
Leadership
The document discusses how leadership is about emotion. It states that great leaders inspire others on both intellectual and emotional levels, leading people to achieve their best work. While leadership skills can be learned, natural leaders are able to gain admiration through empathy, continuous learning, honesty, kindness, collaboration, and partnering with their people. The key is for leaders to develop their own style and connect with others on an emotional level.
Systems-led Leadership - Daniela Papi-Thornton - 2018 - german webinar
This document discusses systems-led leadership and social entrepreneurship. It advocates making decisions by understanding the wider systems and envisioning goals for systemic change that can't be achieved alone. It provides examples of systems-led roles like convening partners and filling gaps. It asks how one's work will further the impact of other organizations. It also lists some programs that provide education and funding to support systems-led leadership.
8 Ways to Transform from a Manager into a Leader | April 2018
Get inspired to make the leap from managing to leading—and the tools to make it happen. In this webinar, find out the key differences between a leader and a manager, plus tips for building a strong team and a loyal following.
Guest Speaker: Lisa Walsh, Chief Executive Officer, Truco Enterprises.
Becoming a person of influence session handout
This document discusses how to become a person of influence by positively impacting others. It provides an inventory to assess one's influencing style and suggests moving towards a more "pull" versus "push" approach. Ten ways to increase influence are outlined, including demonstrating integrity, nurturing people, having faith in others, listening, understanding different perspectives, investing in people, providing guidance, connecting with others, empowering subordinates, and reproducing leadership in others. The document encourages developing these attributes to expand one's sphere of influence.
Nonprofit Insights: Why and How Nonprofits Can Engage Millennials for the Lon...
With 80 million Millennials coming of age today, there are a multitude of options to leverage their passion, tech-savviness and entrepreneurial spirit to help support your cause. In many ways, the Millennial generation holds the keys to the future of your nonprofit.
Do you know how your organization can engage these Millennials, not just for a day or for one campaign, but as dedicated supporters for life?
For the August 2013 Nonprofit Insights webinar, Kari Dunn Saratovksy and Derrick Feldmann, co-authors of the new book "Cause for Change: The Why and How of Nonprofit Millennial Engagement," joined VolunteerMatch. Kari and Derrick provided insight into what makes Millennials different from previous generations – and how they are the same. They shared big-picture strategies for building long-term relationships with Millennials, as well as concrete, actionable tips for engaging them as volunteers, donors, board members and even employees.
2015 LEAD Conference Chicago, IL "Be Your Best S.E.L.F. (Social Emotional Lea...
Student Leader Advisor Workshop - Be Your Best S.E.L.F. (Social Emotional Leadership is the Foundation to Success)
Leadership
This document discusses the qualities of effective leadership. It explores what makes a good leader and provides tips for becoming a leader, such as giving more than expected, showing respect for others, being a problem solver rather than fault finder, and having a sense of humor. An important quote emphasizes that leadership is about behavior and respect, not authority or position. The document suggests that leading from behind is not true leadership and that being a boss does not necessarily make one a leader. It questions whether the reader is truly ready to be a leader and live in action.
Leadership As A Strategy Speech
This document discusses strategies for women to attain leadership positions and effectiveness. It begins by outlining the author's background in leadership and passion for the topic. Several sections then cite research showing that women have made progress in leadership but more is needed. Women positively impact businesses through their leadership behaviors and strengths. However, women still lack confidence and face barriers such as lack of role models. The document proposes a leadership strategy for women involving assessing strengths/weaknesses, setting SMART goals, advocating for gender diversity, and being role models. It emphasizes developing empathy and emotional intelligence through coaching. Overall, the key message is for women to embrace their strengths and "lean in to their femininity" to achieve leadership success.
1330 social jennifer kattula
The document discusses feedback from agencies about using Facebook for brands. It notes that agencies see Facebook as small, don't know what to do there, and don't think it's for brands. It then outlines 3 principles for Facebook Studio: 1) they're only 1% finished, 2) it needs to be social by design, and 3) Facebook needs to become a platform. The remainder of the document provides expansion on these principles and includes images to illustrate concepts around community, relevance, engagement, and Facebook becoming a platform.
BENG_Leadership and Influence
Dustin Levy presented on lessons in leadership and influence. He discussed how his leadership style evolved from initially leading via expertise as a researcher to later focusing on serving his followers. Levy realized his past leadership traits were limiting, and he learned to be other-centric rather than self-centric. Effective leaders help followers accomplish goals and remove obstacles by serving followers' needs instead of controlling them. Levy suggested reading materials to develop a leadership toolkit using different styles suited to various situations.
Triggers: Sparking Positive Change and Make it Last
A summary of Marshall Goldsmith's book. Discussing habits and how to change or to start new habits and behaviors. The skills taught in the book is useful to overcome bad habits or to start good habits.
Employee engagement sequel
New Management style is emerging – SELF GOVERNECE and the companies that fall under the criteria of high in “Self-Governance.” were businesses where the employees were proactive, with high levels of both personal and mutual accountability and were engaged and satisfied.
Transformative leadership
This document discusses transformative leadership and its key characteristics. Transformative leadership aims to positively change followers and organizations by inspiring a shared vision, building trust, and encouraging the heart. Transformative leaders are characterized as honest, forward-looking, competent, and inspiring. They transform others by focusing on higher order needs and consistently demonstrating qualities like inspiring a shared vision, challenging processes, enabling others, modeling best practices, and encouraging the heart. Transformative leadership can significantly impact organizations and employees.
Empowering Others
The document discusses empowering others through leadership development. It emphasizes that leaders should recruit talented people with leadership potential, model good leadership behaviors, and help develop others by assessing their strengths and weaknesses, challenging them to improve, and supporting their growth. Empowering others in this way enables sustainable organizational growth, assures the leader's larger impact, and provides fulfillment. Some potential downsides like ego, insecurity, and shortsightedness are also addressed. The document provides questions and strategies for effectively empowering and developing others as leaders.
Are Leader Born or Made?
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.
ecoMarkets Advisory Services\' Presentation On Leadership 010810
This document discusses the changing nature of leadership. It provides an overview of topics that will be covered, including different leadership styles, theories of leadership, factors affecting leadership style, and leadership development. Effective leadership is important for organizations to succeed and adapt to change. Leaders can be developed through experience, self-reflection, and training, rather than being solely innate traits.
Eco Markets Presentation On Leadership 010810
A short presentation on the need for Leaders and Leadership , the importance of Leadership and its value to the organization, types of Leadership styles, change and change leadership, theories of Leadership, factors affecting Leadership style, Leadership Development , the differences and relationship between Leadership and management,
The Moral Aspects of Leadership & Leadership Trends
More Related Content
What's hot
Engaging the Volunteer of the Future
How people want to spend their volunteer time is changing. What volunteers are looking for today, and will be looking for tomorrow, is different from what volunteers wanted just a few years ago. Whether you're looking to invite volunteers into your organization or send employees out into the community as volunteers this session can help. 2015 VolunteerMatch Summit attendees learned how to design opportunities that provide the right experience for volunteers by rethinking the work (and the way it's talked about), focusing on the impact of the work, and thinking about the skills, experiences and characteristics of the "right" volunteer for the role.
Wild Apricot Free Expert Webinar: Build a Culture of Leadership in 6 Steps
John Mattone – a world authority in leadership training – shares his 6-step process to transform your organization's culture and unlock the leadership potential at all levels of membership - including YOU!
Lead From Anywhere
The document discusses key aspects of leadership including priorities, trustworthy relationships, interdependence, and shared purpose. It emphasizes that leadership requires influence, substantive change, and a relationship based on shared goals. Trustworthy relationships are built on ability, integrity, and good intentions. Interdependent partnerships require responsibility, clear expectations, accountability, and continuous learning. An organization thrives when everyone understands and works toward a common, memorable purpose that guides daily decisions.
Becoming a Person of Influence
This document is from Jo Miller, CEO of Women's Leadership Coaching, Inc. It discusses the six sources of influence: relationships, direct, informational, resources, expertise, and positional. For each source, it provides characteristics and ways to build influence in that area. For example, for relationships it notes the importance of networks and building collaborations, and for expertise it suggests volunteering for high-profile assignments and establishing yourself as an industry leader. The overarching message is that influencing others is key to career advancement, and these six sources can help emerging leaders expand their sphere of influence.
Leadership ppt
Sheryl Sandberg is the COO of Facebook and a leader known for her authentic leadership style. Some key aspects of her leadership philosophy include being real and treating both her professional and personal selves as whole, making her partner a real partner, and taking her seat at the table to promote others. She advocates understanding and challenging gender bias to help redefine traditional roles and empower women leaders. Sandberg's leadership is characterized by self-awareness, relational transparency, pulling others aside to provide honest feedback, and acting with authenticity in all communications and interactions.
Leadership
The document discusses how leadership is about emotion. It states that great leaders inspire others on both intellectual and emotional levels, leading people to achieve their best work. While leadership skills can be learned, natural leaders are able to gain admiration through empathy, continuous learning, honesty, kindness, collaboration, and partnering with their people. The key is for leaders to develop their own style and connect with others on an emotional level.
Systems-led Leadership - Daniela Papi-Thornton - 2018 - german webinar
This document discusses systems-led leadership and social entrepreneurship. It advocates making decisions by understanding the wider systems and envisioning goals for systemic change that can't be achieved alone. It provides examples of systems-led roles like convening partners and filling gaps. It asks how one's work will further the impact of other organizations. It also lists some programs that provide education and funding to support systems-led leadership.
8 Ways to Transform from a Manager into a Leader | April 2018
Get inspired to make the leap from managing to leading—and the tools to make it happen. In this webinar, find out the key differences between a leader and a manager, plus tips for building a strong team and a loyal following.
Guest Speaker: Lisa Walsh, Chief Executive Officer, Truco Enterprises.
Becoming a person of influence session handout
This document discusses how to become a person of influence by positively impacting others. It provides an inventory to assess one's influencing style and suggests moving towards a more "pull" versus "push" approach. Ten ways to increase influence are outlined, including demonstrating integrity, nurturing people, having faith in others, listening, understanding different perspectives, investing in people, providing guidance, connecting with others, empowering subordinates, and reproducing leadership in others. The document encourages developing these attributes to expand one's sphere of influence.
Nonprofit Insights: Why and How Nonprofits Can Engage Millennials for the Lon...
With 80 million Millennials coming of age today, there are a multitude of options to leverage their passion, tech-savviness and entrepreneurial spirit to help support your cause. In many ways, the Millennial generation holds the keys to the future of your nonprofit.
Do you know how your organization can engage these Millennials, not just for a day or for one campaign, but as dedicated supporters for life?
For the August 2013 Nonprofit Insights webinar, Kari Dunn Saratovksy and Derrick Feldmann, co-authors of the new book "Cause for Change: The Why and How of Nonprofit Millennial Engagement," joined VolunteerMatch. Kari and Derrick provided insight into what makes Millennials different from previous generations – and how they are the same. They shared big-picture strategies for building long-term relationships with Millennials, as well as concrete, actionable tips for engaging them as volunteers, donors, board members and even employees.
2015 LEAD Conference Chicago, IL "Be Your Best S.E.L.F. (Social Emotional Lea...
Student Leader Advisor Workshop - Be Your Best S.E.L.F. (Social Emotional Leadership is the Foundation to Success)
Leadership
This document discusses the qualities of effective leadership. It explores what makes a good leader and provides tips for becoming a leader, such as giving more than expected, showing respect for others, being a problem solver rather than fault finder, and having a sense of humor. An important quote emphasizes that leadership is about behavior and respect, not authority or position. The document suggests that leading from behind is not true leadership and that being a boss does not necessarily make one a leader. It questions whether the reader is truly ready to be a leader and live in action.
Leadership As A Strategy Speech
This document discusses strategies for women to attain leadership positions and effectiveness. It begins by outlining the author's background in leadership and passion for the topic. Several sections then cite research showing that women have made progress in leadership but more is needed. Women positively impact businesses through their leadership behaviors and strengths. However, women still lack confidence and face barriers such as lack of role models. The document proposes a leadership strategy for women involving assessing strengths/weaknesses, setting SMART goals, advocating for gender diversity, and being role models. It emphasizes developing empathy and emotional intelligence through coaching. Overall, the key message is for women to embrace their strengths and "lean in to their femininity" to achieve leadership success.
1330 social jennifer kattula
The document discusses feedback from agencies about using Facebook for brands. It notes that agencies see Facebook as small, don't know what to do there, and don't think it's for brands. It then outlines 3 principles for Facebook Studio: 1) they're only 1% finished, 2) it needs to be social by design, and 3) Facebook needs to become a platform. The remainder of the document provides expansion on these principles and includes images to illustrate concepts around community, relevance, engagement, and Facebook becoming a platform.
BENG_Leadership and Influence
Dustin Levy presented on lessons in leadership and influence. He discussed how his leadership style evolved from initially leading via expertise as a researcher to later focusing on serving his followers. Levy realized his past leadership traits were limiting, and he learned to be other-centric rather than self-centric. Effective leaders help followers accomplish goals and remove obstacles by serving followers' needs instead of controlling them. Levy suggested reading materials to develop a leadership toolkit using different styles suited to various situations.
Triggers: Sparking Positive Change and Make it Last
A summary of Marshall Goldsmith's book. Discussing habits and how to change or to start new habits and behaviors. The skills taught in the book is useful to overcome bad habits or to start good habits.
What's hot (16)
Wild Apricot Free Expert Webinar: Build a Culture of Leadership in 6 Steps
Wild Apricot Free Expert Webinar: Build a Culture of Leadership in 6 Steps
Systems-led Leadership - Daniela Papi-Thornton - 2018 - german webinar
Systems-led Leadership - Daniela Papi-Thornton - 2018 - german webinar
8 Ways to Transform from a Manager into a Leader | April 2018
8 Ways to Transform from a Manager into a Leader | April 2018
Nonprofit Insights: Why and How Nonprofits Can Engage Millennials for the Lon...
Nonprofit Insights: Why and How Nonprofits Can Engage Millennials for the Lon...
2015 LEAD Conference Chicago, IL "Be Your Best S.E.L.F. (Social Emotional Lea...
2015 LEAD Conference Chicago, IL "Be Your Best S.E.L.F. (Social Emotional Lea...
Triggers: Sparking Positive Change and Make it Last
Triggers: Sparking Positive Change and Make it Last
Similar to Introducing Leadermaker (Android and iOS)
Employee engagement sequel
New Management style is emerging – SELF GOVERNECE and the companies that fall under the criteria of high in “Self-Governance.” were businesses where the employees were proactive, with high levels of both personal and mutual accountability and were engaged and satisfied.
Transformative leadership
This document discusses transformative leadership and its key characteristics. Transformative leadership aims to positively change followers and organizations by inspiring a shared vision, building trust, and encouraging the heart. Transformative leaders are characterized as honest, forward-looking, competent, and inspiring. They transform others by focusing on higher order needs and consistently demonstrating qualities like inspiring a shared vision, challenging processes, enabling others, modeling best practices, and encouraging the heart. Transformative leadership can significantly impact organizations and employees.
Empowering Others
The document discusses empowering others through leadership development. It emphasizes that leaders should recruit talented people with leadership potential, model good leadership behaviors, and help develop others by assessing their strengths and weaknesses, challenging them to improve, and supporting their growth. Empowering others in this way enables sustainable organizational growth, assures the leader's larger impact, and provides fulfillment. Some potential downsides like ego, insecurity, and shortsightedness are also addressed. The document provides questions and strategies for effectively empowering and developing others as leaders.
Are Leader Born or Made?
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.
ecoMarkets Advisory Services\' Presentation On Leadership 010810
This document discusses the changing nature of leadership. It provides an overview of topics that will be covered, including different leadership styles, theories of leadership, factors affecting leadership style, and leadership development. Effective leadership is important for organizations to succeed and adapt to change. Leaders can be developed through experience, self-reflection, and training, rather than being solely innate traits.
Eco Markets Presentation On Leadership 010810
A short presentation on the need for Leaders and Leadership , the importance of Leadership and its value to the organization, types of Leadership styles, change and change leadership, theories of Leadership, factors affecting Leadership style, Leadership Development , the differences and relationship between Leadership and management,
The Moral Aspects of Leadership & Leadership Trends
Military leadership
This document discusses military leadership and followership. It defines leadership as directing others' behavior to accomplish common objectives. Leadership requires understanding followers' motivations and communicating effectively. The three main leadership styles are authoritarian, participative, and delegative. Followership involves adhering to a leader and enabling good leadership. There are different types of followers from isolators to activists. Rules of followership include supporting leaders' decisions even if unpopular and fighting with leaders privately if necessary.
Tidewater Community College Presentation 09.26.08
The document discusses various concepts related to leadership including thinking differently, leading from the middle of an organization, myths about leadership positions and influence, and how to be a 360 degree leader who can influence people at all levels. Key ideas are that true leadership comes from developing relationships, not titles or positions alone, and that anyone can lead by serving others and helping them and the organization achieve their goals.
Leadership
The document discusses the meaning of leadership and different leadership styles. It defines leadership as influencing others to work together willingly to achieve common goals. Good leadership involves motivating people, developing their skills, providing the right environment, and protecting the organization. Leadership styles include autocratic, where the leader makes all decisions; participative, where the leader involves others in decision-making; and free rein, where the leader plays a minor role. Effective leadership is about taking initiative, assuming responsibility, and inspiring others.
5 Secrets of Lousy Leaders
As we watch corporate and political leaders navigate the obstacles of the present day, we are struck by how many leaders are truly lousy. Definition of a Lousy Leader, an intimidator who accuses, who doesn’t listen, is not organized, presents no vision, does not build relationships, takes credit for everyone’s work, does not motivate, and is an impromptu speaker. What are the secrets of lousy leaders? What do lousy leaders all have in common?
Leader ship laws
The document discusses leadership principles based on quotes and views of S. Ramadorai. It discusses the importance of alignment between employee goals and organizational vision. Ramadorai emphasizes that a vision without alignment is just theory, and that continuous assessment of employee performance against goals is important. The document also contrasts views of managers versus leaders and lists various leadership competencies and qualities needed for effective leadership.
Qualities of Informal Leadership
This document discusses informal leadership. It provides examples of informal leaders including Mahatma Gandhi, Anna Hazare, and Swami Vivekananda. It outlines their key leadership qualities such as empathy, problem-solving, communication, and vision. The document also categorizes different types of informal leaders such as pride builders, networkers, and exemplars. Soft skills important for leadership are defined including communication, empathy, delegation, flexibility, teamwork, and problem-solving.
Understanding the building blocks in relationships with shri santhosh babu
This document discusses the Enneagram personality types and how they relate to leadership. It describes the 9 Enneagram types, providing 1-3 sentences on their core traits and motivations. For each type, it also gives their view of leadership, core strengths and limitations as leaders, and tips for personal development. Famous people of each type are listed. The document promotes using the Enneagram for leadership development through upcoming workshops on self-awareness, the Enneagram, and visioning.
Sales Leadership
The document provides guidance on modeling the way as a leader. It emphasizes clarifying values, setting an example, focusing on excellence, building trustworthiness, and growing through feedback. Leaders should tend to their own areas, be experts in basics, and get feedback to improve. The document also discusses inspiring a shared vision, challenging processes through innovation and risk-taking, empowering others through collaboration and clear roles/responsibilities. Overall it outlines best practices for leadership according to the "Leadership Field Guide".
G O O D H U M A N R E L A T I O N S 17
The document discusses the importance of accountability and good human relations for employee retention and growth. It provides guidance for managers on how to develop employees, set expectations, provide feedback and address performance issues while maintaining positive relations. Key recommendations include treating employees with respect, understanding their goals and challenges, offering support and training, and giving constructive criticism.
Hrd exercise 2nd._semester
An employee can prepare for a leadership role by developing key skills like communication, emotional intelligence, motivation, teamwork, decision making, and problem solving. It is also important to deliver results through others, trust your team members, be authentic, seek to understand others, take action and responsibility, lead visibly, and treat all people with fairness and respect. Developing these abilities along with clarity of vision, strong performance, and good relationships can help an employee effectively transition into a leadership position.
Leadership Outline For Presentation
This is a presentation of leadership styles given by my group and myself during the organizational behavior and leadership skills course.
Embracing change plant presentation
The document discusses empowerment and how to create an empowered culture at an organization. It emphasizes that empowerment comes from sharing information, encouraging teamwork, and thinking outside the box. Key aspects of empowerment include communicating openly, trusting employees, focusing on goals and objectives, and recognizing both team and individual achievements. An empowered culture embraces change, continuous learning, and empowering both teams and individuals.
Sustaining excellence through leadership in the new normal
This document provides information about Jed Concepcion, including his educational background, professional experience, affiliations, and qualifications as a leader. It discusses his Bachelor's degree in Electrical and Computer Engineering from University of the East, Master's degree in Technology from TUP Manila, and ongoing MBA from AMA Online University. It also lists his various leadership roles in engineering, instruction, management, and as a Chief Solutions Officer. The document emphasizes the importance of leadership, providing attributes of effective leaders, and strategies for leadership in the new normal, which requires adaptability, effective communication, and empathy.
PerDev Q2 Week 2.pdf
Distinguish the various roles of different individuals in society and how they can influence people through their leadership and followership. (EsP-PD11/12DWP-Ib-2.2)
Similar to Introducing Leadermaker (Android and iOS) (20)
ecoMarkets Advisory Services\' Presentation On Leadership 010810
ecoMarkets Advisory Services\' Presentation On Leadership 010810
Understanding the building blocks in relationships with shri santhosh babu
Understanding the building blocks in relationships with shri santhosh babu
Sustaining excellence through leadership in the new normal
Sustaining excellence through leadership in the new normal
More from Ryan Wood
Introducing Leadermaker (iOS and Android)
This document introduces Leadermaker, a new app that aims to help individuals and workplaces improve leadership skills and workplace culture. It does this through a behavior-based and peer-to-peer approach where users can learn and practice keystone leadership behaviors, provide and receive feedback from colleagues, and track their progress and impact over time in a fun and actionable way. The goal is for anyone to be able to develop their leadership skills through their actions, not just their position, and ultimately create better workplaces where people feel supported, appreciated and that their work has purpose.
Introducing Leadermaker app (iOS and Android) - THAI VERSION
Helping you create the leadership you need for the workplace you want
Introducing Leadermaker app (iOS and Android) - THAI VERSION
Helping you create the leadership you need for the workplace you want
Introducing Leadermaker app (iOS and Android)
This document introduces Leadermaker, a new app designed to help individuals improve their leadership skills and get more satisfaction from their work. It promotes developing leadership behaviors like fostering relationships, creating ownership, and listening, rather than focusing on skills or position. The app aims to spread impact by having users provide feedback to colleagues and invite others to join, while also giving individuals actionable data on their leadership development and ranking compared to others. The overall goal is to make workplaces better by having everyone feel appreciated and that their work and ideas matter.
Introducing Leadermaker app (iOS and Android)
This document introduces Leadermaker, a new app designed to help individuals improve their leadership skills and get more fulfillment from their work. It does this through a behavior-based and peer-to-peer approach, where users learn and practice key leadership behaviors, provide feedback to colleagues, and see measurable data on their leadership development over time in a fun way. The goal is to spread impact by helping more people develop stronger leadership habits that can create better workplaces where people feel supported and their contributions are valued.
Introducing Leadermaker
Leadermaker is a new app from Newsafe Leadership Solutions that aims to address low worker engagement through a behavior-based approach to leadership development. Traditional leadership training focuses on skills and traits but does not translate to everyday habits or provide useful data. Leadermaker provides short, ongoing tutorials to teach proven leadership behaviors, supports continuous learning as users adopt new habits, and uses learning algorithms to show the impact of different behaviors on engagement. The goal is to maximize worker engagement through practical leadership development focused on action rather than abstract skills.
Introducing Leadermaker - THAI
A practical, effective and ongoing leadership development and certification tool - create the leadership you need for the workplace you want
Introducing Leadermaker
A practical, effective and ongoing leadership development and certification tool - create the leadership you need for the workplace you want
Introducing Leadermaker
A 'gamified', behavior-based leadership development and certification tool designed to help individuals and companies create high performance work environments.
Introducing Leadermaker
A 'gamified', behavior-based leadership development and certification tool designed to help individuals get more out of their work life
More from Ryan Wood (11)
Introducing Leadermaker app (iOS and Android) - THAI VERSION
Introducing Leadermaker app (iOS and Android) - THAI VERSION
Introducing Leadermaker app (iOS and Android) - THAI VERSION
Introducing Leadermaker app (iOS and Android) - THAI VERSION
Recently uploaded
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...
Is Agile dead? It depends on what you mean by 'Agile'. If you mean that the organizations are not getting the promised benefits because they were focusing too much on the team-level agile "ways of working" instead of systemic global improvements -- then we are in agreement. It is a misunderstanding of Agility that led us down a dead-end. At Org Topologies, we see bright sparks -- the signs of the 'second wave of Agile' as we call it. The emphasis is shifting towards both in-team and inter-team collaboration. Away from false dichotomies. Both: team autonomy and shared broad product ownership are required to sustain true result-oriented organizational agility. Org Topologies is a package offering a visual language plus thinking tools required to communicate org development direction and can be used to help design and then sustain org change aiming at higher organizational archetypes.
Addiction to Winning Across Diverse Populations.pdf
A anaysis dedicated to identify the addiction on winniing by diverse population
12 steps to transform your organization into the agile org you deserve
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Strategic Org Design with Org Topologies™
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
Chart--Time Management.pdf How to time is spent
Time management is foundation for any successful activity.
innovation in nursing practice, education and management.pptx
MSc nursing 2 nd year Government college of nursing Rajnandgaon Chhattisgarh
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
一比一原版(QU毕业证)皇后大学毕业证如何办理
QU本科学位证成绩单【微信95270640】《皇后大学毕业证书原版制作QU成绩单》【Q微信95270640】《仿制QU毕业证成绩单皇后大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径，但认证只是个体行为，不是所有留学生都操作，所以没有办理认证的留学生的学历在国内也是查询不到的，他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单，就有了使用价值。
实体公司，专业可靠，办理加拿大毕业证|办美国成绩单|做德国文凭学历认证|办新西兰学位证，办澳洲文凭认证，办留信网认证（网上可查，实体公司，专业可靠）铸就十年品质！信誉！实体公司！
文凭办理流程：
1客户提供办理信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：微信95270640我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
7完成交易删除客户资料
高精端提供以下服务：
一：皇后大学皇后大学毕业证文凭证书全套材料从防伪到印刷水印底纹到钢印烫金
二：真实使馆认证（留学人员回国证明）使馆存档
三：真实教育部认证教育部存档教育部留服网站可查
四：留信认证留学生信息网站可查
五：与学校颁发的相关证件1:1纸质尺寸制定（定期向各大院校毕业生购买最新版本毕,业证成绩单保证您拿到的是鲁昂大学内部最新版本毕业证成绩单微信95270640）
A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径但认证只是个体行为不是所有留学生都操作所以没有办理认证的留学生的学历在国内也是查询不到的他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单就有了使用价值。娃拒绝父亲送说往车上一躺就等着下车决无丢失的道理有手机在身联系也方便再说他都岁了还有大半车的小伙伴相伴他不怕在父亲千叮咛万嘱咐中山娃依依不舍地爬上车朝窗外不住地挥手别了父亲别了父亲的城别了我的暑假生活我的城市生活望着窗外挥舞的大手还有那张微驼的背一向坚强的山娃禁不住泪如雨下当我坐下来想写这封信时“感恩两字在我脑海中回旋很幸运我有这样的机会能将埋在心底深深的感激之情得以表达从婴儿的“哇哇坠地到哺育听
20240608 QFM019 Engineering Leadership Reading List May 2024
Everything I found interesting about Engineering Leadership in May 2024
Conflict resololution,role of hr in resolution
Conflict resolution techniques in modern day organizations is critical for overall productivity
Comparing Stability and Sustainability in Agile Systems
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
The Management Guide: From Projects to Portfolio
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Enriching engagement with ethical review processes
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
All the Small Things - XP2024 Bolzano/Bozen
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
Sethurathnam Ravi: A Legacy in Finance and Leadership
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
Team Building and TUCKMANS MODEL Explained
A team is a group of individuals, all working together for a common purpose. This Ppt derives a detail information on team building process and ats type with effective example by Tuckmans Model. it also describes about team issues and effective team work. Unclear Roles and Responsibilities of teams as well as individuals.
Recently uploaded (20)
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...
Addiction to Winning Across Diverse Populations.pdf
Addiction to Winning Across Diverse Populations.pdf
12 steps to transform your organization into the agile org you deserve
12 steps to transform your organization into the agile org you deserve
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...
innovation in nursing practice, education and management.pptx
innovation in nursing practice, education and management.pptx
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
20240608 QFM019 Engineering Leadership Reading List May 2024
20240608 QFM019 Engineering Leadership Reading List May 2024
Comparing Stability and Sustainability in Agile Systems
Comparing Stability and Sustainability in Agile Systems
Enriching engagement with ethical review processes
Enriching engagement with ethical review processes
Sethurathnam Ravi: A Legacy in Finance and Leadership
Sethurathnam Ravi: A Legacy in Finance and Leadership
Introducing Leadermaker (Android and iOS)
- 1. START GETTING MORE OUT OF YOUR WORK LIFE LEADERMAKER a NEWSAFE app Ryan Wood Founder & CEO Newsafe Leadership Solutions
- 2. WE LIVE IN AN AGE OF OCCUPATIONAL DYSFUNCTION
- 3. PEOPLE ARE NOT THRIVING AT WORK #notacceptable
- 4. COMPANIES NEED BETTER LEADERS People don’t quit bad companies; they quit bad bosses.
- 5. IT’S NO SECRET WHAT MAKES SOMEONE A GOOD LEADER It’s the little things they do.
- 6. Walk their talk as a leader Foster relationships as a leader Create ownership as a leader Instill purpose as a leader Share knowledge as a leader Acknowledge others as a leader Listen as a leader IT’S THE WAY GOOD SUPERVISORS… =
- 7. LEADERSHIP IS ALL ABOUT WHAT LEADERS DO A more powerful approach to leadership BEHAVIORS Not Skills HABITS Not Talents CHOICE Not Position
- 8. ANYONE CAN BE A LEADER #allaboutactions
- 9. ACTIONS NOT POSITIONS CREATE GREAT WORKPLACES We all want the same things People feel part of a community. People actively support each other. People’s strengths are fully utilized and appreciated. Everyone feels his/her work is important. Ideas, feedback, and concerns are listened to and appreciated.
- 10. COULD YOUR WORKPLACE BE BETTER?
- 11. INTRODUCING LEADERMAKER Behavior- based Fun P2P Support Actionable Data Broad Impact A powerful new tool designed to help individuals get more out of their work life
- 12. BEHAVIOR-BASED Learn and practice keystone leadership behaviors. #leadershipisaverb
- 13. Receive positive feedback from work colleagues to progress. ‘Poke’ colleagues with suggestions for improving their leadership fluency. P2P FEEDBACK
- 14. SPREAD IMPACT Invite work colleagues into your leadership cluster. Get them developing their leadership also.
- 15. ACTIONABLE DATA See your impact. See where you rank. Get noticed!
- 16. FUN Develop your leadership fluency. Spread leadership to others.
- 17. START IMPROVING YOUR WORK LIFE
- 18. LEADERMAKER Join now for free https:// leadermaker.page.link/? link=https://join/ LDjoinLeadermaker&ap n=co.leadermaker&ibi= co.leadermaker&isi=143 9031516&ofl=https:// leadermaker.co