Roselinde Torres describes 25 years observing truly great leaders at work, and shares the three simple but crucial questions would-be company chiefs need to ask to thrive in the future.
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Unlike management, leadership cannot be taught, although it may be learned and enhanced through coaching or mentoring. Someone with great leadership skills today is Bill Gates who, despite early failures, with continued passion and innovation has driven Microsoft and the software industry to success.
Report written by Alan Lewis, Caroline Mougenot, and Darragh Murphy.
Suggested citation:
Lewis, A., Mougenot, C. and Murphy, D. (2009). Overview of Design Management Methodologies. ADMIRE project, European Commission – Pro Inno Europe.
In his previous bestseller, Built to Last, Jim Collins explored what made great companies great and how they sustained that greatness over time.
One point kept nagging him, though — great companies have, for the most part, always been great, while a vast majority of good companies remain just that: good, but not great. What could merely good companies do to become great, to turn long-term weakness into long-term supremacy?
Collins and his team of researchers used strict benchmarks to identify a group of eleven elite companies that made the leap from good to great and sustained that greatness for at least fifteen years. The companies that made the list might surprise you as much as those left off (the likes of Intel, GE
and Coca Cola are nowhere to be found).
The real surprise of Good to Great isn’t so much what good companies do to propel themselves to greatness — it’s why more companies haven’t done the same things more often.
Management’s only social responsibility is to maximize profits by operating the business in the best interests of the stockholders. WTO
Expending the firm’s resources on doing “social good” unjustifiably increases costs that lower profits to the owners and raises prices to consumers.
The world of employee management has undergone a rapid and evolving change. #Leaders and #managers have navigated unexpected and challenging times. Workers worldwide are rethinking where and how they work and why they work where they do. The need to re-evaluate #culture, #technology, and #Management Practices is greater today than it ever has been before.
With the continued shift towards #HybridWork, the importance of a physical workplace has decreased, and the importance of cultural and technological advantage has become more evident. What are organizations looking to do in the future to continue to improve the employee experience, and what successes are they having now as they try new tools, methods, and approaches?
Today, leaders and managers have new digitally-enabled options from new mainstream categories of digital employee management tools like #Ally.io for #ObjectiveManagement / #Goal Management to #Microsoft Viva Insights for improving how we, our teams, and our organization work. The demands of employees are higher than ever when it comes to learning and can only be met with pro-active and #Connected Learning initiatives like those powered by #Microsoft Viva Learning, while #Employee Recognition, #Employee Connection, and #Employee Networking remain essential areas of focus during a time of considerable workforce change.
Join Richard Harbridge, a Microsoft MVP and internationally recognized expert on #Microsoft365 and Asif Rehmani, MVP, a Microsoft MVP and expert on #Adoption and #Learning, as they share insight on how to better plan for, prepare for and benefit from the #Future Of Employee Management.
Learn about, leadership essentials, personal leadership mastery, leadership effectiveness, situational leadership, the art of influence and goal setting
Why we all need to practice emotional first aidTED Talks
We go to the doctor when we feel sick. So why don’t we see a health professional when we feel emotional pain: guilt, loss, loneliness? Guy Winch makes a compelling case to practice emotional hygiene — taking care of our emotions, our minds, with the same diligence we take care of our bodies.
Unlike management, leadership cannot be taught, although it may be learned and enhanced through coaching or mentoring. Someone with great leadership skills today is Bill Gates who, despite early failures, with continued passion and innovation has driven Microsoft and the software industry to success.
Report written by Alan Lewis, Caroline Mougenot, and Darragh Murphy.
Suggested citation:
Lewis, A., Mougenot, C. and Murphy, D. (2009). Overview of Design Management Methodologies. ADMIRE project, European Commission – Pro Inno Europe.
In his previous bestseller, Built to Last, Jim Collins explored what made great companies great and how they sustained that greatness over time.
One point kept nagging him, though — great companies have, for the most part, always been great, while a vast majority of good companies remain just that: good, but not great. What could merely good companies do to become great, to turn long-term weakness into long-term supremacy?
Collins and his team of researchers used strict benchmarks to identify a group of eleven elite companies that made the leap from good to great and sustained that greatness for at least fifteen years. The companies that made the list might surprise you as much as those left off (the likes of Intel, GE
and Coca Cola are nowhere to be found).
The real surprise of Good to Great isn’t so much what good companies do to propel themselves to greatness — it’s why more companies haven’t done the same things more often.
Management’s only social responsibility is to maximize profits by operating the business in the best interests of the stockholders. WTO
Expending the firm’s resources on doing “social good” unjustifiably increases costs that lower profits to the owners and raises prices to consumers.
The world of employee management has undergone a rapid and evolving change. #Leaders and #managers have navigated unexpected and challenging times. Workers worldwide are rethinking where and how they work and why they work where they do. The need to re-evaluate #culture, #technology, and #Management Practices is greater today than it ever has been before.
With the continued shift towards #HybridWork, the importance of a physical workplace has decreased, and the importance of cultural and technological advantage has become more evident. What are organizations looking to do in the future to continue to improve the employee experience, and what successes are they having now as they try new tools, methods, and approaches?
Today, leaders and managers have new digitally-enabled options from new mainstream categories of digital employee management tools like #Ally.io for #ObjectiveManagement / #Goal Management to #Microsoft Viva Insights for improving how we, our teams, and our organization work. The demands of employees are higher than ever when it comes to learning and can only be met with pro-active and #Connected Learning initiatives like those powered by #Microsoft Viva Learning, while #Employee Recognition, #Employee Connection, and #Employee Networking remain essential areas of focus during a time of considerable workforce change.
Join Richard Harbridge, a Microsoft MVP and internationally recognized expert on #Microsoft365 and Asif Rehmani, MVP, a Microsoft MVP and expert on #Adoption and #Learning, as they share insight on how to better plan for, prepare for and benefit from the #Future Of Employee Management.
Learn about, leadership essentials, personal leadership mastery, leadership effectiveness, situational leadership, the art of influence and goal setting
Why we all need to practice emotional first aidTED Talks
We go to the doctor when we feel sick. So why don’t we see a health professional when we feel emotional pain: guilt, loss, loneliness? Guy Winch makes a compelling case to practice emotional hygiene — taking care of our emotions, our minds, with the same diligence we take care of our bodies.
A complete PPT on Emotions which talks about variety of emotions, types of emotions, theories of emotions, positive and negative emotions, and Emotional intelligence. This ppt is very much useful for MBA and Psychology students as well.
Emotion is a complex psycho-physiological experience of an individual's state of mind as interacting with biochemical (internal) and environmental (external) influences.
James-Lange Theory:
The James-Lange theory of emotion argues that an event causes physiological arousal first and then we interpret this arousal. Only after our interpretation of the arousal can we experience emotion. If the arousal is not noticed or is not given any thought, then we will not experience any emotion based on this event.
EXAMPLE: You are walking down a dark alley late at night. You hear footsteps behind you and you begin to tremble, your heart beats faster, and your breathing deepens. You notice these physiological changes and interpret them as your body's preparation for a fearful situation. You then experience fear.
Cannon-Bard Theory:
EXAMPLE: You are walking down a dark alley late at night. You hear footsteps behind you and you begin to tremble, your heart beats faster, and your breathing deepens. At the same time as these physiological changes occur you also experience the emotion of fear.
Schachter-Singer Theory:
EXAMPLE: You are walking down a dark alley late at night. You hear footsteps behind you and you begin to tremble, your heart beats faster, and your breathing deepens. Upon noticing this arousal you realize that is comes from the fact that you are walking down a dark alley by yourself. This behavior is dangerous and therefore you feel the emotion of fear.
Facial Feedback Theory
EXAMPLE: You are walking down a dark alley late at night. You hear footsteps behind you and your eyes widen, your teeth clench and your brain interprets these facial changes as the expression of fear. Therefore you experience the emotion of fear.
Positive Emotions:
Love is a very basic and necessary emotion. If a child is nurtured in a loving family where all members respect and love each other, he or she will develop into an adult who behaves in a manner similar to the behavioral patterns that he or she learned as a child.
Negative Emotions:
If the child is raised in an atmosphere of anger and hostility, that child will develop into a very troubled adult who thinks that angry and hostile feelings are normal.
Great leaders come in all shapes and sizes, genders and cultures, but they all possess many of the qualities I’ve highlighted in the Think Oak A to Z of Leadership Qualities
Rootstock's own Radicle Report, articulating our agency's thought leadership position. Through one-day intensives and three-day retreats, we help clients articulate their own thought leadership positions in order to support their brand growth strategy. We distill that position and the strategy for articulating it in a Radicle Report like this one.
As we look forward to 2021, our People Science experts offer predictions that can serve as your map to the path of People Success. We want to invite you to tap into insights—about people-centricity, well-being, and reimagining the world of work—to inspire a fresh start in the year ahead.
Linda Descano, CFA, President and CEO, Women & Co., and Managing Director and Head of Content and Social, North America Marketing at Citi shares advice on how she hires.
Score InterpretationScoreComment12-20You most commonly ado.docxjeffsrosalyn
Score Interpretation
Score
Comment
12-20
You most commonly adopt an authoritarian or autocratic leadership style. You rarely consult your team members and, instead, tend to tell them what you want, when you want it, and how you want it done.
This style works well in a crisis, when a task must be completed quickly. However, you'll likely demoralize, demotivate and aggravate people if you use it all the time. This can translate into high absenteeism and turnover rates. You'll also miss out on a wealth of ideas, thereby stifling innovation and creativity. Read more below.
21-27
You lean toward a democratic or participative style of leadership. You tend to set the parameters for the work and have the final say on decisions, but you actively involve your team members in the process.
This style can build trust between you and your people, as they'll likely feel engaged and valued. But it's not great in a high-pressure situation that requires a fast turnaround, as it will slow you down. And, if you dislike disagreement or conflict, you might struggle with how people respond to consultation. Read more below.
28-36
Your default leadership style is probably delegating or "laissez faire." You give your team members free rein in how they work toward their goals.
This is an ideal approach when your people are highly skilled and motivated, and when you're working with contractors and freelancers who you trust. But if a team member is inexperienced or untrustworthy, or if you lose sight of what's going on, this approach can backfire catastrophically. Read more below.
Do you believe that you can adapt your style? Harvard University professor Ron Heifetz and leadership experts David Rooke and William Torbert say that you can. So let's look in more depth at Lewin's leadership styles, their strengths and risks, and how you might become more skillful in using them.
Authoritarian, Autocratic Leadership
This approach is helpful when your team needs to follow a process "to the letter," to manage a significant risk. It's also effective when you need to be hands-on with people who miss deadlines, in departments where conflict is an issue, or in teams that rely on quick decisions being made.
But you need to be aware that relying on control and punishment to maintain standards will likely drive people away. Similarly, if you always demand that your team works at top speed, you can end up exhausting everyone.
Instead, you can show respect for team members by providing the rationale for your decisions. And they will more likely comply with your expectations if you take the trouble to explain Why the Rules Are There .
You can improve your ability to "lead from the front" by Planning for a Crisis , Thinking on Your Feet , and making good decisions under pressure . But be sure to balance these skills with an awareness of their potential negative impact on creativity, ideas gathering, motivation, and trust within the team.
Being too autocratic can also mean that you'll fi.
BENEFITS
High moral in the organization, high productivity, increased profit, Labour stability, effective branding, ever increasing output of goods and services
Good communication skills are crucial in a leader if they are to remain a leader. A leader can be defined as someone who plays a prominent role in a business or a department within it. There are also religious, political and community leaders, leaders of groups and teams, and so on. In this guide, we will be looking at business leaders and how good communication skills are an important part of effective leadership.
Anna Taylor (Speaker) West Coast DEI Lead, VMLY&R
Demographic transference within organizations is shifting and there will continue to be an upsurge of more diverse and inclusive organizations as they outperform homogeneous organizations. But this is a slow progression, where can we start making organizational transformation now? We can start from the bottom; employees have more power than they may realize, to affect change. And although this may seem like a daunting call-to-action, employees have the power irrespective of budget or team size, to make an indelible impact on organizational change. Like many effectual grassroots movements, employees have the ability to create a new model that renders the existing model obsolete and lead the evolution of organizational transformation.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
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Foodservice Consulting + Design
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
2. ABOUT THE SPEAKER
Roselinde Torres is a senior
partner and managing director
at the consulting firm, BCG. A
senior leader in the firm’s
people and organization
practice area, she is also the
company's resident expert on
leadership, a topic she has
studied her entire career.
Questions she likes to ask
include, what innovative
methods can help prepare the
next generation of leaders?
and how do we enable leaders
to unlearn past modes and
habits of success?”
3. 21st century world
more global
digitally enabled and transparent
with faster speeds of information flow and
innovation
nothing big gets done without some kind of a
complex matrix
Relying on traditional development
practices will stunt your growth as a
leader.
6. The answer to this question is on your calendar:
• Who are you spending time with?
• On what topics?
• Where are you traveling?
• What are you reading?
How are you distilling this into understanding potential
discontinuities, and then making a decision to do
something right now so that you're prepared and ready?
There's a leadership team that does a practice where they
bring together each member collecting, here are trends that
impact me, here are trends that impact another team
member, and they share these, and then make decisions, to
course-correct a strategy or to anticipate a new move.
7. Great leaders are not
head-down. They see
around corners, shaping
their future, not just
reacting to it.
8. What is the
diversity measure of
your personal and
professional
stakeholder
network? 2
9. And those differences can
be biological, physical,
functional, political,
cultural, socioeconomic.
And yet, despite all these
differences, they connect
with you and they trust
you enough to cooperate
with you in achieving a
shared goal.
We all have a network of
people that we're
comfortable with.
So this question is about
your capacity to develop
relationships with
people that are very
different than.
10. Great leaders
understand that having
a more diverse
network is a source of
pattern identification at
greater levels and also
of solutions, because
you have people that
are thinking differently
than you are.
12. The most impactful development
comes when you are able to build
the emotional stamina to
withstand people telling you that
your new idea is naïve or reckless
or just plain stupid.
The people who will join you are
not your usual suspects in your
network. They're often people
that think differently and
therefore are willing to join you in
taking a courageous leap. And it's
a leap, not a step.
13. Great leaders dare to
be different. They
don't just talk about
risk-taking, they
actually do it.
14. So what makes a great leader in the 21st
century?
They are women and men who are
preparing themselves not for the
comfortable predictability of
yesterday but also for the realities of
today and all of those unknown
possibilities of tomorrow.