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Consumer perception on Nutella
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Reliance Baking Soda is Stewart Corporation's oldest and most established product. The new Domestic Brand Director needs to create a 2008 marketing budget that delivers a profit increase of 10% over 2007 levels. She must first evaluate the effectiveness of past consumer and trade promotions and determine if a price increase will have net bottom line benefits. Then she must decide on the optimal allocation of her marketing budget, taking into account the brand's apparent "cash cow" role in the Household Division of Stewart Corporation. Students are expected to complete a quantitative assignment: create and defend a budget.
The Dilemma of Leadership: from the Essential Exceptionial Ethical Leadership...Marv Russell
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Behavioral Theories Of Leadership Powerpoint Presentation SlidesSlideTeam
Need to present types of behavior and personality traits associated with effective leadership? To help you out in presenting management theories, we have come up with content-ready behavioral theories of leadership PowerPoint presentation. This leadership behavioral approaches PPT design contains slides such as definition, who is a leader, quotes, difference between leaders and managers, qualities of good leader, formal and informal, styles of leadership, entrepreneurial and transactional, four components, trait, contingency and behavioral and situational theory, traits and skills, managerial grid, Fielder's contingency model, LPC scale, path goal theory, Hersey and Blanchard's, member exchange theory, normative decision model, participative process and participative decision making. Additionally, with this studies of leadership PowerPoint template, you can present topics like situation and trait based leadership, organizational behavior, business management, transformational leadership, contingency approaches, behavior learning theory, governance model, behaviors of manager, functional leadership etc. Download our behavioral theories of leadership presentation slides to convey your message convincingly. Good habits evolve with our Behavioral Theories Of Leadership Powerpoint Presentation Slides. They are based on the best customs. https://bit.ly/3yJHgK0
Behavioral Theories Of Leadership PowerPoint Presentation SlidesSlideTeam
Need to present types of behavior and personality traits associated with effective leadership? To help you out in presenting management theories, we have come up with content-ready behavioral theories of leadership PowerPoint presentation. This leadership behavioral approaches PPT design contains slides such as definition, who is a leader, quotes, difference between leaders and managers, qualities of good leader, formal and informal, styles of leadership, entrepreneurial and transactional, four components, trait, contingency and behavioral and situational theory, traits and skills, managerial grid, Fielder's contingency model, LPC scale, path goal theory, Hersey and Blanchard's, member exchange theory, normative decision model, participative process and participative decision making. Additionally, with this studies of leadership PowerPoint template, you can present topics like situation and trait based leadership, organizational behavior, business management, transformational leadership, contingency approaches, behavior learning theory, governance model, behaviors of manager, functional leadership etc. Download our behavioral theories of leadership presentation slides to convey your message convincingly.Good habits evolve with our Behavioral Theories Of Leadership PowerPoint Presentation Slides. They are based on the best customs.
Learn about, leadership essentials, personal leadership mastery, leadership effectiveness, situational leadership, the art of influence and goal setting
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Develop and retain leaders who can guide your organization through times of change. Get your hands on content ready leadership strategies and practices PowerPoint presentation slides to develop necessary skills in your potential leaders. Our pre-designed professionally created governance plans and policies PPT templates will leave great impact on the audience while presenting organization’s long-term goals. To achieve more, our leadership plans and policies presentation layout contains templates slides like leadership vs management, formal & informal leadership, autocratic leadership, democratic leadership, laissez-faire leadership, likert’s style of leadership, transactional and transformational leadership, managerial grid, fiedler’s model, path-goal theory, decision model, participation leadership and many more. Apart from this, with our leadership management PPT slides, you can also highlight various other concepts like strategic management, trait leadership, leadership skills & training, qualities of leadership, effective leadership planning and many more. So, don’t wait for it! Quickly click to download our leadership strategies and practices presentation graphics slides. Explain the importance of each ingredient with our Leadership Strategies And Practices PowerPoint Presentation Slides. Elaborate on integral elements.
leadership concept types feature, Features of LeadershipSyed Imran Hosen
What is Leadership
Features of Leadership
leadership Types
Leadership Styles
The Autocratic or Authoritarian Leader
The Laissez-faire or Delegative Leader
The Charismatic Leader
The Servant Leader
The leader
Democratic leadership should not be used when …
Leadership Strategies And Practices Powerpoint Presentation SlidesSlideTeam
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Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Biological screening of herbal drugs: Introduction and Need for
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The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
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This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
2. 2
Agenda
Theories
• Leadership vs. management
• Characteristics of leader
• Behavior of leader
• Leadership by context
• Contemporary theories
Challenges
• Ethics
• Trust
• Culture
• Remote leadership
Practices
• Find a suitable leader
• Train a leader
3. 3
Theories
Theories
• Leadership vs. management
• Characteristics of leader
• Behavior of leader
• Leadership by context
• Contemporary theories
Challenges
• Ethics
• Trust
• Culture
• Remote leadership
Practices
• Find a suitable leader
• Train a leader
4. 4
Leadership
• The ability to influence a group toward the achievement of a vision
• Formal influence due to organization structure
• Informal influence outside the formal structure
Leadership
Trait
Behavior
Context
Contemporary
theories
6. 6
Trait theories
• Who is a leader?
• Identify a set of traits (personal attributes) that distinguished leaders from
non-leaders.
• Predict a leader
Leadership
Trait
Behavior
Context
Contemporary
theories
8. 8
Behavioral theories
• What do leaders do?
• Can we train people to be leader?
Leadership
Trait
Behavior
Context
Contemporary
theories
9. 9
Behavioral categories
• Task oriented: Focus on the completion of
particular tasks as a measure of success
• People oriented: Focus on employee’s
feeling and treat employees with respects
Leadership
Trait
Behavior
Context
Contemporary
theories
10. 10
Contingency theories
• Situational influences
• Under which conditions are certain leadership styles more effective?
Contingency
•
•
•
•
Fiedler Model
Situational leadership
Path-Goal theory
Leader Participant theory
Leadership
Trait
Behavior
Context
Contemporary
theories
11. 11
Contingency theories (2)
• Fiedler Model
• Identify leadership style
• Define situation
• Match style and situation
Leadership
Trait
Behavior
Context
Contemporary
theories
12. 12
Contingency theories (3)
• Situational Leadership
• Is employee able to work?
• Does employee willing to work?
Leadership
Trait
Behavior
Context
Contemporary
theories
13. 13
Contingency theories (4)
• Other theories
• Path-Goal theory
• Leader-Participation theory
Leadership
Trait
Behavior
Context
Contemporary
theories
14. 14
Contemporary theories
• Charismatic leaders
• Refer to someone with certain gifts or abilities
• Gain followers through personality rather than through power
• Have a vision
• Willing to take risk to achieve that vision
• Sensitive to followers needs
• Exhibit extraordinary behaviors
Are charismatic leaders born or made?
Does effective charismatic leadership depend on the situation?
Leadership
Trait
Behavior
Context
Contemporary
theories
15. 15
Transformational vs. transactional leadership
Transactional leaders
• Path-goal theory
• Task focused
Transformational leaders
• Inspired followers
• People focused
Leadership
Trait
Behavior
Context
Contemporary
theories
16. 16
Challenges of leadership
Theories
• Leadership vs. management
• Characteristics of leader
• Behavior of leader
• Leadership by context
• Contemporary theories
Challenges
• Ethics
• Trust
• Culture
• Remote leadership
Practices
• Find a suitable leader
• Train a leader
18. 18
Ethics
The problem is:
A leader, who has lots of rights, is easy to abuse power!
Ethics
Trust
Culture
Remote leadership
19. 19
Ethics (2)
Ethical
leaders
Unethical
leader
• Know what’s right & wrong
• Encourage ethical behaviors
• Use their power to serve the others
• Enhance power over followers
• Use power to serve themselves
Ethics
Trust
Culture
Remote leadership
20. 20
Trust
The problem is:
Loses followers’ trust negative effects:
• Employees do not believe the leader any more
• Leader cannot encourage employee
• Employees will refuse to do task assigned by leader
Ethics
Trust
Culture
Remote leadership
21. 21
Trust (2)
The solution authentic leaders:
• Know who you are
• Know what you value
• Share information
• Encourage open communication
• Stick to your ideals
Ethics
Trust
Culture
Remote leadership
23. 23
Culture (2)
To become effective leaders:
• Sensitivity to cultural differences
• Adapt style when work with people from different cultures
Ethics
Trust
Culture
Remote leadership
24. 24
Remote leadership
The problem is:
Due to the lack of interacting face-to-face, it’s hard to:
• Read nonverbal cues
• Express opinions
• Build trust & relationship
• Manage conflict
Ethics
Trust
Culture
Remote leadership
What does
this emoticon
mean?
25. 25
Remote leadership (2)
The good solution is:
• Develop & maintain TRUST
• Inspiration through keyboard words
• Accurately read emotion in other’s
messages
Ethics
Trust
Culture
Remote leadership
26. 26
Practices
Theories
• Leadership vs. management
• Characteristics of leader
• Behavior of leader
• Leadership by context
• Contemporary theories
Challenges
• Ethics
• Trust
• Culture
• Remote leadership
Practices
• Find a suitable leader
• Train a leader
28. A senior programmer got a new assignment
- lead a team of 15 others
•
Can he survive?
•
He will need a significant “upgrade”
• Leadership
• Communication, delegation
• Paradigm shift: “me” to “them”
•
Some people never get it!
28
29. 29
Foundation of teamwork – HRT Principles
The art of “playing well with others”
Source: Brian W., Ben C., Team Geek – A Software Developer’s Guide to Working Well with Others
31. 31
Microsoft case (2)
“Maybe I'm an emblem of an old era, and I
have to move on ... As much as I love
everything about what I'm doing, the best way
for Microsoft to enter a new era is a new leader
who will accelerate change.”
Source: http://www.businessinsider.com/steve-ballmer-heres-the-real-reason-im-leaving-microsoft-2013-11
34. 34
Yahoo CEO 2009-2011: Carol Bartz
• Proven track record at Autodesk:
revenues $300 million -> $1.5 billion
• Fired as CEO of Yahoo after 2.5 years
• Task-oriented
• Unclear vision and strategic direction
35. 35
Generations of Yahoo CEOs
Source: http://www.ndtv.com/photos/gadgets/yahoo-ceo-the-cursed-job-13431
http://finance.yahoo.com/q/bc?s=YHOO
36. 36
Generation of General Electric CEOs
Source: https://www.ge.com/about-us/leadership/past-leaders
http://finance.yahoo.com/q/bc?s=GE
37. 37
GE leadership framework: 4E – 1P
Energy
Energize
Passion
Edge
Integrity
Source: Jack Welch and Suzy Welch, Winning
Leadership
Execution
Intelligent
Maturity
Employee
41. 41
What are the characteristics of leaders
• Form 3 groups of 3-5 members.
• Brainstorm (at least 5 points):
•
What are the characteristics of a leader?
•
What do you think about a leader?
• What do you expect in this topic?
42. 42
Ethical dilemma: Undercover leaders
Summary:
• Television show: Leader working undercover in his/her
company to find out how the organization really works
• Some criticize the show for its faux realism: CEOs know the
camera so every word & facial expression is for the camera
• Recently, Australian government created a program that
places CEOs undercover in their own workplaces
43. 43
Ethical dilemma: Undercover leaders
Questions:
1. Do you think it is ethical for a leader to go undercover in his
or her organization? Why or why not?
2. Do you think leaders who work undercover are really
changed as a result of their experiences?
3. Would you support a government program that gave
companies incentives to send leaders undercover?
45. 45
Case Incident 1: Leadership Mettle Forged in Battle
Summary:
In 2008, facing a serious shortage of leadership-ready employees at the store
management level, Walmart decided to recruit from the U.S. military: 150 junior
military officers. The result:
• Walmart claims that it’s been able to bring in world-class leaders who were
ready to take over once they had learned the retail business that Walmart
could easily teach them.
46. 46
Case Incident 1: Leadership Mettle Forged in Battle
• Military veterans do have a variety of valuable skills learned through experience
• Make decision in less than optimal conditions
• Negotiate across cultures
• Operate under extreme stress.
• However, they do have to relearn some lessons from the service (ex: at Google,
there is nothing like the chain of command military leaders are used to)
• Still, most forecasts suggest there will be an ample supply of battle-tested military
leaders ready to report for corporate duty in the near future, and many companies
are eager to have them.
47. 47
Case Incident 1: Leadership Mettle Forged in Battle
Questions:
1.
Do you think leaders in military contexts exhibit the same qualities
as organizational leaders? Why or why not?
2.
In what ways not mentioned in the case would military leadership
lessons not apply in the private sector? What might military leaders
have to re-learn to work in business?
3.
Are specific types of work or situations more likely to benefit from
the presence of “battle-tested” leaders? List a few examples.
49. 49
Case Incident 2: Leadership Factories
Questions:
1.
Management consulting firms did very well on a per-employee basis, partly because
they are mostly made up of managers (as opposed to blue-collar or entry-level
workers). How big a factor do you think composition of the workforce is in likelihood
of producing a CEO?
2.
Do you think so-called leadership factories are also better places for non-leaders to
work? Why or why not?
3.
Assume you had job offers from two companies that differed only in how often they
produced CEOs. Would this difference affect your decision?
4.
Do these data support the value of leader selection and leader development? Why or
why not?
Editor's Notes
What were the personality characteristics and the physical and psychological attributes of people who are viewed as leaders?Because of the problems in measurement of personality traits at the time (1940s), different studies used different measures -> researches failed.We’re going to:Explain the traits that are associated with leadership.Discuss the limitations of trait approaches to leadership.
Big FiveOpenness: meaning = Being curious, creative, flexible and open to new ideas.Conscientiousness = Being organized, systematic, dependableExtraversion = Being outgoing, sociableLeaders who like being around people and are able to assert themselves (extraverted), who are disciplined and able to keep commitments they make (conscientious), and who are creative and flexible (open) do have an apparent advantage when it comes to leadership=> This trait normally indicate the way leader emerge.The next trait MAY indicate an effective leader.EQ:People with high EQ demonstrate a high level of self awareness, social skills and tend to have the ability to be a leader.According to Daniel Goleman, what differentiates effective leaders from ineffective ones becomes their ability to control their own emotions and understand other people’s emotionsConclusion:we can say that traits can predict leadershipTraits do a better job predicting the emergence of leaders and the appearance of leadership than actually distinguishing between effective and ineffective leaders.traits theory gave rise to the idea that leaders are born not madesuited to selecting leaders than developing them
When trait researchers became failed in the 1940s, their attention turned to studying leader behaviors.What did effective leaders actually do?Can we train people to be leaders?
Task Oriented (Initiating structure):leaders help employees understand what is expected of them and then manage their activities to accomplish business objectives.People Oriented (Consideration):People-oriented leaders genuinely care about the well-being of their employees, and they demonstrate their concern in their actions and decisionsFor example, when leaders demonstrate people-oriented behaviors, employees tend to be more satisfied and react more positively.However, when leaders are task oriented, productivity tends to be a bit higher.Some leaders may have the right traits or display the right behaviors and still fail. We need to think about the CONTEXT of leadership.This approach may not suit all circumstances; for example, emergencies or turnarounds
Under which conditions are certain leadership styles more effective? OR, In situation X, leadership style A may perform better than style B and vice versa.
Step 1: Identity leadership style by a questionnaireLPC questionnaire: 16 – 18 questions(Least Preferred Coworker)Scoring: +64 = high LPC leader: tend to be relationship oriented-57 = low LPC: tend to be task orientedStep 2: Define situationLMR: ?Position Power: ?Task Structure: ?Step 3: Matching style and situation to reach a maximum of leadership effectiveness. => Which style is best suited?
Leaders have to use different leadership styles depend on the followers’ readiness
- After MrChuong talk about the long lasting theories, I will continue with the contemporaray theories / new research about leadership: charismatic & transformational.Can be born to be a leader: Yes; Can be trained to be a leader: Yes -> Individuals are born with traits that make them charismatic. individuals can be trained to exhibit charismatic behaviorsYes charisma appears most successful when people sense a crisis, when they are under stress, or when they fear for their lives. Ex: In 1997, when Apple Computer was floundering and lacking direction, the board persuaded charismatic co-founder Steve Jobs to return
In a team sport, you need to understand the foundation of teamwork in order to become an effective leader.It’s not quite that simple. In order to reach collaborative nirvana, you first need to learn and embrace what we call the “three pillars” of social skills. These three principles aren’t just about greasing the wheels of relationships; they’re the foundation on which all healthy interaction and collaboration are based.HumilityYou are not the center of the universe. You’re neither omni-scient nor infallible. You’re open to self-improvement.* Lose the ego* Be open to Influence - Be vulnerable !!!! Criticism is almost never personal in a professional software engineering environment—it’s usually just part of the process of making a better product. The trick is to make sure you (and those around you) understand the difference between constructive criticism of someone’s creative output and flat-out assaults against someone’s characterRespectYou genuinely care about others you work with. You treat them as human beings, and appreciate their abilities and accomplishments.* Learn to Both Deal Out and Handle CriticismTrustYou believe others are competent and will do the right thing, and you’re OK with letting them drive when appropriate. “The Servant leader?” – it is, basically.As a leader, you should strive to create an atmosphere of HRT.This may mean removing bureaucratic obstacles that an engineer can’t remove by herself, helping a team achieve consensus, or even buying dinner for the team when they’re working late at the office. The servant leader fills in the cracks to smooth the way for her team as well as advise them when necessary, but still isn’t afraid of getting her hands dirty. The only managing that a servant leader does is to manage both the technical and social health of the team; as tempting as it may be to focus purely on the technical health of the team, the social health of the team is just as important (but often infinitely harder to manage!)***** BONUS *****What else: Fail fast, iterate, learnThere’s a well-known (and clichéd) urban legend in the business world about a manager who makes a mistake and loses an impressive $10 million. He dejectedly goes into the office the next day and starts packing up his desk, and when he gets the inevitable “the CEO wants to see you in his office” call, he trudges into the CEO’s office and quietly slides a piece of paper across the desk to the CEO. “What’s this?” asks the CEO.“My resignation,” says the exec. “I assume you called me in here to fire me.”“Fire you?” responds the CEO, incredulously. “Why would I fire you? I just spent $10 million training you!” 6It’s an extreme story, to be sure, but the CEO in this story understands that firing the exec wouldn’t undo the $10 million loss, and it would compound it by losing a valuable executive who you can be damned sure won’t make that kind of mistake again.
PersonalitySuitable traitExtraversion, conscientiousness or opennessCan’t be introvert or neuroticismCompetence in behaviorInitiating structureConsiderationAuthentic: trust and ethical modelContext: based on company position in the market: apply contingency modelsFiedler model: people oriented (task oriented?)Situational theory: based on ability and willingness of followers. The leader should be smart in situational contextCharismatic & transformational (open question: can it be transactional?)
Besides those theory concept, he needs more than that. * Company culture is critically important. He needs to breath the same air with the employees * Have a great vision to align people * Leadership track record is a must. However this can be dangerous, as we will see in next real world example
Carol has been hugely successful at Autodesk, bring five times more revenue. But she failed miserably at Yahoo – fired over the phoneFiedler’s contingency model, Bartz’s task-oriented style was not effective in improving Yahoo’s performance. Autodesk is a software company with famous products like Autocad, Photoshop, etc It’s totally different from Yahoo, which is an internet and media companyFailed to provide the visionary leadership and focused strategic direction and execution needed to position the company for growth.
It’s amazing that a corporation at a size of GE, over more than 50 years only has four CEO generations.And all of them are promoted from within GE. Some of them have spent their entire career with GE.
WinningTo be an employee first, then a leaderThe first E Energy, vitalityEnergetic people are optimistic, positive, the ability to work with people exchanges, like to make friends.always full of enthusiasm for the day of work, they will not work in a state of fatigue there.They will happily end of a day’s work.In a certain sense, represents a positive attitude vitality, as long as a positive action, it will continue to progress,constantly!Dynamic means do something in the spirit of desire, like innovation.This is precisely the essential quality of success!The second E, Energize, referring to the ability to inspire othersOne person alone can do things to make much progress, it is very small. Everybody’s cause, must have help from other people, which means to be a team. Inspire your team to take the lead in their vitality, enabling them to be more active, it is very important! Not only inspire others and generous speech, but has a deep understanding of business needs,hold excellent persuasion skills and create an atmosphere of a wake-up call to others. This capability is very important, it further in a person’s success Lane plays a vital role.The third E, determinationIn the life of every person will encounter the problem is a lot of trouble for the same thing.Anyone who share their different perspectives.Smart people are willing to go to the analysis of the issue from all angles, buthave determination, the people know when to stop and even if he did not have all the information,also needs to make a firm decision.For most people decisiveness, it is a mortal wound.The fourth E, executionMany people have talked about the problem of implementation, it looks like a very good understanding of the enforceability of the magnitude, depth,in the end there is little that is not always true!Implementation, implementation, implementation of effective moving forward step by step, so as to ultimately achieve goals.Including our own, and how their goals?Their hands, minds to the task to write in a notebook, how life goals?Used as a standard to test the concept that the majority of people are not very fuzzy?I think this is the way.You can have a positive and uplifting vitality know how to inspire everyone around to make a firm judgment.But you have not straddle end.Executive power is a kind of a special, unique skills.It means that a person must decide how those actions, and continue to move forward, the ultimate target.which also experienced resistance, confusion or outside interference and the implementation of the results is very aware only win!The final P, passionPassion is a word appears eager to make people feel that when I see it, every cell were excited. I hope to give them greater enthusiasm. Many people have heard about this, success can only bigots, I think passion is one of bigotry. Away from the passion and dedication from all negative factors. The passion of a lot of things in life are full of curiosity and for a more in-depth understanding. It obsession born with the passion, the passion insights acquired envy. The goal of their passion in front of a success!
In 2008, facing a serious shortage of leadership-ready employees at the store management level, Walmart decided to recruit from the U.S. military: 150 junior military officers. The result: Walmart claims that it’s been able to bring in world-class leaders who were ready to take over once they had learned the retail business that Walmart could easily teach them. Other organizations that have heavily recruited from the military in recent years include GE, Home Depot, Lowe’s, State Farm Insurance, Merck, and Bank of America A long tradition of books and seminars advises leaders to think like military leaders ranging from Sun Tzu to Norman Schwarzkopf. And military veterans do have a variety of valuable skills learned through experience. Military leaders are also used to having to make due in less than optimal conditions, negotiate across cultures, and operate under extreme stress. However, they do have to relearn some lessons from the service. Like Google, there is nothing like the chain of command military leaders are used to. Still, most forecasts suggest there will be an ample supply of battle-tested military leaders ready to report for corporate duty in the near future, and many companies are eager to have them.
In 2008, facing a serious shortage of leadership-ready employees at the store management level, Walmart decided to recruit from the U.S. military: 150 junior military officers. The result: Walmart claims that it’s been able to bring in world-class leaders who were ready to take over once they had learned the retail business that Walmart could easily teach them. Other organizations that have heavily recruited from the military in recent years include GE, Home Depot, Lowe’s, State Farm Insurance, Merck, and Bank of America A long tradition of books and seminars advises leaders to think like military leaders ranging from Sun Tzu to Norman Schwarzkopf. And military veterans do have a variety of valuable skills learned through experience. Military leaders are also used to having to make due in less than optimal conditions, negotiate across cultures, and operate under extreme stress. However, they do have to relearn some lessons from the service. Like Google, there is nothing like the chain of command military leaders are used to. Still, most forecasts suggest there will be an ample supply of battle-tested military leaders ready to report for corporate duty in the near future, and many companies are eager to have them.