The document discusses many qualities and traits of good leadership. It provides over 30 short quotes and passages from experts on leadership, primarily Dr. D.W. Ekstrand. Some of the key points made include that good leaders must have vision, communicate clearly, build strong teams, handle mistakes well, and inspire and train other leaders. Leadership requires qualities like integrity, passion, and the ability to manage stress, time, and conflict effectively.
This document provides 5 leadership quotes from notable figures such as M.D. Arnold, Margaret Thatcher, Eleanor Roosevelt, and Peter F. Drucker. The quotes discuss leading from within people rather than above them, not following crowds but letting crowds follow you, doing what your heart feels is right despite criticism, and defining leadership by results rather than likability or speeches. It concludes by asking the reader to consider what their own leadership quotes may be.
The document discusses the importance of preformulation studies, which involve determining the physical and chemical properties of drug substances before formulation development. Some key properties discussed include solubility, ionization constants (pKa), melting point, dissolution, particle size and shape, surface area, partition coefficient, and solid state properties. Establishing these fundamental characteristics helps optimize drug delivery and the development of stable, safe dosage forms by identifying any barriers early in development. The overall goal of preformulation is to generate useful information for formulators to develop mass-producible dosage forms with good stability and bioavailability.
This document discusses preformulation and various analytical techniques used for drug-excipient compatibility studies. It describes types of incompatibilities like physical and chemical incompatibilities. Techniques discussed include thermal analysis methods like thermogravimetry (TG), differential thermal analysis (DTA), and differential scanning calorimetry (DSC). Other techniques mentioned are X-ray diffraction (XRD) and Fourier transform infrared spectroscopy (FTIR). The document also covers limitations of thermal analysis and applications of these techniques in preformulation studies like characterization of hydrates/solvates, detection of impurities, and compatibility studies.
This document presents information on preformulation studies, which involve characterizing the physicochemical properties of new drug molecules. The objectives are to generate stability and bioavailability data for formulation development. Key studies discussed include analyzing bulk properties, solubility, partitioning, hygroscopicity, ionization, dissolution, stability, and compatibility. Analytical techniques like spectroscopy, microscopy, thermal analysis, and chromatography are used to investigate properties and purity. Thorough preformulation provides critical information for designing dosage forms that are stable, safe, and effective.
The document discusses preformulation and summarizes some of its key aspects. Preformulation involves determining the physicochemical properties of new drug substances to aid in developing effective dosage forms. It covers topics like organoleptic properties, purity, particle size and shape, solubilization using surfactants, and the effect of temperature, pH and co-solvents on solubility. It also mentions the importance of preformulation stability studies and considering drug characteristics for different dosage forms. The goals of preformulation are establishing parameters, kinetic profiles, physical characteristics and compatibility with excipients.
Transformational leadership is a leadership style that inspires followers to accomplish more than expected through motivation. It believes in raising followers to higher levels of motivation and morality. There are 4 components of transformational leadership: idealized influence, inspirational motivation, individualized consideration, and intellectual stimulation. Transformational leadership can transform organizations by implementing a clear vision and inspiring passion throughout the organization. It focuses on developing future leaders and improving performance through motivation rather than negative reinforcement.
The document discusses several coaching and mentoring programs:
1. A Turkish brewery has a one-year mentoring program to support professional and personal growth through experience sharing and developing relationships. It includes initial training and pairing participants who meet monthly.
2. A British American Tobacco program uses action learning, group coaching, and individual coaching over 12 months to improve skills and confidence with monitoring of workplace application.
3. Nielsen's mentoring program includes selection, matching, orientation, check-ins and completion to help mentees surface issues and identify actions through understanding interests and gaps.
Coaching explained, an exploration by Alexander Crepin, coachAlexander Crépin
Coaching, an introduction.
Why coaching? What is coaching? What are the benefits of coaching? What does a coach?
An illustrated vision of Alexander Crépin
This document provides 5 leadership quotes from notable figures such as M.D. Arnold, Margaret Thatcher, Eleanor Roosevelt, and Peter F. Drucker. The quotes discuss leading from within people rather than above them, not following crowds but letting crowds follow you, doing what your heart feels is right despite criticism, and defining leadership by results rather than likability or speeches. It concludes by asking the reader to consider what their own leadership quotes may be.
The document discusses the importance of preformulation studies, which involve determining the physical and chemical properties of drug substances before formulation development. Some key properties discussed include solubility, ionization constants (pKa), melting point, dissolution, particle size and shape, surface area, partition coefficient, and solid state properties. Establishing these fundamental characteristics helps optimize drug delivery and the development of stable, safe dosage forms by identifying any barriers early in development. The overall goal of preformulation is to generate useful information for formulators to develop mass-producible dosage forms with good stability and bioavailability.
This document discusses preformulation and various analytical techniques used for drug-excipient compatibility studies. It describes types of incompatibilities like physical and chemical incompatibilities. Techniques discussed include thermal analysis methods like thermogravimetry (TG), differential thermal analysis (DTA), and differential scanning calorimetry (DSC). Other techniques mentioned are X-ray diffraction (XRD) and Fourier transform infrared spectroscopy (FTIR). The document also covers limitations of thermal analysis and applications of these techniques in preformulation studies like characterization of hydrates/solvates, detection of impurities, and compatibility studies.
This document presents information on preformulation studies, which involve characterizing the physicochemical properties of new drug molecules. The objectives are to generate stability and bioavailability data for formulation development. Key studies discussed include analyzing bulk properties, solubility, partitioning, hygroscopicity, ionization, dissolution, stability, and compatibility. Analytical techniques like spectroscopy, microscopy, thermal analysis, and chromatography are used to investigate properties and purity. Thorough preformulation provides critical information for designing dosage forms that are stable, safe, and effective.
The document discusses preformulation and summarizes some of its key aspects. Preformulation involves determining the physicochemical properties of new drug substances to aid in developing effective dosage forms. It covers topics like organoleptic properties, purity, particle size and shape, solubilization using surfactants, and the effect of temperature, pH and co-solvents on solubility. It also mentions the importance of preformulation stability studies and considering drug characteristics for different dosage forms. The goals of preformulation are establishing parameters, kinetic profiles, physical characteristics and compatibility with excipients.
Transformational leadership is a leadership style that inspires followers to accomplish more than expected through motivation. It believes in raising followers to higher levels of motivation and morality. There are 4 components of transformational leadership: idealized influence, inspirational motivation, individualized consideration, and intellectual stimulation. Transformational leadership can transform organizations by implementing a clear vision and inspiring passion throughout the organization. It focuses on developing future leaders and improving performance through motivation rather than negative reinforcement.
The document discusses several coaching and mentoring programs:
1. A Turkish brewery has a one-year mentoring program to support professional and personal growth through experience sharing and developing relationships. It includes initial training and pairing participants who meet monthly.
2. A British American Tobacco program uses action learning, group coaching, and individual coaching over 12 months to improve skills and confidence with monitoring of workplace application.
3. Nielsen's mentoring program includes selection, matching, orientation, check-ins and completion to help mentees surface issues and identify actions through understanding interests and gaps.
Coaching explained, an exploration by Alexander Crepin, coachAlexander Crépin
Coaching, an introduction.
Why coaching? What is coaching? What are the benefits of coaching? What does a coach?
An illustrated vision of Alexander Crépin
This document discusses the GROW model for coaching and the types of questions coaches should ask. It explains that there are two types of questions: problem-focused and solution-focused. Solution-focused questions are generally more useful for coaching. The GROW model involves asking questions related to goals, current realities, options for moving forward, and establishing a plan of action. Example questions for each element of the GROW model are provided. The document concludes by providing contact information for the certified coach and trainer, Sirirat Siriwan.
The document summarizes the five dysfunctions of a team according to Patrick Lencioni's model. The five dysfunctions are: 1) absence of trust, where team members are unwilling to be vulnerable; 2) fear of conflict, which prevents productive ideological debate; 3) lack of commitment, when teams fail to make definitive decisions in a timely manner; 4) avoidance of accountability, when teams avoid holding each other accountable for performance; and 5) inattention to results, when teams focus on individual goals rather than collective outcomes.
The Top Leadership Qualities Every Manager NeedsWhen I Work
Flexibility, action, transparency, and seeing the big picture are key leadership qualities that every manager needs. Flexible leaders who seek outside opinions and are willing to adapt receive higher ratings. Taking action and being decisive, even if it means not everyone agrees, ensures the team is united around common goals. Transparency through open communication helps employees understand priorities and goals. Seeing the big picture allows leaders to understand how individual projects fit within the company's overall strategy. Advocacy, listening skills, and empathy are also important for connecting with teams and customers. Cultivating these qualities can improve any manager's leadership abilities.
Many companies today strive to be “thought leaders,” but only a select few truly live up to that aspiration. Thought leadership requires a unique point of view, the ability to provide valuable information, and a layered approach to disseminating that information. This presentation explores what makes a thought leader, best practices for thought leadership, and why a content strategy is essential to help companies grow and sustain their thought leadership — helping with everything from navigating internal politics to prioritizing resources.
“If people in an organization are good at replicating what they already do well, what happens when the environment changes and what is needed begins to change?"
Presentation, created for a Taylor University MBA corporate site client, discusses the key differences between coaching and mentoring and when to use each.
The document outlines the 4 must-do's for effective coaching: 1) Observe without quick judgement and examine your own role, 2) Listen to understand rather than respond, minding nonverbal cues, 3) Give timely and permission-based feedback focused on behaviors not individuals, 4) Ask open-ended questions one at a time without leading questions. It reinforces these points using the example of Olga, a Russian Duchess, to help the reader memorize the key coaching practices.
Mentoring & coaching for optimal performanceFaakor Agyekum
This document provides information on coaching and mentoring for optimum performance. It defines coaching as helping individuals realize their potential and mentoring as a long-term relationship that helps proteges advance their careers. The document outlines the GROW model and coaching discussion approach for effective coaching sessions. It also identifies characteristics of good coaches, such as believing in individuals' potential, giving feedback, and creating opportunities for growth.
Workshop in two days with 12 hrs duration for mid-management level.
Identify the characteristics of an effective leader & identify their leadership styles.
Obtain a deeper understanding of leadership by a review of appropriate theories
Understand the meaning of, and barriers to, motivation.
Evaluate & apply motivation theories to their current operation.
Develop their teams to maximize their strengths and enhance productivity
Motivate their teams with effective performance measurement
Leverage the complementary skills and styles of their teams
Eliminate barriers and chokepoints that block teamwork
Develop a personal action plan to develop their leadership style
Integrate their leadership responsibilities, competencies and behaviors into their management role
Optimize organization and work design for success in service delivery teams
Feedback and Coaching with the @StanfordBiz ECG, March 2016Ed Batista
A modified deck from a workshop I did on interpersonal feedback and coaching skills with the Stanford GSB Entrepreneurial Commitment Group in March 2016.
'Leadership skills don't come naturally to everyone. But they can play a major part in a leader's success'... The latest addition to our slide-deck library looks at 'Management & Leadership' skills
ReadySetPresent (Coaching PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Being capable of coaching is an important skill that can transform a manager’s scope of influence. 100+ PowerPoint presentation content slides. Coaching PowerPoint Presentation Content slides include topics such as: 25 slides on the characteristics and skills of coaches, Benefits of coaching, techniques for coaching, 8 slides on the "we need to talk" coaching meeting, 10 slides on dealing with poor performance, avoiding coaching pitfalls, 20 slides on the 6- step coaching model, a 1 minute guide to praise/reprimands, discussing recurring problems, 20+ slides on modeling coaching behavior, building a coaching atmosphere and assessing your coaching style. Learn how to utilize open and closed questions, how to's and more!
The document discusses key leadership skills and models. It covers the six traits of effective leaders: drive, desire to lead, integrity, self-confidence, intelligence, and job-relevant knowledge. It also discusses leadership styles in the managerial grid model and contingency model of leadership. The document then outlines the elements of high performing leadership, including being a vision creator, team builder, task allocator, people developer, and motivation stimulator. For each element, it provides details on the related skills and approaches.
Seminar conducted at Manuel L. Quezon High School, Manila Philippines September 1, 2007. Presentation showing qualities of leaders and leadership styles.
The document is a short eBook about leadership titled "The Second Little Book of Leadership". It contains short passages and quotes on various aspects of leadership. In under 3 sentences:
The eBook contains advice and insights on leadership from various sources, discussing topics such as what leaders do (create meaning), how leadership is learned through emulation, the importance of actions aligning with words, getting people engaged in their work, moving from a focus on oneself to the team, and creating more new leaders rather than just followers. The passages provide different perspectives on effective leadership strategies and behaviors.
This document provides instructions for several team-building activities that can be used for icebreakers:
- Two Truths and a Lie involves each person sharing two true facts and one lie about themselves for the group to guess which is the lie.
- Speed Dating has pairs discuss topics for 30 seconds before switching partners.
- Beach Ball Game passes a beach ball around with questions written on it that each person must answer when their thumb lands on it.
- Several other activities like the Picnic Name Game, True That Double True, and Silent Line-Up are also described to learn more about each other through games.
4 Leadership Shifts You Must Make For Successful Content Marketing in 2016Kyle Lacy
Presentation given at the Content2Conversion conference in Scottsdale, AZ on 2/16/2016. There are four shifts that must happen for content marketers to be successful in 2016.
1. Build the right team.
2. Create better thought leadership.
3. Internal activation is almost more important than external.
4. Learn the important unit economics of your business.
3 Powerful Leadership Lessons from Guy KawasakiBrian Downard
Guy Kawasaki, a successful entrepreneur and author, identifies empathy, honesty, and humility as the three most important leadership skills. Empathy means understanding others' perspectives in order to support their needs. Honesty builds trust through transparency, especially during difficulties. Humility involves admitting mistakes and valuing feedback to appear approachable as a leader.
The document discusses the importance of teamwork. It provides 10 quotes from leaders and experts on topics such as how teams make individuals better, the importance of transmitting vision to a team, how shared values unite a team, and how placing the right people in the right roles leads to success. The quotes emphasize that effective teamwork requires bringing people together around a common purpose and vision.
The document provides notes on leadership from Dr. Will Moreland, an expert life and business leadership trainer. It outlines 42 key points on developing leadership skills, including having vision, integrity, personal development, communication skills, empowering others, treating people with respect, and living a purpose-driven life. The overall message is that becoming a genius-level leader requires continual self-improvement and focusing on relationships.
The document discusses seven common fears that prevent people from achieving success: 1) fear of what others may think, 2) fear of failure, 3) fear of old age and death, 4) asking "what if" questions in a negative way rather than focusing on potential success, 5) fear of self-promotion, 6) fear of foolishness in trying new things, and 7) fear of becoming oneself and achieving true self-expression. The document argues that success requires overcoming these fears through faith in oneself and taking necessary actions.
This document discusses the GROW model for coaching and the types of questions coaches should ask. It explains that there are two types of questions: problem-focused and solution-focused. Solution-focused questions are generally more useful for coaching. The GROW model involves asking questions related to goals, current realities, options for moving forward, and establishing a plan of action. Example questions for each element of the GROW model are provided. The document concludes by providing contact information for the certified coach and trainer, Sirirat Siriwan.
The document summarizes the five dysfunctions of a team according to Patrick Lencioni's model. The five dysfunctions are: 1) absence of trust, where team members are unwilling to be vulnerable; 2) fear of conflict, which prevents productive ideological debate; 3) lack of commitment, when teams fail to make definitive decisions in a timely manner; 4) avoidance of accountability, when teams avoid holding each other accountable for performance; and 5) inattention to results, when teams focus on individual goals rather than collective outcomes.
The Top Leadership Qualities Every Manager NeedsWhen I Work
Flexibility, action, transparency, and seeing the big picture are key leadership qualities that every manager needs. Flexible leaders who seek outside opinions and are willing to adapt receive higher ratings. Taking action and being decisive, even if it means not everyone agrees, ensures the team is united around common goals. Transparency through open communication helps employees understand priorities and goals. Seeing the big picture allows leaders to understand how individual projects fit within the company's overall strategy. Advocacy, listening skills, and empathy are also important for connecting with teams and customers. Cultivating these qualities can improve any manager's leadership abilities.
Many companies today strive to be “thought leaders,” but only a select few truly live up to that aspiration. Thought leadership requires a unique point of view, the ability to provide valuable information, and a layered approach to disseminating that information. This presentation explores what makes a thought leader, best practices for thought leadership, and why a content strategy is essential to help companies grow and sustain their thought leadership — helping with everything from navigating internal politics to prioritizing resources.
“If people in an organization are good at replicating what they already do well, what happens when the environment changes and what is needed begins to change?"
Presentation, created for a Taylor University MBA corporate site client, discusses the key differences between coaching and mentoring and when to use each.
The document outlines the 4 must-do's for effective coaching: 1) Observe without quick judgement and examine your own role, 2) Listen to understand rather than respond, minding nonverbal cues, 3) Give timely and permission-based feedback focused on behaviors not individuals, 4) Ask open-ended questions one at a time without leading questions. It reinforces these points using the example of Olga, a Russian Duchess, to help the reader memorize the key coaching practices.
Mentoring & coaching for optimal performanceFaakor Agyekum
This document provides information on coaching and mentoring for optimum performance. It defines coaching as helping individuals realize their potential and mentoring as a long-term relationship that helps proteges advance their careers. The document outlines the GROW model and coaching discussion approach for effective coaching sessions. It also identifies characteristics of good coaches, such as believing in individuals' potential, giving feedback, and creating opportunities for growth.
Workshop in two days with 12 hrs duration for mid-management level.
Identify the characteristics of an effective leader & identify their leadership styles.
Obtain a deeper understanding of leadership by a review of appropriate theories
Understand the meaning of, and barriers to, motivation.
Evaluate & apply motivation theories to their current operation.
Develop their teams to maximize their strengths and enhance productivity
Motivate their teams with effective performance measurement
Leverage the complementary skills and styles of their teams
Eliminate barriers and chokepoints that block teamwork
Develop a personal action plan to develop their leadership style
Integrate their leadership responsibilities, competencies and behaviors into their management role
Optimize organization and work design for success in service delivery teams
Feedback and Coaching with the @StanfordBiz ECG, March 2016Ed Batista
A modified deck from a workshop I did on interpersonal feedback and coaching skills with the Stanford GSB Entrepreneurial Commitment Group in March 2016.
'Leadership skills don't come naturally to everyone. But they can play a major part in a leader's success'... The latest addition to our slide-deck library looks at 'Management & Leadership' skills
ReadySetPresent (Coaching PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Being capable of coaching is an important skill that can transform a manager’s scope of influence. 100+ PowerPoint presentation content slides. Coaching PowerPoint Presentation Content slides include topics such as: 25 slides on the characteristics and skills of coaches, Benefits of coaching, techniques for coaching, 8 slides on the "we need to talk" coaching meeting, 10 slides on dealing with poor performance, avoiding coaching pitfalls, 20 slides on the 6- step coaching model, a 1 minute guide to praise/reprimands, discussing recurring problems, 20+ slides on modeling coaching behavior, building a coaching atmosphere and assessing your coaching style. Learn how to utilize open and closed questions, how to's and more!
The document discusses key leadership skills and models. It covers the six traits of effective leaders: drive, desire to lead, integrity, self-confidence, intelligence, and job-relevant knowledge. It also discusses leadership styles in the managerial grid model and contingency model of leadership. The document then outlines the elements of high performing leadership, including being a vision creator, team builder, task allocator, people developer, and motivation stimulator. For each element, it provides details on the related skills and approaches.
Seminar conducted at Manuel L. Quezon High School, Manila Philippines September 1, 2007. Presentation showing qualities of leaders and leadership styles.
The document is a short eBook about leadership titled "The Second Little Book of Leadership". It contains short passages and quotes on various aspects of leadership. In under 3 sentences:
The eBook contains advice and insights on leadership from various sources, discussing topics such as what leaders do (create meaning), how leadership is learned through emulation, the importance of actions aligning with words, getting people engaged in their work, moving from a focus on oneself to the team, and creating more new leaders rather than just followers. The passages provide different perspectives on effective leadership strategies and behaviors.
This document provides instructions for several team-building activities that can be used for icebreakers:
- Two Truths and a Lie involves each person sharing two true facts and one lie about themselves for the group to guess which is the lie.
- Speed Dating has pairs discuss topics for 30 seconds before switching partners.
- Beach Ball Game passes a beach ball around with questions written on it that each person must answer when their thumb lands on it.
- Several other activities like the Picnic Name Game, True That Double True, and Silent Line-Up are also described to learn more about each other through games.
4 Leadership Shifts You Must Make For Successful Content Marketing in 2016Kyle Lacy
Presentation given at the Content2Conversion conference in Scottsdale, AZ on 2/16/2016. There are four shifts that must happen for content marketers to be successful in 2016.
1. Build the right team.
2. Create better thought leadership.
3. Internal activation is almost more important than external.
4. Learn the important unit economics of your business.
3 Powerful Leadership Lessons from Guy KawasakiBrian Downard
Guy Kawasaki, a successful entrepreneur and author, identifies empathy, honesty, and humility as the three most important leadership skills. Empathy means understanding others' perspectives in order to support their needs. Honesty builds trust through transparency, especially during difficulties. Humility involves admitting mistakes and valuing feedback to appear approachable as a leader.
The document discusses the importance of teamwork. It provides 10 quotes from leaders and experts on topics such as how teams make individuals better, the importance of transmitting vision to a team, how shared values unite a team, and how placing the right people in the right roles leads to success. The quotes emphasize that effective teamwork requires bringing people together around a common purpose and vision.
The document provides notes on leadership from Dr. Will Moreland, an expert life and business leadership trainer. It outlines 42 key points on developing leadership skills, including having vision, integrity, personal development, communication skills, empowering others, treating people with respect, and living a purpose-driven life. The overall message is that becoming a genius-level leader requires continual self-improvement and focusing on relationships.
The document discusses seven common fears that prevent people from achieving success: 1) fear of what others may think, 2) fear of failure, 3) fear of old age and death, 4) asking "what if" questions in a negative way rather than focusing on potential success, 5) fear of self-promotion, 6) fear of foolishness in trying new things, and 7) fear of becoming oneself and achieving true self-expression. The document argues that success requires overcoming these fears through faith in oneself and taking necessary actions.
The document discusses different definitions and perspectives of leadership. It suggests that a leader is someone who influences others towards achieving a goal by motivating and inspiring them. Leadership is presented as an opportunity that is open to all and does not require a formal title or position of authority. The key qualities of a leader identified in the document are character, connection, personal excellence, speaking up, and mentoring others. Leadership is described as stepping up to make a positive difference through showcasing skills, mentoring talent, and paving the way for future opportunities.
Why choose the topic of Lousy Leaders? Most of us say that we want to follow the Great Leaders, that we struggle to find Great Leaders with character, who care about people and their organizations. However, we say that those who are most prominent are the leaders who only support themselves and want to satiate hidden desires of power, acquisition, recognition, and accolades for themselves. One of the problems with Lousy Leaders is how they acquire their positions! Maybe accepting Lousy Leaders is part of a new standard in our new society. Society appears to support or create a level of leadership acceptance. Chosen leaders seem to replicate and be predicated on our society. Based on this idea, we are a society in turmoil and one of divisiveness. Do you think Lincoln, Teddy Roosevelt or Churchill would thrive in this society? Do we, in actuality, support Great Leadership whose proponents exhibit visionary competence, integrity, morality, inclusive growth and development of followers, fairness, and humanistic care of others? Or, do we support the acceptance of political pandering and the desire to have some kind of tribal loyalty, even if it is to a Lousy Leader? In this age of emotional isolation brought about by over-reliance on devices, belonging to something, anything, gives people a group identity, the “us versus them” ideology.
Business leadership: How to be a good leader?David Kiger
Leadership is a process in which a person can have an influence in others for a series of goals to be met, a leader is the one who directs the organization in a way that makes it more coherent and cohesive. But what exactly is a good business leader?
Using our power to make a difference - CQC - Zoe LordZoe Lord
1. The document discusses change agents and how to effectively drive transformational change. It emphasizes that change is relational and one must connect networks of people who want to contribute to make change happen.
2. It provides tips for being an effective change agent, such as tuning into different types of power, connecting with others to find support, working on positive relationships, and framing ideas by connecting to a shared purpose.
3. The key message is that everyone has power to drive change, but one must do so by engaging others and staying connected to networks, not working alone or against others. Relational skills are important for successful transformation.
The document discusses the concept of a Total Leader, which involves developing skills in four areas:
1. Personal productivity - Managing oneself, time, and priorities to operate effectively. Total Leaders must manage themselves before managing others.
2. Personal leadership - Leading oneself and becoming a "Total Person" by growing in all areas of life. Personal leadership means living with purpose and influence.
3. Motivational leadership - Leading and motivating others by helping them develop their potential. Motivational leaders build relationships and get things done through others.
4. Strategic leadership - Leading an organization by defining its purpose, vision, strategies, structure, people, and processes to succeed. At this level,
Walk into most organisations, and you will find leadership teams, leadership committees and leadership tracks. We use words like "bad leader" or "ineffective leadership" without a thought about how absurd it all is.
Leadership is crucial for organizations and societies to function effectively. True leadership requires having a compelling vision and strategy, communicating it clearly, and motivating others to work towards achieving the vision. While administrators focus on rules and processes, and managers plan and oversee tasks, leaders inspire change and progress by influencing others. Effective leadership is complex and cannot be reduced to any single trait, role, or behavior.
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?
#1 (Amy)Part 1Currently, I believe I lead a few people at work.docxmayank272369
#1 (Amy)
Part 1
Currently, I believe I lead a few people at work because I used to do their jobs and I know how to do them best, however, I believe that because of my work ethic and my willingness to help everyone makes me successful in my current position. 3 of 7 secrets from the article" 7 Secrets of Servant Leadership" that will help me be successful going forward after this class include Listening intently and observe closely, demonstrate persistence, hold myself as well as others hold accountable for commitments. Within this class I’ve stated my leaders hear, but do not listen. I need to take my own advice and ensure I listen to make changes when needed. I’ve also complained that the leaders within my organization do not make changes after receiving complaints, instead of giving up so easily, I need to remain persistent to show my colleagues that anyone within the company can perceive and make a difference as Economy (2015) states leaders serve their people. I believe I already do a good job of holding myself accountable (my mother ensured I have too much catholic guilt built in) however, I do not give other the chance to fail or hold others accountable. It is important to allow my colleagues to fail or to ensure they are held accountable because they will learn and grow.
Part 2
After reviewing the “Tony Robbins Create a New Story” (Hamilton 2013) and after taking this class, I have found that I need to improve my communication skills further as well as continue to step out of my comfort zone and lead from where I am within my organization. I need to improve my communication skills because I am an introvert and have anxiety issues around group functions where others have no issues and actually enjoying and participating in these activities.
To answer the videos question, I’m very happy with life in general. I am in a very supportive and happy marriage, I have a very sweet and happy two-year-old son, I have a job that I don’t hate to go to everyday and generally enjoy the company of many of my co-workers. However, I have failed as a friend, it’s hard for me to keep up with social functions due to my introverted ways. I also am working to make more time for myself, and my body, however I’m 20 weeks pregnant so I’m not going to be able to do anything about that any time soon. I believe I am happy because I have worked toward making my life with what I always wanted it to be. However, one thing I did not achieve in my life “blue print” is obtaining my degree. I’ve noticed that the younger generation has finally caught up with me in education. I put off going back to school for eight years and recently we hired a front desk person that has a bachelor degree. With this aspect as well as my 30th birthday rapidly approaching, I decided to go back to school my only regret is not going back sooner, however my employee just recently offered tuition assistance and I am unsure If I would be able to afford it without this assistance. I am already wor ...
The document discusses leadership skills and provides steps to develop them. It identifies critical skills such as strategic thinking, inspiring and motivating others, problem-solving, integrity, recognizing others, learning and innovating, driving results, communication, and building relationships. It then provides a self-assessment questionnaire and steps to become self-aware, practice courage, and take action using a GROW model of setting goals, understanding current reality, exploring options, and committing to action steps. The overall aim is to help readers identify and strengthen their leadership abilities.
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The Learning Organization - 10 transformations any organization has to undergoTotal Identity
In this presentation 10 transformations are described that all organizations must undergo to become a true learning organization. This is needed to rapidly adapt to changing contexts. These contexts change faster and faster due to social media. By following these 10 transformations, an organization is more adapted to this new changing (social media) context and can learn just like any individual person can.
This document discusses leadership traits and whether leaders are born with them or can develop them over time. It argues that traits like honesty, competence, initiative, inspiration, hard work, intelligence, and the ability to lead masses are important for leadership. Effective leaders possess the proper personality and can handle different situations, showing leadership traits. While some traits may be innate, leaders can also develop their ability to respond well to stress, failure, criticism and other challenges. Historical leaders like Martin Luther King Jr. and Abraham Lincoln exemplified traits of true leadership.
The Power of You - Naganagouda SJ, Head HR - Global Edge Software Limitedhrgeek001
The document is a speech given by Naganagouda S Jakkanagoudar, Associate Vice President & Head – HR at GlobalEdge Software Limited, at a graduation ceremony. The key points are:
1) He congratulates the graduates for their accomplishments and encourages them to thank their parents and teachers who helped shape their lives.
2) He shares lessons learned over his 20-year career, including following your passion, continuously learning, staying focused and hungry, working hard and smart, and being a good team player.
3) He encourages the graduates to take on global challenges and help solve the world's problems through their talents and skills.
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.
The document outlines 8 steps for success in life: 1) Ask for what you want and don't settle, 2) Respond thoughtfully to situations rather than reacting impulsively, 3) Use both logic and intuition when making decisions, 4) Learn to work effectively in teams by building a network of complementary skills, 5) Maintain curiosity and a willingness to learn new things, 6) Develop self-confidence and an inner faith in yourself, 7) Have a broader social vision and focus on enabling education, and 8) Always give your best effort while focusing on the present rather than obsessing over results.
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Leadership (amazing quips about leadership)
1. LEADERSHIP QUIPS
1. Good leaders must have vision.
Leaders will have nowhere to lead
without having a clear vision of
where to take their followers.
Dr. D.W. Ekstrand
@linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
2. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
2. Good leaders must have vision.
Vision is a vital gift of leadership.
A vision is a leader’s mental image that determines
where an organization needs to be in the future.
There are four things that determine the quality of
a vision: clarity, size, urgency, and importance.
Dr. D.W. Ekstrand
3. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
3. Whether one calls it vision, goal, purpose, or
mission, leaders believe it is the one thing that can
make a significant difference, because it breathes
life into the hopes and dreams of others,
and enables them to see the exciting
possibilities of what the future holds.
Dr. D.W. Ekstrand
4. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
4. A leader is a person with qualities that allow
them to rule, guide or inspire others,
with the respect of those following them.
Leadership is a social process in which people
confer influence to individuals, so that they can
organize and assist the people in achieving what
could not otherwise be accomplished.
Dr. D.W. Ekstrand
5. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
5. Good leaders have ambition and
a passion to succeed. It is crucial that this ambition
and passion be pure, noble and honorable. It is the
motivation that determines the character of ambition.
Dr. D.W. Ekstrand
6. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
6. Good leaders have integrity.
Integrity is simply about being real at all times,
even when no one is watching. This means strictly
adhering to your moral principles at all times.
Leaders who say one thing and do another lower
trust and destroy the cohesiveness of the team.
Dr. D.W. Ekstrand
7. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
7. All leaders are different.
They all come from different backgrounds and offer
different strengths and abilities to their organizations.
Each person has had different experiences in life that
have helped build their character, make them
stronger, and train them for leadership.
Dr. D.W. Ekstrand
8. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
8. Good leaders have must have the ability to build
strong teams. Good teamwork is vital to the success
of the organization. One of the biggest mistakes a
leader can make is to put together a team that only
reflects him/her. Strong teams possess a diversity of
individuals and a wide variety of gifts.
Dr. D.W. Ekstrand
9. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
9. Good leaders genuinely
care for and respect other people.
Great leaders believe in the value of all people; that
is, they believe every person has something to offer
others – as such, good leaders include as many as
possible in their plans. Exclusiveness breeds
selfishness; inclusiveness builds unity and success.
Dr. D.W. Ekstrand
10. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
10. We are called to develop our God-given
talents to make the most of our lives,
and this requires “passion.”
Passion is a vital component to ambition.
It fuels ambition. It is the love of what
leaders do that keeps them motivated.
Without passion, leading soon
becomes stagnant and dull.
Dr. D.W. Ekstrand
11. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
11. Great leaders know that all people are wise
enough to know whether or not their leaders
really respect them. Because this is true, people
will not hesitate to go somewhere else
to find a leader who does respect them.
Dr. D.W. Ekstrand
12. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
12. Take advantage of every opportunity to
practice your communication skills so that
when important occasions arise you will have
the gift, the style, the sharpness, the clarity and
the emotions to affect other people.
Jim Rohn
13. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
13. Good leaders must be able to communicate
clearly, and one of the best ways to
communicate is through behavior.
Communication clarifies the vision of participative
ownership as a way of building relationships within
and without the organization.
Dr. D.W. Ekstrand
14. 14. Good communication means
respect for individuals.
It is better to share too much information than
risk leaving someone in the dark.
Information is power,
but the power is pointless if it is not shared.
Dr. D.W. Ekstrand
@linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
15. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
15. Communication performs two functions:
it educates and it liberates.
Communication that is based on logic,
compassion, and sound reasoning
will free other people to lead.
Dr. D.W. Ekstrand
16. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
16. The most important aspect of
communication is being a “good listener.”
Most leaders love to talk,
but the best leaders love to listen.
Dr. D.W. Ekstrand
17. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
17. Good leadership breeds other leaders.
It is the leader’s responsibility
to train others to also lead.
Good leaders train others to succeed and
even supersede themselves.
To do this, they must give younger leaders the
proper outlet to develop their abilities.
Leaders need to be less a performer
and more a trainer.
Dr. D.W. Ekstrand
18. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
18. Good leaders embrace
new challenges and experiences.
We learn by experience and by challenging
ourselves to do better and go further
than we ever have before.
Leaders are not born hiding in the shelter of
their own home, but in the midst of the many
troubles and challenges of the world.
Dr. D.W. Ekstrand
19. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
19. Good leaders must learn to handle
the mistakes that they make.
Making mistakes should be seen
as a form of learning they are synonymous
with growth and progress.
If you haven’t failed, you aren’t trying very hard.
Mistakes should simply be catalysts that
encourage greater growth.
Dr. D.W. Ekstrand
20. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
20. Leading is a high
pressure lifestyle loaded with stress.
Many leaders live lonely lives as
they bear the burden of their organizations.
stress built up over time
can cause leaders to cave from the pressure.
To reduce stress, leaders must see themselves as
guides rather than having complete control.
Dr. D.W. Ekstrand
21. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
21. Leaders face the challenge of time management.
Leaders have many demands on their time.
The quality of a leader depends on the quality of their time.
Every moment we have is really a gift.
The best use of these moments (one’s life) is to spend them
on things that will outlast them.
Every moment we have is a gift. Time can be lost and never
retrieved, and it can only be spent. Few things in life will
cause more tension than interruptions of a person’s time.
Dr. D.W. Ekstrand
22. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
22. Procrastination is the thief of time.
To overcome procrastination, the leader must set
deadlines and never miss or postpone a single one.
Priority management is better than time management.
A person’s priorities can always be seen
by how they spend their time.
Dr. D.W. Ekstrand
23. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
23. Leaders must learn how to combat pride.
Success in leadership can lead to inflated egos.
It is important that a leader understand and
have a proper ego size and strength.
Ego size deals with whether a person has
the ability to deny their desires.
Large egos feed on attention,
control, rewards, and limelight.
Dr. D.W. Ekstrand
24. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
24. Leaders must be able to handle conflict.
Mishandling conflict can cause more damage than
the actual conflict itself. Don’t fear conflict.
It can help solve issues that are impeding progress.
Don’t jump to the conclusion that
those in the conflict are your enemies.
Dr. D.W. Ekstrand
25. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
25. Good leaders are readers; that is, they diligently
study material unique to their discipline, to keep
current with the times and well informed in their
area of expertise. Leaders must have a constant
appetite for learning more and discovering more.
Dr. D.W. Ekstrand
26. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
26. Leadership deals with relationships.
It is people working with each other
toward a common objective.
A leader is the individual with
the most influence in the group.
The influence is given by group members so that
the entire group can achieve more together.
Dr. D.W. Ekstrand
27. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
27. Good leaders serve their followers;
they abandon themselves to strengths of others;
they enable others;
they are people-persons who possess qualities like
integrity, humility, empathy, and authenticity.
Signs of a good leader are seen in their followers.
Dr. D.W. Ekstrand
28. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
28. A man’s self is the sum total of
all that he can call his.
Desire and drive are the ways that
you are able to express self.
Leaders begin, then, by inspiring themselves,
trusting themselves, and ultimately inspire
others by being trustworthy.
Dr. D.W. Ekstrand
29. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
29. A man’s self is the sum total of
all that he can call his.
Desire and drive are the ways that
you are able to express self.
Leaders begin, then, by inspiring themselves,
trusting themselves, and ultimately inspire
others by being trustworthy.
Dr. D.W. Ekstrand
30. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
30. It is fundamental that leaders endorse
a “concept of persons.”
Good leaders believe every person has different
skills, talents and abilities,
thus bringing diversity to the table
and that is a good thing.
The art of leadership lies in polishing and liberating
and enabling these different elements.
Dr. D.W. Ekstrand
31. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
31. Intimacy is at the heart of competence.
When a leader really cares and believes
in his work, it becomes intimate.
Intimacy is one way of describing the relationship
we all desire with work.
What one believes is directly connected with
intimacy, it comes before
policies or standards or practices.
Dr. D.W. Ekstrand
32. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
32. Leadership is the accomplishment of
a goal through the direction of human assistants.
The man who successfully marshals his human
collaborators to achieve particular ends is a leader.
A great leader is one who can do so year after year
in a wide variety of circumstances.
Dr. D.W. Ekstrand
33. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
33. You cannot have success without trust.
Low trust causes friction, and
is the greatest cost in life and in organizations.
Conversely, high trust produces
‘speed’ in organizations.
Speed happens when people truly trust each other.
Simply put, trust means confidence;
the opposite of trust is suspicion (distrust).
Dr. D.W. Ekstrand
34. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
34. Want to increase your profits? Here’s how:
When trust goes down, speed will also go down and
costs will go up – and your profits will go down.
When trust goes up, speed will go up and costs will
go down – and your profits will go up.
Think about how you can create
a greater climate of trust in your organization.
Dr. D.W. Ekstrand
35. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
35. The CEO sets the “ethical base”
for the entire organization.
Companies that operate with high standards see
benefits in productivity, loyalty, reduced turnover,
reduced level of internal warfare, and higher
organizational pride… but the CEO must live it!
Dr. D.W. Ekstrand
36. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
36. Dedication means spending whatever time and
energy on a task is required to get the job done,
rather than giving it
whatever time you have available.
It means giving your whole self to the task,
dedicating yourself to success and
leading others with you.
(Warren Bennis on the leadership quality of Dedication)
37. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
37. “Creativity means thinking differently,
being able to get outside the box and
take a new and different viewpoint on things.
Good leaders must have the ability to think
differently and see things that others do not see, and
give reason for them to follow.”
(Warren Bennis on the leadership quality of Creativity)
38. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
38. “Openness means being able to listen to ideas
that are outside one’s current mental models, being
able to suspend judgment until after one has heard
someone else’s ideas. An open leader listens to their
people without shutting them down early.”
(Warren Bennis on the leadership quality of openness)
39. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
39. “In order to be a leader,
a man must have followers…
and to have followers,
a man must have their confidence.
Hence, the supreme quality for a leader is
unquestionably integrity.
When people begin to trust you,
your level of influence increases,
and that’s when you’ll impact them.”
(Dwight Eisenhower on leadership)
40. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
40. There are three kinds of people
Well-poisoners discourage others;
Lawn-mowers have good intentions
but are self-absorbed;
and Life-enhancers reach out to
enrich the lives of others.
(Walt Disney on leadership)
41. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
41. “It’s one thing to build a product;
it’s another thing to build a company, because
companies are nothing by men,
and the things that come out of them
are no better than the people themselves.
We do not build airplanes;
we build men
and the men build the product.”
(The philosophy of Lockheed Aircraft)
42. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
42. “When we understand the other fellow’s
viewpoint that is, understand what
he is trying to do, nine times out of ten
we discover he is trying to do right.”
The sales-person’s challenge is to see
the world from the prospect’s viewpoint.
(Harry Truman on leadership)
43. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
43. “I can do what you can’t do,
and you can do what I can’t do;
together we can do great things.
No one ever achieves alone what
he can do when partnering with others.”
Mother Teresa
44. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
44. The number one managerial productivity
problem is managers who are out of touch with
their people and out of touch with their customers.
The problem with many organizations is that their
leaders believe it is the follower’s responsibility to
initiate contact with them.
The direct opposite is true.
Dr. D.W. Ekstrand
45. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
45. The most effective leadership leads by example,
not by edict. Nearly 90% of how people learn is
visual. . . 9% of our learning is verbal. . . and about
1% is through our senses. This alone explains why
effective leadership is more caught than taught.
Sermons people see are the one’s they embrace.
Dr. D.W. Ekstrand
46. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
46.You cannot have success without trust. Low
trust causes friction, and is the greatest cost in life
and in organizations. Conversely, high trust
produces ‘speed’ in organizations. Speed happens
when people truly trust each other. Simply put,
trust means confidence; the opposite of trust is
suspicion (distrust).
Dr. D.W. Ekstrand
47. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
48. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.
About Autor
Joao Tiago Ilunga:
Top 1% contributor Harvard Business Review
Top 1% Contributor On Startups - The Community For Entrepreneurs
Top 1% contributor Leaders & Thinkers
Top 1% contributor coaches (Life, Business, Relationship, etc.) Support Group
Top 1% contributor Friends of the mises institute and Australian Economics
Top 1% contributor Finance Plus: Private Equity, Venture Capital and M&A news
Top 1% contributor Finance Plus Finance ★ Banking ★ FinTech ★ Networking ★ Jobs &
Careers ★ Financial & Bank Technology & Services ★
Top 1% Contributor Treasury Technology Network
Top 1% Contributor 500+ ★Connections Group★ LION (LI Open Networkers)
Top 1% Contributor RECRUTADORES - VAGAS, EMPREGOS, OPORTUNIDADES E
ESTÁGIOS. ★ VAGAS GRATUITAS ★
joaotiagoilunga@gmail.com
49. @linkedIn Joao Tiago Ilunga @twitter Joao Tiago Ilunga
Push Yourself . Because no one else is going to do it for You.