This presentation talks of Servant Leadership - the origins of Servant leadership, the characteristics of a Servant leader and the qualities of a Servant Leader
This presentation talks of Servant Leadership - the origins of Servant leadership, the characteristics of a Servant leader and the qualities of a Servant Leader
THE POWER OF INFLUENCE: LEADERSHIP STRATEGIES FOR THE EXTRAORDINARY LEADERTom Hood, CPA,CITP,CGMA
Influence, by definition, is the ability to have others take actions you suggest, while you continue to build and maintain a good relationship with them. Not an easy skill set to learn – but an essential one for any woman who wants to achieve success in the accounting profession. So how do you get there? In this session, Tom Hood will show you. Named five times as one of the 100 most influential people in the CPA profession, Hood
will share tips and ideas drawn from his wide-ranging (and, yes, definitely influential) career to show you how to hone your own leadership skills to
make you a more powerful influencer than ever before.
Tom will be featuring BLI's latest SMART tool, I2A: Insights to Action - a strategic thinking system. This sytem is the foundation for the AICPA's Leadership Academy and the strategic planning facilitation process used with the Major Firm's Group and many of the Top 100 CPA firms.
Introduction:
This Workshop offers an extensive training on 360 Leadership in the 21st Century. This workshop will provide the most comprehensive training on leadership effectiveness in formal organizations with practical suggestions for improving leadership skills. It introduces The Nature of Leadership, The Nature of Managerial Work, Perspectives on Effective Leadership Behavior,
Participative Leadership, Delegation, and Empowerment, Managerial Traits and Skills Theories of Effective Leadership, Leading Change in Organizations, Leadership in Teams and Decision Groups, Strategic Leadership by Top Executives and Developing Leadership Skills
Objectives:
• To learn strategies and tools to overcome 21st Century challenges
• To become a more Creative and Competent Leader.
• To learn different Management Styles and how to deal with it.
• To learn the importance of Productive Performance Appraisal
• To Learn Different Leadership Styles
• To Learn Different Followers Styles
• To become a better Leader in the 21st Century
Who should attend:
Top Management
Middle Management
Daily Outlines:
DAY 1:
• The Management Process
• Planning
• Organizing
• Leading
• Control
• Nature of Managerial Work
• Creativity
DAY 2:
• Innovative Leadership
• The Nature Of Leadership
• The Nature of Managerial Work
• Effective Creative Leadership
• Change Management
• Productive Performance Appraisal
• Delegation and Empowerment
DAY 3:
• Organizational Behavior
• Multi Culture
• Diversity
• Effective Communication
• Leadership in Teams
• Leadership in Decision Groups
DAY 4:
• Leadership Styles
• Followers Types
• Developing Leadership Skills
• Competent Leadership
• Leadership Dimensions
• Leadership in the 21st Century
DAY 5:
• Managerial Grid Styles
• Creativity
• Innovation
• Critical Thinking
• Emotional Intelligence
• The Habits of Highly Effective Leaders and Managers
• Related DVDs
The role of “leader” has changed. Lower-level managers have a much broader span of responsibility. Cross-functional and global teams are far more commonplace. And career progression is moving at an accelerated pace.
According to Bersin by Deloitte’s Predictions for 2016, approximately 50 per cent of all leaders in every company are first- or second-line leaders, with the most critical supervision and management challenges taking place among front-line leaders.
It’s vital then that leaders need to be developed across the whole organization – not just in the boardroom – for an organization’s long-term success. Join us in this webinar, where we’ll discuss how to:
Combine on-the-job learning, coaching and feedback, and formal learning activities into your leadership development program.
Establish the critical foundations around identification, shared management, assessment and development to ensure program success.
Build strong bench strength and gain a competitive advantage through a talent management solution.
THE POWER OF INFLUENCE: LEADERSHIP STRATEGIES FOR THE EXTRAORDINARY LEADERTom Hood, CPA,CITP,CGMA
Influence, by definition, is the ability to have others take actions you suggest, while you continue to build and maintain a good relationship with them. Not an easy skill set to learn – but an essential one for any woman who wants to achieve success in the accounting profession. So how do you get there? In this session, Tom Hood will show you. Named five times as one of the 100 most influential people in the CPA profession, Hood
will share tips and ideas drawn from his wide-ranging (and, yes, definitely influential) career to show you how to hone your own leadership skills to
make you a more powerful influencer than ever before.
Tom will be featuring BLI's latest SMART tool, I2A: Insights to Action - a strategic thinking system. This sytem is the foundation for the AICPA's Leadership Academy and the strategic planning facilitation process used with the Major Firm's Group and many of the Top 100 CPA firms.
Introduction:
This Workshop offers an extensive training on 360 Leadership in the 21st Century. This workshop will provide the most comprehensive training on leadership effectiveness in formal organizations with practical suggestions for improving leadership skills. It introduces The Nature of Leadership, The Nature of Managerial Work, Perspectives on Effective Leadership Behavior,
Participative Leadership, Delegation, and Empowerment, Managerial Traits and Skills Theories of Effective Leadership, Leading Change in Organizations, Leadership in Teams and Decision Groups, Strategic Leadership by Top Executives and Developing Leadership Skills
Objectives:
• To learn strategies and tools to overcome 21st Century challenges
• To become a more Creative and Competent Leader.
• To learn different Management Styles and how to deal with it.
• To learn the importance of Productive Performance Appraisal
• To Learn Different Leadership Styles
• To Learn Different Followers Styles
• To become a better Leader in the 21st Century
Who should attend:
Top Management
Middle Management
Daily Outlines:
DAY 1:
• The Management Process
• Planning
• Organizing
• Leading
• Control
• Nature of Managerial Work
• Creativity
DAY 2:
• Innovative Leadership
• The Nature Of Leadership
• The Nature of Managerial Work
• Effective Creative Leadership
• Change Management
• Productive Performance Appraisal
• Delegation and Empowerment
DAY 3:
• Organizational Behavior
• Multi Culture
• Diversity
• Effective Communication
• Leadership in Teams
• Leadership in Decision Groups
DAY 4:
• Leadership Styles
• Followers Types
• Developing Leadership Skills
• Competent Leadership
• Leadership Dimensions
• Leadership in the 21st Century
DAY 5:
• Managerial Grid Styles
• Creativity
• Innovation
• Critical Thinking
• Emotional Intelligence
• The Habits of Highly Effective Leaders and Managers
• Related DVDs
The role of “leader” has changed. Lower-level managers have a much broader span of responsibility. Cross-functional and global teams are far more commonplace. And career progression is moving at an accelerated pace.
According to Bersin by Deloitte’s Predictions for 2016, approximately 50 per cent of all leaders in every company are first- or second-line leaders, with the most critical supervision and management challenges taking place among front-line leaders.
It’s vital then that leaders need to be developed across the whole organization – not just in the boardroom – for an organization’s long-term success. Join us in this webinar, where we’ll discuss how to:
Combine on-the-job learning, coaching and feedback, and formal learning activities into your leadership development program.
Establish the critical foundations around identification, shared management, assessment and development to ensure program success.
Build strong bench strength and gain a competitive advantage through a talent management solution.
Leadership@IndiaIshtyle - a snapshot of how Organizations across India are bu...Your HR Buddy®
A snapshot of Leadership Bench development efforts at some of India's leading companies.
Disclaimer: most of this stuff is based on secondary research and is a little dated!
Best Practices for Developing Your Emerging LeadersBizLibrary
In this webinar, Jeremy Lieb of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
5 Ways to Build a Better Leadership Development Program | Webinar 02.10.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
A leadership pipeline approachis not a single program or tool.
It’s a process that provides both the right quantity and quality of leaders—in time—to step up and meet pressing business challenges.
Here are questions you should ask, tips to consider and proven practices to help get you started.
Push or Pull: Making Training Work for Your OrganizationBizLibrary
Does your organization struggle to find a balance between mandatory and elective training? Are you using the right resources and tools to make your program a success in the first place? The truth of the matter is that there are benefits to both mandatory and elective training, your job is to find the appropriate balance for your organization and ensure that you’re delivering it in a way that engages your employees and drives results.
In this webinar, Dean Pichee will discuss the challenges and benefits of both types of training and discuss how to find the balance you’ve been trying to achieve. He’ll go through the seven trends in employee training and how those impact your organization as well as what you can do about it. He’ll discuss how to use micro-learning and post-training reinforcement to achieve the maximum return on investment for your program and other tips and tricks to make employee training a success in your workplace.
Dean will cover pros and cons of both push and pull learning and provide actionable steps to add a little more “push” to your “pull” program or a little more “pull” to your “push” program.
He’ll provide real examples of what has worked for companies in the past and recommendations to help your organization succeed in the future.
Key Learning Objectives:
Current trends in employee training.
The benefits of mandatory and elective training.
Why micro-learning works.
The importance of post-training reinforcement.
Gamification techniques.
What’s the right mix of mandatory and elective training?
This is the 5th (fifth) lecture of the "Designing Interactions / Experiences" module I’m teaching at Köln International School of Design of the Cologne University of Applied Sciences, which I’m honored to give by invitation of Professor Philipp Heidkamp. In this presentation we discuss the different design artifacts typically produced during the ideation stage
Leadership By Levels is a unique development program which will ensure that your managerial leaders hit the ground running as soon as they are promoted.
Our program goes beyond conventional development, focussing on the differences in work complexity at each organizational level and enabling participants to develop higher levels required of cognitive capability and socio-emotional maturity.
This program will give organizations the framework for a sustainable leadership talent strategy.
Action Learning is more that just learning by doing, though it is certainly that. This presentation introduces the underlying theory behind Action Learning and suggests ways this approach to learning might be used in a higher education environment.
The Center for Creative Leadership designed Leader Development Roadmap which integrates within itself the logic and content of developing leaders in organizations on the basis of many years of research done by CCL.
What Makes A Good Leader? Essay
Compare and Contrast Two Leaders
The Qualities And Traits Of Leaders Essay
A Great Leader Essay
The Role Of A Leader Essay
What Makes A Leader?
What Leadership Means to Me Essay
Leaders Intellect
Qualities Of A Great Leader Essay
Effective Leadership Essay
What Is A Leader? Essay
Leadership and Change Essay
The Art of Leadership Essay
Developing Leaders Essay
Being a Good Leader Essay
Importance of Leadership Essay
What is Leadership? Essay
What Makes a Leader? Essay
"Be a Good Leader as You ca Be" This presentation is inspired to share knowledge to all aspirant leaders and leaders in any field they may wish. It includes strategies and techniques to help leaders more effective and efficient. Also the types of leadership and styles was discussed in this presentation. I'm hoping that this simple presentation may change people act, live, and be a good leader as they wanted too.
“To add value to others, one must first value others.” - John Maxwell
This presentation is based on Leadership training
for new businessman, entrepreneur and other management student ...
Please click like if u find out helpful and do share with others
Knowledge is for all
Keep Following
Rahul Kunwar
rajcite@gmail.com
08051139888
Corporate Trainer & Motivational Speaker
Mumbai, Maharashtra
This presentation describes situational leadership, and how it can be used to make you a better leader
The Situational Leadership model was created by Paul Hersey and Ken Blanchard, all rights of the term belong to them and them alone.
If you spend your life trying to be good at everything, you will never be great at anything. While our society encourages us to be well – rounded, this approach inadvertently breeds mediocrity. Perhaps the greatest misconception of all is that of the well – rounded Leader.
Skills gaps are widening, and HR professionals will have to work hard to ensure that their organizations have the talent they need To do this, the HR organization will need the ability to quickly tap skills when they’re needed—and where
Think HR - Think BuildHr. To Design - Build - Operate - Train & Transfer HR process and systems. Specialize in Family Managed Business & Small and Medium Business
Performance management is one of the critical management processes in an organisation. It enables the business to manage its workforce effectively by planning and reviewing work activity and outcomes in a structured way and by identifying and proactively resolving performance and capability gaps. The purpose of performance management is to focus people on doing the right things, on adopting behaviours and applying skills that contribute to mission critical performance outcomes that drive business performance
Mastering the art of delegating requires a big leap of faith but it is necessary if you want to see your startup grow and become profitable.
An element of trust needs to exist between the business owner and its employees for the act of delegating to work. Having the right team in place and learning to work well together can help make it more effective.
BuildHr, a people managment company,brings ‘core’ technical knowledge of the HR discipline, theory and technology to position appropriate HR solutions, which are relevant to the climate and culture, and enhance organisation's capability.
BuildHr has well developed HR expertise based on past and current knowledge and experience of the effectiveness of HR interventions in different settings and circumstances. BuildHr will ask users of HR the 'right' questions to pinpoint actual need, and use this to identify what HR can and cannot deliver to the organisation. BuildHr knows and can demonstrate using appropriate examples which HR solutions will and won't work in different situations.
BuildHr can assess the current capacities and capabilities of HR provision within the organisation. Advise on specialist HR issues, and are able to position appropriate HR expertise to meet needs that are beyond the expertise currently available within the organisation.
BuildHr possess 'technical' knowledge of the HR disciplines and can develop policies and procedures in such things as Recruitment, Compensation, Employee engagement & retention, Assessment of talent, Key talent development, Performance management.
BuildHr understands and have experience with the use and capability of the most effective HR information systems.
Inviting Line Managers who wish to achieve Best Practice in the way in which they manage and achieve optimum performance for their people within their domains for a 2 day workshop on 'HR for Line Managers' on July 24th & 25th, 2015 (Friday & Saturday) at Hotel Savera, Radhakrishnan Road, Chennai.
For enquiries mail to : ilearn@buildhr.co.in
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Buy Verified PayPal Account | Buy Google 5 Star Reviewsusawebmarket
Buy Verified PayPal Account
Looking to buy verified PayPal accounts? Discover 7 expert tips for safely purchasing a verified PayPal account in 2024. Ensure security and reliability for your transactions.
PayPal Services Features-
🟢 Email Access
🟢 Bank Added
🟢 Card Verified
🟢 Full SSN Provided
🟢 Phone Number Access
🟢 Driving License Copy
🟢 Fasted Delivery
Client Satisfaction is Our First priority. Our services is very appropriate to buy. We assume that the first-rate way to purchase our offerings is to order on the website. If you have any worry in our cooperation usually You can order us on Skype or Telegram.
24/7 Hours Reply/Please Contact
usawebmarketEmail: support@usawebmarket.com
Skype: usawebmarket
Telegram: @usawebmarket
WhatsApp: +1(218) 203-5951
USA WEB MARKET is the Best Verified PayPal, Payoneer, Cash App, Skrill, Neteller, Stripe Account and SEO, SMM Service provider.100%Satisfection granted.100% replacement Granted.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
2. “ Do not follow where the
path may lead. Go instead
where there is no path and
leave a trail. ”
- Ralph Waldo Emerson
3. LEADERSHIP DEVELOPMENT PROGRAM
Leaders of Tomorrow
Kick off meeting – March 20th, 2013
Agenda
1. WELCOME
2. OPENING REMARKS BY MANAGING DIRECTOR
3. INTRODUCTION OF FACILATOR
4. PARTICIPANTS SELF INTRODUCTION – EXPLORING ME
5. PARTICIPANTS EXPECTATIONS FROM THE PROGRAM
6. PROGRAM OVERVIEW
7. EXERCISE - LEADERS OF TOMORROW
4.
5. A Personal Message from the facilitator
“A leader is someone whom others will follow to a place they
would normally not go on their own”. Organizations need leaders
who can rally the workforce when there’s a challenge, Confront
them when they are mired in the status quo, calm them when the
seas are rough, and propel them into action when there is a crisis.
It takes much more than traditional training to develop the type
of a leader described here. BuildHr’s Leadership Development
Program (LDP) offers a comprehensive program for grooming
leaders. It will help the individuals to recognize and leverage
their strengths, discover what prevents them from reaching their
fullest potential as leaders, and then help them to create a plan to
get there!
Successfully and Positively ,
NJ Lakshmi Narayan
6.
7. “ LEADERS OF TOMORROW “ –
Successful businesses know that investing in the next
generation of leaders is critical to sustaining competitive
advantage and achieving corporate growth over the long term.
The Program “Leaders of tomorrow “ will equip each of the
participants with the advanced decision-making and execution
skills they need to excel as multifaceted leaders. You will
emerge fully prepared to take on greater cross-functional
responsibilities, facilitate change and innovation, and,
ultimately, drive improved performance throughout your
organization
8. THE PROGRAM WILL LOOK INTO THE FOLLOWING ASPECTS OF THE
PARTICIPANTS –
ME AND YOU
Skills I need to relate effectively to you
ME
Skills I need to manage and grow
ME AND OTHERS
Skills I need to relate effectively to others
ME AND SPECIFIC SITUATIONS
Skills I need at work
Skills I need at home
Skills I need in the community
9. Course content
1. AN INTRODUCTION TO LEADERSHIP
2. MANAGEMENT STYLES & PRACTICES
3. COMMUNICATIONS STYLES AND PRACTICES
4. TEAM LEADER/ TEAM PLAYER
5. CHANGE MANAGEMENT
6. INNOVATION AND OPPORTUNITY SEEKING
10. 1. An Introduction to leadership
The course will begin with a meeting, about two hours in length, where all the
participants will have an opportunity to meet one another. The facilitator will
introduce the participants to the concept of leadership and the various traits and
Leadership qualities that one must train in order to grow into a successful leader. The
facilitator will also brief the participants on how we will do our work together as a
team in order to see best outcomes from the program.
2. Management styles and Practices
This session will be given over to an examination of roles, responsibilities and
behaviors required of a manager and leader. The facilitator and the participants will
discuss a variety of management styles currently in favor in modern organizations and
examine the advantages and disadvantages of each. We will also explore why people
choose a specific management style, why they persist in it, and what payoff they
expect to get from it. We will also examine how management styles affect the basic
tasks of management : assigning work, monitoring its progress, and dealing with
workplace problems, challenges, and hurdles.
11. 3. Communication styles and Practices
This session will focus on the ways people speak effectively to one another. If the
session on “management styles and practices “ is a study of power, this session is
essentially a study of influence. We will examine together how managers sell their
best ideas, how they communicate in a direct, authentic, game-free way, how they
recognize conflicts and differences and resolve them effectively, How they solve
problems in a group and arrive at consensus.
4. Team Leader / Team Player
This module will teach the participants why organizations all over the world are
moving to a “TEAM” structure for running themselves , and builds on the models and
techniques that are to be learnt. It teaches the participants how Teams are structured
differently from more traditional work groups, primarily by how power is allocated in
a team. Since meetings play a more important role in Teams, we focus a lot of a
variety of team communications. This session shows how teams arrive at consensus
as the primary decision tool. There are several exercises which allow participants to
operate in a Team style.
12. 5. Change Management
This module will begin with an analysis of Change as it has been experienced over the
recent past. It demonstrates the personal cost of change, and how people respond to
that in adaptive ways. It teaches managers how to introduce a change in a positive
way, and then how to manage the transition process. It shows why and how people
are resistant to change, and how to respond to resistant people. It suggests ways to
monitor the change process in order to maintain momentum to a desired conclusion.
6. Innovation and opportunity seeking
This module will teach the participants a way to come upon positive change by
initiating through innovation. The two topics are the inverse sides of one another. The
module helps the participants answer these questions : where do organizations look
for and find innovative opportunities? What kind of people are typically good at it,
and how can others learn it? What special role do managers play in the innovative
process, and how do they undertake it? How do they involve everyone in the
innovative process? The core of this model deals with the two most critical elements
of innovation : developing a tolerance for risk, and then developing a tolerance for
failure.
14. What is leadership!!
Leadership is a function of knowing yourself, having a vision that is well
communicated, building trust among colleagues, and taking effective action to realize
your own leadership potential
A RESEARCH STATED THAT
The "stock price of 'well‐led'companies grew by 900% over 10 years,
compared with 74% for poorly led companies“
The quality of leadership accounts for some of the total variance in companies'
performance
15. Six Traits that define a Leader -
DRIVE
JOB RELEVANT DESIRE TO
KNOWLEDGE LEAD
INTELLIGENCE INTEGRITY
SELF
CONFIDENCE
16. Leaders exhibit a high effort level. They have a relatively
DRIVE high desire for achievement, have a lot of energy, show
initiatives, and they are persistent in their activities.
Personal drive matters to your results and success for
a number of reasons:
1. It’s your personal drive that turns ideas into action
and action into results.
2. It keeps you going even when times are tough and
challenging.
3. It sets the tone for what you are seeking from
others in the organization.
4. It enables you to bounce back from
disappointments and setbacks.
17. DESIRE TO Leaders have a strong desire to influence others, they
LEAD demonstrate the willingness to take responsibility.
PERSUASION
INFLUENCE
EDUCATION
OTHERS BY
INSPIRATION
There are more leaders who want to lead because of what they get rather
than what they have to do
True leaders show up to give -- and when circumstances require them to give
more than they ever thought they would have to, they do so willingly.
18. Integrity means honesty and more. It refers to having
strong internal guiding principles that one does not
INTEGRITY
compromise. It means treating others as you would wish
to be treated.
How deep are your convictions on the things you
believe in ??
All leadership is an auto
What do you believe in SO MUCH about your biography –
work that you will stand up to anyone about it ?? People need to know
who you are and what
How much are you willing to compromise your you stand for before
important beliefs ?? they agree to be led by
you.
To what extent do your behavior and the choices
you make align with your guiding values and
principles ??
19. Followers look to leaders for an absence of self doubt.
SELF Leaders therefore need to show self confidence in order
CONFIDENCE to convince followers of the rightness of goals and
decisions.
BUILD YOU CONFIDENCE –
• Don't worry about being perfect.
• Learn to live with failure
• After you make the final decision — commit! Don't
continually second-guess yourself
• Show courage on the outside — even if you don't
always feel it on the inside.
Self-confidence is the
• Find happiness and contentment in your work fundamental basis from
which leadership grows
20. Leaders need to be intelligent enough to gather ,
synthesize and interpret large amounts of information;
INTELLIGENCE and to be able to create vision, solve problems, and
make correct decisions.
Having a deep understanding of the reality of
people, things, events or situations, resulting in the
ability to choose or act accordingly to produce
optimum results
1. Wisdom intelligence
Character is pursuing and developing moral
2. Character intelligence excellence, which leads to self-mastery
3. Social intelligence social intelligence is how we read others
and approach them to gain the best possible
connection.
Real intelligence is using a combination of these three intelligences at any given
time in conjunction with your mental capacity known as intelligence, or I.Q., to
gain strategic advantages.
21. Effective leaders have a high degree of knowledge about the
JOB RELEVANT company, industry and technical matters. In-depth
KNOWLEDGE
knowledge allows leaders to make well – informed decisions
and to understand the implications of those decisions.
Few tips for gaining Knowledge –
1. Gather more information
Both, an elephant blinded by
2. Study the knowledge acquired intoxication and One
mounted by an intoxicated
3. Experiment driver are the same !!
4. Train
22. Effective leadership
Leader as Vision Effective Leader as a Team
Creator Leadership Builder
Leader as a
Leader as a Task
Motivation
Allocator
Leader as a Stimulator
People Developer
23. Leader as a vision creator
1 2 3 4
Monitoring
Creating Developing
Setting Goals Action Plan
Vision Action Plan
Execution
24. “ What is our vision for the organization /
Creating Team – where should the team be
Vision headed, what kind of Team / Organization
do we want to become ?”
Analysis of external
opportunities and
threats
Analysis of areas of
capabilities and areas
of improvement
25. The purpose of setting goals is to convert
managerial statements of team vision into
Setting Goals specific performance targets – results and
outcomes the team wants to achieve.
FOUR CHARACTERISTICS OF GOAL SETTING –
• Increasing your employees goal difficulty increases
Goal difficulty their challenges
• When given specific goals , employees tend to
Goal specification perform higher
• Feedback keeps their behavior directed on the right
Feed back target
• Employees who participate in the process , generally
Participation in goal setting set higher goals than if the goals were set for them
26. 1. Action plan are the means for
Developing accomplishing objectives.
Action Plan 2. Action plan must be concrete,
measurable event that must occur
1. The final step is to follow up, measure
Monitoring and check to see if the team is doing
Action Plan what is required.
Execution
2. The kind of leader involvement
validates that the stated priorities are
worthy of action.
27. Leader as a Team Builder
Great Team
Effective leaders
develop and nurture…
Team identity and
Clear Goals spirit
Clear Measures of Sense of fun and
Performance enjoyment
Clear Job Roles Open and honest
communication
Task People
28. Be loyal to your
members
Help your
members to
Promote Team
manage and
problem solving
learn from their
challenges
LEADER
Cultivate a AS A Care about your
cohesive Team TEAM members
BUILDER
29. Leader as a Task Allocator
Leaders get things done through people
Tasks
Leader Results
People
Hence effective leaders need to know the importance of the value of
allocating tasks or delegating and know how to do it,
30. The assignment of authority to another person to carry out specific activity is
known as delegation. It allows the employee to make decisions.
What do we delegate –
1. Routine Tasks
2. Tasks that develops skills & knowledge
3. Occasional Duties
4. Tasks with someone else area of expertise
How do we delegate
1. Assign Clearly
2. Specify Guidelines
3. Share the task setting
4. Inform others
5. Monitor Results
To whom do we delegate
1. Someone able & willing
2. Someone wants to learn
3. Someone wants to be challenged
31. Leader as a people developer
Leaders create
Try answering questions such as –
leaders and not
followers !!
How do you feel about developing others around you?
How do you encourage, nurture, and build the capacity of those you lead?
How easy or hard is it for you to set your needs aside and share control with
others?
Can/do you delegate well?
Encouraging others to expand their capabilities and take on additional assignments is
part of the leader’s responsibility. Leaders who feel threatened by the capabilities of
others are challenged in this area. Coaching and development are essential skills all
leaders must cultivate.
32. Leaders as motivation stimulators
• People feel more motivated to work hard
when they are inspired to cooperate, when
Collaboration they have an opportunity to help one
another succeed
THREE C’s OF • People feel more motivated to work hard
MOTIVATION Content when they understand how their work add
value to the organization
• People feel more motivated to work hard
Choice when they feel empowered to make
decisions about their work.
33. INSPIRE BY EXAMPLES –
Be clear and enthusiastic about your own life purpose and goals
Share stories from your own experience
Focus on the dreams and goals of others.
THE MYSTICAL JFK ANECDOTE –
“The president was visiting NASA headquarters
and stopped to talk to a man who was holding a
mop. "and what do you do”?. The man, a
janitor replied, “I am helping to put a man on
the moon”, sir.” Knowing their part in your
organizations story engages people and gives
them sharp sense of purpose .
34. COMMUNICATE –
Try answering the following questions yourself –
1. How much and how willingly do you speak out and
keep information flowing?
2. Conversely, can you keep confidential information
private?
3. How often can and do you listen more than you speak
in conversations with your employees?
4. How would you assess your communication skills
with each of your employees?
5. How do you handle “bad news” when you receive it?
The chief complaint of employees in nearly every organization of all types, whether
large or small from any industry segment, is “lack of communication.”