This document provides an overview of leading change and the role of leadership. It discusses how people react emotionally to change and outlines a response cycle. It also explores situational leadership and how the leader must adapt their style based on follower readiness. Key points of leading change include effective communication, understanding the situation and people, and using creativity and innovation to drive improvement.
DISC Assessment Facilitation Guide - LeadershipHellen Davis
Use our DISCflex Facilitation Guide to teach workshops on DISC. The PPT has notes for the facilitator and will walk you thru how to use DISC with a team or group.
DISC Assessment Facilitation Guide - LeadershipHellen Davis
Use our DISCflex Facilitation Guide to teach workshops on DISC. The PPT has notes for the facilitator and will walk you thru how to use DISC with a team or group.
Internal Communication training with DISCmiguelcabral
Presentation used for an International Federation of Medical Students' Associations (IFMSA) training on Internal Communication for teams using the DISC model.
Agile is actually an approach and a Mindset, whereas most people misunderstand it as a set of practices. There are umpteen examples of people implementing the Agile practices and artefacts, but are failing to get the intended positive results. This is a classic problem of ‘doing Agile’ as opposed to aiming to ‘be Agile’. The key to getting the optimal benefits is having the Agile Mindset.
Mindset is abstract and hence one needs to understand it based on what is visible in behaviours, policies etc. The talk is about not only what these visible characteristics are, but also about what can be some of the enablers to move towards achieving the Agile Mindset. It has been proven that Leadership of an organization plays a key role in enabling the right Mindset, and hence this talk is meant for Leaders.
Video link:
https://vimeo.com/album/3674400/video/147609195
This is a quick overview of three assessments I am familiar with, which are DiSC profile, TKI - Thomas Killian Conflict Mode Instrument, and Kolb - Learning/Thinking/Working Styles.
DISC Assessments in the Classroom - Implementation GuideHellen Davis
Use DISC Assessments in the classroom to help your students become aware of their behavioral tendencies and use the tool to improve their soft skills. Our PPT walk a teacher thru how to get setup with DISC and use the assessment in the classroom.
Linda rising - the power of an agile mindsetMagneta AI
I‘ve wondered for some time whether much of Agile’s success was the result of the placebo effect, that is, good things happened because we believed they would.
The placebo effect is a startling reminder of the power our minds have over our perceived reality. Now cognitive scientists tell us that this is only a small part of what our minds can do.
Research has identified what I like to call «an agile mindset», an attitude that equates failure and problems with opportunities for learning, a belief that we can all improve over time, that our abilities are not fixed but evolve with effort.
What’s surprising about this research is the impact of an agile mindset on creativity and innovation, estimation, and collaboration in and out of the workplace.
I’ll relate what’s known about this mindset and share some practical suggestions that can help all of us become even more agile.
Presentation for the SUNY Empire State College Student Leadership Institute (SLI) 2018 - Presentation on identifying personal leadership styles & drawing from the book Lead Yourself First.
As part of our service to members, engineers and professionals in technical industries worldwide, the Institution of Mechanical Engineers hosts a series of free training webinars.
The slides were used in a free training webinar. The first in our Leading Self series. The series looks at how engineers can make a greater impact by improving their communication and influencing skills through self awareness.
DiSC Profile Introduction - Why Use DiSC Communication Profiling?Mary Jane Clark
Here's a presentation I created while leading teams at StepUp in Raleigh, NC. I felt it is important to take time to educate people by sharing this basic, simple introduction to the DiSC profile and uses in communication.
In my workplace, every client, staff, volunteer and board member takes Disc assessment - and furthermore, all our profiles are shared. We'd never ask a client to do anything we don't do. That'a an authentic value. We believe it has made us more successful in our field of human services, as people and as an organization. We tend to play nice with one another because we took the time to truly get to know and understand one another.
Internal Communication training with DISCmiguelcabral
Presentation used for an International Federation of Medical Students' Associations (IFMSA) training on Internal Communication for teams using the DISC model.
Agile is actually an approach and a Mindset, whereas most people misunderstand it as a set of practices. There are umpteen examples of people implementing the Agile practices and artefacts, but are failing to get the intended positive results. This is a classic problem of ‘doing Agile’ as opposed to aiming to ‘be Agile’. The key to getting the optimal benefits is having the Agile Mindset.
Mindset is abstract and hence one needs to understand it based on what is visible in behaviours, policies etc. The talk is about not only what these visible characteristics are, but also about what can be some of the enablers to move towards achieving the Agile Mindset. It has been proven that Leadership of an organization plays a key role in enabling the right Mindset, and hence this talk is meant for Leaders.
Video link:
https://vimeo.com/album/3674400/video/147609195
This is a quick overview of three assessments I am familiar with, which are DiSC profile, TKI - Thomas Killian Conflict Mode Instrument, and Kolb - Learning/Thinking/Working Styles.
DISC Assessments in the Classroom - Implementation GuideHellen Davis
Use DISC Assessments in the classroom to help your students become aware of their behavioral tendencies and use the tool to improve their soft skills. Our PPT walk a teacher thru how to get setup with DISC and use the assessment in the classroom.
Linda rising - the power of an agile mindsetMagneta AI
I‘ve wondered for some time whether much of Agile’s success was the result of the placebo effect, that is, good things happened because we believed they would.
The placebo effect is a startling reminder of the power our minds have over our perceived reality. Now cognitive scientists tell us that this is only a small part of what our minds can do.
Research has identified what I like to call «an agile mindset», an attitude that equates failure and problems with opportunities for learning, a belief that we can all improve over time, that our abilities are not fixed but evolve with effort.
What’s surprising about this research is the impact of an agile mindset on creativity and innovation, estimation, and collaboration in and out of the workplace.
I’ll relate what’s known about this mindset and share some practical suggestions that can help all of us become even more agile.
Presentation for the SUNY Empire State College Student Leadership Institute (SLI) 2018 - Presentation on identifying personal leadership styles & drawing from the book Lead Yourself First.
As part of our service to members, engineers and professionals in technical industries worldwide, the Institution of Mechanical Engineers hosts a series of free training webinars.
The slides were used in a free training webinar. The first in our Leading Self series. The series looks at how engineers can make a greater impact by improving their communication and influencing skills through self awareness.
DiSC Profile Introduction - Why Use DiSC Communication Profiling?Mary Jane Clark
Here's a presentation I created while leading teams at StepUp in Raleigh, NC. I felt it is important to take time to educate people by sharing this basic, simple introduction to the DiSC profile and uses in communication.
In my workplace, every client, staff, volunteer and board member takes Disc assessment - and furthermore, all our profiles are shared. We'd never ask a client to do anything we don't do. That'a an authentic value. We believe it has made us more successful in our field of human services, as people and as an organization. We tend to play nice with one another because we took the time to truly get to know and understand one another.
Being resilient: Self care for Change PractitionersProsci ANZ
It's nearly the end of another big year of change - an ideal time to pause and take time out for ourselves. Being involved in change can be exciting and exhausting and for us to be of service to others, we need to regularly take stock of how WE are and build our resilience.
In our final Change Community of Practice Webinar for 2017, join us in sharing how you refresh your energy and passion and build the resilience you need to perform at your best.
- What is resilience?
- Why is it important for change professionals?
- Top 5 Tips for Being Resilient
A detailed presentation on Leadership. it will have a brief introduction to leadership and how it works.
Introduction
Definition of Leadership
Interpersonal Effectiveness
Leadership
Attributes of a Leader
Differences between management skills and leadership skills
Being a Leader
Holistic Communications
Interpersonal Communications
Personal Interactive Skills
Jungian-type personality indicators
Self Evaluation
Motivating
Maslow’s Hierarchy of Needs
Team building
Coaching
Conflict Management
Thomas-Kilmann Conflict Styles
Self Evaluation
Situations to use conflict styles and consequences
Confronting Conflict.
Problem Solving and Decision Making
Formal Techniques, etc. KT, Alamo, Cause Mapping, etc
Brainstorming
Synergistic Decision Making
The 7 Habits of Highly Effective People (summary).pdfBishwajitSingh6
It's a summary of "The 7 Habits of Highly Effective People" a book written by Stephen R. Covey that is very useful for our life improvement if we can practice.
Search Inside Yourself, Part 2: Developing Emotional Intelligence Competencie...Sustainable Brands
This workshop will present a condensed version of The Search Inside Yourself (SIY) Manager Effectiveness Program, which utilizes science-based approaches to develop the emotional intelligence competencies that enable managers to communicate effectively, develop team members and navigate organizations successfully. Designed and tested with people managers at Google, the program teaches the key people skills needed to effectively lead teams and support individuals. Key areas of focus for managers include attention training, the science of neuroplasticity, self-awareness, self-regulation, empathy and leadership skills. These core attributes enable strong team leadership and effective management. The end result: sustainable high performance and productivity for people managers and their teams.
17 FROM 17: THE BEST BUSINESS BOOKS OF 2017Kevin Duncan
This year's highlights of the popular blog greatesthitsblog.com.
Author and business advisor Kevin Duncan reads business books extensively and summarises them so you don't have to.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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.
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.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
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➢ Korean President visits Samsung Electronics R&D Center
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
2. “When we are dealing with
people, let us remember we
are not dealing with creatures
of logic. We are dealing with
creatures of emotion,
creatures bustling with
prejudices and motivated by
pride and vanity“
Dale Carnegie
3. Objectives
• Provide an overview of leadership
• Outline the personal considerations in leading
change
• Look at improvement through a personal
leadership lens
• Outline the role of innovation in change
5. Thinking about Leadership
• Trait approach – leaders born not made (1940)
• Action-centred – focus on what the leader
does (Adair)
• Behavioural – consideration and structure,
transformational, servant leader, situational etc.
• Contingency – no single style, integration of all
variables
6. Which approach for leading
change ?
Situational Leadership – where the Leader
adapts his/or her behaviour to the
readiness of the followers.
7. Leadership is the process of
influencing people and
providing an environment for
them to achieve personal,
team or organisational
objectives.
9. Change Leadership
Self-esteem
Time
1. Immobilisation –
as rumours of the
change circulate, the
individual feels some
sense of shock and
possible disbelief – so
much so that they
deem it worthy of
doing nothing.
1
2. Minimisation: As the
change becomes clearer,
people try to fit in the
change with their own
personal position and may
try to believe that it will not
affect them.
2
3. Depression: as reality
begins to dawn staff may feel
alienated and angry, feelings
of a lack of control of events
overtake people and they feel
depressed as they try to
reconcile what is happening
with their own personal
situation.3
4
4. Acceptance/letting go:
The lowest point in self-
esteem finally sees people
starting to accept the
inevitable. Fear of the future
is a feature of this stage.
5
5. Testing out: Individuals
begin to interact with the
change, they start to ask
questions to see how they
might work with the change.
6
6. Search for meaning:
Individuals begin to work
with the change and see how
they might be able to make
the change work for them –
self esteem begins to rise.
7
7. Internalisation: the
change is understood
and adopted within the
individual’s own
understanding – they
now know how to work
with it and feel a
renewed sense of
confidence and self
esteem.
10. How would you prepare people
to be ready for change?
11. Situational Leadership
• When would you ‘tell’ ?
• When would you ‘sell’ ?
• When would you ‘participate’?
• When would you ‘delegate’?
13. Situational Leadership
Telling
Defining the roles needed
to do the job & directing
followers in doing the job.
Selling
Providing structured
instructions & being
supportive.
Participating
Having followers share in
making decisions about
how to best do a high-
quality job.
Delegating
Providing little specific,
close direction or personal
support to followers.
14. Seven Leadership
Competencies
Integrity
Drive
• Truthfulness
• Translates words into deeds
• Inner motivation to pursue goals
• Need for achievement, quest to learn
Leadership
Motivation
• High need for socialised power to
accomplish team’s goals
Emotional
Intelligence
• Perceiving, assimilating, understanding, and
regulating emotions
15. Seven Leadership
Competencies (cont’d)
Intelligence
• Above average cognitive ability
• Can analyse problems/opportunities
Knowledge of
the NHS
• Familiar with NHS environment
• Aids intuitive decision making
Self-Confidence
• High self-efficacy regarding ability to lead
others
16. General Leadership Cycle
• Common to all leadership styles is a process
- Varies according to style, each has
consistent process
PLAN
DELEGATE
FOLLOW UP
RECOGNIZE
17. Four Major Factors in
Leading Change
Follower - Different
people require different
styles
Communication –
Two-way, you
must set the
example
Situation -All are
different, use judgment to
determine best course of
action
Leader – Know
yourself as a leader,
people will decide on
their own whether to
follow you
18. Innovation and Creativity – the
antidote to stuck thinking
• Clarify the focus with a broad problem statement –
how to remind busy people of the time
• Recognise the concepts of the situation - tried to
remind them
• List Alternatives – tried logs, whiteboard, computer
screen, rolling reminder
• Make mental associations – Can I use another sense to
remind them – Hearing
• Develop ideas into practical realities – attach mini
alarms onto drug charts
Plsek,P
19. The Most Important Words
• The six most important words: "I admit I made
a mistake."
• The five most important words: "You did a good
job."
• The four most important words: "What is your
opinion."
• The three most important words: "If you
please."
• The two most important words: "Thank you,"
• The one most important word: "We"
• The least most important word: "I"
Author unknown
20. Summary
• Leading change starts with YOU
• Change can be seen as threatening
• To improve we need to change
• As leaders we need to take people with us on
the journey
• Over the module you will be given the
opportunity to explore different leadership
theories and understand yours!
Editor's Notes
This presentation pulls together the threads of how to lead change and considerations that people may wish to make to consider their personal impact on the improvement they are considering introducing.
It is important to remember that we are wanting staff, colleagues, users of our services to buy into improvement, this requires us to consider the impact of the improvement upon them and lead the change in an ethical and moral way.
We will be judged by what people see – our behaviours not what we say.
These broad objectives for the session are intended to enable people to consider what they would do when leading change and considerations that they may need to make to give their improvement initiative the best possible start.
The focus is on individuals personal leadership challenge of improvement
These broad objectives for the session are intended to enable people to consider what they would do when leading change and considerations that they may need to make to give their improvement initiative the best possible start.
The focus is on individuals personal leadership challenge of improvement
These broad objectives for the session are intended to enable people to consider what they would do when leading change and considerations that they may need to make to give their improvement initiative the best possible start.
The focus is on individuals personal leadership challenge of improvement
In order to influence we need to consider what it is that attract people to the change we wish to introduce.
Are they Systems thinkers and require detail?
Are they people orientated and need to understand the impact of the change on colleagues, themselves before they will follow?
Are they drivers who are interested in the results of the improvement and need to be convinced it will work?
Are they interested in the big picture, do they need to see the wider benefit of being involved, are they interested in greater good issues?
Personal leadership requires you to consider who you need to follow and what is it about you that attracts people to consider being your ‘follower’
Follow the cycle and expand upon each of the aspects, testing whether people have experienced this for them selves.
Another aspect discussed within the leadership literature is the basis for situational leadership, the key issue here is how we gain commitment from our followers – Who are your followers when deciding on an improvement initiative.
All of us adopt different styles dependent upon the situation and our understanding of what is required. However we all have a preference, what do you think is yours?
Following the presentation I would like you to consider how you demonstrate the leadership competencies outlined in the next two slides.
If There Is A Change Coming-----
1. Determine The Effect-on Others
2. How Much Information Is Needed By Everyone-may Not Need A 2 Hour Detail Presentation
3. Understand The Reasons For The Change And Convey This
4. Announce The Changes-may Need To Get Some Individuals Aside Prior- If They Are Negatively Impacted. Do Not Tell A Person They Are Fired In Front Of A Group
5. Select The Best Time Place
6. Most of what you’ve heard you have heard before -“common sense”
Other sources:
TI
PCC-”HTWFAIP”
Steven Covey
Zig Ziglar
SRO-TC Scott-ASME Management Skills Development Book
If There Is A Change Coming-----
1. Determine The Effect-on Others
2. How Much Information Is Needed By Everyone-may Not Need A 2 Hour Detail Presentation
3. Understand The Reasons For The Change And Convey This
4. Announce The Changes-may Need To Get Some Individuals Aside Prior- If They Are Negatively Impacted. Do Not Tell A Person They Are Fired In Front Of A Group
5. Select The Best Time Place
6. Most of what you’ve heard you have heard before -“common sense”
Other sources:
TI
PCC-”HTWFAIP”
Steven Covey
Zig Ziglar
SRO-TC Scott-ASME Management Skills Development Book
Ask the group to reflect on their handout regarding medication errors, tell the story and then discuss how using this approach can change even the most difficult situations by allowing creativity and innovation.
Concluding slide should enable the work from the groups to be pulled together top consider the behaviours associated with leaders of change and improvement.
Introduce the module and ask people to sign up – Discuss the role of mentors and the additional learning materials that will be available.
Outline the benefits to people of undertaking a module on improvement knowledge and their chance to influence the change process in their area of work.