The document summarizes a presentation about collective leadership given to administrators. It defines collective leadership as leadership done with others rather than to or for others. It discusses the benefits of collective leadership, such as better decisions and increased engagement. It outlines the five elements of collective leadership for early childhood professionals: shared vision and revision, wholeness, collective wisdom/intelligence, co-action, and evolution/emergence. For each element, it explains why it is important and provides examples of leadership practices.
Discovering one's true self is a work in progress and a powerful journey unique to every individual (Craig, George, & Snook 2015). How many times do individuals use their own life stories to connect with and help others? Using tried and true methodologies, and shared best practices, individuals have all the tools to implement their personal leadership behaviors and to develop self-awareness of their ability to connect with and influence others to achieve success. Within this presentation, individuals will have an opportunity to reflect on their life stories and discover how their authentic selves can help others. By doing so, they will gain a better understanding of how to bring themselves and their passions into their profession.
Presenters: Margaret Lomas Carpenter & Rafael R. Almanzar
This document discusses strengths-based leadership. It argues that all people have innate talents or strengths that can be developed for leadership. Strengths-based leadership views leadership as a collective process and recommends using different strengths for different leadership situations. The document also outlines four domains of leadership strength: executing, relationship building, strategic thinking, and influencing. It notes that the most effective leaders invest in their own and others' strengths, surround themselves with the right people, understand followers' needs, and can accomplish things through other people.
Karen Gieseke, the Southeastern Minnesota Synod, ELCA's Children, Youth, & Family Ministry Coordinator shared this presentation on Strengths Based Leadership at the 2013 Councils as Leaders in the Church event.
Followership refers to the capacity or willingness to follow a leader. Effective followership is important for any group or organization to succeed. Followers can develop skills valuable for future leadership through consciously managing their relationship with their direct superiors. Followers want opportunities for growth, clarity of direction, frequent feedback, and protection from organizational intrusions from their leaders, while leaders want followers who have a "make it happen" attitude, willingness to collaborate, motivation to learn, and passion for self-improvement. There are different styles of followership including effective, passive, alienated, conformist, and pragmatic survivors.
This document outlines a framework for a three-hour workshop for student leaders to identify and improve their leadership strengths using the Strengths Quest assessment tool. The workshop involves an introduction to Strengths Quest, administration of the quantitative assessment, and large and small group discussions of strengths. Participants are given opportunities to share resources and support with peers. Workshop effectiveness is evaluated through pre-and post-assessment surveys of student leaders to measure changes in self-evaluation, perceived leadership preparation, and satisfaction with institutional support.
This document discusses different leadership styles and identifies the leadership skills of the reader. It analyzes six leadership styles: coercive, authoritative, affiliative, democratic, pacesetting, and coaching. For each style, it provides examples of when the style works well and less well. The document prompts the reader to consider a leader they admire, reflect on their own leadership style, and identify skills they want to develop further.
The document summarizes a presentation about collective leadership given to administrators. It defines collective leadership as leadership done with others rather than to or for others. It discusses the benefits of collective leadership, such as better decisions and increased engagement. It outlines the five elements of collective leadership for early childhood professionals: shared vision and revision, wholeness, collective wisdom/intelligence, co-action, and evolution/emergence. For each element, it explains why it is important and provides examples of leadership practices.
Discovering one's true self is a work in progress and a powerful journey unique to every individual (Craig, George, & Snook 2015). How many times do individuals use their own life stories to connect with and help others? Using tried and true methodologies, and shared best practices, individuals have all the tools to implement their personal leadership behaviors and to develop self-awareness of their ability to connect with and influence others to achieve success. Within this presentation, individuals will have an opportunity to reflect on their life stories and discover how their authentic selves can help others. By doing so, they will gain a better understanding of how to bring themselves and their passions into their profession.
Presenters: Margaret Lomas Carpenter & Rafael R. Almanzar
This document discusses strengths-based leadership. It argues that all people have innate talents or strengths that can be developed for leadership. Strengths-based leadership views leadership as a collective process and recommends using different strengths for different leadership situations. The document also outlines four domains of leadership strength: executing, relationship building, strategic thinking, and influencing. It notes that the most effective leaders invest in their own and others' strengths, surround themselves with the right people, understand followers' needs, and can accomplish things through other people.
Karen Gieseke, the Southeastern Minnesota Synod, ELCA's Children, Youth, & Family Ministry Coordinator shared this presentation on Strengths Based Leadership at the 2013 Councils as Leaders in the Church event.
Followership refers to the capacity or willingness to follow a leader. Effective followership is important for any group or organization to succeed. Followers can develop skills valuable for future leadership through consciously managing their relationship with their direct superiors. Followers want opportunities for growth, clarity of direction, frequent feedback, and protection from organizational intrusions from their leaders, while leaders want followers who have a "make it happen" attitude, willingness to collaborate, motivation to learn, and passion for self-improvement. There are different styles of followership including effective, passive, alienated, conformist, and pragmatic survivors.
This document outlines a framework for a three-hour workshop for student leaders to identify and improve their leadership strengths using the Strengths Quest assessment tool. The workshop involves an introduction to Strengths Quest, administration of the quantitative assessment, and large and small group discussions of strengths. Participants are given opportunities to share resources and support with peers. Workshop effectiveness is evaluated through pre-and post-assessment surveys of student leaders to measure changes in self-evaluation, perceived leadership preparation, and satisfaction with institutional support.
This document discusses different leadership styles and identifies the leadership skills of the reader. It analyzes six leadership styles: coercive, authoritative, affiliative, democratic, pacesetting, and coaching. For each style, it provides examples of when the style works well and less well. The document prompts the reader to consider a leader they admire, reflect on their own leadership style, and identify skills they want to develop further.
This document discusses leadership skills and the role of a leader. It defines key characteristics of great leaders, noting that leadership requires inward characteristics, outward presence, and the ability to create and communicate a vision. Leaders innovate and inspire trust, asking questions like "what" and "why", while managers administer and rely on control, asking "how" and "when". The document also contrasts the roles of managers versus leaders. It introduces the concept of a learning organization and discusses the five disciplines of learning organizations: personal mastery, mental models, shared vision, team learning, and systems thinking.
This document discusses elements of leadership. It covers envisioning a positive vision for the future, exploring strategies and testing ideas, engaging and energizing teams, enabling teams to achieve goals, and executing on the vision. It provides tools for leaders such as focusing on a strategic intent, using stories to show what's possible, embracing uncertainty through testing and innovation, praising teams more than criticizing, and constantly improving through a 1% rule. The overall message is that strong leadership is needed to move an organization beyond limits from having a vision to making it a reality.
This document discusses leadership and developing effective teams. It defines leadership as the process of social influence to maximize others' efforts toward achieving a goal. Several leadership theories and tools are presented, including McGregor's Theory X and Y and the SURFER model. Developing effective teams requires building trust, skill matching, transparency, empowerment, and addressing human elements. The five dysfunctions of a team are identified as absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. Emotional intelligence and its five areas are discussed. Leaders are advised to continually reflect, lead through questioning, seek feedback, and develop themselves and their teams.
The document discusses personal reflection on behaviors during an outdoor activity and team dynamics. It prompts evaluating one's own engagement, communication style both formally and informally, and profiles related to how one communicates and contributes to a team. Key areas of focus include understanding one's behaviors, team dynamics, and creating an action plan for improvement.
This document discusses trait theories of leadership. It begins by explaining that trait theories focus on personal qualities that differentiate leaders from non-leaders. Researchers began organizing traits around the Big Five personality framework. The document finds that leaders who are extraverted, conscientious, and open tend to have advantages. Emotional intelligence is also highlighted as an important trait for effective leadership. Specifically, traits like self-awareness, self-regulation, empathy, and social skills. The document emphasizes that traits alone are not enough and that emotional intelligence may be the key attribute distinguishing outstanding leaders.
Serving on Groups: Personal Skill Building MicheleTyler
This document provides information to help parents build leadership skills and effectively participate in decision-making groups. It outlines three key points:
1) Identifying leadership roles for families in early childhood groups and gaining strategies for effective participation.
2) Telling personal stories to define motivations and how a parent's compelling story can impact others.
3) Learning about different types of groups, how to get involved, and ways to provide input such as being prepared, asking questions, and representing other families. The overall goal is to help more parents have a voice and feel empowered to participate in their community.
Leadershiip start by leading yourself first. This presentation attempts 3 things.
1. Demystify Personal Leadership
2. Outlines the 6 Characteristics of Authentic Leaders
3. Empowers you on How to acheive Self Mastery
Personal Leadership is all about achieving OUTWARD impact through INNER Mastery.
Director of Training and Operations Krista
Eichhorst
We all have talents that we bring to the table. By using the StrengthsFinder assessment we will learn about the
benefits of playing to our strengths, explore our top five talents, and discover how to use our team's collective strengths to accomplish our goals in the year ahead
This document discusses the importance of self-knowledge for leadership. It provides tools for leaders to understand themselves, including the Predictive Index, Johari Window, and identifying motivators. Leaders are encouraged to define their personal mission statement, understand their "why", set goals, and make plans to achieve goals. Reflection on "The Odyssey" and a case study of Megan Barry are suggested to understand how self-knowledge and defined goals are necessary for success.
Why Would Anyone Follow You? - Values-based Leadership
Leadership begins with a journey within, with self-leadership. People who wish to become great leaders must ponder questions like “Who am I? What are my values and core beliefs? What kind of leader am I, and what kind of leader do I want to become? What do I care about more than being comfortable? What motivates me more than the approval of my peers and my manager?”, and most importantly “Why should anyone follow me?” IQ is a measure of intelligence, but EQ, emotional intelligence, is just as important, perhaps more important, to great leadership. EQ consists of self-awareness and sensitivity to how other people are impacted by our behavior and language. Using several powerful tools for raising self-awareness: a values survey, the “Enneagram”, this module will enhance self-leadership, the foundation of leading other people.
This document discusses managing and motivating millennials in the workplace. It addresses common myths about millennials, including that they are entitled, independent, disloyal, addicted to technology, and unmotivated. However, the document asserts that millennials are actually ambitious, crave mentors, invest in people over companies, are constantly connected through technology, and are mission-driven. The top motivators for millennials are listed as work-life balance, job security, being dedicated to a cause, intellectual challenge, and leadership opportunities. The document provides tips for managing millennials through personal mentorship, managing expectations, flexibility, continuous learning, and feedback.
What makes leaders great?
Truly great leaders have a specific blend of skills. But they also possess something else; certain characteristics which are harder to define.
If you're in a leadership role, then you've likely wondered how you can move to that "next level," going from good to great leadership.
Today we are going to talk about level five leadership. Before we start talking about level five leadership and how to reach this level, let’s look levels of leadership according john Collins.
This document outlines an agenda for a 90-minute leadership activity for 40 high school juniors. The activity will be facilitated by Ken Gregson and includes breaking students into small groups to create a leadership infographic, discuss how it relates to leadership, and discuss how the leadership concepts relate to their own lives. Students will then present their discussions back to the larger group.
The document discusses various qualities of good leadership such as communication, integrity, accountability, empathy, humility, resilience, vision, influence, positivity, and delegation. It notes that leadership comes in many styles like autocratic, authoritative, pacesetting, democratic, coaching, affiliative, and laissez-faire. The document emphasizes that everyone has leadership potential and can demonstrate leadership in different environments or circumstances. Some leaders are "sleeping cell leaders" that do not often show their skills but can excel greatly when given an opportunity. Luck and destiny also play factors in how leaders emerge and succeed. The overall message is that the reader themselves could possess leadership qualities and should strive to develop and demonstrate their abilities.
This document analyzes the characteristics of super heroes that make them effective leaders and discusses how to improve leadership skills. It will examine traits like having a clear purpose, getting results, having expertise, perseverance, focusing on the team over individual glory, and helping others. Some common leadership myths will also be debunked. The presentation concludes by offering tips for improving leadership skills such as being intentional, communicating well, having optimism, acknowledging the need for change, and being passionate.
Become familiar with basics of leadership through the symbolism found in the Wizard of Oz. This is a fun and accessible way of looking at the basics of leadership, team and strategy.
This document discusses leadership skills and the role of a leader. It defines key characteristics of great leaders, noting that leadership requires inward characteristics, outward presence, and the ability to create and communicate a vision. Leaders innovate and inspire trust, asking questions like "what" and "why", while managers administer and rely on control, asking "how" and "when". The document also contrasts the roles of managers versus leaders. It introduces the concept of a learning organization and discusses the five disciplines of learning organizations: personal mastery, mental models, shared vision, team learning, and systems thinking.
This document discusses elements of leadership. It covers envisioning a positive vision for the future, exploring strategies and testing ideas, engaging and energizing teams, enabling teams to achieve goals, and executing on the vision. It provides tools for leaders such as focusing on a strategic intent, using stories to show what's possible, embracing uncertainty through testing and innovation, praising teams more than criticizing, and constantly improving through a 1% rule. The overall message is that strong leadership is needed to move an organization beyond limits from having a vision to making it a reality.
This document discusses leadership and developing effective teams. It defines leadership as the process of social influence to maximize others' efforts toward achieving a goal. Several leadership theories and tools are presented, including McGregor's Theory X and Y and the SURFER model. Developing effective teams requires building trust, skill matching, transparency, empowerment, and addressing human elements. The five dysfunctions of a team are identified as absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. Emotional intelligence and its five areas are discussed. Leaders are advised to continually reflect, lead through questioning, seek feedback, and develop themselves and their teams.
The document discusses personal reflection on behaviors during an outdoor activity and team dynamics. It prompts evaluating one's own engagement, communication style both formally and informally, and profiles related to how one communicates and contributes to a team. Key areas of focus include understanding one's behaviors, team dynamics, and creating an action plan for improvement.
This document discusses trait theories of leadership. It begins by explaining that trait theories focus on personal qualities that differentiate leaders from non-leaders. Researchers began organizing traits around the Big Five personality framework. The document finds that leaders who are extraverted, conscientious, and open tend to have advantages. Emotional intelligence is also highlighted as an important trait for effective leadership. Specifically, traits like self-awareness, self-regulation, empathy, and social skills. The document emphasizes that traits alone are not enough and that emotional intelligence may be the key attribute distinguishing outstanding leaders.
Serving on Groups: Personal Skill Building MicheleTyler
This document provides information to help parents build leadership skills and effectively participate in decision-making groups. It outlines three key points:
1) Identifying leadership roles for families in early childhood groups and gaining strategies for effective participation.
2) Telling personal stories to define motivations and how a parent's compelling story can impact others.
3) Learning about different types of groups, how to get involved, and ways to provide input such as being prepared, asking questions, and representing other families. The overall goal is to help more parents have a voice and feel empowered to participate in their community.
Leadershiip start by leading yourself first. This presentation attempts 3 things.
1. Demystify Personal Leadership
2. Outlines the 6 Characteristics of Authentic Leaders
3. Empowers you on How to acheive Self Mastery
Personal Leadership is all about achieving OUTWARD impact through INNER Mastery.
Director of Training and Operations Krista
Eichhorst
We all have talents that we bring to the table. By using the StrengthsFinder assessment we will learn about the
benefits of playing to our strengths, explore our top five talents, and discover how to use our team's collective strengths to accomplish our goals in the year ahead
This document discusses the importance of self-knowledge for leadership. It provides tools for leaders to understand themselves, including the Predictive Index, Johari Window, and identifying motivators. Leaders are encouraged to define their personal mission statement, understand their "why", set goals, and make plans to achieve goals. Reflection on "The Odyssey" and a case study of Megan Barry are suggested to understand how self-knowledge and defined goals are necessary for success.
Why Would Anyone Follow You? - Values-based Leadership
Leadership begins with a journey within, with self-leadership. People who wish to become great leaders must ponder questions like “Who am I? What are my values and core beliefs? What kind of leader am I, and what kind of leader do I want to become? What do I care about more than being comfortable? What motivates me more than the approval of my peers and my manager?”, and most importantly “Why should anyone follow me?” IQ is a measure of intelligence, but EQ, emotional intelligence, is just as important, perhaps more important, to great leadership. EQ consists of self-awareness and sensitivity to how other people are impacted by our behavior and language. Using several powerful tools for raising self-awareness: a values survey, the “Enneagram”, this module will enhance self-leadership, the foundation of leading other people.
This document discusses managing and motivating millennials in the workplace. It addresses common myths about millennials, including that they are entitled, independent, disloyal, addicted to technology, and unmotivated. However, the document asserts that millennials are actually ambitious, crave mentors, invest in people over companies, are constantly connected through technology, and are mission-driven. The top motivators for millennials are listed as work-life balance, job security, being dedicated to a cause, intellectual challenge, and leadership opportunities. The document provides tips for managing millennials through personal mentorship, managing expectations, flexibility, continuous learning, and feedback.
What makes leaders great?
Truly great leaders have a specific blend of skills. But they also possess something else; certain characteristics which are harder to define.
If you're in a leadership role, then you've likely wondered how you can move to that "next level," going from good to great leadership.
Today we are going to talk about level five leadership. Before we start talking about level five leadership and how to reach this level, let’s look levels of leadership according john Collins.
This document outlines an agenda for a 90-minute leadership activity for 40 high school juniors. The activity will be facilitated by Ken Gregson and includes breaking students into small groups to create a leadership infographic, discuss how it relates to leadership, and discuss how the leadership concepts relate to their own lives. Students will then present their discussions back to the larger group.
The document discusses various qualities of good leadership such as communication, integrity, accountability, empathy, humility, resilience, vision, influence, positivity, and delegation. It notes that leadership comes in many styles like autocratic, authoritative, pacesetting, democratic, coaching, affiliative, and laissez-faire. The document emphasizes that everyone has leadership potential and can demonstrate leadership in different environments or circumstances. Some leaders are "sleeping cell leaders" that do not often show their skills but can excel greatly when given an opportunity. Luck and destiny also play factors in how leaders emerge and succeed. The overall message is that the reader themselves could possess leadership qualities and should strive to develop and demonstrate their abilities.
This document analyzes the characteristics of super heroes that make them effective leaders and discusses how to improve leadership skills. It will examine traits like having a clear purpose, getting results, having expertise, perseverance, focusing on the team over individual glory, and helping others. Some common leadership myths will also be debunked. The presentation concludes by offering tips for improving leadership skills such as being intentional, communicating well, having optimism, acknowledging the need for change, and being passionate.
Become familiar with basics of leadership through the symbolism found in the Wizard of Oz. This is a fun and accessible way of looking at the basics of leadership, team and strategy.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Sethurathnam Ravi: A Legacy in Finance and LeadershipAnjana Josie
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...Dr. Nazrul Islam
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.