Met de hulp van feeds en inspiratie (die had ik gisteren mij mijn collega gekregen) had een de presentatie voor FD Carrier Challenge aangepast. De essentie van deze presentatie is nier meer de bepaalde methode as ik eerder dacht. Het is over je en hoe kan je een verschil maken in je dagelijkse activiteiten en bereiken je persoonlijke doelen met behulp van nieuwe netwerking, leiding en ondernemen technieken. Je gebruikt “denken triggers” in deze presentatie om maximaal toegevoerde warden en kennis ook van jou eigen ervaring uit te halen.
With help feedbacks and inspiration from my colleagues yesterday I have updated the presentation for FD Carrier Challenge. The essence of this presentation is not even a set of particular methods as I thought. It is about the change, which can be done by you. How can you make a difference in your daily work to achieve your personal goals with the help of techniques of new networking, leading and entrepreneurship? You use “thought treiggers” in this presentation to get the maximum added value and knowledge of your own experience.
Entrepreneurship.Bootstrapping Startup. Lifestyle of an Entrepreneur. Roleplay & Activity-based learning about communication in a startup, learning, growth, success, failures, team building, leadership etc.
Met de hulp van feeds en inspiratie (die had ik gisteren mij mijn collega gekregen) had een de presentatie voor FD Carrier Challenge aangepast. De essentie van deze presentatie is nier meer de bepaalde methode as ik eerder dacht. Het is over je en hoe kan je een verschil maken in je dagelijkse activiteiten en bereiken je persoonlijke doelen met behulp van nieuwe netwerking, leiding en ondernemen technieken. Je gebruikt “denken triggers” in deze presentatie om maximaal toegevoerde warden en kennis ook van jou eigen ervaring uit te halen.
With help feedbacks and inspiration from my colleagues yesterday I have updated the presentation for FD Carrier Challenge. The essence of this presentation is not even a set of particular methods as I thought. It is about the change, which can be done by you. How can you make a difference in your daily work to achieve your personal goals with the help of techniques of new networking, leading and entrepreneurship? You use “thought treiggers” in this presentation to get the maximum added value and knowledge of your own experience.
Entrepreneurship.Bootstrapping Startup. Lifestyle of an Entrepreneur. Roleplay & Activity-based learning about communication in a startup, learning, growth, success, failures, team building, leadership etc.
Nonprofits today are faced with unprecedented challenges, and yet we continue to approach board leadership using concepts from thirty years ago. As our organizations enter into new territory, so our boards need to lead differently - yet we continue to put our efforts into getting the structure 'right'. But there is no magical number of board members or committees, or use of Robert's Rules of Order or Consent agendas, that will transform our boards into the strategic thinkers or powerful decision makers they need to be. Instead, structure must be seen as only the foundation - and board behavior and dynamics approached in a new way - to lead effectively into the future.
An introduction into Integrated Marketing Communications. How IMC serves the advertising function for promoting organizations, their products, and services.
Many companies today strive to be “thought leaders,” but only a select few truly live up to that aspiration. Thought leadership requires a unique point of view, the ability to provide valuable information, and a layered approach to disseminating that information. For the few companies who achieve it, thought leadership is proven to drive long-term and higher-value customer relationships and increase brand affinity and loyalty.
Stacey King Gordon of Suite Seven led a workshop during LoyaltyExpo 2014 in Orlando, Florida. The workshop explored what makes a thought leader, best practices for thought leadership, and how to develop a publishing and content strategy to help companies grow into true thought leaders — helping with everything from navigating internal politics to prioritizing resources.
Talk delivered at a UK Health and Service Conference to enable, equip and empower leaders and business owners to deliver results in tough changing times.
An overview introduction to the world of Integrated Marketing Communications, how IMC fits into an organization's overall business planning and goal-setting.
'Their perception is your reality' - breaking down barriers for team leadersCamilla Long, MCMI
This is a programme for emerging leaders in your organisation. Help your Team Leaders and Managers to understand their default leadership style, to build on their own unique strengths as a leader and to overcome barriers to harmonious team working. This one-day workshop helps participants to connect with their purpose and bring renewed energy to their teams.
Colleges That Thrive: Essential Qualities and CharacteristicsStamats
Essential qualities and characteristics of colleges and universities who will thrive amid the tumultuous times in higher education. Contact Sara.Henton@stamats.com for additional information.
Created for company team training on DiSC Personality Profiles. I took basic talking points and tried to make them visually interesting, personifying each of the four types with an animal and primary color scheme.
Nonprofits today are faced with unprecedented challenges, and yet we continue to approach board leadership using concepts from thirty years ago. As our organizations enter into new territory, so our boards need to lead differently - yet we continue to put our efforts into getting the structure 'right'. But there is no magical number of board members or committees, or use of Robert's Rules of Order or Consent agendas, that will transform our boards into the strategic thinkers or powerful decision makers they need to be. Instead, structure must be seen as only the foundation - and board behavior and dynamics approached in a new way - to lead effectively into the future.
An introduction into Integrated Marketing Communications. How IMC serves the advertising function for promoting organizations, their products, and services.
Many companies today strive to be “thought leaders,” but only a select few truly live up to that aspiration. Thought leadership requires a unique point of view, the ability to provide valuable information, and a layered approach to disseminating that information. For the few companies who achieve it, thought leadership is proven to drive long-term and higher-value customer relationships and increase brand affinity and loyalty.
Stacey King Gordon of Suite Seven led a workshop during LoyaltyExpo 2014 in Orlando, Florida. The workshop explored what makes a thought leader, best practices for thought leadership, and how to develop a publishing and content strategy to help companies grow into true thought leaders — helping with everything from navigating internal politics to prioritizing resources.
Talk delivered at a UK Health and Service Conference to enable, equip and empower leaders and business owners to deliver results in tough changing times.
An overview introduction to the world of Integrated Marketing Communications, how IMC fits into an organization's overall business planning and goal-setting.
'Their perception is your reality' - breaking down barriers for team leadersCamilla Long, MCMI
This is a programme for emerging leaders in your organisation. Help your Team Leaders and Managers to understand their default leadership style, to build on their own unique strengths as a leader and to overcome barriers to harmonious team working. This one-day workshop helps participants to connect with their purpose and bring renewed energy to their teams.
Colleges That Thrive: Essential Qualities and CharacteristicsStamats
Essential qualities and characteristics of colleges and universities who will thrive amid the tumultuous times in higher education. Contact Sara.Henton@stamats.com for additional information.
Created for company team training on DiSC Personality Profiles. I took basic talking points and tried to make them visually interesting, personifying each of the four types with an animal and primary color scheme.
Chimps and Jelly: Thoughts on influencing colleagues and clientsWorkplace Trends
Presentation by Iain Smith of Network for Skills at Workplace Trends Planning for People Conference on October 11th 2016. More info: http://www.mem-events.com/news-were-tweeting-workplace-trends-live-here!-88
This presentation explores change from a systems thinking perspective. It provides educators with some ideas for implementing changes that stick, following the ACEL Leadership Capability Framework of Leading Self, Others and Organisation.
Ideas for linchpins who want to change the business world. Innovation is good - but it's not enough. People and companies are stuck. Unsticking them and becoming adaptive is crucial to success. Your success.
PCV2013 The Leadership Role for Product ManagersDerek Pettingale
This session will review leadership dynamics and the cross-functional leadership required to propel your product to a greater level of success. Includes Additional Slides on: Leadership Qualities, Organizational Culture Grid, Matrix of Requirements for Effective Change, Team Work Values and Manifesto.
Deloitte University Press’s recent “Global Human Capital Trends 2014” report identified that re-skilling HR is a “top three” priority for enterprises worldwide. Yet only 15 percent of organizations say they are ready to respond to this trend, and even fewer (11 percent) say they are ready to implement workforce analytics.
What is driving this trend? How does the re-skilling of HR relate to workforce analytics?
In this webinar, workforce analytics experts Dave Weisbeck and Ian Cook will explore:
HR’s evolving role, from tactical to strategic player.
Key drivers of the “datafication” of HR.
Connecting the dots between strategy and analytics.
How to develop analytics acumen within HR.
Approaches for accelerating the adoption of analytics.
Becoming a truly strategic business partner.
Turning numbers into action: Case study examples of HR as a strategic partner.
Primary objectives:
To promote the inclusion of people aspects of project management
Research and promote tools and techniques
Provide support for project leaders and teams
Provide support for performance improvement
Presentation by Russel Jamieson APM People SIG Chair and Colin Tweddle HMRC
Business Acumen 5.0 for Sustainable Competitive AdvantagesSeta Wicaksana
Two-thirds of corporate executives believe a lack of business skills or business acumen inhibits their company from meeting strategic priorities. It was established that most strategic plans fail to achieve their strategic goals due to the turbulent changes that exist in the global market today. Since most of the failures in the strategic process occur at the execution stage it is increasingly important that managers at all levels learn how to implement these vital plans while maneuvering through the changes that occur as a result of the dynamics of the markets.
In An organization of high business acumen individuals can expect to see leaders with a heightened perspective that translates into an ability to inspire and excite the organization to achieve its full strategic potential. As your leadership responsibilities expand, so does your need to understand the impact of every decision on the strategic and financial goals of your organization. That's why business acumen—an intuitive sense of how the moving parts of a company work together to create profit —is indispensable.
One of the key factors in a successful project is buy-in, the process that gets staffers, board members, and other participants to adopt the goals of the project as their own. Because buy-in is so important--even crucial--it is worth spending time to achieve it. Richard Miller, Nebraska Library Commission Library Development Director, will discuss proven techniques for getting buy-in, and making sure that everyone is on board.
"From Insights to Action" by Andrew Vincent, a Revelation Great Research Thin...Revelation Next
As much as we value excellent research, it simply is not enough. Insight must be actionable. Key take-away points include:
--Developing practical strategies to ensure, monitor, and measure insight adoption
--Understanding how your end-users make decisions
--Framing and positioning your insights for the greatest impact
Whether you are a client-side manager or an agency researcher, it is only when your insights directly impact the decisions taken by marketers that the true value of your work is realized. Use Andrew’s new frameworks and techniques to make your insights stick; for innovation and for impact.
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
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.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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.
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/
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.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
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.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
2. Success in making a change Leadership Entrepreneurship Change Inspiration Your personal success “ The man who moves a mountain begins by carrying away small stones” Confucius (Chinese philosopher) 551 BC – 479 BC
7. Leadership: decreasing level of involvement Level Of Support Level Of Direction Level of involvement Supportive Coaching Delegating Directive
8. Leadership: adjusting to new working (delegating) Level of support needed Level of required direction Moving from directing to delegating and back Supportive Coaching Delegating Directive
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11. Leadership: conditions and responses avoid “hey-you” or “those people” expressions Condition Response Personal deserved recognition: feeling personally rewarded Feeling personally rewarded: personal interest in contribution Personal interest in contribution: better relations Building trust and good relations in peaceful atmosphere: help in time of crisis or deadline
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13. Leadership: instruments of rewarding Instrument Outcome Feeling of doing important job: motivates a person to work harder Encouraging regular competitions within team with small “win” marks: increased personal engagement Public recognition of some personal strength: motivates personal interest in correcting weak elements during personal improvement process Having a clear vision of desired personal result in every case: person is less inclined to leave the organization/team and knows what he works for
22. Entrepreneurship: awareness horizons Individual perception of added value of opportunity Opportunity Awareness Individual perception of required resources and related risks Enthusiasm: “ We do it right now!” Planning and management: “ Let us plan and keep track of this” “ Only if we do not spend too much time on that” “ Investment in the bank of ideas”
23. Entrepreneurship: indirect v. direct negotiations Individual perception of added value of opportunity Individual perception of required resources and related risks Enthusiasm: “ We do it right now!” Planning and management: “ Let us plan and track this” “ Not too much time!” “ Bank of ideas”
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28. Change: managing stakeholders Stakeholder(s) influence (volume) Stakeholder(s) interest in opportunities Engaging with opportunities planned work activities Influence: others’ support Engaging by impressive results Influence: others’ support Influence: others’ support Target audience for keeping engaged and informed Clients/investors Target audience to work directly on the opportunity activities Opportunities evangelists (your “selling” network)
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31. Change: time to handle Time for realization of benefits Required resources and related risks Yellow Print: Engaging your network to obtain first results faster: selling benefits during the realization. Blue Print : Perceiving with the consent of management as a part of business development plan Green Print: Opportunity activities to gain fast realization of benefits for influencing perception of opportunity Red Print: Risky areas to be considered carefully: management and your network to be engaged in the discussion
32. Change: managing expectations Expected Result Perceived Result Building the trust by investment of personal effort Dissatisfaction : rejecting the opportunity Satisfaction : continuing with the opportunity Vail of ignorance : not considering the opportunity as an opportunity Involvement: becoming involved with the opportunity
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34. Change: building partnership Entrepreneurial or active leadership Influencing or supporting leadership YOU People to coach and learn from (strength your position with them) People to cooperate with (your desired partners) Working force ( support your evangelists) People to follow closely (your potential clients)
38. Internal qualities External qualities How do I improve my strength with latest developments? Can known weakness be the source of opportunity for improvement? Inspiration: business value Strength Trends Weakness Opportunities
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40. Internal knowledge External knowledge Inspiration: related data MAKING YOUR VISION Selected Benchmark Data Global Development Analysis (Wolfram-Alpha) Lessons learned Data Systems of structuring the Operational Knowledge (SIGMA7,PRINCE2, ISEB, ASL)
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42. People, who follow you People, which you follow Inspiration: learning from others Using particular experience or knowledge of them Sharing your ideas and mutual work with them Monitoring latest developments in your network or specific domains of your interest and making personal branding Influencing them directly or indirectly
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44. Their interest in your network Your interest in their network Inspiration: bridging your network Considering mutual opportunities presented by their network Working on mutual opportunities with them and their network Monitoring latest developments in your network or specific domains of your interest and making personal branding Analyzing possible mutual opportunities and engaging their network via them
47. Success: developing your business Expected value of achievements x chance to succeed Required resources to pursue x known risks YOUR ENVIROMENT Private Consulting: current knowledge and experience Corporate Making: current knowledge and experience of your network Self Learning: knowledge and experience, which would be required in your future Developing: making new network and supporting existing network
48. Success: strategy of relations Partnership with them Competing with them Cooperating and analyzing : cooperating in business opportunities, analyzing their value for you Collaborating and anticipating: collaborating in business opportunities and anticipating their actions Monitoring and selecting: Monitoring environment and selecting strategies to cooperate rather than compete Monitoring and preventing: monitoring their movements and taking preventive measures
49. Success: considering opportunities Effect of movements to achieve personal opportunities Risks and readiness to consequences from their response movements Taking advantage: interesting opportunities Planning realization: risks mitigation strategies Monitoring the situation: Selected risks and opportunities Preventing risks: developing preventive strategies, which can also be the source of opportunities
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Editor's Notes
I have started this presentation as an attempt to create an addition to my CV. The ordinary CV simply does state facts from your work experience, but it does not say how would you act in this or another practical situation, what are your aims at work besides having good salary and interesting work and what could you do besides the experience, which you already have. So the presentation “Who is Mr... Issaenko?” was born. Very soon with the feedback of some of my reviewers I understood that I need not only to express certain new ways as I and my work values as I see them but also bring more concrete content. So this presentation became not more about my self, but about visions and instruments I have developed in my work. Those visions and instruments I have developed gave also a vision to structure them into the system. In this presentation I am going to take you today on a journey through elements of those systems. I have heard about such concepts as new (net) working during the Introduction Webinar of Carrier Challenge 2011 . Those concepts came literally “to the heart” of my own vision of entrepreneurship and engaging people to achieve goals. After that Webinar I felt that I have even more motivation to complete my presentation of “You Can Change It” and share it through FD Carrier Challenge 2011 competition site. It helps me to make step closer to the realization one of my greatest personal opportunities- winning the major prize MBA Executive Education in the prestigious and business university of Nyrode with great traditions of business education. I believe that when following this education and after completing that I can contribute even more in creating business opportunities within my entire network.
The knowledge of entrepreneurship and new net(working) is already within you. We will discover it together by supporting you in projecting your current experience onto the new maps of structuring and helping you to derive maximal value from your current experience. I hope that you will find “think-triggers” within this presentation very useful to get a value and derive new knowledge from this experience. This knowledge is already within you and your current experience and with use of elements of this presentation you can discover it.
In the journey, which is ahead of us, there are 5 themes to discover.
In the Leading theme we will look together on the aspects of coordinating your professional team and leading the whole team united in achieving your business goals. In the Entrepreneurship part you and I will look how you can create the entrepreneurship environment within your organization or team to help members act as an entrepreneurs, seeing and motivated to help the entire organization in achieving its business goals. New Net(working) goes about how you use your existing networking to help you in pursuing business opportunities. Business ideas, which are later transferred to the opportunities, shall be born somehow. You need an inspiration and information to create this. Where you can get this inspiration from? That is the content of the fourth part of this presentation. The last fourth part is not about doing it, it is about You , Mr/Mrs X , Your Success and how do you peruse your personal opportunities and achieve personal goals.
Taking a lead is a very important step. You can not just be given a leadership by organization structure. You need to take this lead and carry this. How do you do this?
Leading can be done in two forms Coaching and Directing, but it is very important to combine those forms in the correct proportions as well as knowing in advance, which level of your personal involvement leadership can be required from you under different circumstances.
Level of involvement is defined by proportions of coaching and directive parts. Your level of involvement is not constant as well as leadership style. It needs to be adapted to be at right place at the right time .
You may need to change the style of your leadership depending on circumstances and one fact, that people need to understand not only what you want from them but also understand why do you want it from them and be sufficiently motivated in trying to achieve the end result. Very many Offshore or Outsourcing IT projects are not as successful as they could be, if the leadership style and relations between both onshore and offshore sides were formed in the right way from the beginning. You may have less or more personal involvement in the begin, but if you begin working with new people or new supplier, the Direction part of your leadership shall be strong. People may not need to understand why you want to do certain things in the certain way, but they shall know what you want from them, in which form and be committed to that. Further, when need in the direction of team reduces and team is able to follow certain procedures, you may spend more time on explaining the essence of their tasks from you and listen if they have questions or suggestions how to improve this locally. It is necessary, during improvement phase to keep you level of direction sufficient enough to make sure that team does not focus on improvement only, but keep their foots on the land and remain aware from demands from you. You do Coaching of your team or supplier as you lead them. When your relations with the team or supplier are mature enough, you can reduce directing part, allowing people to choose locally most efficient ways to achieve goals, which you provide by going to Supporting type of leading. Eventually, if business goals are not changed frequently or change insignificantly, you may go to Delegating type of leading. Relations in this part need regular monitoring and control to gain indication when your team or supplier needs increase of Support or Direction . Very many projects in IT Outsourcing which had a good start, later suffer fails, because the level of involvement decreased, when team under strong Direction shown good results. You can NOT go directly from Direction type of relationships to Coaching unless you intend to formalize every aspects of your professional relationships and know for sure that formal procedures, which you set, are understood in the same way by you and your team/supplier. When you are in Delegating type of the relationships, you need to be absolutely sure in the Team Integrity on your own or/and supplier side .
What does team integrity in your case mean and why it is important? The answer is very simple. You can NOT achieve any productive result if some members of your team are moving in different directions and have goals, different that goals of the team.
That is why team integrity means that goals and ambitions of everyone in the team shall be correlated with goals of the entire team. Also it is important for you as a leader to have a strong vision of what are you trying to achieve, besides normal caring day to day tasks. Having this vision allows you to clarify required environment to implement this vision. Based on that vision, you can assign everyone a place in this environment, his/her own important job . The kind of this job shall allow a person to get a deserved recognition. You can achieve giving recognitions by structuring motivation and enthusiasm of your team. So that you can put their actions in the right way to achieve the maximal positive effect in their contributing to the work of the entire team.
Here you may see, how feeling of personal recognition and reword leads to the feeling of trust between you and the member of your team. Always try to know everyone of your team in person: what drives him/her , what his/her personal and professional ambitions and what is the best reward does he/she truly want from her work ? Having a feeling of trust helps you so much, when the time of crisis comes and you need to perform with your team above normal or there is no time for discussion and you just want that your team relies on you. And never, never address people as “hey you” or refer to them as “those people”.
Feeling of doing the own important piece of the common job unities people. They work in cooperation each with other. However, members of your team are like stars. Some brighter, others are dimmer. And like in sport there is a plenty space for friendly completions between those stars within your daily routine. Competitions, which make dimmer stars brighter and may turn bright stars to supernovas.
As it was mentioned before, people need to be reworded or better to say to have feeling of being personally reworded. The post necessary aspect of that feeling is a feeling of doing “important job”. Never say to your people “Well, someone needs to carry those tasks” or “It shall be done anyway, so please do that instead of discussion”. Instead you need to give person a picture of importance those tasks for the team related success. If you have tasks, which you personally consider to be waist of the time, how could you convince anyone about importance of their work on those tasks? Instead, you shall be involved with your management in discussing those tasks and if they are necessary. But let us say, you have a total picture of vision for the team work and there are no “waist time” tasks in this vision, so every task has its own unique importance. Besides that, everyone in your team is assigned to the tasks, understand their importance and motivated to carry them on. How would you choose how exactly everyone shall be reworded for his/her work and how. The best way to do that is to allow someone becomes better that he is. You may encourage competition between your team members on how gains maximal measurable result of the certain kind from similar type of task. For maximal efficiency you need to drive them on a regular basis, so everyone eventually gets a chance to win and tries to win. We all have memories. There are memories, which are pleasing us as we recall them. It is very important to recall positive emotions, when we have clashes and fallbacks in our daily work and life. Memories in our mind have certain doors which lead us to recall those memories. Having a gift at which you often look is one of those doors. When person is reworded and feels that you have the professional trust in him or her, you may use that to make person accept the certain positive critics which would help him/her to improve own contribution to the work of entire team/organization. You may help him or her with activities to achieve that and set up the plan or personal improvement process aimed to achieve desired personal result. If you agree with team member which desired personal result for the nearest future could be, then he/she knows what to work for and also less motivated to change his job.