This document discusses strategic leadership and provides guidance on developing strategic leadership skills. It covers key areas such as vision, strategic thinking and planning, operational responsibilities, organizational fitness, morale, partnerships, and leading by example. The document emphasizes effective communication, building trust, and setting a good example as important leadership principles.
This document discusses building leadership skills through the three spheres of leadership: leading yourself, leading your team, and leading your business. It emphasizes that strong self-awareness and developing trust within the team are keys to effective leadership. Specific skills are identified like vulnerability, inviting dialogue, and overcoming dysfunctions to motivate teams. Recommended reading resources are provided to strengthen abilities in each leadership sphere.
This document contains the table of contents and first few chapters of a book about becoming a dating coach. It discusses the basics of coaching and empowering others, including teaching people to take action, minimize negatives, and work as a team. It emphasizes the importance of being a good listener, helping people realize their potential, teaching goal planning, tracking progress, finding motivation, building self-confidence, tolerance, compassion, and teaching from experience.
During the Covid-19 pandemia leadership and self-leadership has been tested. Here are som advice and findings on what works when leading from remote, during a crisis and also during more normal times
This document discusses building effective teams. It covers topics like using online tools for team building, emphasizing commitment, empowering team members, motivating the team, providing ongoing training, and ensuring support. Building a good team provides benefits like improved collaboration, communication, commitment and accountability. The overall message is that taking time to build a cohesive team through various best practices can help ensure project and business success.
11 Tips & Tricks for effective teamwork at your workplace!Prasanjit Das
Looking for the mantra to effective teamwork ?
What is the secret that some organizations seem to grow while others don't ? How are some teams better than others ? What are the attributes of a good team ?
Search no more. Here are your answers:
Organizations are changing
Now, as the digital disruption is approaching the plateau of productivity, the next disruption is emerging, namely how we organize us.
Focus is going to be on organizing, not organizations
1: Smaller teams
2: Relations beat skills
3: Intense sprints
4: Everyone is a leader
5: Listen, then decide
6: Sense-making
7: Step down from the Ivory Tower
8: Follower-ship beats leadership
9: Not more, but better
This document discusses strategic leadership and provides guidance on developing strategic leadership skills. It covers key areas such as vision, strategic thinking and planning, operational responsibilities, organizational fitness, morale, partnerships, and leading by example. The document emphasizes effective communication, building trust, and setting a good example as important leadership principles.
This document discusses building leadership skills through the three spheres of leadership: leading yourself, leading your team, and leading your business. It emphasizes that strong self-awareness and developing trust within the team are keys to effective leadership. Specific skills are identified like vulnerability, inviting dialogue, and overcoming dysfunctions to motivate teams. Recommended reading resources are provided to strengthen abilities in each leadership sphere.
This document contains the table of contents and first few chapters of a book about becoming a dating coach. It discusses the basics of coaching and empowering others, including teaching people to take action, minimize negatives, and work as a team. It emphasizes the importance of being a good listener, helping people realize their potential, teaching goal planning, tracking progress, finding motivation, building self-confidence, tolerance, compassion, and teaching from experience.
During the Covid-19 pandemia leadership and self-leadership has been tested. Here are som advice and findings on what works when leading from remote, during a crisis and also during more normal times
This document discusses building effective teams. It covers topics like using online tools for team building, emphasizing commitment, empowering team members, motivating the team, providing ongoing training, and ensuring support. Building a good team provides benefits like improved collaboration, communication, commitment and accountability. The overall message is that taking time to build a cohesive team through various best practices can help ensure project and business success.
11 Tips & Tricks for effective teamwork at your workplace!Prasanjit Das
Looking for the mantra to effective teamwork ?
What is the secret that some organizations seem to grow while others don't ? How are some teams better than others ? What are the attributes of a good team ?
Search no more. Here are your answers:
Organizations are changing
Now, as the digital disruption is approaching the plateau of productivity, the next disruption is emerging, namely how we organize us.
Focus is going to be on organizing, not organizations
1: Smaller teams
2: Relations beat skills
3: Intense sprints
4: Everyone is a leader
5: Listen, then decide
6: Sense-making
7: Step down from the Ivory Tower
8: Follower-ship beats leadership
9: Not more, but better
You Can Still Get More Scene Templates & Backgroud Videos... Without Signing Up For Subscription
Get Discounted Access To Additional Scene Templates & Backgroud Videos With One Off Investment
The role of Psychological Safety & Mission Critical Behaviours for organizati...Kye Andersson
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Unit 1 Session 1 Supervisory Development Course.pptxAccountAlugriv
This document discusses how to develop peak performance in employees. It begins by debunking common assumptions that equate things like experience, speed, hours worked, and compliance with being a good employee. True high performers are those with competence and commitment to goals. The document also discusses learned helplessness and employee obsolescence, noting supervisors must prevent these by developing staff. When issues do arise, the best option is long-term investment in employee growth, rather than quick fixes like termination. Overall performance comes from empowering employees to continuously learn and improve.
The document summarizes Peter Drucker's views on executive effectiveness from his work "Effective Executive". It discusses that effective executives focus on contribution, make strengths productive, and concentrate on major areas that will produce outstanding results. They also know where their time goes, build on strengths rather than weaknesses, and make effective decisions by focusing on opportunities rather than problems.
This lecture discusses employee involvement and motivation. It begins by defining employee involvement and how it relates to quality and productivity. It then discusses motivation theories by Maslow and Herzberg to understand employee motivation levels. Some key points made include that employee involvement requires understanding motivators like interesting work and growth opportunities. Effective teams, training, and recognition and reward systems can also increase employee motivation. The lecture advocates for employee participation in decision making to improve commitment, communication, and idea generation within an organization.
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Lessons learned when implementing Lean - LMAC UKBarry Jeffrey
Having spent almost 25 years working around Lean and implementing Lean in many organisations, I have learnt some very important and key lessons, admittedly some of these the hard way.
But the key is that my experience is born, by doing. If you do not try something you will not learn.
Lean is a very powerful philosophy, a way to do business in a way that works for the customer, the senior management team and most importantly, the employees. It will work in any organisation, if it is properly understood and the ‘why we are doing this’ is clear.
This is not an extensive list, but in my experience these are some of the most important points to consider.
This document discusses how to avoid seven common mistakes when building and managing high-performing teams. It identifies the mistakes as: 1) failing to build support for the team with stakeholders, 2) failing to establish conditions for effectiveness, 3) failing to establish meaningful performance goals, 4) lacking a decision-making process, 5) failing to establish appropriate team norms, 6) having weak communication channels, and 7) being insensitive to diversity. It provides strategies to address each mistake, such as assessing team members, establishing clear goals and roles, encouraging participation in decision-making, and promoting open communication.
The document discusses teams and teamwork in organizations. It defines a team as a group of people organized to work independently and cooperatively to achieve common goals and purposes. Effective teamwork is important in fields like nursing to ensure patient safety. The document also discusses factors that make teams effective or dysfunctional, and barriers to dysfunctional teams like lack of cooperation, respect for other's roles, and unwillingness to share skills. It emphasizes the importance of leadership, communication, and organizational behavior for successful teamwork.
This document outlines an intermediate and advanced level training program on various business topics, including:
1. Strategic thinking and intuition, and preparing organizations for change.
2. Applying neuroscience to focus on business goals and manage stress.
3. Tools like collaboration canvassing, appreciative inquiry, and force field analysis to improve team performance.
4. Using games to learn and improve business results without risks of experiments.
5. A fable to discuss innovation, new ideas, competition, and new products.
The program will help all employees develop leadership and address challenges like resistance to change, motivation, strategy evaluation, and organizational structure. Presentations will include exercises and be offered in English
Leaders drive innovation by building a strong Creative Ecology through their organisations. And they don't need to be particularly creative or innovative to do so...
Employee Motivaton is the key factor to help up the
capacity of an association. In the globalization stage, each
organization needs to continue itself in a furiously focused
market. Representatives are the fundamental elements to show
the business objectives into the real world. Subsequently, in
the present world each association attempts to deal with its
human asset office to keep its representatives inspired. In that
specific circumstance, some of the administration speculations
have been rehearsing by them. Business work or their
presentation in the market can be assessed by surveying the
degree of inspiration of representatives. Inspiration can
assume a lead job to get the expert achievement in each
budgetary year in a less exertion way.
While trying to find what inspires representatives,
representative inspiration inquire about papers report that
what spurs laborers today is fundamentally connected to the
qualities and objectives of the person. Starting in the 1970's, it
appears that there was a sensational move in the qualities and
needs of the ordinary laborer. As individuals turned out to be
progressively taught and the economy saw a sharp decay of
the Protestant hard working attitudes, what representatives
needed from their managers changed also.
This document provides information on unlocking creativity in the workplace. It discusses motivation, job enrichment, leadership, and training and development as key factors that can unlock individual creativity. It also presents a case study of how the North Eastern Electric Power Corporation Ltd. implemented various initiatives like corporate restructuring and training to motivate its workforce and unlock their creativity after facing challenges with workforce stagnation and low morale.
This document outlines the methodology of Managing The Mist, a consulting firm that helps organizations create "mist-free" high performance cultures during change initiatives. The methodology involves 5 rules: 1) getting organizational house in order by aligning strategies, processes and behaviors; 2) asking employees for input instead of just telling them changes; 3) developing leaders to step back and focus on continuous improvement; 4) embracing failure so employees are not afraid to take risks; 5) holding each other accountable through feedback and evaluation of actions and results. The firm uses experiential learning techniques to build high performance cultures and measures impact to ensure a return on investment.
Setting goals provides direction and motivation to achieve something meaningful. It allows people to focus their time and energy on what's most important. Goals also provide a sense of progress and accomplishment as one works towards completing them. The passage discusses how goals can come from parents, teachers, bosses, and oneself, highlighting their importance across different aspects of life. Setting goals is beneficial as it helps people feel and attain success.
Time management: Perhaps the most important skill we need.AMUL TAMBOLI
Time management is the most important skill we all need to manage everything in the life. It includes personal as well as professional career & prioritizing your habits & other activities.
This is the PPT that doesn't require any occasion to refer to. You can learn as & when you watch it. The movie teaches a lot to everyone of us in a different way. Just try it once.Amul
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Unit 1 Session 1 Supervisory Development Course.pptxAccountAlugriv
This document discusses how to develop peak performance in employees. It begins by debunking common assumptions that equate things like experience, speed, hours worked, and compliance with being a good employee. True high performers are those with competence and commitment to goals. The document also discusses learned helplessness and employee obsolescence, noting supervisors must prevent these by developing staff. When issues do arise, the best option is long-term investment in employee growth, rather than quick fixes like termination. Overall performance comes from empowering employees to continuously learn and improve.
The document summarizes Peter Drucker's views on executive effectiveness from his work "Effective Executive". It discusses that effective executives focus on contribution, make strengths productive, and concentrate on major areas that will produce outstanding results. They also know where their time goes, build on strengths rather than weaknesses, and make effective decisions by focusing on opportunities rather than problems.
This lecture discusses employee involvement and motivation. It begins by defining employee involvement and how it relates to quality and productivity. It then discusses motivation theories by Maslow and Herzberg to understand employee motivation levels. Some key points made include that employee involvement requires understanding motivators like interesting work and growth opportunities. Effective teams, training, and recognition and reward systems can also increase employee motivation. The lecture advocates for employee participation in decision making to improve commitment, communication, and idea generation within an organization.
How do you become a leader in the tech industry_.pdfAnil
Becoming a leader in the tech industry requires a combination of technical expertise, leadership skills, and a strategic mindset. Here are some steps you can take to position yourself as a leader in the tech industry
How People Work and how you can help them to give their bestRoderic Gray
This document summarizes the key points from the book "How People Work" by Roderic Gray. The book discusses 9 key enablers that help people perform their best at work: understanding expectations, motivation, ability, recognition, feedback, effective processes, resources, work environment, and continuous learning. Each chapter explores one of these enablers in more depth, providing explanations, examples, and tips for managers to help their employees. The overall message is that understanding human behavior and supporting all 9 enablers can lead to improved employee performance and organizational success.
Lessons learned when implementing Lean - LMAC UKBarry Jeffrey
Having spent almost 25 years working around Lean and implementing Lean in many organisations, I have learnt some very important and key lessons, admittedly some of these the hard way.
But the key is that my experience is born, by doing. If you do not try something you will not learn.
Lean is a very powerful philosophy, a way to do business in a way that works for the customer, the senior management team and most importantly, the employees. It will work in any organisation, if it is properly understood and the ‘why we are doing this’ is clear.
This is not an extensive list, but in my experience these are some of the most important points to consider.
This document discusses how to avoid seven common mistakes when building and managing high-performing teams. It identifies the mistakes as: 1) failing to build support for the team with stakeholders, 2) failing to establish conditions for effectiveness, 3) failing to establish meaningful performance goals, 4) lacking a decision-making process, 5) failing to establish appropriate team norms, 6) having weak communication channels, and 7) being insensitive to diversity. It provides strategies to address each mistake, such as assessing team members, establishing clear goals and roles, encouraging participation in decision-making, and promoting open communication.
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This document outlines an intermediate and advanced level training program on various business topics, including:
1. Strategic thinking and intuition, and preparing organizations for change.
2. Applying neuroscience to focus on business goals and manage stress.
3. Tools like collaboration canvassing, appreciative inquiry, and force field analysis to improve team performance.
4. Using games to learn and improve business results without risks of experiments.
5. A fable to discuss innovation, new ideas, competition, and new products.
The program will help all employees develop leadership and address challenges like resistance to change, motivation, strategy evaluation, and organizational structure. Presentations will include exercises and be offered in English
Leaders drive innovation by building a strong Creative Ecology through their organisations. And they don't need to be particularly creative or innovative to do so...
Employee Motivaton is the key factor to help up the
capacity of an association. In the globalization stage, each
organization needs to continue itself in a furiously focused
market. Representatives are the fundamental elements to show
the business objectives into the real world. Subsequently, in
the present world each association attempts to deal with its
human asset office to keep its representatives inspired. In that
specific circumstance, some of the administration speculations
have been rehearsing by them. Business work or their
presentation in the market can be assessed by surveying the
degree of inspiration of representatives. Inspiration can
assume a lead job to get the expert achievement in each
budgetary year in a less exertion way.
While trying to find what inspires representatives,
representative inspiration inquire about papers report that
what spurs laborers today is fundamentally connected to the
qualities and objectives of the person. Starting in the 1970's, it
appears that there was a sensational move in the qualities and
needs of the ordinary laborer. As individuals turned out to be
progressively taught and the economy saw a sharp decay of
the Protestant hard working attitudes, what representatives
needed from their managers changed also.
This document provides information on unlocking creativity in the workplace. It discusses motivation, job enrichment, leadership, and training and development as key factors that can unlock individual creativity. It also presents a case study of how the North Eastern Electric Power Corporation Ltd. implemented various initiatives like corporate restructuring and training to motivate its workforce and unlock their creativity after facing challenges with workforce stagnation and low morale.
This document outlines the methodology of Managing The Mist, a consulting firm that helps organizations create "mist-free" high performance cultures during change initiatives. The methodology involves 5 rules: 1) getting organizational house in order by aligning strategies, processes and behaviors; 2) asking employees for input instead of just telling them changes; 3) developing leaders to step back and focus on continuous improvement; 4) embracing failure so employees are not afraid to take risks; 5) holding each other accountable through feedback and evaluation of actions and results. The firm uses experiential learning techniques to build high performance cultures and measures impact to ensure a return on investment.
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3. Let us review top ten soft skills primarily required to
succeed in the organization. These skills are often
practiced in the study of Organizational Behavior &
its application in the workplace. These skills are
mainly related to the attitude, thinking & behavior of
individuals in the workplace.
35-Jul-19
5. Stay close to your friends and closer to your
enemies.
SWOT Analysis is the best tool to conduct a 360
degree analysis of an individual or an
organization. The analysis completed with
honesty will help to identify aspects that need
keen focus (Weaknesses and Threats) and
aspects that can be built upon (Strengths and
Opportunities).
1. Self Awareness
55-Jul-19
6. “How you say” is equally and sometimes even
more important than “What you say” !
Ability to put forward the thoughts in a manner
that is well understood by audience is an
accomplishment in itself.
2. Communication
65-Jul-19
7. Learn to respond & understand than just to hear &
reply.
Listening helps us to acquire many other skills set.
Often value others’ feedback.
If its good, all right. If not then lots of scope for self
improvement.
3. Listening (Accepting feedback)
75-Jul-19
8. Connecting with others matters a lot.
How we are connected with others in
professional as well as personal, social life is
collectively a part of our total networking skills.
Better interpersonal skills ensure that we are
expert in our networking skills.
4. Networking
8
5-Jul-19
9. TEAM-Together Everyone Achieves More
Collaboration is mutually beneficial for the
employees as well as the organization because
when they work together, interact and share
ideas, they see and understand how others work,
think, negotiate and operate.
Team work is equally important as it is always a
group efforts working for a common goal.
5. Collaboration & Teamwork
95-Jul-19
10. If meetings are so important, so is the ability to
manage them effectively.
Cost efficiency serves as the primary importance
of meeting management skills.
The more organized a meeting is, the lesser time
will be wasted by employees, resulting in
increased productivity and revenues for
the organization
6. Meeting Management
105-Jul-19
11. Conflict is a serious disagreement or argument,
typically a protracted one.
Conflict is a disagreement among the parties over a
long period of time due to various reasons.
When conflict is resolved effectively, it leads to many
benefits, such as accomplishing goals and
strengthening relationships among employees to
raise integrity standards.
7. Conflict Resolution
115-Jul-19
12. A problem is a proof that we are on the new path.
We learn lots of new things in life from problems.
Identify & fight to resolve it as soon as possible,
never run away from it if you want to achieve great
thing in life.
8. Problem Solving
125-Jul-19
13. Psychoneuroendocrinoimmunology:
(1975 Robert Ader and Nicholas Cohen)
It is the study of the interaction between psychological
processes and the nervous and immune systems of the
human body. It describes the effect of the mind on
health and resistance to disease. Less stress in life
signifies more healthy mind & body so learn to manage
it.
9. Stress Management
135-Jul-19
14. No one is so rich to buy even a single second from
86,400 seconds in a day time; at the same time no one
is so poor not to get a total of 86,400 seconds daily.
How we manage it well is the biggest challenge!
Time is a real wealth so learn to utilize it properly to
get optimum output since we all have limited amount
of time.
10. Time Management
145-Jul-19
15. This list of soft skills is actually extensive so we
must practice these basics skills to master
ourselves. Every skill helps to build the
components of Organization very precisely which
covers task, people, structure, technology etc.
155-Jul-19
Conclusion