The document summarizes a presentation on positive leadership and its links to healthy working lives. Some key points:
- Positive leadership behaviors like accountability, vision, and compassion can reduce sick leave and increase productivity.
- Research shows that bad leadership increases health issues like stress while good leadership promotes well-being.
- Organizations with highly engaged employees and trusted leadership enjoy greater financial returns.
- The presentation aims to discuss how positive leadership values can build high-performing workplaces with motivated employees.
Positive Leadership helps leaders excel under pressure through implementing values like excellence, confidence, and integrity. Comparing top companies for leadership to the S&P 500 shows better long-term financial results. The values of Positive Leadership can deliver desired business results when aligned with strategy, allowing leaders to win without compromising their values.
This document discusses building high performing business leadership in Scotland. [1] It highlights that leadership is linked to financial results and top performing companies outperform the S&P 500 index. [2] Positive leadership is defined by a set of core values that help guide leaders and build high performing teams. [3] Contact information is provided for those interested in learning more about how positive leadership can help organizations.
The document discusses the importance of having a clear vision for a company. It states that without a vision, efforts to professionalize a company will be futile. It also notes that a company's stated vision is important for attracting the right employees and talent, as startups are often able to do this despite lower pay by having an inspiring vision. Finally, it says that for a vision to be effective, it needs to be ambitious, well-articulated, widely communicated, and guide the company's actions.
This document is the April 2011 issue of Leadership Excellence magazine. It focuses on leadership development, managerial effectiveness, and organizational productivity. The issue contains several articles related to leadership, including ones on collective leadership, humble inquiry, cultivating innovation, turning vision into reality, effective simulations, why leaders fail, and coaching for engagement. The editor's note discusses the magazine's mission of promoting leadership based on constructive values, sound ethics, and timeless principles.
This newsletter discusses upcoming HRMAJ events and training opportunities. It invites members to submit papers on various HR topics for publication to increase HRMAJ's public profile and leadership in HR matters. Some suggested topics include recruiting strategies, industrial relations best practices, performance management, HR technology, productivity, and employee engagement. It also addresses whether supervisors should focus on enforcing rules or nurturing talent, arguing that supervisors must balance both responsibilities through open communication and understanding between supervisors and subordinates.
This document presents a theory about how CEO charisma affects external stakeholders outside the organization. It argues that current theories of charismatic leadership focus too narrowly on internal organizational members and processes. The theory proposes that CEO charisma influences external stakeholders through processes like managing external environments, rallying support, and engaging in political dynamics. It discusses differences between internal subordinates and external stakeholders, and how CEOs must rely more on symbolic behaviors and influence to interact with outsiders without direct authority over them. Developing an understanding of how CEO charisma impacts external stakeholders is important to more fully explain its relationship to organizational effectiveness.
Positive Leadership helps leaders excel under pressure through implementing values like excellence, confidence, and integrity. Comparing top companies for leadership to the S&P 500 shows better long-term financial results. The values of Positive Leadership can deliver desired business results when aligned with strategy, allowing leaders to win without compromising their values.
This document discusses building high performing business leadership in Scotland. [1] It highlights that leadership is linked to financial results and top performing companies outperform the S&P 500 index. [2] Positive leadership is defined by a set of core values that help guide leaders and build high performing teams. [3] Contact information is provided for those interested in learning more about how positive leadership can help organizations.
The document discusses the importance of having a clear vision for a company. It states that without a vision, efforts to professionalize a company will be futile. It also notes that a company's stated vision is important for attracting the right employees and talent, as startups are often able to do this despite lower pay by having an inspiring vision. Finally, it says that for a vision to be effective, it needs to be ambitious, well-articulated, widely communicated, and guide the company's actions.
This document is the April 2011 issue of Leadership Excellence magazine. It focuses on leadership development, managerial effectiveness, and organizational productivity. The issue contains several articles related to leadership, including ones on collective leadership, humble inquiry, cultivating innovation, turning vision into reality, effective simulations, why leaders fail, and coaching for engagement. The editor's note discusses the magazine's mission of promoting leadership based on constructive values, sound ethics, and timeless principles.
This newsletter discusses upcoming HRMAJ events and training opportunities. It invites members to submit papers on various HR topics for publication to increase HRMAJ's public profile and leadership in HR matters. Some suggested topics include recruiting strategies, industrial relations best practices, performance management, HR technology, productivity, and employee engagement. It also addresses whether supervisors should focus on enforcing rules or nurturing talent, arguing that supervisors must balance both responsibilities through open communication and understanding between supervisors and subordinates.
This document presents a theory about how CEO charisma affects external stakeholders outside the organization. It argues that current theories of charismatic leadership focus too narrowly on internal organizational members and processes. The theory proposes that CEO charisma influences external stakeholders through processes like managing external environments, rallying support, and engaging in political dynamics. It discusses differences between internal subordinates and external stakeholders, and how CEOs must rely more on symbolic behaviors and influence to interact with outsiders without direct authority over them. Developing an understanding of how CEO charisma impacts external stakeholders is important to more fully explain its relationship to organizational effectiveness.
Open innovation requires new, creative behaviors from employees. Behavioral conditioning techniques can help change behaviors and encourage open innovation, as demonstrated by Ivan Pavlov's experiments with dogs. Specifically, to promote open innovation, leaders should: 1) specify desired innovative behaviors, 2) measure the current behaviors, 3) understand why existing behaviors exist, 4) provide feedback on measurements, 5) set goals for new behaviors, and 6) reinforce employees for achieving innovation goals. Positive reinforcement of new behaviors by knowledgeable leaders can best enable open innovation.
Workshop "Positive Leadership - the leader from within"- ECPP, Amsterdam 2014Edite Amorim
Presentation for the Workshop on "Positive Leadership - the leader from within" in the European Conference of Positive Psychology. Amsterdam, July 2014.
By Edite Amorim, THINKING-BIG
(www.thinking-big.com)
The presentation provides an overview of economics by discussing:
1) Different definitions of economics from classical, modern, and neoclassical views focusing on the study of wealth, relationship between ends and scarce means, and ordinary business of life.
2) Economics as both a science and an art, concerned with both what is (positive science) and what ought to be (normative science).
3) Some basic concepts in economics including goods, utility, and their characteristics and types.
4) The uses and limitations of economic theory as well as its assumptions.
The document discusses the economics of environmental sustainability and sustainable development. It defines economics and the linkages between the economy and the environment. It discusses how production and consumption use resources and generate residuals, affecting the environment. The goal of environmental sustainability is to meet present needs without compromising the ability of future generations to meet their own needs.
This document provides information about the Principles of Economics course offered in the 2014 academic session. The course code is UECM1103/UECH1103/UECB1103 and it carries 4 credit hours. The topics to be covered include microeconomics, macroeconomics, demand and supply, elasticity, cost of production, market structure, and international business. Assessments include a report, presentation, midterm test, and final exam. Consultation hours are on Wednesdays from 2-4pm and the contact details for the lecturer are provided. Students are encouraged to work hard and pursue their dreams and discoveries.
This document provides an overview of financial markets and institutions. It begins by defining key terms like financial systems and markets. It then describes different types of financial markets including capital markets, money markets, commodity markets, and more. It also outlines various financial institutions like commercial banks, investment banks, insurance companies, and others. The document discusses how funds flow through the financial system directly and indirectly. It also touches on important concepts like asymmetric information, free rider problems, and how financial development relates to economic growth. Finally, it introduces Minsky's financial instability hypothesis and how periods of stability can lead to increased risk-taking and potential financial crises.
The document defines economics as the study of how societies employ scarce resources to produce goods and services to satisfy wants. It notes that economics examines how individuals act as consumers, sellers, producers, employees, and employers and how a nation allocates its resources through economic activities like consumption, production, and distribution. The document also provides brief definitions and examples of statistics and how statistics are used in economics to systematically present facts, summarize data, formulate policies, and predict trends.
The document provides an overview of key economic concepts including:
1) Economics is defined as the study of how people use limited resources to fulfill unlimited wants. It involves choices under scarcity.
2) Microeconomics studies individual units like households and firms. Macroeconomics looks at the whole economy in terms of outputs, prices, and employment.
3) The production possibilities frontier (PPF) curve shows the maximum combinations of two goods an economy can produce with full employment of resources. Points inside the curve are attainable but inefficient, while points outside are unattainable.
The document traces the evolution of definitions of economics from Adam Smith in 1776 to A.C. Dhas in 2011. It analyzes the wealth, welfare, scarcity, and growth definitions of Smith, Marshall, Robbins, and Samuelson respectively. The modern definition by Dhas takes into account choices made by individuals and societies under conditions of both scarcity and surplus to maximize benefits through production and consumption. The core concepts that economics focuses on are choice-making and optimizing given resources to achieve growth over time.
The document defines economic terms. It was written by Saurabh Mandal and references two online sources for economic definitions - The Economist and The Economic Times of India. The document aims to explain key terms and concepts in economics.
Economics has been defined in several ways throughout history. Early definitions focused on wealth and the invisible hand. Later definitions emphasized welfare, scarcity, and growth. Modern definitions view economics as the study of how people allocate scarce resources to meet unlimited wants. It analyzes the costs and benefits of improving how resources are distributed for current and future consumption.
This document discusses key concepts in economics including:
1. It defines economics as the study of how scarce resources are used to satisfy unlimited human wants.
2. It illustrates the production possibility curve to show the tradeoffs between producing different goods with limited resources.
3. It provides an overview of different economic systems and how resources are allocated in each.
The document discusses different ways of measuring unemployment and types of unemployment. It provides statistics on unemployment in the UK compared to other countries. Key points include:
1) There are different ways to measure unemployment, including the claimant count and labour force survey.
2) There are different types of unemployment, such as frictional, structural, cyclical, and real wage unemployment.
3) Unemployment imposes economic and social costs, including lost output and increased poverty and health issues. It also negatively impacts businesses and increases government spending.
How do economic systems answer the basic economic questionsklgriffin
The document discusses four main types of economic systems: traditional, command, market, and mixed. It defines each system and answers three basic economic questions (what to produce, how to produce, and for whom to produce) for each system type. Most countries today utilize a mixed market system that incorporates elements of both market and command economies.
1. Economics can be defined in several ways including as the science of wealth, welfare, scarcity, and growth and development.
2. Originally defined by Adam Smith as the science of wealth, focusing on the production and distribution of material goods. Later definitions broadened the scope to include welfare.
3. Current definitions often frame economics as the study of how societies allocate scarce resources to meet unlimited wants, known as the science of scarcity. However, this definition fails to explain some economic phenomena like unemployment.
Economics is the study of how individuals and societies make decisions about using scarce resources to fulfill wants and needs. It can be studied at the macro level of whole economies or micro level of individual decision making. Resources are limited so choices must be made between alternatives, which involves tradeoffs. Production requires factors of land, labor, capital and entrepreneurship to transform inputs into goods and services. Firms aim to maximize profits by equating their marginal costs with marginal revenues from sales. Different economic systems approach these decisions in various ways such as traditional economies based on custom, command economies controlled by the government, and free market economies driven by supply and demand.
An Introduction To Positive Leadership LimitedGraham Watson
1) Leadership is critical to business success and helps create more economic value, but many organizations lack leaders who can achieve their full potential.
2) Positive Leadership has developed an approach to leadership that optimizes performance by aligning business strategy with values, allowing leaders to deliver high performance even under pressure.
3) Their approach helps leaders excel under pressure through a focus on developing the right behaviors and constant evaluation of performance.
This document discusses several theories of leadership and traits that differentiate leaders from non-leaders. It describes traits like ambition, honesty, and self-confidence. However, it notes that no universal traits always predict leadership. Behavioral theories propose that specific behaviors, not inherent qualities, distinguish leaders. Theories discussed include Fiedler's contingency model, situational leadership, and path-goal theory. These theories assume leadership style is determined by situational factors and can be adapted to fit the situation.
Culture Slides Breaking The Chains Of Culture Building Trust In Individua...guesta4eeb5
This set of slides covers the material in the book Breaking the Chains of Culture - Building Trust in Individuals, Teams, and Organziations. The book was written by George Vukotich, Ph.D.
The document discusses key concepts related to organizational development, human resource development, and employee engagement. It defines alignment, dovetail joints, vision and mission statements. It also outlines drivers of employee engagement like involvement in decision making and development opportunities. The overall topics covered include organizational culture, career development, training, and creating an engaged workforce through HRD alignment.
Keynote for senior managers of Novartis on how to influence people and strategies ethically and effectively in matrix organisations and networks / collaborations. Includes latest research from social psychology, neuroscience and behavioral economics. June 2011.
Leadership ideas for HR PROFESSIONALS .
In This presentations essential and vital leadership concepts are outlined.
if you like it least you could do i s to share so please and share it
Leaders are readers and readers are only leaders.Therefore please read my latest e book in amazon.com.amazon.in.The Invisible hand -How to reward employees...
Leadership is not about leader it has followers' influence, and situations and leader's own personality.
how to grip these ? read here
A good leader must have courage ,conviction, and clarity of the vision besides sound knowledge, and wisdom.People rally around leaders because of trust
Open innovation requires new, creative behaviors from employees. Behavioral conditioning techniques can help change behaviors and encourage open innovation, as demonstrated by Ivan Pavlov's experiments with dogs. Specifically, to promote open innovation, leaders should: 1) specify desired innovative behaviors, 2) measure the current behaviors, 3) understand why existing behaviors exist, 4) provide feedback on measurements, 5) set goals for new behaviors, and 6) reinforce employees for achieving innovation goals. Positive reinforcement of new behaviors by knowledgeable leaders can best enable open innovation.
Workshop "Positive Leadership - the leader from within"- ECPP, Amsterdam 2014Edite Amorim
Presentation for the Workshop on "Positive Leadership - the leader from within" in the European Conference of Positive Psychology. Amsterdam, July 2014.
By Edite Amorim, THINKING-BIG
(www.thinking-big.com)
The presentation provides an overview of economics by discussing:
1) Different definitions of economics from classical, modern, and neoclassical views focusing on the study of wealth, relationship between ends and scarce means, and ordinary business of life.
2) Economics as both a science and an art, concerned with both what is (positive science) and what ought to be (normative science).
3) Some basic concepts in economics including goods, utility, and their characteristics and types.
4) The uses and limitations of economic theory as well as its assumptions.
The document discusses the economics of environmental sustainability and sustainable development. It defines economics and the linkages between the economy and the environment. It discusses how production and consumption use resources and generate residuals, affecting the environment. The goal of environmental sustainability is to meet present needs without compromising the ability of future generations to meet their own needs.
This document provides information about the Principles of Economics course offered in the 2014 academic session. The course code is UECM1103/UECH1103/UECB1103 and it carries 4 credit hours. The topics to be covered include microeconomics, macroeconomics, demand and supply, elasticity, cost of production, market structure, and international business. Assessments include a report, presentation, midterm test, and final exam. Consultation hours are on Wednesdays from 2-4pm and the contact details for the lecturer are provided. Students are encouraged to work hard and pursue their dreams and discoveries.
This document provides an overview of financial markets and institutions. It begins by defining key terms like financial systems and markets. It then describes different types of financial markets including capital markets, money markets, commodity markets, and more. It also outlines various financial institutions like commercial banks, investment banks, insurance companies, and others. The document discusses how funds flow through the financial system directly and indirectly. It also touches on important concepts like asymmetric information, free rider problems, and how financial development relates to economic growth. Finally, it introduces Minsky's financial instability hypothesis and how periods of stability can lead to increased risk-taking and potential financial crises.
The document defines economics as the study of how societies employ scarce resources to produce goods and services to satisfy wants. It notes that economics examines how individuals act as consumers, sellers, producers, employees, and employers and how a nation allocates its resources through economic activities like consumption, production, and distribution. The document also provides brief definitions and examples of statistics and how statistics are used in economics to systematically present facts, summarize data, formulate policies, and predict trends.
The document provides an overview of key economic concepts including:
1) Economics is defined as the study of how people use limited resources to fulfill unlimited wants. It involves choices under scarcity.
2) Microeconomics studies individual units like households and firms. Macroeconomics looks at the whole economy in terms of outputs, prices, and employment.
3) The production possibilities frontier (PPF) curve shows the maximum combinations of two goods an economy can produce with full employment of resources. Points inside the curve are attainable but inefficient, while points outside are unattainable.
The document traces the evolution of definitions of economics from Adam Smith in 1776 to A.C. Dhas in 2011. It analyzes the wealth, welfare, scarcity, and growth definitions of Smith, Marshall, Robbins, and Samuelson respectively. The modern definition by Dhas takes into account choices made by individuals and societies under conditions of both scarcity and surplus to maximize benefits through production and consumption. The core concepts that economics focuses on are choice-making and optimizing given resources to achieve growth over time.
The document defines economic terms. It was written by Saurabh Mandal and references two online sources for economic definitions - The Economist and The Economic Times of India. The document aims to explain key terms and concepts in economics.
Economics has been defined in several ways throughout history. Early definitions focused on wealth and the invisible hand. Later definitions emphasized welfare, scarcity, and growth. Modern definitions view economics as the study of how people allocate scarce resources to meet unlimited wants. It analyzes the costs and benefits of improving how resources are distributed for current and future consumption.
This document discusses key concepts in economics including:
1. It defines economics as the study of how scarce resources are used to satisfy unlimited human wants.
2. It illustrates the production possibility curve to show the tradeoffs between producing different goods with limited resources.
3. It provides an overview of different economic systems and how resources are allocated in each.
The document discusses different ways of measuring unemployment and types of unemployment. It provides statistics on unemployment in the UK compared to other countries. Key points include:
1) There are different ways to measure unemployment, including the claimant count and labour force survey.
2) There are different types of unemployment, such as frictional, structural, cyclical, and real wage unemployment.
3) Unemployment imposes economic and social costs, including lost output and increased poverty and health issues. It also negatively impacts businesses and increases government spending.
How do economic systems answer the basic economic questionsklgriffin
The document discusses four main types of economic systems: traditional, command, market, and mixed. It defines each system and answers three basic economic questions (what to produce, how to produce, and for whom to produce) for each system type. Most countries today utilize a mixed market system that incorporates elements of both market and command economies.
1. Economics can be defined in several ways including as the science of wealth, welfare, scarcity, and growth and development.
2. Originally defined by Adam Smith as the science of wealth, focusing on the production and distribution of material goods. Later definitions broadened the scope to include welfare.
3. Current definitions often frame economics as the study of how societies allocate scarce resources to meet unlimited wants, known as the science of scarcity. However, this definition fails to explain some economic phenomena like unemployment.
Economics is the study of how individuals and societies make decisions about using scarce resources to fulfill wants and needs. It can be studied at the macro level of whole economies or micro level of individual decision making. Resources are limited so choices must be made between alternatives, which involves tradeoffs. Production requires factors of land, labor, capital and entrepreneurship to transform inputs into goods and services. Firms aim to maximize profits by equating their marginal costs with marginal revenues from sales. Different economic systems approach these decisions in various ways such as traditional economies based on custom, command economies controlled by the government, and free market economies driven by supply and demand.
An Introduction To Positive Leadership LimitedGraham Watson
1) Leadership is critical to business success and helps create more economic value, but many organizations lack leaders who can achieve their full potential.
2) Positive Leadership has developed an approach to leadership that optimizes performance by aligning business strategy with values, allowing leaders to deliver high performance even under pressure.
3) Their approach helps leaders excel under pressure through a focus on developing the right behaviors and constant evaluation of performance.
This document discusses several theories of leadership and traits that differentiate leaders from non-leaders. It describes traits like ambition, honesty, and self-confidence. However, it notes that no universal traits always predict leadership. Behavioral theories propose that specific behaviors, not inherent qualities, distinguish leaders. Theories discussed include Fiedler's contingency model, situational leadership, and path-goal theory. These theories assume leadership style is determined by situational factors and can be adapted to fit the situation.
Culture Slides Breaking The Chains Of Culture Building Trust In Individua...guesta4eeb5
This set of slides covers the material in the book Breaking the Chains of Culture - Building Trust in Individuals, Teams, and Organziations. The book was written by George Vukotich, Ph.D.
The document discusses key concepts related to organizational development, human resource development, and employee engagement. It defines alignment, dovetail joints, vision and mission statements. It also outlines drivers of employee engagement like involvement in decision making and development opportunities. The overall topics covered include organizational culture, career development, training, and creating an engaged workforce through HRD alignment.
Keynote for senior managers of Novartis on how to influence people and strategies ethically and effectively in matrix organisations and networks / collaborations. Includes latest research from social psychology, neuroscience and behavioral economics. June 2011.
Leadership ideas for HR PROFESSIONALS .
In This presentations essential and vital leadership concepts are outlined.
if you like it least you could do i s to share so please and share it
Leaders are readers and readers are only leaders.Therefore please read my latest e book in amazon.com.amazon.in.The Invisible hand -How to reward employees...
Leadership is not about leader it has followers' influence, and situations and leader's own personality.
how to grip these ? read here
A good leader must have courage ,conviction, and clarity of the vision besides sound knowledge, and wisdom.People rally around leaders because of trust
Oklahoma State University Customer Service Training 2011Rhett Laubach
This document summarizes an executive briefing on creating a service quality culture at Oklahoma State University. The briefing discusses why it is important to focus on what stakeholders want and establish clear service expectations. Leadership must communicate these expectations to create a service quality culture where OSU connects with people on emotional and rational levels, creating advocates for the university. Research shows that poor student service is a leading reason why students leave universities. The briefing proposes strategies for improving service quality and managing stakeholder experiences.
Post-Conference presentation at the Predictive Modeling Summit held in Washington DC.
This talk focuses on applying behavioral economic principles to devise behavioral interventions and simulating such behavioral interventions using predictive modeling and agent-based simulation tools to provide managed care professionals and healthcare policy makers with a unique set of tools and techniques to address some of the critical issues of user adoption and controlling healthcare costs. In this talk, I examine the basic principles of behavioral economics, how it can be applied to devise behavioral interventions in the managed care area, and how to develop simulation models to understand the implications before testing and rolling out these interventions.
Shaping the Shoreline & Managing the Tide: Building a Feedback Culture with D...Christopher Conroy
The process of applying constructive feedback presents a significant learning curve for managers of all stripes. While an approach to management through radical candor has provided a powerful framework for building thoughtful teams ready to engage in the rigor of high achievement, a significant challenge is still presented to those whose roles are defined more so by driving changes to operations rather than managing a particular function.
Our modern economy demands that we train more and more managers to adopt the mindset, demeanor, and skills of great change managers in addition to project management or traditional management skills. No longer are managers asked to simply adopt a post within a hierarchy and lead teams with skills and a mission bound by a traditional functional role. Today, more managers are being asked to bring together diverse stakeholder constituencies to execute infrequent projects with high stakes outcomes, many of which call for organizations -- or associations of organizational leaders with competing interests -- to make critical changes to their operations and, subsequently, aspects of their culture.
In these environments, managers like us have significant constraints on their time, capacity to build reciprocal relationships, and authority over individual actors. Yet, at the same time, we are required to persuasively communicate the need for changes that will affect the long-term outcomes for our colleagues and our organizations. This requires the capacity for managers to master a feedback process in which they listen, seek to clarify and understand their colleagues, while also offering a compelling argument for the adoption of a new direction or set of practices. This process requires managers who can exemplify excellence in culture-building as well as providing feedback with individual members. We call this process managing "The Tide".
Focused properly, leadership charisma fosters an environment where every one of your people has a positive and energetic attitude, is emotionally and intellectually committed to your vision, and is inspired to contribute his or her very best. Watch this 60 minute webinar and learn how any leader can become more personally charismatic - and how any leader can harness that charisma to achieve superior bottom-line results for their businesses.
What You Will learn:
The impact of Leadership on Employee Engagement
Six Critical Behaviors of Engaging & Productive Leaders
Key Drivers of Individual Performance
The document discusses factors that attract and retain employees. It describes how Gallup identified 12 key questions through extensive research. These questions measure core elements like knowing what is expected at work, having necessary materials, and receiving recognition. The exact wording of the questions is important for accurately assessing an organization's ability to attract and retain top talent.
The document provides an overview of leadership theories and definitions of leadership. It discusses various perspectives on leadership, from great man theory to situational theory. It also examines definitions of leadership from different authors, such as Peter Drucker defining a leader as someone with responsibility and followers. The document summarizes that leadership is an interpersonal influence process between leaders and followers to achieve mutual goals and intended real change through non-positional forms of influence.
The document discusses management, being proactive, and proactive actions. It defines management as working with resources to achieve organizational objectives through planning, organizing, leading and controlling. It defines proactive actions as intended to cause changes rather than just reacting to change. It says being proactive means taking conscious control over your life, setting goals and working to achieve them, instead of just reacting to events. The document also includes a personality test and discusses unique selling points of a hotel spa.
The document summarizes a model for measuring and improving organizational culture called the Carlson Marketing Positive Engagement Model. It describes six elements that are essential for building employee engagement: achievement, mastery, connection, well-being, appreciation, and innovation. The model is used to develop an assessment tool called the Echo Survey that measures these six elements of engagement. The document then provides an example of how one organization used the Echo Survey and follow-up activities to identify opportunities to improve engagement in the areas of mastery and innovation.
Navigate towards engagement culture in organisationTan Hok Eng
The document discusses developing an engagement culture in organizations. It argues that engagement requires aligning employee values and goals with the company's vision, strategy, and expectations. An engaged workforce is important for business success but currently only 31% of global employees are engaged. The document recommends coaching as a powerful tool to facilitate engagement. It provides a structured model with four directions and three dimensions to develop engagement at the personal, team, and organizational levels.
60 % of company`s market value is attributable to corporate reputation. Where is the role of CEO in the proces of building, maintaining and recovering corporate reputation?
What I've learned about Culture Transformation...Marcus Wadds
The document discusses organizational culture, engagement, and the impact of leadership on culture transformation. It notes that culture is the shared behaviors, beliefs, and expectations that define an organization. Engagement refers to the commitment of individuals to sustain business performance. The key points are that culture matters most during difficult times, leaders stand within the existing culture and have two choices to either harness existing agreement or allow unknown forces to continue, and that culture flows from the top down as well as from empowered front line employees infecting the organization upwards.
The document discusses the importance of leadership in business. It defines leadership and outlines why it is needed, including providing direction, motivating employees, and achieving organizational goals. Effective leadership traits include emotional stability, dominance, enthusiasm, and intuition. Leaders must have a vision, commit to the mission and employees, take responsibility for outcomes, assume risks, and accept recognition. Without strong leadership at the top, a business can lose customers, money, employees, and even fail.
Similar to Positive Leadership Presentation for Healthy Working Lives (20)
Graham Watson has been appointed the new Chairman of Tennis Scotland. He brings extensive business and sports governance experience from roles like CEO of Carnegie Sports International and co-founding the charity Winning Scotland Foundation. Graham was appointed following a thorough recruitment process and will formally take over the role from outgoing Chairman Scott Martin on January 1st. Graham aims to develop tennis and make it accessible to people of all ages and abilities across Scotland, in partnership with organizations like the LTA. Scott Martin expressed confidence that Graham and Tennis Scotland will continue the organization's growth and success.
Covid-19: Responding to the crisis - a leader's handbookGraham Watson
This document summarizes the key findings from facilitated video conference networking sessions with over 20 CEOs and senior executives from various countries and sectors. Some of the main findings included:
1) Internal ways of working have changed, with different roles coming to the fore, productivity increasing in some cases, and it being harder to gauge employee morale without in-person interactions.
2) Doing business externally has become more difficult, with less opportunities for chance interactions and relationship building. Remote negotiations and business development also present new challenges.
3) Innovation is happening rapidly as companies find new ways to use technology, automate processes, and reconfigure operations in response to the crisis. Both structured and unstructured innovation is occurring.
Leading virtual teams in times of disruptionGraham Watson
The document discusses best practices for leading virtual teams during times of disruption. It recommends encouraging more open information sharing to help bond team members. It also suggests using experience sampling apps to take the emotional temperature of virtual teams and detect any outliers. While introverts can work well alone, including extraverts on teams can help maintain connections. Leaders should take advantage of opportunities for face-to-face meetings to rebuild social bonds weakened by virtual interactions.
Leadership in a crisis responding to the coronavirus outbreakGraham Watson
What leaders need during a crisis is
not a predefined response plan but
behaviours and mindsets that will prevent
them from overreacting to yesterday’s
developments and help them look ahead.
AGM Transitions challenges for our clients in 2017Graham Watson
Career strategies need to be more adaptable to change. Messaging must clearly express one's skills and fit with target opportunities and organizations. Successfully operating across borders requires additional focus given political pressures. Succession planning is crucial for business continuity as leaders must retain knowledge and strengthen relationships through leadership transitions. Reputations must be proactively managed, and social media presence is now essential, as careers are increasingly shaped by online profiles and networks.
CoachCorp is a free corporate programme run by Sport and Recreation New Zealand that places employees from participating companies as coaches, managers, and officials for community sports teams over a 10-14 week season. The programme provides benefits for employees, children, and sports organizations. For employees, it improves leadership, teamwork, and communication skills while allowing them to give back through increased physical activity. Children gain greater access to sports and positive role models. Sports organizations benefit from more volunteers and the discovery of new coaching talent each year.
Positive Leadership Limited - The Game Plan for Winning Outline of Keynote ...Graham Watson
The document outlines the key aspects of positive leadership needed to win. It discusses how leadership strategy and business strategy interact, and how leadership based on strong character and values is essential for sustained success. It advocates developing talent and building effective teams to achieve goals, as well as cultivating mental toughness, confidence, and excellence under pressure. The overall message is that aligning values with business value through positive leadership enables organizations to generate superior returns, even in high pressure situations.
Positive Leadership Limited is a company focused on leadership development with an email address of graham.watson@positiveleadership.co.uk and a Twitter handle of @posleadership. The document provides contact information for Positive Leadership Limited and its representative Graham Watson.
Graham Watson is the Chief Executive of Positive Leadership Limited, a strategic leadership and corporate finance advisory firm. He has over 30 years of experience in corporate finance, business strategy, and leadership development. He has worked with companies across various sectors in the UK, US, and internationally.
Positive Leadership Limited is a company focused on leadership values, performance, and maximizing value. Their website is www.positiveleadership.co.uk.
Understanding the Quality and Functions of the Golfer-Caddie relationshipGraham Watson
The document summarizes research on the golfer-caddie relationship. It discusses:
1) Twelve professional golfers and caddies were interviewed to understand the nature and quality of their relationships and how it impacts performance.
2) Relationship development varied, but most golfers adapted to a new caddie within a few weeks while caddies took up to a week. Longer relationships were seen as most successful due to strong ties and understanding developed over time.
3) Caddie experience and pre-existing family relationships helped accelerate relationship development for partnerships with less time. The interviews explored relationship quality, maintenance, and the link to performance.
Graham Watson is an expert in corporate finance, business strategy, and leadership development. He has over 25 years of experience advising boards and leading transactions worth over £1.5 billion. He currently runs Positive Leadership Limited, which provides strategic leadership and corporate finance advisory services.
Mary Meeker's 2014 Internet Trends report outlines key trends in internet usage and technology. Global internet and mobile users continue to grow rapidly, especially in developing markets, while mobile data traffic is accelerating. Tablet unit growth remains strong at 52% annually. Mobile advertising spending is growing quickly and now accounts for 11% of total internet advertising. Cyber threats are also intensifying. The report provides updates on technology stocks, venture capital funding levels, and trends in education costs and outcomes in the United States.
This report examines why Scottish golfers have been largely absent from the top of world golf rankings. It finds that Scottish golfers often set goals that are too low and don't work hard enough on the right aspects of their game. They are also often ill-prepared for the demands of professional golf. The report recommends a 'no limits' pilot project to help elite Scottish golfers set higher goals and develop a winning mindset needed to consistently compete at the highest levels of professional golf.
Graham Watson is the Chief Executive of Positive Leadership Limited, a strategic leadership and corporate finance advisory firm. He has over 25 years of experience in corporate advisory roles. Previously, he was a corporate finance partner with Deloitte for 10 years and has founded and led other strategic advisory firms. He has a broad international network and provides strategic leadership consulting, mergers and acquisitions advisory, and executive coaching services to clients.
The International Coach Federation (ICF) is the leading global organization for professional coaching with over 22,000 members across 111 countries. The ICF works to advance the field of coaching through setting high standards, providing certification, and building an international network. There are currently over 9,300 coaches worldwide who hold one of three ICF credentials. The United States has the highest number of credentialed coaches with over 3,900, followed by Spain, Sweden, and the United Kingdom. Membership in the ICF has grown substantially since its founding in 1995 and now represents coaches on every inhabited continent.
This document discusses lessons that business leaders can learn from Olympic and Paralympic athletes to achieve exceptional and consistent results even under pressure. It argues that exceptional leadership is attainable for anyone and outlines attributes like guts, determination, teamwork, focus, practice, and self-belief that are shared by great athletes and business leaders. The document provides tips for leaders such as setting meaningful goals, focusing on strengths, recruiting the right talent, and sharing best practices in order to "medal" or succeed each day.
Global Management Challenge in ScotlandGraham Watson
The Global Management Challenge (GMC) is an annual global strategy competition involving over 480,000 university students and company managers in over 40 countries. It was created by researchers at Strathclyde University to simulate running a manufacturing company, with the goal of achieving the highest stock price. GMC gives corporate partners opportunities to identify and recruit talented students by sponsoring teams and working with them throughout the competition. Students benefit from challenging themselves in a realistic business environment, developing skills like leadership, teamwork, and financial modeling.
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
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The Steadfast and Reliable Bull: Taurus Zodiac Signmy Pandit
Explore the steadfast and reliable nature of the Taurus Zodiac Sign. Discover the personality traits, key dates, and horoscope insights that define the determined and practical Taurus, and learn how their grounded nature makes them the anchor of the zodiac.
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...BBPMedia1
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
Profiles of Iconic Fashion Personalities.pdfTTop Threads
The fashion industry is dynamic and ever-changing, continuously sculpted by trailblazing visionaries who challenge norms and redefine beauty. This document delves into the profiles of some of the most iconic fashion personalities whose impact has left a lasting impression on the industry. From timeless designers to modern-day influencers, each individual has uniquely woven their thread into the rich fabric of fashion history, contributing to its ongoing evolution.
Starting a business is like embarking on an unpredictable adventure. It’s a journey filled with highs and lows, victories and defeats. But what if I told you that those setbacks and failures could be the very stepping stones that lead you to fortune? Let’s explore how resilience, adaptability, and strategic thinking can transform adversity into opportunity.
During the budget session of 2024-25, the finance minister, Nirmala Sitharaman, introduced the “solar Rooftop scheme,” also known as “PM Surya Ghar Muft Bijli Yojana.” It is a subsidy offered to those who wish to put up solar panels in their homes using domestic power systems. Additionally, adopting photovoltaic technology at home allows you to lower your monthly electricity expenses. Today in this blog we will talk all about what is the PM Surya Ghar Muft Bijli Yojana. How does it work? Who is eligible for this yojana and all the other things related to this scheme?
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
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The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...APCO
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women MagazineCIOWomenMagazine
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3. HWL Overall Goal
Healthy Well Managed
Engaged Organisations
Workforces
•High Performing Resilient Workforce
•Enhances Productivity
Contributing to:
•A Well Functioning Society
•Better Economic Performance
4. HWL Business Case
• Enhanced reputation for organisation and higher
level of client satisfaction
• Reduction in sickness absence/ improved
attendance and staff turnover
• More motivated and productive workforce
• Increased sales and/ or production
• Reduction in number of accidents at work
5. Aims of Event
• Consider the lessons of research on the impact of
leader behaviour on employee health
• Introduce delegates to the Values of Positive
Leadership™
• Review the impact of a selection of the Values of
Positive Leadership™ on leader behaviour
• Illustrate how the Positive Leadership approach can
help you build a high performing workplace where
employee motivation and job satisfaction is also high
7. Gavin Hastings OBE
• 61 Caps for Scotland – Captain on 20 Occasions
• Captain of The British & Irish Lions 1993
• Inducted into the International Rugby Hall of Fame 2003
• Director of Positive Leadership Limited
11. The costs of bad
bosses are HUGE
• To employees
• To the business
12. The Effect of Bad Bosses
Employees with ‘abusive’ bosses are more likely
than others to:
Slow down or make errors on purpose (30% v 6%)
Hide from their bosses (27% v 4%)
Not put in maximum effort (33% v 9%)
Take sick time when they are not sick (29% v 4%)
Abused employees are three times LESS likely to make
suggestions or go out of their way to fix workplace problems
University of Florida research
13. 1/6 of Scotland‟s workforce experience
a mental health problem
Cost to Scotland‟s employers = £2m per
day
Cost of sickness absence in UK Civil
Service c£890 per staff member per
year
Stress costs (health care, missed work)
more than $300 billion pa in USA
14. RESEARCH CONCLUSIONS
BAD LEADERSHIP
• INCREASES HEART DISEASE
• PROMOTES MUSCULOSKELETAL
PAIN
• FOSTERS SICK LEAVE
• INCREASES ANXIETY AND
DEPRESSION
• LEADS TO STRESS OR EVEN
BURNOUT
17. IN THE USA BETWEEN 1998 AND
2010, THE AVERAGE ANNUAL
RETURN ON THE S&P 500 WAS
3.83%.
THE AVERAGE ANNUAL RETURN
ON THE „GREAT WORKPLACE‟
COMPANIES WAS 10.06%.
18. IN THE TOP 5% OF BUSINESS
UNITS FOR EMPLOYEE
ENGAGEMENT, 71% HAVE
ABOVE AVERAGE
PERFORMANCE COMPARED
TO JUST 29% FOR THOSE
WITH EMPLOYEE
ENGAGEMENT IN THE
BOTTOM 5%.
19. GOOD LEADERSHIP IS
ASSOCIATED WITH A 27%
REDUCTION IN SICK LEAVE AND A
46% REDUCTION IN DISABILITY
PENSIONS.
EMPLOYEES WITH GOOD
LEADERSHIP ARE 40% MORE
LIKELY TO BE IN THE HIGHEST
CATEGORY OF PSYCHOLOGICAL
WELL-BEING.
20. RESEARCH CONCLUSIONS
POSITIVE
LEADERSHIP
(BEHAVIOURS NOT STYLE)
• REDUCES SICK LEAVE
• INCREASES ATTENDANCE
• REDUCES ANXIETY, DEPRESSION,
STRESS AND BURNOUT
21. THERE IS A CLEAR
RELATIONSHIP
BETWEEN LEADER
BEHAVIOURS AND
EMPLOYEE HEALTH,
WHICH IS A PRE-
REQUISITE FOR GOOD
PERFORMANCE.
22. A LEADER‟S
BEHAVIOUR HAS THE
GREATEST IMPACT
ON PERFORMANCE
WHEN IT IS
UPBEAT.
GOLEMAN, BOYATZIS, MCKEE
23. THE TOP 10
LEADERSHIP
BEHAVIOURS
ESSENTIAL TO ALL
(ACCORDING TO THE
HEALTH FOUNDATION)
ARE:
24. 1. IDENTIFIES AND NURTURES TALENT
2. CAPITALISES ON AVAILABLE TALENT
3. MATCHES DEEDS TO WORDS
4. INSPIRES FOLLOWERSHIP
5. COMMITTED TO INNOVATION
6. UNITES STAFF AROUND THE VISION
7. PERSPECTIVE
8. FACILITATES ACCOUNTABILITY
9. CELEBRATES SUCCESS
10.COMMUNICATES WELL
25. The UK’s 100 ‘most
trusted’ organisations
enjoy a 40% difference in
their financial returns
over their nearest
competitors.
Best Workplaces UK 2011
27. THE TOP WAYS TO FIND JOY AT WORK
• IDENTIFY LONG TERM PERSONAL PURPOSE
• BE AN ENTREPRENEUR FROM ANYWHERE
• DISCUSS THE IDEA INFORMALLY TO FIND OTHERS
FEELING THE SAME WAY
• GET A „BIG NAME‟ TO ENDORSE GIVING IT A TRY
• NEGOTIATE OUT OF DEMANDS THAT DON‟T CONTRIBUTE
TO THE GOAL
• FIND EVERY SUPPORTER A TASK, NO MATTER HOW
SMALL
• WIDEN THE CIRCLE OF THE INFORMED
• REMAIN POSITIVE
• KEEP COMMUNICATING AND COORDINATING
• SHARE THE JOY OF SUCCESS TO MULTIPLY THE
BENEFITS
28. The greatest danger
for most of us
is not that our aim is
too high
and we miss it,
but that it is
too low
and we reach it.
Michelangelo
29. THE FUTURE
BELONGS TO LEADERS
WHO WANT TO WIN,
WITHOUT EVER
LOSING TRACK OF
THEIR OWN VALUES.
34. Being aware of
yourself and how
you affect everyone
around you is what
distinguishes a
superior leader.
35. “Groups become great only when
everyone in them, leaders and
members alike, is free to do his or
her absolute best.”
“The best thing a leader can do for a
Great Group is to allow its
members to discover their
greatness.”
Organising Genius / Warren Bennis
and Patricia Ward Biederman
61. THE VALUES OF POSITIVE
LEADERSHIP™ :
• CAN BE LEARNED
• CAN STAND ALONE
• CARRY CONSEQUENCES
• ARE THE FOUNDATION OF
LEADERSHIP (ONCE LEARNED,
PRACTICE AND APPLY)
63. VISION
• VISION BEGINS WITH ONE PERSON
BUT IS ACCOMPLISHED BY MANY
• TODAY‟S ACTIONS BUILD
TOMORROW‟S ORGANISATIONS
• IF PEOPLE DISAGREE WITH THE
VISION, IT IS OFTEN BECAUSE
THEY HAVE A PROBLEM WITH THE
PERSON WHO CAST IT!
65. OPENNESS &
COMMUNICATION
• SEEK FIRST TO UNDERSTAND AND
THEN TO BE UNDERSTOOD
• LISTENING BEATS TALKING
• THIS IS THE CENTRAL PROCESS
AND TOOL FOR TRANSACTING THE
RESPONSIBILITIES OF LEADERSHIP
84. DEBRIEFING
•What was the intent?
•What actually happened?
•What was learned?
•What do we do now?
THROUGHOUT THE
PERFORMANCE CYCLE!
85.
86. PERFORMING AT YOUR
BEST UNDER PRESSURE
1.Dream.
2.Be prepared to overcome the
odds.
3.Transform desire into will.
87. PERFORMING AT YOUR
BEST UNDER PRESSURE
4. Trust your brain, keep it
simple and stay positive.
5. Stay in the now and be in
the process.
6. Manage your emotions and
thoughts.
88. PERFORMING AT YOUR
BEST UNDER PRESSURE
7. Keep Your Motivation Pure.
8. Let acceptance and faith
conquer fear.
9. Build confidence and win.
10. Perform under pressure.
90. EXCELLENCE/Five Or Less
Words To The Wise
4 most important words: “How can I
help?”
2 most important words: “Thank you!”
2 most important words: “I‟m sorry.”
5 most important words: “Did you tell
the customer?”
91. EXCELLENCE/Five Or Less
Words To The Wise
2 most important words: “Good try!”
3 most important words: “At your service.”
4 most important words: “How are we doing?”
4 most important words: “How was Mary‟s
recital?”
2 most important words: “Let‟s party!”
92. EXCELLENCE/Five Or Less
Words To The Wise
1 most important word: “Yes.”
4 most important words: “Thank Jim in
accounting.”
2 most important words: “Great smile!”
1 most important word: “Wow!”
1 most important word:
“EXCELLENT!”