Principle mastery of leadership revisedPiseth Kham
This document provides information about a two-day training program called "Principle Mastery of Leadership" aimed at helping participants improve their leadership skills. The training will be held on March 16-17, 2013 and will focus on developing core leadership values, influence, communication skills, and maintaining a balanced life. It is designed for business owners, managers, and others seeking to advance their careers and relationships through strengthened leadership abilities.
This document advertises and provides details about a 2-day leadership training program hosted by PM Leadership. The training will help participants improve leadership skills, gain influence without a title, achieve work-life balance, and leave a legacy. It will be led by Kham Piseth, president of PM Leadership, and uses techniques like presentations, group discussions, videos and exercises. The training aims to help participants realize their potential as leaders and apply principles of effective communication and 360-degree leadership.
Denver Coach Federation Newsletter February 2012 ICF Colorado
The document provides information about an upcoming meeting of the Denver Coach Federation (DCF) in February 2012. It includes a message from the DCF President, details about the main speaker and topic of "Storytelling for Coaches", announcements of special interest group meetings before the general meeting, a call for volunteers, and information about DCF membership and resources. The overall purpose is to inform DCF members about the February meeting and encourage participation in the organization.
Personal Leadership Effectiveness ebookAndrew Rauch
This document discusses the importance of personal leadership effectiveness and character-driven principles. It introduces 10 foundational principles called MAXIMIZERS that can enhance personal leadership. These principles provide a "lifetime operating system" to maximize success and significance. The document questions common definitions of success based solely on power, prosperity, position, prestige or pleasure, arguing a balanced and values-driven approach is needed. It invites the reader to learn more about applying these principles to transform their leadership.
The document outlines an agenda for a middle leaders workshop on management and leadership. The workshop will cover defining management and leadership, categorizing their roles, and discussing the eight habits of highly effective managers and leaders according to Stephen Covey, including being proactive, beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand then to be understood, synergizing, sharpening the saw, and finding your voice. The goal is to help participants learn how improving their skills in these areas can positively impact their own lives as well as their colleagues and students.
What does it mean to be a diversity leader? Over the past several years, diversity has been a hot topic. However, as times change,
and business challenges increase, the term has become a stale reference to check off a list of politically correct requirements.
As leaders in diversity, we are challenged to educate, energize, and excite our organization around diversity initiatives. These
initiatives build the foundation of creativity, innovation, and transformative results. Diversity and Inclusion leaders are key players
on the executive leadership team with the specific responsibility for ensuring that human resources are honored, embraced,
and ready to contribute great value. Diversity and Inclusion leaders are trusted advisors that fundamentally create strategies that
result in corporate cultural transformations to effectively support the mission and vision of the organization. To continue to be
successful and safeguard the great work and efforts of those before you, you must create a brand and image that reflects high
integrity and strong leadership capacity. This workshop will arm you with the skills you need to change your leadership image
and effectively function as a vital part of the leadership vision.
Learning Objective: Diversity leaders create a brand and image that supports and reflects competence and business value.
Outcomes-At the end of this workshop, participants will be able to:
a. Explore key diversity and inclusion leadership and management skills
b. Understand strategies for building the right brand and image
c. Examine what it means to transform organizational culture
d. Create a personal plan for excellence in diversity and inclusion leadership
e. Explore business challenges that impact diversity and inclusion leaders
Sign up for a 3 part combo - LinkedIn TrainingLucinda Ruch
The newsletter discusses the importance of continuous learning for coaches through attending educational events hosted by the North Texas Coaches group, reading new materials, and practicing with study partners. The keynote speaker at the August luncheon will discuss eliminating limiting beliefs through a methodology called the BeliefCloset. An afternoon workshop after the luncheon will focus on coaching the six powerful ego voices of the inner critic, pleaser, pusher, skeptic, protector, and perfectionist.
Principle mastery of leadership revisedPiseth Kham
This document provides information about a two-day training program called "Principle Mastery of Leadership" aimed at helping participants improve their leadership skills. The training will be held on March 16-17, 2013 and will focus on developing core leadership values, influence, communication skills, and maintaining a balanced life. It is designed for business owners, managers, and others seeking to advance their careers and relationships through strengthened leadership abilities.
This document advertises and provides details about a 2-day leadership training program hosted by PM Leadership. The training will help participants improve leadership skills, gain influence without a title, achieve work-life balance, and leave a legacy. It will be led by Kham Piseth, president of PM Leadership, and uses techniques like presentations, group discussions, videos and exercises. The training aims to help participants realize their potential as leaders and apply principles of effective communication and 360-degree leadership.
Denver Coach Federation Newsletter February 2012 ICF Colorado
The document provides information about an upcoming meeting of the Denver Coach Federation (DCF) in February 2012. It includes a message from the DCF President, details about the main speaker and topic of "Storytelling for Coaches", announcements of special interest group meetings before the general meeting, a call for volunteers, and information about DCF membership and resources. The overall purpose is to inform DCF members about the February meeting and encourage participation in the organization.
Personal Leadership Effectiveness ebookAndrew Rauch
This document discusses the importance of personal leadership effectiveness and character-driven principles. It introduces 10 foundational principles called MAXIMIZERS that can enhance personal leadership. These principles provide a "lifetime operating system" to maximize success and significance. The document questions common definitions of success based solely on power, prosperity, position, prestige or pleasure, arguing a balanced and values-driven approach is needed. It invites the reader to learn more about applying these principles to transform their leadership.
The document outlines an agenda for a middle leaders workshop on management and leadership. The workshop will cover defining management and leadership, categorizing their roles, and discussing the eight habits of highly effective managers and leaders according to Stephen Covey, including being proactive, beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand then to be understood, synergizing, sharpening the saw, and finding your voice. The goal is to help participants learn how improving their skills in these areas can positively impact their own lives as well as their colleagues and students.
What does it mean to be a diversity leader? Over the past several years, diversity has been a hot topic. However, as times change,
and business challenges increase, the term has become a stale reference to check off a list of politically correct requirements.
As leaders in diversity, we are challenged to educate, energize, and excite our organization around diversity initiatives. These
initiatives build the foundation of creativity, innovation, and transformative results. Diversity and Inclusion leaders are key players
on the executive leadership team with the specific responsibility for ensuring that human resources are honored, embraced,
and ready to contribute great value. Diversity and Inclusion leaders are trusted advisors that fundamentally create strategies that
result in corporate cultural transformations to effectively support the mission and vision of the organization. To continue to be
successful and safeguard the great work and efforts of those before you, you must create a brand and image that reflects high
integrity and strong leadership capacity. This workshop will arm you with the skills you need to change your leadership image
and effectively function as a vital part of the leadership vision.
Learning Objective: Diversity leaders create a brand and image that supports and reflects competence and business value.
Outcomes-At the end of this workshop, participants will be able to:
a. Explore key diversity and inclusion leadership and management skills
b. Understand strategies for building the right brand and image
c. Examine what it means to transform organizational culture
d. Create a personal plan for excellence in diversity and inclusion leadership
e. Explore business challenges that impact diversity and inclusion leaders
Sign up for a 3 part combo - LinkedIn TrainingLucinda Ruch
The newsletter discusses the importance of continuous learning for coaches through attending educational events hosted by the North Texas Coaches group, reading new materials, and practicing with study partners. The keynote speaker at the August luncheon will discuss eliminating limiting beliefs through a methodology called the BeliefCloset. An afternoon workshop after the luncheon will focus on coaching the six powerful ego voices of the inner critic, pleaser, pusher, skeptic, protector, and perfectionist.
Kathy Davanzo is a national speaker, trainer, and HR consultant. She provides keynotes and workshops to help participants develop their leadership skills. Her presentations incorporate stories, humor, and audience participation to create an interactive learning environment. Davanzo focuses on how generational influences are impacting leadership and work. She holds advanced degrees and is certified in various assessment tools. In her work, Davanzo emphasizes the need for organizations to develop their workforce and prepare for changing business realities.
Employee engagement refers to the commitment that employees feel towards their organization's mission, values, and goals. Higher engagement is associated with benefits like increased productivity and retention. To engage employees, organizations must understand employees' life goals and relate their tasks and roles to helping employees achieve those goals. Measuring engagement can be done through cues like an employee's involvement in non-work groups, how often they provide new ideas, and their use of company facilities. Relating work to life goals fulfills employees' psychological needs and allows them to progress up Maslow's hierarchy towards self-actualization through their work.
This document discusses mission statements, vision, and values as they relate to leadership. It provides examples of mission statements from various organizations and explains that mission statements express an organization's purpose and rallying point. Vision statements interpret the mission in a way that inspires and guides the organization towards achievable goals. Values are the collective beliefs and attitudes that guide how an organization conducts business. Leaders are responsible for communicating and upholding an organization's mission, vision, and values.
The document summarizes key lessons from teaching a course on business leadership. It discusses the importance of both leadership and followership. The students identified desirable traits for successful leaders and followers. For leaders, traits included being honest, a good communicator, and having vision. For followers, supporting the leader's decisions and making suggestions were among the most important traits. The document emphasizes that to be a good leader, one must recognize their strengths and improve on them, while also considering what their followers need from a leader.
NLP represents an attitude of mind and way of being that helps achieve goals and success. The training teaches communication techniques, strategies for goal achievement, and how to eliminate unwanted behaviors. Completing the training certifies participants as NLP Practitioners, providing skills applicable to both work and personal growth.
Group mentoring. developing a group mentoring programBRB Consulting
This document discusses developing a group approach to mentoring. It provides an overview of mentoring, including its origins in Greek mythology. It also discusses developmental youth outcomes in areas like identity, ability, and health. The document compares one-on-one and group mentoring approaches. It outlines considerations for an effective group mentoring program, including consistency, age, ethnicity, gender, and linkages to networks and family. The document proposes a process for making a group mentoring plan by setting the stage, recruitment, support, and evaluation. It concludes by listing additional resources on developmental assets, outcome measurement, and core standards for after school programs.
Magnum opus for Blessing White & HR Anexi HR Anexi
BlessingWhite Global Consulting has created a Leadership Magnum Opus over the last 4 decades. HR Anexi, a BlessingWhite partner, presents to you The Leadership Catalogue along with the open program ‘Training Calendar’ for the year 2013. This is your special opportunity to create your very own Magnum Opus!
All details are present in the catalogue. Kindly get in touch with the mentioned contact for further details.
The document discusses emotional intelligence and its importance for leadership. It states that gifted leadership occurs when feelings and thoughts meet. Resonant leaders are attuned to their people's emotions and move them in a positive direction. There are four dimensions of emotional intelligence: self-awareness, self-management, social awareness, and relationship management. Developing emotionally intelligent leaders requires extended practice and feedback to learn skills based in the limbic system. Self-directed learning involving discovering one's ideal and real self is key to leadership development.
Dynamic Components of Personal Power (Book Excerpt)Jon Hansen
The document provides information about a book titled "The Dynamic Components of Personal Power" by Jim Bouchard, including the copyright information, endorsements from people who attended Jim's workshops, and an introduction about developing personal power through martial arts and applying those principles to life. The introduction discusses some "lies" told about power and the capacity of all humans to develop tremendous personal power.
The document provides an interview with Marianna Lead, Ph.D., founder of the Goal Imagery Institute coaching school. Some key points:
1) Lead discusses how coaching has evolved to incorporate emotions more fully and how her school teaches marketing and branding throughout the program.
2) She explains the Goal Imagery approach which combines traditional coaching with subconscious techniques to help clients achieve goals in a holistic way.
3) Lead offers advice for those choosing a coaching school, emphasizing aligning with the school's philosophy, understanding training methods and costs, and considering instructors and class sizes.
This document discusses the difference between a manager and a leader. It states that a manager's role is their career, while leadership is a calling. The key difference is that leaders gain followers by placing their trust in their people and having their people trust them in return to create greater success. While controls are still needed in companies, leaders solve problems through empowering their people rather than alone. Effective leadership is based on clearly defined beliefs that are lived out through courageous actions.
The document discusses leadership perspectives from local entrepreneurs in Ghana. It presents a qualitative study examining how Ghanaians define and view good leadership based on their cultural and social contexts. Interview participants emphasized that good leaders in Ghana are compassionate advisors who have gained wisdom through life experiences overcoming hardship. Rather than focusing on traits or using people as means to business ends, Ghanaian leaders are expected to care for people's well-being and build friendly relationships based on shared knowledge and respect for family and community.
Welcome to the Spring 2010 issue of the Mobius Strip, a newsletter for coaches, consultants, facilitators and interventionists interested in transformational approaches to organizational behavior work. With this issue we continue to fulfill our aspiration to provide thought provoking articles on topics of shared interest, thought pieces on pedagogy or change models, and highlight contributions to the field of executive education.
The document discusses best practices for managing a high-performance team. It covers creating a team culture of motivation by focusing on four key spheres: personal and professional bonding between team members, establishing a common vision, effective communication, and defining clear roles and responsibilities. Specific techniques are provided under each sphere to help leaders foster motivation within their teams and drive results.
The document discusses the importance of youth ministry leaders continually learning and improving their skills through various resources. It recommends that leaders read at least two books or resources per year - one focused on personal spiritual growth and one on sharpening youth ministry skills. Leaders are encouraged to take advantage of the wealth of books, articles, websites, and other materials available to help strengthen their knowledge and avoid reinventing ideas. Connecting with other youth workers is also presented as a way to share and learn from different ministry resources.
This document provides testimonials from past clients of Brian Tracy who attended his seminars and received his coaching. They praise his ability to teach universal principles for achieving personal and professional goals. Steve Rodgers says Brian helped him gain balance and meaning in his career and life. Pamela Romano says Brian's presentation was stimulating and practical. Neil Appel says Brian breathes new life into ageless concepts.
This document provides an interpersonal style profile for Joel Demay. It describes how others see Joel's style as very skillful at building relationships and maintaining a productive balance between serious tasks and human elements of business. Joel is seen as an impressive persuader who can accomplish goals despite obstacles. The profile notes strengths in Joel's ambition and enthusiasm, but also suggests being aware of creating unproductive tension when being too enthusiastic. It provides tips for Joel to develop listening skills, seek understanding before being understood, and become a better negotiator by considering multiple options.
This document discusses caring organizations and their key characteristics and practices. It defines a caring organization as one that prioritizes employee well-being and social responsibility. Ten characteristics of caring organizations are outlined, such as sustaining a respectful work environment and encouraging work-life balance. Organizational practices that promote care include addressing risk management proactively and promoting self-care. The document also examines different aspects of organizations and discusses the potential ethical issues around caring too much or not caring enough.
The document introduces the People First Leadership program, which aims to develop world-class leaders and pass on an enduring legacy. It establishes a philosophical foundation with a belief in the dignity, worth, and potential of all people. The program focuses on defining personal philosophies and establishing a culture that values people as the most important asset. It promises to help participants become better human beings and leaders by focusing on personal growth, relationships, and creating passionate workplaces where people are fully engaged.
Leadership styles and traits can be learned and developed over time. There are many approaches to leadership, including autocratic, democratic, and laissez-faire styles. Effective leaders demonstrate traits like honesty, confidence, strong communication skills, and the ability to inspire others. Leaders can exercise formal power derived from their position or personal power based on expertise and respect. The level of authority a leader uses can range from telling employees what to do to delegating decision-making. Developing leadership skills takes hard work but allows anyone to become a great leader.
This document discusses taking charge of one's career through self-promotion and developing key areas for career growth. It identifies four wheels of career development: 1) developing a community of mentors and sponsors, 2) developing one's core values and strengths, 3) developing communication strategies, and 4) developing professional and personal leadership. The document encourages attendees to think about what has helped their career development and to commit to one action for further development.
Kathy Davanzo is a national speaker, trainer, and HR consultant. She provides keynotes and workshops to help participants develop their leadership skills. Her presentations incorporate stories, humor, and audience participation to create an interactive learning environment. Davanzo focuses on how generational influences are impacting leadership and work. She holds advanced degrees and is certified in various assessment tools. In her work, Davanzo emphasizes the need for organizations to develop their workforce and prepare for changing business realities.
Employee engagement refers to the commitment that employees feel towards their organization's mission, values, and goals. Higher engagement is associated with benefits like increased productivity and retention. To engage employees, organizations must understand employees' life goals and relate their tasks and roles to helping employees achieve those goals. Measuring engagement can be done through cues like an employee's involvement in non-work groups, how often they provide new ideas, and their use of company facilities. Relating work to life goals fulfills employees' psychological needs and allows them to progress up Maslow's hierarchy towards self-actualization through their work.
This document discusses mission statements, vision, and values as they relate to leadership. It provides examples of mission statements from various organizations and explains that mission statements express an organization's purpose and rallying point. Vision statements interpret the mission in a way that inspires and guides the organization towards achievable goals. Values are the collective beliefs and attitudes that guide how an organization conducts business. Leaders are responsible for communicating and upholding an organization's mission, vision, and values.
The document summarizes key lessons from teaching a course on business leadership. It discusses the importance of both leadership and followership. The students identified desirable traits for successful leaders and followers. For leaders, traits included being honest, a good communicator, and having vision. For followers, supporting the leader's decisions and making suggestions were among the most important traits. The document emphasizes that to be a good leader, one must recognize their strengths and improve on them, while also considering what their followers need from a leader.
NLP represents an attitude of mind and way of being that helps achieve goals and success. The training teaches communication techniques, strategies for goal achievement, and how to eliminate unwanted behaviors. Completing the training certifies participants as NLP Practitioners, providing skills applicable to both work and personal growth.
Group mentoring. developing a group mentoring programBRB Consulting
This document discusses developing a group approach to mentoring. It provides an overview of mentoring, including its origins in Greek mythology. It also discusses developmental youth outcomes in areas like identity, ability, and health. The document compares one-on-one and group mentoring approaches. It outlines considerations for an effective group mentoring program, including consistency, age, ethnicity, gender, and linkages to networks and family. The document proposes a process for making a group mentoring plan by setting the stage, recruitment, support, and evaluation. It concludes by listing additional resources on developmental assets, outcome measurement, and core standards for after school programs.
Magnum opus for Blessing White & HR Anexi HR Anexi
BlessingWhite Global Consulting has created a Leadership Magnum Opus over the last 4 decades. HR Anexi, a BlessingWhite partner, presents to you The Leadership Catalogue along with the open program ‘Training Calendar’ for the year 2013. This is your special opportunity to create your very own Magnum Opus!
All details are present in the catalogue. Kindly get in touch with the mentioned contact for further details.
The document discusses emotional intelligence and its importance for leadership. It states that gifted leadership occurs when feelings and thoughts meet. Resonant leaders are attuned to their people's emotions and move them in a positive direction. There are four dimensions of emotional intelligence: self-awareness, self-management, social awareness, and relationship management. Developing emotionally intelligent leaders requires extended practice and feedback to learn skills based in the limbic system. Self-directed learning involving discovering one's ideal and real self is key to leadership development.
Dynamic Components of Personal Power (Book Excerpt)Jon Hansen
The document provides information about a book titled "The Dynamic Components of Personal Power" by Jim Bouchard, including the copyright information, endorsements from people who attended Jim's workshops, and an introduction about developing personal power through martial arts and applying those principles to life. The introduction discusses some "lies" told about power and the capacity of all humans to develop tremendous personal power.
The document provides an interview with Marianna Lead, Ph.D., founder of the Goal Imagery Institute coaching school. Some key points:
1) Lead discusses how coaching has evolved to incorporate emotions more fully and how her school teaches marketing and branding throughout the program.
2) She explains the Goal Imagery approach which combines traditional coaching with subconscious techniques to help clients achieve goals in a holistic way.
3) Lead offers advice for those choosing a coaching school, emphasizing aligning with the school's philosophy, understanding training methods and costs, and considering instructors and class sizes.
This document discusses the difference between a manager and a leader. It states that a manager's role is their career, while leadership is a calling. The key difference is that leaders gain followers by placing their trust in their people and having their people trust them in return to create greater success. While controls are still needed in companies, leaders solve problems through empowering their people rather than alone. Effective leadership is based on clearly defined beliefs that are lived out through courageous actions.
The document discusses leadership perspectives from local entrepreneurs in Ghana. It presents a qualitative study examining how Ghanaians define and view good leadership based on their cultural and social contexts. Interview participants emphasized that good leaders in Ghana are compassionate advisors who have gained wisdom through life experiences overcoming hardship. Rather than focusing on traits or using people as means to business ends, Ghanaian leaders are expected to care for people's well-being and build friendly relationships based on shared knowledge and respect for family and community.
Welcome to the Spring 2010 issue of the Mobius Strip, a newsletter for coaches, consultants, facilitators and interventionists interested in transformational approaches to organizational behavior work. With this issue we continue to fulfill our aspiration to provide thought provoking articles on topics of shared interest, thought pieces on pedagogy or change models, and highlight contributions to the field of executive education.
The document discusses best practices for managing a high-performance team. It covers creating a team culture of motivation by focusing on four key spheres: personal and professional bonding between team members, establishing a common vision, effective communication, and defining clear roles and responsibilities. Specific techniques are provided under each sphere to help leaders foster motivation within their teams and drive results.
The document discusses the importance of youth ministry leaders continually learning and improving their skills through various resources. It recommends that leaders read at least two books or resources per year - one focused on personal spiritual growth and one on sharpening youth ministry skills. Leaders are encouraged to take advantage of the wealth of books, articles, websites, and other materials available to help strengthen their knowledge and avoid reinventing ideas. Connecting with other youth workers is also presented as a way to share and learn from different ministry resources.
This document provides testimonials from past clients of Brian Tracy who attended his seminars and received his coaching. They praise his ability to teach universal principles for achieving personal and professional goals. Steve Rodgers says Brian helped him gain balance and meaning in his career and life. Pamela Romano says Brian's presentation was stimulating and practical. Neil Appel says Brian breathes new life into ageless concepts.
This document provides an interpersonal style profile for Joel Demay. It describes how others see Joel's style as very skillful at building relationships and maintaining a productive balance between serious tasks and human elements of business. Joel is seen as an impressive persuader who can accomplish goals despite obstacles. The profile notes strengths in Joel's ambition and enthusiasm, but also suggests being aware of creating unproductive tension when being too enthusiastic. It provides tips for Joel to develop listening skills, seek understanding before being understood, and become a better negotiator by considering multiple options.
This document discusses caring organizations and their key characteristics and practices. It defines a caring organization as one that prioritizes employee well-being and social responsibility. Ten characteristics of caring organizations are outlined, such as sustaining a respectful work environment and encouraging work-life balance. Organizational practices that promote care include addressing risk management proactively and promoting self-care. The document also examines different aspects of organizations and discusses the potential ethical issues around caring too much or not caring enough.
The document introduces the People First Leadership program, which aims to develop world-class leaders and pass on an enduring legacy. It establishes a philosophical foundation with a belief in the dignity, worth, and potential of all people. The program focuses on defining personal philosophies and establishing a culture that values people as the most important asset. It promises to help participants become better human beings and leaders by focusing on personal growth, relationships, and creating passionate workplaces where people are fully engaged.
Leadership styles and traits can be learned and developed over time. There are many approaches to leadership, including autocratic, democratic, and laissez-faire styles. Effective leaders demonstrate traits like honesty, confidence, strong communication skills, and the ability to inspire others. Leaders can exercise formal power derived from their position or personal power based on expertise and respect. The level of authority a leader uses can range from telling employees what to do to delegating decision-making. Developing leadership skills takes hard work but allows anyone to become a great leader.
This document discusses taking charge of one's career through self-promotion and developing key areas for career growth. It identifies four wheels of career development: 1) developing a community of mentors and sponsors, 2) developing one's core values and strengths, 3) developing communication strategies, and 4) developing professional and personal leadership. The document encourages attendees to think about what has helped their career development and to commit to one action for further development.
Humanika Institute: Humanika Development ProgramSeta Wicaksana
The document outlines SOBAT Humanika Development Program, which aims to develop talent and leadership through various competency and skills-based programs. The key programs discussed include Leadership, Sales and Marketing, Organizational Development, Data Science, and Strategic R&D Management. Each program focuses on developing relevant competencies, skills, and knowledge through classroom learning, role plays, apprenticeships, coaching and mentoring. The overall goal is to accelerate learning and growth to build a better future through developing talent and leadership.
Leadership & Management Development Module - May 2010GraemeDB
Stephen Covey said that whatever is at the center of our life will be the source of our security, guidance, wisdom, and power. Leadership is about looking outward and inspiring others through affirming their worth, while management looks inward and focuses on planning and problem solving. Effective leadership comes from being a leader, not just pretending or emulating styles, and requires accountability and taking time to listen to others.
Leadership is the ability to influence others to achieve organizational goals, which requires skills like vision, motivation, and setting an example. Good leaders also establish trust by communicating effectively, caring for employees, recognizing their contributions, and ensuring tasks are understood and accomplished. The principles of leadership include knowing yourself, being technically proficient, making timely decisions, training employees as a team, and dealing with criticism constructively.
This document provides an overview of mentoring principles and best practices for Company ABC. It discusses that mentoring is a confidential relationship aimed at developing skills and competencies through learning and experimentation. Mentors significantly help mentees reach major goals and accelerate their learning. The document outlines 10 guiding principles for mentoring including being authentic, expanding mentoring over a lifetime, focusing on passions and stretch goals, and acting consistently with one's brand identity. It also provides details on mentoring lifecycles, skills, and processes to facilitate effective mentoring relationships.
Brief conceptual highlighting, Key leadership skills, Major leadership competencies, Function and Importance of Leadership, Delivery of results and ten lessons
The document discusses the five levels of leadership. Level one is leadership from position, where people follow due to one's job title and authority. Level two is leadership by permission, where people follow due to respect and trust. Level three is leadership by production, where people follow due to what one has done for the organization. Level four is leadership by people development, where people follow due to what one has done for them personally and professionally. Level five is leadership by personhood, where people follow due to who one is and what one represents.
The document discusses several key aspects of building effective teams and becoming an effective team leader, including establishing trust, communicating vision and goals, empowering team members, and problem solving as a team. It emphasizes that changing an organization's culture requires full commitment from leaders, while climate can be adjusted more quickly by how leaders act and what they praise. An effective team leader shares leadership, participates with employees, and relies on the team to resolve problems.
The document discusses some of the key challenges faced by leaders. It identifies communicating effectively, making confident decisions, listening to others, organizing plans, dealing with conflicts, and continually improving skills as important leadership responsibilities. Several respondents note that communicating well in diverse teams, handling difficult conversations, and practicing what one preaches are particularly challenging for leaders.
This document profiles Kathryn W. Davanzo, a national speaker, trainer, and HR consultant. It provides her contact information and background, including her education and professional experience in student affairs administration, HR roles, and as a speaker and consultant. The document also summarizes Davanzo's work helping participants clarify their personal leadership point of view, communicate to influence others, and develop workforce readiness strategies. It concludes with details on her company and additional areas of focus like generational influences in leadership.
Essay about Leadership
Essay on The Leadership Challenge
What is Leadership? Essay
Importance of Leadership Essay
Effective Leadership Essay
Servant Leadership Essay
Motivation and Leadership Essay
Essay about Leadership
Essay about Leadership and Motivation
What Makes a Leader? Essay
A Great Leader. Essay
Presentation on "If you are made CMD of a company"ssuser140921
If you were made CMD of BBB for 5 years with a mandate to create an organizational culture and thriving ecology of leadership to nurture leaders and take BBB to industry leadership in 10 years, you would:
1) Act as a change agent to shift the organizational culture by training managers as coaches, partnering with leadership agencies for training, and investing in a business school to cultivate new leaders.
2) Adopt an imaginative and supportive leadership style to motivate others and connect people while setting goals, communicating effectively, and addressing team dysfunctions.
3) Create a culture of innovation, learning, and pride by developing core values and building stronger connections between employees.
The critical mindset and skills to thrive in BANI workspaces - Jean-Francois ...Greatness Coaching
3 traits of 'great' coaches:
1. Be curious about others' potential
2. Be still, and eventually...
3. Be fearless in enabling others to empower themselves to grow
The document discusses key qualities for building a successful team: attitude, leadership, communication, and teamwork. It emphasizes that a positive attitude is important for getting along with others. Effective communication is essential so that all team members understand the work and share information. Leadership requires skills like motivating others and taking responsibility. Finally, teamwork allows members to accomplish more together than alone and feel responsible for overall performance. The document stresses that developing these qualities can help create a cohesive team focused on common goals.
The slide deck covers:
My mentoring anecdotes / experience;
What a mentor is and the relationship a mentor should have with a Mentee;
What the benefits could be for the Mentee, the Mentor and your company;
A suggested roadmap to set up a mentorship programme within your company.
RAGMA, Feljone G. Coaching and mentoringFeljone Ragma
The document discusses coaching and mentoring. It defines coaching as short-term and job-focused, while mentoring is long-term and can cross job boundaries. The roles of a coach include focusing on performance, having a specific agenda, and drawing influence from their position. A mentor's focus is on the individual, they act as a facilitator without an agenda, and draw influence from their perceived value. Both coaching and mentoring help individuals achieve their potential by facilitating exploration of needs, setting goals, and encouraging commitment to action and growth. Effective coaching and mentoring maintain an unconditional positive regard and ensure the relationship does not create dependencies.
This document discusses various ways to develop leadership skills. It emphasizes that leadership skills are developed through frequent practice in a safe environment with clear objectives and constructive feedback. Some specific suggestions made include practicing leadership skills at Toastmasters, developing confidence and communication abilities, taking on both traditional and emerging leadership roles, and having a purposeful approach with support structures in place. The document also references additional resources on developing teacher leadership.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
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1. Principle Mastery of Leadership
Are you an executive, manager, supervisor, professional, trainer? Are you looking to transform your
personal and professional life, achieve greater success, get promoted faster, gain more respect, have
a better relationship with your family and co-workers?
You are reading the right message and getting the right information. It is about a weekend that will
change your perspectives about leadership. Boost your credibilty, gain more influence, and respect.
Be ablle to lead up to the top, lead down to the bottom and lead across your company and
organization. Is that what you want?
Objectives:
1. To help delegates/participants to realize that there is a true leader inside every person.
“Everyone Is A Leader”
2. To help delegates/participants to develop leadership skills from the heart by having core
values, mission statement, personal influence, and personal power.
3. To raise personal responsibility and team spirits among delegates/participants and
encourage them to be best of the best (BoB) of themselves and at their workplace.
4. To help delegates/participants to practice and exercise the strategies and principles of
effective communication (the self, the topic, and the audience), 360 Degree Leadership
(Lead Up, Lead Down, and Lead Across).
5. To help delegates/participants living a balanced life and leaving a great legacy for the next
generations.
Date: 16 – 17 March 2013
Venue: Eden Park #53 Street 334
Trainer: Kham Piseth, MBA and President of PM Leadership, Former
Management Advisor & Program Manager
E-mail: info@pmlcambodia.com Tel: 023 6364 966 Blog: www.pisethleadership.com
2. Training Program & Schedule
Day Key Points / Contexts Contents / Competence & Delivery
Day 1 – Leadership starting 1. Everyone is a leader
Morning from You! 2. Personal responsibility creates leader
3. Building a true leader inside you –
Develop a mission statement
Develop core values
Day 1 – Key ingredients of 4. Influence – key to leading without a title!
Afternoon Leadership Five levels of leadership
Personal influence – how to gain it and
develop it.
5. Power – Three Levels of Power.
Personal power – how to gain it and
maintain it.
6. 360 Degree Leadership
Lead Up
Lead Down
Lead Across
First Day Evaluation
Day 2 – Core competencies of 7. Prioritizing – DO first things first
Morning leaders Your supervisor needs your BoB (Best of
the Best.
Your family needs your caring and presence
Your community and country needs your
contribution and responsibilities.
You need a peace of mind.
8. Communicate from the heart and create a
winning working relationship in your
workplace.
How find common ground in connecting
people
How to communicate your communication
simple
How to capture people’s interest
How to inspire people
How to stay authentic in all your
relationship
Day 2 – Core competencies of 9. Problem Solvers and Solution Finders
Afternoon leaders Plus 10. Life balance and continuous self-development
Health
Mental
Social
Spiritual
11. Gratitude is the attitude of a true leader.
Final Evaluation & Certification &
Celebration
E-mail: info@pmlcambodia.com Tel: 023 6364 966 Blog: www.pisethleadership.com
3. Targets - Business owners, Government Officers, executives, HR, managers,
supervisors, professionals, officers, marketing executives/managers, sales
managers/executives, and everyone who wants to be a better leader at
workplace, family and community.
- NGO executives, program managers, project manager, community
development coordinator & facilitators etc.
Training - Accelerate Learning: This combined a variety of methodologies will be used
Methods / such as presentations, group discussion, peer discussion, learning and sharing,
Techniques videos, songs, games and reflection, exercise and homework, etc.
- NLP Technique: NLP is the study of the relationship between how we think,
communicate and behave. By applying this relationship into our lives we can
transform current behaviors and help bring about lasting change.
- VAKS Techniques:
Visual : Learning by seeing
Auditory : Learning by listening
Kinesthetic : Learning by doing or practicing
Spirit : Learning by meditation and affirmation
These techniques that have been used by highly experienced trainers in the
world such as Blair Singer (Master Trainer & Rich Dad Advisor), T. Harv Eker
(Creator of Millionaire Mind Intensive Training), Tony Robbins (World #1 Peak
Performance Coach), and more.
Admission
Fee
USD 99 / person
USD 76 / person (before 8 March 2013)
Contact Name: Ms Ken Malay, Marketing Executive of PM Leadership
Details Email: info@pmlcambodia.com
Tel: 023 6364 966
Mobile: 012 51 84 22
Website: www.pmlcambodia.com Blog: www.pmleadershipblog.com
Trainer‘s Mr. Piseth became interested in studying the subject of leadership since 2006
profile when he started working as an Assistant to Management Advisors & Directors
of international organizations. In 2007, Mr. Piseth became a Management
Advisor. He worked closely with a high experienced management adviser who
is the former Human Resources Development Manager of IBM Austria and
other senior management advisers including a former Strategic Management
Consultant of Caltex Europe. He gave advices to director and the management
of organizations on the areas of leadership and management. He spent four
years managing and leading a group of dynamic management team of a
national organization. Mr. Piseth also worked for four years on a part-time
project as an Adviser to a foundation which is based in Finland.
Mr. Piseth always is a student of Leaders that is why he becomes a leadership
trainer. His clients include Virtus Group, Marist Solidarity Cambodia, CRTD,
CSUK, Ministry of Agriculture Forestry and Fishery, and more. He teaches
leadership and management subjects to Bachelor and Master students in some
universities in Cambodia.
Mr. Piseth is the President and Founder of PM Leadership. A training team
with a mission "To Help Everyone To Be A Better Leader". Under his leadership
and determination PM Leadership is now the Official Partner of Success
Resources, the world's largest seminar organizer. This partnership gives PM
E-mail: info@pmlcambodia.com Tel: 023 6364 966 Blog: www.pisethleadership.com
4. Leadership a competitive advantage in helping more people to better their
lives professionally & financially.
Mr. Piseth was invited to be a guest speaker for Asian Development Forum in
Indonesia and regional trainings in India and in China.
Mr. Piseth is often invited to as a guest speaker on TV show and Radio show on
the subjects of leadership, education, self-empowerment, and
entrepreneurship.
Testimonials Piseth has strives to improve as a leader...and is also striving to develop
leaders. He has a positive outlook towards the future and sends posts designed
to teach, encourage, and inspire all of us to become better and achieve more.
David Dean, The Author of "Now Is Your Time To Win"
Piseth knows that every moment in life is pregnant with possibility. Britt
Baillie, PhD, Cambridge University
"If you want to be a better leader and be a master of yourself you need to join
training by PM Leadership." Ms Sen Raskmey, Brand Manager, Pachemdental
Clinic
PM Leadership inspires me to have stronger commitment to my success and be
a better leader. Mr. Say Run, Credit Officer, Acleda Bank
Note: In case your organization need a customized training, it is necessary that PM Leadership need
to have a short individual training needs assessment in order us to design or adjust the training
contents and methodologies to meet the needs of your co-workers and align with your
organizational needs.
E-mail: info@pmlcambodia.com Tel: 023 6364 966 Blog: www.pisethleadership.com
5. ORGANIZATION AND PEOPLE WHO HAVE LEARNED FROM MR. PISETH
Thousands of people have benefited from the teaching of Mr. Piseth on leadership.
His participants range from the management and staff members of government
ministries, national and multinational companies, national and international
organizations, small business owners, university students.
Managers, Supervisors, and Officers in Kampong Cham during a training by Mr. Piseth
E-mail: info@pmlcambodia.com Tel: 023 6364 966 Blog: www.pisethleadership.com
7. The Management & Staff Members of Virtust Group After Training by Mr. Piseth
If you want to be a better leader you should join training by PM
Leadership. Ms Leng Chiratana, Admin Manager of Virtus Group
Provincial Officers of The Ministry of Agriculture During Leadership Training by Mr.
Piseth
E-mail: info@pmlcambodia.com Tel: 023 6364 966 Blog: www.pisethleadership.com
8. Learning about leadership is important for social work for both in the present and in
the future because everyone needs this knowledge. After this training we will apply
what we have learned to improve our work and to serve the society. Mr. Dy Sam
Art, Deputy Director of Department of Fisheries
The Management & Staff Members of Maris Mission Cambodia During Leadership
Training by Mr. Piseth
E-mail: info@pmlcambodia.com Tel: 023 6364 966 Blog: www.pisethleadership.com
9. CRDT management and staff members during a training by Mr. Piseth
PM Leadership have a good specific skill on leadership and team building
training. PM can guide you to have a change. Mr. Khoun Tola, Program
Officer, CRDT
This training make us feel good to work and can lead yourself become
leader, make us have clear idea to make decision and plan for life very good.
Make us change activities at work. Mr. Chan Sarit, Financial Assistant,
CRDT
E-mail: info@pmlcambodia.com Tel: 023 6364 966 Blog: www.pisethleadership.com
10. Leaders of Disabled Persons' Organizations (DPOs) During a Training by Mr. Piseth
"If you want to be a better leader and be a master of yourself you need to join
training by PM Leadership." Ms Sen Raskmey, Brand Manager,
Pachemdental Clinic
"PM Leadership is a great place for people to learn and set clear goals in
life." Mr. Sok Ann, Procurement Manager, Care International
PM Leadership helps inspires me to have stronger commitment to my success
and be a better leader. Mr. Say Run, Credit Officer, Acleda Bank
PM Leadership provides quality and effective training that help people to
improve their capacity and leadership based on influence not positions. Mr.
Norpheapheakdey Saren, Program Coordinator, MODE
E-mail: info@pmlcambodia.com Tel: 023 6364 966 Blog: www.pisethleadership.com