This article discusses two important aspects of leading through a culture of personality: pushing up people and catching the vision. It emphasizes focusing on developing employees' talents rather than just managing tasks. Praising employees and making them feel valued is important for motivation. Leaders should also help employees adopt the company mission to feel their work has purpose beyond just income. The company culture is critical for navigating change, and leaders must focus on engaging and growing their teams.
In this webinar, hear from speakers who are fired up about cultivating upcoming generations of diverse leaders. Be inspired by how they’re creatively deepening their talent bench and learn the factors to consider as you construct a pipeline to your ultimate role. You’ll find out what behaviors get “high-potentials” noticed – and see how the succession planning process unfolds behind the scenes. (Panel)
Guest Speakers
Shachella James, PMP, Vice President Technology Operations at CenterPoint Energy and Charles S. Johnson, Sr. Director, Diversity & Inclusion, Ball Corporation.
Leadership Quotes from The Sales Floor Weekly July 28th Issue. Robin S. Sharma Said, Leadership is not about a title or a designation. It's about impact, influence and inspiration. Impact involves getting results, influence is about spreading the passion you have for your work, and you have to inspire team-mates and customers.
Everyone has a leader within. It does not depend on the position you hold, rather it is how you can influence others. This program aims at awakening the leader within you. Reflect on your strengths and then focus on how you could use these strengths to emerge as a leader in whatever situation or position you may be in.
In this webinar, hear from speakers who are fired up about cultivating upcoming generations of diverse leaders. Be inspired by how they’re creatively deepening their talent bench and learn the factors to consider as you construct a pipeline to your ultimate role. You’ll find out what behaviors get “high-potentials” noticed – and see how the succession planning process unfolds behind the scenes. (Panel)
Guest Speakers
Shachella James, PMP, Vice President Technology Operations at CenterPoint Energy and Charles S. Johnson, Sr. Director, Diversity & Inclusion, Ball Corporation.
Leadership Quotes from The Sales Floor Weekly July 28th Issue. Robin S. Sharma Said, Leadership is not about a title or a designation. It's about impact, influence and inspiration. Impact involves getting results, influence is about spreading the passion you have for your work, and you have to inspire team-mates and customers.
Everyone has a leader within. It does not depend on the position you hold, rather it is how you can influence others. This program aims at awakening the leader within you. Reflect on your strengths and then focus on how you could use these strengths to emerge as a leader in whatever situation or position you may be in.
Here are 7 out of 12 tips on how to be a better leader at work. For 5 more tips of this type, click the link: http://vkool.com/how-to-be-a-better-leader/.
1. Lead By Example
It has been proven that leaders should show, not only say. Therefore, if you want your staffs to be punctual and principled, you ought to be the first person who follows the rules. You should always be at work on time, or even early. If you appreciate professionalism, dress for success, as well as, treat your staffs with courtesy. When you have a good tone, your staffs will respect you, and consider you a good example to follow.
2. Add In A Little Humility
Humility is a good quality that a leader should have. When you are humble, you will see others’ good points to respect them. Being modest will also help you conquer your ego if you are a hot-temper person. This will help prevent you from scolding or shouting when your staffs do something wrong. If you have a little humility, your staffs and customers will look up to you, as well as, feel safe and reliable when working with you.
3. Learn From Your Team
You should not think that you know all no matter how knowledgeable you are. A wise leader is the one who can learn from others. Everyone has something good for us to learn from. Thus, do not think that the people who are at lower positions than you at work have nothing for you to discover. Learn something new from your staffs each day to be better informed on making strategic decisions.
4. Share What You Learned
Besides learning from your staffs, you should also share what you have learned outsides to them. This will help your team know more about the market and work better to meet its demand. Passing the lessons you learned to your staff is one way to help your team avoid pitfalls.
5. Communicate Effectively
If you are a leader, you should learn to communicate effectively with your staffs. Good communication will not only help you understand your employees and build a good relationship with them, but also help you catch up on the important information on the market so as to change your trading strategies to meet its demand. Great leaders should not only be understood and heard, but also listen as communication is like a two-way street.
6. Keep Meetings Productive
In order to keep meetings productive, you should make it short by going straight to the main purpose rather than talking around it. Everything presented in the meetings should be clear and well prepared.
7. Understand Your Limits
No matter how kind you are, being a leader, you should have your own limits. Set your own boundaries to your staffs, and let them know what you will not tolerate so as to make them try their best in difficult case; otherwise, they may quit easily.
TeamBuilders WorldWide offers training and development programs that help organizations improve team and leadership dynamics and realize their high-performance potential. The Leadership Challenge and the LPI are just one of several tools used by TBW to tailor a results driven program for global businesses.
Brett Galley, co-owner and director of the Hollywood Pop Gallery, enjoys reading in her free time. Brett Galley names Lean In by Sheryl Sandberg as one of her favorite books.
Nora Denzel says, “It’s not what you know and it’s not who you know. It’s who knows what you know.” Your company and colleagues can’t fully appreciate how to leverage you as a resource if they don’t know about your track record and unique talents. Find the approach to amplifying your accomplishments and value that fits your style and is effective in your organization. (Training)
Speaker: Jo Miller, CEO, Be Leaderly
Leadership Challenge co-author Jim Kouzes on Great Leadership WebinarFlashPoint
The key to making extraordinary things happen in organizations is great leadership. It contributes more to positive outcomes than any other single factor. In this webcase by researcher and author Jim Kouzes, the link between Engagement and Leadership is explored. Underwritten by Sonoma Leadersip Systems and hosted by HCI.org. The recorded version is available at:
http://www.hci.org/lib/great-leadership-creates-great-workplaces
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Here are 7 out of 12 tips on how to be a better leader at work. For 5 more tips of this type, click the link: http://vkool.com/how-to-be-a-better-leader/.
1. Lead By Example
It has been proven that leaders should show, not only say. Therefore, if you want your staffs to be punctual and principled, you ought to be the first person who follows the rules. You should always be at work on time, or even early. If you appreciate professionalism, dress for success, as well as, treat your staffs with courtesy. When you have a good tone, your staffs will respect you, and consider you a good example to follow.
2. Add In A Little Humility
Humility is a good quality that a leader should have. When you are humble, you will see others’ good points to respect them. Being modest will also help you conquer your ego if you are a hot-temper person. This will help prevent you from scolding or shouting when your staffs do something wrong. If you have a little humility, your staffs and customers will look up to you, as well as, feel safe and reliable when working with you.
3. Learn From Your Team
You should not think that you know all no matter how knowledgeable you are. A wise leader is the one who can learn from others. Everyone has something good for us to learn from. Thus, do not think that the people who are at lower positions than you at work have nothing for you to discover. Learn something new from your staffs each day to be better informed on making strategic decisions.
4. Share What You Learned
Besides learning from your staffs, you should also share what you have learned outsides to them. This will help your team know more about the market and work better to meet its demand. Passing the lessons you learned to your staff is one way to help your team avoid pitfalls.
5. Communicate Effectively
If you are a leader, you should learn to communicate effectively with your staffs. Good communication will not only help you understand your employees and build a good relationship with them, but also help you catch up on the important information on the market so as to change your trading strategies to meet its demand. Great leaders should not only be understood and heard, but also listen as communication is like a two-way street.
6. Keep Meetings Productive
In order to keep meetings productive, you should make it short by going straight to the main purpose rather than talking around it. Everything presented in the meetings should be clear and well prepared.
7. Understand Your Limits
No matter how kind you are, being a leader, you should have your own limits. Set your own boundaries to your staffs, and let them know what you will not tolerate so as to make them try their best in difficult case; otherwise, they may quit easily.
TeamBuilders WorldWide offers training and development programs that help organizations improve team and leadership dynamics and realize their high-performance potential. The Leadership Challenge and the LPI are just one of several tools used by TBW to tailor a results driven program for global businesses.
Brett Galley, co-owner and director of the Hollywood Pop Gallery, enjoys reading in her free time. Brett Galley names Lean In by Sheryl Sandberg as one of her favorite books.
Nora Denzel says, “It’s not what you know and it’s not who you know. It’s who knows what you know.” Your company and colleagues can’t fully appreciate how to leverage you as a resource if they don’t know about your track record and unique talents. Find the approach to amplifying your accomplishments and value that fits your style and is effective in your organization. (Training)
Speaker: Jo Miller, CEO, Be Leaderly
Leadership Challenge co-author Jim Kouzes on Great Leadership WebinarFlashPoint
The key to making extraordinary things happen in organizations is great leadership. It contributes more to positive outcomes than any other single factor. In this webcase by researcher and author Jim Kouzes, the link between Engagement and Leadership is explored. Underwritten by Sonoma Leadersip Systems and hosted by HCI.org. The recorded version is available at:
http://www.hci.org/lib/great-leadership-creates-great-workplaces
What Makes A Good Leader? Essay
Compare and Contrast Two Leaders
The Qualities And Traits Of Leaders Essay
A Great Leader Essay
The Role Of A Leader Essay
What Makes A Leader?
What Leadership Means to Me Essay
Leaders Intellect
Qualities Of A Great Leader Essay
Effective Leadership Essay
What Is A Leader? Essay
Leadership and Change Essay
The Art of Leadership Essay
Developing Leaders Essay
Being a Good Leader Essay
Importance of Leadership Essay
What is Leadership? Essay
What Makes a Leader? Essay
1,304,019 views Jun 4, 2012, 901 amThe Top 9 Things Tha.docxjeremylockett77
1,304,019 views | Jun 4, 2012, 9:01 am
The Top 9 Things That Ultimately Motivate Employees to
Achieve
More From Forbes
Glenn Llopis Contributor
Leadership Strategy
I help organization build high-performance leaders, teams and cultures focused on inclusion and the power of
individuality. Leadership in the Age of Personalization.
12/10/19, 9:31 PM
Page 1 of 8
When you wake up in the morning, what is the passion that fuels you to start your day?
Are you living this in your work? If others asked you what drives you to achieve, would the
answer be obvious? The triggers that motivate people to achieve are unique for everyone.
Many would say its money; more people are starting to claim that they are driven to make
a difference. Regardless of what motivates you and drives you to reach peak performance
– it must be managed and balanced. Too much motivation in one area will weaken other
parts of your game.
Motivation has been studied for decades and leaders in the workplace have used
assessments like DISC and Myers-Briggs to determine their employee’s personality types
to better anticipate behaviors and tendencies. Additionally, motivational books are used
as tools to get employees to increase their performance and / or get them back on track.
While assessments, books and other tools can help project and inspire short and long
12/10/19, 9:31 PM
Page 2 of 8
performance, the factors that motivate employees to achieve evolve as they mature and
begin to truly understand what matters most to them. Therefore, as leaders we must hold
ourselves accountable to build meaningful and purposeful relationships that matter with
our employees. This allows us to better understand those we are serving, just as much as
ourselves.
As a leader, don’t just read the assessment scores, get to know those whom you are leading
and be specific about how you help each of them achieve their goals, desires and
aspirations. The objective should be to help one another and to accomplish this each of
you must identify those things that motivate you both to work together.
To help you get the most from your employee relationships, here are the nine (9) things
that ultimately motivate employees to achieve. As you read this, think of how you associate
with each of them. Share your story and perspectives – and comment about it. This is a
hot topic and the more we can discuss it, we can help one another become better leaders.
1. Trustworthy Leadership
Leaders that have your back and that are looking out for your best interests – will win the
trust of their employees who in turn will be more motivated to achieve. I once had a
department manager that always looked out for me. He was upfront in communicating his
performance expectations and his feedback was direct. He never treated me like a
subordinate and looked for ways to include me in senior management meetings. This
opened my eyes to what lied ahead in my career and thus motivated me to re ...
This is a power point presentation I made at the RV College of Engineering to pre-final year students. The Program is meant students as leaders for the corporate world.
Essay about Great Leaders
Essay on Characteristics of a Great Leader
Being a Good Leader Essay
A Leader Is A Great Leader Essay
Qualities Of A Great Leader Essay
A Great Leader. Essay
What Makes a Leader? Essay
A Great Leader Essay
What Makes A Good Leader? Essay
Napoleon Bonaparte Research Paper
A Leader Is A Great Leader Essay
A Great Leader Analysis
Leadership Development PlanGrading RubricMGMT 6012.91BOr.docxDIPESH30
Leadership Development Plan
Grading Rubric
MGMT 6012.91B
Organization Behavior and Leadership
Spring 2015
Instructor: Dr. Charles W. Creamer
The focus of the paper is derived from the seminal article (George, B., Sims, P., McLean, A.N., & Mayer, D. 2007. Discovering Your Authentic Leadership. HBR.).
Specifically, you are being asked to respond to the questions that appear in this article on page 134. Here you will find eight (8)-questions that you must respond to in an astute and thorough manner.
The following represent the guidelines for your paper:
1. Present a cover page which you should have in your possession from the prototype provided to you.
2. Your paper should include an Abstract which should not exceed 140 words in total.
3. Utilize the questions as subtopics and then proceed to respond to same.
4. Refrain whenever possible from using the pronoun (I) except in your conclusion.
5. The total number of pages is up to you, but someone in the class will establish the “gold standard” so please be ever-cognizant of this.
6. The submission must include at least two (2)-scholarly sources (3-if you prefer). Bear in mind that Anonymous, http, and Wikipedia will not be accepted and your grade will be adversely affected.
7. The final submission must include a conclusion which should be at least ¾ of the page in length.
8. You must have a References listing to accompany the submission.
9. The ENTIRE paper must be APA 5th edition compliant.
The grading rubric for this project is as follows:
Does the submission have clarity? 30 percentage points
Is the verbal presentation exemplary? 25 percentage points
Does the writer thoroughly answer the question(s) presented? 20 percentage points
Is the paper free of spelling and grammar errors? 10 percentage points
Is the document APA compliant? 10 percentage points
Does the document have the required number of 5 percentage points
scholarly sources?
Total ----- 100 percentage points
Please be aware that this submission also requires a 3 to 5 minute classroom oral presentation which will be performed on the last day of class.
Good luck and I’m certain that you will find this assignment that will be one that serves you very well in both your personal and professional lives.
For your convenience, below is the link to the aforementioned article.
Thanks.
Dr. Creamer
George - authentic leadership.pdf
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hbr.org | February 2007 | Harvard Business Review 129
URING THE PAST 50 YEARS, leadership scholars have con-
ducted more than 1,000 studies in an attempt to deter-
mine the definitive styles, characteristics, or personality
traits of great leaders. None of these studies has produced
a clear profile of the ideal leader. Thank goodness. If scholars
had produced a cookie-cutter l ...
Being a Good Leader Essay
What is Leadership? Essay
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What Leadership Means to Me Essay
Leaders accomplish their visions through personal growth and personnel growth. How?
Discover 6 ways to grow the team(s) you lead.
Learn the 1 thing teams need to be the "perfect" team.
Uncover the real meaning and importance of vulnerability for success in the workplace.
2. Jamie Shallow, ASA,
MAAA, MBA, is
associate director,
Actuarial Services, at
UnitedHealthcare in
Green Bay, Wisconsin,
and has a passion
for transformational
leadership and
empowering
people. He can be
reached at jshallow@
UnitedHealthOne.com.
30 | FEBRUARY 2015 | the stepping stone
In fact, one of my all-time favorite books is one
that Art wrote called, Pushing Up People. In it,
he discusses numerous leadership principles,
including the idea that, “Leaders recognize the
hidden qualities that bring about success, and focus
on the ‘specialness’ of their people.”4
We should
never miss an opportunity to praise someone for
a job well done, and let them know how valuable
they are.
Sadly, it seems that too often this opportunity is
missed, as reflected in the following quotations:
Some people in management positions just do
not seem to think that they need to let people
know that they are valuable team members, and
others in management positions are way too
busy and do not prioritize internal relations.5
I once had a woman in class who had worked
for a major telecommunications company for
19 years tell me that, in all that time, no one
had ever told her “thank you.” Unfortunately,
this example is not uncommon.6
CATCH THE VISION
Another area that can really help motivate people is
to grab hold of the vision of the company. Helping
your team to adopt the corporate mission can often
help them see their work more as part of their life’s
calling than just a source of income. Not everyone
is necessarily wired to internalize this deeply, but
for those whom it will motivate it’s an ingredient
we don’t want to miss:
…[W]hen people lack purpose at work they feel
like they are on a boat without a rudder. They
lack direction as well as motivation. They also
feel underappreciated and disengaged.7
Hopefully, most of the companies we work for have
a mission statement that is worth getting excited
about. We need to build on this. We need to make
sure that everyone, no matter their role, understands
that this is the heart of what we do. Art Williams
“You gave me fortune. You gave me fame.
You gave me power in your God’s name.
I’m every person you need to be. I’m the cult of
personality.”1
Actuaries can find it challenging to transition from
skilled professionals to effective leaders. In Part 1
of this series,2
I laid the groundwork for how to lead
through a culture of personality. Now let’s get into
two final critical aspects.
PUSHING UP PEOPLE
I think in some ways, we understand there will be
a change in focus when we reach manager level.
Yet, what is often more natural for us is to focus on
managing, and this may seem intuitive given that
we are working at a manager level. A successful
“manager,” however, needs to also be great at
leading and coaching, and therefore a focus on
managing doesn’t usually yield the optimal results.
Executive coach Joel Garfinkle put it this way in a
recent article:
Managing is largely task-oriented and
focuses on activities like conducting staff
meetings, delegating work assignments,
organizing projects, giving feedback, and
training employees. Coaching, on the other
hand, involves collaboration, motivation, skill
development, facilitating relationships and
developing people who can contribute to the
company’s mission and goals.3
For one of the most powerful examples in the history
ofAmerican business on the effectiveness of leading
by coaching, look at Primerica. This financial
service company began as the A.L. Williams
Company in 1977 and had record success under the
leadership of a former high school football coach
named Art Williams. You can research the details,
but this highly successful company accomplished
all that it did led by someone who openly admits to
being rather “average and ordinary” on the outside
(as in normal IQ), but who truly understood how to
coach and motivate people.
Culture of Personality, Part 2
By Jamie Shallow
3. the stepping stone | FEBRUARY 2015 | 31
referred to this as becoming a crusader. A book I’m
currently reading refers to it this way:
If you want your employees to put more of
themselves into their work, help them find more
of themselves in it… if you want your employees
to do their best, help them feel… most of all—as
if they own the business.8
My company’s mission is “Helping people live
healthier lives” and I absolutely take that to heart
each day as I go to work. More importantly, I make
efforts to instill that drive into my team. I realize
that to analyticals like us, this may seem kind of
strange. After all, how am I helping people live
healthier lives by preparing a regulatory rate filing?
Well, consider this story about President Kennedy’s
1962 visit to the NASA space center:
While there, he finds a janitor sweeping the floors.
He introduces himself, “Hi, I’m Jack Kennedy,
what do you do here?” The janitor replies, “I’m
helping put a man on the moon.”
This person clearly understood that he was part of
something bigger than himself, and took pride in
the mission.
IT’S THE CULTURE
So, to be a successful leader, we need to begin
to transition our focus away from promoting our
own technical skills to developing the talent of
the teams we are leading. We also need to become
very humble in our leadership roles, and engage
in the growth and motivation of our teams and the
development of our culture, rather than becoming
flashy superstar celebrity leaders.
This focus is always relevant to the success of a
company, but all the more so when a company is
in an environment of great change (as many of our
companies are today). As Larry Senn is a highly
regarded expert in the area of helping companies
through change, we would certainly do well to
never forget his words of wisdom.
As we witnessed change efforts falter time after
time, we began to say to one another privately,
and with some amusement, “It’s the culture,
dummy!”9
l
ENDNOTES
1
From the 1980s song by Living Colour, “Cult of
Personality.”
2
You can find Part 1 of “Culture of Personality” in the
November 2014 issue of The Stepping Stone, available
online at www.SOA.org/mpd.
3
Garfinkle, J. 2014, Jan. 20. Let Your Stars Shine: Why
Your Team Needs a Coach, Not a Manager. Retrieved
from http://smartblogs.com.
4
Williams, A. 1985. Pushing Up People. p. 9. Doraville:
Parklake Publishers.
5
Keyser, J. 2014, July 31. Emotional Intelligence: Key to
Our Success. Retrieved from http://smartblogs.com.
6
Stoker, J.R. 2014, Aug. 1. 4 Leadership Tips That
Will Make People Adore You. Retrieved from http://
smartblogs.com.
7
Baldoni, J. 2014, April 9. Working Without Purpose Is a
Waste of Time. Retrieved from http://www.forbes.com.
8
Bruce, A. 2011. Manager’s Guide to Motivating
Employees. p. 46. New York: McGraw-Hill.
9
Ibid. 2, p. 9.
This focus is
always relevant to
the success of a
company, but all
the more so when
a company is in an
environment of great
change (as many of
our companies are
today).