The document summarizes the book "The 360 Degree Leader" by John Maxwell. It discusses key topics like the myths of leading from the middle, challenges faced by middle managers, and principles for leading up, across, and down an organization. The value of 360 degree leadership is developing leadership at all levels to create a more effective team. While providing an overview of leadership concepts, the document notes some criticisms of the book, such as lack of empirical evidence and neglecting situational factors.
This presentation covers material from John Maxwell's book, "The 360 Degree Leader." Specifically, the first of six sections is presented, including "The 7 Myths of Leading from the Middle of an Organization" and "5 Levels of Leadership Development."
How to make a world of difference in a challenging world. It starts with a big enough reason to lead, then a reviewing and reorganising of our mindset, engaging team commitment through effective communications, and inspiring your followers to step up with excitement. It\'s not easy - and yet it\'s worth the effort.
This presentation covers material from John Maxwell's book, "The 360 Degree Leader." Specifically, the first of six sections is presented, including "The 7 Myths of Leading from the Middle of an Organization" and "5 Levels of Leadership Development."
How to make a world of difference in a challenging world. It starts with a big enough reason to lead, then a reviewing and reorganising of our mindset, engaging team commitment through effective communications, and inspiring your followers to step up with excitement. It\'s not easy - and yet it\'s worth the effort.
Our leadership coaching is designed for effective leadership skills by providing leadership training. Join our online Effective leadership for developing leadership skills and coaching skills
There's a difference between a manager and a boss. Moreover, people have often mistaken bosses as leaders. These slides will tell you the differences between the two. Are you a leader or a boss?
John Maxwell’s “The 21 Irrefutable Laws of Leadership” is a book that I have found quite helpful in measuring my own personal growth in leadership abilities, as well as in finding the areas where I struggle or need to grow. The premise of this book is not to say there are only 21 principles concerning leadership. That idea is clearly false, proven by the number of leadership books, articles, blogs, and podcasts available today. Rather, accord to Maxwell, there are 21 “laws” to leadership that are universally true no matter where one may lead in any culture or area of society. (Note: Sociologists generally agree that there are 7 “areas of society” which are business, government, media, arts and entertainment, education, the family, and entertainment.)
Since each chapter of this book discusses one of the leadership laws, it will be most beneficial for this book review, to walk through theses laws one at a time.
This presentation is a summary of section 2 (of 6) of the book "The 360º Leader" by best-selling author John C Maxwell. Challenges and solutions include:
* Tension (the pressure of being caught in the middle),
* Frustration (following an ineffective leader),
* Multi-Hat (one person – demands and expectations from all quarters),
* Ego (being hidden in the middle),
* Fulfillment (stuck in the middle, when would rather be in front),
* Vision (how to champion it when you did not create it),
* Influence (influencing others whom you do not manage).
Our leadership coaching is designed for effective leadership skills by providing leadership training. Join our online Effective leadership for developing leadership skills and coaching skills
There's a difference between a manager and a boss. Moreover, people have often mistaken bosses as leaders. These slides will tell you the differences between the two. Are you a leader or a boss?
John Maxwell’s “The 21 Irrefutable Laws of Leadership” is a book that I have found quite helpful in measuring my own personal growth in leadership abilities, as well as in finding the areas where I struggle or need to grow. The premise of this book is not to say there are only 21 principles concerning leadership. That idea is clearly false, proven by the number of leadership books, articles, blogs, and podcasts available today. Rather, accord to Maxwell, there are 21 “laws” to leadership that are universally true no matter where one may lead in any culture or area of society. (Note: Sociologists generally agree that there are 7 “areas of society” which are business, government, media, arts and entertainment, education, the family, and entertainment.)
Since each chapter of this book discusses one of the leadership laws, it will be most beneficial for this book review, to walk through theses laws one at a time.
This presentation is a summary of section 2 (of 6) of the book "The 360º Leader" by best-selling author John C Maxwell. Challenges and solutions include:
* Tension (the pressure of being caught in the middle),
* Frustration (following an ineffective leader),
* Multi-Hat (one person – demands and expectations from all quarters),
* Ego (being hidden in the middle),
* Fulfillment (stuck in the middle, when would rather be in front),
* Vision (how to champion it when you did not create it),
* Influence (influencing others whom you do not manage).
Throughout 2014 teams from the Monash University Faculty of Business & Economics PAL Leaders Program implemented a range of community building projects. This ebook includes detailed reports outlining exactly what each team did and the lessons that they learned. This book is a real example of Student Development in Action!
Production model lifecycle management 2016 09Greg Makowski
This talk covers going over the various stages of building data mining models, putting them into production and eventually replacing them. A common theme throughout are three attributes of predictive models: accuracy, generalization and description. I assert you can have it all, and having all three is important for managing the lifecycle. A subtle point is that this is a step to developing embedded, automated data mining systems which can figure out themselves when they need to be updated.
SFbayACM ACM Data Science Camp 2015 10 24Greg Makowski
This is the slide deck for the 7th annual ACM Data Science Camp. It is an unconference, with content generated by the audience. For the primary event site, see http://www.sfbayacm.org/event/silicon-valley-data-science-camp-2015
Using Deep Learning to do Real-Time Scoring in Practical Applications - 2015-...Greg Makowski
This talk covers 4 configurations of deep learning to solve different types of application needs. Also, strategies for speed up and real-time scoring are discussed.
CloudFixer and MCG Training have concocted a 7-Step Master Cleanse for Salesforce data that they shared via webinar on Tuesday, March 19th at 1 PM EST. Luckily, there are no lemons, maple syrup or cayenne pepper involved!
You’re the perfect data cleansing candidate if you:
- Are worried that Salesforce, while very powerful, can also be costly and time consuming. We want to show you how it can be done easily and inexpensively.
- Need the right arguments for investing in data quality.
Heuristic design of experiments w meta gradient searchGreg Makowski
Once you have started learning about predictive algorithms, and the basic knowledge discovery in databases process, what is the next level of detail to learn for a consulting project?
* Give examples of the many model training parameters
* Track results in a "model notebook"
* Use a model metric that combines both accuracy and generalization to rank models
* How to strategically search over the model training parameters - use a gradient descent approach
* One way to describe an arbitrarily complex predictive system is by using sensitivity analysis
Using Deep Learning to do Real-Time Scoring in Practical ApplicationsGreg Makowski
http://www.meetup.com/SF-Bay-ACM/events/227480571/
(see also YouTube for a recording of the presentation)
The talk will cover a brief review of neural network basics and the following types of neural network deep learning:
* autocorrelational - unsupervised learning for extracting features. He will describe how additional layers build complexity in the feature extraction.
* convolutional - how to detect shift invariant patterns in various data sources. Horizontal shift invariant detection applies to signals like speech recognition or IoT data. Horizontal and vertical shift invariance applies to images or videos, for faces or self driving cars
* discuss details of applying deep net systems for continuous or real time scoring
* reinforcement learning or Q Learning - such as learning how to play Atari video games
* continuous space word models - such as word2vec, skipgram training, NLP understanding and translation
Workshop dengan cara yang unik, tidak sekedar permainan atau fun activity, penyajian secara imbang antara fun activity, action learning , lecturing dan sharing untuk hasil yang optimasl
Where Are the Leaders? Changing Organizations From the Inside OutHuman Capital Media
Becoming a strategic partner within your organization takes more than knowledge of the business, understanding education or even possessing great communication skills. Learning leaders today require the knowledge, skills and abilities that allow them to direct the activities of the learning organization and push those activities across organizational boundaries in a purposeful way. Dialogue with other learning leaders about leadership qualities that will move you from order taker to strategic partner.
Jennifer A. Moss, Ph.D., Director, Human Capital Lab, Bellevue University
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 ...
Please place the number and name next to each reply. Week 5 disc.docxmattjtoni51554
Please place the number and name next to each reply.
Week 5 discussion 1 replies
Path Goal Styles
Guided Response: Review several of your peers’ posts and identify the leadership style that you can relate to. Respond to at least two of your peers and recommend path-goal styles of leadership to extend their thinking. Challenge your peers by asking a question that may cause them to reevaluate their choice of path-goal leadership styles.
#1Raymond Kong
SundayNov 26 at 5:05pm
Manage Discussion Entry
Directive leadership: 12
Supportive leadership: 14
Participative leadership: 12
Achievement-oriented leadership: 15
Directive leadership and participative leadership are two of my weakest points. Clarifying the instructions to reach the ultimate goal is a challenge for me. Similar to the authoritarian leadership style in which the leaders “perceive followers as needing direction” (Northouse, 2017). Participative leadership is creating a climate that is open to new and diverse opinions. This is primarily similar to relationship leadership in that it helps followers feel comfortable with themselves and the situation (Northouse, 2017).
Both the supportive and achievement-oriented leadership styles are similar to democratic leadership style in which “leaders treat followers as fully capable of doing work on their own”, but more specifically under democratic leadership creates a climate “more friendliness, mutual praise, and group mindedness” (Northouse, 2017). Supportive leadership style “encouraging others when they are engaged in tasks that are boring and unchallenging” (Northouse, 2017) and achievement-oriented leadership style challenges individuals to perform at the highest possible level. Both these concepts deal with a relationship aspect of leadership, but incorporates task leadership style.
Most tasks in the military are mundane and tedious. And most military personnel find themselves unchallenged and unmotivated. In a general sense, as a leader I have to keep them positive and in the right direction. Creating a cohesiveness between my subordinates is secondary. Mission must always come first.
#2Jeramiah Jones
MondayNov 27 at 1:03pm
Manage Discussion Entry
My questionnaire results turned out to be….
Directive Style 31
Supportive Style 32
Participative Style 26
Achievement- Orientated Style 32
I am again a little surprised by my results, and then again not at all. As far as scoring high in directive style, I do give instruction, set deadlines, let people know what is expected, and generally just clearly stating what I need to happen (Northouse, 2018). The way that it is worded in our text makes it seem a bit more authoritarian that I actually am, but I do want people to know what is expected of them, but it does not come down to me standing over shoulders. Some of my crew might tell you that I run a tight ship, but I don’t think that standing around giving orders is the best way to get anything accomplished.
I scored on the cusp of average and .
Please place the number and name next to each reply. Week 5 .docxbunnyfinney
Please place the number and name next to each reply.
Week 5 discussion 1 replies
Path Goal Styles
Guided Response
: Review several of your peers’ posts and identify the leadership style that you can relate to. Respond to at least two of your peers and recommend path-goal styles of leadership to extend their thinking. Challenge your peers by asking a question that may cause them to reevaluate their choice of path-goal leadership styles.
#1
Raymond Kong
SundayNov 26 at 5:05pm
Manage Discussion Entry
Directive leadership: 12
Supportive leadership: 14
Participative leadership: 12
Achievement-oriented leadership: 15
Directive leadership and participative leadership are two of my weakest points. Clarifying the instructions to reach the ultimate goal is a challenge for me. Similar to the authoritarian leadership style in which the leaders “perceive followers as needing direction” (Northouse, 2017). Participative leadership is creating a climate that is open to new and diverse opinions. This is primarily similar to relationship leadership in that it helps followers feel comfortable with themselves and the situation (Northouse, 2017).
Both the supportive and achievement-oriented leadership styles are similar to democratic leadership style in which “leaders treat followers as fully capable of doing work on their own”, but more specifically under democratic leadership creates a climate “more friendliness, mutual praise, and group mindedness” (Northouse, 2017). Supportive leadership style “encouraging others when they are engaged in tasks that are boring and unchallenging” (Northouse, 2017) and achievement-oriented leadership style challenges individuals to perform at the highest possible level. Both these concepts deal with a relationship aspect of leadership, but incorporates task leadership style.
Most tasks in the military are mundane and tedious. And most military personnel find themselves unchallenged and unmotivated. In a general sense, as a leader I have to keep them positive and in the right direction. Creating a cohesiveness between my subordinates is secondary. Mission must always come first.
#2
Jeramiah Jones
MondayNov 27 at 1:03pm
Manage Discussion Entry
My questionnaire results turned out to be….
Directive Style 31
Supportive Style 32
Participative Style 26
Achievement- Orientated Style 32
I am again a little surprised by my results, and then again not at all. As far as scoring high in directive style, I do give instruction, set deadlines, let people know what is expected, and generally just clearly stating what I need to happen (Northouse, 2018). The way that it is worded in our text makes it seem a bit more authoritarian that I actually am, but I do want people to know what is expected of them, but it does not come down to me standing over shoulders. Some of my crew might tell you that I run a tight ship, but I don’t think that standing around giving orders is the best way to get anything accomplished.
I sco ...
What Makes a Leader? Essay
To Be a Good Leader Essay
What Makes A Leader? Essay
Being a Good Leader Essay
What Is A Leader? Essay
A Great Leader. Essay
A Good Leader
What Makes A Leader?
MSL 6000, Psychological Foundations of Leadership 1 .docxShiraPrater50
MSL 6000, Psychological Foundations of Leadership 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Summarize the major psychological foundations of leadership.
1.1 Describe various foundational traits of leadership.
1.2 Articulate the importance of correlating personal leadership traits and models.
4. Evaluate various leadership models.
4.1 Analyze various leadership models.
4.2 Relate leadership models to a successful leader.
Course/Unit
Learning Outcomes
Learning Activity
1.1
Unit Lesson
Chapter 1
Unit I Essay
1.2
Unit Lesson
Chapter 1
Unit I Essay
4.1
Unit Lesson
Chapter 3
Unit I Essay
4.2
Unit Lesson
Chapter 3
Unit I Essay
Reading Assignment
In addition to a physical copy of the textbook, each unit contains the eTextbook version of the assigned
reading chapters. If preferred, click on Unit I in the course navigation menu to access the online version of the
assigned chapters.
Chapter 1: What Does It Mean to Be a Leader?, pp. 3–24
Chapter 3: Contingency Approaches to Leadership, pp. 65–88
UNIT I STUDY GUIDE
Leadership Approaches and Models
MSL 6000, Psychological Foundations of Leadership 2
UNIT x STUDY GUIDE
Title
Unit Lesson
Welcome to Unit I! There are many types of leaders in the business world today; some are successful at
leading their team to accomplish organizational goals, while others are not. Leadership is a popular and
sought-after asset in business today. Therefore, it is important to understand what is required for one to
become a good leader and acknowledge the important aspects of leadership. Being that leadership is
complex and often misunderstood, those who are seeking to become effective leaders must possess a desire
to establish meaningful relationships with others while leading with a vision. Daft (2018) describes leadership
as the “ability to support and inspire the people who are needed to achieve organizational goals” (p. 5).
This course covers the history and psychology
of leadership studies, leadership vision,
culture, courage, morals, and values. Our
focus will be on leadership concepts and
theories and correlating that knowledge into
practical use. At the bottom of each study
guide, there will be activities that focus on self-
assessment, goal setting, and overcoming
barriers—all related to how you can apply what
you learn in the course to your everyday life.
The activities are not graded but will assist in
developing your own leadership skills.
Let’s get started, as your next step in becoming a leader awaits.
When we consider the psychology of leadership, the psychodynamic or systematic approach to studying
human behavior, there are a myriad of ways of looking at leadership. The underlining forces that affect
leaders’ ability to lead include their personalities, their feelings and emotions, and how they relate to others.
Leaders’ persona ...
MSL 6000, Psychological Foundations of Leadership 1 .docxgertrudebellgrove
MSL 6000, Psychological Foundations of Leadership 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Summarize the major psychological foundations of leadership.
1.1 Describe various foundational traits of leadership.
1.2 Articulate the importance of correlating personal leadership traits and models.
4. Evaluate various leadership models.
4.1 Analyze various leadership models.
4.2 Relate leadership models to a successful leader.
Course/Unit
Learning Outcomes
Learning Activity
1.1
Unit Lesson
Chapter 1
Unit I Essay
1.2
Unit Lesson
Chapter 1
Unit I Essay
4.1
Unit Lesson
Chapter 3
Unit I Essay
4.2
Unit Lesson
Chapter 3
Unit I Essay
Reading Assignment
In addition to a physical copy of the textbook, each unit contains the eTextbook version of the assigned
reading chapters. If preferred, click on Unit I in the course navigation menu to access the online version of the
assigned chapters.
Chapter 1: What Does It Mean to Be a Leader?, pp. 3–24
Chapter 3: Contingency Approaches to Leadership, pp. 65–88
UNIT I STUDY GUIDE
Leadership Approaches and Models
MSL 6000, Psychological Foundations of Leadership 2
UNIT x STUDY GUIDE
Title
Unit Lesson
Welcome to Unit I! There are many types of leaders in the business world today; some are successful at
leading their team to accomplish organizational goals, while others are not. Leadership is a popular and
sought-after asset in business today. Therefore, it is important to understand what is required for one to
become a good leader and acknowledge the important aspects of leadership. Being that leadership is
complex and often misunderstood, those who are seeking to become effective leaders must possess a desire
to establish meaningful relationships with others while leading with a vision. Daft (2018) describes leadership
as the “ability to support and inspire the people who are needed to achieve organizational goals” (p. 5).
This course covers the history and psychology
of leadership studies, leadership vision,
culture, courage, morals, and values. Our
focus will be on leadership concepts and
theories and correlating that knowledge into
practical use. At the bottom of each study
guide, there will be activities that focus on self-
assessment, goal setting, and overcoming
barriers—all related to how you can apply what
you learn in the course to your everyday life.
The activities are not graded but will assist in
developing your own leadership skills.
Let’s get started, as your next step in becoming a leader awaits.
When we consider the psychology of leadership, the psychodynamic or systematic approach to studying
human behavior, there are a myriad of ways of looking at leadership. The underlining forces that affect
leaders’ ability to lead include their personalities, their feelings and emotions, and how they relate to others.
Leaders’ persona.
Running head COMPREHENSIVE LEARNING ASSIGNMENT 21PAGE 4.docxtoddr4
Running head: COMPREHENSIVE LEARNING ASSIGNMENT 2
1
PAGE
4
COMPREHENSIVE LEARNING ASSIGNMENT 2
Comprehensive Learning Assignment 2
(Introduction to the importance of Leadership in an organization. State what you are going to cover in the essay. Include a thesis statement)
Leadership Concept 1: The Five Practice of Exemplary Leadership
(Name and describe this leadership concept. Cite sources used)
Personal experience with this leadership concept
Leadership Concept 2: Leadership Styles/Transformational Leadership
You could choose to write about the overall leadership styles or specifically on transformational leadership
(Name and describe this leadership concept. Cite sources used)
Personal experience with this leadership concept
Leadership Concept 3: Traits Theory (or Great man or behavioral theory, you could choose)
(Name and describe this leadership concept. Cite sources used)
Personal experience with this leadership concept
Leadership Concept 4: Kotter’s 8 step change model
(Name and describe this leadership concept. Cite sources used)
Personal experience with this leadership concept
Personal Leadership Plan
(State 3-4 leadership qualities you wish to develop. How/why did you choose these? Develop a Leadership Plan for yourself. Describe the key elements of it. You can provide goals and a timetable, if you wish)
1. Delegating
2. Conflict Management
3. Negotiation
4. Decisiveness
You could also refer on my discussion questions for my leadership experience.
Conclusion
(your final thoughts about effective leadership and the need for a personal leadership action plan)
References
Praise for the Fifth Edition of
The Leadership Challenge
“My heart goes out to Jim Kouzes and Barry Posner with the deepest gratitude for
this book, the most powerful leadership resource available. It is providential that
at a time of the lowest level of trust and the highest level of cynicism, The Leader-
ship Challenge arrives with its message of hope. When there are dark days in our
lives, Kouzes and Posner will shine a light.”
—Frances Hesselbein, former CEO, Girl Scouts of the USA;
author, My Life in Leadership
“Jim Kouzes and Barry Posner have taken one of the true leadership classics of the
late twentieth century and made it freshly relevant for today’s twenty-first century
leaders. It is a must-read for today’s leaders who aspire to contribute in a more
significant way tomorrow.”
—Douglas R. Conant, New York Times bestselling author, TouchPoints;
retired CEO, Campbell Soup Company
“For twenty-five years, the names Jim Kouzes and Barry Posner have been synony-
mous with leadership. There is a reason for that. This book, in its new and updated
form, demonstrates that leadership is a challenge you must win every day. It shows
that every leader is unique, with his or her own style, and it helps you find your
style. But the real beauty of this book is that it does not just tell you about leader-
ship.
Running head COMPREHENSIVE LEARNING ASSIGNMENT 21PAGE 4.docxhealdkathaleen
Running head: COMPREHENSIVE LEARNING ASSIGNMENT 2
1
PAGE
4
COMPREHENSIVE LEARNING ASSIGNMENT 2
Comprehensive Learning Assignment 2
(Introduction to the importance of Leadership in an organization. State what you are going to cover in the essay. Include a thesis statement)
Leadership Concept 1: The Five Practice of Exemplary Leadership
(Name and describe this leadership concept. Cite sources used)
Personal experience with this leadership concept
Leadership Concept 2: Leadership Styles/Transformational Leadership
You could choose to write about the overall leadership styles or specifically on transformational leadership
(Name and describe this leadership concept. Cite sources used)
Personal experience with this leadership concept
Leadership Concept 3: Traits Theory (or Great man or behavioral theory, you could choose)
(Name and describe this leadership concept. Cite sources used)
Personal experience with this leadership concept
Leadership Concept 4: Kotter’s 8 step change model
(Name and describe this leadership concept. Cite sources used)
Personal experience with this leadership concept
Personal Leadership Plan
(State 3-4 leadership qualities you wish to develop. How/why did you choose these? Develop a Leadership Plan for yourself. Describe the key elements of it. You can provide goals and a timetable, if you wish)
1. Delegating
2. Conflict Management
3. Negotiation
4. Decisiveness
You could also refer on my discussion questions for my leadership experience.
Conclusion
(your final thoughts about effective leadership and the need for a personal leadership action plan)
References
Praise for the Fifth Edition of
The Leadership Challenge
“My heart goes out to Jim Kouzes and Barry Posner with the deepest gratitude for
this book, the most powerful leadership resource available. It is providential that
at a time of the lowest level of trust and the highest level of cynicism, The Leader-
ship Challenge arrives with its message of hope. When there are dark days in our
lives, Kouzes and Posner will shine a light.”
—Frances Hesselbein, former CEO, Girl Scouts of the USA;
author, My Life in Leadership
“Jim Kouzes and Barry Posner have taken one of the true leadership classics of the
late twentieth century and made it freshly relevant for today’s twenty-first century
leaders. It is a must-read for today’s leaders who aspire to contribute in a more
significant way tomorrow.”
—Douglas R. Conant, New York Times bestselling author, TouchPoints;
retired CEO, Campbell Soup Company
“For twenty-five years, the names Jim Kouzes and Barry Posner have been synony-
mous with leadership. There is a reason for that. This book, in its new and updated
form, demonstrates that leadership is a challenge you must win every day. It shows
that every leader is unique, with his or her own style, and it helps you find your
style. But the real beauty of this book is that it does not just tell you about leader-
ship ...
Discussion of the importance of effective leadership and administrative guidance to the delivery of quality clinical services. Learn tools to implement key elements of effective leadership: Decision Making, Communication, Motivating Others
Describes method and tools for measuring well-being at work. Shows how to measure cultural and personal entropy. Improved version of previous presentation
Similar to 360 Degree Leader - Ayub Jake Salik (20)
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
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Memorandum Of Association Constitution of Company.pptseri bangash
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
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Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
3.0 Project 2_ Developing My Brand Identity Kit.pptx
360 Degree Leader - Ayub Jake Salik
1. The 360 Degree LeaderDeveloping your Influence from Anywhere in the Organization Ayub Jake Salik 12/8/2010
2. Road Map About the author Book overview Myths Challenges Leading Up Leading Across Leading Down Value of 360 Leader Comparison with Leadership Literature What was good about the book ? What was not so good about the book ? Rating Questions 2
3. Road Map About the author Book overview Myths Challenges Leading Up Leading Across Leading Down Value of 360 Leader Comparison with Leadership Literature What was good about the book ? What was not so good about the book ? Rating Questions 3
12. Road Map About the author Book overview Myths Challenges Leading Up Leading Across Leading Down Value of 360 Leader Comparison with Leadership Literature What was good about the book ? What was not so good about the book ? Rating Questions 6
14. What Percent of Leaders are in the Middle? 42 % 69 % 78% 87 % 99 % 8
15. Road Map About the author Book overview Myths Challenges Leading Up Leading Across Leading Down Value of 360 Leader Comparison with Leadership Literature What was good about the book ? What was not so good about the book ? Rating Questions 9
16. The Myths of Leading from the Middle of an Organization The Position Myth: "I can't lead if I am not at the top" The Destination Myth: "When I get to the top, then I'll learn to lead.“ The Influence Myth: "If I were on top, then people would follow me.“ The Inexperience Myth: "When I get to the top, I'll be in control.“ 10
17. The Myths of Leading from the Middle of an Organization The Freedom Myth: "When I get to the top, I'll no longer be limited.“ The Potential Myth: "I can't reach my potential if I'm not the top leader.“ The All-or-Nothing Myth: "If I can't get to the top, then I won't try to lead.“ 11
18. Road Map About the author Book overview Myths Challenges Leading Up Leading Across Leading Down Value of 360 Leader Comparison with Leadership Literature What was good about the book ? What was not so good about the book ? Rating Questions 12
19. Challenges Leaders Faces The Tension Challenge: The Pressure of Being Caught in the Middle The Frustration Challenge: Following an Ineffective Leader The Multi-Hat Challenge: One Head . . . Many Hats The Ego Challenge: You're Often Hidden in the Middle 13
20. Challenges Leaders Faces The Fulfillment Challenge: Leaders Like the Front More than the Middle The Vision Challenge: Championing the Vision Is More Difficult When You Didn’t Create It The Influence Challenge: Leading Others Beyond Your Position Is Not Easy 14
21. Road Map About the author Book overview Myths Challenges Leading Up Leading Across Leading Down Value of 360 Leader Comparison with Leadership Literature What was good about the book ? What was not so good about the book ? Rating Questions 15
22. Lead Yourself Exceptionally Well Manage your priorities (85% on your strengths, 15% learning, 5% other) Lighten Your Leader's Load Do your own job well first Be Willing to Do What Others Won't Be the first to step up and help Do More than Manage - Lead! See yourself as an agent of change Invest in Relational Chemistry Know the leader's priorities Principles for Leading Up 16
23. Be Prepared Every Time You Take Your Leader's Time Invest ten fold Know When to Push and When to Back Off Timing is important Become a Go-To Player Make people rely on you Be Better Tomorrow than You Are Today Continuous Improvement Principles for Leading Up 17
24. Road Map About the author Book overview Myths Challenges Leading Up Leading Across Leading Down Value of 360 Leader Comparison with Leadership Literature What was good about the book ? What was not so good about the book ? Rating Questions 18
25. Principles for Leading Across Understand, Practice, and Complete the Leadership Loop Put Completing Fellow Leaders Ahead of Competing with Them Embrace healthy competition 19
26. Principles for Leading Across Be a Friend Find common ground not related to work Avoid Office Politics Avoid gossip Expand Your Circle of Acquaintances Expand beyond your inner circle, your expertise, your strengths Let the Best Idea Win Don’t take rejection personally Don't Pretend You're Perfect Admit your faults 20
27. Road Map About the author Book overview Myths Challenges Leading Up Leading Across Leading Down Value of 360 Leader Comparison with Leadership Literature What was good about the book ? What was not so good about the book ? Rating Questions 21
28. Principles for Leading Down Walk Slowly Through the Halls Pay attention on people See Everyone As a “10” Catch them doing something right Develop Each Team Member as a Person Link organizational goals and individual development Place People in Their Strength Zones Give them the right job 22
29. Principles for Leading Down Model the Behavior You Desire Your behavior determines the culture Transfer the Vision Clarity, Purpose, Goals Reward for Results Give more than just praise 23
30. Road Map About the author Book overview Myths Challenges Leading Up Leading Across Leading Down Value of 360 Leader Comparison with Leadership Literature What was good about the book ? What was not so good about the book ? Rating Questions 24
31. Why is a 360 Degree Leader Valuable? A Leadership Team Is More Effective than Just One Leader Leaders Are Needed at Every Level of the Organization Leading Successfully at One Level Is a Qualifier for Leading at the Next Level Good Leaders in the Middle Make Better Leaders at the Top 360-Degree Leaders Possess Qualities Every Organization Needs 25
36. Road Map About the author Book overview Myths Challenges Leading Up Leading Across Leading Down Value of 360 Leader Comparison with Leadership Literature What was good about the book ? What was not so good about the book ? Rating Questions 27
64. Ability to manage complex web of connections (How Centered Leaders Achieve Extraordinary Results. McKinsey Quarterly – 2010)
65. Balanced approach and emotional capacity in leadership ( The Work of Leadership - Pg. HBR 2001)32
66.
67. Building trust and open communication channels with people. (What leaders Really Do?. HBR 2001)
68. Catering needs of organization before ones one. (What makes an Effective Executive. HBR 2004)33
69. Road Map About the author Book overview Myths Challenges Leading Up Leading Across Leading Down Value of 360 Leader Comparison with Leadership Literature What was good about the book ? What was not so good about the book ? Rating Questions 34
70. What was good about the book? Minimum leadership language Simple easy read Topic addressing less discussed topic Peer to peer leadership & leading bosses Guidelines for creating 360 - degree influence Everyday use techniques Online assessment tool Basic 360 degree leadership skills evaluation 35
73. Road Map About the author Book overview Myths Challenges Leading Up Leading Across Leading Down Value of 360 Leader Comparison with Leadership Literature What was good about the book ? What was not so good about the book ? Rating Questions 38
74. What was not so good about the book? Material repetition Topic sequence No solid research and empirical evidence Servant leadership style – not always successful Neglecting situational aspects of 360 leader No cases study to explain 360 Degree leadership Excessive author self marketing 39
75. Recap Book overview Myths Challenges Leading Up Leading Across Leading Down Value of 360 Leader Comparison with Leadership Literature What was good about the book ? What was not so good about the book ? 40
The ABC’s of energy managementActivity without direction – doing things that don’t matterBurden without action – not being able to do things that really matterConflict without resolution – not being able to deal with the issue