The document discusses the qualities of effective leadership. While there is no universal definition of leadership, research has identified trends among successful leaders. Effective leaders establish trust, motivate others with a clear vision, and adapt to different situations. They also empower others and take responsibility for risks. Proper leader-situation matching is important for organizational success.
Become familiar with basics of leadership through the symbolism found in the Wizard of Oz. This is a fun and accessible way of looking at the basics of leadership, team and strategy.
A sample of 15 of 200 leadership slides in my full set.
Go to my website www.andrewgibbons.co.uk for hundreds of free downloads and to access all 6000 slides in 18 sets including customer service; mentoring; change; performance management, and coaching.
By Anand:-
Effective team work, inffeffectiveness, strategy, benefits, barriers, how to improve team work everything in it.
I will be glad to see your comments.
And also please like it, if you really like it
i will be do always improvements in it.
thanx
Leadership for the Future: Ignatian Discernment and ValuesAndrea Mennillo
Article by Andrea Mennillo which contains a reflection on current leadership models, proposing discernment as a fundamental value for today and for the future
Karen Gieseke, the Southeastern Minnesota Synod, ELCA's Children, Youth, & Family Ministry Coordinator shared this presentation on Strengths Based Leadership at the 2013 Councils as Leaders in the Church event.
Become familiar with basics of leadership through the symbolism found in the Wizard of Oz. This is a fun and accessible way of looking at the basics of leadership, team and strategy.
A sample of 15 of 200 leadership slides in my full set.
Go to my website www.andrewgibbons.co.uk for hundreds of free downloads and to access all 6000 slides in 18 sets including customer service; mentoring; change; performance management, and coaching.
By Anand:-
Effective team work, inffeffectiveness, strategy, benefits, barriers, how to improve team work everything in it.
I will be glad to see your comments.
And also please like it, if you really like it
i will be do always improvements in it.
thanx
Leadership for the Future: Ignatian Discernment and ValuesAndrea Mennillo
Article by Andrea Mennillo which contains a reflection on current leadership models, proposing discernment as a fundamental value for today and for the future
Karen Gieseke, the Southeastern Minnesota Synod, ELCA's Children, Youth, & Family Ministry Coordinator shared this presentation on Strengths Based Leadership at the 2013 Councils as Leaders in the Church event.
Leader or Loser? A new leader has a different approach towards success.LMI-India
This presentation gives us the Idea about what traits a leader should have and without these traits a loser come into existence.
The new leader of advanced world.
Values Explorer, CCL Labs Webinar SeriesCharles Palus
Special guests: Joel Wright and Janet Carlson
Values are what drive and motivate us. We can make better choices when we’re clear about what really matters to us. Values underpin our authenticity and help shape our leadership style. Values Explorer is intended to help you “dig deep” and think about your values in a new way. You will be equipped with a powerful lens through which to evaluate various aspects of your life and the choices you make. And if you stay aware of these core values – and honor them – you can make even better decisions in the future.
From David M. Horth, Chuck Palus & Lyndon Rego
More at www.ccl.org/Values
Developing professional learning communities through Appreciative InquiryChris Jansen
Appreciative Inquiry as a powerful tool for positive change in organisations, networks and communities - INTASE Leadership Conference Singapore April 2014
http://minimba.co.za
In these slides we share information on Visionary Leadership and how it relates to business management. Who is your favorite visionary leader and why does he inspire you?
When it comes to leadership, everyone's got an opinion. And yet, take a look around and it's clear for all to see that, in spite of the vast amounts of research and books published on the subject, it seems we are none the wiser. What's more, in many organisations, the topic of leadership is taboo because it casts doubt on those who should be leading but are not.
In this interactive workshop, we'll explore what leadership is and what it isn't, how we can do it better (even if we don't have the official role of 'leader') and why the world needs all of us to become better leaders.
As a apprentice leaders, we will share stories and lessons learned in an attempt to make sense of what leadership is and how to get better at what is fast becoming a life skill in order to thrive in a frenetic and ever-changing world.
In an informal survey Karl Bimshas Consulting asked established leaders to rank the leadership attributes they considered crucial for an ideal leader to possess. They were then asked to select which attributes they had.
Leader or Loser? A new leader has a different approach towards success.LMI-India
This presentation gives us the Idea about what traits a leader should have and without these traits a loser come into existence.
The new leader of advanced world.
Values Explorer, CCL Labs Webinar SeriesCharles Palus
Special guests: Joel Wright and Janet Carlson
Values are what drive and motivate us. We can make better choices when we’re clear about what really matters to us. Values underpin our authenticity and help shape our leadership style. Values Explorer is intended to help you “dig deep” and think about your values in a new way. You will be equipped with a powerful lens through which to evaluate various aspects of your life and the choices you make. And if you stay aware of these core values – and honor them – you can make even better decisions in the future.
From David M. Horth, Chuck Palus & Lyndon Rego
More at www.ccl.org/Values
Developing professional learning communities through Appreciative InquiryChris Jansen
Appreciative Inquiry as a powerful tool for positive change in organisations, networks and communities - INTASE Leadership Conference Singapore April 2014
http://minimba.co.za
In these slides we share information on Visionary Leadership and how it relates to business management. Who is your favorite visionary leader and why does he inspire you?
When it comes to leadership, everyone's got an opinion. And yet, take a look around and it's clear for all to see that, in spite of the vast amounts of research and books published on the subject, it seems we are none the wiser. What's more, in many organisations, the topic of leadership is taboo because it casts doubt on those who should be leading but are not.
In this interactive workshop, we'll explore what leadership is and what it isn't, how we can do it better (even if we don't have the official role of 'leader') and why the world needs all of us to become better leaders.
As a apprentice leaders, we will share stories and lessons learned in an attempt to make sense of what leadership is and how to get better at what is fast becoming a life skill in order to thrive in a frenetic and ever-changing world.
In an informal survey Karl Bimshas Consulting asked established leaders to rank the leadership attributes they considered crucial for an ideal leader to possess. They were then asked to select which attributes they had.
Identifying & Building Leadership CapabilityOpicGroup
With the aim of getting as many different perspectives as possible, we have
compared the literature and the vast amount of data available on organisational development and leadership. This whitepaper outlines research undertaken to identify the common capabilities (defined as a combination of attributes and traits that lead to sustainable behaviour) for executive roles.
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You were recently appointed as a new manager. You face a number o.docxjeffevans62972
You were recently appointed as a new manager. You face a number of issues in your new position. Please address each.
The previous manager used a transactional leadership approach, which has been relatively ineffective. Evaluate one leadership style and describe which you would take.
An experienced executive assistant discovered that she made the same amount of money as a newly hired janitor. Consider the role the human resources department plays in driving organization performance. What HR strategies would you employ to address this?
To keep people motivated in a tough economic environment, the company has shifted from annual to semiannual bonuses. Do you think offering semiannual bonuses is a good way to motivate the kind of behaviors organizations need to survive the economic downturn? What might be some potential problems associated with this approach? What other strategies would you use?
Post answers in paragraph form (minimum of 500-600 words)
SCORING AND INTERPRETATION: A recent view of leadership called Level 5 leadership says that the most successful leaders have two prominent qualities: humility and will. Give 1 point for each item marked Mostly True.
· Humility: Items 1, 2, 3, 4
· Will: Items 5, 6, 7, 8
“Humility” means a quiet, modest, self-effacing manner. A humble person puts group or organizational success ahead of personal success. “Will” means a quiet but fierce resolve to stay the course to achieve the group's desired outcome and to help the group succeed. The traits of humility and will are opposite the traditional idea of leadership as loud and self-centered. If you scored 3 or 4 on either humility or will, you are on track to Level 5 leadership, which says that ordinary people often make excellent leaders.
Remember This
·
(Daft, 2012, p.493)
Nature of Leadership
In most situations, a team, military unit, department, or volunteer group is only as good as its leader. Yet there are as many variations among leaders as there are among other individuals, and many different styles of leadership can be effective.
So, what does it mean to be a leader? Among all the ideas and writings about leadership, three aspects stand out—people, influence, and goals. Leadership occurs among people, involves the use of influence, and is used to attain goals.2Influence means that the relationship among people is not passive. Moreover, influence is designed to achieve some end or goal. Thus, leadership as defined here is the ability to influence people toward the attainment of goals. This definition captures the idea that leaders are involved with other people in the achievement of goals. Leadership is reciprocal, occurring among people.3 Leadership is a “people” activity, distinct from administrative paperwork or problem-solving activities.
Remember This
· • The attitudes and behaviors of leaders shape the conditions that determine how well employees can do their jobs; thus, leaders play a tremendous role in the .
Recent surveys indicate that achieving employee engagement and meeting/exceeding customer expectations are at the top of business concerns identified by CEOs worldwide. This Leadership Brief Express (LBE) explores the leadership behaviors instrumental in creating a culture where employees are engaged and motivated to contribute. These behaviors transform the relationship between management and employees enabling alignment, involvement, open & two-way communication, collaborative problem-solving & learning, innovation and high-performance.
David Kolzow 1 LEADING FROM WITHIN Building Or.docxedwardmarivel
David Kolzow
1
LEADING FROM WITHIN:
Building Organizational Leadership Capacity
Authored by:
David R. Kolzow, PhD
2014
David Kolzow
2
7EADING FROM WITHIN:
BUILDING ORGANIZATIONAL LEADERSHIP CAPACITY
Table of Contents
Page #
Chapter 1: Introduction 5
Chapter 2: What Does It Mean to be a “Leader?” 9
Leadership Defined 9
Leadership in Transition 16
Chapter 3: Understanding the Foundations of Leadership 17
Leadership Models 17
Leadership Trait Theory 17
Leadership Behavior Theory 21
Contingency Theory and Situational Leadership Theory 24
Chapter 4: What’s Your Leadership Style? 28
Authoritarian vs. Democratic Leadership 29
Power and Leadership 32
The Charismatic Leader 40
Transactional Leadership 42
Transformational Leadership 43
The Servant Leader 47
Situational Leadership 51
Conclusions About Leadership Styles 53
Chapter 5: Demonstrating Effective Leadership 54
Leadership Character 54
Leadership Behavior 57
Being trustworthy 59
Integrity 66
Self-reflection 69
Self-confidence 73
Self-directed 75
Action- and results-oriented 77
Communication 78
Respecting and caring for others 82
Willingness to take risks and be innovative 85
Transparency 88
Righting wrongs 91
Staying focused 92
Responding quickly with agility 93
A positive attitude 94
Clarity 95
Chapter 6: Critical Leadership Competencies - What Makes
a Successful Leader? 97
Introduction 97
David Kolzow
3
Possess clarity of direction 99
Has the ability to inspire others to high performance 99
Communicates well and listens intensively 100
Demonstrates a collaborative orientation 103
Works to develop people 105
Has the ability to think creatively 105
Possesses intelligence and learning agility 107
Is capable of creating a culture of excellence 109
Practices consistent discipline 112
Delivers results 113
Clarifies expectations 114
Practices accountability 117
Exercises good judgment 118
Conclusions 124
Chapter 7: Learning Leadership Skills 125
Hard vs. Soft Skills 126
Interpersonal Skills 128
Communicate Effectively 129
Conflict Resolution 149
Negotiation 166
Problem-Solving and Critical Thinking 187
Decision-Making 203
Facilitation 218
Chapter 8: Leadership and Dealing with Change 225
The Reality of Change 226
Leader’s Role in Change Management 227
Organizational Change 228
Change Leadership vs. Change Management 232
Facilitating Change 234
The Board and Change 238
Chapter 9: T.
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PHI 2604 – Critical Thinking/Ethics Handouts Lenel
Rev. 5/2020
Subjective Ethical Theories
I. Emotivism Criticism
According to this theory, moral judgments have
no cognitive content, thus no truth value. Moral
judgments merely reflect subjective attitudes
and emotions. Without a truth value, there can
be no moral statements! Thus, “it is morally
wrong to hit an innocent child” becomes a moral
utterance, neither true nor false.
The theory contradicts many of
our deeply held moral
convictions. For example, the
theories denies that, “Killing
babies for fun is morally wrong”
is a true statement.
II. Approbative Ethical Theories
A. The Divine Command Theory
According to this theory, an action is only morally
right because God approves of the action. But, if you
ask why God approves of the action, there seems to
be nothing to say. Thus God has no moral reasons
for that of which He approves!
The theory robs God of having
moral reasons for that of which He
approves.
B. Subjective Relativism
According to this theory, an action is morally right
simply because the agent (the one doing the action)
approves of the action. No matter how atrocious the
behavior may appear to others, as long as the agent
believes the behavior is morally right, it is!
The theory implies that every
individual is morally infallible, which
is extremely unlikely to be true.
C. Cultural Relativism
According to this theory, an action is morally right
because one’s culture approves of the action. Thus it
is cultures who create moral values by believing in
them collectively. If there is disagreement within a
culture, then an action is morally right because the
majority of one’s culture approves of the action.
This theory implies that there can
be no moral progress over time. It
implies that every culture (past and
present) has moral values that are
equally correct. The theory implies
that moral issues can be settled by
taking a survey. Far from justifying
the moral rightness of tolerance,
the theory undermines the view
that tolerance is objectively morally
right, as well as any other objective
moral value. Finally, while it does
recognize that individuals can be
mistaken in their moral judgments,
it does imply that every culture is
morally infallible, which is
extremely unlikely to be true.
Signature Assignment Instructions
Deliverables:3
Week 9: Written report due on Saturday
Paper:
The past 7 weeks, we learned about Leadership to demonstrate your understanding. The signature assignment will pull together the assignments for each week and you will submit a paper that addresses the following.
You own a consulting firm specializing ...
Unfold the Leader in You is a unique leadership development program that clarifies, perhaps for the first time, the process of Obtaining Leadership. This program goes far beyond strategic thinking and cognitive intelligence by focusing on leader's leadership personality. It rekindles their ability to transform themselves, their people and their businesses
Unfold the Leader in You is a unique leadership development program that clarifies the process of Obtaining Leadership by going far beyond the strategic ability and cognitive intelligence. It focuses on leader's Leadership personality and rekindle's their ability to transform themselves, their people and their businesses
Similar to The recipe for effective leadership (20)
Обзор заработных плат в сфере фармацевтического производства в Москве.Awara Direct Search
Цель этого обзора заработных плат – дать общее представление об особенностях рынка труда и уровне средних заработных плат в сфере фармацевтического производства в Москве.
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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
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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1. Author: Helenika Hellevig
Helenika Hellevig, Executive Consultant of Awara Group
LinkedIn: http://www.linkedin.com/in/helenika
E-mail: helenika.hellevig@awaragroup.com
Website: www.awaragroup.com
THE RECIPE FOR EFFECTIVE LEADERSHIP
“Leadership is a lot like love. Everyone thinks it is special, but hardly anyone agrees on a definition.”
(Peltier, 2010)
Are leaders born of bred? An endless chicken vs. the egg debate. Up-to-date research extensively holds
the view that good leaders tend to possess a set of similar and essential qualities, but they can also be
developed. The concept of leadership has intrigued many students throughout history including the
notable Plato, Socrates, Confucius, and Shakespeare, and it is a frequently manifesting topic in the Old
and New Testaments of the Bible as well as in the Koran. Modern-day leadership and leader
development research is derived from popular business books and academic (empirical) research.
Nonetheless, millennia of research has not been able to formulate one perfectly descriptive or universally
accepted definition of the concept of leadership, due to the fact that it has been impossible to identify
traits or behaviors that make leaders equally successful in all situations. Leaders who are effective in one
organization or context may not be as successful in others, which makes concluding universal qualities of
great leaders virtually impossible. On the bright side, researchers have been able to draw out trends
among good and bad leaders. Gaining a better understanding of what makes an effective leader can help
organizations in several aspects, such as in selecting or placing a leader, or even in developing one. Many
organizations lack the leadership they need at various levels, which may be the cause behind mediocre or
even failing performance. Hence it can be of great interest for businesses to understand what leadership
qualities may make or break an organization.
Due to the lack of a clear definition for leadership or the qualities to be assessed, measuring leadership
effectiveness is challenging. The most commonly used measure is thus whether the organization has
achieved its goals and to what extent, which of course is not a bad starting point. However, it can result in
erroneous assessment of the leader. When organizations perform highly, in the majority of industries
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2. leaders tend to enjoy most of the credit, and when performance is poor leaders are often labeled as the
culprit. Thus poor leaders sometimes wrongfully gain merit for a team’s performance, or vice versa, they
do not receive the praise they should for their team’s success. The cause behind results may be difficult to
pin down, especially in large organizations where there is a great distance between executives and front
line employees. It may not be easy to determine who is to be celebrated or blamed. On that account, as
well as in many other quests regarding leadership decisions, it can be extremely useful for organizational
leaders and the board of directors to know what researchers have discovered.
Today’s leadership literature elicits specific patterns of effective leadership qualities, including traits and
competencies, of which most involve a strong social influence and an ability to effectuate and guide
change (by moving large groups of subordinates and other resources). However, as per abovementioned,
no universal leader traits or behaviors will guarantee success across all contexts. Therefore, it is important
to understand the qualities that a good leader in general should possess, but to keep in mind that a leader-
situation fit is essential. A leader with favorable qualities should be matched up with the leadership
demands of the context in which he/she is to lead. By conducting a thorough assessment of the right
leader-situation fit prior to launch, a company can increase its likelihood for success and avoid
unprecedented fiascos. What works in one relationship may not work in another, because it is more than
just math, it is advanced chemistry.
Personal qualities of a successful leader:
• “An ability to establish strong collaborative relationships
• Integrity and the ability to create a climate of trust
• High practical intelligence (more is better, to a point)
• Strong motivation to lead other people
• Self-confidence and a sense of independence
• Capacity for vision
• Ability to articulate a vision and influence others
• Adaptive flexibility
• Extraversion and outgoingness
• High energy, capacity to work a lot
• Emotional maturity, emotional intelligence (ability to notice and manage emotions and
reactions)” (Peltier, 2010)
Other qualities:
• Stress tolerance
• Optimism
• Listening skills
• Resilience
• Empowerment and respect for others
• Strategic thinking
• Effective risk-taking and accountability for risks taken
• Various additional skills such as ability to negotiate, delegate, run effective meetings, and stamina
to attend regularly occurring after-work social events on a business agenda (Peltier, 2010)
Six essential competencies:
• “Create a sense of mission
• Motivate others to join you
• Create an adaptive social architecture
• Generate trust and optimism
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3. • Develop other leaders
• Get results” (Bennis, 2007)
According to Bennis (2007), not everyone is apt to lead, and he goes on with postulating that possessing
the necessary energy and motivation to lead other people is actually quite rare. However, they are out
there, and our satisfied international clients can assert that Awara certainly knows how to find and place
them. A strong leader paired with the right situation can be a match made in heaven, and that is what our
mission consists of.
References:
Bennis, W. (2007). The challenges of leadership in the modern world. American Psychologist, 62(1), 2-5.
Peltier, B. (2010). Leadership. In The Psychology of Executive Coaching, Theory and Application (2nd
ed.). (307-338). New York, NY: Routledge.
If you want to discuss this article, please contact the author:
Helenika Hellevig, Executive Consultant of Awara Group
LinkedIn: http://www.linkedin.com/in/helenika
E-mail: helenika.hellevig@awaragroup.com
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