1. Successful leadership requires self-reflection to ensure leaders are not merely focused on business metrics and have slipped into an ego-driven style that disengages their workforce.
2. To avoid this, leaders must communicate regularly with employees at all levels, accept criticism without dismissal, hold multiple types of group meetings, and be honest, loyal, and ethical in their dealings with employees.
3. Leaders also need to understand employees' jobs and lives by periodically performing their roles, protect the workforce, and show appreciation for employees' achievements and importance to the organization. Failing to follow these practices risks organizational failure.
The truth is, all corporations share the same basic structure and the higher your position on the corporate ladder, the more difficult advancement becomes. Women are conquering self-doubt, personal fears and cultural stereotypes as they steadily climb the corporate ladder. In this session, we will focus on the defining the challenges faced by successful women, strategies they used to overcome obstacles and skills that served them well along the way.
Taking the Pain Out of Performance Reviews | Webinar 12.11.14BizLibrary
“I love annual performance reviews!” Said no one ever. Performance reviews are a workplace “tradition” that’s just about universally despised. In this webinar we’ll discuss 4 keys to make the process less painful and more productive.
www.bizlibrary.com
Every startup encounters speed bumps on the highway of growth. It’s the people on your team who will enable your company to power through them. Skills and capabilities must evolve as you grow. You’ll need to navigate advisory and other boards, recruit well and have effective team communication and a CEO who sets the stage for the company culture—all just to set you up for that early-stage VC funding.
Once you've actually hired your third cousin's boyfriend you'll be entering new unchartered territory. How do you ensure he's not spending his day on Facebook? How can you make sure your salespeople aren't going after the same accounts? And for your other hires, how do you get your accountant to join the weekly beer pong tournament? Getting your employees to produce results is another of the great challenges of entrepreneurship. In this session we'll show you how to:
Empower and engage employees to do their very best work.
Align their efforts so that you've connected the company's strategy with their daily action.
Get them to work together as a team.
Build a culture that keeps them coming in happy every day.
15Five's Guide To Creating High Performing TeamsDavid Hassell
Managing a team has never been more complex. Knowledge-based workers are challenging status-quo leadership at every turn. How will you keep your A-players, ensure their happiness and call forth their best week after week?
15Five's Guide To Creating High Performing Teams contains helpful management tips on everything from building better relationships with employees to supercharging meetings and performance reviews.
The truth is, all corporations share the same basic structure and the higher your position on the corporate ladder, the more difficult advancement becomes. Women are conquering self-doubt, personal fears and cultural stereotypes as they steadily climb the corporate ladder. In this session, we will focus on the defining the challenges faced by successful women, strategies they used to overcome obstacles and skills that served them well along the way.
Taking the Pain Out of Performance Reviews | Webinar 12.11.14BizLibrary
“I love annual performance reviews!” Said no one ever. Performance reviews are a workplace “tradition” that’s just about universally despised. In this webinar we’ll discuss 4 keys to make the process less painful and more productive.
www.bizlibrary.com
Every startup encounters speed bumps on the highway of growth. It’s the people on your team who will enable your company to power through them. Skills and capabilities must evolve as you grow. You’ll need to navigate advisory and other boards, recruit well and have effective team communication and a CEO who sets the stage for the company culture—all just to set you up for that early-stage VC funding.
Once you've actually hired your third cousin's boyfriend you'll be entering new unchartered territory. How do you ensure he's not spending his day on Facebook? How can you make sure your salespeople aren't going after the same accounts? And for your other hires, how do you get your accountant to join the weekly beer pong tournament? Getting your employees to produce results is another of the great challenges of entrepreneurship. In this session we'll show you how to:
Empower and engage employees to do their very best work.
Align their efforts so that you've connected the company's strategy with their daily action.
Get them to work together as a team.
Build a culture that keeps them coming in happy every day.
15Five's Guide To Creating High Performing TeamsDavid Hassell
Managing a team has never been more complex. Knowledge-based workers are challenging status-quo leadership at every turn. How will you keep your A-players, ensure their happiness and call forth their best week after week?
15Five's Guide To Creating High Performing Teams contains helpful management tips on everything from building better relationships with employees to supercharging meetings and performance reviews.
13 Differences between a boss and a real leaderVartika Kashyap
Do you know the difference between a boss and a leader? A boss is different from a leader. In this presentation, I've listed 13 difference between a boss and a real leader. Let’s go through each of these one by one and discuss how bosses can become leaders.
The Effective Executive is all about how the individual must learn to be effective so that he/she can be successful in whatever endeavour he/she undertakes.
Motivation and inspiration are inseparable. In order to set a benchmark at workplace, we should love what we work. This is what inspires others as well. Inspire in order to get inspired at work.
13 Differences between a boss and a real leaderVartika Kashyap
Do you know the difference between a boss and a leader? A boss is different from a leader. In this presentation, I've listed 13 difference between a boss and a real leader. Let’s go through each of these one by one and discuss how bosses can become leaders.
The Effective Executive is all about how the individual must learn to be effective so that he/she can be successful in whatever endeavour he/she undertakes.
Motivation and inspiration are inseparable. In order to set a benchmark at workplace, we should love what we work. This is what inspires others as well. Inspire in order to get inspired at work.
this document is the UMI dissertation abstract submitted in June 2009. It provides insight on my research interests and a project that I spent several years working on with the support of several (inter)national Mellon Foundation grants.
Comparative finite element analysis of metallic spur gear and hybrid spur gearIAEME Publication
Gear is the special division of Mechanical Engineering concerned with the transmission of power and motion between the rotating shafts. In this study, a lathe machine tumbler gear mechanism used for threading purpose is taken and applied finite element analysis methodology on each metallic
spur gears and also FEA analysis is done for hybrid spur gear with same applied load and condition to check comparative stress analysis of both metallic spur gears and hybrid spur gears.
An extract from our book "Your Genius Ideas Book: A dose of commercial creativity for busy L&D professionals" to help you contribute more, drive change and ensure your organisation thrives.
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board...Taproot Foundation
We think it's time to build the marketing and HR literacy of your board.
Can anyone argue that the reputation and the employees of a nonprofit are assets on par with its financial assets? Nobody knows better than you that nonprofits need great boards to help them with their strategic direction, ensure they have the resources to take the organization in that direction, and oversee their progress.
This presentation will review the ways that HR & Marketing professionals can drive impact for a nonprofit board.
For more information, check out: http://www.taprootfoundation.org/leadprobono/board_service.php
Why Data Silos Can Be Hard to Break Down: An Organizational Communication Perspective. From InPhase 2016 in Salt Lake City, Eccles School of Business, University of Utah.
INFLUENCE: A Brain-based Approach for Stand-out LeadershipDan Beverly
Great leadership is nowhere better marked than by the ability to improve another person's thinking. In this series, get the brain-based approach to 3 key leadership traits, starting here with: INFLUENCE.
How to get what you want (and move -- fast -- when you don't)Leslie S. Pratch
Not everyone is equally good at all parts of the "private equity person" role – some investors are better at sourcing deals, buying companies, or raising money than at being director or leading the Board. To be great at guiding portfolio companies, you need to know when and how to work with a CEO who will not always (or maybe ever) be pleased with the Board. Getting each party to do their part in achieving the aims of the investors – a job they must do together – benefits from planning, skills, and knowledge.
Becoming an Entrepreneur is the first info graphic book of an ongoing series of books you will actually read. The average person can read these book in roughly one hour . The hope is that the big truths packed into these little books will make them different from the many other books that you would never pick up or would pick up only to quickly put down forever because they are simply too wordy and don't get to the point.
Similar to The true reflections of leadership success (20)
1. True reflectionsonsuccessful leadership
As we walkthe pathof guidingorganizationstosuccess,we needtoquestionwhetherwe are
successful. Toomanyleadersare greatnessintheirownmindsandtheymeasure successmerelyby
businessmetrics. Astheyprogressdowntheirstrategicplan,one daytheyare wokentorealize that
theirworkforce indisengaged,reactingonlytocommands,lackempowerment,seekotherstorepresent
them,andare disillusionedwithwhatsuccessresembles. Thatleaderwill firstdefendtheiractionsand
accuse the workforce of beinglazy,notmotivated,andsimplyareflectionof apoor workethicthat isa
culture problem. Theywill increase demandsandemployeeswill reactslowerandwithresentment.
Have you everworkedfora leaderlike this? We all have. They endupfailingandhurtingcompanies
that take yearsto recover. Theyare the egomaniacs of the world. Everyothersentence is“I”. They
may nothave startedout thisway buthave slippedintoafalse sense of self-worthandaccomplishment.
There are waysto stayaway fromthe slide asa leader. Youare nothingwithoutyourempowered,
engagedworkforce. Youcannotleada defeatedorganizationusingthe same tacticsthatdefeated
them.Belowislistedwaystoavoidslippingintothe trap.
1. Communicate everydaywithsomeone inyourworkforce. A regularconversationwiththe
people fromall levelsof the workforce isnecessarytokeep apulse onyourorganization. The
continued communication developsrelationshipsandallowsyoutoreceive feedbackina real
time manner.
2. Don’tdismiss criticism. There are disgruntledemployeeseverywherebutyoucannotmerely
dismiss complaints asthose of a poor employee. There is usually ashredof truth inevery
complaintorstatement. Itmay be exaggeratedandattimesor may be somethingstatedwith
an ulteriormotive, butexaminewhatissaid. Do notover-reacttoeverycommentbut place
some credence initand examine if whatistoldyouisthe truth.
3. Holdregularmultiple groupmeetings. All Handsmeetings shouldoccurmonthly,sub-groups
shouldmeetweeklyandworkgroupsshouldhave ameetingformatona dailybasis. While the
finance worldwill measure thisasindirectlaborchargingthatshowsa loss,the resultantsfor
improvedproductivitywill farexceedthose small losses. There isnoformatfor everyone. Some
people willnotspeakoutina large group and some will feel secure inthose groupsandgive
constructive feedback. Small groupscanalsobe intimidatingforsome peopleandthere are
work group clicksthat will stopsome fromspeakingup. Finally,holdregularskiplevel meetings
on a regularbasis. They shouldbe a minimumof quarterly intervals. Skiplevelseliminate the
presence andinterventionof middle management. People willspeakmore freelyinthese
meetingsandyouwill receive differentfeedback. Caution: Donotoverreactor make promises
to fix problemsinthese meetings. Doingsowill resultingroupleadersandmiddlemanagement
feelingbetrayed. Youare there to gather feedback,describe yourvisionandstrategicplan,and
create listto investigate.
4. Be honest,loyal,ethical,andhave principleseachandeveryday. Do notdeceive your
workforce. There are alwaysbusinesssituationsthatdonot allow youtounveil everythingto
2. the entire workforce butyoucan merelystate “Icannot commentonthat now”,“We have not
made final decisionsregardingthatmatterandwhenwe dowe can discussit”,“I understand
your concernsandwhenwe have answerstothose we will discussatthe nextmeeting”etc. Do
not lie. Yourworkforce will lose yourtrustandeverythingthatisdiscussedatmeetingswill be
merelydismissedasa possible misrepresentation.
5. Walkthe walkof youemployees. Walktheir jobwiththemforan houreveryyear. Learn what
theirjobisand understandtheirchallenges. While you walk theirjobwiththem, realizethey
are people thatworktolive. Theyhave families,children,parents,schoolingissues,financial
burdensetc. Talk to themas a humanbeinganda leader. Nothingmakessomeonefeel valued
more than whenyouwalkthe floorandcan say,“John,how is the boy’sbaseball teamdoing?”
Mary, how isthe daughter’sgymnasticscoming?”,“Harry,how is mom doing”. Itmay seem
impossible butyoucan easilytake 250 hoursa yearand dedicate ittothisactivity.
6. Protectyour workforce. Watchand listenforunreasonable managementandteamleaders. Pay
attentiontosafetyandjoina safetycommittee. Realizeergonomicchallenges. Prove topeople
youcare because youdo care and reactquicklytosafetyissues. People are yourgreatestasset
and protectthemlike the jewelstheyare tothe organization
Be a leaderthatpeople embrace. Reward,recognizetheirachievements,thankthemandshow them
theyare important. If youdo not understandoragree withmostof these items,youare on a path to
failure. Don’tdelegatethese itemstoothers-walkthe walkeachandeveryday.