tag:blogger.com,1999:blog-38678646271222774542024-03-05T14:44:03.378-08:00Leadership GuideLeadership is important to help you achieve success in life. The leadership would have to deal with problems better. And can progress towards their career quickly.Rabbithttp://www.blogger.com/profile/12027248139657669489noreply@blogger.comBlogger10125tag:blogger.com,1999:blog-3867864627122277454.post-34506258961750116482010-02-12T11:22:00.000-08:002010-10-06T04:37:58.962-07:00A Key to the Mastery of Leadership<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhp0crwVJR0P_wXEU4KM0m1l7BHTXsXtOdms-P_hodBcA_Z-eydNu_rDP5sRza1imuB6JOqggv0n5Qo6s3oShUiH5eibfLfKkd00mm7cOEPCW00OCpMsfFvbYuFv6i6pTrHBKBayWWiidQM/s1600-h/Tony-Lauria_341754.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhp0crwVJR0P_wXEU4KM0m1l7BHTXsXtOdms-P_hodBcA_Z-eydNu_rDP5sRza1imuB6JOqggv0n5Qo6s3oShUiH5eibfLfKkd00mm7cOEPCW00OCpMsfFvbYuFv6i6pTrHBKBayWWiidQM/s320/Tony-Lauria_341754.jpg" /></a> </div> <b>Leadership is about inventing something uniquely new in concert with those who will be led and it cannot be done through formulae, steps or a checklist. Leaders who have mastered the skill of leading have invented, together with those being led, a new way of listening.</b><br />
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In an earlier article I wrote about Leaders having first to be Followers, as it is quite obvious, I trust, that in order to follow one must first listen, intently and conscientiously.<span id="fullpost"><br />
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Now the shoe is on the other foot. It is the Leader's turn to listen.<br />
Allow me to take an area which I am fairly acquainted with, namely Network Marketing. But the principle presented here will work in any field where leadership is required.<br />
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Consider complaints. Complaints from those being led are born from situations over which people feel they have no power. Such complaints or situations are early warnings of a future outcome that is 'already written'. Namely, these are outcomes that can more accurately be called predictions because the Complainer "knows what will happen". It is here that the Leader must listen along with the Follower/Complainer and not fall into some formulaic response.<br />
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Here is an example of such a sequence.<br />
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<b>Complaint</b>: "Not one of the prospects I attract is serious."<br />
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<b>The Leader's question</b>: "What is not being said - but is being communicated - about this situation?"<br />
This is important, even imperative, to discover because whatever is being left unsaid but communicated leaves no space for a solution to be created by Leader and Follower as a team.<br />
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<b>The Default Future being Spoken</b>: The Complainer/Follower wallows in failure, unaware why or how this is occurring again and again and again. In countless situations such as this, the outcome is preordained by the Complaint as it is designed to kill all possibilities of creating a successful outcome.<br />
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A fork in the road is presented, the road sign pointing to either "Fit In" or "Stand Out". Will the Complainer/Follower/Networker "fit in" with the 98% who fail and complain again and again or will the individual "stand out" by standing with the 2% who excel?<br />
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I will reiterate what I began with: Leadership is about inventing together with those who will be led an outlook that cannot be had through formulae, steps or a checklist. Leaders who have mastered the skill of leading have invented a new way, together with those being lead, of listening, which implies a radically new and different interpretation of what is being spoken. And left unsaid.<br />
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No one-size-fits-all solution can be pulled out of a bag of leadership tricks and be applied slapdash to a complaint/situation. Here is where the expertise of the Leader who has walked the path before must come into play. Here is where the Leader who listens intently can hear the subtext and along with the Aspirant come up with their unique solution.<br />
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<b>Credit : Tony Lauria </b></span>Rabbithttp://www.blogger.com/profile/12027248139657669489noreply@blogger.com0tag:blogger.com,1999:blog-3867864627122277454.post-45283805221845460192010-02-12T11:09:00.000-08:002010-10-06T04:38:16.186-07:00Don't Lose the Momentum<b> One of the techniques used in a leadership training course I attended were games governed by a myriad of odd rules, the only real purpose of which was to make the game difficult to play. One of the prime results of these rules was extreme difficulty in achieving or maintaining any momentum. Even if one team was able to gain a little momentum, the rules were structured so that the other team could break a rule causing the game to stop, only momentarily, but long enough to bring both teams back to a sort of equilibrium. That was extremely frustrating for a group of people who are motivated to win! An interesting development in playing the games was that as the teams became more familiar with the peculiar and seemingly endless rules, it became easier for them to maintain the desired forward movement.</b><br />
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These games demonstrated a simple fact of life; it's easier to achieve a team's goals if that team is able to gain and maintain momentum in the right direction. Unfortunately, as leaders we often allow outside influences to derail us from our real goals and objectives. Also, unfamiliarity with the rules can make winning difficult. In the context of leadership I'm really referring to two sets of rules. First are the various laws and directives that govern our business practices. Leaders know they should be familiar with these, but they are many and varied making it difficult to truly be an expert. It's important though for leaders to have at least a rudimentary understanding, and gather around them experts who can help them navigate these often tricky waters.<br />
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The other set of rules to which I refer can be thought of as the reason your organization exists. These are the mission, goals, objectives, and values which comprise the road map for success. These essential rules point your leaders in the direction they need to go and provide the rules for how to get there. Sticking to these rules will go a long way towards ensuring your organization's leaders don't lose the momentum and are able to push ahead, even when outside influence tries to derail their efforts, or distract them from what's really important.<br />
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<b>The five rules that will help leaders are:</b><br />
1. Make sure your leaders know your vision. Surprisingly, some senior leaders don't think this is terribly important, but it's vital. Leaders, in fact the entire organization, need to know where the boss sees the organization going.<br />
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2. Give your leaders a concrete mission statement. This statement of the organizations basic mission provides a concrete foundation for everything the organization does. I've always instructed my leaders that when they were in doubt, ask "Does this support our mission?"<br />
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3. Make sure everyone understands the organization's values. At the same time, make sure you, and all your leaders, live up to those values. These values provide a definitive set of boundaries of what's acceptable. The famous Tylenol poisoning case is a great example of how a company's values (Johnson & Johnson) provided the basis for the correct answer in an extremely difficult time.<br />
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4. Analyze and clearly identify those things that will get in the way of accomplishing the mission. Be very honest about these things so that leaders can either address and fix them or do their best to insulate subordinates from these detractors. Most importantly, if these types of issues are identified up front, they won't be nearly as likely to interrupt your momentum.<br />
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5. The final rule is to identify clear cut goals and objectives, which are reasonable and measureable. These goals and objectives are the things your organization's leaders are striving to accomplish and they are the first casualty when the momentum is interrupted. By ensuring goals and objectives are both well understood, and just as importantly, frequently measured and evaluated, leaders are much more likely to move ahead in spite of influences that will try to sidetrack their efforts to less important things.<br />
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These five rules are not meant to oversimplify what is often a very complex world. In spite of a leader's best efforts problems will arise that interrupt the desired momentum, and that is the final lesson of the games. When the opposing team does break your momentum, but your team really understands the rules and those rules form a solid foundation for the leadership team, it is much easier to quickly recover the momentum and continue toward success.</span><br />
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<b><span id="fullpost">Credit : </span>Bob Mason </b></span>Rabbithttp://www.blogger.com/profile/12027248139657669489noreply@blogger.com0tag:blogger.com,1999:blog-3867864627122277454.post-54176822637183601922010-02-11T23:53:00.000-08:002010-10-06T04:38:30.437-07:00Concepts of Leadership<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhZ00zW48k-WRkeTzdF_WUxJ8sAV9OWdNKlIrJR6jdolenBtjevFLzLwPYRTEiximsjXNh2dwDaENBK2-IhmI3EeXgyiG6IdwmJTjdLinTVoRLXb5XK3z8t3un9EhUrdrfC2vmNS3ENfh3l/s1600-h/barack_obama.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhZ00zW48k-WRkeTzdF_WUxJ8sAV9OWdNKlIrJR6jdolenBtjevFLzLwPYRTEiximsjXNh2dwDaENBK2-IhmI3EeXgyiG6IdwmJTjdLinTVoRLXb5XK3z8t3un9EhUrdrfC2vmNS3ENfh3l/s320/barack_obama.jpg" /></a> </div><div class="separator" style="clear: both; text-align: justify;"> <b> Become glowing about one prospect at a time. Start by initially looking for a quick problem to be wrought out. Most teams trace their procession to key functioning oriented events that forged them together. Potential teams can set such events in motion by immediately building a few challenging, yet achievable goals.</b></div><div style="text-align: justify;"> <span id="fullpost"><br />
Beginning, find a problem and start to talk about it with the team; do not delegate it to an personal or small group, make it a project for everybody. Choose a simple, but distracting work-related problem and solicit everybody's views and suggestions. Next, get the problem solved. Demand urgency against a clear target. Good leaders are made not born. If you have the desire and willpower, you can become an effective leader. Good leaders develop through a never ending process of self-study, education, training, and experience. This guide will help you through that process. <br />
To inspire your workers into higher levels of teamwork, there are certain things you must be, know, and, do. These do not come naturally, but are acquired through continual work and study. Good leaders are continually working and studying to improve their leadership skills; they are NOT resting on their laurels.<br />
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Before we get started, lets define leadership. Leadership is a process by which a person influences others to accomplish an objective and directs the organization in a way that makes it more cohesive and coherent. Leaders carry out this process by applying their leadership attributes, such as beliefs, values, ethics, character, knowledge, and skills. Although your position as a manager, supervisor, lead, etc. gives you the authority to accomplish certain tasks and objectives in the organization, this power does not make you a leader, it simply makes you the boss. Leadership differs in that it makes the followers want to achieve high goals, rather than simply bossing people around.<br />
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Bass' (1989 & 1990) theory of leadership states that there are three basic ways to explain how people become leaders. The first two explain the leadership development for a small number of people. These theories are:<br />
* Some personality traits may lead people naturally into leadership roles. This is the Trait Theory.<br />
* A crisis or important event may cause a person to rise to the occasion, which brings out extraordinary leadership qualities in an ordinary person. This is the Great Events Theory.<br />
* People can choose to become leaders. People can learn leadership skills. This is the Transformational Leadership Theory. It is the most widely accepted theory today and the premise on which this guide is based.<br />
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When a person is deciding if she respects you as a leader, she does not think about your attributes, rather, she observes what you do so that she can know who you really are. She uses this observation to tell if you are an honorable and trusted leader or a self-serving person who misuses authority to look good and get promoted. Self-serving leaders are not as effective because their employees only obey them, not follow them. They succeed in many areas because they present a good image to their seniors at the expense of their workers.<br />
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The basis of good leadership is honorable character and selfless service to your organization. In your employees' eyes, your leadership is everything you do that effects the organization's objectives and their well-being. Respected leaders concentrate on what they are , what they know and what they do (such as implementing, motivating, and providing direction).</span></div>Rabbithttp://www.blogger.com/profile/12027248139657669489noreply@blogger.com0tag:blogger.com,1999:blog-3867864627122277454.post-52916609434910024152010-02-11T22:32:00.000-08:002010-10-06T04:38:42.871-07:00Factors of leadership<div class="separator" style="clear: both; font-family: Arial,Helvetica,sans-serif; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiFbhyphenhypheno5mSqL8EY7XEp9si6V4tnF5yqVKcD7wYA__kvqsl6xs9HaKuQyDmEJGGRthn59lXF5GJkWnahiIcaJTGoKvyvf00c722eKt3mjtbO8hQKjn5mp3xWWxqNTNf0mhZEvhJ2fy3ZDzcQ/s1600-h/factor+of+leadership.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiFbhyphenhypheno5mSqL8EY7XEp9si6V4tnF5yqVKcD7wYA__kvqsl6xs9HaKuQyDmEJGGRthn59lXF5GJkWnahiIcaJTGoKvyvf00c722eKt3mjtbO8hQKjn5mp3xWWxqNTNf0mhZEvhJ2fy3ZDzcQ/s320/factor+of+leadership.jpg" /></a></div><div class="separator" style="clear: both; font-family: Arial,Helvetica,sans-serif; text-align: center;"><span style="font-size: small;"><b>There are four major factors in leadership </b></span></div><div style="font-family: Arial,Helvetica,sans-serif;"><b> Follower</b></div><div style="font-family: Arial,Helvetica,sans-serif;"></div><br />
<center style="font-family: Arial,Helvetica,sans-serif;"> </center> Different people require different styles of leadership. For example, a new hire requires more supervision than an experienced employee. A person who lacks motivation requires a different approach than one with a high degree of motivation. You must know your people! The fundamental starting point is having a good understanding of human nature, such as needs, emotions, and motivation. You must come to know your employees <b>be</b><i>, </i><b>know</b><i>,</i> and <b>do</b> attributes. <br />
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<b> Leader</b><br />
You must have an honest understanding of who you are, what you know, and what you can do. Also, note that it is the followers, not the leader who determines if a leader is successful. If they do not trust or lack confidence in their leader, then they will be uninspired. To be successful you have to convince your followers, not yourself or your superiors, that you are worthy of being followed.<br />
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<b> Communication</b>You lead through two-way communication. Much of it is nonverbal. For instance, when you "set the example," that communicates to your people that you would not ask them to perform anything that you would not be willing to do. What and how you communicate either builds or harms the relationship between you and your employees.<br />
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<b>Situation</b><br />
All are different. What you do in one situation will not always work in another. You must use your judgment to decide the best course of action and the leadership style needed for each situation. For example, you may need to confront an employee for inappropriate behavior, but if the confrontation is too late or too early, too harsh or too weak, then the results may prove ineffective. <br />
</span></div>Rabbithttp://www.blogger.com/profile/12027248139657669489noreply@blogger.com0tag:blogger.com,1999:blog-3867864627122277454.post-60336479434275644792010-02-11T22:25:00.000-08:002010-10-06T04:39:01.490-07:00Goal Your thinking skills can be considered directional skills because they set the direction for your organization. They provide vision, purpose, and goal definition. These are your eyes and ears to the future, allowing you to recognize the need for change, when to make it, how to implement it, and how to manage it. You find vision by reaching for any available reason to change, grow, and improve. Just as you perform preventive maintenance on your car, you must perform preventive maintenance on your organization. Do not believe in the old adage, "If it ain't broke, don't fix it," for the people who do, go broke! Treat every project as a change effort. Treat every job as a new learning experience.<br />
<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhFIk3j9uJwKtsyqnTLzIZWilk0QKoWx_uywxeG1GuMQJPCeFi0JFPRLaiHVY2Bdl6XLbjVfeYRHIpDdMrz8hcEQ84SBnN0e6LWBdw_1cNPOGvHVOb_eQVqQdtAF5MuC6UVSRTnrO4oqduK/s1600-h/leadership+goal.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhFIk3j9uJwKtsyqnTLzIZWilk0QKoWx_uywxeG1GuMQJPCeFi0JFPRLaiHVY2Bdl6XLbjVfeYRHIpDdMrz8hcEQ84SBnN0e6LWBdw_1cNPOGvHVOb_eQVqQdtAF5MuC6UVSRTnrO4oqduK/s320/leadership+goal.jpg" /></a></div> Good organizations convey a strong vision of where they will be in the future. As a leader, you have to get your people to trust you and be sold on your vision.<span id="fullpost"> Using the leadership tools described in this guide and being honest and fair in all you do will provide you with the ammo you need to gain their trust. To sell them on your vision, you need to possess energy and display a positive attitude that is contagious. People want a strong vision of where they are going. No one wants to be stuck in a dead-end company going nowhere...or a company headed in the wrong direction. They want to be involved with a winner! And your people are the ones who will get you to that goal. You cannot do it alone!<br />
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<b>When setting goals, keep these points in mind:</b><br />
* They should be realistic and attainable.<br />
* They should improve the organization (morale, monetary, etc.).<br />
* All the people should be involved in the goal-setting process.<br />
* A program should be developed to achieve each goal.<br />
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In addition, there are four characteristics (U.S. Army Handbook, 1973) of goal setting:<br />
* Goal Difficulty: Increasing your employees' goal difficulty increases their challenges and enhances the amount of effort expended to achieve them. The more difficult goals lead to increased performance if they seem feasible. If they seem too high, employees will give up when they fail to achieve them.<br />
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<span id="fullpost">* Goal Specificity: When given specific goals, employees tend to perform higher. Telling them to do their best or giving no guidance increases ambiguity about what is expected. Employees need a set goal or model in order to display the correct behavior.<br />
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<span id="fullpost">* Feedback: Providing feedback enhances the effects of goal setting. Performance feedback keeps their behavior directed on the right target and encourages them to work harder to achieve the goal.<br />
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<span id="fullpost">* Participation in Goal Setting: Employees who participate in the process, generally set higher goals than if the goals were set for them. It also affects their belief that the goals are obtainable and increases their motivation to achieve them.<br />
</span>Rabbithttp://www.blogger.com/profile/12027248139657669489noreply@blogger.com0tag:blogger.com,1999:blog-3867864627122277454.post-65956292991480111412010-02-11T22:11:00.000-08:002010-10-06T04:39:17.036-07:00How Can We Develop Leadership Quality's in Our Children? <b> Identifying a leader in our child is like a future investment for ourselves at the family business. The leadership quality is to be fostered early into life of our children for them to have a great personality.</b><br />
<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg8xNnxntkADpMj7urQAhrnxbptsqvgwIypDb2oSyx3BM-3WycJIVVRtx2rBDq2Y0b-aKRGzRJycoTPPfYfocZAzXn621G_CHwx30Ilch69e0-B_BNhimULa0S9AH4wig1OUNwneNmNTPKV/s1600-h/Child+-+homework.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg8xNnxntkADpMj7urQAhrnxbptsqvgwIypDb2oSyx3BM-3WycJIVVRtx2rBDq2Y0b-aKRGzRJycoTPPfYfocZAzXn621G_CHwx30Ilch69e0-B_BNhimULa0S9AH4wig1OUNwneNmNTPKV/s320/Child+-+homework.jpg" /></a></div><b> </b> A leader at a family business needs to be a dynamic individual with knowledge of business dynamics and intricacies of family relationships.<br />
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<b>Develop the Leader with Right Perspective.</b><br />
1. Children need the drive to develop the leadership quality in them. We can help our child to be the best in their job and imbibe the effective quality of building trust. It is the drive in the individual which makes him work towards a particular goal in life.<br />
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2. The desire to become a leader is one of the important qualities for a <a href="http://leadershipway.blogspot.com/search/label/How%20to%20be%20a%20successful%20Leader">successful leader</a>. If an individual takes along the others in the path of progress, helping them out all the way, then he or she can be called a leader. This is very important when it comes to leadership as it relates to quality developing.<br />
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3. Integrity of Character - This is a trait which children learn from parents at home so it is necessary to set a good example of character, honesty, and integrity.<br />
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4. Confidence plays a vital role in life of children especially so if we are expecting them to lead a organization owned by family. Confidence paves the way for achievement in life.<br />
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5. Sense of responsibility is a must to carry the burden of family business without considering it a burden and enjoying the process with other family members.<br />
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6. A leader needs to have the capacity to think independently staying inside the crowd of our own family and business community. Since independent thinking creates new opportunities for business.<br />
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7. Everything can be taught but the child needs courage within them self to lead the business set up by family and take care of the intricacies therein. Courage is an characteristic which will helps one overcome all the obstacles faced at a family business.</span>Rabbithttp://www.blogger.com/profile/12027248139657669489noreply@blogger.com0tag:blogger.com,1999:blog-3867864627122277454.post-73198722628575120042010-02-11T21:33:00.000-08:002010-10-06T04:39:28.936-07:00Growing from a group to Team<div class="separator" style="clear: both; text-align: center;"></div><div style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgmaB-nJ1wKzUSC22s4Q4mKqYBCW9WnJ6q-WEhaUgzJHrqxJMQ7fN6d5XXkv-sD89rXZK_uu8zjlzSPVZncSUpR0f9VN50uE-Yk9CZ_IoXw5XogMUrlrNGu3GYNDtKHb3TcmKY6qEnuosE7/s1600-h/Teambuilding.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgmaB-nJ1wKzUSC22s4Q4mKqYBCW9WnJ6q-WEhaUgzJHrqxJMQ7fN6d5XXkv-sD89rXZK_uu8zjlzSPVZncSUpR0f9VN50uE-Yk9CZ_IoXw5XogMUrlrNGu3GYNDtKHb3TcmKY6qEnuosE7/s320/Teambuilding.jpg" /></a></div> <b> Become glowing about one prospect at a time. Start by initially looking for a quick problem to be wrought out. Most teams trace their procession to key functioning oriented events that forged them together. Potential teams can set such events in motion by immediately building a few challenging, yet achievable goals.</b><br />
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Beginning, find a problem and start to talk about it with the team; do not delegate it to an personal or small group, make it a project for everybody. Choose a simple, but distracting work-related problem and solicit everybody's views and suggestions. Next, get the problem solved. Demand urgency against a clear target.<br />
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There is no need to apportion large amounts of resource or time to this, simply grow the problem and make a trouble. When a solution comes, praise it by rewarding the whole team. Also, ensure that the facets of increased efficiency, productivity, and/or calm are highlighted since this will establish the criteria for success. When the problem has been solved, find another (preferably bigger) one and repeat.<br />
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<b>Develop a Sense of Urgency</b><br />
Team members need to believe the team has an urgent and valuable purpose. Building a sense of urgency and direction will help them know what their anticipations are. The more urgent and meaning the need to reach a goal, the more likely it is that a real team will start to emerge. The best teams define their performance expected values, but are flexible enough to allow changes to shape their own purpose, goals, and approach.<br />
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<b>Set Clear Rules of Behavior</b><br />
Teams develop rules of conduct to help them achieve their purpose and performance goals. Some rules you might want to consider:<br />
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* attendance - no intermissions to take phone calls<br />
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* discussion - no sacred cows<br />
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* confidentiality - personal revelations must remain among the team<br />
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* analytic approach - facts are friendly<br />
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* constructive confrontation - no finger pointing<br />
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* the most important - everyone does real work<br />
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<b>Keep Them Informed</b><br />
Challenge your team with fresh facts and information. New information causes a potential team to redefine and enrich its understanding of the objectives, thereby helping the team to set clearer goals.<br />
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<b>Grow Together</b><br />
Teams must spend a lot of time together (bonding), especially in the beginning. Yet potential teams often fail to do so. The time spent together must be both scheduled and unscheduled. Creative insights as well as personal bonding require unprepared and casual fundamental interactions.<br />
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<b>Reinforcement Works Wonders</b><br />
Exploit the power of positive feedback, recognition, and reward. Positive support works as well in a team context as elsewhere. For example, by being alert to a shy person's initial efforts to speak up, allows you to encourage continued contributions.<br />
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<b>Other methods include</b><br />
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* Focus on both development and performance. Make teamwork the norm for all actions. Model teamwork in the way you conduct business and the way you interact with your colleagues.<br />
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* Use all your leadership tools, such as coaching, counseling, mentoring, tutoring, and concentrating on improving performance.<br />
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* Use informal marches, such as the way you commune, showing respect, and appreciating and celebrating their achievements.<br />
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* Your feelings must show commitment, loyalty, pride, and trust in your team.<br />
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* Share the credit.<br />
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* Create subcommittees for key areas and give them decisiveness making authority.<br />
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* Take turns having a different member facilitate or lead the meetings.<br />
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* Talk last in discussions, after you've heard from the others.<br />
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* Be clear about when you're expressing your own personal opinion, that of the organization, or that of the whole team.<br />
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Leadership shows itself in the inspired action of team members. Traditionally, organizations have assessed leaders by their actions and behaviors. But, the best way to assess leadership is by the degree to which people ringing leaders are inspired. It is this aspiration that leads organizations on to excellent carrying out, rather than mediocre performance.<br />
</span>Rabbithttp://www.blogger.com/profile/12027248139657669489noreply@blogger.com0tag:blogger.com,1999:blog-3867864627122277454.post-46038609868014203052010-02-11T08:56:00.000-08:002010-10-06T04:39:42.727-07:00The Road of Visionary Leadership<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEidV63pUcqZCDXXHsl69CSLnislGE0kn6h4_DG2AvpQyuW-1v3eidteTsJmynQqecMPE9jfaqcSKGpDaF09wiqVxR1ZmEGgfIhPyKxwYyahYDIMWZ6gYGr4uQURBNpcU9S5_NBk4AHIsYin/s1600-h/vision.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEidV63pUcqZCDXXHsl69CSLnislGE0kn6h4_DG2AvpQyuW-1v3eidteTsJmynQqecMPE9jfaqcSKGpDaF09wiqVxR1ZmEGgfIhPyKxwYyahYDIMWZ6gYGr4uQURBNpcU9S5_NBk4AHIsYin/s320/vision.jpg" /></a></div><br />
<b>Visionary leadership can be a very challenging road to travel. The visionary leader is consistently seeking to identify a better way to provide a better opportunity for his workplace. He is smart enough to realize that he is not the smartest mind in the room. In his evaluation of the surrounding practices that exists within his workplace, he realizes that the smartest mind, is the collective mind of the entire team.</b><span id="fullpost"> <br />
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Through his ability to see the best in those that struggle through change, growth and <a href="http://leadershipway.blogspot.com/search/label/Develop%20Leadership">development</a>, he brings challenge to his environment. Being a visionary leader is not always a glamorous approach to building a career in the place that he works. Challenge can often create misunderstanding amongst his peers. In this misunderstanding there can exist an interpretation of this visionary leader being arrogant, pushy and disrespectful. It is a false truth. The visionary leader is actually a caring leader that commits himself to bringing the best out of himself, his teammates, his peers and his workplace.<br />
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He realizes that challenge stretches the boundaries of the existing status quo. Often the best performers of a workplace become complacent in their development and the development of those that depend upon their ability to share their talents. In this complacency these best performers find comfort in the results of their past successes. Though their past successes may have afforded them their promotion to their present roles and responsibilities, often the newly developed challenges, conditions and expectations of the workplace grow as society grows. The visionary leader understands that it is a leaders responsibility to grow in the same manner.<br />
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The expectations of society always enters the boundaries of the workplace. People often find it difficult to leave their life's personal considerations at the office door. This fact will always challenge the development and approach of any leader, regardless of their leadership styles.<br />
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The visionary leader often creates new boundaries through challenge. Not all challenge imposes an intention of demonstrating the weaknesses of his peers. Often his actions of challenge are intended to sharpen and increase awareness within the existing talents of his peers and teammates.<br />
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Visionary leaders are brave in their quest for answers as to why things are done, the way that they are done. Even when he hears those repeated words, "I don't know, this is how it has always been done", he understands the source of this answer and embraces compassion when seeking a new way to meet and teach the needs of today's challenges.<br />
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Change is an opportunity for a visionary leader, not a burden. The burden embodied within a visionary leader, exists in his own challenge to remain patient in his delivery of new ideas. He also struggles with accepting that change cannot and will not take place in his workplace, because of the acceptance in the status quo by others.</span>Rabbithttp://www.blogger.com/profile/12027248139657669489noreply@blogger.com0tag:blogger.com,1999:blog-3867864627122277454.post-53664947038983167032010-01-15T07:45:00.000-08:002010-10-06T04:39:55.158-07:00Steps to Team Problem Solving<div class="separator" style="clear: both; font-family: Arial,Helvetica,sans-serif; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjif6CV9-fwy-mi5oKFtymgH_k0OYDn_CcL5aszA6J5kbtIXagNkqp0cDoySmCHoHOuRc1djB_HkhQpCJVghCHyRJvns97w9jWehGDiiK-RJufawp1HzV3Mf7lPrSxfwBRtYUVjt3_NWkzh/s1600-h/teamwork.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjif6CV9-fwy-mi5oKFtymgH_k0OYDn_CcL5aszA6J5kbtIXagNkqp0cDoySmCHoHOuRc1djB_HkhQpCJVghCHyRJvns97w9jWehGDiiK-RJufawp1HzV3Mf7lPrSxfwBRtYUVjt3_NWkzh/s400/teamwork.jpg" /></a></div><div style="font-family: Arial,Helvetica,sans-serif; text-align: center;"><br />
</div><div style="font-family: Arial,Helvetica,sans-serif;"><b>Step 1</b> - Define the goal. A team needs to know what to concentrate on. You can lay out the basic goal, " reduce workplace accidents " such as, but it is important to let the team define and expand the goal.<br />
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<b>Step 2</b> - Not only must the " what " be solved, but also the " why " The team should identify what's in it for both the organization and the team. This is best accomplished by asking " What may be the benefit? " Additionally, creating a specific target that builds enthusiasm helps to make the objective appealing.<span id="fullpost"> <br />
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<b>Step 3</b> - Define the obstacles that will preclude the team from achieving what it wants. Focus on internal obstacles, not on the external environment. It becomes too easy to say, " We can't do anything about it. " Internal factors are within their reach.<br />
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<b>Step 4</b> - The team now plans its actions or objectives. Lay out four or five concrete steps, and write them down. Not " we'll try " actions, just like " We'lltry to serve customers better. " Rather, you would like actions that can be tracked and monitored. You cannot measure a " try " action. You would like observable behaviors, just like " Greet all customers with a smile and a good morning " or " Customers are served within 1 minute upon their arrival. "<br />
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<b>Step 5</b> - Formulate actions to address.<br />
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<b>Step 6</b> - Take action now! This is the most critical step. It is what differentiates an efficient team from a group. Groups have lots of meetings before, if ever, taking action, teams get it done! Get commitment from individual team members to take action on specific items.</span></div>Rabbithttp://www.blogger.com/profile/12027248139657669489noreply@blogger.com1tag:blogger.com,1999:blog-3867864627122277454.post-19999032024875671882010-01-11T08:15:00.000-08:002010-10-06T04:40:08.306-07:00How to be a successful Leader<div class="separator" style="clear: both; font-family: Arial,Helvetica,sans-serif; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi28hTCSZx_TehYNWJuCv_al4iD7aU_1SMw7erhd6XHWCdpPkXeAbiWztiNaXOUPG8ZF9b_e4zLgqh5mLPalhihG3z7qcOjcua-TYvKq7sqelTnDzaA4blSMF_JwKXqzx1wiDSW62-D24sY/s1600-h/successful+Leadership.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi28hTCSZx_TehYNWJuCv_al4iD7aU_1SMw7erhd6XHWCdpPkXeAbiWztiNaXOUPG8ZF9b_e4zLgqh5mLPalhihG3z7qcOjcua-TYvKq7sqelTnDzaA4blSMF_JwKXqzx1wiDSW62-D24sY/s320/successful+Leadership.jpg" /></a></div><div style="font-family: Arial,Helvetica,sans-serif;"><br />
</div><div style="font-family: Arial,Helvetica,sans-serif;"><b> We wish to live a successful life, but some of us lose it when the chance presents. You can easily make your life winning with just a few opportunities in life. Here are four that will really help you take off in your life!<br />
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1. Organization: You have to have everything in order in your life. The more organized you are in every scene of your life, the more fluid your life will become. You can put some things on automatic pilot and save time by eradicating the time and asking for things which you will eventually get.<span id="fullpost"> <br />
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2. Confidence: There are few things that give to your success in life as much as self-confidence. Confidence will help you to take decisions and take chances to get where you need to be needed. And as we know that without danger, there is a little reward.<br />
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3. Trust: Success and confidence go together. The more you trust yourself and have trust in others around you, everything will flow better. And when you trust in the world to provide you the resources and situations that you need and want, you usually find that they are there.<br />
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4. . You must be curious. Curious people tend to seek answers and successful people are full of answers. If you are curious about investitures, you probably will learn everything you need to know about them. And probably these investments will do you much better than the next person.<br />
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<b>Your role as a leader and your success is pronounced on your ability to deliver results and achieve your goals. So what can you do to maximize the chances of achieving your targets?</b><br />
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<b>Tip 1:</b> Be clear with them. This might seem to state the plain but the reality is that leaders are sometimes slow when it comes to goals. Clear objectives, on the other hand, are and measurable. You can say categorically whether they have been achieved or not.<br />
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<b>Tip 2: </b>Take study risks. Nobody said that administration was easy. You must be ready and willing to take action many times. Taking action takes you to take deliberate risks having considered the rewards and disadvantages.<br />
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<b>Tip 3:</b> Be prepared to fail. All successful leaders are willing to fail. They prefer to say they tried, rather than to say that they sat and did nothing. Unless you're ready to fail, you defer, and will not take things into your safety zone as before.<br />
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<b>Tip 4:</b> Divide. You power have a goal of accretive market share or growth of cash money for a period of time. To achieve this goal all you have to do is to take a number of intermediate steps to achieve the goal total. Use these steps to create limited sub objectives.<br />
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<b>Tip 5:</b> Surround yourself with the right people. No matter how good you are singly, just like everyone else, you have strengths and weaknesses. Surround yourself by people who full complement what you do well and can help you achieve your goals.<br />
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