Tag Archives: Leadership Coaching

Leadership

Potential Leadership Growth: Discover To See If You Are Truly Leading

Potential leadership growth is one of the few business disciplines these days that needs more honest scrutiny. Whether you’re dealing with leadership styles, leadership skills, or attempting to determine a leadership and development plan, personal development is key when building a successful LIFE and business online or off-line.

The choice for personal development and leadership development is really up to the individual. Each person must decide what they will do when it comes to:

  • Self Mastery
  • Taking Action
  • Developing Positive Relationships

 

Honestly spoken, two types of Leaders exist within the self development arena. 1) Leaders and 2) Those Who Lead. Leaders are usually those in prominent positions, like a CEO of a major corporation. Nothing wrong with that.

However, Those Who Lead are leaders who may not be in a CEO position; yet, for the most part, they are more effective leaders because they know WHY they do what they do! They know their calling and purpose in life.

Even if you have the best laid out leadership program, how will you know that you’re reaching your potential leadership growth and developing your leadership qualities that really make the difference?

The following 8 keys to leadership training and leadership development success will help you determine if you are truly leading or just “sucking exhaust!”

KEY 1: OPPORTUNITY
Those Who Lead look for opportunity that help to discover leadership potential. Opportunity exists everywhere! Whether you’re wanting to own your own business, make money online, or start a brick-and-mortar business, opportunities are just lying around for the taking.

Those Who Lead know where to look and what steps to take. They are not afraid to take opportunity “by the horns.” Once you’ve done this, the sky is the limit.

KEY 2: NETWORK
When training for leadership, Those Who Lead know that their “net worth” is proportional to their “network.” Who do you know that will help you succeed and get what you want in life? Which friends do you currently have: Positive or Negative?

Your particular network will determine how successful you can become. Those Who Lead will emulate those whom they associate with in efforts to affect their potential leadership growth.

KEY 3: LEVERAGE
A crucial leadership skill is the use of leverage. Those Who Lead are efficient at leveraging other people’s money, other people’s experiences, and other people’s time. It’s a leadership skill that few ever really develop and implement well when determining potential leadership growth.

KEY 4: FAMILY
Those Who Lead realized the importance and priority of family. They realize that family must come first and business second. They know that it is not worth it to have a successful business AND lose family in the process. It’s just NOT worth it! When it comes to potential leadership growth, be sure to have time for yourself and those whom you love.

KEY 5: RECIPROCITY
Those Who Lead believe in reciprocity, where a Give and Take relationship is understood. Successful entrepreneurs realize that it is better to GIVE than to RECEIVE and that there’s power in the heart of a giver.

KEY 6: PROOF
Those Who Lead establish social proof. It doesn’t matter how many skills you learn, how much knowledge you gain, or how many books you read, without the proof of taking action and getting results, what you do for potential leadership growth is in vain.

KEY 7: CHANGE
Those Who Lead know how vital it is to master change. They know that change is inevitable and that if they do not master change, change will master them. Therefore, change within potential leadership growth doesn’t frighten them.

In fact, change is encouraged! Those Who Lead know that the BIGGER the challenge and intense the change, the more glory there is in overcoming it.

KEY 8: PASSION
Among all the keys to leadership training and leadership development, in the area of personal development, Those Who Lead believe passion plays a huge part in potential leadership growth.

Known to be love and anger all wrapped up into one immense, emotional principal, PASSION illustrates WHY you do what you do. Passion drives you to excellent greatness! Those Who Lead do not rely merely on emotion, but rely on the TRUTH as well.

In conclusion, no matter what you plan on doing for potential leadership growth, know that if you develop and understand these 8 key truths to personal development as an entrepreneur, you will succeed in both life and in business…with a healthy family life as well!

Robert {Bryan} Anthony is a rising Certified Affiliate Online Marketer and Life Coach providing relevant solutions, mentoring, and value to home business owners and network marketers, encouraging them to create their own success story. He teaches how to Start a Home Based Biz using Integrity and Well-Sought after business training.

You can discover more about developing your leadership potential as you discover the answers to 20 most often asked questions about Starting a Home Based Biz. Get 20 FREE Videos at [http://StartAHomeBasedBiz.com]

Also, be sure to join Bryan and the excitement as you become a part of an exclusive group he is currently assisting…a work in progress at [http://MeetRBryanAnthony.com]

Article Source: https://EzineArticles.com/expert/Robert_Bryan_Anthony/721011

 

Leadership

Using Employee Surveys and Leadership Surveys to Assess and Strengthen Leader Effectiveness

Leadership is one of the most important drivers of organizational and business performance. Leaders at the top of organizations have enormous leverage in determining the business, strategies and direction of organizations. Top level leaders put in place the management team at all levels of the organization, raise needed capital and are responsible for making things happen. Leaders at lower levels of organizations are also critical for an organization’s success. They are responsible for making many day-to-day decisions and for executing the strategies laid out by senior leaders.

Putting in place effective leaders at all levels of an organization often makes the difference between achieving great bottom line performance and mediocre business performance, or even failure.

Conducting either an employee survey or a leadership survey are highly effective ways to assess leadership effectiveness and to identify ways to significantly increase leadership effectiveness.

Using an Employee Survey / Employee Satisfaction Survey / Employee Engagement Survey to Assess Leadership Effectiveness:

Employee satisfaction surveys/ employee engagement surveys are distributed to all employees in an organization. Employee surveys include questions about senior management’s leadership effectiveness, gathering information and insight from many employees at all levels of the organization. Employee surveys also include questions about “my manager”, for which each employee assesses the leadership and managerial effectiveness of the person they report to. This comprehensive feedback provides information that identifies organization-wide leadership strengths and weaknesses, as well as information and insight for individual department heads about how their leadership effectiveness is perceived. This information enables leaders to focus their attention on changing their leadership approach to become more effective.

The upward feedback that an employee satisfaction survey / employee engagement survey provides to leaders at all levels of the organization goes beyond the type of feedback typically provided by 360 leadership surveys, which assess leadership competencies.

Comprehensive employee satisfaction surveys / employee engagement surveys typically include the following topics:

·Work Environment

·The Work Itself

·Customer Focus & Commitment to Customers

·Quality&Customer Service

·Decision Making

·Entrepreneurship

·Innovation and Change

·Reward &Recognition

·Compensation &Benefits

·My Manager / Supervisor

·Performance Measurement

·Training& Development

·Opportunity

·Teamwork

·Communications

·Employee Engagement

·Senior Management Leadership Effectiveness

·Commitment to Company

·Company Direction

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Leadership

Key Benefits Of Leadership Games In Leadership Development Programs

No matter it is a company, a family, committee or a nation, they all require people having complete package of leadership skills which include leadership games. A leader is not a boss but a person who is committed to obtain mission and guides all other members to achieve common goal. A leader contains many impressive qualities; some of them include self confidence, capacity to work hard, self awareness, skill to build relationship, effective communication skills, emotional maturity and assertiveness.

Leadership activities are inexpensive and basically experiential activities which are designed to use in different leadership development programs and training. Leadership games contain 25 particles with a set of clear directions and hints to use them. These are concerned to estimate skills such as team leadership, managing conflicts, risking innovation, fostering collaboration and using diversity.

Many leadership training camps and courses uses this popular technique of playing leadership games. These games are very interactive and good estimation to know compatibility of a person as a leader. These leadership activities have become essential and more and more businessmen are taking leadership training courses to improve their management style and qualities of their leadership.

Many leadership games entail role playing programs (RPG) in which player consider him as a leader of the pack and try to meet the objectives of the game by sacrificing, smooth tactics and strategy planning.

According to Einstein, normal human being uses only 10% of the brain and to make use of other 90%, these role playing leadership games and mind teaser games are essential. Although some people consider that skills developed in virtual world of playing games don’t work in realty but they are wrong. Sometimes people are not aware of their hidden potential and abilities. Leadership games make them realize that they have enough skills and potential which they have to use to become an outstanding leader.

Leadership games are very beneficial. One of the essential traits of a leader is trustworthiness. Many leadership activities are developed to test this trait. One of them is ‘Blindfold’. In this game a business group is divided into two subgroups. One group is required to blindfold themselves and the other group is required to take this group by the hand towards two objects but without communicating to them. The blindfold group will then recognize the two objects by touching it. Leader makes the final decision by consulting his colleague and this exercise develop and make the group realize the importance of trustworthiness.

One other set of leadership games is designed to make realize the concept of team building and collaboration. One of such game is “smart hunt game’. First the group is divided into two or more teams with 5 to 7 members in each group. Each group selects its own leader. The leader can be a person with lease leadership qualities to make him get benefit from this confidence building exercise. Another leadership game is designed to mimic the leadership process. It is basically a scenario in which your plane crashed and your team has to choose 12 essential items which are necessary to survive.5 to 10 minutes are given for briefing, 15 to 30 minutes are allowed for exercise and 5 to 10 minutes are allotted for scoring. 20 minutes are assigned to brief and discuss. The key of this game is to listen and to compromise.

Some extra effort is needed to become an outstanding leader and to take leadership capabilities to its maximum. These leadership events help in one’s effort to take his skills to the level he wants to.

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Article Source: https://EzineArticles.com/expert/Chris_D_Cruz/723696

 

Leadership

Three Leadership Mindsets for Achieving Excellence in Execution

What does it take to achieve Excellence In Execution Leadership?

A Proven Leadership Formula

A proven formula for Excellence In Execution Leadership emerged from research and hands-on Execution work with leaders in the Fortune 500, non-profit sector, government agencies and the military. An especially useful source has been the leadership of the Desert Storm air campaign-one of the most successful campaigns in military history. Because of its size and complexity and the fact that it was such a rapid victory, it contains valuable leadership lessons for today’s environment.

When asked this seminal question, “How would you describe the leadership success formula of Desert Storm?”, Colonel John Warden, the architect of the air campaign, paused for a moment and then crisply replied, “Think Strategically, Focus Sharply, and Move Quickly.”

The benefits of applying these mindsets in your organization are faster, better results in the three interdependent phases of Execution: strategic thinking, planning and implementation.

Leadership Mindset 1 – Think Strategically

A Case Study: Organizations that consistently win in the New Normal have one thing in common-committed proactive leadership that thinks strategically about the organization’s challenges and opportunities and acts accordingly. That was the case with Texas Instruments (TI). For over ten years, during a period when many of its competitors, including Intel and Motorola, were experiencing major growth in their market value, TI’s market value was flat. By the mid 1990’s, TI’s leadership began to realize that the problem was not their tactical capabilities. It was a lack of smart strategic thinking about how to win in the Internet and mobile communications marketspace.

So how did TI’s leadership put that insight into practice and what was the result?

They shaped a new vision and new Grand Strategy during a series of strategic leadership retreats that engaged over two hundred of the top leaders from around the world. Big decisions were made and aggressively implemented across the organziation.

One key decision was their target market. Instead of continuing to fight competitors for a share of the memory chip market, TI targeted the explosive market for digital signal processors-DSPs, which are a key component of Internet and mobile communication devices. And, most importantly, they decided to be dominant in the DSP market.

They made other tough leadership decisions, such as shedding their huge defense unit, a long-time sacred cow, in order to pump more money into the DSP effort.

The new TI leadership attitude was summed up by the CEO in an interview with the Wall Street Journal. He declared, “This isn’t a market we want to play in; this is the market where we intend to win.” And they did win and win big: TI’s market value increased six-fold over the next three years.

Leadership Mindset 2 – Focus Sharply

There’s a consistent concern among the leadership teams that are responsible for implementing strategies-resource constraints. They wonder if they have the enough resources to get the job done and somehow achieve breakthrough performance.

In today’s challenging operating environment, resource constraints are always going be a factor, but there’s a proven leadership solution: sharply focus your available resources on the Leverage Points in your organization and market for maximum strategic impact.

What is a Leverage Point?

The trim tab on a boat rudder is a good example of a Leverage Point. Buckminster Fuller, the futurist best known for coining the term “Spaceship Earth,” explained it this way:

 

Think of the Queen Mary-there’s a tiny thing at the edge of the rudder called a trim tab. It’s a miniature rudder. Just moving the little trim tab builds a low pressure that pulls the rudder around. It takes almost no effort at all.

 

Every successful Execution leader intuitively knows the ‘People’ Leverage Points within their own organizations. That is why, when they want to get something done, they reach out to the key leadership Leverage Points-board members, other senior executives, top customers and the informal leaders that the rank-and-file in the organization tend to follow.

What may not be so obvious are the population, processes and physical infrastructure Leverage Points, such as interest groups (population Leverage Point) strategy making and leadership decision-making (processes Leverage Points) and technology platforms (physical Leverage Point).

The leadership lesson is this: to have maximum strategic impact with available resources and significantly increase your probability of success, sharply focus resources on key Leverage Points and affect a critical mass of them in the right way at the right time.

Leadership Mindset 3 – Move Quickly

There is a fundamental truth about leadership in a world that is operating on Internet Time: laggards lose. Organizations need speed, and the speed of leadership determines the speed of the organization. The world’s most successful companies have leadership that moves quickly to spot new opportunities, mobilize resources and bring new products and services to market in a flash.

A prime example of high-velocity leadership is Virgin Group’s Sir Richard Branson. You are probably familiar with the Virgin brand from its music megastores and airlines. What you may not know is how rapidly Virgin has launched one new business after another. “Often the window of opportunity is very small,” explains Branson. “So speed is of the essence.”

In the vast majority of leadership situations, time is NOT on your side – the slower you move, the less chance you have of achieving your objectives. One reason is Murphy’s Law, which states that “anything that can go wrong will go wrong.” Another reason for speed is the ever-changing environment. No matter how theoretically perfect your original plan may be, as the execution timeline lengthens, its value depreciates because the context changes.

 

  • Leadership that operates with a Move Quickly mindset will win for a number of reasons
  • External competitors are outpaced.
  • Internal opposition to change is pre-empted.
  • Key planning assumptions don’t become obsolete.
  • There are fewer unanticipated consequences.
  • Implementation gaps quickly surface and can be corrected.
  • Fast wins create a positive psychology in the organization.
  • Desired results and benefits are accelerated.

 

How fast should you move? The answer is simple: move at the speed you need to succeed. With few exceptions, this means moving faster than the rate of change in your environment and faster than your competitors.

SUMMARY – The three leadership mindsets we’ve just reviewed-Think Strategically, Focus Sharply, Move Quickly-are the keys to faster, better results in the three interdependent phases of Execution: strategic thinking, planning and implementation.

Leadership Mindset 1 – Think Strategically: Organizations that consistently win in the New Normal have one thing in common-committed proactive leadership that thinks strategically about the organization’s challenges and opportunities and act accordingly.

Leadership Mindset 2 – Focus Sharply: To have maximum strategic impact with available resources and significantly increase your probability of success, sharply focus resources on key Leverage Points and affect a critical mass of them in the right way at the right time.

Leadership Mindset 3 – Move Quickly: Laggards lose. Organizations need speed, and the speed of leadership determines the speed of the organization. The world’s most successful companies have leadership that moves quickly to spot new opportunities, mobilize resources and bring new products and services to market in a flash.

Together, these leadership mindsets provide a comprehensive mental model for Excellence In Execution-three leadership imperatives for winning in the 21st century.

Leland Russell, Strategic Advisor and President of Leadership In FastTime®
Contact: Leland.Russell@geogroup.net
Author of acclaimed book, Winning in FastTime

Article Source: https://EzineArticles.com/expert/Leland_Russell/860234

 

Leadership

Types of Leadership Styles in Business

Traditionally the following leadership styles have been the most popular:

Dictator Leadership – In this leadership style the leader has absolute power and authority over their subordinates. The subordinates receive orders from the leader and they carry them out as instructed. The leader does not allow subordinates to participate in decision making. This is the leadership style that the leader uses fear and threats in order to get the job done. Similar with the autocratic style of leadership the leader also makes all the decisions.

Autocratic Leadership – It has been shown that this leadership style are likely to become dictators. Also under the autocratic leadership style all decision making powers are centralized to the leader. They do not entertain any thought from subordinates and do not listen to any suggestions or initiatives from them. Autocratic leadership provides strong motivation to the leader and this is shown to be true as it has been successful in the past. It is effective as it permits quick decision-making as only the one person needs to decide for the whole group and this individual keeps decisions to themselves until they feel the rest of the group need to know what they are. Autocratic leaders do not trust anyone.

Democratic Leadership – Participative or democratic leadership style favours group decision making as shown that the leader only gives instruction after consulting the group. The leader can earn the cooperation of the group by doing this and therefore can motivate followers effectively and positively. The decisions arise from consultation and participation within the group members first so the decision making is not unilateral such as the autocratic style. When democratic leaders are present in the workplace the leadership style produces a work environment that employees can feel satisfied with the environment of the workplace. Subordinates feel that their opinion counts because of the shared communication and because of that feeling they can become more committed to achieving the goals and objectives of the organization.

Laissez Faire or Free Rein Leadership – A free rein leader allows maximum freedom to subordinates, by leaving the group entirely to itself and does not lead them every step of the way but rather motivates them by trusting the individuals to do things themselves. Subordinates are given a freehand in deciding their own policies and methods. Free rein leadership is considered better than the authoritarian style but not as effective as the democratic style.

Research on the behavior of individuals with leadership is moving in many new directions and new lines of inquiry are opening up in an attempt to construct the leadership model. The following contemporary perspectives are only a few of the numerous inquiries into the new leadership models.

Transactional leadership is the traditional management function of leading. Transactional leaders in essence do what managers do: they clarify the role of employees, initiate structures and reward or punish individuals for the team’s performance. One individual is given the opportunity to lead the group and that group agrees to follow his lead in order to accomplish a predetermined goal in exchange for something worthwhile. The leader is given the power to evaluate, correct and train the employees when productivity is not at the appropriate level and they are able to reward effectiveness and efficiency when the outcome expected is reached.

Over the recent years a particular interest in transformational and charismatic leadership has been taken by I/O psychologists because in the past individuals have ignored the importance of the leader as a communicator. The following two leadership styles inspire followers through their words, ideas and behaviors.

The expression “transformational” is used because change and adaptation to change are the forerunners of a successful modern organization. The transformational leader is a person whom has a definite vision of the organization in the future and of what they want to achieve and transform followers’ beliefs, values and needs. The transformational leader seeks to accomplish their goals by making workers or followers feelings more aware of the importance of want they are trying to do, convincing them to put the organizations or teams needs ahead of their own self-accomplishments and to appeal to their achievement and mastery needs.

Charismatic leadership has a dependency more on the actual force of the leader’s personality as to the appeal of the leader’s vision. Charismatic leaders have the ability to put all their trust in others, are able to take personal risks and are sensitive to other people’s needs. They also have the ability to make individuals overcome lack of personal belief and do more than what is normally expected of them; they motivate subordinates to transcend their expected performance.

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Article Source: https://EzineArticles.com/expert/Christopher_Kimberley/826102