...My Leadership Story I’ve never considered myself a leader, not in the typical sense of the word. I’ve never considered myself a devout follower either. I’ve gotten better at doing my own thing; taking notice of the things I like and then adding my own mark. Growing up I wasn’t a ringleader among my peer group. I had the Irish Catholic knowledge of the difference between right and wrong ingrained in me so deeply I wasn’t afraid to voice my opinion if I was defending the right of someone else. Defending my own rights was a different matter and I found difficulty in telling the truth about my own desires. It made me feel like I was being selfish or unlikeable. I was little and cute and funny and I could get away with a lot in the way of devilishness. I had a good sense of humor in a self-deprecating way. It was easy to make fun of myself, a defense mechanism that served me well throughout the years. By poking fun at myself I stripped the opportunity from others by doing it first. I think that came about by being the sixth child in a family of eight kids. Getting away with things extended to various aspects of my development. My friends would joke that their parents thought I could do no wrong. I did do plenty of naughty harmless shenanigans; but that Irish Catholic upbringing allowed forgiveness with a couple of Hail Mary’s and an Our Father. From the readings we’ve had in this class and a week full of self examination, I have realized that I was more of a leader than I originally...
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...Leadership journey with Gordon Bethune To build a successful Career except the personal qualities required, it’s a very important in which company or organization this leader will be able to achieve its success. Therefore I would like to tell first some more words for the history and success of Continental Airlines – a major U.S. airline headquartered in Huston, Texas * In 1934: “Varney Speed Lines” was founded.The beginnings of Continental Airlines started in 1934, when Walter Varney founded an airline company that he named Varney Speed Lines. . * 1937: After 3 years a young an entrepreneur Robert Six's bought 40% of the company for $90,000 $ That investment was used mainly to pay debts that Varney had accrued during the company's first three years. Robert Six led the company in changing its name from Varney Speed Lines to Continental Airlines, contending that the young airline would never be successful with a name like "Varney." Robert Six led the company in the years of the Second World War, After the war period, during the economy expansion in 60 and 70 years in US and retired after 45 years leading the company. We could say in a period of rapid Expansion. * 1982: Texas Air Corporation acquires Continental Airlines - Robert Six retired on 74 years and gave his confidence to Texas Air Chairman Frank Lorenzo to carry Continental Airlines back into profitability again. Actually Frank Lorenzo had the luck to buy 58% of the Continental Airlines because of the...
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...When considering other people we work with as objects, we lose sight of our goals because we are only considering ourselves. This is the message the authors at The Arbinger Institute are trying to convey in their book, Leadership and Self-Deception. The book is not written as a manual on leadership, rather a story of one leader learning the meaning of self-deception. As we, the readers, learn through the training program Tom Callum is currently undergoing, we all are victims of self-deception. The book explains that self-deception is merely passing through moments when we observe the needs of other and let them pass without acting on them. This self-deception breed ill feelings toward the other person in order to justify our own actions. This area of self-deception is what the author refers to as “the box”. The book is an easy read because the author or authors use a story-telling approach to the topic of self-deception. Instead of saying we deceive ourselves, the authors used clear examples to illustrate their meanings. I found this to be appealing because the topic of their book is a bit vague when only hearing the main points of self-deception. By providing a story and stories with in the story, the authors clearly convey their point which makes understanding it much easier. The authors believe that productivity in an organizational and interpersonal relationship setting can be directly impeded by our unwillingness to view other people as people. The author points...
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...good listener and there are signs that someone is not listening. If a friend is telling a story, they expect to be listened to. There are a few things we as people do to let them know we are not listening. Distracting ourselves is one of them. Sending a text message, watching a dog in the distance or thinking about what needs done at home are all ways of distracting ourselves. Interrupting someone as they speak is also a good way to let them know you are not listening. Topping their story with one of your own can let someone know they are not being listened to. Just because you've done the same things as them doesn't mean they want to know about it. Just listen to their story and be genuinely interested in what they are saying. There are several ways to break those habits and become a good listener. Squarely facing the speaker, uncrossing your arms, leaning towards the speaker and making eye contact are excellent ways to start. Repeating things back to the speaker is another way, however this needs to be used when appropriate. Also realize when you're not listening and fix it. Be mindful of what the person is saying to you, leave your phone in your pocket and be honest with them. Let them know you weren't listening and ask them to repeat the last part. Body language can say a lot about a person and how they are feeling. Body language is very relevant to management and leadership and can be a good tool to understanding someone. There are some cultural differences in body...
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...Joshua Biship James Mense English 102 05 October 2014 Billy Ansel: Dark or Light? In the book, The Sweet Hereafter by Russell Banks a story is told of tragedy that strikes a small town. Banks tells this story through multiple character each of which brings their own understand and view of the accident. Billy Ansel was one of the characters used to convey his message. Billy is a parent of two children in the town of Sam Dent. Billy is a veteran, business owner, and widower. All of these moving parts have played huge roles in shaping the character that Billy portrays but nothing could prepare him for losing his children. At the beginning of the story Billy is shown as a person to look up to and rely upon in hard times. But there is another side to Billy that is explored in the latter half of the book. Through the revelation of more detail Billy’s character is better-rounded and with that rounding he also slips into a darker side of himself. This side which is far darker and hidden from the public is brought to the surface when Billy losses his children and changes forever. Billy first appears in the story as a father who was raising his twin children on his own after his wife passed away from cancer. He is waiting in the kitchen for the bus to arrive like he does every morning. Dolores Driscoll is the school bus driver picking up Billy’s children. Dolores is fond of Billy and gives us a view into who she thinks he is. “I always liked stopping at Billy’s. For one thing, he...
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...Gonzales Wenchey Johnson Looking back on your business and personal experience, do you have any stories to tell that contrast the “old” and the “new” stories of leadership as Wheatley, describes them? Have you practiced or been informed by either leadership approach? Wheatley (2007) describes the old story of leadership as “a story of dominion and control, and all-encompassing materialism.” It can be explained by analogizing it to a machine; a lifeless object that does not have the capability to think, feel, or make decisions. It, the machine, functions quite like the old story of leadership by where there are many more managers (machines) than leaders. An ideology that she credits to Western culture, which believes organizations, can create processes that people will carry out in a machine-like manner. Wheatley (2007) states that “we would engineer it to do what we saw fit, and we would fix it through our engineering brilliance” (p. 17). Managers utilizing the “old” style of leadership will create processes and expect the people to follow the process exactly as is with little, if any, room for deviation from that process. By contrast, the new story of leadership encourages creativity and deviation from the “status quo”. Wheatley (2007) further argues that, people never behave like machines and often will resist change or “add their own spin” to directions. In the new story “key human traits as uniqueness, free will, and creativity” are essential to the organizations long-term...
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...Pre-Service Teacher Cooperating Teacher: MRS. ABELA F. ALVIS Cooperating School: THE GREAT PLEBEIAN COLLEGE (High School Department) Principal: MISS ELLEN P. DE OCAMPO, MAEd Pre-Service Teaching Supervisor: MR. FEDERICO A. LOPEZ SR., MAEd Dean, College of Teacher Education 1st semester A. Y 2015-2016 Demonstration Lesson Plan in English Grade 7 Luna I.OBJECTIVES At the end of the lesson, students should be able to: a. Arrange chronologically the events in the story; b. Describe the main character in the selection; c. Relate the story in real-life situation and d. Give the theme and moral lesson of the story. II.SUBJECT MATTER A. Topic: Princess Urduja ( Short Story) B. Reference: English Communication Arts and Skills through Philippine Literature by Lapid and Serrano,pp.119-122 C. Instructional Materials: textbook, chalk and chalk board, visual aids, pictures of famous and powerful Filipino women leaders, video, projector, speakers and slide presentation. D. Values: Leadership Women Empowerment Critical Thinking III. PROCEDURE A. Preliminary Activities 1. Prayer 2. Checking of Attendance 3. Passing of Assignment 4. Short Recall Ask the students the following questions: a. What are the common purposes of writing? b. Define paragraph. c. Enumerate the two basic features of a paragraph. 5. Motivation Post the improvised briefcases which contain the pictures of famous and powerful Filipino women leaders who have great...
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...Leadership development refers to any activity that boosts the excellence of leadership within an individual. This activity has focused on developing the abilities and attitudes of individuals. Dissimilar personal traits and characteristics can help or impede a person's leadership effectiveness and require courteous for developing leadership competencies. Some assumed that a leader could act authentically through responsibility, reactions to uncertainty, and creativity. Others believed that authentic leadership is essentially more about how the leaders define their own role within an individual. In my point of view, a leader can study from others’ experiences and being genuine and authentic, but not by imitation of someone else. A leader constantly can be describe through their real life story and reframing their life stories to recognize who they were at their fundamental. In doing so, they discovered the purpose of their leadership and absorbed that being authentic made them more effective. Authentic leaders are defined as people of highest integrity, loyal to enduring organizations. Leaders who have a deep sense of purpose and are true to there core values, ability to motivate. Things that authentic leaders do on a regular basis are; 1. They voice their truth. They being clear, being truthful and being authentic and would never reveal themselves by using words that are not aligned with who they are. 2. They lead from the heart. They are not scared to show...
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...Developing a Philosophy of Leadership A leadership philosophy is the way we see ourselves as leaders. This philosophy guides our actions, our behaviors, and our thoughts. Our philosophies are influenced by external and internal forces. We can change who we are as leaders by simply changing our philosophy of leadership. Leadership philosophies can change as you grow to understand yourself within the context of leading. Creating or finding your leadership philosophy means that you must explore and reflect upon your personal values, assumptions, and beliefs about leadership. Personal values are qualities or characteristics that you value. You would rather leave an organization or step down as a leader than violate your values. Your values guide your intentions and they influence how you lead. When your personal values are clear and you are conscious of them, you create a solid foundation for leading. Assumptions are ideas that are assumed or believed to be true. As a leader it is important to understand what assumptions fuel your leadership thinking. Often leaders are not aware of the assumptions because they are operating from certain paradigms that will not allow them to see assumptions. Reflection into one’s leadership is an excellent way to uncover assumptions. Beliefs are ideas that we hold to be true; they shape our realities. If a leader believes that the only individuals in an organization that can make decisions is the management staff, then that belief will...
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...Sheryl Sandberg - Leadership Communication Analysis Written Report Sheryl Sandberg is an American business leader, activist and writer currently serving as the COO of Facebook. After graduating high-school in Miami, Sandberg attended Harvard where she earned a A.B. in economics, followed by an MBA at her alma mater. After graduate school Sandberg worked for a former professor at the Treasury Department, where she became a chief of staff before moving to Google, and finally to Facebook. Sandberg’s first book, Lean In: Women, Work, and the Will to Lead, was published in 2013. A feminist call for increased female leadership in the workplace, the book was received with broad critical acclaim. Throughout Lean In, Sandberg synthesizes academic studies and her own professional experiences to encourage women to strive for leadership positions in the workplace. Through her book, speeches, and other writing, Sandberg weaves several leadership communication approaches into her overall communication style, including meaning maker, storyteller, and direction setter. Meaning Maker In her book and speeches Sandberg discusses the common experience of women in the workplace, describing a shared stake in the future as members of that group. She frequently uses terms like “we” and “our” when discussing female experiences and opportunities at work. Her language and point of view communicates supportiveness to both genders, articulating the shared goal of equality at work and at home...
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...Qualities of Leadership Leadership is a quality that is not given, but is achieved from personal power and having the strength and self-determination to make decisions for a group and being able to live with those decisions. Leadership consists of many aspects including thinking, imagining, innovation, the ability to lead in a war time atmosphere and possibly having religious influence. In Udall Brady’s short story “He Becomes Deeply and Famously Drunk” the author shows how even a small Spanish man can possess great leadership qualities. Apparently all the other ranch hands do not teach the narrator a whole lot about being a rancher. Instead, Jesus, who is a part time worker on the ranch, actually teaches the narrator the ins and outs of ranching. Brady tells this by saying “He’s worked for Mr. Platt off and on for a good many years and while the other here resented me, pissed on me for being young and ignorant, enjoyed watching me make a fool of myself, Jesus helped me out from the start, taking time to show how to dally a rope, say, or throw calf for branding.” (Brady 535-536) This statement in and of itself shows Jesus’ leadership skills, because even when the other ranch hands shunned him for being young and inexperienced, Jesus was there to back him up and be a friend and lead him into becoming a great rancher. Jesus shows leadership qualities as well when he and the narrator are off to fix the windmill. While driving to the windmill Jesus spots a calf with pink-eye...
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...Management is the only way to control human beings The management is not only the only contributor in managing people, it means that they are liable for the work and performance of others, the success of management very much dependable on the performance of the team or performance of an employee. It is the responsibility of the managers to closely observe and monitor the behavior of an employee and evaluate the people on the basis of their performance, capabilities and attitude towards the work. I am Controlling the employees through Management control can be defined as a regular effort to evaluate performance to prearranged principles i.e. SOP is defined in each and every organization and the management is controlling their staff through the predetermined polices which are written in the SOP .The role of the management is to compare the employee performance with the rules, regulation and polices defined in the SOP. Other than SOP, my Management can adopt different strategies to control the employees i.e. giving high rewards to increase the performance of the employees, recognize them publicly to give motivation, confront the employee in a professional manner. Providing employees the deadlines to change their behavior towards the job and follow the employee and giving them caution such as demotion, termination and suspension. I as employee is paid to get my job in a good manner, offering the incentive will bring a change in the employee behavior, which Is a positive...
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...Why Leadership Is The Most Dangerous Idea in American Business If you're an entrepreneur, almost everything about "leadership" as we know it is bad for you. But there's another way to lead. Here are the rules. Maybe you've noticed: Never in the history of management science has leadership been more studied, worried over, theorized about, and debated than right now -- not least because for two years the world has supplied leaders-in-training with a (mostly unhappy) curriculum. The stock bubble collapsed. The economy soured. September 11 came and begat whole new anxieties that prompted unprecedented questioning about vocational life and leadership in communities of every kind. Corporate scandals and greed brought CEO reputations low and raised ethics concerns high. And nowIraq. Throughout the contentious diplomatic run-up and then during the conflict itself, leaders were dissected everywhere. You'll recall the stories. Bush the autocratic unilateralist vs. Blair the participative consensualist. Rumsfeld vs. the generals. Churchill circa 1942 vs. all of the above (an op-ed smackdown that somehow Winny always wins). By the time this is published, there will have been more stories: How to lead. How we're being led. How we want to be led. The world's curriculum, like it or not, is rich with object lessons. The problem is that, for entrepreneurs, those lessons are all wrong. Not because they're necessarily bad in themselves, but because they're all to do with the wrong kind of leadership...
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...a. BASED ON THE STORY OF DAVID (AS NARRATED IN THE BIBLE TEXTS) RELATE IT TO THE PHRASE “LEADERS ARE MADE NOT BORN”. EXPLAIN THOROUGHLY. Most leaders acquired their leadership ability through academic learning, training and actual experience in life. With these, we can say that leaders are made not born. Even though you have the ability lead, still you need to develop and improve this ability through training and learning with actual experience, with actual encounter in the challenges in life and with interaction to the group you been leading. As with David, his ability was developed thru experience, as a shepherd, his leadership ability was molded with everyday interaction with his father’s goats and sheep. With using his club he make them follow him and obey what he intended to say. And as a leader he also learned how to protect them even facing big animals like lions and bears. b. HOW DID DAVID’S EXPERIENCES (CITE THOSE EXPERIENCES) AS A SHEPHERD CONTRIBUTED TO HIS VICTORY OVER GOLIATH? David had confidence in his ability because of his past experience fighting lions and bears while guarding his father’s goats and sheep. He used that past experience to fight Goliath. He is so persistent to fight Goliath and insisted that fighting Goliath is no difference with fighting lions and bears. He sighted that when a lion or a bear comes to steal a lamb from the flock; he goes after it with his club and rescues the lamb from its mouth. If the animal turns on him, he catches...
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...“How am I doing as a leader?” asks Larry Bossidy, CEO of AlliedSignal in a meeting with his operating mangers. “The answer is, how are the people you lead doing? Do they learn? Do they visit customers? Do they manage conflict and initiate change? Are they growing and being promoted? “When you retire, you won’t remember what you did in the first quarter of 1994, or the third. You’ll remember how many people you developed – how many you helped have a better career because of your interest and dedication to their development. When you’re confused about how you’re doing as a leader, find out how the people you lead are doing. You’ll know the answer.” Andy Grove, CEO of Intel: Roger Enrico, CEO of PepsiCo; Jack Welch, CEO of General Electric; and Admiral Ray Smith of the U.S. Special Operations Command agree with Bossidy. All are respected leaders of successful organizations that constantly outthink and outmaneuver their competitors. Though those leaders have been 1 2 instrumental in their companies’ success, they have also built large pools of talent. They have contributed to their organizations’ success by personally developing leaders at all levels. Once upon a time Here’s what you would see if you visited Grove, Enrico, Welch, and Smith leading their businesses. Intel. In Santa Clara, California, Andy Grove is teaching Intel managers how to lead in an industry in which the product (semiconductors) doubles in capacity every 18 months. In Grove’s teaching sessions, he...
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