...Leadership Development Melissa Cliff LDR/300 September 16, 2014 Marcia Smart, Ph.D. Leadership Development When looking at the characteristics of an effective leader, you can go back at least 20 years to compare how the years have changed the expectations of an effective leader. Looking in the past 20 years of leadership development and becoming an effective leader over continents and cultures there are four main characteristics you should have. Effective Leader Characteristics Honesty, a visionary, competent, and inspiring were all common votes, honesty being #1. If you look at the current continents and cultures they put creativity as #1 and then integrity (honesty). Being an effective leader is having not just one of these characters but all of them. When having innovation as a leader, it can help to bring out all of these characteristics. As a leader you can look at your team and decipher how to motivate them. According to Meredith (2010) “Bringing out the creative talents and innovation gifts of team members by constantly seeking, identifying, and fostering these talents” (p.19). This will create a more effective team and bring out their best work. Also, giving the team challenges to bring out their creativity are ways to be an effective leader. The fact that a team needs the tension to flourish and be creative is a great way for an effective leader to keep the environment running smoothly. Being a serious leader...
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...Leadership Development Traditionally, leadership development has focused on developing the leadership abilities and attitudes of individuals. Just as people are not all born with the ability or desire to play football (soccer) like Zinedine Zidane or sing like Luciano Pavarotti, people are not all born with the ability to lead. Different personal traits and characteristics can help or hinder a person's leadership effectiveness[1] and require formalized programs for developing leadership competencies [2] Yet everyone can develop their leadership effectiveness. Achieving such development takes focus, practice and persistence more akin to learning a musical instrument than reading a book.[3] Classroom-style training and associated reading is effective in helping leaders to know more about what is involved in leading well. However, knowing what to do and doing what you know are two very different outcomes; management expert Henry Mintzberg is one person to highlight this dilemma. It is estimated that as little as 15% of learning from traditional classroom style training results in sustained behavioral change within the workplace.[4] The success of leadership development efforts has been linked to three variables:[5] Individual learner characteristics The quality and nature of the leadership development program Genuine support for behavioral change from the leader's supervisor Military officer training academies, such as the Royal Military Academy Sandhurst...
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... |MAN 385: Leadership Development | | |Fall 2011, #04693 | Professor Deidra Stephens, Ph.D. Office CBA 5.133 Phone 232-3780 E-Mail deidra.stephens@mccombs.utexas.edu Course Web Page via Blackboard Class Date/Time/Location Tuesdays, 3:30-6:30 p.m., GSB 5.154 Office Hours By Appointment Course Description & Objectives The Texas MBA program is designed to develop influential business leaders. The MBA Program has identified four fundamental and broad pillars of leadership: knowledge and understanding, communication and collaboration, responsibility and integrity, and a worldview of business and society. This class is designed to help students develop a deeper understanding of their leadership capabilities in the context of business. During the first year of their Texas MBA program, students engage in co-curricular programs, services, and leadership roles that are designed primarily to develop their skills. These activities are meant to introduce students to a wide variety of topics, help them hone in on their own strengths and weaknesses, and provide them with a foundation from which they can further their leadership development into their second year. The task during the second...
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...Leadership Development Options and Approaches This is not a research paper or a sales pitch. It is a discussion document, which may help you with your thought formation on the subject of leadership development. Introduction Developing great leaders is one of the greatest challenges for current leaders. This is not only a component of succession planning, it is a obligation, in the form of passing a legacy from one generation of leaders to the next. When we accept that great leaders are not born, they are developed, we begin to think differently about how we can invest in others to grow leadership capacity. When we accept that leadership capacity drives business outcomes and our customer experience, we begin to think differently about the urgency and priority we must give to expanding leadership capacity. Today. Challenge Extend leadership capacity through a robust and innovative leadership development initiative: • Leadership team understanding. • Leadership commitment. • Connection to key business goals. • Adaptable for today’s fast changing business environment. • Outcome and results driven. Options Leadership development today is a more complex proposition than it has been in times past. The options we will look at in this White Paper are ideas, recommendations and suggestions, rather than turn-key solutions. We will look at options through a four-phase approach. We will also consider that development is hierarchical, meaning, content builds...
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...Leadership Development Plan Part I. PERSONAL VALUES My Top 5 Values are: 1. Trust: I choose this as the value most important to me because without trust you can’t develop a relationship. I have to be able to know a person is going to always do the right thing regardless of the situation. When I refer to trust I’m not just referring to my professional environment but also in my personal. 2. Honesty: Telling the truth is something my parents always instill in me and I pass that same value down to my own son and to my work centers, In the Armed Forces my career field is in the business of saving lives and taking care of people. We have to be honest and have integrity cause sometimes we work independently and their isn’t anyone to hold us accountable but ourselves. 3. Loyalty: This value means being dedicated. As a service member we must be dedicated to our nation and our mission. This is an important to 4. Kindness: This value is showing sympathy and concern for other individuals. Due to my personality or temperament kindness is important to me. I think you should always show your troops kindness it will assist with building rapport and trust. 5. Forgiveness: This value comes from my religious beliefs just as God forgives us we should forgive others. Nobody is perfect and we all make mistakes its important in our personal and professional lives if someone makes a mistake forgive them and allow them to move on. Part II. LEADERSHIP...
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...Leadership Development A recent global survey by Kenexa reports that only 38 percent of employees rate their leaders as effective (ZIELINSKA, 2011, p1). Because of today’s troubled economic time; becoming an effective leader it is necessary toward making any organization successful. Although some people may think they don’t have leadership qualities, most people have demonstrated leadership, at one point or another, without even realizing it. Great leadership is so much more than technical or intellectual capability, while these qualities might help, but they are not that necessary in becoming a good leader. Since leadership requires personal qualities, beyond sure views of authority, People who want to become great business leaders are able to develop these leadership abilities. Good business leaders have to construct a clear plan of the goals they would like to achieve within their business and persistently drive it toward completion. They have to be clear about their own standards quality, but they must also understand the meaning of their job, as leaders. These individuals must understand the influence they have on others and also take responsibility for their actions. It’s hard to become a leader if there are no followers (ZIELINSKA, 2011). In order to conduct a successful business, building a personal rapport with your employees, is not enough; the leader must understand the dynamics of their team members and also how they work with one another. These individual have...
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...Leadership Development. In this essay, I am going to look at my leadership skills through my roles as charge nurse in the Surgical Services Department and my cross training as a House Supervisor. I feel my strengths are communication, flexibility, encouraging teamwork and staff motivation. Skills of leadership are many and vary from one person to another. Leadership development is essential for an individual’s growth as well as company's success. First, communication, which is an effective tool in leadership as it enables staff to learn what is expected of them by their manager/supervisor and can work towards it. Furthermore, communication enables one to identify the problems facing people he or she is leading and, therefore, creates a conducive work environment. Secondly, I am flexible to the needs of the House Supervisors and the Surgical Services Department. I assess situations and set short terms goals based on required changes in the immediate environment. I assure that these goals are pursued in a systematic manner, that they are clear, achievable and met with minimal struggle. This could be as simple as covering the schedule for a House Supervisor who needs to be off. Or a need for additional staffing in the Surgical Services Department, where I will staff to cover the need and assist until the crisis is over. Teamwork is my third strength. Encouraging teamwork and offering praise for a job well done is a professional way of doing things. Assuming this...
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...PRACTICAL RELEVANCE OF LEADERSHIP THEORIES BY APPLYING BILL GATES LEADERSHIP STYLE TABLE OF CONTENTS Page 1. Introduction 5 2. Bill Gates Leadership and practical relevance to Leadership Theories 5 3. Trait Theory 5 4. Charismatic Leadership Theory 7 5. Transformational Leadership Theory 7 6. Bill Gate’s Leadership Styles 9 7. Conclusion 10 8. List of References 11 Bill Gates leadership is being analyzed by applying various leadership theories and practical relevance are discussed in this report. 1. Bill Gates Leadership and practical relevance to Leadership Theories Leadership is shared interests that influence the relationship between leaders and followers which results changes and effects. (Daft, 2008) The leadership theories evolution started from Great Man & Trait theories to the present "Transformational" leadership. Kippenberger highlights the time-line of the evolution which starts from mid-1900 to present days. The time-line contains Great Man Theory , Traits Theory, Lewis Research in autocratic, democratic & laissez-faire styles , Behavioral Theory, Situational Theory , Contingency Theory, Charismatic Leadership, Team Leadership, Servant Leadership and Transformational Leadership Theories (Kippenberger , 2002) We are applying Trait Theory, Charismatic Leadership and Transformation Leadership Theories to the...
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...Company Name Leadership Development Plan Employee Employee Name | A.N. Other | Review Period | Bi-Annual | Role | Director, UK | Manager | A. Boss, CEO | Strengths to USE More Teamwork | Positive Outlook | | Seek opportunities to work on joint projects and focus on soliciting the views of others within the team. Thank others for their input and celebrate successes as a team. Become an advocate for “team-time” within the organisation. Take lead on implementing team-building events, first to take place in Q2 2016.Within 6 months, initiate a company-wide project to develop formal leadership development plan for the organisation.Enable a colleague to sponsor and lead the project, rather than assuming the lead. | Seek to regard colleagues as internal customers. Aim to use strengths identified by Clients to develop stronger internal leadership qualities through positive interactions with colleagues.Place greater emphasis on the positive aspects of an issue internally and allow others to raise any challenges to be overcome.Limit the use of “devils advocate” approach during internal company interactions. | * | | Success Indicators (bi-annual): 1. What team-building events have taken place in the company in 2016? 2. Has a colleague taken the lead on implementing leadership development programme – how is it proceeding? 3. Has team identity improved, and are team interactions more productive and positive? 4. What is feedback from team? Does feedback reflect...
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...Point of view What the future demands: The growing challenge of global leadership development B What the future demands: The growing challenge of global leadership development Companies worldwide seem to be seized by a new enthusiasm for innovation and growth after a sobering period of retrenchment and downsizings. Fast-moving technologies, rapid global expansion, shifting business models, mergers and acquisitions all hold out dazzling possibilities. But in order to capitalize on these opportunities, corporate leaders are confronting a serious need for new kinds of talent and leadership. One has the sense that CEOs all over the world are emerging from strategy sessions and turning to their HR leaders with the same questions: How will we get our company from here to there? And do we have the leadership to make that transition? HR executives bear increasing responsibility for helping their organizations find and develop leaders who can move their companies forward – and then for helping those leaders to succeed. This responsibility is complicated by the fact that it’s often difficult to get a clear view into the future state of the business. Among the outstanding questions for HR executives: ■ How fast must we be prepared for change throughout the organization and change at the top? What leadership skills are required for the future? How do we ensure that we hire, develop and retain the people with the right skills – intellectually, technologically and emotionally...
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...Leadership Development Plan LaJuana Woods Leadership in the 21st Century Professor Vicki Boone MGMT 592 April 21, 2013 Table of Contents Introduction…………………………………………………….….…………………Pg 3 My Leadership Journey………………………………………….………………....Pg 3 Information Needed for Me to Become a Good Leader…………………………Pg 5 Confucianism and Leadership……………………………………………………..Pg 7 Being a Woman… – Personal Situation Analysis……………………………….Pg 8 Leadership Development Plan………………………………………………...…Pg 11 My Personal SWOT Analysis…………………………………………...………..Pg 16 Conclusion.……………………………………………...………………………….Pg 17 References…………………………………………………………………………Pg 18 Leadership Development Plan Introduction What I have written in my Leadership Develop Plan paper will show my strengths and weaknesses; what I need to accomplish to get to accomplish my goals; how long I have to reach my goals; how can I learn to run a business working in the organization that I am currently working in right now; how I can become the leader that I dream of becoming; what I can do better in my life to guarantee that I succeed. Answering all these questions will help me get further to accomplishing my success and receiving my Master’s degree, being able to buy a home, running a business and becoming successful in that business. My Leadership Journey When choosing my classes for my MBA, I thought that I would need to take a leadership class. I really was just picking classes...
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...1. Scope We want to introduce a Leadership Development Tool in SAMG (Special Asset Management Group) of Bank Alfalah, that will help in identification and grooming of potential leaders in a manner that will enable them to steer the department towards success via effective succession planning process, empowerment, change management and motivation. 2. Introduction Bank Alfalah is among the top 5 banks of Pakistan, with a network of more than 600 branches and is owned by Abu Dhabi Group of UAE. Please see Exhibit -1 for the roadmap since its inception in 1997. Its core values are as follows: * Trust * Commitment * Responsibility SAMG is the Remedial Group of Bank entrusted with the task of recovery from a Non-Performing portfolio of PKR 18 Billion (Infection Ratio of 6.16% out of Total advances portfolio of PKR 290 Billion). Please refer Exhibit 2 for Bifurcation. Following are the impediments faced by the SAMG presently, in grooming effective leaders towards succession planning (Departmental Structure is more specifically shown in Exhibit 4): * Coercive Leadership, * Centralized Decision Making, * Powerless Managers, * Relatively New Top Management, * Time Consuming Decision Making Process, * Reduced Motivation Levels. 3. Leadership Development Tool (LDT): We can classify foregoing impediments under broad categories of Empowerment and Motivation. We propose following tool that will help in overcoming problems...
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...environment (Byham, Smith & Paese 2002). The purpose of this paper is to create my own personal development plan based on the Central Michigan University (CMU) leadership competency model, leadership theories and personality tests. This will serve as a framework to allow me to identify my own weaknesses and strengths, and develop my leadership capacity, allowing myself to be able to achieve the vision I set for myself and the current business environment. The vision I had for myself is to enter the Marketing Industry, focusing on business development, and ultimately becoming an entrepreneur. Business development has been said to be a synthesis of strategic analysis, marketing and sales (The Editor, 2012). The competencies required are ‘strong research skills’, to evaluate the business environment, ‘people and communication skills’, to build partnership and rapport with other organization and with a ‘deal closing instinct’, to ensure closing of sales (The Editor, 2012). This leadership development plan will be helping me in preparing to be a future business development director or an entrepreneur at the end of my career. Lastly, I would seek a Major of the Singapore Armed Forces, who has seen me in a leadership role, to provide feedback on my personal leadership development plan. Central Michigan University Leadership Competency Model The Central Michigan University leadership competency model has identified leaders with several competencies such as skills, behaviors, abilities...
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...focuses on the development of leaders from within the organization. Career growth at PepsiCo is brought about by the close collaboration among employees, managers and organization. The extensive framework of people processes at PepsiCo ensures the effectiveness of translation of the career growth model into leadership development aligned with the larger business goals. These include performance management, talent and career development, 360-degree feedback, periodic reviews and succession planning. The leadership development model at PepsiCo basically considers five factors: * Proven results * Leadership capability * Functional excellence * Business knowledge * Critical experiences Proven results PepsiCo believes in reinforcing consistent business and people results from its employees. The track record of previous performances with lasting impact is thoroughly analyzed. For instance, Steven Reinemund had an immaculate track record in the company’s Pizza Hut and Frito-Lay divisions before becoming the CEO of PepsiCo from 2001-2006. Leadership capability PepsiCo provides a layout to assess an executive’s contributions to the organization as a leader. The various evaluations and 360-degree feedbacks employed by PepsiCo help bridge the gaps of leadership competencies for its executives. PepsiCo considers the following elements while training its employees for leadership and coordination skills: * Growth as a leader – Demonstration of leadership effectiveness...
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...Leadership Development Seminars and ECQ-based Readings The success or failure of any endeavor depends on leadership. Now, more than ever before, we need leaders in our organizations and in our world. Great leaders create and communicate a vision and move people into action to achieve it. They ignite our passion and inspire us to do our best. Government leaders in the 21st century are experiencing change at a more rapid pace than previous generations. Rapid advances in technology have expanded the quantity of work we are capable of accomplishing, and also where it’s accomplished. We have a more highly educated workforce, yet face diminishing resources with an increased demand for productivity, and the essential services we provide to the American public. To be successful at navigating these challenges leaders must develop the essential skills to motivate their employees, effectively communicate with others, fine-tune critical thinking skills, and build and leverage partnerships. Future leaders must also be visionary; i.e., possess the ability to identify trends and the courage to be innovative. Being technically adept in your field will no longer be enough. In response to these demands on senior executives, the U.S. Office of Personnel Management identified five Executive Core Qualifications (ECQs) that all aspiring government leaders and executives must possess. These ECQs and Fundamental Competencies were developed by OPM after extensive research on the attributes...
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