Friday, July 29, 2016

Types Of Leadership Styles In Management

Personality Types And Leadership Styles

Type Personality and Leadership StylesThere not much debate about the idea that the growing leadership style of personality types. Just as unique gifts related to each personality type contribute to society, they also contribute to the various types of leadership needed to keep the world moving forward.

So, let's take some time to look at different groups, what they tend to offer by way of leadership skills and some well-known, the basic pattern for each sample.

Leader Analysts: Analysts logical leader will create and customize a system with improved organization or product in mind. Rationality is a principle with these leaders. They tend toward a "matter-of-fact" and would have little patience for anything too sentimental or not rooted in logic. As leaders, they often appreciate copyright.

While some argue Steve Jobs is an example of the type of Explorer's personality, one could argue that the primary interest is in "build a better mousetrap" - very Analyst nature. Under his leadership, he not only bring new and exciting products to the market, but Apple continues to tinker with their products to make them better.

Analysts leaders often work in government agencies and in political offices. Franklin D. Roosevelt was a prime example because it creates a program, such as the Social Security system and the WPA, to help end the Great Depression. In a sense, FDR tinkering with a system that the United States to create a system that works better for its citizens.

Diplomat Leader: Diplomat visionary leader will engage with ideas and imagination often associated with the cause and values higher. While they may be active in their organization, they will shine for their ability to inspire and share a larger vision. They looked at what the future may bring out the offerings of the past and present.

Social change leaders like Martin Luther King or Nelson Mandela is a clear example of a leader Diplomat. In business and entertainment, one of the influential leaders in the history Diplomat is Walt Disney. He brings us a new experience through entertainment and amusement parks that it is not just meant to be fun, but they also carry a moral message. Even long after his death, they call the development department of Disney "Walt Disney Imagineering" and website work they challenged potential candidates for "Never Before-Seen- Create".

The Sentinel Leader: Sentinel Leader will be responsible for taking care of business as an administrator who gets all the details right and handle things in a meticulous manner. They tend to respect the past and be strict about rules and protocols. This personality type work on the sense of responsibility to care for the greater good. Sentinel see their leadership role as protecting and preserving the public, some piece or an established tradition.

Pope Francis is a good example of a leader Sentinel. In fact, by definition, most of the whales might fit the bill as the head priest of the Catholic faith. Their job is to care for their flock by applying the principles of their church.

Biographer said Jeff Bezos, founder of Amazon, led by continuous eye on the data and not above getting his hands dirty every detail of the company. Because of this focus, many consider him a Sentinel.

The Explorer Leader: Leaders Explorer fielding the most likely to find a quick solution to any problems that arise and take an organization to a new and exciting direction. They do not mind taking a risk when they feel there is a decent chance of risk may pay off. They do not care about how others have done things in the past - just what is the next big thing. They are leaders acted oriented rather than planning and analysis.

Richard Branson is a leader Explorer that starts with creating a Virgin Records Megastore opens the way for creating more than 400 companies under the Virgin banner. Virgin obsession today is a private space tourism for a company that is testing a spacecraft and have booked many celebrities. her enthusiasm for the new and exciting evident throughout the history of Virgin.
Types Of Leadership Styles In Business
Types Of Leadership Styles In Business
Have you ever had any leadership position? Do you see your personality type in your leadership style?

Leadership and Management

Theories on Leadership Management

Leadership and management can have the same quality, but it does not always happen. Leadership is about standing out, while management largely bureaucratic in nature. It need not be mutually exclusive. Some theories of leadership, however, made it clear that leadership is not management, and managers are not leaders but only a position of authority bureaucracy.

Trait Theory
The main approach that distinguishes the manager of the leaders has been called a "great man" theory or, equivalently, the "nature" theory. In this case, leadership is something innate; it is an innate desire to control, to accept responsibility and even seek glory through leadership. Such people are born risk takers and refuse to live a life of mediocrity.

Behavioral Theory
This philosophy is largely identified with the leadership and management showed that leaders are made, not born. Context of this kind of leadership can be the nature of the task, in one of educated people better in one area than another, or that the person chosen to lead the popular and people are willing to follow his direction. Most approaches that use behavioral model assumes a participatory approach to management, where workers and others who were brought to the important decisions, although this is not always the case.

Transactional Theory
Transactional approach to management explaining when rewards used to motivate the team. The main problem is of interest, which can refer to managers and workers, as they both look good and appreciated if the task goes according to plan. Instead, use punishment when team members do not complete the tasks set by the manager. This is the simplest, least bureaucratic approach to management.

The Theory of Transformational
This is the opposite of transactional management, and it is a true leadership role in that it does not depend on the bureaucracy but on the personal presence of the leader. This model seeks to motivate those under authority. For example, managers raise awareness about the importance of the task at hand and inspired his team to succeed. This theory seeks, most of all, to go beyond self-interest and form a tightly integrated team together to perform a task.
Compare And Contrast Leadership And Management
Compare And Contrast Leadership And Management
The Theory of Charismatic
The charismatic approach is leadership in the sense that the most powerful and is one of the few models that do not require a functioning bureaucratic apparatus. Charismatic leadership is a radical form of transformational leadership - people follow love or respect to the leader. Rewards and interests is rejected here, and the task is completed because of the presence of charismatic motivate others to work for the greater good.

Thursday, July 28, 2016

Developing Leadership Skills

How to develop leadership skills in a person

Leadership skills is the behavior exhibited when placed in various situations. That is the basis for the theory of books such as conditional leadership. Assessing one's style can not only help to identify strengths and weaknesses, but also develop leadership skills.

Defined leadership skills

So what exactly is good leadership skills? One way to answer this question is through this simple statement:good leadership skills are behaviors that allow you to get the results you are looking for, while at the same time positively motivate your followers.

Now while this may sound like an easy rule to follow, in practice not all that simple. Many "leaders" achieve short-term results at the expense of moral exceptional long-term employees. This article will focus on identifying the skills that must provide both short-term results and long-term sustainability.

Emotional intelligence

In the book of daniel goleman in emotional intelligence, he gives a lot of insight into the different types of leadership skills necessary to be successful. By its very nature, is all about leading people successfully interact with people. Emotional intelligence helps explain the dynamics of the interaction.

Core skills that need to be leaders can be summarized by the following five attributes. It is through these attributes, or skills, that it's possible to manage not only yourself, but the interaction with other people.


The ability to understand what makes individuals they are at work or at home are known as self-consciousness. This is the leadership skills that enable people to not only understand their emotions, but also the impact they can have work performance and relationships with colleagues.

Self-awareness is the ability to understand a person's emotions, mood, and motivation.


While the self-awareness of leadership skills take a look inside, skills of self-regulation is the ability to control the emotions that are counterproductive to achieving the objective.

How often do we observe the manager and think they are their own worst enemies? Do they let their emotions and impulsive behavior to lead them down the wrong path? Self-regulation is a skill that is used to control moods, impulses and emotions that could harm relations with colleagues.

Skills motivation

Motivation can be a whole separate topic. In fact, this site has an article dedicated to this subject: motivation and leadership. Motivation can be defined as a drive or a passion that goes beyond money or status and usually takes two forms:
  • extrinsic motivation: derived from external sources, such as the recognition of a manager for a job well done.
  • intrinsic motivation: comes from within, often referred to as self or internal motivation.

As a leader, it is important to develop the skills required to identify what motivates followers. Finding out what motivates other people is often done by trial and error. There are a number of approaches to improve the skills of motivation is described in the article referenced earlier.

Empathy skills

Empathy is probably the most important leadership skills that touches relationships with others. Empathy is the ability of leaders to understand the other person's point of view. Many leaders-in-training mistakenly believe that sympathy are the same skills as empathy - it is not.

Empathy is the ability to really put yourself in the position of others and understand how they feel. It is the ability to understand the impact the changes may have on others, and take their feelings into consideration before making any changes.

Social skills

Finally, it's time to discuss social skills. Effective leaders must be able to socialize with other people. In this way, social skills are very much as an effective network of skills in work settings.

Followers need to understand leaders are human, just like them. It's important to take an interest and listening when employees talk about their family or loved ones because they play an important role in their lives. It is important to be able to develop and mentor others, and using the relationships developed through social skills.

Developing leadership skills

Now there is a deeper understanding of the types of leadership skills that are important in the workplace, it's time to learn how to develop their skills. It is a technique that can be used to help you become a more effective leader.

Golden rule at work

Perhaps the most important leadership skills a person can practice almost every day to treat others the way they want to be treated. Unfortunately, among the chaos found in the workplace, it is not always as easy as it sounds.

The pressure to improve the "bottom line" and "can only be done" are two examples of attitudes that might prevent someone from following this golden rule. As a leader in an organization, it is important for the balance of short-term results and long-term job satisfaction. Practice this balance every day by asking this question: is this the way i want to be treated?

Style autocratic and coercive

While these two styles have a place in certain situations, an autocratic leadership style coercive approach arguably two of the most destructive leader can practice.

Autocratic leader, by definition, make all their own decisions and take responsibility for the results achieved. Autocrats can be very difficult to work in the long run, and is marked with the statement "just do as i say."

Coercive leaders found to have the most negative work climate. The kind of leaders demand immediate compliance, and using threats to pressure colleagues into compliance. The only time it really acceptable to use this style is to turn around an organization.

Coaching and teaching

An important leadership skills to be developed are the coaching and teaching others. It is very effective in situations where the leader might be viewed as an expert. All managers should be very interested in the growth and development of their direct reports.

The benefits of training and teaching others is threefold. For example, creating the opportunity to develop a replacement from the standpoint of succession planning. It's also easier to get away from the office when there are people who can act as a good backup. Finally, many employees as the new challenging tasks, and action learning can motivate many people.

It's possible to develop coaching skills by working directly with others.

Delegating tasks

Here we are talking about true delegation of tasks; do not throw work to colleagues and walked away. The delegate appropriate tasks leaders will not only generate additional learning experiences for the follower, but also serves as a signal of confidence.

It's possible to develop the skills to start small delegate, assign tasks can be successfully completed on time and with acceptable quality. As everyone becomes more comfortable and confident, it is possible to start delegating more important and difficult.

Democracy at work

This final leadership skills can be called a "democracy at work." this only encourages independent thinking, and enables co-workers to believe that they have a voice in the direction of the team.

There are several things to consider when practicing certain leadership skills. The first has to do with time. Democratic leadership style can often lead to delays in getting the job done. By allowing others to "vote" on how and what to do, there will be debate and dialogue that often comes with the freedom to speak and be heard.

As the situation by delegating tasks, an example of how to practice these skills is in order. It can start with a relatively trivial questions or tasks; gather a team together and asked them their opinion on how to proceed.

Final thoughts on developing leadership skills

Develop any skill takes practice; especially if this is something new. Remember the goal is to become a better leader, and that can take time.

This website also contains a number of articles on topics such as leadership style and leadership parole. This article outlines the attributes of the style are discussed, and also explain when each is most effective.
Developing leadership skills in employees
Developing leadership skills in employees
Finally, do not be afraid to make mistakes. Good leaders take calculated risks, and therefore will make mistakes. Learning from mistakes is a valuable lesson in leadership. Whenever in doubt for the action to take, there is one simple principle to follow: the golden rule.

Effective Leadership Skills

How to Develop Effective Leadership Skills ?

The list seems to be everywhere what makes a great leader usually includes some of the same characteristics and skills: honesty; clear communication; strong business acumen; and effective negotiation skills. What they tend to lose, however, is that leadership involves the right tactical strategy. Effective leaders learn how to launch a comprehensive series of short-term plans and long-term put their company on the road to success of the company.

In a challenging economic climate, effective leader remains a sought-after commodity. A survey conducted by the Society for Human Resource Management found that 17% of HR professionals experienced "difficulty finding qualified managers" in the first quarter of 2012.

Whether the goal is a leadership or management role in information technology, human resources, marketing or other growing niche, obtain the latest training can help individuals to sharpen their skills and expand their network of peers. In turn, that can encourage professional and personal growth continued.

For business professionals and corporate leaders candidates who have to deal with the myriad of responsibilities that can be challenging to find the time to improve their skills and knowledge. One of the most effective option is to enroll in an executive certificate program offered 100% online with a university with a reputation for excellence. Another strategy for individuals looking to take their leadership skills from the booth to the C-suite includes:
  • Join the local branch of a professional organization and get active in regional meetings to clarify goals and develop a more comprehensive understanding of industry trends
  • Being active on LinkedIn and other professionals based social networking to build a presence through prudent participation in online discussions
  • Identify a mentor through alumni groups, professional organizations or civic groups in order to develop the skills they need to excel at the next level of management

Building a Professional Plan

Often, the first step in designing a strong professional is to identify valuable skills and knowledge, and then align their personal interests and career goals. In addition, an emerging leader can utilize a variety of sources, including:
  • Consultation with admission counselors to compare the leadership program
  • Meeting with representatives of human resources to identify opportunities for advancement in the working time
  • Read reviews of alumni of educational institutions which attract
  • Network with other professionals involved in the desired career path

Keeping skills up-to-date, and then hone them with additional knowledge, can improve professional opportunities for employees who want to move into management and current managers seeking to improve their effectiveness. Executives, meanwhile, may get a clearer understanding of strategic leadership and certain disciplines within a company.
Effective Leadership Skills
Developing short- and long-term plans to put you and your company on the path to success.
Before enrolling in a training program or executive leadership is important for business professionals to conduct thorough research to ensure they receive the greatest return on their investment. A program built, taught by industry leaders from all business sectors, can provide the skills, knowledge and tactical strategy that will sustain professional development and increase the longevity of a career.

Wednesday, July 27, 2016

7 Important Traits of Leadership Characteristics

Learn leadership characteristics is useful as we tend to break things into the characteristics to create a great concept easier to handle. There are common traits that define leadership, and found them only takes a few studies of those who have succeeded. By actively build these qualities you can develop into a stronger leader.

Here are some of the Leadership Characteristics List ;
  1. Empathy 
  2. Consistency
  3. Honesty
  4. Directions
  5. Communication
  6. Flexibility
  7. Confidence
Here are some of the traits of the most common characteristics of leadership:
  • Empathy: Creating a legal relationship with your staff makes it less likely that personal problems and resentment can creep in and thwart the group. When your team know that you are empathetic to their concerns, they will be more likely to work with you and share in your vision, rather than foster negative feelings.
  • Consistency: Being a consistent leader will get you respect and credibility, which is important to get buy-in from the group. By setting an example of fairness and credibility, the team will want to act in the same way.
  • Honesty: Another characteristic of leadership suitable for credibility. They are honest, especially about the concerns, making it much more likely that the barriers will be discussed rather than avoided. Honesty also allows for a better assessment and growth.
  • Directions: Have the vision to get out of the norm and aim for big things --then means to regulate the steps necessary to get there-- an important characteristic of good leadership. By looking at what you can and manage goals on how to get there, a good leader can create a remarkable change.
  • Communication: Effective communication helps keep her team is working on the right projects with the right attitude. If you communicate effectively about the expectations, problems, suggestions, your staff will be more likely to react and meet your goals.
  • Flexibility: Not every problem requires the same solution. By being flexible to new ideas and open-minded enough to consider them, you increase the likelihood that you will find the best possible answers. You will set a good example for your team and appreciate the good ideas.
  • Confidence: A strong vision and the will to see it through is one of the most important characteristics of leadership. Leaders who believe in the mission and work towards it will be an inspiration and resource for their followers.

Of course, there are several other theories about leadership and leadership styles where different skills come into play. But no matter what your approach, if you display the properties before you will be well equipped to lead a successful team.

6 Basic Leadership Qualities

Do you lead a Fortune 500 company or just lead yourself when you are trying to reach your destination, the quality of leadership that is really important to your success. It helps you overcome obstacles, take risks, and find ways to live with joy and thrive even in the most challenging time.

Do not refrain from thinking that leadership is something you are either born with or not. Leadership can be cultivated. Here are six basic leadership qualities that each of us must sharpen every day:

1. Be confident
More than half of human communication comes from non-verbal cues. Know how to set the right tone as a leader by letting the event your confidence. leader confident win over their followers because other people want to fulfill the trust as well. The practice of non-verbal communication that is stronger by standing up straight, make eye contact and learn to control your restless.

2. Focus
Amazing leaders keep their eyes on the prize. They are very well organized and plan ahead while remaining spontaneous enough to handle unexpected challenges. As grand master in chess, a leader thought out every strategy and understand how each of the actions will affect the rest of any given scenario. Do not forget your end game to develop your ability to focus.

3. Be honest
Many people believe that business and political leaders that success is inherently dishonest, but the strongest leader to treat others as they want to be treated. The truth is that every one of your followers visible honesty and ethical code itself to regulate its own bar. Make sure every member of your team or household know what the core culture and expectations, and show them how much you appreciate honesty in your everyday interactions with others.

4. Positivity
Leaders have abundant positive that energizes everyone around them. Selecting positive beliefs that will propel you forward, not negative thinking that will weigh you. When you practice positive thinking into your cognitive habit powerful and allows you to convince and motivate those around you.

5. Be decisive
Every person in any leadership roles have to make difficult decisions. The ability to be a determinant can mean the difference between getting through the hard times and fold under pressure. Make the kinds of calls do not always make you be very lovable, but when you use good judgment to make a decision, it will give you the respect of others.

6. Inspire
One of the secrets of success of wild hone your leadership vision and communicate it to others. Inspiration is what drives people to plow through hard times - and to work on achieving their goals even when times are simple and light. You define yourself with your identity, or in business, your brand. Refocus and sharpen your identity often so you will inspire people on your team.

12 Different Types of Leadership Styles

According to research by asaecenter, leadership style is the way someone uses force to lead others. Research has identified a range of leadership styles based on the number of followers. The most appropriate leadership style depends on the function of leaders, followers and situations.

Some leaders can not work comfortably with a high level of participation follower 'in decision-making. Some employers do not have the ability or the desire to take responsibility. Additionally, certain situations to help determine the most effective style of interaction. Sometimes leaders have to deal with problems that require immediate solutions without consulting followers.

What Different Leadership Styles?

We have discussed 12 different types of ways people tend to lead the organization or others. Not all of these styles would deem suitable for all kinds of situations, you can read through to see which ones fit for your company or situation.

1. Leadership Autocratic
Autocratic leadership style is centered on the boss. In this leadership leader holds all authority and responsibility. In this leadership, leaders make their own decisions without consulting subordinates. They reach decisions, communicate them to subordinates and expect prompt implementation. autocratic work environments do not usually have little or no flexibility.

In this kind of leadership, guidance, procedures and policies of all the natural increase of an autocratic leader. Statistically, there are very few situations that can actually support the autocratic leadership.

Some leaders who support this kind of leadership include: Albert J Dunlap (Sunbeam Corporation) and Donald Trump (Trump Organization), among others.

2. Democratic Leadership
In this leadership style, subordinates involved in making decisions. Unlike the autocratic, leadership is centered on the contribution of subordinates'. Democracy leader holds ultimate responsibility, but he was known to delegate authority to others, that determines work projects.

The most unique feature of this leadership is that the active communication up and down. With respect to the statistics, democratic leadership is one of the most preferred leadership, and it requires the following: fairness, competence, creativity, courage, intelligence and honesty.

3. Strategic Leadership Style
Strategic leadership is one that involves a leader who is essentially the head of an organization. Strategic leader is not limited to those at the top of the organization. It is aimed at a wider audience at all levels who want to create a life of high performance, team or organization.

Strategic leader fills the gap between the need for new possibilities and the need for practicality by providing a set of prescriptive norm. An effective strategic leadership delivers the goods in terms of what an organization is naturally expected of leadership in times of change. 55% of this leadership usually involves strategic thinking.

4. Transformational Leadership
Unlike other styles of leadership, transformational leadership is all about initiating a change in the organization, the group, yourself and others.

Transformational leaders motivate others to do more than they originally intended and often even more than they imagined. They set more challenging expectations and typically achieve higher performance.

Statistically, transformational leadership tend to have more followers committed and satisfied. This is especially true for transformational leaders empower followers.

5. Leadership Team
Team leadership involves the creation of a clear picture of the future, where he is heading and what would stand for. Vision inspires and gives a strong sense of purpose and direction.

Team leadership is about working with the hearts and minds of everyone involved. It also recognizes that teamwork may not always involve trusting relationship of cooperation. The most challenging aspect of this leadership is whether or not it will succeed. According to Harvard Business Review, team leadership may fail due to poor leadership qualities.

6. Cross-Cultural Leadership
There is usually a form of leadership where there are many different cultures in the community. This leadership has also been the industry as a way to recognize the front runners who work in the contemporary global market.

Organizations, particularly international ones need leaders who can effectively adjust their leadership to work in a different environment. Most of the leadership of the United States observed in cross-cultural because different cultures that live and work there.

7. Facilitative Leadership
Facilitative Leadership too dependent on measurement and results - not skill, though it takes a lot of skill to master. The effectiveness of the group are directly related to the effectiveness of its processes. If this group is high functioning, facilitative leaders use a light hand in the process.

On the other hand, if the group function is low, facilitative leader would be more clue in helping the group carry out the process. Facilitative effective leadership involves monitoring the dynamics of the group, offering advice and intervention process to help the group stay on track.

8. Laissez-faire Leadership
Laissez-faire leadership grants authority to the employees. According azcentral, departments or subordinates are allowed to work as they choose with minimal or no interference. According to the study, the type of leadership has been consistently found to be the most satisfactory management style and the most effective.

9. Transactional Leadership
It is a leadership that maintain or continue the status quo. It is also the leadership that involves the exchange process, in which the followers get immediate, real rewards to execute orders leader. transactional leadership may sound a bit basic, with a focus on the exchange.

Be clear, the focus on expectations, giving feedback all the essential leadership skills. According, transactional leadership behaviors can include: explain what to expect from the performance of the followers'; explains how to meet these expectations; and allocating rewards depending on the purpose of the meeting.

10. Leadership Coaching
Leadership coaching involves teaching and supervising followers. A leader in coaching very controlling where the results / performance needs improvement. Basically, in this type of leadership, followers helped to improve their skills. leadership coaching to do the following: followers motivating, inspiring followers and encouraging followers.

11. Charismatic Leadership
In this leadership, the charismatic leader of the revolutionary power of its manifest. Charisma does not mean mere behavioral change. It really involves the transformation of values and beliefs of followers'.

Therefore, this is what distinguishes the charismatic leader of the populist leader that can only affect the attitude towards a particular object, but were not ready as a charismatic leader, to change the orientation of the underlying normative that the structure of a particular attitude.

12. Visionary Leadership
Form of leadership involves leaders who recognize that the methods, steps and processes of leadership all obtained with and through people. Most large and successful leaders have a vision aspect in it.
characteristics of leadership
characteristics of leadership
However, they were very visionary are the ones who thought to exhibit visionary leadership. outstanding leader will always transform their vision into reality.

Monday, July 25, 2016

Benefit From Leadership Development Program

Do you put your entire leadership team through your Leadership Development Program? It is a common practice. However you might want to consider a different approach, because this is not the use of the most powerful of your leadership development budget. And that could undermine the effectiveness of your program.

Leadership development program that is not a panacea. Some people benefit, and change, very large. Others can finish the program in exactly the same form as they started it. As the owner of a portfolio of leadership development, how do you know who would be a good investment of development dollars?

Three types of participants
There tend to be three types of participants in learning forums: Volunteers, vacation, and conscription. Volunteers who are there because they want to be; they really want to learn. Vacation there because it sounded like fun and they do not want to miss the experience with their colleagues. Conscription there because they have to - whether they have been asked (or told) to participate by someone senior, or they've decided not to participate would make them look bad.

Personal changes uncomfortable. If your leadership development programs do not cause discomfort, it does not do its job. The leader who is a good investment, growth in value over convenience. Vacationing usually will participate with enthusiasm ... .until starting to get uncomfortable, at which point they pulled back to the surface of participation. They will go through the motions, but remains light and shallow. Conscription tend to participate either minimal, or disruptively. Well this is very helpful for the culture and study groups.

A consistent message
To get the best bang for your leadership money, you need to start the process well before Day 1 of any program. There needs to be a serious and profound commitment from the top, including the willingness to manage the performance of leaders who are not willing to lead well. There should be clear communication and often that leadership is well appreciated, and this needs to be reflected in the KPI and reward systems.

Leaders who are good 'hit number' but who burns people along the way is very important. If they choose not to participate, and are allowed to continue to ignore their leadership skills, your message broadcast is an important leadership unless you hit your number, in this case, it is optional.

Always, the type of leader who left a trail of destruction as they attract consumers of others' territory, build a culture of fear and love that failed to develop with anyone outside of their in-group, or contribute anything to the organization more broadly while their colleagues do all the heavy lifting. These people have a disproportionate impact on the credibility of the message that leadership is important. If the leadership is really important, they must either carry, shift of the leadership team, or managed exit. It takes courage to do this, but it sends a very strong message one way or the other, about the confidence you need good leadership.

Filling your program
On the eve of the leadership program commencing, ideally participants are invited (not ordered) to participate. If the leader declines, which need to be discussed. Maybe there is a good reason they are not able to join in at that time. Or they may feel that they do not need. If the belief is justified, it is worth to influence them to participate as a good role model for their peers, and also become part of the new culture that will be formed. A good leader will know the value of a good role model and team culture. They should not take too much convincing.

If confidence is misguided leaders, which need to be addressed by their managers before the program begins. To include such leaders, is to allow Conscript to the program. Their agenda will sabotage, either overtly or covertly. Leadership development programs should not be used as a performance management tool. That's a job for senior leaders in the organization.

After the invitation has been accepted the invitation to the program, one-on-one meeting should take place between the facilitator and potential participants. This serves two functions: to build a trusting relationship between them, and to assess together whether the invitation is likely to benefit from this program. Good facilitator will be able to ensure this and discuss it openly with the invitation. At this point, some leaders can draw. It then should be discussed with their manager and addressed if necessary. Other leaders may insist that they want to participate, despite showing all the signs of Vacationer or Conscript. It is very important that the facilitator was given a final decision on whether these leaders participated. This conversation, and the possibility of exclusion from the program, sometimes it can be the beginning of the trip leader development is too confident.

Conscript enables Vacationer or to participate in a leadership program which means worse than a waste of money. This will reduce the learning for others. While not excluding people this may mean that those most in need, do not participate, then highlight the challenges that need to be addressed: what to do with leaders who need improvement but are not willing to do the work to improve. This often happens one of four ways:
  • They were allowed to continue as they are, and this weakens the message about the importance of good leadership.
  • Their disinterest discussed with senior leaders, who bring about change are sincere, and they decided to willingly participate in future programs.
  • Cultural leadership team began to change around them, including the other leaders calling them 'on the problematic behavior. They slowly open up to different cultures in which they find themselves and decide they want to participate. This result is less likely if the organization is turning a blind eye to poor leadership.
  • They managed to get out.

This is why there needs to be a deep commitment from the top. This requires a planned approach, committed involvement of senior leaders, and integration with other processes. The good news is, it results in a change of behavior and a real culture. It also produces people lined up to participate in your leadership program.
Benefit From Leadership Development Program
Benefit From Leadership Development Program

Benefits of Leadership Development Program #2

Why be part of the Leadership Development Program when you can go straight to the 'real work'? You can see the graduation at the next light. This is the day you have been working towards for years. Excitement builds as you prepare for the next phase of your life. You are ready to get to work and start making good money instead of just getting by. It would be great!

But what if it is not? What if the 'perfect' job that you have been waiting for you do not call your life? What if you do not like it at all - no responsibility, the people, the location? Obviously, it's not the start you had planned.

While this does not happen often, it can and does happen. And it's not your fault. In fact, there probably is not anyone's fault. So how do you minimize the risk? Is there a way to 'test drive' your career before settling in on the street? With the Leadership Development Program there. At Owens Corning we offer three separate and distinct Development Program was created to help new employees make a significant contribution while continuing to seek out their professional calling. You can participate in multiple and varying tasks before to settle in 'one'. While each company will run their course is different, the overall objectives and benefits of the program is similar.

Owens Corning Development Program consists of the following elements:
  • Science and Technology Development Program - Designed to advance degreed graduates with a desire to bring science and innovation together to create something new for the world. A program that involves three tasks a year in three distinctly different businesses.
  • Operations Development Program - A two-year program is focused on manufacturing excellence and training for advancement. This task in one of many of our manufacturing sites throughout North America that allows employees to directly experience the basics of production.
  • Engineering Development Program - A one-year program in which you are contributing in our manufacturing operations by providing technical support on several tasks while building the technical skills and leadership.

Whatever you choose, Development Program enables you to start your career while giving you extra time to decide what career path you'll actually. And regardless of which program you choose, you will be guided and trained by an experienced professional level and senior, giving you the best chance of success.

Each program is structured to allow employees the opportunity to contribute through work or projects defined beginning and end, allowing a cleaner transition. Many times the work is part of a larger program, but efforts remain technically unique and designed for growth and value creation. Add to this the opportunity to network with senior leaders and you have created a personal value and the potential future opportunities that may be suitable for you.

At the end of the program, employees can enjoy the benefits of superior individuals that go directly to the selection of their professional career.
  1. You have significant business exposure in global organizations.
  2. You have been challenged with meaningful work, while being mentored and guided by senior leadership and technical staff.
  3. Your contributions make a difference in the basic program for the core business.
  4. Your personal high exposure while networking with top-level management.
  5. You are now much better prepared to decide what you will do with the rest of your professional career.

Sunday, July 24, 2016

Benefits of Leadership Training

Learning is a process that never ends-you may have heard this before. When it comes to management and leadership skills, this philosophy applies. A person does not have to be born a leader to be one and with the proper training and understanding, anyone can become an effective leader.

Management leadership training for aspiring or new manager is fundamentally important to the growth of the association and may be one of the most profitable decisions you make as an association executive. The purpose of the training is to improve, expand and adjust the skills of candidates is set to meet the needs of your association. Often, people have a leadership and / or management skills learned from previous positions or degrees, but their knowledge is not specific to your industry association or structure. Not only that, but also the best management practices have evolved over time, increasing the benefits of leadership training at all levels of management.

Our company has more than 15 years of experience facilitating leadership training, and we have seen the success that results from first-hand training. The following list comprises key components for each training course good leadership and benefits for the participants.
  1. Development. Participants gain practical knowledge directly applicable to their work environment and prepare to take on higher levels of responsibility. Through the training, participants become ready for the challenges of leadership and general management. They start the process of establishing a personal leadership development plan to address this issue. different leadership styles work better for different people-individuals must identify their leadership strengths and weaknesses to help identify the best leadership model.
  2. Communication. Leaders should always communicate with their team, which is why effective communication and people skills are very important. Participants learn strategies, tactics and skills to ensure they provide clear communication and direction as a manager. They developed an effective way to handle difficult communication situations and understanding that listening is the most important part of effective communication.
  3. Motivation. Understanding motivation is key for any leader to effectively manage staff or volunteers. Participants learn to avoid the blame game and use creative problem solving techniques and identify opportunities to stop de-motivating and start motivating employees. They will be able to build a workplace with less hassle, waste and conflict. When manger understand what motivates their employer, they can empower them to grow.
  4. Ethics. While many ethical thinking maybe a no-brainer, is an essential component to leadership training for leaders face many situations where there is no clear right and wrong. Participants identify personal values and organization and determine ethical behavior. They get the tools to navigate the "gray area" of the situation and review sample code public institutions and professional behavior. After the training, participants will understand the legal implications of unethical behavior, organizational values and a strong recognition of the personal values of their core.
  5. The fourth key component above must be fitted with a special focus area for the industry. For example, leadership courses for executives in the new association may include a section on 'Employing a challenge for the Association' or 'Boost Membership Engagement.
  6. The expected results of leadership training for participants to feel ready for the level of higher management and strategy with strong leadership. The most important thing to remember is that the training course should serve as a starting point or a continuation in the leadership development process, not a one-time event.
Other : Benefits of Leadership Training.
Entrepreneurs know the value of having a fantastic worker. One of the ways in which bosses can show them appreciate the contributions of their team members by offering them with the tools to grow as workers and individuals. Leadership training program supervisors supplies and workers the opportunity to improve self-confidence, discover new abilities and goals set.
Benefits of Leadership Training
Benefits of Leadership Training
leadership training program consists of important lessons for members of management. Especially, they offer managers to lead the pride. By finding the way we look at the problem from different perspectives, supervisors can feel confident in their ability to approach difficult situations. They also provide an opportunity for supervisors to work in areas where they need development. In addition, this program empowers supervisors to influence and inspire employees without manipulation or misuse of power and to develop an efficient team in meeting your goals.

leadership training coursesPersonnel stands to gain from leadership training program as well. This program helps to identify future leaders for your company. Instead of generating an outside hire for management positions, the function of which can be filled by someone when really knowledgeable about the business.

In addition, these classes are a great opportunity to update you on the progress of new personnel and patterns in your industry. Welcomes your workers to take part in the development of strategies relating to these patterns allows them to demonstrate their ability to handle more difficult job. The workshop also offers an arrangement in which employees can solve problems that they face. By providing the location where employees can voice their opinions and their problems, they can conceptualize ways to overcome these problems as well as ideas that will reduce stress in the office.

Research has validated a number of monetary benefits for the company arising from leadership training programs that encourage employee involvement because they give workers a goal toward which to strive. These objectives provide daily work purposes and values. Employees will be more likely to go above and beyond to offer exceptional service or winning new customers.

These programs improve worker performance. People are engaged and motivated actually been found to outshine. In fact, the most successful businesses spend about 36 percent more on the progress of the management of their counterparts lower-performing. Studies have actually found that these financial investments can translate to revenues of approximately 200 percent higher per employee.

Finally, recognizing and building on current workers may improve retention rates. This is particularly important for younger employees who tend to change jobs more regularly than older employees. Personnel may not be tempted by an offer of more money if they feel as though they are valued, find meaning in what they do and are offered the opportunity to expand their responsibilities. Even more, the low turnover indicates that you will invest less time training new employees. It takes time for new workers end up being profitable, so maintaining your workforce is trained to help the bottom line of your business.

Benefits of Leadership Training, Programs designed to expose potential new staff member you will be shown how to motivate your staff. Buying your business future by inspiring your staff with a lesson in leadership.

Thursday, July 21, 2016

Biblical Qualifications for Political Leadership

"The Most High rules the kingdom of men and gives it to whom He pleases." Daniel 4:32

Character is important in every area of life. This is the basis of the decision-making of all kinds. It determines what type of relationship we have, and with whom. This is the basis of trust and respect on the one hand, or manipulation and humiliation on the other. Biblical Leadership Characteristics.

This is true in politics as elsewhere. History is filled with examples of men and women in various capacities within the government which characters low has led in some cases to horror (Stalin, Hitler, Mao) or graft simple (both sides at every level of government can boast many such examples) ,

Then there are those that pride, vanity, materialism, and self involvement has led to authoritarianism, contempt for the law, and studied ignorance of important issues. They rule by dint of unwarranted confidence in their own wisdom, personalize any dispute, and infuse every event in which they participate with outsized sense of themselves. Biblical Leadership Traits.

The Bible talks about the importance of character in all respects, including those we leave our controls. Here is a list, distilled from the verses noted below, of what should be good or not there anyone in authority in the country-perhaps most notably a handful entrusted with great powers, especially the United States president. Leadership Qualities In The Bible.

Fear of God: The knowledge that we are all accountable to the highest authorities encourage good behavior and prevent errors. Fear of God in humility and acknowledgment of his own mortality and finiteness, the antithesis of pride and self vauntedness found in all too many current and aspiring politicians. Godly Leadership Qualities.

Wisdom: "The fear of the Lord is the beginning of wisdom," wrote Solomon (Proverbs 1: 7). We make a wise choice based, foundationally, in recognition that obedience to God-far the wisest of all creatures is always the best course to pursue.

Honesty: "Any person who will steal for me to steal from me," Theodore Roosevelt is reported to have said when, as a shepherd, he fired a cowboy tries to put on a brand TR steer neighbors. Dishonesty may start small, but the waterfall if unchecked, lead to anything from theft and unreliable for debauchery and murder. Bible Verses About Leadership Qualities.

Fidelity: Loyalty to one's wife is a prerequisite for mastering the ancient Israelites. The collapse of the first Jewish state since no small degree to the lifestyle of kings' immoral, they set the example, and the judgment of God that followed. Keep in mind also, that a leader who will lie will lie his partner his country. We saw that happen in 1998, and with it comes the social and political upheavals, not to mention moral harm our nation's youth. A leader who boasts of sexual exploitation should give all Americans a big concern. Godly Leadership Principles.

Avoid greed and power-hungry: The love of money is the root of all evil, says the Apostle Paul (1 Timothy 6:10), and love of power is the root like no other. Both idols. Those who pursue them become enslaved to them, due to a false god, and not be allowed to lead others. In addition, when greed and power becomes an obsession, taking care of those in need and responsibility to the people who are set to be lost in the mists of pride and disinterest. Biblical Leadership Styles.

Commitment to justice: It's more than good private charity or government redistribution. This is about treating all persons as equal worth before God and, therefore, legal. This means ignoring social status or personal wealth as a means of privileging some and reduce others. Appreciate good through maintaining order and punish freedom, proportionate and fair, offenders is an important function of the government and those who lead it. Leadership Bible Study Guide

Helping the poor and needy: The state constitution gives the federal government we have a warrant to take personal resources from some and redistribute to others. Helping those in need is best done by those closest to them, the government of the church, charities, state and local. American political leaders should not act as a king who distribute goodies to rely, mass panic.

The political leadership is not eternal. They held it did so only for the time that is given vapor (James 4:14). And utter sovereignty of God that is unmatched by small effort from anyone to dethrone him, whether it's business as conscious or not.

God of the Bible is eternal and universal King and Lord of all the earth, actually. There is no man or woman is a replacement for him. Here are some parts of the Word of God that teaches us how He thinks people will strut into the political level, more busy with themselves than they want to lead:

Why do the nations rage and the peoples plot in vain? The kings of the earth set themselves, and the rulers take counsel together, against the Lord and against anointed, saying, He who sits in the heavens laughs "Let us burst their bonds apart and cast away their cords from us."; The Lord holds them in derision. (Psalm 2: 1-4)

Behold, the nations are as a drop of a bucket, and are accounted as dust on the scales; behold, [God] take the coastal areas such as fine dust. Lebanon will not suffice for fuel, nor the beasts enough for a burnt offering. All nations are as nothing before him, they are accounted by him as less than nothing and emptiness. , , , It is He who sits above the circle of the earth, and its inhabitants are like grasshoppers; Who stretches out the heavens like a curtain, and spreads them like a tent to live in; That brings the prince nothing, and makes the rulers of the earth as emptiness. Nearly which they are grown, almost sprinkled, almost holding their own roots in the earth, when he blows on them, and they wither, and the whirlwind takes them away as stubble. (Isaiah 40: 15-17, 22-24)

Only men and women of character necessary to apply for any position in the public service. As a caucus, primary and, in the end, the choice fell all draw ever closer, Christians must-be-remembered it. Biblical Qualifications for Political Leadership
Biblical Qualifications for Political Leadership
Biblical Qualifications for Political Leadership
For further study, see Exodus 18:21; Deuteronomy 01:13, 17: 14-20; I Samuel 8: 1-21; II Samuel 23: 3; II Chronicles 26: 16-18; Psalm 72: 2, 12-14; Proverbs 8: 15-16, 20: 8, 29: 4; Isaiah 9: 7, 11: 1-5; and Matthew 20:25.

Monday, July 18, 2016

The Best Style Of Leadership? It All Depends.

Many of the comments by the readers of my columns Leading previous question, which explored the differences between leadership and management, reveal some truths:

  • Leadership and management are very different ... but it's difficult to say exactly how.
  • Leadership is more difficult than the management ... but the people who can execute more frequently than great thinkers.
  • Management can be a more valuable skill ... unless leadership is essential.

That comment is in some ways contradictory does not mean they were wrong; they are made by smart CIOs, IT managers and others who have experienced what they wrote. Leadership and management is situational: the different scenarios call for different responses and different skills. And what works in one situation can be a disaster in another country. A Framework for Situational

Situational leadership concept popularized by management professor Paul Hersey, who developed the matrix is useful for determining the amount of direction and support that a leader must provide, and the skills required by leaders and followers. But his is a very common framework; models are more useful for the CIO will take into account the specific requirements and role strain.

One of the situational leadership model has been outlined to me by Bradford Brown, director of the Business Technology Office at McKinsey & Company. In the third to half of all companies, IT is not functioning properly, Brown said. construction project came in very late or over budget or both. Perhaps there is a fundamental problem with IT. Leadership qualities required of a CIO in this situation is a profound competencies in the process of the underlying IT and mentality firefighters, Brown said.

At the other end of the spectrum, about a quarter of the company enjoys well-run IT department and realize the strategic importance of IT, Brown said. The quality of leadership is needed in this situation is, on the side of the business, the ability to engage with senior executives, they talk the talk and understand their business; and on the technology side, the vision to channel the power of IT for competitive advantage. functional competence in IT is secondary. Brown observed that a firefighter CIO will flop in this situation.

The situation for the CIO in the remaining part of the company-fourth to one-third, in Brown's estimation-fall somewhere in between. Leading IT is not a concern, but the ship is sailing smoothly. Leadership here calls for the ability to direct others towards the goal of continuing the implementation, use soft skills like charisma, not the ability of highly directive necessary in the first situation.
The Best Style Of Leadership
The Best Style Of Leadership
Behind the Situation.
Brown a useful framework for situational leadership can be taken for a more fundamental level. State CIO magazine's annual CIO report, released in October 2004, detailed how many CIOs are struggling to reconcile the competing demands for IT-driven innovation and cutting costs. In response to this push-pull, two opposing views of IT and the CIO role seems to be emerging:

  1. A strategic view, where IT is seen as a key tool to achieve competitive advantage and managed accordingly, given the need to improve the efficiency of IT spending.
  2. A "factory" look, where IT is considered as a utility function that should be achieved at the absolute lowest cost.

This dichotomy highlights the fact that the situation CIO 'does not only depend on their own competence but also on the effect of the above. CIO worked under the view of the factory has a much more difficult task of leadership; they have to continue to prove the value of IT, and the position of their own, before they can talk about the strategic value of IT.

But it is possible to improve your situation in life. how to nudge CXOs of nonstrategic view of IT to the strategic view, said Jeff O'Hare, senior vice president of enterprise IT at Cendant, is to use the technology to make them successful. "If you can make other people successful, you will soon convince them of your value," said O'Hare me recently. In this case, the highest form of leadership is to serve others. It was a good goal for every CIO to achieve, regardless of its particular situation.

5 Best Practices in Educational Technology Leadership

Many school leaders understand that integrating technology into the classroom is now a must-have to fully engage their students. Fifth best practices can help school leaders strengthen their educational leadership skills while building support for the need to include rich digital content in the classroom improved technologies.

1. Build leadership.
Look for leadership in the people around you-from the staff in the administration of the school for the students in class and build their capacity. Helping them develop the skills they need to integrate technology into the classroom and to encourage their growth.

These leaders will be your voice when you are unavailable and will carry the message of the power of technology to support learning for those who work with them.

2. Concern yourself with growth.
Have confidence that your own achievement will be a model for those you lead. Focus instead on making sure you are recognized for your accomplishments, but rather on the growth of technology as an educational tool in your school. Support others in their own achievements in the field and know that in doing so, you have actionable goals and possibilities that technology will advance education.

3. Nurture others.
the development of educational technology often requires nurturing approach. Recognize even the smallest achievements in the field for those who are just learning how to integrate technology into the classroom and make sure that they are aware of their growth as this will encourage them to continue.

Encouragement is key to a successful approach in educational technology as educators feel intimidated by technology and lack confidence in their own ability to take advantage of it. As a good teacher with students in the classroom, recognizing, sharing, and are proud to co-workers and teachers they reach milestones in their ability to integrate the technology.

4. The best practice model in education technology.
When you use the technology in an educational setting, the model that best practice in everything you do, from a small area to a larger area of the most obvious.

Examples of areas seemingly small tasks email. Email is often the enemy of a leader who was overwhelmed by the number they found in their inbox, but the best educational leaders find a way to ensure that emails are answered in a proper way.

Respond to emails promptly and answered any questions. Never use one word they are implying that you do not respect the sender enough to respond in a way that shows their questions are important to you. In fact, one-word answers tell your readers that your opposite-nagging question-and inhibited the interaction of the future. Similarly, the leaders of the best answer any emails from people they lead. They are trying to ensure that those who wrote them know that they are appreciated and the response is always in order.

In the same way, the best leaders do simple things like:

  • Having a professional email signature.
  • Combining great tools used by the district or in the organization and presentation of their own work.
  • Presents a plethora of opportunities of resources to get the information they share.
  • Take risks carefully.
  • Willing to ask for help when needed.
  • All of these things the teacher models the desired activity when working with students and their parents.

5. Build relationships with people around you.
The best education technology leaders to build relationships with the people around them, and those whose lives they affect. They are willing to get in the trenches with the staff members prepare the presentation and enjoy a working lunch with colleagues. They showed genuine concern for the people they speak with and recognizing that everyone has a life outside of the workplace.

Perhaps most importantly, they bring a sense of humor in the workplace. Laughter is a great team builder and a great leader knows how to use it to build a safe and pleasant environment.
5 Best Practices in Educational Technology Leadership
5 Best Practices in Educational Technology Leadership
Using this approach, you will create a positive work environment where people you lead will be empowered and motivated to support your goal of using technology to further academic success.

Thursday, July 7, 2016

Blanchard Hersey Situational Leadership Model

Hersey Blanchard Situational Leadership Model.

Ohio State studies have formed the basis for many theories of the different leadership, one that has been developed by Hersey and Blanchard, called Situational Leadership.

Situational leadership model is based on mutual between:
  1. the amount of guidance and direction (task behavior) a leader provides,
  2. the amount of emotional social support (relationship behavior) a leader provides,
  3. the level of preparedness that followers exhibit in carrying out certain tasks, functions or purposes.
Each quadrant represents a different leadership styles. Style Manager uses determined by the readiness of followers or groups. It is defined as the ability and willingness of subordinates to accomplish specific tasks. As Figure 48 illustrates, the continuum of readiness followers can be dividend into four levels (see Figure below). Each represents a different combination of ability and willingness follower or belief. In short, the relationship style of leadership readiness is as follows:

Readiness Level 1
Style 1 MatchTelling: This style (say, guiding, directing, building) is appropriate when an individual or a group of lower ability and willingness and need directions. E F
Readiness Level 2
Style 2 MatchSelling: This variety of readiness (individuals or groups who are still not able to, but they do try), indicating that the selling style of leadership (sell, explain, persuade, clarification) will be the best.
the level of readiness 3
Style 3 MatchParticipating: If an individual or group that is rated at moderate to high levels of readiness (capable of but not really willing), this model shows that the forces participating (participated, encourage, collaborate, conduct) leadership will be the best.
Readiness Level 4
4 MatchDelegating style. If an individual or group that is rated at a high level of readiness (both ready and willing, or ready and confident), then this model indicates that the style of delegating D F (delegating, observing, monitoring, meet) will be the best.
The last component in the theory of Hersey and Blanchard defines four stages of maturity:

R 1
People are not able and not willing to take the responsibility to do something.
R 2
People are not able but willing to do E F tasks necessary work.
R 3
People can but do not want to do what they want leaders.
R 4
People are able and willing to do what is asked of them.
To determine what the leader's leadership style should be used with a particular situation, he had to do several things:
First, leaders must decide this field individual or group activities of what he wants to influence. The second step is to determine the ability and motivation (degree of readiness) of individuals or groups in each region were selected. The final step is to decide which of the four styles of leadership will be in accordance with this individual in each region.

Model HersyeBlanchard has several advantages:
  • easy to understand and apply.
  • the model emphasizes that the different styles according to subordinates the same, depending on their maturity with reference to each task.
  • The model assumes that managers control results.
  • The model stresses the need for leaders to respond to the needs of subordinates' psychological support
However, like other contingency approach to leadership, situational models do not take into account other factors: such as the time available or needs deeper and motives of workers.

Blanchard Hersey Leadership Model Situational

Hersey-Blanchard's Model of Situational Leadership.

Hersey-Blanchard Situational Leadership Model assumes that the followers of maturity is a major indicator of the readiness of employees to do the job. There are four styles of leadership associated with the model: delegate, participated, sell and say.

Situational Leadership and Follower Maturity.

Hersey-Blanchard situational leadership stated that leaders must adjust their leadership style in accordance with the maturity of 'follower' or employees. Maturity employees directly affect their readiness to work.

As we learn about the readiness factor, let's see how the situational leadership works in the sales department Conglom Financial Services, Inc. Financial Conglom is a large investment company. The sales team consists of many employees with different abilities and confidence levels. Some employees have a lot of experience selling investment products such as stocks and insurance policies. Other enthusiastic sell but lack of experience does the job. And there are several employees in between.

Mr. Cash, sales director at Conglom Finance, sees two factors to determine the maturity level followers (or employees): Ability follower and follower confidence.

Follower capability is the extent to which a follower has the skills and ability to perform the task. A follower who has experience in the specific expertise necessary instruction more than one who has little experience. Internships with little experience in the financial world will need much more instruction from an experienced salesman. When an employee does not have the skills to do the job, he will need a lot of direction.

the belief of followers is the extent to which a follower believes he can perform specific tasks. A follower with a high level of confidence will need direction less than one who felt little confidence in his ability to complete the task. A seller with ownership in Conglom have a high level of confidence, so he needed a new direction is less than the seller. These employees are highly motivated, and that makes it easier to learn the skills.

Matrix of Leadership Style.

The leader must be able to change their leadership style to deal with different employees have different levels of skill. Leadership style appropriate for each employee or group of employees is determined by using a matrix. This matrix is divided into four parts representing the four possible leadership styles: delegate, participated, sell and say.

Delegating is required when the follower is ready, willing and able to perform certain tasks. The follower has a high level of confidence in his ability to perform. The decision is left to the follower. There is little need to build relationships because the follower showed a high level of maturity and could do with little to no supervision or instruction directly. It is defined in the matrix as a low-duty, low-style relationship.

In Conglom Finance, Mr. Cash used delegating style to the sales force's most senior. These employees have been with the company for many years. They work on projects of major sales and write a lot of insurance policies over the years. They were given the client name and phone number and left to do their work without further direction or supervision.

Participating required when followers are able but not willing to perform certain tasks. reluctance is generally due to lower confidence of his ability to perform. Leaders must participate by sharing ideas with followers. There is a need to build relationships because although followers showed an intermediate level of maturity and ability to perform, he needed extra coaching from leaders. It is defined as a low-duty, high-style relationship.

When working with newer salespeople, Mr. Cash use force participation. These workers have been trained, but only works with clients while working with sellers more senior. These newer salespeople can open an account and sell securities but worried that they might do something wrong. Mr Cash participate in sales and offering advice along the way. This approach facilitates their anxiety, and they were able to sell their services.

Selling is required when followers do not have the skills or the ability to perform but is confident and willing to learn. The leader should explain the duties and any decisions regarding how to perform this task for the follower. Although the follower showed medium maturity, there is a need to focus on the task and building relationships with followers. These leaders must persuade followers to take direction. A persuasive leader can sell decisions for followers. Training and follow-up required. It is defined in the matrix as a high-duty, high-style relationship.

Black Leadership Conference 2015 Workshop Details

Delegates will have the opportunity to attend three of the bottom four workshops.

1. Advancing Your Career in the Student Movement - Denise Leander (Deputy Chief Executive, King's College London Student Union) and Yemi Gbajobi (Chief Executive, City University London Students' Union) - Location: Cocktail Lounge (first floor).

There is a lack of ethnic diversity in the student movement, especially among the staff. This is compounded by the fact that many of the staff of Black and officers face barriers to career advancement and unsure of what the 'next steps' they should. This workshop will begin to address this problem by providing guidance and space for honest conversation about how the staff Black and officers can advance their career in the student movement.
In this session, participants will:
  • Consider possible career paths in the student movement.
  • Discuss obstacles to progress.
  • Develop strategies and receive guidance on career advancement in students movement.
2. Conflict Resilience - Sukhi Kainth (NUS Project Manager - Campus Cohesion, Faith and Belief) - Location: Arundel 1 (floor 2).

This workshop will explore the conflict, by addressing how the conflict affects the relationship and impact on the dynamics of power. This will allow participants to explore their own identity in conflict situations and look at the strategies and tackle tips to help manage conflict better, with the understanding that the conflict can be a positive force in creating change.

In this session, participants will:
  • Develop their understanding to be tough in situations of conflict.
  • Explore their own identity in conflict situations.
  • Identify what external factors influence the conflict
3. How to successfully mobilize Black students in the election - Malia Bouattia (NUS Black Students Officer) - Location: Ballroom (1st floor).

While we have made a lot of steps to increase the number of Black students elected as officers, we still have a long way to go before the needs of Black students who truly represent and reflected on all levels SU. This is often due to a failure to get away from tokenism, towards cultural change States and dismantle structural barriers faced by Black students in their roles.

In this session, participants will:
  • The importance of the Black representation in elections.
  • Discuss obstacles to mobilize Black student in union elections.
  • Explore the strategies and discuss examples of how unions have increased officer Black representations and sustainable

4. Understand and Develop Your Identity Leader - Mandeep Rupra - Daine (NUS Equality & Diversity Consultant) - Location: Waverley (ground floor).

This workshop will explore the importance of the Black leaders recognize and accept themselves as leaders, by understanding and creating the identity of a good leader is authentic, accessible and founded on the values and objectives.

In this session, participants will:
  • Recognizing the need to develop the identity of the nominee.
  • Explore the fundamental values for themselves as leaders.
  • Consider the purpose of their leadership.
  • To be more clear about the identity of their own leaders.

Saturday, July 2, 2016

The History of Black Leadership

Black leaders are defined as such because they are acting in the interests of society and of their race. They not only promote the development of their own communities, but they also help break down social barriers imposed on other minorities. A black leader is usually an important status within a social institution of major economies. Jacob U. Gordon in his book Black Leadership for Social Change black define leadership as "black self-determination process, the search for the realization of the 'American Dream' for all black Americans." black leaders would push for solidarity racial, cultural and religious nationalism and black nationalism.
The History of Black Leadership
Black Leadership
The history of black leadership stems back to slavery and emancipation of African-American people. The American Revolution and the writing of the Constitution first introduced the ideology of freedom and equality for all Americans, including the black slaves. Jupiter Hammon, Phillis Wheatley, Gustavus Vassa, Benjamin Banneker and Paul Cuffe was the first black man in America to gain their own independence and become independent. Blacks in the North began to open their own schools, knowing full well that the key to freedom is knowledge. Rev. Richard Allen rights form the Free African Society in 1787, provides assistance to African Americans. Allen tried to enforce discipline among his fellow blacks, prohibiting drunkenness and bad behavior and encouraging industry. He and Absolom Jones formed the African Protestant Episcopal Church St. Thomas and Bethel African Methodist Episcopal Church in an attempt to escape from the white Methodist church and build a sense of togetherness. Allen knew that the only weapon that people have against discrimination and degradation is a sense of pride and accomplishment.

At the beginning of the 19th century, the first real stirrings for emancipation began to shake the foundations of slavery and cotton production in the United States. At this time, a number of slave rebellion shook the foundations of society plantations in the South. Nat Turner, a slave preacher of Southampton County, led a historic rebellion in which he and his servants to kill their masters and more than 60 whites. They then tried and hanged, but they managed to break the white perception of blacks as submissive and childish. Before the Civil War, Frederick Douglass acts as a political representative for the African-American community. Douglass act as a consultant to President Abraham Lincoln on African-American affairs. He was a self-taught slave with an impressive speech skills that he used publicly to condemn slavery. Douglass was quoted as saying. "If we ever get free from oppression and injustice heaped on us, we had to pay for their removal We must do this by labor, by suffering, by sacrifice, and if needs be, by our lives and the lives of others."

Challenges and difficulties of the African-Americans faced bring leadership potential among those brave enough to look for it. Harriet Tubman escaped to freedom and helped more than 300 slaves find a safe journey through the Underground Railroad crossed the Mason-Dixon Line. Martin R. Delany is a great supporter of Pan-Africanism, nationalism which emphasizes pride in African heritage. After the Civil War, 1870-1901, 22 blacks served as a member of Congress. These people are well-educated, ambitious and dignified.

Despite the fact that blacks have won their freedom and voice, rampant racial discrimination well into the 20th century. Ku Klux Klan is a threat of violence in the South, blacks thwarting of maintaining their constitutional rights. William Edward Burghardt Du Bois, civil rights leader of educated, demanding full citizenship for blacks. During the 1940s, Du Bois was active in the NAACP, National Association for the Advancement of Colored People. civil rights leaders of other black during the 1940s and 1950s including the Whitney Young Jr., Marcus Garvey and A. Philip Randolph.

The most influential and impressive of all the leaders of the civil rights of black Martin Luther King Jr. In 1955, after Rosa Parks refused to give up her seat to a white man on a bus, the King started the boycott which effectively ended racial segregation on public transportation. He formed several organizations, including the Southern Christian Leadership Conference and the Student Nonviolent Coordinating Committee. He organized mass protests and marches that encourages civil rights legislation in 1964 and 1965 major and made it an icon for his speech "I Have A Dream." In 1968, King was killed. civil rights leaders more follow the lead of King Edward William Brooke, Adam Clayton Powell Jr., Roy Wilkins and Thurgood Marshall.

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Top Black Business Leaders

Although African Americans are despicable racism and prejudice in the 18th century, many businesses sprung forth regardless of the obstacles in front of them. With a determined grit and sound practices, Black business leaders began to emerge and gain the right to engage in trade like other citizens. NewsOne take a look at 20 Black business owners between the time period 1800 and 1900, highlighting a significant contribution to the American public.
Black Business Leaders
Black Business Leaders
Joseph Randolph, President of the African Insurance Company.
In 1810, the African Insurance Company opened in Philadelphia. Led by President Joseph Randolph, the company was formed to help support African Americans who do not want to join the Free African Society of mutual cooperation but requires assistance and other benefits. Historians noted this was the first African-American insurance company.

William Leidesdorff, the first African-American millionaire.
William Leidesdorff is a mixture of heredity but mostly identified as of African descent. Raised in the Dutch West Indies, Leidesdorff initially involved in the shipping trade. He was responsible for launching the first steamboat in the Bay Area of ​​California and opened and operated San Francisco, the first hotel. He also became president of the school board of the city. After collecting a large plot of land, his worth at the time of his death almost a million and a half dollars.

David Ruggles, a bookstore owner first African-American.
Abolitionist and journalist David Ruggles role in the liberation of slaves as part of the famous Underground Railroad. Having learned Latin from a tutor who attended Yale University, Ruggles would go on to publish works as a printer. A journalist who contributed to the current popular papers, Ruggles most famous feat of opening a bookstore first Black-owned in New York City.

Paul Cuffee, Quaker businessman.
Paul Cuffee made his fortune in shipping trade and went on to open the first integrated school Massachusetts'. After the birth of former slaves and Native American mother, Cuffee tend his father's farm before going down to the sea. He is also a supporter role in helping the UK to give freed slaves a place to settle.

William Johnson, "Barber Of Natchez".
Born in slavery, William Johnson was released as a youngster in 1820 and became an apprentice barber in Natchez, Miss. After her brother sold him a barber shop, Johnson will own and operate the business while teaching young freed Black boys the art of barbering.

William Whipper, slavery and timber entrepreneurs.
William Whipper road to success is rooted in the controversial idea known as "moral reform"; However, the contribution to such an important antislavery timber business profitable by partners Stephen Smith in Pennsylvania.

James Forten, inventor and entrepreneur delivery.
James Forten, like many African-Americans in the north, make a fortune in the maritime industry. He was also an active political figure and is used to advance his Quaker education and others who want to eradicate slavery. Forten create devices for sailboats during his time in the industry.

Joseph Cassey, Philadelphia wig business owners.
Cassey Joseph lived in the city of brotherly love after the arrival of the French West Indies in the early 1800s. He struck gold with wigs, perfumes, and barbershop business and is also involved in real estate with other partners in the city.

Robert Purvis, a rich slavery.
Although Robert Purvis is three-quarters of Europe's Jews, he and his brothers were allied with the African-American community in Pennsylvania. Having acquired considerable wealth from his father's estate, Purvis will help shape and fund efforts to slavery in the North. She would later marry the daughter of James Forten.