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Tag Archives: Skills



Everyone in a leadership or management role has their preferred way of operating.

This self-assessment contains statements about leadership and will help you assess what leadership style you normally operate out of.  Six operational styles are identified.

 

Pioneering Leadership

Strategic Leadership

Management / Administration Leadership

Team Leadership

Pastoral Leadership

Encouraging Leadership

Completing the self-assessment will help you understand more about yourself and give you an insight into how your colleagues may also prefer to operate.

It can be used as a personal self-assessment or as part of a wider development activity.

LEADERSHIP STYLES INDICATOR


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Every leadership book you read will provide you with a different view of leadership.

To help give you an insight to the most longstanding leadership gurus thinking on leadership and what makes a great leader, we have pulled together a short introduction to the thinking of 8 of the 100's of the old-guard 'gurus' of leadership.

If you want to know about Burt Nanus’s Seven Megaskills Of Leadership,   James O’Toole’s Characteristics Of Values-Based Leaders, Steven Covey’s Seven Habits Of Highly Successful People, Warren Bennis’s Basic Ingredients Of Leadership,  John Gardner’s Attributes Of Leadership,  Stephen Covey’s Eight Discernible Characteristics Of Principle-Centred Leaders,  Max Depree’s Attributes Of Leadership, Warren Blank’s Nine Natural Laws Of Leadership - then this resource is for you!

 

 LEADERSHIP GURUS & THEIR THINKING 


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In this video, Paul Bridle explores the question "What is the difference between being a leader, and leadership?"

 


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An organisation is made up of people and when people are involved, emotions automatically come into play, and a workplace is no different.

It would be unwise to assume that a workplace is all objective, no-emotion only performance kind of a packed room where hormones have no scope to creep in, however, the fact is that emotions alone are the biggest motivator or de-motivator of an employee.

The emotions alone, govern the performance and efficiency of a worker and had it not been the case, we would have never talked about the importance of work-life balance and for the present context, the need of emotionally intelligent leaders.

The current times are very dynamic not just economically but also socially where the social fabric is rapidly evolving due to globalisation and other influences. The average age of the workforce is reducing and the leaders now look forward to managing people belonging to different cultures and backgrounds. In such a situation, it is important for a leader to be highly sensitised to the emotional aspects of his/her transactions with people.

Emotional Intelligence is basically the ability to recognise and understand one’s own feelings and emotions as well as those of others and use that information to manage emotions and relationships.

The 4 important aspects of EI as proposed by Daniel Goleman are:

  • Self Awareness
  • Self Management
  • Social Awareness
  • Relationship Management or Social Skills

A leader tends to have a huge influence on the thoughts and motivation of people. He/she has the capacity to enthuse optimism and confidence in the followers and lead them to constructive endeavours which is called resonance and on the other hand they can negatively influence them to destruct, e.g of such leaders being Hitler and d Osama Bin Laden which is opposite to resonance called desonance. (more…)


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Everyday we connect with and forge relationships with new people.

In those few moments of introductions, you need to be able to capture someone's interest and make them remember you.

An 'elevator' pitch or speech is so-named because it's so quick you can tell someone on an elevator ride and draw their interest before the doors open.

This resource will help you form a clear message about you, so you can easily share it with others.

DEVELOP YOUR ELEVATOR PITCH

Want to Know More? Visit 

The Art of the Elevator Pitch: Chris Westfall


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When two or more people are involved in a relationship they will adopt a certain style of behaviour towards one another.

The same can be said of a leader and members of their team.

One of the most fundamental characteristics of such behaviour is the respect that is shown for the other's rights or opinions.

 

There are three basic behaviours involved in a relationship:

AGGRESSIVE: "I have my rights, you have none" (Win-Lose)

ASSERTIVE: "I have my rights, you have yours" (Win-Win)

SUBMISSIVE: "You have your rights, I have none" (Lose-Win)

This quick guide reminds you of how these three basic behaviours manifest themselves and the impact they can have on relationships.

 UNDERSTANDING INTERPERSONAL BEHAVIOURS


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