provide leadership across the enterprise AN
Contents
(1). Introduction
(2). (Communication) message and goals of the workforce
- to clarify the objectives and values and standards and according to the organization's strategic direction
- establish links between the organization and values, goals and standards and responsibilities of relevant individuals and groups
- Make sure the media and the language used is suitable for individuals and circumstances Group
- countries and clear expectations of groups and internal individuals and interpreted in a way builds the commitment of the organization
- expectations Organization title
- investigation into incidents promptly and clearly communicate the results to the relevant individuals and groups
(3). Ways and ethics used to influence groups
- building confidence, trust and respect of the groups and various individuals, through modeling a positive role, and effective communication and consultation
- hugs, resources and implement improvements the organizational culture and work effectively
- show understanding of the global environment, and new technology in work activities
- ensure the movement of flexible procedures and the ability to adapt to change and access
- ensure consultation and participation in decision-making happens with groups and individuals relevant where appropriate
- ensure that the decision takes into account the needs and expectations of internal and external groups alike [happen
- ensure that decisions in accordance with the risk management plans for all options, and within the frameworks the appropriate time
- make sure that the organization positively represented in the media and society
(4). Crowds and work teams to support
- assign accountability and responsibilities of the teams agree with the competencies and operational plans for 1945012 and resources
- ensure teams to allow them to achieve their goals
- enable teams and individuals through delegation and effective support for their initiatives
- establish and maintain a positive work environment
- encourage teams and individuals to develop innovative ways to perform the work
(5). Personal and professional competence
- ethical behavior typical in all areas of work and encourage others to embrace the work ethic
- adapt to personal and leadership styles appropriate to meet the special circumstances and situations
- set and achieve personal goals and results of the Programme of action
- make sure self-performance and efficiency consistently professional improvement by participating in a range of professional development activities
- regularly participate in industry / networking and professional groups
(6). Conclusion
(7). Recommendations
(1). Introduction
Whether you are running the country, a large organization or a small operation without the leadership of you without a driving force or strategic direction.
Many great leaders have displayed great leadership ability. Eisenhower made great statements in his time, but the statement is below, which means that the most important thing for me, a driving force behind the personal leadership.
Leadership: the art of getting someone else to do something you want done because he wants to do it.
Dwight D. Eisenhower
This article answers questions about leadership and the steps that can be taken to empower individuals as leaders. The article includes real-life decisions made in a real organization but many of the tools used have not been studied by the formal education, you will find that leadership is more than a way of life and not a simple process.
leadership and include multiple processes that can be taught, but I think it's true leaders built bones experience is not education.
Go to the people. Learn from them.
live with them. Let's start with what they know. Based on what they have.
better than the leaders when the job is done, and when this task is accomplished, the people will say we did it ourselves.
Lao Tzu
(2). (Communication) message and goals of the workforce
to clarify the objectives and values and standards in accordance with with the organizations strategic direction
through the induction of staff and making sure that all of our new employees receive our company, which includes each of these three documents guide. Leader of the new employee team takes the employee through the directory and given a chance to ask questions and express their opinions based on each of the topics. This is done as form instant bonds and understanding between the employee and the first point of call in his organization.
in all of my companies we have a mission statement, a company statement of belief and culture, which is in line with the strategic plan we have. To create what I call a "buy" I think you should give clarity to those who have the required values the strategic direction of the organization.
I have found that just writing these documents was not enough I need "to buy." I felt I could provide infrastructure and base behind these things, but I need staff to write them and believe them. We surveyed existing workers, and the creation of focus groups that put a final set of data that have become our companies mission, doctrine and culture.
establish links between the organization's goals and values and standards and responsibilities of groups and individuals
one of my favorite data is relevant, "managers need to staff management but staff also need to manage their manager. leader is not necessary to have an address, status have no effect. only the leader is, in spite of the title or duties.
we talk about diversity in the workplace, but the real leader will realize that there is a huge diversity in the world - will need to be modified over time and not one organization has every personality met, the value of the best policies diversity or immoral. the best leaders understand that they need to be flexible where not permissible for the policy. This is my company's leaders to encourage to implement our mission, creed and culture in situations that may become clear policies, and report shortages politics.
are encouraged my to see the MSF teams as their own, and if they determine the thing that does not work, and do their best to repair it, but not on calculating duties list. If will add unnecessary pressure they are to report it to their view that the call will be delegated to someone who is more convenient. We strive for congruence through the organization, and this can only be done with proper linkage between job descriptions, policy, empowerment and leadership by example.
Make sure the media and the language used is suitable for individuals and circumstances Group
I am in the fortunate position. I've been in every role that my organization has. My number one rule is to "treat and talk with others the way you would like to be treated or talked with," or even better - "sell the idea to others in a way that I would like to buy it."
advantage I have is that I understand and remember the benefits and shortcomings of each of the roles and provide intelligent support for each of my employees either directly or indirectly. When you understand the positives you can rely on this and emulate them, when you can understand the lack of sympathy and offer solutions to overcome. Each group or person different, but I found that the pros and shortages are common in general. The wearer of many hats is a very diverse person.
countries and clear expectations of internal groups and individuals and explained in a way builds the commitment of the organization
goal, mission and strategic congruence can only be gained if every employee has the same goal in mind. It is important to have clarity. My favorite exercise is back plan. Do you have a goal in mind, and planning leading to the steps toward the goal. It is important to document these steps and a timeline appropriately at every step frame. Each step must be flexible, but it should also keep to the right time.
in each group focus group, and a social club, a team or a project and I have found that there is a need for a leader appointed group. Each backward to the brother leader of the group for review to ensure that the mission plan will be on the target and that is the commitment strategy. This is important if this is a project in the short term or daily duties of the employee.
before underdeveloped plan every member of the team needs direction and a clear and precise for its role in a group or organization. This must be documented and can be implemented depending on the length of the project in the job description of the group member / employee. If the underdeveloped plan is in reference to the main performance indicator with respect to any duty daily if the role of a telephone marketing is booking appointments and the telemarketer does not make the required amount of more than one day calls, you may break the day into four different sections, giving telemarketing target smaller on each section - are likely to be between breaks. I have found that this seems more likely to achieve the satisfaction of the moment can be a catalyst for some of the best on the others.
I have found to be best practice to detail the objective of the project, and the responsibility of all the required element of the employee / elected member of the group. The project should be discussed in each community, and one group on one form with all of the staff. Can you finish this, either through group training or through one-on-one effective performance management.
expectations Organization title
In an ideal world, we could - in the expectation incite organize the title and all the staff commitment and follow. Unfortunately, we do not live in a perfect world and different situations call for different actions. The best we can do is identify commonalities based on historical data and common sense and apply them in our induction, ongoing training and company policy.
it is often important that policies and strategies include often with all parties concerned. Sometimes due to the change, but again, due to the promotion of this. Like fire evacuation drills - to ensure the safety of all these parties should be exercised. If you break the highly pathogenic government's policy of mandatory testing policy will apply.
The thing about common sense is that it is rarely shared. As leaders we need over time to explain the policy and common sense. An important decision and clarity is important when interpreting the policies and guidelines making. All leaders should be held at a higher level if they are expected to apply the interpretation of the policy.
accident investigation promptly and communicate results clearly to groups and individuals
It is important when policy and strategic direction, the company's objectives and or related missions relevance is not adhered to, which are identified and dealt with in a timely and appropriate manner. It depends on the severity of the breach determine the best course of action.
It is equally important when taken extra mile with regard to these matters that are given appropriate recognition. They should always be given negative feedback in the responses of the private and positive action should mostly be done in any year depends on the personal staff determines whether the recognition should be public or private sector as some personal attributes some of the embarrassment suffered when he praised in public places. This could drive the wrong behavior in the future in the fear that the employee would be awkward.
based on the type of policy and formal procedures breach has begun. We have found that for some minor violations, a verbal warning is generally appropriate for the crimes of the first came with written warnings. Well as the leader of these policies apply without bias. Give hiring one warning and not another for the same offense not only opens the organization to legal ramifications but also the potential morale issues. The same applies to positive reinforcement, if it receives one employee in the praise for the effort or stick policy with another employee should also be praised either rely formally or informally on the company's policy on the same results.
(3). Ways and ethics used to influence groups
building confidence, trust and respect for diversity groups and individuals, through modeling a positive role, and effective communication and consultation
confidence, trust, respect, and positive role modeling and effective communication and consultation are essential elements to influence the groups and individuals in an ethical manner.
generally it got no studentconfidence. Those who are demanding the trust has not received any time before or fully provide it. And often they include leadership willing to do any work that you would expect else to do. If you do not do it how can you expect someone else to do it? Some employers believe that the only reward enough to earn the confidence of employees is important to "get your hands dirty" for some time.
due to the cultural diversity we must understand the difference between ethics and morals. In short, Ethics, involves knowing what is right and wrong, and make a selection and ethics. It is to know what is right and what is wrong, simply do what is right - there is no other option. We are not all the appropriate ethics 100% we can identify the person who has no morals. As leaders, we must model ourselves and teach morality by living and breathing the best practices in all cases.
Based on our experiences, religious beliefs, cultural beliefs and upbringing (for a few) we may not always see eye-to-eye on things and interpret events differently. It is important to respect different points of view that we may not understand or do not agree with as long as they do not conflict with the policy.
hugs, resources and implement improvements effectively organizational culture and work
Anthropology - the sum total of ways of living built by a group of human beings and transmitted from one generation to another.
madeculture en masse with the passage of time, and not by an individual and it - should be introduced, resources and improve its implementation by all. We can do that through consultation with the staff, and monitoring the performance and morale.
as leaders in the organization that it is our responsibility to identify them and suggest areas for improvement in the others in the group or culture a democratic environment. Our way of life on the social and economic level indicate that democracy will usually involve the philosophy of the majority rules. Changes delivery to minorities is the key to good leadership. It is important to gain buy.
great technique I have used in the past is to talk with two members of the group in advance, generally loud voice that people might not agree with everything, and ask for their help in getting the idea of more than one line. Download a group in your favor, when others agree that it is hard for those who sit on the wall for not getting a "buy in."
show understanding of the global environment and the new technology in work activities
possibility of an important career advancement for all employees. All employees bring new skills to the organization and some of them have never been identified. encourage creativity and help achieve your team members skills this may not be displayed in the past.
need the technology is as important as all the organizations and improvements on an ongoing basis in order to maintain a competitive edge requires new technology and new information in the organization
and it is wise to continually look to have found improvements and I'm the most common supplier able to identify improvements is the people doing the work. As a leader, we must ensure that the activity of our team listen because it is the team that follow through with our operations and is likely to be able to identify areas for improvement.
make sure procedures mobility flexibility and adaptability with the change of and accessibility
all actions in the field of business must be "POLM" (plan, organize, lead, management) based. You must be monitored despite the length of time that has been in use all activities. There is no place for rigidity in any process or organization unless it is based legislation.
should encourage the continued need for the attribute improvement in the leaders. All must be flexible and be policies to adapt to change is inevitable in all organizations. When policies and procedures are organizations that are outdated fall out of line with social norms and legal requirements. It has changed
equal opportunities over the past few decades. In today's business environment despite the age, gender, nationality and even the experience in some cases it has become socially and legally required to provide an opportunity for all able-bodied individuals. If the policy or leaders do not agree with what is now acceptable - it is that it is unacceptable. All leaders must be flexible and be the ultimate goal in mind at all times, and reduce personal feelings regarding individuals.
When identify and communicate problems and I have found the best leaders already have solutions in mind. This is a typical proof of the flexibility and future thinking in leadership.
ensure consultation and participation in decision-making occurs with groups and individuals relevant where appropriate
any of the parties concerned with the results of the decision, whether that staff be middle management or key stakeholders should all participate in the decision-making process. It's not always commercially viable or appropriate to involve all parties in the final decision, but depending on the level of impact on the parties concerned should be involved all.
This process is performed in the organization through staff forums and group meetings, and one of those surveys and confidential. It is rare that all parties will agree with the decisions that he is important to maintain the level of consultation so that all parties can feel heard.
ensure that the decision takes into account the needs and expectations of internal and external groups alike
Consideration of and insight and tools that can help in the Greater avoid errors in the decision-making process. Run simulations based on historical data or expected is the best way to identify potential problems in the future with any decision-making process. It includes decision-making generally change and in some cases there may be no historical data, which makes it very difficult to predict the possible scenarios.
SWOT analysis will generally give you a chance to get to know the strengths and clear, weaknesses, opportunities and threats. Once on the paper in front of you and the other not so become clear scenarios available to you.
ensure that decisions happen according to the risk of management of all options plans, within appropriate time frames
threats Once you have identified through the SWOT analysis you can apply risk Management for any scenarios you have put together. It is only then that can be applied really risk management. It is important that with any application that the monitoring statistics, morale and performance happen.
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