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ASQ: Leadership from Ballroom to Boardroom and the shop floor

C

Chance

#11
The main function of leadership is communication. The leader should clearly share and deliver his vision to his followers and provide opportunity for them (follower) to interpret that vision in a way they (follower) embrace it as their (follower) vision.

· Leadership requires at least partnership or else you have nobody to lead (two partners : leader and follower)
· A leader knows and understands the patterns to fit together and knows how to invite the follower to use them
· It takes as much strength to follow as to lead
· Sometimes new leaders put a lot of weight rather than technique. It creates a situation where the follower will not be able to make subtle changes in direction. This leads to awkward and choppy movements rather than a smooth flow and defines the grace and character of the business.
· The leader must maintain a steady frame into which follower can “nest” and connect.
· Although the leader provides vision, the follower is asked to help achieve that vision by adding expressive styling and details to make the vision reality
· Leading too strongly will limit the opportunity for the followers to use their skills, ability and knowledge and reduces their (follower) contribution to organizational growth
· Leaders should learn to lead with balance and keep followers engaged to avoid stepping on the followers toes, tripping and falling
· Sometimes a new leader uses strength instead of proper posture, contact and balance which provides more direction than needed. These can lead the follower to loss balance and disrupting the character of the business.
Seven Levels of Energy:
Core Thought
Core Feeling/Emotion
Action/Result
1. Victim
Apathy
Lethargy/tiredness/lack of energy
2. Conflict
Anger
Defiance
3. Responsibility
Forgiveness
Cooperation
4. Concern
Compassion
Service
5. Reconciliation
Peace
Acceptance
6. Synthesis
Joy
Wisdom
7. Non-Judgment
Absolute Passion
Creation


· As much as possible a leader should dwell in levels 4 & 5 instead of levels 1 & 2. Levels 1 & 2 are in a very conflicted state of being and may become highly reactionary and disconnected to others. Levels 4 & 5 are much better it is where a leader starts to begin to learn how to act in adverse situations, rather than react and suffer. It is where beginning to help others, grow and realize the fullest potential. Leaders in levels 6 & 7 are those who are dominant in higher levels and use their energy to lead more effectively and intuitively.
· The effectiveness of leaders is based more on how these leaders think rather than on what they do.
Great leaders are passionate, trustworthy, and inspiring – they empower others and develop new leaders. A good leader is a person who comes from a positive energy zone, is honest and genuinely wants the greater good.

The Northern Star:

This is a good strategy in the study and practice of proactive management. Goals are relevant in every managerial situation and should be derived from overall organizational strategic planning.
· Setting clear Star (Goals) as part of our preparation for dealing with problems and assignments helps assures that we won’t stray from our objective, even while dealing with the most unexpected and unwelcomed distractions.
· Focusing on our star as part of preparing ourselves before communicating with another party increases the probability that these goals are stamped clearly into our minds during the various stages of discussions and resolution processes.
· This is usually agreeable and acceptable common denominator for all parties involved in a project or process

Generation Y :

Comment: These are the employees who are highly technologically literate and who are hungry to learn new things and would love to work in organizations where continuing education or training is available.
· Generation Y will be very selective in the companies whom they will work because they have a collective sense of civic duty and morality.
· They are the most socially conscious generation.
· They have expectations for their workplaces for managers and leaders to understand and manage.
· Their expectations combined with global competitiveness facing most organizations today mean that only those organizations that are willing to change and create a learning organization will survive.
· Organizations that learn faster will be able to adapt more quickly and thereby achieving significant advantages in the global world of business.
· Generation Y and the learning organization that attracts, develops, retains the next generation (generation Y) of workers will have a significant advantage over those organizations that do not.
 
C

Chance

#12
The main function of leadership is communication. The leader should clearly share and deliver his vision to his followers and provide opportunity for them (follower) to interpret that vision in a way they (follower) embrace it as their (follower) vision.

· Leadership requires at least partnership or else you have nobody to lead (two partners : leader and follower)
· A leader knows and understands the patterns to fit together and knows how to invite the follower to use them
· It takes as much strength to follow as to lead
· Sometimes new leaders put a lot of weight rather than technique. It creates a situation where the follower will not be able to make subtle changes in direction. This leads to awkward and choppy movements rather than a smooth flow and defines the grace and character of the business.
· The leader must maintain a steady frame into which follower can “nest” and connect.
· Although the leader provides vision, the follower is asked to help achieve that vision by adding expressive styling and details to make the vision reality
· Leading too strongly will limit the opportunity for the followers to use their skills, ability and knowledge and reduces their (follower) contribution to organizational growth
· Leaders should learn to lead with balance and keep followers engaged to avoid stepping on the followers toes, tripping and falling
· Sometimes a new leader uses strength instead of proper posture, contact and balance which provides more direction than needed. These can lead the follower to loss balance and disrupting the character of the business.
Seven Levels of Energy:

Core Thought


Core Feeling/Emotion


Action/Result

1. Victim

Apathy


Lethargy/tiredness/lack of energy

2. Conflict

Anger


Defiance

3. Responsibility

Forgiveness


Cooperation

4. Concern

Compassion


Service

5. Reconciliation

Peace


Acceptance

6. Synthesis

Joy


Wisdom

7. Non-Judgment

Absolute Passion


Creation



· As much as possible a leader should dwell in levels 4 & 5 instead of levels 1 & 2. Levels 1 & 2 are in a very conflicted state of being and may become highly reactionary and disconnected to others. Levels 4 & 5 are much better it is where a leader starts to begin to learn how to act in adverse situations, rather than react and suffer. It is where beginning to help others, grow and realize the fullest potential. Leaders in levels 6 & 7 are those who are dominant in higher levels and use their energy to lead more effectively and intuitively.
· The effectiveness of leaders is based more on how these leaders think rather than on what they do.
Great leaders are passionate, trustworthy, and inspiring – they empower others and develop new leaders. A good leader is a person who comes from a positive energy zone, is honest and genuinely wants the greater good.

The Northern Star:

This is a good strategy in the study and practice of proactive management. Goals are relevant in every managerial situation and should be derived from overall organizational strategic planning.
· Setting clear Star (Goals) as part of our preparation for dealing with problems and assignments helps assures that we won’t stray from our objective, even while dealing with the most unexpected and unwelcomed distractions.
· Focusing on our star as part of preparing ourselves before communicating with another party increases the probability that these goals are stamped clearly into our minds during the various stages of discussions and resolution processes.
· This is usually agreeable and acceptable common denominator for all parties involved in a project or process

Generation Y :

Comment: These are the employees who are highly technologically literate and who are hungry to learn new things and would love to work in organizations where continuing education or training is available.
· Generation Y will be very selective in the companies whom they will work because they have a collective sense of civic duty and morality.
· They are the most socially conscious generation.
· They have expectations for their workplaces for managers and leaders to understand and manage.
· Their expectations combined with global competitiveness facing most organizations today mean that only those organizations that are willing to change and create a learning organization will survive.
· Organizations that learn faster will be able to adapt more quickly and thereby achieving significant advantages in the global world of business.
· Generation Y and the learning organization that attracts, develops, retains the next generation (generation Y) of workers will have a significant advantage over those organizations that do not.
Ive got the copy of the article and this is my summary of it.
 
D

DrM2u

#13
Three questions for thought & debate:

- What is a leader without the authority/power to lead?

- What is a follower with all the power to lead?

- What are their respective thoughts, feelings/emotions and actions/results?
 
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