My first post. Few points on Leadership Development. Will look for members' feedback. Thanks
From India, Mumbai
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5From India, Mumbai
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Dear Sir,
Good morning! It was a pleasure to see your presentation on Leadership. It was a good attempt at making it so interesting and refreshingly different. However, may I request you to look at aesthetic aspects as well? Furthermore, a few texts can be converted into graphics or visuals/diagrams etc. You could add a few cartoons/quotations to enrich it.
With regards,
Rajesh
From India, Delhi
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Good morning! It was a pleasure to see your presentation on Leadership. It was a good attempt at making it so interesting and refreshingly different. However, may I request you to look at aesthetic aspects as well? Furthermore, a few texts can be converted into graphics or visuals/diagrams etc. You could add a few cartoons/quotations to enrich it.
With regards,
Rajesh
From India, Delhi
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Dear Sir, Thanks for your suggestion. I will definitely try to incorporate. In fact, I prepared this presentation for a Leadership Seminar. Tha is why I kept it plain and simple. Thanks again.
From India, Mumbai
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From India, Mumbai
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hi Mr SARMA, Thanx for a simple yet powerful ppt on leadership. messages were crisp & thought provoking. keep it up.
From India, Mumbai
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From India, Mumbai
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Dear Sarma,
I managed people for over 30 years. I managed using the top-down command and control approach for my first 12 years and was considered superior to the vast majority of my peers.
However, I also realized that the very best performers were significantly more productive, innovative, and creative than the majority, which led me to question how I could bridge that gap.
I made the decision to start listening to my employees - to their complaints, suggestions, and questions. Through this process, I discovered that their complaints held some validity, so I took steps to address them. Almost immediately, I noticed an improvement in their performance. The more I respectfully addressed their concerns, the more their performance flourished. Their collective performance at least doubled compared to when I strictly enforced a top-down approach. This experience taught me that authority itself wasn't the issue; rather, it was the misuse of authority within the top-down model. By actively listening to my team, they eventually revealed to me what kind of leadership they were seeking, leading me to understand the essence of being a boss.
I later achieved a second doubling of their performance by transforming followers into independent thinkers.
For further insights, please consider reading the article "Leadership, Good or Bad" here.
To understand how I shifted away from a top-down approach, you can read an interview with me on Extensor.
Best regards,
Ben
Author of "Leading People to be Highly Motivated and Committed"
From United States, Tampa
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I managed people for over 30 years. I managed using the top-down command and control approach for my first 12 years and was considered superior to the vast majority of my peers.
However, I also realized that the very best performers were significantly more productive, innovative, and creative than the majority, which led me to question how I could bridge that gap.
I made the decision to start listening to my employees - to their complaints, suggestions, and questions. Through this process, I discovered that their complaints held some validity, so I took steps to address them. Almost immediately, I noticed an improvement in their performance. The more I respectfully addressed their concerns, the more their performance flourished. Their collective performance at least doubled compared to when I strictly enforced a top-down approach. This experience taught me that authority itself wasn't the issue; rather, it was the misuse of authority within the top-down model. By actively listening to my team, they eventually revealed to me what kind of leadership they were seeking, leading me to understand the essence of being a boss.
I later achieved a second doubling of their performance by transforming followers into independent thinkers.
For further insights, please consider reading the article "Leadership, Good or Bad" here.
To understand how I shifted away from a top-down approach, you can read an interview with me on Extensor.
Best regards,
Ben
Author of "Leading People to be Highly Motivated and Committed"
From United States, Tampa
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