My first post. Few points on Leadership Development. Will look for members' feedback. Thanks
From India, Mumbai
5From India, Mumbai
dear sir
good morning!
it was a pleasure to see ur presenation on Leadership.
it was a good attempt for making it so interesting and refreshingly different.
however may i request u to look at asethetic aspects also.
futher few text can be conerted into graphics or visuals/digrame etc.
add few cartoons/quotation to enrich it
with regards
rajesh
From India, Delhi
good morning!
it was a pleasure to see ur presenation on Leadership.
it was a good attempt for making it so interesting and refreshingly different.
however may i request u to look at asethetic aspects also.
futher few text can be conerted into graphics or visuals/digrame etc.
add few cartoons/quotation to enrich it
with regards
rajesh
From India, Delhi
Sarma,
I managed people for over 30 years. I managed by the top-down command and control approach for my first 12 years and was considered to be superior to the vast majority of my peers.
But at the same time, I knew that the very best performers were far more productive, innovative and creative than the majority and wondered how I could cause the majority to close that gap.
I decided to start listening to my employees, to their complaints, suggestions and questions. I found that their complaints had at least some merit so I went about fixing them. Almost in lockstep, their performance improved. The more I responded respectfully to their complaints, suggestions and questions, the more they improved. Their performance as a group at least doubled as compared to when I was strictly a top-down intimidator. I learned that authority is not the problem, but misuse of it in the top-down model was the problem. By listening to my people, they eventually told me what it was that they were following and thus I came to understand leadership by a boss.
I eventually achieved a second doubling of their performance by converting followers into non-followers.
To better understand read the article Leadership, Good or Bad <link updated to site home> ( Search On Cite | Search On Google )
To learn how I escaped top-down read an interview of me
Extensor - Intervew – Ben Simonton speaks to Alistair Schofield
Best regards, Ben
Author "Leading People to be Highly Motivated and Committed"
From United States, Tampa
I managed people for over 30 years. I managed by the top-down command and control approach for my first 12 years and was considered to be superior to the vast majority of my peers.
But at the same time, I knew that the very best performers were far more productive, innovative and creative than the majority and wondered how I could cause the majority to close that gap.
I decided to start listening to my employees, to their complaints, suggestions and questions. I found that their complaints had at least some merit so I went about fixing them. Almost in lockstep, their performance improved. The more I responded respectfully to their complaints, suggestions and questions, the more they improved. Their performance as a group at least doubled as compared to when I was strictly a top-down intimidator. I learned that authority is not the problem, but misuse of it in the top-down model was the problem. By listening to my people, they eventually told me what it was that they were following and thus I came to understand leadership by a boss.
I eventually achieved a second doubling of their performance by converting followers into non-followers.
To better understand read the article Leadership, Good or Bad <link updated to site home> ( Search On Cite | Search On Google )
To learn how I escaped top-down read an interview of me
Extensor - Intervew – Ben Simonton speaks to Alistair Schofield
Best regards, Ben
Author "Leading People to be Highly Motivated and Committed"
From United States, Tampa
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Leadership-and- teamwork-develo pment.ppt