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Rate this product:. Category Type Commercial Sciences. Customer Reviews 0. Be the first to rate this product Rate this product:. You also need to know exactly where your business is headed so you can give them the right advice. Once those basic principles are in place, deadlines, regular product plans, performance reviews, structure and processes can easily be put into place. In addition to providing constructive feedback and performance reviews , highlight employee accomplishments.
If a team member does something great, let them know. Celebrate their wins and thank them for their hard work. Your team members aren't the only ones who can benefit from honest feedback.
1. Engage in honest, open communication.
A true self-assessment of your leadership can be difficult, so mentors, fellow professionals and even your own staff are invaluable in evaluating your effectiveness. According to St. Marie, talking to friends and peers can give you necessary perspective on your leadership style and approach.
Leadership coaching can also help you discover areas where you need improvement. A professional who helps you develop a plan to achieve your leadership goals can be more motivational than books and seminars alone. Fazlyev agreed, noting that your team can give you critical insight into what's working, what's not working and what obstructions you must overcome to achieve success. Good leaders have the emotional intelligence to understand and accept that change is inevitable.
Instead of trying to maintain a status quo just for the sake of consistency, embrace change and innovation.
Be open to new ideas and alternative ways of thinking. Everyone brings a unique perspective to the table, and that is something to take advantage of, not discourage. Understand that there will be errors along the way, but if something doesn't work, try to figure out why and how before scrapping it.
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When solving a problem, encourage team members to provide their insights. When employees feel like they can openly bring new ideas to the table, true innovation, engagement and success can prevail.
To be an effective leader, you need the right motivation. Is it the money or the prestige you care about, or do you sincerely want to inspire people to do their best? Marie advised leaders to really ask themselves why they want to lead. If, in your heart, you feel leadership is your destiny and how you'll make a difference in this world, then you are certainly starting from the right place. In addition to what motivates you, Ohlrich said it is important to know what decreases your energy. It helps you not hire carbon copies of yourself and surround yourself with others who are not like you.
Your leadership style plays a role in how you interact with employees and should be evaluated as well. There are six different leadership styles , and the best leaders are able to adapt each style to their situations and employees. If you are currently in a leadership role and aren't sure where you stand on some of these qualities, you can take a quick leadership self-assessment quiz from the Leading With Courage Academy to assess your leadership abilities. Remember that being a good leader takes time. Although some individuals are naturally inclined to have good leadership skills, it is something anyone can learn and improve upon.
With hard work, dedication and strategic planning, you can lead your team to success. What kind of leader do you want to be? Perhaps even more important, how would you be most effective as a leader? What kind of leadership style would be of the most benefit to your organization, and would allow you to be the best leader you could be? The leadership styles described in this section aren't the only ways to look at leadership. As we've already discussed, most real leaders use a combination of styles, and there are others that haven't really been touched on here.
It's possible that Alexander the Great was a born leader, but how much are you like Alexander the Great? Be honest now Just about all leaders, even great leaders, have to learn how to lead, and have to develop their skills over a period of time.
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You can do the same, especially if you have a clear idea of what you think leadership is about, and if you have good models to learn from. Here are a few things you can do to choose and develop your own effective leadership style:. Use what you know about your own personality, and about how you've exercised leadership in the past. Neither of these has to determine what you choose now - people can change, especially if they believe that what they've done before was ineffective or inconsistent with their values - but it's important to be honest with yourself about who you are.
That honesty has two aspects. First, be clear with yourself about what your natural tendencies and talents are.
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If you want to be a collaborative leader, but you tend to tell people what to do, you have to admit that and think about ways to change it. If you want to be a directive leader, but you have trouble making decisions, you need to deal with that issue. Not everyone can be charismatic, but almost everyone can learn to distill and communicate a vision that reflects the hopes and needs of a group. Knowing who you are is the first step toward both choosing a style and understanding what you'll have to do to adopt it. Being truly honest with yourself is a difficult task.
It also takes an honest self -assessment, which can mean stripping away defenses and facing insecurities. These few questions are obviously just a beginning, but they should help you think about some important leadership issues. If you have a high need for control, for instance, it doesn't mean you can't be a collaborative leader, but it does mean that you'll have to learn some new behavior, and perhaps a whole new way of looking at things. If you're not well-organized, it doesn't mean you can't be a good manager, but you'll have to find strategies to keep you on top of everything.
Second, acknowledge and be true to your beliefs. If you have a real philosophical commitment to a particular leadership style, it will probably be easier for you to change your behavior to match that style than to live with knowing you're betraying your principles. A community coalition almost has to have collaborative leadership, or it will fall apart amid turf issues and accusations of discrimination. An organization that responds to situations where it has to act quickly - an emergency medical team, for example - may need more decisive and directive leadership.
Some groups may have an impassioned vision, but don't have the practical skills - financial management, scheduling, etc. You can adapt most styles to most situations, but don't neglect the real needs of the organization in your calculations. You may need to practice a different style at the beginning from the one that you want to assume over the long term, in order to solve problems in the organization, or to get people on board.
In the example at the beginning of this section, for instance, the school principal might have had more success if he had started by making very little change and moved more slowly into the role and philosophy he wanted. Think about how leaders you've worked for or with exercised leadership.
What were their styles, and were they effective? How did they handle different kinds of situations? How did what they did make you and others feel?
Try to watch others in action, and talk to them about how they see what they do. What do you like about how they operate? What don't you like? What can you incorporate into your own style? Find a mentor.