Leadership Essentials for Emerging Leaders.

1. 1 Introduction: Handle daily life challenges. We need leadership skills. We need leadership skills to find opportunities in a difficult situation. Leadership provides new opportunities to others, such as jobs and income opportunities. Leadership is about leading by example, to achieve daily life goals and even to achieve our daily to-do list, we have to depend on a leadership skills. Leaders have your own logic. They do not follow the crowd. Leaders, learn from the mistakes fast, and execute the plan with confidence. And we need confidence in decision-making whenever we get challenging and difficult situations in life and business. And that's why leadership skills are very important, are probably the most important skills to grow and prosper in your life. Welcome to the course on leadership skills to coach and lead. Does Zen generation. What are the benefits of leadership skills? An effective leader or a team has variety of traits and characteristics that encourage team members to follow him or her. Dmu does naturally possess certain qualities such as compassion and integrity. Learn leadership skills through formal training and experience. Being an effective leader can instill confidence in the team as well as contribute to the growth of the department to improve team productivity. Yard are some of the benefits of a strong and efficient leadership. It increases efficiency and productivity of the organization, reduces employees turnover. It provides focus and drive the team forward. It empowers team members to work at their full potential. It helps build good relationships within and outside the organization. It helps in maintaining clear and transparent team communication. A good leader always takes the responsibility of the decision-making process. A good leader always ditches and shares information with others. A true leader, always understand the strengths and weaknesses office team members. And last but not the least, with clear vision and direction, a good leader can take the followers and the organization to new heights of success. So what will you learn in this particular course? Leadership skills take organizations to new heights, does create a vision and they see things differently. They have a positive attitude. They think what is possible, what is not possible. They always find ways that enable the whole organization into the right part. In this course, we will cover the following topics. We will understand what is leadership. Then, we will try to understand what are the different types of leadership. We will go through the Hershey Blanchard model that teaches us the various types of leaderships that should be used in different situations. We will understand the stark difference between a good manager and a good leader. We will understand how team dynamics work, the traits of a successful team, the science of goal-setting, the art of controlling a team. And last but not the least, we will also touch base with all the important principles of leadership. I'm super excited to see you inside the course. So what are we reading for me? Let's get started. 2. 2 Types of Leadership: Types of leadership. The challenge of leadership is to be strong but not rude. Be kind, but not week. Be bold, but not a bully. Be thoughtful, but not lazy. Be humble, but not timid. Be proud, but not arrogant. Have human, but not following. Who is a leader. No matter what your job responsibility entails, you wouldn't be expected to showcase your leadership skills at some point. The other at workplace. Exhibiting leadership is an extension of your personality that speaks volume about your credibility as a working professional with changing times, the definition of leadership is also changing. The leader is no more seen as a powerful or an influential personality telling people what to do and what not to do. He's someone who has the ability to take the team members in the right direction by leading them from the front and not otherwise. A simple definition is that leadership is the art of motivating a group of people to act towards achieving a common goal. In business setting, this can mean directing workers and colleagues, the strategy to meet the company's needs. In reality, leadership is somewhat polymorphic in nature. The definition would take a different meaning in different instances. Contrary to the popular belief, it has nothing to do with your stretcher or hierarchy in the company. It's most about developing a positive attitude and transmitting it to the others to increase them to reach the common good. The great Nelson Mandela said something very apt about leadership. He said that a leader is like a shepherd. He stays behind the flock, letting the most nimble go out ahead, whereupon the others follow, not realizing that all along that they are being directed from behind. Interestingly, each one of us is a leader and we have leadership style that comes into function during the hard times in life as well as at the workplace. However, many people seem to confuse management with leadership or vice versa. But that is a lot of difference between leadership and management. For now, we must focus on knowing about the different styles of leadership and how to get the most out of them. Let us look at the different types of leadership. A democratic leadership, autocratic leadership, coaching style leadership, Laissez-faire, leadership, transformational leadership, transactional leadership, charismatic leadership, and last but not the least, situational leadership. Now let's look at each of these leadership types, one-by-one. Democratic leadership. Democratic leadership, also known as the participative leadership, is where individuals who would typically be considered unequal by hierarchical standards have shared power in making decisions. Democratic leadership is exactly what it sounds like. The leader makes the decision based on the input of each and every team member. Although he or she makes the final call, each employee, however, has equals c on the projects direction. Democratic leadership is one of the most effective leadership styles because it allows lower-level employees to exercise authority they'll need to use wisely in future positions they might hold. It also dissembled how decision can be made in company board meetings. For example, in accompany board meeting, a democratic leader might give the team a few decisions related options. They could then open a discussion about each option. After the discussion, the leader might take the boat start and feedback into consideration. They might open this discussion up for a vote. Autocratic leadership. Autocratic leadership, also known as authoritarian leadership, is a leadership style characterized by individual control over all decisions and very little input from the group members. Autocratic leaders typically make choices based on their ideas and judgment and rarely accept any advice from their followers. In other words, autocratic leadership is an inverse of democratic leadership. Autocratic leadership style is a strong one-dimensional leadership style that gives full power or authority to the leader, boss, or the manager. In this style, the leader makes all the decisions without any consultation with subordinates or team members whatsoever. He makes all the crucial decisions and costs which are then communicated to the team members and they are expected to work on the instructions immediately. In a nutshell, the leader is the ultimate decision-maker in autocratic leadership style, coaching style leadership. Coaching style of leadership is characterized by partnership and collaboration. When leaders behave like gages, hierarchy, gum on, and control give way to collaboration and creativity. Blame gives way to feed back and learning. And external motivators are replaced by self-motivation. Similar to the sport steam Butch. This leader will focus on identifying and nurturing the individual strengths of each member on his or her team. Also focused on strategies that will enable their team work better together. This style offers strong similarities to strategic and democratic leadership, but puts more emphasis on the growth and success of individual employees. Rather than forcing all the employees to focus on similar skills and goals, this leader might build a team where each employee has an exploit. These are skillset in something different. In the long-run, the leader focuses on creating strong teams that can communicate well and embrace each other's unique skillsets in order to get their work done. Laissez-faire type of leadership. Loosely translated from its French origins. Laissez-faire means let it be or leave it alone. In practice, it means leaders leave it up to the subordinates to complete responsibilities in a manner they choose without requiring any strict policies or procedures. In such leadership styles, leaders were delegate that responsibility to team members and let them work on their own with minimum or no supervision at all. This can be effective in creating jobs or workplaces that employees are very experienced. I'll be where it is important that leaders should monitor the performance and effectively communicate expectations to prevent the work standards from slipping. Transformational leadership. Transformational leadership is a leadership style in which leaders encourage, inspire, and motivate employees to innovate and create change that will help grow and shift the future success of the company. This is accomplished by setting an example at the executive level to a strong sense of corporate culture, employee ownership and independence in the workplace. Transformation and leadership is always transforming and improving upon the company's conventions. Employees might have a basic set of tasks and goals that they complete every week or month. But the leader is constantly pushing them outside of their comfort zone. When starting a job with this type of leader, all employees might get a list of goals to reach, as well as the deadlines for reaching them. While the goals might seem simple at first, this manager might pick up the pace of deadlines or give you more and more challenging goals as you grow with the company. This is a highly encouraged form of leadership among growth minded companies because it motivates employees to see what they're capable of. But transformational leaders can risk losing sight of everyone's individual learning curve. If direct reports don't receive the right coaching to guide them through new responsibilities. Transactional leadership. Transactional leadership, which is also known as managerial leadership, focuses on the role of supervision, organization, and group performance leaders. We implement this tile, focus on specific tasks and use rewards and punishment to motivate the followers. Transactional leadership is focused on group organization, establishing a clear chain of command, and implementing a character and a stick approach to management activities. It is considered transactional because leaders offered an exchange. They devote good performance while punish the bad performance. While this can be effectively of completing short-term tasks, employees are unlikely to reach their full creative potential in this type of condition. Charismatic leadership. Charismatic leadership is basically the method of encouraging particular behaviors in others, by the way of eloquent communication, persuasion, and force of personality, charismatic leaders motivate followers to get things done, improve the way certain things are done. Leaders applying charismatic leadership styles are the ones who automatically or other smartly attract the platter of people with their champ and charisma. Self-motivated, passionate, and confident leadership style like this can be used to build a powerful standing in the marketplace and gain a huge fan following using the strong self-image. However, charismatic leadership style is considered less favorable as a success or failure heavily relies on the leader and its impact. It is perceived mode of a one man show than a collective team effort. And last but not the least, situational leadership. The situational theory of leadership suggests that no single leadership style is best. Instead, it depends on the situation at hand, which type of leadership and strategies are best suited to the task. According to this theory, the most effective leaders are those that are able to add up their style to the situation and look at the cues, such as the type of task, the nature of the group, and other factors that might contribute to getting the job done. Situational leadership is a theory that the best leaders always utilize a range of different styles depending on the environment, factors such as workers seniority, the business process being performed, and the complexity of relevant tasks all play an important role in what leadership style to adopt for any given situation. For example, a situational leader might adopt a democratic leadership style when discussing commercial direction with senior executives. But switch to a bureaucratic strategy when relaying new factory protocols to workers. However, many people have a natural leadership style which can make switching between rules really challenging. It can also be difficult to gauge what style is more suitable in certain circumstances. And holding up decision-making processes. Leadership is an important facet, whether you are running a kitchen and organization or a country. It comes with its own set of responsibilities and challenges. As each one of us has a distinct style of leadership and managing things, it is confusing to get what leadership style should be implemented when, where, and how. However, if you are very clear about the kind of personality that you have and have a clarity about the kind of leadership that resonates with you the most. It wouldn't be such a difficult task as it seems to be. 3. 3 Hersey and Blanchard Model of Situational Leadership: The Hershey Blanchard model. The definitely leadership style research comes from fall Hersey and Ken Blanchard set out India Situational Leadership Model. Marketing and communication experts considered crucial to tailor your message to the target audience. It is the followers that you want to motivate and influence. You cannot do that if you don't know whom you are trying to motivate or influence. The primary focus of the situation and leadership. He's on the belief that there is no one best style, but a good choice given a situation. Successful leaders are those who can add up their behaviors to meet the demands of the own unique situation. Situational leadership theory is based upon the amount of detection, support, and maturity level of the group and individuals types of behavior. Before we proceed, let us understand some terminology is OVO dusk behavior. Now, task behavior is the extent to which a leader engages in a one-way communication by explaining what each follower is to do, as well as when, where, and how the tasks are to be accomplished. On the other hand, relationship behavior is the extent to which a leader engages in a two-way communication by providing support, active listening, and facilitated behavior. Let's understand the status of the followers. No maturity or readiness level of the followers is based upon the capacity to set high but attainable goals, willingness, and ability to take new responsibilities, and education and experience level. Now before we proceed any further, the leader needs to do some kind of an assessment. A leader must first assess the maturity and the readiness of the group and then determine how much task and relationship behavior should be used. Maturity and readiness of the group should be considered only in relation to a specific situation that is to be handed in. Now based upon the cost behaviors and the relationship behaviors, the leadership style would fall in four different quadrants. Now if you observe this image on your screen, you would also have that on the y-axis, I have plotted the relationship behaviors, whereas on the x-axis I have plotted the task behaviors. Now based upon the situation at hand and the maturity level of your audience, the leadership style will vary accordingly. Let's understand it one-by-one, telling and directing. The followers fall into the M1 category, which is low competence, low commitment, unable and unwilling or insecure. Whereas the leader has a high task focus and low relationship focus. When the follower cannot do the job and is unwilling or afraid to try, then the leader takes a highly directive rule, telling them what to do, but without a great deal of concern for the relationship. The leader may also provide a working structure both for the job and in terms of how the person is control. The leader May 1 find out why the person is not motivated. And if there are any limitations in his ability, there are two factors that may be linked. For example, when a person believes they are less capable than they should be, maybe in some form of denial or other coping. The follower may also lack self confidence as a result, if the leader focused more on the relationship, the follower may become confused about what must be done and what is optional. The leader doesn't maintain a clear do this position in ensuring all required actions are clear. Selling or coaching. You're the follower falls in the M2 category. He has some competence, variable commitment, unable, but willing, unmotivated, whereas the leader has a high task-focused and high relationship focus. When the follower can do the job, at least to some extent, and perhaps is all confident about their ability. And this, then telling them what to do may demotivate them or lead to resistance. The leader does need to sell another way of working, explaining and clarifying decisions. The leader does, spends less time listening and advising and wherever appropriate, helping the follower to gain necessary skills through the coaching methodology, participating and supporting leadership style. The follower will find in the M3 category, then he has high competence, variable commitment, able, but unwilling or insecure. But as the leader has low task focused and high relationship focus, when a follower can do the job, but it is refusing to do it or otherwise showing insufficient commitment. The leader nude, not worry about showing them what to do. Instead, is concerned with finding out why the person is refusing and hence persuading them to cooperate. There is a less excuse year for follow-up to be the dissent about their ability. And the key is very much around motivation. The causes are found, then they can be addressed by the leader. The leader that spends time listening, praising, and otherwise making the follower feels good when they showed the necessary commitment. Last but not the least, in delegating and absorbing leadership style, you have the follower will fall in the M4 category, which is high competence, high commitment, able, and willing, as well as motivated. Whereas leader has a low task focus and low relationship focus. When the follower can do the job and is motivated to do it, then the leader can basically leave them to do it, largely trusting them to get on with the job. Although they also may need to keep a relatively distant ion things to ensure that everything is going as per the plan. Followers at this level have less need for support or frequent praise. Although as with anyone, occasional recognition is always welcome. So in a way, Hersey and Blanchard suggested that there are four primary leadership styles. This model suggests that the following leadership styles are the most appropriate for these maturity levels. Low maturity level, M1, Delhi. In this type of leadership style, the leader would tell people what to do and how to do it. Medium majority, M2 selling. This style involves more back-and-forth between leaders and followers. Leaders will sell their ideas and messages to get group members to buy into the process. Medium majority M3. Participating. In this approach, the leader offers less direction and allows member of the group to take more active role in coming up with ideas and making decisions. High maturity level m for delegating. This style is characterized by less involved hands-off approach to leadership. Group members tend to make most of their decision and take most of the responsibility for what happens. So in other words, the right style of leadership depends greatly on the maturity level. That is the level of knowledge, competence, and exploit. These are the individuals in a group. Hersey and Blanchard theory identifies four levels of maturity. M1, which is the group of members who lack the knowledge, skills, and willingness to complete the task. M2, that is the group of members who are willing and enthusiastic but lack the ability entry. The group members have the skills and capability to complete the task, but are unwilling to take any responsibility. And last but not the least emperor, that the group members are highly skilled. And really to complete the task, gauge the maturity level, and adopt the appropriate situational leadership style. Depending upon the situation. 4. 4 Leaders Vs Managers: Managers versus leaders. Management is about doing things right. Leadership is about doing the right things. Leadership is a skill. And the person who possesses this ability is known as a leader. A leader is a person who influences his followers to achieve specific goals. He's a person with a vision and inspires his followers in such a way that it becomes the vision gradually. He helps them in making the strategy to achieve the goal and possesses the good for sightedness along with other qualities like motivating the subordinate, creating teams, innovation, developing, trust among stakeholders, etc. A leader is required at all levels of the organization, which act as a representative of the organization as a whole. He encourages the whole team to work together and support them in accomplishing their task. As a guide or a philosopher. On the other hand, management is a discipline and the practitioner of this discipline is known as a manager. A manager is a person who manages the organization such that he is responsible for planning, organization, direction, coordination, and control. The other ones will get the work done by the employees in several ways and have the authority to hire and fire their employees. There are various types of managers presented in an organization such as top-level managers, functional managers, project managers, and general managers. That all of these Managers depend on the nature of work. Like top-level managers are held responsible for vision and mission of the organization. Functional managers are responsible for the different areas of their work like marketing, sales accounting, etc. Project managers take the responsibility of completing a certain project. And the role of the general manager is vivid. That is, the various activities performed in the business are managed by here. Let us look at the stock differences between a leader and a manager. Manager is concerned with achieving results, but provision, utilization, and control of the resources like people, money, facilities, equipment, information and knowledge. Leader, on the other hand, focuses on the most important resources. That is, people. Leader is always in a continuous process of developing and communicating a vision for the future, motivating people and gaining the audit engagement. Managers are responsible for planning and budgeting with the aim of producing or delete results. That also responsible for developing the capacities to achieve plants by creating an organizational structure and developing human systems that can implement plans as precisely and efficiently as possible. They take sole responsibility of ensuring plan accomplishment, then drooling, problem-solving, comparing results to the plan, identifying any deviations, and then planning and organizing to solve the problems. Leader, on the other hand, produces change by developing a vision for the future. Aligning people by communicating and creating coalitions that understand the vision and are committed to their achievements. Leader uses motivation to energize people by satisfying their basic human needs for achievement. A sense of belonging, recognition, self-esteem, and a feeling of control over one's life and the ability to live up to their own ideas. Qualities of a good leader. A good leader has the ability to inspire people. He has a vision and can invite that in His people as well. A good leader is always confident. He always maintain a positive attitude. He has excellent communication skills. He's not only open-minded, but enthusiastic as well. On the other hand, a manager is a taskmaster. He's disciplined and understands the value of time management. He's committed to his work. Just like a leader. A manager also needs to be very confident about his work. He needs to have effective decision-making skills and the competence to get the job done. It needs to have lots of patients as he will be dealing with people day in, day out. Last but not the least, he should be the master of the art of delegation. He should know how to put the right people at the right task and get the job done. Well, we didn't time-frame. After discussing a lot about difference between a leader and a manager, we can conclude that both are necessary for the organization success. Good leader and a manager can help the organization to survive in a long-run and compete with its competitors. 5. 5 Team Dynamics: Deemed dynamics. When it comes to team dynamics, the role of the team leader is extremely crucial. It is year where his leadership style will retest it to the core. What exactly is a team? A team is a group of people with complimentary skills who work together to achieve a common purpose. If we tried to break down this acronym, it comes to a very wonderful full form that is together empower each other to achieve more. And how true is that? A manager and leaders are the terms that don't necessarily always go hand in hand. Although there is no doubt that the two are linked and often overlap, there are some important elements of leadership that the title of manager doesn't cover. From innovation to effective communication. A true leader is a step about an average manager, bringing an injection of motivation and insight into the role that not everyone has the ability to harness. Here are a few of the leadership skills that you'll need to stand out and lead your team to consistent, long-term success, clear and effective communication. Now becoming a strong leader means mastering the art of communication. To reach the level of manager, you will have no doubt demonstrated some level of talent for this. But to set yourself apart as a leader, you need to make sure truly impactful communication is the heart of everything that you do. Strong team leadership requires not just regular, but still communication. While transparency on development within the company is valuable for team morale and development, a lot can be said for possessing, asked to judgment about what you share, to keep moral bite and your team driven towards success, approachable and available. As an integral part of your team, you need to be an ever-present member of the team, a presence at the very heart of everything that they do, depending on the demands of your job. That will always be instances when you're not physically around. But it's important that your team knows you're available and approachable. So they know they can come to you whenever it factors, setup regular one-on-one, and catch up with your team in this real-time in their development. And more than anything, nurture a culture of openness and approachability that fosters trust and respect throughout the team. The ability to lead. This guild refers to how clearly a leader sees his or her vision, shares it with the employees and inspires them to support that vision. The ability to lead also entailed how well a leader can motivate employees in order to get the desired business output. For example, each employee should understand how his or her job contributes to the company's overall sexist. Instilling this information is a part of a leader's responsibility and we'll help employees feel motivated and have a sense of purpose, Excuse, strong organizational skills. Your team will look to you to be person who's on the bond at all the times. From meetings to workloads and team projects, you need to know what's going on, who's doing what, and how to approach the next steps before anyone else does. Not only that, but if our patient runs smoothly and everyone knows their responsibility, then you also need to create solid guidelines for others to follow. This. That makes the other key aspects of team leadership easier to introduce. Delegation, consistency. Everyone has their bad days. This when the field diet unmotivated, distracted, unless than a 100% apart from the true leader, of course, your team relies on you to be measured and consistent in your role. It means explicitly setting a standard that your team can trust and lean upon. That includes everything from the way you address disciplinary matters through to backing them on get internal issues. Your team needs to know that they can trust you and know what to expect from you to get the best out of their performance. Respect to love others. Quality team leader is respectful of his team members. Respectful leader empowers employees by encouraging them to offer ideas about decisions that affect them. This, Let's team members know that the leader respects their input and opinions. The art of delegation. Delegation is one of those tasks that anyone can do. But effective and impactful delegation is an art and one that only most effective team leaders can learn to master. Delegating work does not mean passing on the stuff you don't want to do. It's about lightening your own workload, making sure that people are on the right task and empowering the team members at the same time. Becoming a leader at work means you have time pressures in other areas. So even if your natural inclination is to take everything pleased. In front of you upon you. It just not possible, nor is it beneficial to you and your team. By delegating new work to others, you give them the opportunity to expand the portfolio, gain new experience, and grow. As you delegate, aim to lead from the front. Fair, an example of integrity on quality team leader always do. It says team members fairly consistent with rewards and recognition as well as disciplinary action. A fair leader ensures all employees receive the same treatment. An effective team leader is honest and open with this team members. Leaders who possess integrity gain the trust of team members because they do what they see and treat others the same way they wanted to be treated. Confidence and knowledge. As a team leader, you need to command an impressive level of knowledge and carry that off with a lot of confidence. The two properties are linked to each other. If you know your stuff, when it comes to your industry, you will feel confident in your performance and your expertise will influence your team. It goes without saying that any credible leader needs to be respected by his or her team. If that respect is missing, it can seriously hamper your chances of being a good team leader, innovative and inspiring. One of the key things that says, inspiring leaders apart from managers, is the ability to innovate by bringing new ideas to processes and looking for new ways to improve the video team works. You'll lead by example and encourage others to find new ways to get the task done. You'll also inspire those around you to work harder and instant a practice of looking for constant improvement and development opportunities, which are the driving forces of success. Last but not the least, problem-solving skills. Leaders must know how to solve problems for their team and company. The best companies solve a particular problem for the appliance, and the best leaders solve the problem at work. For example, if an employee comes to you with a problem, your number one goal as a leader is to solve that problem in the best interests of both the company and the employee. Learning problems around for an employee can also inspire loyalty and retention. A good leader always knows his team. He knows his people very well. He knows their belief, influences his team. He knows the personality of each and every team member. He knows the best leverage for his team. And last but not the least, he also knows individual team member triggers. Let us look at some of the successful team treats. Clarity in team goals. Team members should be in agreement over the group's mission and have a clear vision and understand its goals. A plan implant helps the team identify what type of advice, assistance, training, and other inputs and material might be needed from time-to-time. Clearly defined roles. Team will operate most efficiently if everyone knows his or her tasks and responsibilities. Clear communication, the team will be stronger if there are productive discussions and everyone is kept informed. Beneficial team behavior. The teams should encourage all members to use skills and practices that make discussions and meetings more beneficial. Well-defined decision-making procedures. Team should always be aware of how to reach decisions. And HR that there is a consensus on the scene. Participation. Each team member has a stake in the groups achievement and participate in discussions and decision-making. Ground rules should be established early and followed and occasionally reviewed and revised. Awareness of the group process. Team members should be of it, of the group process and how the team functions together. Use of the scientific approach in teamwork, good data should be used for problem-solving and decision-making. Do's and don'ts of a team building for every great leader. Understand that the opposition is not everybody's perception. It will all depend upon how you go ahead and put forward your message. Be open to new ideas. A good leader is not only a teller, he also is a good listener. Be sensitive to people's feeling, respect, everybody's opinion, even if their opinion can be implemented or not, demonstrate honesty and integrity. Because only that will create the trust and faith in the leader. Be willing to delegate some responsibility. Because then you will be able to focus on more important task at the same time, make your team empowered and feel important. Always be clear in your communication. And last but not the least, be ready to compromise. Now let us look at the don'ts. Assume that everybody likes you. They will always be some members in the team who will disagree with your opinion or do not accept you as a leader. Be open to that, but however, keep working to ensure that you win the trust gradually with time. Assume everyone to participate a 100%. And that is something that is next to impossible. But a good leader will always motivate his team and ensure that everybody speaks up in the photo and put forward their ideas. Irrespective whether the ideas are good or bad. Demand instant changes. Changes always happen with time. Give you a people the time to accommodate these changes and gradually look at the progress and monitor the results. Expect all your expectations will be met. That is something that is next to impulsively, but always ensure that you put forward the region very clearly to your team so that your team is in sync with what the team needs to achieve. And last but not the least, lose your calm at the first site of conflict. Definite no-no. For any leader. The leader is the captain cool of his tea. So whenever conflicts arise, become and handle it in a most professional manner possible. 6. 6 Goal Setting: Goal-setting. Goal-setting is everywhere in our world. We set goals for our careers, our health, and our lives in general. It seems modern society is always encouraging us to think about the next milestone. However, what we don't think enough is the science and strategy of how to accomplish your goals. And that's what we will try to understand in this section. Why is goal-setting important? Now, goal-setting is the act of setting clearly defined goals and then working towards the goal achievement every single day. Goal-setting is important as you create a clear specific benchmark to work towards in business and life, which will help you determine whether you're being successful or not. Achievable. Goals that are specific and measurable can harness your emotional energy and ensure you feel confident and unmotivated every single day. Now, goal-setting is one of the most powerful ways you can get clear on the personal and professional goals you want to achieve in your future. If you want to take control of your life and develop personal goals and business goals that matter to you. It's essential to learn how to go and set and how to achieve your goals. So let us look at the steps involved in goal-setting from a leader's perspective. Focus on the final outcome. If you don't even know where you're going, how will you know when you get there? Some of the most successful entrepreneurs will build a business and personal region three years into the future, or maybe even five years into the future. Now through goal-setting the layout exactly what goals they want to achieve and then work backwards, setting defined goals that are timely and measurable. Goals, it should be clearly communicated with goal-setting is essential that you set realistic deadlines and metrics to measure the success of your mind needs a realistic deadline to take the bowl seriously. It also makes you more accountable to actually achieving the goals that you've said. Otherwise, you may feel you'll get it when you can and you won't be properly emotionally invested in the outcome or the result. The deadline you set for each goal should be challenging, exciting, but also feel achievable. Think about the impact of achieving each goal will have on your business and your personal life. Clarity of purpose, specific goals put you on a dendrite course. When a goal is weak, it has limited motivational value. Research has diamond again proven that goal clarity was positively related to oral motivation and satisfaction in the workplace. So set clear, precise and unambiguous goals that are implicit and can be measured. When a goal is clear in your mind, you have an improved understanding of the task at hand. Do you know exactly what is required and the resulting success is a photo source of motivation. Make it a smart goal. Useful way to making a goal more powerful is to make it a smart goal. While there are plenty of variance of smart, smart usually stands for specific, measurable, attainable, relevant, and time-bound. For example, instead of having to sail around the world as a goal, it's more powerful to use a smart good to have completed my trip around the world by December 31st, 2027. Obviously, this will only be attainable if a lot of preparation has been completed beforehand. Action plan. Don't worry that your dreams aren't realistic or that you might not achieve them. After all, you have friends and relatives to shoot holes in your dreams. Instead, ask not what if I fail, but rather what if I succeed? What about failure is pointless and destructive? The shortest weight to be a failure is to spend time worrying about it. Your boards won't just accomplish all by themselves. You will have to have a plan and you'd have to work towards that plan. You have to set goals on a lumbar of levers. First, you will have to create a big picture of what you wanted to do with your life. Then you break these down into smaller and smaller target that you must hit to reach a lifetime goals. And finally, once you have your plan, you start working on it to achieve your goals. Last but not the least, always, a monitoring mechanism. No matter what the goal is and how long it may take to achieve it. That is one specific action that all leaders should take in order to make sure they are moving in the right direction to reach their goal. Track the progress. And if need be, keep changing your strategies to suit the knee. Now once the goal is set, we create task along with sub goods and subtasks. The more fine tuned the steps are, the more successful we find ourselves in reaching the goal. Monitor daily progress. Find a way to track small incremental steps towards a larger goal, and track those small steps daily. Little accomplishments add up to big accomplishment. If a monthly or quarterly revenue target is your goal, find a way to track this on a daily basis to ensure that you are under attack or identify whether or not you're behind the drag. Weekly goal tracking. You can use all the software are not taking tricks that you want. But if you don't set time aside to actually check in on your goals, then they are just worthless. Put some private tracking sessions be at the start and end of each week. Use what you discover to book further meetings with the people involved. Moving the goalpost. If you added upgrading your goals often enough, then you risk missing out on the big ideas that can transform your business. Making a checklist and marking off your progress towards the goal will get you there. But is that really where you want to be? Travel, moral, meet new people, learn about life and stretch yourself and your goods further. Blend your time ahead. It's not enough to say you're going to accomplish the goal within a period of time without accurate planning of how you will get it. I like to create my schedule mountain at once with each step on how and when I'm going to complete the task to get me there. This will help me to track my progress every single day as I know exactly where I stand and what do I need to do in future to accomplish my objective faster? Use a dedicated app if necessary. Now, apps usually make our life easy and they are fun to keep track of your progress on your Google. Plus you can check into the app no matter where you are. There are a number of apps for doing this. So go ahead, search online and find the one that suits your needs. Keep a journal. Keep track of the progress of your goals by writing and keeping a journal. It only takes a few minutes to review them every night to ensure that you're on track. Always keep your eye on the price and never forget to appreciate to keep track of your progress on the goal. Instead of a reward system for yourself, write down your goals and choose a reward for each milestone you accomplished on the way to your ultimate goal. Setting up a reward system will not only help you track your progress, but will also help in keeping your team motivated to keep track of your progress on the good. Set up a reward system for you and your team members. Write down your goals and choose the reward for each major milestone you accomplish on the way to your ultimate goal. Setting up a reward system will not only help you track the progress, but will also help to keep everyone involved in the project motivated. Ultimate conclusion is having clearly defined goals is the cornerstone of every goal-setting exercise. Developing goals that are specific, measurable, and with a deadline will ensure you're emotionally invested in achieving the goal. The objective of this section was to lay down the foundation for successful personal and professional goals setting that everyone can follow so that they reach their bolts quicker. 7. 7 Team Control: Controlling the team. Managing people, isn't that easy? You have to know the right things to do if you wanted to bring out the best in the One Minute Manager. The one-minute manager by Gannett Blanchard and Spencer Johnson is a remarkable book about management. It is about a young man who is in search of an effective manager and is willing to work for one. Then the young man comes across a manager who calls himself the one-minute manager. As it took very little time for him to get big results from people. The one-minute manager shares the secret of his success with the young man. Grab a copy and read it. I highly recommend it. Being Duff and nice. Why the mode human leaders must be tough as well as nice. I believe that leadership should be more human because it paves the way for an atmosphere of trust and a culture of accountability to absolute essential for success. To predict even more simply, a more human leader needs to do two things at seemingly opposite ends of the spectrum. Tough and nice. Nice is the ability to nurture. Good, inspired this spec and truly care for the people. And lead by tough is about driving hard for success. Pushing metrics and measurement, setting high bars, holding people accountable and making the tough decisions. Good leader is always a mix of both fear and consequences. Leading by fear still seems to be common in workplaces. I have seen it often throughout my career. Many companies, they'll show a culture of fear even at the time their society is becoming more progressive and entrepreneur. One of the problems is that leading by fear can work. Fear is a powerful motivator. That is no doubt about that. However, it does not last in a long run, Leading by fear as a number of consequences that I've noticed in my Guardian. Leading by fear stops steamboat because teamwork thrives when people are in it together. I'm trying to accomplish a common good. Unfortunately, when you have fearful team members, they have a stronger individual goal and that is to avoid the source of their fear. Leading by fear also creates group is what happens when you have not just once good person, but a whole team. Sometimes they form collective group that works to get things done at all costs. Collectively motivated by fear, they were joined forces to do their work at the expense of the productivity of other team members. Fear sometimes even stops people from speaking up. When you lead by fear, people will stop offering their opinions instead of getting leaders are stuck in vacuum where they receive very little feedback. And leading by fear also gives the confidence in your team members. But as the most damaging consequences of fear-based leadership is that it destroys the confidence in your team when somebody is constantly belittled, criticize, and discredited, sometimes the fear makes them believe that it's true. So fear is always a double-edged sword. It has to be used very wisely only to boost productivity and Dr. discipline, but in a manner that empowers your followers and your team and helped build a relationship of trust. Appreciation. When employees know that the hard work is appreciated and recognized, they feel that their work is value. And this motivates them to maintain and improve their grade performance. Appreciation definitely improved workplace morality. Showing appreciation to an employee creates a ripple effect in the workplace, thereby creating productive and highly motivated teams. Always coach with facts. Coaching is a fairly young discipline. There are lots of definitions of this term coaching. Now putting can be defined as a process of providing an individual with feedback, insight, and guidance on achieving their full potential in business and personal life. It is a strategy used to help individuals reach their fullest potential and achieve the ongoing. Coaching with facts and data will create an atmosphere of trust and confidence that a person discovers inner resources that they didn't know about themselves earlier. The purchase questions help the Gucci to see the way of achieving their boots. Coaching helps a person to find your inner assembly point from which the way of approaching goals become much more clearer. Know your team's capabilities and delegate responsibilities. Learning how to delegate is not only about maximizing your old productivity and value, it is also about maximizing the productivity of your staff and your followers. Your job as a leader is to get the highest return on the company's investment in people. The average person today is working at 50% capacity. To be very honest with effective management and delegation skills, you can tap into that unused 50% potential to increase your staff productivity. Your job as a leader is to develop people and delegation is the means by which you bring out the best in them. The first step in learning how to delegate is to think about the job. Decide exactly what needs to be done, what kind of results are you expecting? The second step in delegation is to set performance standards. How will you measure to determine whether the job has been done to your satisfaction or not. The third step is to data minus scheduled and the deadline for getting your job done. 8. 8 Principles of Leadership: Principles of leadership. Everyone knows what leadership is, but few can actually articulate what it truly means. Creating a cohesive definition within your organization is a crucial step for developing future leaders and maintaining unity and strong leadership focus. Who then is a leader? A leader is someone who can see how things can be improved and who rallies people to move towards their best worship leaders can work towards making their vision a reality while putting people first. Just being able to motivate people isn't enough. Leaders need to be empathetic and connect with people to be successful. Be a risk-taker. Taking a risk to achieve a goal requires courage to face the fear of uncertainty no matter what the outcome. Either way, we grow through the progress and become more resilient and confidence. Building those skills, helping taking more risks and improve the chances of achieving future goals is taking leaders are responsible for developing and maintaining the risk culture within the organization. They do this by leading, by example, modelling a mature approach to risk, demonstrating a flexible risk attitude and able to take risk when it is appropriate and be prepared to act more cautiously if necessary. Create synergy for any leader who's wanting a result oriented team, that team must operate in synergy. Strongly setting clear outcomes of where the project is going in the future is the first step for any leader to establish. Your objectives need to be powerful, clear, and strong. Make them a declaration. Once you have your objectives and they connect to the emotions of everybody who's involved in it. Be sure to share them widely. The last part of designing teams energy is consistency in structuring of your objectives. Creative and critical thinking. Creative leadership and critical thinking drives productivity and foster success in accompany. Creativity is one of the most important qualities of the modern business leader. It also suggests strategies for leaders to improve and grow as creative leaders and help foster those leadership qualities in others as well. A good leader always has intelligence, insight, and integrity. Always have close inner circuits. In a book written by John Maxwell, he mentioned that no one can excel at 21 laws of leadership. This is why every leader will always need a deep, successful leaders have strong inner circle of people who collectively make the leader better than they would be on their own. So every leader needs an inner circle of people who are aligned around the mission, vision, and strategy of your organization and who possess ample character, competence and personal chemistry. Always share your vision with the story of vision is a picture of a better place. You see this picture in your head. It's what you and the world will look like because your products are deemed exist. In many ways, your team's vision is your opinion on how you think the world ought to be. A vision answers the question, what do you want to create when shared? A company vision is the most powerful way to motivate a group of people. It gives your team commonplace to strive for. When each person clearly sees that same picture of a backup place in their own minds eye. Each person connects to it and fields that pull up motivation. And one to create that place. In reality. A good leader is always sensitive, but at the same time he's always ready for new changes. Changing AT leaders have high emotional intelligence and exercise conscious discipline and self management. Ensuring that they're making the right choice between doing, managing, or leading through a situation. That is a distinct difference between managers and leaders. One of them being how they deal with organizational change. A leader has an entirely different vision to what the manager has. Managers will always feel change because it upsets The yet carefully structured way of life. While leaders will always embrace change because they know that change leads to new ways of growth and accomplishment. They always believe in the philosophy that changes, motivating changes, exciting. Growth only happens when things change. Life is for living. True leaders don't fear change. Nothing great is ever accomplished easily. But those who go on to achieve great heights will tell you that it was well-worth the right. Always study great leaders. Good leaders always studied great leaders. One of the other benefits of studying leadership theory is to become a better follower. In other words. The benefit lies in orderly understanding how to lead, but also in understanding how to work with the leader. If a follower, subordinate employee understands leadership theory, then when he sees an individual engaging a certain behavior, he better understands what and why something is happening and also has some insight into how best respond to that situation. Studying great leaders will give you a different perspective of looking at challenging situations in life. And that is always something that you can pick up from great leaders. The reality is that there is not a one-size-fits-all leadership style. Knowing which carry to use in each circumstance is really beneficiary. And last but not the least, reflect on what it means to be a great leader. Reflection sounds like a passive exercise you do by yourself. It seems to involve sitting in a chair, in a darkened room and journaling about the meaning of things. Maybe that's a part of it. But I think for leaders that is much more to do than that. Leaders reflect effectively, selectively, constantly and in public. And through their active reflection, they build skillful, capable teams that continuously become better versions of themselves. I ultimately assessing your leadership skills is about understanding your strengths and weaknesses. By achieving this understanding, you will be able to define the path towards improvement that's best for you. For those of you who find self-reflection difficult. Another way to evaluate your strength is to answer these set of questions that will give you a good reflection of your strengths and weaknesses. What am I doing right? Other task I'm doing driving me towards my vision. What can be done better? Are there any potential opportunities that I'm missing out? Do my people feel supported? Do I provide resources to my people to do their best? Is my communication clear, transparent, and effective, MI accessible, and available when needed. When negative thoughts arise, how do I deal with them? Last but not the least, if I was one of my employees, how would I repeat myself and why? Once you have identified your strengths and weaknesses, you can feel confident in creating a leadership development plan for yourself. The focus of this plan should be on finding ways that you can leverage your existing strengths while simultaneously closing the gaps in your experience or skill sets. Some potential solutions available to help you start building an exercising these skills include utilizing resources, utilizing three resources like book, podcasts and even geared towards aspiring leaders. Network with people, networking with others who share your aspirations and building relationships that could help you down the line. Find a mentor. Always find a mentor who has already rising through the ranks to become a leader. This could be someone within your organization or simply someone from your professional network. Attend a workshop or a seminar that is specifically designed to help you assess your leadership skills and build a plan for your improvement. Take more responsibilities at work, particularly those that will allow you to practice your skills, managing people and projects. And if possible, on a degree in leadership to help develop the necessary management skills required in today's ever-changing world of business emerges. Self-reflection is one of the best ways to deepen your inner knowledge and discover how do you do your work best. It can not only help you build your confidence, but will also help you bring out the best version of yourself. Leadership is a constant, ongoing process of learning and refining your management skills, influencing skills and understanding of the people working with you and for you to lead effectively, you need to stay ahead of the game all the time and be highly adaptable to changes and shifts in trends and attitudes. Regular self assessment not only keeps you on track, it also provides great guiding principles in your leadership duties. Ultimately, the conclusion is that is no cookie cutter template for leaders. And the best ones have usually developed their own style of getting the torch or the ears. The challenge of powerful leadership is to find a style that fits you the best and allow you to adapt to any situation, whatever it may be.