#leardership

[mindsetci]

La peur🙄 est une partie de nous elle reste bénéfique peut importe notre chemin. . 🌌@mindset_ci 🌌@mindset_ci . . . . . . #mindest #mindestci #frenchentrepreneur #entrepreneur #leardership #cotedivoire #abidjan #africation #formationprofessionnelle #citationdujour #buisness #professionnels #formationprofessionnelle (à Abidjan, Cote D'ivoire) https://www.instagram.com/p/CoaXHvkjD0F/?igshid=NGJjMDIxMWI=

[teambuilding-team-mpa]

C’est dans le bel écrin du domaine de Preissac que ces manager d’une banque régionale ont relevé le défi de notre pipe-line pour illustrer le thème du séminaire (communication interne).

[psktechnologiesnagpur-blog]

Day 2-

LOTS

LO Officer's Training Seminar Done successfully

[fourthquadrant]

What makes employees put in their best?

While an organisation is built around the idea of a common goal based on its vision, mission, and values, it is crucial that the professional aspirations and expectations of each of its team members are also addressed. This ensures a harmonious relationship between the organisation and its team members; an environment where individuals are motivated to do their best. Here are three ways in which you can find out what your employees are looking for.

Obtain quick and regular feedback

We live in the digital era. Attention spans are short and patience is limited. People expect speedy redressal of issues. Quarterly, half-yearly and annual reviews are passe. As is the practice of seeking feedback through lengthy forms. Let the procedure not be viewed as an impediment, a mundane exercise in form-filling.

Now or never is the new mantra. Many organizations have learned that quick and regular feedback is more suited to addressing employee-related issues. Keep the questionnaire brief and easy to answer without missing out on the specifics. An employee is more likely to be enthused about responding to short monthly surveys than longer-format probes spread over months. The former also ensures that issues are addressed as and when they crop up

Encourage manager one-to-ones

The bond between a manager or team leader and individual team members is perhaps the most crucial in an organisation. Individuals seek guidance, motivation, and encouragement from their immediate manager. A supportive manager can be the difference between an outstanding employee and an average one.

Encourage managers to have one-on-ones with individual team members. Employees are more likely to open up to a senior they trust than an impersonal mechanism to elicit feedback. Further, hold managers accountable for their team’s plans.

Break the hierarchy

Hierarchy, though essential to an organisation, can often become a barrier to knowing what employees want. Let hierarchy not become rigid enough to prevent the flow of ideas and feedback.

Skip levels with team members to know their views about the work environment and working with their manager. Follow this up by getting managers to have conversations with team members about the findings and what they are going to do about it.

These simple but effective measures can go a long way in building harmonious work relationships beneficial to both, the organisation and the individual.

To know more about Leadership and People Management visit our website www.fourthquadrant.in

[iztarshi]

I'm kind of obsessing over the argument the turtles have in Turtle Trek. It's just:

Raphael - for the only time in 87 - directly challenges Leonardo's leadership and tries to throw down about it.

This is influenced by the 90s movie, which was very popular, and the series went in a darker direction in an attempt to match it.

These are still the 87 turtles, with 7 seasons of a very different context behind them, and they don't do this the way any other Raph and Leo would.

For one thing it's not a Raph vs Leo argument with Donnie and Mikey being less involved. The argument is, as it often is with this team, 2 vs 2. "We have to help people, no matter what, because it's the right thing to do" (Michelangelo and Leonardo) vs "we want to help people, but we also want to not get killed by the people we're trying to help" (Donatello and Raphael).

There's a guy who has supposedly been acting as a guide through dimension X after they helped him, but he's been leading them into trouble a lot. Raphael doesn't trust him, Michelangelo thinks they're all being too hard on him, Donatello thinks that statistically they're not doing so well by following him and he probably is betraying them, and Leonardo thinks his team should stop fighting - but also he is the one who had the final say on bringing this guy since he is the leader.

Raphael: I’m telling you, this guy is leading us on a wild goose chase. Michelangelo: But, dude, he knows dimension X and we don’t. Donatello: But we’re in the middle of nowhere. ~this is what we get for not having a plan~ Leonardo: I don’t see you coming up with a plan. Donatello: Me! You’re supposed to be the leader, Leonardo. Leonardo: And we’re supposed to be a team. How can I lead when you guys fight all the time? Raphael: Maybe what we need is a new leader. Leonardo (coldly): Really. You want to explain that remark? Raphael: No. Let’s just have it out right now. (Raphael draws his sai and Leonardo draws his swords) Leonardo (shoving his sword into the ground): You’re not worth fighting.

Leonardo's reaction and saying Raphael's not worth fighting is also a bit different from it would be in other contexts. It's insulting, yes. But Raphael suddenly trying to pick a physical fight with Leonardo over leardership isn't like if 90s movie Raphael, for instance, did this. It's more like if 90s movie Mikey did this. It's out of nowhere, and Raphael's clearly very upset to even be trying it, but also he can't really win against Leonardo. And Leonardo's angry with him but also not very eager to beat him up.

And then - when the guy turns out to have lead them into trouble again - Donatello blames Michelangelo, who has been the most insistent that Splinter would want them to trust this guy.

The dynamics are just... there's no split that foregrounds Leonardo and Raphael as the ones who have the big opinions about the team's direction. They all have quite a lot of opinions.

[garbage--account]

Random opinion #6, 'cause IE ares was disapointing and it makes me sad😢 (part 3) :

4. Asuto : i'm just talking about him 'cause i am not invested in the rest of the team. The death of his Mother is sad and all but what sets him apart from Endou and Tenma? Not much actually... here is what I propose for him : Asuto being a islander school boy raised by a single mother who is getting sicker and sicker. The islanders are quite elderly, religious and reject/fear modernity. But also very united, very family and community driven and help each others. School is the only thing that prove to Asuto the modern world exists and soccer club the only thing purely fun allowed on the island ('cause it is expected of him to find happiness in "hard work" and "founding a family") and that links all the (very few) younsters on the island. But soccer clubs needs funds to exist, the people too poor to give money for this and desapprove reaching to corporates. So soccer club is doomed to dissapear soon. To add salt to the injury, mom is about to die. Before passing away, she gives Asuto the (thin) inheritance so he can survive sometimes and asks him to search his biological father that never paid child support and vanished before his birth. She gave all the info she got about him so he has a chance to find him and having a parent to take care of him. Orphan, with limited money to survive and having his only source of distraction being ripped away from him, Asuto understand that he is doomed and will not find his father if he doesn't move from the island. He convinces his soccer team to follow him (initially to help him in his quest), despite the desapproval of the adults. They warn them about the evil and unholyness of the modern world since Asuto and co. will go no matter what. One in Tokyo, they discover a world that is so strange and overwhelming for them. They struggle to use public transports, to find a roof and food, and renseignements they need. Fortunatly, they are helped by a chinese coach and his peculiar assistant, who happen to work at Raimon and know about events and tournaments linked to soccer, and accept to train and help them on their quest. Despite not being the captain nor the eldest member, Asuto is stubborn and the main character, takes the leardership for himself 99% of the time, which will result in conflict with his teammates, especially Michinari, the captain, who struggle to be assertive, and lead the team to some misadventures and dramas. During his time in Tokyo, he and his team are defied by various players from rival teams that think they are stupid, retrograde, just some country guys that doesn't undertand life, mocking them. Especially Haizaki, a striker from the hoods and that tries to avenge his childhood friend that corparate abused for experiment. The 2 will later get along, to stop corporates to mingle in middleschool soccer together, facing Nosaka and Nishikage, players raised and representing the interests of corporate. Asuto also takes advantage to his stay in Tokyo to investigate about his father, who is supposed to be an ex-japanese soccer player. Okay this was long, but it ain't over yet!

[gartazi]

Me ranting about work, don't mind me

I'm so bored at work

I'm so annoyed with people not making any decision because they don't want to be made responsible if they fuck up

I'm having more and more difficulties pretentending to accept stupid authority (unlegitimate/incompetent leardership)

I'm so tired of people that are inept with the most basic form of professional communication

[shriramglobalschoolnoida]

Importance of sports Sports develop physical as well as mental strength in students. Daily physical exercise is essential for students because exercise not only helps students to stay healthy but also helps to improve their emotional fitness. Sports should be a major part of the school curriculum because if students stay emotionally and physically healthy, they can easily focus on their studies. Students have to participate in school sports to increase confidence, mental alertness, and self-esteem. Sports are important in schools because it helps to teach various skills to students like leadership, patience, patience, team efforts, and social skills. Here are some glimpses of different sports activities performed by our SRGSIANS #SRGS#bestschool#schoolwithbestsportsfacilities#sports#bestsportsactivity#stayhealthy#physicallyhealthy#exercise#emotionalfitness#leardership#patience#socialskills#confidence#

[straighttalks]

Michele Hughes, VP, IT & Global Business Services, P&G, on how women can become better leaders

[teambuilding-team-mpa]

Les équipes de team MPA roulent beaucoup en ce moment. Petit souvenir de Bordeaux avec une équipe d’ingénieurs qui a exprimé tout son talent de construction et de communication autour de notre pipe-line.

[fadhilahnfhd]

Pergiliran waktu, pergiliran generasi, sampai pada waktunya kita berkata pada kedua-(keempat) orangtua, nenek kakek leluhur...

"Yah, Bu, / Pa, Ma, tenang, insyaaAllah kita kita siap ngelanjutkeun tugas pembangunan Negara Kesatuan Republik Indonesia. Lewat karya, lewat ilmu, lewat tertunaikannya cita-cita kemerdekaan yang ada di dalam Pembukaan UUD45. Iya, Yah Bu/ Pa, Ma, mewujudkan keadilan bagi seluruh rakyat Indonesia. Mohon berkenan doakan kami."

-----

Dear Eyang Habibie. InsyaaAllah kami siap melanjutkeun cita cita luhur Eyang, juga Eyang -Eyang kami yang lain, Kakek Nenek kami... Mewujudkan cita cita kemerdekaan Negara Kesatuan Republik Indonesia...

Matur nuwun sanget inspirasinya. Langkah-langkah Teladan yang diberikan sepanjang usia Eyang untuk kami, untuk Indonesia. Semoga ALLAH menempatkan Eyang di tempat terbaik disisi-Nya... Aamiin aamiin yaa robbal alamin...

Kompre day 3, 11 September 2019 | FadhilahNF

[fourthquadrant]

Fundamentals to build a High Performance Culture

For an organisation to achieve its vision, an organisation must look to its workforce to help deliver the vision by building a strong culture based on its core values.

Organisations seeking to remain commercially competitive can achieve only so much with improving systems and processes within an organisation or defining an excellent business strategy. To become more innovative, productive, diverse, safe, and skilled or to improve quality of the goods and services offered requires a greater level of engagement of the people working within the organisation. The level of engagement is driven through the culture that exists within the organisation. Quite often we overlook the causal factors when things fail.

How many organisations develop a brilliant strategy and then fail to execute?

How many embark on a major change that does not get successfully implemented or takes too long?

How many leaders sit at the executive table where good decisions were made, agreements achieved, commitments made, then only to watch, perplexed, as little or nothing happens?

How often do we see creative ideas and innovative plans become stymied by bureaucratic processes and energy-draining efforts? In most cases the cause is the absence of a performance culture.

Key Fundamentals to build a high-performance culture A simple “V-S-C” framework can do wonders to build a high-performance culture. Simply put, an organisation needs to assess the performance culture across its:

Vision and values

Systems and structures

Capability and credibility

1. Vision and values – Build a shared meaning For people to be interested enough in the future of the organisation they need to feel that what they do is important. People need to feel that their effort is making a difference. They need to feel that what they do is worthwhile.

2. Systems and structures – Allow people to get involved The structure of an organisation represents the division of functions and roles. The key focus is how these functions and roles interrelate and coordinate to create a whole and how the structure facilitates or inhibits opportunities for people to influence what happens and the extent to which they are involved in helping the organisation improve the way it operates. Staff members must be given the opportunity to provide input to the decision making process. For innovation to occur, people need to believe that they can challenge the status quo and that their voices will be listened to.

3. Capability and credibility – Give people autonomy & great leaders to do their jobs well All the systems in the world will only be as good as the people employed or engaged to give effect to those systems and structures. Having people, senior leaders (and indeed all leaders) with the right capability to lead and manage performance (and even inspire high-performance) is essential.

However, even with highly-capable leaders and managers, organisations need to regularly watch out for these individuals having the necessary “credibility” within the rest of the organisation. Do they walk the talk? Are they themselves performing in the manner that resonates with the high-performance mantra?

Organisations that perform well, against the benchmark have constructive cultures that lead to: – 27% better teamwork – 68% better cross-functional coordination – Staff that are 76% more motivated – Staff are 35% more satisfied in their roles, and – The organisation is rated as being 45% more adaptable to changes in its external environment (innovation)

Connect with our expert team at Fourth Quadrant today to discover how we can help your organisation succeed through quality talent and people management.

[dgreat111-blog]

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[profoundbanditpeanutkid]

ADVICES are given by EVERYONEONE.But GREAT ADVICES are given by FEW followed by LESS ❕🤍 #koushiksarkar829 #leaders #leardership #influence #trust https://www.instagram.com/p/CQqQcF1NvUFLyDFuX8td9LCRuIvicQ6ZHGxzyA0/?utm_medium=tumblr

[transformwithmahesh]

Challenges become an opportunity when we are with like-minded people... . . #team #teamwork #dreamfighters #dreamers #leardership #leaders #teambuilding #teamleaders #motivatedpeoples #teamindia #thane #mulund #BHANDUP #KALWA #MUMBRA #kopari #mumbai #maharashtra #india #transformwithmahesh #bizcoachmahesh #fitcoachmahesh (at Viviana Mall) https://www.instagram.com/p/COHlA06ByiK/?igshid=1edwmx8on8mwe