By Donna J. Dennis Ph.D., Debbie Meola
What makes a superb chief? self assurance? belief? imaginative and prescient? the facility to motivate? the answer's advanced. the excellent news is that fab leaders are made, now not born, and the features linked to powerful management may be assessed, taught, and constructed. This name is predicated at the best-selling seminar by means of the yank administration organization. Containing useful instruments, together with checks, suggestions, and reviews, this ebook indicates readers how one can take their enterprises into the longer term, motivate these round them...and in achieving past what's anticipated.
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Additional resources for Preparing for Leadership: What It Takes to Take the Lead
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3. Encourage them to keep trying; offer a lot of support. 4. Help them see what needs to be done to get the best results. You are likely to do all of the above. Think of your role as consultative. You do want teams to move through this stage. However, it’s not uncommon to experience conflict about readiness. Sometimes leaders personalize stage two differences in opinions. The result is defensiveness or attacks from members of the group that only escalate conflict. Just remember: Conflict can be a good thing.
Moving individuals to a developmental level where other options are possible is the goal. So what is the right response to a group in stage two? 2 Stage two leader. members have some skills, but they aren’t ready for total independence. They may lack the confidence to take on total responsibility for the work they need to do. Here are some choices to consider: 1. Continue to provide direction. 2. Try their ideas. 3. Encourage them to keep trying; offer a lot of support. 4. Help them see what needs to be done to get the best results.
She will just teach them how she does it, and they will improve their results. It’s a simple matter of showing them how to replicate her success! • What stage is Rupal’s team in? • Is she approaching her leadership role effectively? CASE B: The HR Director Jason is the new HR director. He transferred from another division and is known for being very direct in his interactions with others. His feedback is timely and specific. He has been successful with a variety of projects. This promotion, however, is a challenge because the team is accustomed to working very collaboratively, and that is not Jason’s preferred style.
