Develop leadership of self, team and organization.
"You are not a leader until you have produced another leader who can produce another leader." - Dr Stephen Brown
These areas of leadership responsibiliies are interconnected and crucial for effective leadership in any organization. Leaders need to balance their attention across these areas to ensure the organization's success and growth.
The purpose of business development is to identify and pursue opportunities for growth and expansion. Involves creating and implementing strategies to attract new customers, enter new markets, and increase revenue and profitability.
We can't help people if they do not know/remember that we exist, or don't understand the problem we solve.
Effective communication is essential for successful leadership. Leaders must communicate the organization's vision, strategy, goals, and expectations clearly and consistently to all stakeholders, ensuring alignment and understanding.
Ensure that expectations are clearly defined, delegated and that people know how to meet expectations.
Decision-making is the process of choosing the best course of action among various alternatives. Leaders make decisions to address challenges, capitalize on opportunities, and guide the organization toward its objectives.
Improvement focuses on continuously enhancing processes, products, and services to increase efficiency, quality, and customer satisfaction. Leaders encourage a culture of continuous improvement and support initiatives to optimize performance.
Risk management is the process of identifying, assessing, and mitigating potential threats that could impact the organization's objectives. Leaders proactively manage risks to safeguard the organization's reputation and sustainability.
Operational management involves overseeing day-to-day activities and processes within the organization. Leaders ensure that resources are allocated efficiently, and operational goals are achieved to meet overall strategic objectives.
Operationalization is the process of translating strategies and plans into actionable tasks and measurable outcomes. Operationalizatioin increases the probability of people doing what you need them to do (execute on strategy/reach goals/use insight/adhere to expectations/lead others), both in the short and long term.
Organizational development aims to enhance the organization's capabilities and well-functioning to adapt and thrive in a rapidly changing environment. Leaders facilitate learning, talent development, and cultural changes to promote long-term growth.
Change management involves guiding the organization through transitions, whether they are major organizational changes or smaller process improvements. Leaders must effectively communicate, prepare, and support employees during periods of change.
Organizational behavior studies how individuals and groups within an organization behave and interact. Leaders use this understanding to align behaviours wih organizational expectations and foster a positive and productive work environment.
Performance management involves setting clear goals, providing feedback, and assessing individual and team performance. Leaders establish performance metrics and use them to drive improvements and recognize achievements.
Self-development involves continuous personal and professional growth and improvement. Effective leaders invest in developing their skills, knowledge, emotional intelligence, and leadership competencies. They seek feedback, engage in self-reflection, and actively pursue learning opportunities to become better leaders and role models for their teams.
Stakeholder management involves understanding and engaging with various individuals and groups that have an interest in or are affected by the organization's activities. Leaders build relationships and communicate effectively with stakeholders to maintain support and cooperation.
Strategy encompasses the formulation and execution of long-term plans to achieve the organization's vision and mission. Leaders develop and communicate strategic objectives, guiding the organization toward a sustainable and competitive future.
Team management involves leading and guiding teams to achieve their goals. Leaders inspire collaboration, foster a positive team culture, and support team members in their professional development.
Ensure people understand, trust and behave in accordance with expectations, decisions and eachother.
Compliance is the state of being in accordance with established guidelines or specifications, or the process of becoming so.
Delegation is the assignment of authority to another person to carry out specific activities. It is the process of distributing and entrusting work to another person, and therefore one of the core concepts of management leadership.
Maintain concentration, time and resources on what matters most.
Help people to meet (and hold them accountable to) expectations.
Make people able to complete work effectively and comfortably on their own.
Competency management is the practice of identifying the key skills necessary for an employee to reach target performance in their specific role, and then developing and optimizing those skills to best align with the business strategy of an organization.
Role clarity refers to the clear and accurate perception of roles, responsibilities, values, and processes at work. It is the degree to which employees have a clear understanding of the expectations and behaviors which are aligned with the goals of their jobs.
Team effectiveness is the capacity a team has to accomplish the goals or objectives administered by authorized personnel or the organization.
Be the leader the organization needs at it's current maturity stage.
Management is the art and science of managing the resources of an organization.
Leadership
Leadership
Leadership
Leadership Operational management Organizational clarity
Leadership Leadership style Management Organizational development Employee experience Leadership support and enablement Organizational health People development Organizational resilience Leadership support and enablement
Management Leadership Leadership support and enablement Leadership development
Organizational development Leadership Leadership style Organizational structure
Leadership Personal development
Leadership Scaling up Leadership support and enablement