Management Book Sharing

 

The Secret- What Great Leaders Know And Do-Ken Blanchard & Mark Miller

Leadership

• True leadership has nothing to do with one’s level in the organization.
• Leadership has 2 component, Being & Doing
• Leadership like an iceberg, below the water is the character, above the water are skills of leader,actions & activities he/she does that is visible.
• Effective leaders needs both
• Great leader « SERVE »
• 5 essential way great leaders serve.

 

SEE THE FUTURE -Where Are You Going?

• To envision & Create a compelling picture of a preferred future-VISION.
• Dealing with Head up & Head down issue.
• Head up- See and communicate future (work on tomorrow)
• Head Down- Help people with implementation- making vision reality.(Work on today issue)
• What do i want our organization to accomplish?What would that look like? How would we measure our success?
• What do i want to be true in future which is not true today?
• Why should others care about this preferred future?
• How will we measure our progress?
• **Like water in the bucket, a vision evaporate & must be constantly replenished- that is communicated

ENGAGE PEOPLE

• Leader need to make time today to ensure there is a tomorrow.
• Engage consists of :
• 1.Selection, Right people for right job, best leader work diligently to select good people. Rather lose a candidate than a team member.
• 2.Level of Buy In engage people in cause & the work, every pair of hands you hire, you get a free brain.
• Changing or Fixing people is difficult, “No matter how long the runway, that pig ain’t gonna fly”.
• Key Questions
• What do engaged people look like in my context.
• In the past, what factors have led me to be fully engaged.
• Which of this factors are missing in my followers?
• What do my people need to be more engaged?
• How can I help my people to grow-as a group & individually?

REINVENT CONTINUOUSLY

• 3 components of reinvent continously
• 1.Great leader always reinvent continously on a personal level,always interested to enhance own knowledge & skills.(reading, attending training,spend time with mentor,listen to podcast,audio books etc).
• 2.Instill the desire for improvement into people doing the day-to-day works in systems & processes.
• 3.Drive organization structure to meet the ever changing demands of business.
• Key Question
• As a leader, how do I need to change?
• What should my development focus be for the coming year?
• In what arena do I want a different outcome?
• What needs to change to make that desire a reality?
• What Structural changes could we make to accelerate progress?
• **A failure to pursue & embrace new ideas leads to stagnation in people and organization.

VALUE RESULT AND RELATIONSHIP 

• Success is both result and relationships
• People don’t care how much you know until they know how much you care.
• Valuing Relationships-Get to know people outside the work.
• Be, Do, Have,Help Framework in their lifetime.
  • What they want to be
  • What they want to do
  • What they want to have
  • What they can help
  • Key Questions
  • What happen if i over value result or relationships?
  • Which is my personal bias as a leader- results or relationship?
  • How can i compensate for the area that’s not my natural strenght?
  • How can my team help me in this area?
  • What will be the consequences if i don’t broaden my difinition of success?
  • **Failure to value both result and relationships will underminelong-term performance

EMBODY THE VALUE

• Gain the trust of your people.
• Be a serving leader not a self-serving leader.
• Walk the talk.
• Build Trust and Credibility, Do more than articulate the values.
• Key Questions
• What values or beliefs do i want to drive the behavior of my organization?
• How can i communicate this value?
• Which of these values do i most consistenly model?
• Which of these values do i need to work on?
• What are my actions communicating?
• ** If leaders doesn’t embody the values, the trust of his/her followers will erode, & ultimately the leader will forfeit the opportunity to lead.

 

 

The Leadership Pipeline– How to build the leadership-Powered Company by RAM CHARAN/STEPHEN DROTTER/JAMES NOEL

Why we need to develop  leadership in organization?

•Talented leaders is scarce & tend to move from one organization to the others & organization need to pay through the nose to retain them. •Organization need effective leader at all level & location due to IT revolution, globalization & deliver ambitious promises to stakeholders.

The Model