“ Where would we be without TED Talks? Since 1984, TED has worked to share ideas relating to technology, health, and management, among other things. Throughout the years, speakers like Al Gore, David Blaine, and Douglas Adams have given talks, ostensibly to help inspire others to improve their lives. Here are 20 such talks that should inspire you to become a better leader:”
Via Roger Francis
Over 2,400 years ago, at the height of the Athenian enlightenment, Socrates asserted that teachers should help students to uncover information for themselves. This was a radical departure from the traditional approach of the time, which thought of students as empty vessels and of teachers as dispensers of information. The Socratic philosophy of teaching set the stage for coaching, which aims to unlock and increase potential and learning.
Whether a coach is helping a teacher improve, or a teacher is using the same skills with students in the classroom, coaching allows for a constructionist theory of education. This allows for the individuals to create strategies for themselves.
The Goal of Coaching
Coaching is concerned with long-term skill development rather than with quick fixes or temporary understanding. We define coaches as those who offer inspiration, guidance, training, and modeling, and who enhance others’ abilities through motivation and support (Longenecker & Pinkel, 1997). The goal of a coach is to increase achievement by helping someone:
- Find their inner strengths and passions in order to nurture self-worth and identity, - Have a voice in their own learning and negotiate collectively with the instructor to create the goals and objectives, - Passionately engage in talking content to increase memory retention and fuel motivation to learn, and, - Use their inner talents to bring their work to the highest level of scholarship attainable.
I was asked by a client what the difference was between coaching and mentoring, especially as they tend to be used in the same breath. Good question I thought and made me think about my interpretation of these processes. Whilst there are similarities between coaching and mentoring, the differences can be more significant than at first seen. Some organizations have found mentoring to be less expensive and provide a greater business impact than the higher profile coaching process that is talked a lot about in many organizations.
"Leadership and learning have dramatically increased in importance, but the capability gap is widening. As the economy recovers, companies see an accelerating demand for leadership at all levels, especially among Millennials….Only 6 percent of companies feel fully ready to address their leadership issues, only 10 percent feel comfortable with their succession program, and only 7 percent have strong programs to build Millennial leaders.”
Improving the front end of a program with a section process and adding in real world simulations ,micro learnings, and cohorts , the program becomes dynamic and gives new leader a opportunity to develop. Nothing really prepares you for that initial transition ... its time and experiences that gets you through that...
Every team is made up of different personality types, and some demand more time and attention from the leaders who manage them than others. As every team leader knows, there’s no hard and fast management strategy that fits every kind of employee. Short of that, though, there's a rough framework managers can use to decide how to direct their energy toward getting the most out of all the personalities on their teams. Here’s a quick rundown of eight of the most common personality types and how to manage each one.
Being a leader can be a daunting task. Everyone on the team expects you to know the answer, and rarely can you go an entire day without having to make a critical decision. The toughest part is learning when to speak up, and when you to delegate to someone else. Finding the perfect balance is one of the toughest parts of leadership.
For most first-time leaders, it seems that the default is to make a decision even if you don't know the answer. Unfortunately, when leaders approach the problem this way, it can lead to serious consequences. From my own experience, I've learned one of the most important parts of being a great leader is knowing when to keep your mouth shut. Below, I'll highlight three situations where as the leader you should not speak up, but shut up instead. Use these tips to keep your sanity, hold your team together, and be an effective leader.
Behavioral based interviewing is interviewing based on discovering how the interviewee acted in specific employment-related situations. The logic is that how you behaved in the past will predict how you will behave in the future i.e. past performance predicts future performance.
Traditional Interview vs. Behavioral Interview
In a behavioral interview, an employer has decided what skills are needed in the person they hire and will ask questions to find out if the candidate has those skills. Instead of asking how you would behave, they will ask how you did behave. The interviewer will want to know how you handled a situation, instead of what you might do in the future.
Questions in a Behavioral Interview
Behavioral interview questions will be more pointed, more probing and more specific than traditional interview questions:
Give an example of an occasion when you used logic to solve a problem.Give an example of a goal you reached and tell me how you achieved it.Describe a decision you made that was unpopular and how you handled implementing it.Have you gone above and beyond the call of duty? If so, how?What do you do when your schedule is interrupted? Give an example of how you handle it.Have you had to convince a team to work on a project they weren't thrilled about? How did you do it?Have you handled a difficult situation with a co-worker? How?Tell me about how you worked effectively under pressure.
“ In a matrix organization structure, individuals are allocated to projects based on need, availability, region, and other factors. While this fluid structure has definite merits, it also presents le...”
Via Anne Leong
“There is every reason to take advantage of your morning routines. Because we are always more productive after we wake up, taking advantage of the morning will prove beneficial in the short and long term.”
Via Daniel Watson
“Don’t you “love” it when someone asks, “Do you mind if I give you some feedback?” You can’t say, “Yes, I do mind,” especially if it's the boss. Wouldn’t you like to say, “Frankly, I do mind. Just k...”
Via Tom D'Amico (@TDOttawa)
Your heart is pumping furiously, your hands are feeling decidedly clammy and your attempt to calm yourself by imaging what the audience might look like in their underwear has backfired spectacularly as the mental image of what sweaty Steve might look like in his not so whitey tighties fills your mind. Gulp, here goes – it’s time for your presentation.
“There are three secrets to managing. The first secret is have patience. The second is be patient. And the third most important secret is patience. ” – Chuck Tanner
Managing people is not easy. It takes patience and practice. It takes experience and patience. It takes insight, foresight, hindsight, and of course patience. Many people think that managing people is easy, right up to the time they actually have to manage people. Actually, anyone can manage people. But if you want to manage people well, avoid turnover, increase productivity, improve morale, and gain trust and respect, well, that’s another story. You will never become the perfect manager. All of us who have managed people continue to learn, and with knowledge comes experience and with experience comes improvement. So even if you’ve managed people for years, here are ten tips that I hope will help you become a better, more effective manager
The best way to invite good new things into your life is to make room for them. Just as you declutter your office and home, from time to time do a check and throw out anything that isn't helping you make your success achievable.
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