Term
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Definition
| an individual who significantly affects the thoughts, feelings, and behaviors of a significant number of individuals |
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Term
| Successful Leadership Requires what skills? |
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Definition
Communication Skills
Interpersonal SKills
Conflict-resolution Skills
Negotiation Skills
Motivational Skills |
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Term
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Definition
| Ability to speak and write persuasively |
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Term
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Definition
| To listen and hear what a people are saying and react in constructive ways(active listening) |
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Term
| Conflict-resolution Skills |
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Definition
| ability to handle friction and envitable tensions |
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Term
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Definition
| Ability to bring different groups together in order to reach mutually agreeable goals |
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Term
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Definition
| Ability to align people who may not report to you, but are trying to achieve the same goal |
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Term
| Components of emotional intelligence? |
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Definition
Self-awareness
Self-regulation
Motivation
Empathy
Social Skill |
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Term
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Definition
| the ability to recognize and understand your moods, emotions, and drives as well as their effects on others |
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Term
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Definition
| The ability to control and redirect disruptive impulses and moods. suspend judgement and thinking before acting |
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Term
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Definition
| The ability to pursue with energy and persistence, for reasons that go beyond money or status |
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Term
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Definition
| The ability to understand people's emotions |
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Term
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Definition
| The ability to manage relationships, build networks and find common ground |
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Term
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Definition
Coercive
Authoritative
Affiliative
Democratic
Pacesetting
Coaching |
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Term
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Definition
| This "do what I say" style demands immediate compliance. It is especially useful in turnaround situations, in a crisis, and with problem employees. However, using this style inhibits your organization's flexibility and can dampen employee motivation. |
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Term
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Definition
| This style mobilizes people toward a vision. Specifically, it provides an overarching goal, but gives others the freedom to choose their own way of reaching it. This approach is most effective when a business is at sea and needs direction, or during an economic or business downturn. This style is less successful when the leader is working with a team of experts who may have more experience—and may disagree with his approach. |
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Term
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Definition
| This "people-first" style engenders the creation of emotional bonds and team harmony. It is best used when team coherence is important or in times of low employee morale. But this approach's focus on praise may permit poor performance among employees to continue unchecked, and employees may lack a sense of overall direction. |
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Term
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Definition
| This style builds consensus through participation. It is most appropriate when organizational flexibility and a sense of individual responsibility is needed. The downside of this style, however, is that it may result in indecision, and some people may be left feeling confused and leaderless. |
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Term
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Definition
| This style expects excellence and self-direction. It works best for highly skilled and motivated people who work well on their own. Other people, however, may feel overwhelmed by a pacesetting leader's demands for excellence. Their self-esteem, trust, and, ultimately, their morale may drop under the regime of this type of leader. |
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Term
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Definition
| This style focuses on personal development. Coaching leaders help people identify their strengths and weaknesses, and tie them to their career aspirations. While this style is highly successful with people who want to change or improve professionally, it is largely unsuccessful with those who are resistant to learning or changing their ways. |
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Term
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Definition
Be persistent
Be consistent
Provide Feedback
Make communication two-way
issue calls to action
Choose media wisely |
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Term
| External Factors that motivate people |
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Definition
| Benefits, working conditions, salary, etc |
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Term
| Internal Sources of motivation |
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Definition
| Achievement, feedback, responsibility, etc. |
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Term
| dealing with difficult employees |
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Definition
Understand the problem
-what drives the employee?
-What is your part in the problem?
Consider range of outcomes
Discuss the problem and reach resolution
-describe the problem from your perspective |
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