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Leadership and team development
Leadership and team development
Leadership and team development
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Pushing Fellow Managers Beyond Limits
Audience: 10 department managers of XYZ Corp. A special meeting has
been called by the CEO. He has asked each manager to present a 5
minute talk about a personal hero. [I am the Human Resources Manager].
======================================================================
Purpose: To motivate fellow managers to into purposeful and decisive
action, which pushes them beyond their current limits.
MY WAY
======
The Fred Hollows story
----------------------
Quote: "When I've seen an opportunity I haven't sat down and called a
committee meeting about it… we've gone and done it."
We sit here today, talking about how we can take decisive action. I
can't help feeling some irony in this, and while researching for this
meeting I paused a few times to wonder what my hero would have thought
about this. No doubt he would have thought we were bloody idiots, and
I don't doubt he would have used those words - if not something
stronger.
My hero is Fred Hollows, the "eye doctor".
The legend of Fred Hollows the man almost overshadows his work, which
is no mean feat considering his amazing body of work, and the enduring
legacy of the foundation he left behind. There is little doubt there
have been better scientists, or more skilled surgeons produced in
Australasia: Howard Florey, Victor Chang come to mind, but none
captured the imagination, or personified the great Australian
qualities of egalitarianism and larrikinism as much as Fred.
Born in Dunedin, New Zealand in 1929 of Christian socialist parents,
Fred Hollows originally wanted to be a missionary. But as a youth he
w...
... middle of paper ...
... time, "Nothing in the equation is insuperable. If we
can do this, the world will sit up and take notice." The money was
raised, and the program was a success. Now, the work of the Fred
Hollows Foundation has spread throughout Africa, Asia and South
America. The number of people who have had sight returned is over a
million.
Being diagnosed with cancer in 1988 did not stop Fred. He continued to
work - as well as drinking, smoking and keeping up with the cricket
scores - tirelessly. Fred died in 1993, surrounded by his family, and
took active interest in the progress of the programs he had initiated
right up to his last day.
I believe that if, like Fred Hollows, we take on a "can do" attitude,
have the strength of our convictions, we can not only turn this
company around, we can have a bloody good time doing it.
For this particular project I selected a topic covered in one of the chapters in the book, “The Exceptional Manager” in chapter one and show how this topic is illust...
Promote conscious awareness to stay away from making irrational decision that can be detrimental to people and the organization.
Tichy, N. M., & Ulrich, D. O. (2003). The Leadership Challenge-A Call for the Transformational Leader. In
In order to rid what he considered wrong – poor communities unable to obtain basic eye care- he decided to generate the foundation known as the “Fred Hollows Foundation.” The Fred Hollows Foundation is a non-profit aid organization based in Australia, whose intention is to fight for change, look after the wellbeing of the Indigenous, empower communities, treat, and prevent blindness and other vision issues.
As a leader in the West Divisions customer care team, we are asked to frequently participate in large projects that directly impact our customer or employee experience. A few examples include an internal communication system I developed that allows real-time data about our center, any important news, and internal communications to be broadcast throughout our facility. The system is fully dynamic, meaning no human interaction is needed as the system will update with new information as it becomes available through a number of sources. This system is now recognized as the company standard and I have been asked to assist in its deployment across multiple contact centers. My peers and I also work with our national teams on subjects as large as our promotional strategies down to the smallest detail of our operation such as the frequency of break room cleaning. Our influence is large but, like with most large corporations, movement can be slow. This is something we have been working to change, which I believe is our biggest triumphs. We have been advocates for expediting any changes that positively impact our customer or employee experience and in the last year have become the testing facility for most new employee initiatives. This has enabled me to have a much larger impact on our company’s behavior by providing my peers and I direct influence over future national programs and
After the interview with Ms. Howland, it was realized that this is not an ordinary leader. Although her function does require her to demonstrate elements of transactional leadership during the conduct of an average day in her work environment, it became obvious that there was more to her leadership style. Ms. Howland demonstrated the use of transformational leadership as a way of motivating and inspiring her team and those around her. Throughout her nine years at Crescent Point Energy, Ms. Howland has been the driving force behind many changes during the company’s evolution from a small to intermediate player in the conventional oil and gas sector. From her position within the Accounting Department, the company’s growth and her vision for the future was used to gather resources and sell a vision to upper management as well as her peers and subordinates within the corporation. With that said, it will be shown that selling the vision to upper management was only the first step in the direction towards a new vision and corresponding behaviours across her department.
leaders must have cultivate influence. Leaders are among the elite, he is not immune to the work done on the line, but must come together to achieve organizational goals through active participation and efforts of others(Dean,2010). Each leadership’s role guide the direction, incentive motivation, communication and coordination, we need other people willingly accept that intellectually approved unanimously in the desire of seeking simultaneous up and down with the desire.
In a Healthcare environment, a leader by title is someone such as an administrator, director of nursing, supervisor, or a head nurse (manager). These “titled executives” have the task of creating overall healthcare plans, which are designed to instruct subordinates on their daily routines; and creating patient plan of care, which are designed to instruct subordinates on how individual patients will be cared for. Nonetheless, an effective leader, or “true leader”, is someone who positively motivates and encourages followers by clear, understandable instruction; and leads by example. (Atchison, 2004)
Implementing successful communication strategies throughout the organization begin with the hospital’s core mission and values. The alignment of the goals within an organization must support the workflow in order to gain the results desired. As the demands of the hospital continue to rise, we must perform more work with less staff leaving an unwanted gap. By utilizing a workflow complementary to the operational aspect, employee buy-in is essential. Staff throughout the hospital drives the organization. By retaining these individuals, significant cost-savings occur within the hospital. Robinson, senior editor, (2012) suggests “Hospitals aren’t like other businesses. Reducing price isn’t a possibility-not when insurance companies, the government, and HMOs scrape remuneration to the bone”. Therefore, investing in employees is essential. Hospitals must get the best from their employees as hospitals can’t buy their customers (Robinson 2012). Communication is important in keeping the staff empowered. Engaging in daily face-to-face meetings with employees increases positive work culture, morale and overall productivity.
Steckler, S. 2010. The leadership challenges facing HR: Top CHROs share learnings and advice on what's next. People & Strategy, 33(4): 14-21.
Unfortunately, being inspiring to employees is not enough. These situations occur when employees face challenges in accomplishing goals. In such situations, a leader needs to exercise power and influence to push forth the desired goals. While the course identified five sources of power, I believe only three should be considered for an effective leader. The first is legitimate power (6), which is often considered the first source of power in the organizations I have worked in. The source of power comes...
Step2: Make Short-Term Wins. Nothing persuades more than achievement. Inside of a brief time frame outline this could be a month or a year, contingent upon the sort of progress, that need to have some fast wins for the staff can see. Make fleeting targets not only one long haul objective. Change group may need to work hard to think of these objectives, yet every win that create can further inspire the whole
Managers of each department struggle with effectively leading and micromanaging employees. “Micromanaging damages engagement, saps the initiative of even motivated team members, undermines confidence, quashes innovation, and drives way top talent” (Earley, 2009, p. 5). The organization has too many chiefs, and the close monitoring of employees makes them feel discouraged and unimportant, which promotes low productivity. In addition, department managers are bitter because they are overw...
In today’s competitive business environment, effective management plays a crucial role. The article Five Minds of a Manager by Jonathan Gosling and Henry Mintzberg, identify some important aspects of effective managers. According to the author, “The world of the manager is complicated and confusing.” Consequently, mangers need to think above ordinary employees. In particular, managers should, think global and act local, collaborate through competitions, be agents of change and maintain order. This paper provides a reflective review of the article Five Minds of a Manager by Jonathan Gosling and Henry Mintzberg.