Organizational Culture / Leading & Developing Others

Summarize steps to prevent procrastination from surfacing in your leadership.

1. Commit to taking bite-sized actions toward the goal. 2. Practice the five-second rule. 3. Avoid the tendency to self-sabotage. 4. Develop an attitude of focus. 5. Embrace feedback. 6. Do the thing you tend to delay first. 7. Set clearly defined goals. 8. Develop a desire to invest in the future by delaying gratification. 9. Establish a connection between your current and future self. 10. Be intentional about being decisive. 11. Get enough rest. 12. Understand your reason for procrastination. 13. Develop your strengths and outsource your weaknesses. 14. Avoid being a perfectionist. 15. Utilize the Pomodoro technique.

Distinguish between weak and strong cultures.

A strong culture is one that is shared by organizational members.

Describe the role and importance of humility in leadership.

By not helping others thinking that I can improve their work and rather help others by finding the way to increase the impact of the work that they are already doing.

Explain why culture change may be necessary and describe how to change culture.

Changing company culture may be the key to the company turnaround when there is a mismatch between an organization's values and the demands of its environment. How to change culture: 1. Create a sense of urgency 2. Change leaders and other key players 3. Role model 4. Train 5. Change the reward system 6. Create new stories and symbols

Understand charismatic leadership and how it relates to leader performance.

Charismatic individuals have a "magnetic" personality that is appealing to followers. Second, transformational leaders use inspirational motivation, or come up with a vision that is inspiring to others. Third is the use of intellectual stimulation, which means that they challenge organizational norms and status quo, and they encourage employees to think creatively and work harder. Finally, they use individualized consideration, which means that they show personal care and concern for the well-being of their followers.

Describe how cultures are created.

Founder's values and Industry Demands come together and develops "early values, goals, and assumptions."

Describe how high-quality leader-subordinate relationships develop.

In high-quality LMX relationships, the leader forms a trust-based relationship with the member. The leader and member like each other, help each other when needed, and respect each other. In these relationships, the leader and the member are each ready to go above and beyond their job descriptions to promote the other's ability to succeed. In contrast, in low-quality LMX relationships, the leader and the member have lower levels of trust, liking, and respect toward each other. These relationships do not have to involve actively disliking each other, but the leader and member do not go beyond their formal job descriptions in their exchanges.

Understand the dimensions that make up an organization's culture.

Innovative, aggressive, outcome-oriented, stable, people-oriented, team-oriented, detail-oriented service culture? safety culture?

What is the "dark side" of charismatic leadership?

Leadership experts warn that when organizations are in a crisis, a board of directors or hiring manager may turn to heroes who they hope will save the organization, and sometimes hire people who have no particular qualifications other than being perceived as charismatic.

Define organizational culture and understand why it is important.

Organizational culture refers to a system of shared assumptions, values, and beliefs that show employees what is appropriate and inappropriate behavior. Culture, or shared values within the organization, may be related to increased performance. Organizational culture is an effective control mechanism for dictating employee behavior.

Summarize best practices for managers in their first 90 days.

Preparing and Assessing Owning Day One Early Wins Building Your Ever-Changing Team The Future: culture

Define servant leadership and its potential for leadership effectiveness.

Servant leadership is a leadership approach that defines the leader's role as serving the needs of others. Research shows that servant leadership has a positive impact on employee commitment, employee citizenship behaviors toward the community (such as participating in community volunteering), and job performance.

Define authentic leadership and its potential for leadership effectiveness.

The authentic leadership approach embraces this value: Its key advice is "be yourself."

Describe how to maintain a culture.

The early values, goals, and assumptions are fed into: Attraction-Selection-Attrition New Employee Onboarding Leadership Reward Systems And all of these come together to form the organizational culture.

Explain the difference between transactional and transformational leaders.

Transactional leaders ensure that employees demonstrate the right behaviors and provide resources in exchange. Transformational leaders lead employees by aligning employee goals with the leader's goals.