Leadership

1. EFFECTIVE
LEADERSHIP
By:Tobias, Montaña,Gagani, Javier and Miranda

2. Effective
leadershipA leader with the passion for a cause that is
larger than they are, upholds an effective leadership.
Effective leadership is when the leader bring their
members into a better individuals and influence
them to a more and productive subordinates of the
organization.

3. Effective
leadershipIt is difficult to say exactly how each strategy
will have a direct effect on your bottom line. The
important thing to keep in mind is that the role of
the leader is to influence, engage, and encourage
people to action around a common goal. This means
that authoritative, draconian leadership strategies
have become understandably less popular in today’s
workforce.

4. EFFECTIVE
LEADERSHIP
STRATEGIES

5. Define & Communicate
Vision■ Your vision is a vivid, aspirational leadership strategy that paints a
picture of the future of your organization. It is long term and it is
measurable.
■ Your vision brings the team together under a common goal so you
are not simply working, but performing together toward something.
■ Your vision answers the question: Where are we going?
■ This leadership strategy gives you and your team the ability to know
exactly where you are located within the vision at any given time, and
whether you are getting closer to or further away from your
destination.

6. Encourage Recognition
■ When individuals and teams work above and beyond expectations
to achieve great results, celebration and recognition are how you
encourage continued commitment to the organization’s vision,
mission, and goals. It is how excellence is encouraged over time, and
how it stays strong even in times of high production volume and
stress.
■ When you create a culture of gratitude and recognition on your
team, they will pick it up and start to recognize each other on their
own. This creates a great sense of community and cohesion that
motivates everyone to perform at their highest level.

7. Speak from the Heart
■ When you communicate with your team, they know
whether or not you are passionately engaged in being the
leader by how you speak about your company’s vision,
mission, and goals. They can sense in your daily
interactions if your commitment to their growth and
development is as important to you as your own.

8. Delegate & Empower
■ The best leadership strategy to engage your team is to empower
them by delegating greater responsibility. It can be exciting to be
entrusted with a position of responsibility, so if something makes
you feel a sense of self-worth, give that self-worth to others on
your team. Find areas where you can give people the responsibility
and, importantly, the authority to get things done.
■ The reality is that a leader cannot perpetually do everything that
needs to get done. You need others who are empowered to
complete critical tasks, and you need backup.

9. Commit to Continued
Education■ Leadership is a journey with no real destination. Great
leaders commit to continued growth and refinement
through continued education, practical application of skills,
and networking both internally and externally. You are
never done growing as a leader.
■ Commit to developing your team’s leadership skills as
much as your own, and you will find not only gratitude and
fulfillment but will also lay the foundation for a strong
leadership pipeline.

10. COOPERATIVE
LEARNING

11. COOPERATIVE
LEARNINGCooperative Learning is a successful
teaching strategy in which small teams,
with different levels of abilities of the
students, use a variety of learning
activities to improve their understanding
of a subject.

12. COOPERATIVE
LEARNINGThe most popular and most-utilized of the
cooperative learning strategies is probably the Think-Pair-
Share technique. This is where students think about a topic
or question, then pair up with a classmate and share their
thoughts about it. Educators use these types of cooperative
learning strategies in their classrooms because first, they
get the students to work together in a team, and second
because it is an effective way for students to learn.

13. FIVE
COOPERATIVE
LEARNING
STRATEGIES

14. Focused Listing Cooperative
Learning Strategy
The focused listing strategy is designed for
students to generate words to define or
describe something.

15. One-Minute Papers
This strategy can be used to
gather feedback from you students
after a lesson is taught.

16. Uncommon Commonalities
This strategy aims to develop communication
skills to figure out what is common among its
members. It is used to have a collaborative relationship
among its members.

17. Forced Debate
This strategy requires students to use their
communication skills to work within a group. This strategy
really utilizes students’ critical thinking skills and forces them
to really think about the question as a whole in order to argue
for the opposing side rather than what they really feel about
the question.

18. Cooperative Graffiti
This strategy requires students to think about
a topic and write down as many ideas as possible
using different-colored pens.

19. GROUP
DYNAMICS

20. GROUP DYNAMICS
It is the process involved when
people in a group interact with each
other or the study of those attitudinal
and behavioral characteristics of a
group.

21. Know Your Team
■ As a leader, you need to guide the development
of your group. So, start by learning about the
phases that a group goes through as it
develops. When you understand these, you'll be
able to preempt problems that could arise,
including issues with poor group dynamics.

22. Tackle Problems Quickly
■ If you notice that one member of your team has
adopted a behavior that's affecting the group
unhelpfully, act quickly to challenge it.
■ Provide feedback that shows your team
member the impact of her actions, and
encourage her to reflect on how she can change
her behavior.

23. Define Roles and
Responsibilities■ Teams that lack focus or direction can quickly develop
poor dynamics, as people struggle to understand their
role in the group.
■ Create a team charter – defining the group's mission
and objective, and everyone's responsibilities – as soon
as you form the team. Make sure that everyone has a
copy of the document, and remind people of it regularly.

24. Break Down Barriers
■ Use team-building exercises to help everyone
get to know one another, particularly when new
members join the group. These exercises ease
new colleagues into the group gently, and also
help to combat the "black sheep effect," which
happens when group members turn against
people they consider different.

25. Focus on Communication
■ Open communication is central to good team dynamics,
so make sure that everyone is communicating clearly.
Include all of the forms of communication that your group
uses – emails, meetings, and shared documents, for
example – to avoid any ambiguity.
■ If the status of a project changes, or if you have an
announcement to make, let people know as soon as
possible. That way, you can ensure that everyone has the
same information.

26. Pay Attention
■ Watch out for the warning signs of poor group
dynamics.
■ Pay particular attention to frequent unanimous
decisions, as these can be a sign of groupthink,
bullying, or free riding. If there are frequent
unanimous decisions in your group, consider
exploring new ways to encourage people to discuss
their views, or to share them anonymously

27. ORGANIZATIONAL
CHANGE
MANAGEMENT
STRATEGIES

28. ORGANIZATIONAL CHANGE
AND MANAGEMENT
It is the process of structuring,
planning and directing the
resources and members of the
organization to achieve its goals.

29. ■ Change can often be a good thing, it's something that
many individuals are uncomfortable with, or even fear.
To many employees, hearing of coming changes implies
negative outcomes: the loss of a job; a new manager; a
restructured team; company-wide layoffs; reduced pay
or benefits
■ As a leader, it's your responsibility to set the tone for
your team and prepare yourself for managing
organizational change as effectively as possible, helping
your reports to understand and navigate this change as
best you can.

30. MANAGING
CHANGE IN
ORGANIZATION
S

31. Plan Carefully
■ Before you bring proposed change to your team,
make sure you have a clear plan in place that covers,
at a minimum, when, how, and why the change is
taking place. Ideally, you'll have documented the
tasks needed to get you to where you want to be,
outlined new or changing responsibilities for anyone
affected, crafted a fully-developed timeline, and
come up with responses to address potential
concerns.

32. Be as Transparent as Possible
■ One of the tricky parts about organizational change is that it
will often arrive in phases, or will involve a level of
confidentiality on the part of the management team or certain
individuals. However, especially when the change will be a
major one, it's helpful to be as transparent as possible with
your members - even if you can't give them all of the details,
being upfront about the pieces you can share (and clearly
explaining their impact) will go a long way towards helping
your staff feel more comfortable.

33. Tell the Truth
■ This is an easy rule to follow when your change is clearly
positive; when the change is in response to challenging
circumstances or will result in short-term negative outcomes,
this becomes trickier. However, being honest with your
members to the extent that you're able to is usually the best
route: sugarcoating, presenting things in an overly optimistic
way, and promising unrealistic outcomes will just make your
staff suspicious and distrustful of your motives. While it's
important, as a leader, to present an optimistic front to your
team, do so in a way that acknowledges potential challenges
and drawbacks.

34. Communicate
■ Keep the lines of communication open between you
and your members. Take the time to explain why the
change is happening, and what it will look like in
practice. Make yourself open to questions, hold team
meetings, and invite your reports to come see you
and talk through their concerns or thoughts in a
neutral atmosphere.

35. Create a Roadmap
■ Help your members understand where the
organization is, where it's been, and where it's going.
How does the change play into the business's history,
and how is it going to shape its future? Laying this out
clearly will demonstrate the thought and strategy
behind the change, and will help staff see how it fits
into, or is evolving from, the business model they've
become accustomed to.

36. Provide Training
■ When the change involves shifts in technologies or
processes, provide adequate training for your
members to help them master the new way of doing
things. And make sure that you convey that this
training will be available when the change is
announced, so as to avoid members feeling like they'll
be left behind due to lack of skill or experience.

37. Invite Participation
■ Although this won't always be possible, giving
members the opportunity to participate in, or give
feedback on, decisions can be a really positive
strategy. Members will be grateful for the chance to
make their voices heard, and it can also be a great way
to get different perspectives and understand impacts
you might not have thought of otherwise.

38. Don't Expect to Implement
Change Overnight
■ A longer, more strategic rollout is almost always the best
option, rather than a hasty shift in direction. Not only will you
give your members a chance to adjust to the change, you'll be
able to answer questions and address any issues well in
advance of the change going into place. Additionally, people
are generally slow to adopt new habits, so this will give your
members a chance to familiarize themselves with the new way
of doing things and gradually phase out old practices in a more
natural way.

39. Monitor and Measure
■ Once the change process is in motion, it's important to
maintain consistent oversight over implementation and
rollout to ensure that things go smoothly and that you'll
ultimately be successful. Keep a close eye on potential
problems, and address any issues in a timely manner. Define
metrics to measure success, and continually monitor them to
make sure that you're staying on track. And continually touch
base with key stakeholders to gauge their perceptions and
get any relevant feedback.

40. Demonstrate Strong
Leadership
■ Above all else, remember to go back to basics and focus on
maintaining and exemplifying the qualities of a great leader.
■ Inspire your team. Demonstrate strategic thinking; be open-
minded and flexible; and show your team that they can
depend on you to have their best interests at heart. A strong
leader can help their team weather the storms of change with
confidence and clear-sightedness, no matter how challenging
they might be.