leadership - Concepts

Explore concepts tagged with "leadership"

Total concepts: 50

Concepts

360-Degree Feedback - Multi-source assessment gathering perspectives from supervisors, peers, direct reports, and yourself.
Authentic Leadership - Leading through genuine self-expression, values alignment, and transparent relationships.
Blameless Postmortem - An incident review practice focused on understanding what happened and improving systems rather than assigning blame to individuals.
Charismatic Leadership - Leadership through extraordinary personal qualities that inspire devotion and followership.
Coaching Leadership - A leadership style focused on developing others through questions, feedback, and guided discovery.
Decision-Making Power - The authority and ability to make choices that affect outcomes within organizations and systems.
Delegation - The process of assigning responsibility and authority for tasks to others.
Empowering Leadership - Leadership that develops others' capabilities and autonomy rather than creating dependence.
Entrepreneurship Toolbelt - The essential skills, knowledge, and resources that entrepreneurs need to build and grow businesses.
Executive Presence - The qualities that signal readiness for senior leadership: gravitas, communication, and appearance.
The Four-Way Test - A non-partisan ethical framework developed by Rotary International to guide decision-making in business and personal life.
Giving Feedback - The skill of providing constructive information to help others improve their performance.
Gratitude at Work - Applying gratitude practices in professional settings to improve culture and relationships.
GROW Model - A structured coaching framework using Goal, Reality, Options, and Will stages.
HERO Model - An acronym representing four core values for positive workplace interactions and personal relationships: Honesty, Empathy, Respect, and Open-mindedness.
Humble Leadership - Leadership that prioritizes learning, admits limitations, and values others' contributions.
Inclusive Leadership - Leadership that actively creates belonging and values diverse perspectives and contributions.
Innovation Culture - Organizational values and practices that encourage experimentation, risk-taking, and new ideas.
Leader vs Manager - The distinction between inspiring change and vision (leadership) versus organizing and executing (management).
Leaders vs Bosses - The key distinction between leaders and bosses lies in working with versus working for - leaders collaborate alongside their team while bosses direct from above.
Leadership Development - Intentional processes to build leadership capabilities through experiences, relationships, and education.
Leadership Pipeline - A framework for developing leaders at each organizational level with appropriate skills and values.
Leadership Presence - The ability to project confidence, authenticity, and authority that inspires trust and followership.
Leadership Shadow - The lasting impact leaders have on culture and behavior through what they say, do, prioritize, and measure.
Leading by Example - Influencing others through personal behavior rather than just words or directives.
Level 5 Leadership - The highest level of leadership combining fierce professional will with personal humility.
Lippitt-Knoster Change Model - A framework showing that successful change requires vision, skills, incentives, resources, and an action plan working together.
Mentorship - A developmental relationship where an experienced person guides another's growth and career.
Micromanagement - Excessive control over details and decisions that should be delegated.
One-on-One Meetings - Regular private meetings between managers and direct reports for relationship building and support.
Positive Deviance - Finding and learning from individuals who succeed despite facing the same constraints as others.
Product Owner - The Scrum role responsible for maximizing product value through backlog management.
Productive Paranoia - Preparing for worst-case scenarios during good times to ensure survival and success during bad times.
Psychological Safety - The belief that one can speak up, take risks, and be vulnerable without fear of punishment or humiliation.
Psychology of Change - Understanding the mental and emotional processes people go through when facing personal or organizational change.
Pygmalion Effect - Higher expectations lead to improved performance due to changed behavior toward those expected to succeed.
Radical Ownership - Taking complete responsibility for your life, career, and outcomes - no excuses, no blaming others or circumstances.
Reversible vs Irreversible Decisions - A framework for categorizing decisions as one-way doors (Type 1) or two-way doors (Type 2).
Scrum Master - The Scrum role responsible for facilitating the process and removing team impediments.
Servant Leadership - A leadership philosophy prioritizing service to team members and enabling their growth and success.
Shared Vision - A common understanding of the future that a team wants to create together, serving as a powerful tool for alignment and motivation.
Situational Leadership - Adapting leadership style based on the development level and needs of each team member.
Skip-Level Meetings - Meetings between senior leaders and employees who don't report directly to them.
Sponsorship - Active career advocacy by senior leaders who use their influence to advance someone's opportunities.
Stakeholder Management - The systematic process of identifying, analyzing, and engaging project stakeholders.
Succession Planning - Systematic preparation for leadership transitions to ensure organizational continuity.
Take Blame, Distribute Praise - A leadership principle where you absorb responsibility for failures and share credit for successes with your team.
Thought Leadership - Establishing expertise and influence through sharing innovative ideas and original perspectives.
Transformational Leadership - Leadership that inspires followers to transcend self-interest and achieve exceptional outcomes.
Visionary Leadership - Leadership centered on creating and communicating compelling visions of the future.

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