Женя Розинский: Управление или лидерство. Уход от командования и контроля
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Сегодня мы все часто используем слова agile, scrum, continues development. Большинство рассматривает их просто, как какие-то способы по-новому создавать продукт. На самом деле за последние годы мы прошли фундаментальное изменение подхода к разработке продуктов, создания команд, и общения, как внутри группы, так и вне. Основа таких изменений лежит в управлении и создании команды. В своем докладе Женя расскажет, как современные изменения затронули management проектов и команд и что еще нас ждет впереди.
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Mastering Emotional Intelligence for Effective Leadership.pptx
Mastering Emotional Intelligence for Effective Leadership.pptxCareer Communications GroupLearning objective: Provide leaders with the tools and insights needed to harness the power of EQ
Emotional intelligence (EQ) is a vital set of skills that enables individuals to understand, manage, and utilize emotions effectively, both personally and interpersonally. For leaders, high EQ translates into superior interpersonal skills and stronger relationships, which are crucial for personal and career success. Leaders with elevated EQ are better equipped to enhance employee engagement by connecting with their team on an emotional level, understanding their needs, and motivating them effectively. They are also adept at recognizing how their own emotions influence their team, allowing them to manage their responses and interactions in ways that promote a positive workplace.
Conflict resolution is another area where high EQ proves invaluable; emotionally intelligent leaders can navigate disputes with empathy and tact, fostering constructive resolutions and maintaining team cohesion.
Improved communication is another significant benefit of high EQ, as it helps leaders convey their messages more clearly, listen actively, and build trust with their team members. This clarity and understanding contribute to increased productivity and creativity, as employees feel more valued and supported.
Importantly, emotional intelligence is not a static trait, but a skill set that can be developed and refined over time. With dedication, commitment, and practice, leaders can enhance their EQ, thereby strengthening their leadership capabilities and creating a more engaged, productive, and innovative workplace.
At the end of the seminar, attendees will:
1. Discover techniques to connect with your team on an emotional level, understanding their needs, and motivating them effectively.
2. Develop skills to manage your responses and interactions in ways that foster a positive and supportive workplace.
3. Learn how to approach disputes with empathy and tact, foster constructive resolutions and maintain team cohesion.
4. Explore ways to improve clarity and understanding within your team.
5. Discover how an emotionally intelligent leadership approach contributes to increased productivity and creativity by making employees feel valued and supported.
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Reliability and validity are important aspects of selecting a survey instrument. Reliability refers to the extent that the instrument yields the same results over multiple trials. Validity refers to how well the instrument measures what you intend it to measure. In research, there are three ways to approach validity and they include content validity, construct validity, and criterion-related validity.
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Criterion-related validity refers to how well the instrument’s scores predict a known outcome that you expect them to predict. You use statistical analyses, such as correlations, to determine if criterion-related validity exists. You should correlate scores from the instrument with an item they knew to predict. If a correlation of > .60 exists, criterion related validity exists as well.
You can assess reliability using the test-retest method, alternative form method, internal consistency method, split-halves method, and inter-rater reliability.
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In modern workplaces, the ability to lead and drive change is not solely dependent on formal authority. This session explores essential techniques for enhancing your influence and persuading others, regardless of your official position.
In today’s dynamic workplace, effective leadership extends beyond formal authority. The ability to influence and persuade others is essential for achieving success and driving positive outcomes. Today's session is designed to equip participants with practical strategies for enhancing their persuasive power and motivational skills, regardless of their organizational position.
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At the end of the seminar, attendees will:
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2. Examine methods for understanding and aligning with others' goals and motivations.
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We approach this task by viewing it from the perspective of dynamic capabilities
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Женя Розинский: Управление или лидерство. Уход от командования и контроля
- 1. Management or Leadership. Moving away from Command and Control
- 2. Zhenya Rozinskiy Technology Leader 24+ years in IT 16+ years in Outsourcing
- 3. epigraph…. Собрать стадо из баранов легко – трудно собрать стадо из кошек. Сергей Капица
- 4. Why are you here
- 5. Stories You Are About to Hear Are TRUE! Names Have Been Changed to Protect the Innocent!
- 6. This session is NOT about Management & Leadership
- 7. There are many types of monsters
- 8. Not all monsters are evil
- 9. It’s all about attitude
- 10. Managers are becoming extinct
- 12. Work is no longer a place
- 13. Employees are not Resources
- 14. Employees don’t leave companies Employees leave managers
- 15. Future over Past
- 16. Hire those that are self sufficient
- 17. To be a leader is to serve And get out of the way
Editor's Notes
- #4: How many of you had an employee easy to manage How many of you had an employee hard to manage How many of you hade a genius employee – was he or she easy to manage?
- #5: How many of you are managers (meaning have people that you manage) How many of you consider yourself leaders (meaning you influence other people) Haw many of you work for outsourcing companies How many of you work for product companies
- #7: Despite the name of the lecture it’s not about Management nor Leadership. We have 40 minutes and in that time I can’t even begin to cover it. Also I am sure many of you know enough about the subject. On top of it there are plenty of books and material already published. I have a separate full class where I get in details about Management, Leadership, and what it takes to build a team, но как говориться песня эта не о том.
- #8: Outsourcing vs Product companies – they are different Product companies setup their own process and do what’s right for them Outsourcing companies do what their customers tell them. In product you can lead, you can make a difference, you can bring changes
- #9: Even outsourcing companies have a lot of options in choosing their path. Leadership is about trust. Leadership is about working with RIGHT people. in outsource you follow what your customer wants, but wait.... you can still change. you can be a partner. Clients are looking for help. they don't need coders, they don't need doers. they want partners
- #10: We hear a lot of self controlling teams with agile, but it’s not about a process. it’s about attitude. it’s about people. it’s about executives. Ticketmaster story. Switching to agile didn't provide results. Agile turned into 2 weeks waterfall. Mentally hasn't changed. Product owner didn't become owners. Refused open communications. Refused video for conferences. Story about legal company where people punch in and out
- #11: Zappos gets rid of all managers goes flat Google used not have managers. Facebook has a very flat Org - Flat organizations is nothing new - Sun Microsystems - Member of technical staff
- #12: - Company in NY making salaries public
- #13: Teams are distributed Do you think a manager a Google tells their people what they need to do.
- #14: No more Human Resources – it’s talent management, human engineering, relationship managers. It’s not about how many Oil, Resourses Gas from one barrel is the same as from another.
- #15: how many of you think you are responsible for loosing a key player how many of you think you are responsible for saving a key player
- #16: Hire people that are right people, not those that have skills Story about ping-pong at Provectus Team for superbawl. do you want someone who runs fast of someone who plays a team
- #17: Talk about silly things like air flow, coffee, etc. You are spoiled brats
- #18: How many of you ready to pick up trash and take it out Ho many you bought coffee or pizza for your team, what about your own money