Brilliant Leader: What the Best Leaders Know, Do & Say by Simon Cooper

By Simon Cooper

In cutting-edge aggressive international, businesses that be successful have managers who can bring effects via excessive appearing groups. those are actual leaders. remarkable chief offers a blueprint for present or strength managers intending to develop into profitable leaders of individuals. it is going to educate you: * the best way to recruit and preserve the easiest humans * how one can boost members and the crew as an entire * how one can maximise functionality and keep excessive degrees of motivation * how one can deal with hard workloads and bring constant effects. those are all components really good chief will carry. Readers will observe the instruments and methods which are required for excellence in workforce management.

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Shared leadership is the style of choice of brilliant leaders who also understand that there are times to shift their style up and down the continuum as and when required by the situation and the needs of their people. 2 The competency based leadership model – There are four levels of capability and the basic premise is that people should be expected to perform at the level of their capability. Improving future performance requires that first, capability should be developed. Each level requires a different leadership input and the model is best used to differentiate these inputs and expectations on a task-by-task basis.

If they are performing at a level or a standard below what you know them to be capable of, you will need to address this as an underperformance issue. We’ll look at this in more detail in Chapter 4. The competency based leadership model provides a simple and powerful framework for many of the leadership principles and techniques we shall look at throughout this book. It will help you understand how to recruit, train, motivate, delegate and organise your people for maximum and consistent results.

That is, they should be allowed to practise safe in the knowledge that their work is being checked or reviewed on a regular basis and constructive feedback is being provided. Simulated practice situations can also be useful at this stage of development as they provide a safe learning environment – a good example of this would be an experiential training programme such as presentation skills. The goal you are working toward when a staff member is at this level of ability is consistency. This is the main difference between level 2 and level 3 ability.

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