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Results Driven vs Process Driven Leadership

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Results driven

Postby Arajora В» 17.08.2019

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Dan is results-driven. When people understand and agree with your logic and it resonates with their own goals and values, they move forward on their own volition. Timing is important. When Louis Gertsner, Jr. He had earned their trust by stopping the financial hemorrhaging and saving the company. His announcement showed where he wanted to take the company, and it was quickly embraced. However, an announcement often does not work, as Jamie Houghton found out when he had to go back to the drawing board after announcing his vision in his initial attempt to rescue Corning.

Finding the right balance is important. If you are too process driven, you are in danger of losing momentum. If you are too results driven, you are in danger of poor implementation. You can craft the most wonderful solution or plan, but if you do it in isolation, you might be surprised by the lack of enthusiasm it generates.

The planning process itself creates learning and change for those who participate in it. If you wait too long to pull people in, they will not understand the issues the way you do, nor will they share your enthusiasm. Remember to have patience. Going slow at the beginning will help you go faster and smoother later. Instead of jumping straight into problem solving or planning, first consider who needs to be at the table — who are your stakeholders, what will be required of them for implementation, and what is the best way to involve them.

As you proceed, pay attention to how , not just what, you are doing. Trust your people. Have the courage to ask, listen, and let go of control. You are likely to end up with better results. It's Free! Enter your email and this weekly blog will arrive in your email box. Rest assured your email will never be shared. You can unsubscribe anytime. It's free and I will never give away, trade or sell your email address.

You can unsubscribe at any time. Process without results is a waste. Thanks for these point, Tanmay. And thanks also for sharing that great quote. Hi Your 7 point solution is excellent for a leader to strike the balance in an organisation.

But, for an organisation where people are having leaders with two different Belief systems then it make employees life miserable. I think we need to understand how to stike a balance between these 2 types of leadership styles as this leads to total disaster in an organisation. People either get frustrated and leave or remain in the organisation doing nothing ; slowing the entire growth of the organisation.

The leaders must engage in a process to agree on a shared vision and values and how they will involve employees in this process in order to unify the organization. Otherwise, things will continue to get worse. So true.. The recent VA mess is a perfect— and wholly predictable— example. Simple goals, with no assessment of process capability or capacity. Reward and punishment linked only to making the goal. Inadequate processes and grossly overburdened people.

There ARE better ways to change and improve. But we must use approaches and methods that discern between the stuff tnat is currently known to be known or knowable, and that which is not yet knowable. Different approaches for the different kinds of challenges. Different forms of inquiry, learning, exploring, adapting, and assessing results. Great example of how this plays out! And also thanks for raising the issue of discernment in the processes — I was speaking in generalities, but you are quite right that using the wrong process will cause your wheels to spin.

Same is true for the results you are focused on. Activity for the sake of activity does not make sense either. Thanks for helping to dig into this a bit deeper, Bruce. Jesse, I love this post. I am finding your points to be relevant to successful Introvert-Extrovert partnerships. Letting go of control and keeping your own needs in mind creates the delicate balance you mention. Thank you! The work you do is so important in promoting this kind of understanding.

Thanks for sharing your wisdom here, Jennifer. Your email address will not be published. Notify me of replies and additional comments on this post. Your Name. Email Address. Weekly Posts. Newsletter - A monthly collection of all posts.

Facebook Twitter Google. I agree to have my personal information transfered to MailChimp more information. Tanmay Vora on June 10, at am. Thanks for this wonderful post. Jesse Lyn Stoner on June 10, at pm.

Prasanna on June 10, at am. Hi Your 7 point solution is excellent for a leader to strike the balance in an organisation But, for an organisation where people are having leaders with two different Belief systems then it make employees life miserable.

Bruce Waltuck on June 10, at pm. Jennifer Kahnweiler on June 18, at am. Jesse Lyn Stoner on June 18, at am. Submit a Comment Cancel reply Your email address will not be published.

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Outcomes vs Outputs: are you activity or results driven?, time: 5:20
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Re: results driven

Postby Toshicage В» 17.08.2019

But we must use approaches and methods that discern between the stuff tnat is currently known to be known or knowable, and that which is not yet knowable. Finding the right balance is important. Why Clients Joined — Video.

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Re: results driven

Postby Vijas В» 17.08.2019

If you want to get shortlisted by employers then your CV needs resultss prove the value that you can provide them with. She was struggling. Thanks for these point, Tanmay. Written by Dan Schawbel.

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Re: results driven

Postby Gagrel В» 17.08.2019

You can unsubscribe anytime. Are you often feeling overwhelmed? Browse Guardian Jobs or sign up to Guardian Careers for the latest job vacancies and career advice. All of this frustration can be summarized into a single concept.

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