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60 results (expanded search) for "تشخيص قيادي"
Leadership
Multiplier vs. Diminisher Diagnosis
Determine if you multiply your team's intelligence or drain it via 5 specific leader behaviors.
Leadership
Diagnosing Your Reaction to Feedback
3 triggers reject valid feedback: Truth, Relationship, Identity. Know which fires in you.
Professional
Pre-Mortem
Before executing decision, imagine it failed in a year, enumerate most likely failure causes.
Administrative
Diagnosing Team Stage with Tuckman Model
Identify which of four stages your team sits in today, and adapt your leadership style accordingly instead of using one fixed approach.
Leadership
Leadership Identity Statement
Complete "I'm a leader who…" 7 times without mentioning your job title. Identity is deeper than role.
Administrative
ADKAR Readiness Diagnosis
Each affected employee: score 5 dimensions — awareness, desire, knowledge, ability, reinforcement.
Leadership
Ideal Team Player Diagnosis
3 virtues (Humble, Hungry, Smart) for ideal team player. Diagnose your team against them.
Leadership
High-Performance Team Diagnosis (Katzenbach)
6 criteria: small number, complementary skills, common purpose, performance goals, work approach, mutual accountability.
Administrative
90-Day Plan for a New Role
Three phases: learn (30), diagnose (60), first win (90).
Leadership
Radical Candor Matrix
A 2×2: "Care Personally × Challenge Directly". Know which quadrant you're in with each report.
Leadership
Trust Equation
Trust = (Credibility + Reliability + Intimacy) ÷ Self-Orientation. Rate each component with 5 people.
Leadership
Sorting Your 5 Leadership Values
From 30 values, pick only 5 — very hard but reveals what truly matters.
Leadership
Identifying Loyalties: To Whom Does Each Person Owe Allegiance?
People resist change not from laziness, but because their loyalties are at risk. Discover the loyalty before expecting movement.
Leadership
Hersey & Blanchard's Situational Leadership
Direction level must match employee's maturity on the task. 4 styles, pick right one per case.
Leadership
Tuckman Stages Identification
Identify which of 5 stages your team is in (forming, storming, norming, performing, adjourning) to choose the right intervention.
Leadership
Distinguishing Technical from Adaptive Challenges
Classify your problem: technical (known solution) or adaptive (requires shifting minds and values)? Confusing them is leadership failure #1.
Leadership
Transparency About Mistakes as a Leader
Admit your leadership mistake to your team within 48 hours of discovering it — delay is later read as an attempt to hide it, not forgetfulness.
Parenting
Child's Mood Wheel
Use the visual emotion-wheel to pinpoint what your child feels before intervening.
Leadership
Imagined Advisory Board
Convene a mental meeting with 5 imaginary experts before any major leadership decision.
Leadership
Decision Journal
Per big leadership decision: your mental state, info, prediction, actual outcome. Learn from mistakes.
Leadership
Succession Planning: Who Replaces You?
For each leadership role in your team (including yours), 2-3 ready successors. Otherwise, you're a prisoner of your role.
Leadership
Distinguishing Technical vs. Adaptive Challenges
Before solving any problem, ask: do we need an expert with a ready answer (technical), or do the people themselves need to change (adaptive)?
Leadership
Getting on the Balcony: Seeing Dynamics
Mentally exit the meeting and look at it from above. What's really happening, beyond what's being said?
Administrative
Managing the Difficult Stakeholder
Before labeling someone "difficult", diagnose the specific type: are they anxious, ignored, or genuinely conflicted in interest?
Leadership
Mini 360 Feedback
Ask 8 people around you 3 questions: what do I do well? what should I stop? what would you stop me from doing if you saw?
Leadership
Weekly Autonomy Test
5 questions every Friday: did reports decide without me? If not, why?
Leadership
Mini Pre-Mortem for Leaders
15 min before a big decision: imagine it failed a year later, list 5 likely causes with mitigations.
Leadership
Coaching Through a Plateau
When someone's progress stalls despite real effort, look for what changed in their performance pattern, not just "less motivation".
Professional
Stop at 80% Rule
Stop at 80% — don't bury in 20% perfectionism.
Professional
Disagree and Commit
If you disagree and weren't convinced, state disagreement, then commit to execution as if it were yours.
Professional
Compassion Fatigue Check
If in helping work, answer 5 monthly questions revealing compassion fatigue.
Administrative
Pre-Mortem Protocol
Imagine the project failed entirely a year from now; list 7 plausible reasons before starting.
Administrative
Value Stream Map for One Process
Map every step a task passes through end-to-end, marking value-add versus non-value-add.
Leadership
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Pre-Mortem: Imagining the Decision Failed
Before committing to a big decision, imagine it failed a year from now and list three primary causes.
Leadership
BHAG: Big Hairy Audacious Goal
Choose a 10-25 year goal with a 50% probability that inspires both excitement and fear.
Leadership
3-Scenario Planning
Craft three plausible futures (optimistic, base, hard) and test your decisions against each.
Leadership
Circle of Competence
Know precisely what you actually understand, and don't make major decisions outside that circle.
Leadership
Red-Team Exercise
Task a separate team with attacking your plan as if they were a smart adversary — before reality discovers it.
Leadership
Regret Minimization (Bezos)
Imagine yourself at 80 looking back — which option causes the least regret?
Leadership
Role-Model Decision Test
Imagine someone you deeply respect and ask: "What would you do in my place?"
Leadership
5 Dysfunctions of a Team Audit (Lencioni)
Audit your team across five layered levels: trust, conflict, commitment, accountability, results.
Leadership
Crafting a Big Hairy Audacious Goal (BHAG)
Define one 10-25 year goal so audacious it scares you, uniting leadership around a single ambition.
Leadership
Annual Theme in Two Words
Pick two words that summarize the year's priority, replacing many goals with one shared focus.
Leadership
Wildly Important Goals (WIGs)
Pick 1-3 goals max that create real difference, ignore the rest for 6 months.
Leadership
Bank of 10 Powerful Questions
Memorize 10 coaching questions that open any conversation, replacing answers 80% of the time.
Leadership
Designing the Weekly 1-1
30 weekly minutes with each direct report, following 3 questions only: what, how, where stuck.
Leadership
Stay Interview
30 min with a top performer, 5 questions on "why you stay and why you might leave" before they actually consider leaving.
Leadership
Decision Classification: Reversible?
Per decision: is it a two-way door (reversible) or one-way door?
Leadership
Building Executive Presence
3 pillars: gravitas, communication, appearance — rate yourself and target the weakest.
Leadership
Power Pose Before High-Stakes Moments
2 min in a power pose before meeting/pitch = cortisol -25% + testosterone +20%.
Leadership
Minto Pyramid for Communication
Conclusion first, 3 arguments, evidence per argument. Leaders speak from top, not foundation.
Leadership
One Takeaway in Every Communication
Before any speech/pitch/meeting, define: what one sentence, if remembered a week later, means I succeeded?
Leadership
Silent Presence Training
In a meeting, learn to listen 80% and speak 20%. Leader's authority grows in silence, not words.
Leadership
Build a Hard Conversation with DESC
4 steps: Describe (situation), Express (impact), Specify (change), Consequences (outcomes).
Leadership
Conducting a Respectful Firing Conversation
End employment with least harm: 10 min, 3 clear messages, dignified exit.
Leadership
The 90-Day Plan (Watkins)
In transition to a new role: 30 days listen, 30 plan, 30 execute. Avoid "prove myself immediately" trap.
Leadership
Legacy Letter to Future Generations
Write a 1000-word letter to whoever succeeds you in 20 years. Lessons? Mistakes? What matters most?
Leadership
Getting on the Dance Floor: Smart Intervention
After the balcony, you must descend. What's the smallest intervention opening the biggest change?
Leadership
Greenleaf's 10 Principles of Servant Leadership
Self-rate on Robert Greenleaf's 10 classic principles. Where's the gap between what you say and what you do?
Leadership
Weekly Service Ritual in 1-on-1s
In every 1-on-1, ask: "How can I serve you this week? What's blocking you that I can remove?"