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60 results (expanded search) for "تطوير الموظف"
Leadership
CCL's 70-20-10 Development Model
Real development: 70% from hard assignments, 20% from relationships, 10% from training. Focus on the 70.
Administrative
Quarterly Delegation Level-Up
Every 90 days, raise each delegated task one rung on the delegation ladder.
Leadership
Strengths Team Map
Identify top 5 strengths per member, plot them on a map, discover gaps and duplications.
Leadership
Multiplier vs. Diminisher Diagnosis
Determine if you multiply your team's intelligence or drain it via 5 specific leader behaviors.
Leadership
Build SBI Feedback for Reports
Frame feedback in 3 sentences: Situation, Behavior, Impact — strips bias, refocuses on behavior.
Leadership
Ideal Team Player Diagnosis
3 virtues (Humble, Hungry, Smart) for ideal team player. Diagnose your team against them.
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
Hersey & Blanchard's Situational Leadership
Direction level must match employee's maturity on the task. 4 styles, pick right one per case.
Administrative
Fast-Response Suggestion System
Collect improvement suggestions from staff, but the critical rule: respond within 48 hours to every one — no neglected box.
Professional
Skills-Gap Audit
Compare your skills to a dream job's requirements, identify 3 gaps to close in 90 days.
Professional
Start-Stop-Continue Self
Each month, write 3 behaviors to start, 3 to stop, 3 to continue.
Administrative
Delegate Outcome, Not Method
Describe the outcome in 3 sentences, let the employee pick the path.
Leadership
The Coaching vs. Mentoring Distinction in Practice
Before any development conversation, ask yourself: will I ask questions (coaching) or share my experience (mentoring)? Mixing them fails both.
Psychological
Daily Activities Meditation
Turn repeating task (dishwashing) into meditation.
Professional
Color-Coded Tasks
Color per type — reveals imbalance.
Leadership
GROW Model for Coaching Conversations
A 30-min conversation with a report: Goal, Reality, Options, Will — to grow their thinking instead of giving answers.
Leadership
Bank of 10 Powerful Questions
Memorize 10 coaching questions that open any conversation, replacing answers 80% of the time.
Leadership
Feedforward Coaching
Instead of feedback on the past, ask reports for future suggestions — less defensiveness, higher application.
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
Diagnosing Your Reaction to Feedback
3 triggers reject valid feedback: Truth, Relationship, Identity. Know which fires in you.
Leadership
Designing an Effective Stretch Assignment
Task 20% bigger than employee's current ability. Scares 30%, fails 30%, succeeds 40%. Difficult balance.
Administrative
Five-Level Delegation Ladder
Delegate each task at one of five explicit levels instead of just "do it" or "don't".
Professional
Personal Career SWOT
Map your career strengths, weaknesses, opportunities, and threats in 30 minutes — and see your next move clearly.
Professional
SBI Feedback Model
Deliver effective feedback in 3 parts (Situation—Behavior—Impact) so the other person hears you without defensiveness.
Professional
Cost-of-Delay Calc
For each delayed decision, compute weekly cost of delay financially or in opportunity.
Social
The Precise Mentor Request
Do not ask "will you be my mentor?". Ask "30 minutes on one specific question" and repeat in a month if it works.
Administrative
Team Skill Matrix
Draw a table: rows = team members, columns = skills, cells = competence 1-4.
Administrative
Video Standard Operating Procedure
Record a one-hour screen video of someone doing the task instead of writing 15 pages nobody reads.
Administrative
Skill x Interest Delegation Matrix
For each delegation candidate, rate skill and interest — delegate where both are high.
Administrative
Post-Delegation SBI Feedback
After any delegated task completes, deliver feedback in Situation-Behavior-Impact format.
Administrative
Anti-Reverse-Delegation Card
When an employee returns with a delegated problem, don't take it — return it with two questions.
Administrative
"You Decide" List for New Hires
On day one, hand the new hire a list of 15 decisions they make alone without consulting you.
Administrative
"Who Else Could?" Question
Every time you catch yourself doing a task, ask: who else? And why didn't they?
Administrative
90-Day Plan for a New Role
Three phases: learn (30), diagnose (60), first win (90).
Administrative
After-Action Review (AAR)
After each phase: what happened? What did we expect? Why the gap? How do we learn?
Administrative
Simplified 7-Milestone Gantt
A 7-milestone Gantt on one page — visible, instantly grokkable.
Administrative
Policy on One Page
Each policy: title, scope, 5 rules, exceptions, review date — one page only.
Administrative
Wiki Home Page Design
One page answering "where do I find X?" for 80% of team questions.
Administrative
New-Member Buddy System
Every new member gets a peer "buddy" (not their manager) for the first 30 days to ask any "silly" question.
Leadership
5 Dysfunctions of a Team Audit (Lencioni)
Audit your team across five layered levels: trust, conflict, commitment, accountability, results.
Leadership
Tuckman Stages Identification
Identify which of 5 stages your team is in (forming, storming, norming, performing, adjourning) to choose the right intervention.
Leadership
Finding a Mentor Practically
Instead of "will you be my mentor?", request a specific 30-min meeting around one question.
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
Trust Equation
Trust = (Credibility + Reliability + Intimacy) ÷ Self-Orientation. Rate each component with 5 people.
Leadership
Stop-Start-Continue Team Review
45 min per quarter: what to stop, start, continue. Simplest team evolution tool.
Leadership
Seven Levels of Delegation
Instead of "delegate or not", define precise level: 1 (Tell) to 7 (Delegate fully).
Leadership
Monkey Management
Each time a report brings a problem, the monkey jumps on your back. Your job: keep it on theirs.
Leadership
Weekly Autonomy Test
5 questions every Friday: did reports decide without me? If not, why?
Leadership
Decision Journal
Per big leadership decision: your mental state, info, prediction, actual outcome. Learn from mistakes.
Leadership
Building Executive Presence
3 pillars: gravitas, communication, appearance — rate yourself and target the weakest.
Leadership
Conducting a Respectful Firing Conversation
End employment with least harm: 10 min, 3 clear messages, dignified exit.
Leadership
Leadership Identity Statement
Complete "I'm a leader who…" 7 times without mentioning your job title. Identity is deeper than role.
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?"
Leadership
Obstacle Hunting: Weekly Audit to Remove Blockers
Dedicate one hour weekly to hunt obstacles trapping your team. The leader's duty, not privilege.
Leadership
Listening Before Advising: The 3:1 Rule
In every leadership conversation, listen 3 minutes for every 1 you speak. Advice after understanding, not before.
Leadership
Interrupting Microaggressions
A small "innocent" comment wounds an employee. Your job as leader: interrupt immediately, respectfully, without trial.
Leadership
Jobs-to-be-Done
Customer doesn't buy your product. They "hire" it for a job in their life. Discover the real job.
Leadership
Monthly Sponsorship List
Each month, identify 3 employees you'll name in rooms they don't enter. Sponsorship is system, not event.
Leadership
Coaching for Confidence vs. Coaching for Competence
First diagnose: does the person lack an actual skill (competence), or have it but not trust using it (confidence)? The treatment is entirely different for each.