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60 results (expanded search) for "تطوير قيادي"
Leadership
Leadership Identity Statement
Complete "I'm a leader who…" 7 times without mentioning your job title. Identity is deeper than role.
Leadership
CCL's 70-20-10 Development Model
Real development: 70% from hard assignments, 20% from relationships, 10% from training. Focus on the 70.
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
Multiplier vs. Diminisher Diagnosis
Determine if you multiply your team's intelligence or drain it via 5 specific leader behaviors.
Leadership
Decision Journal
Per big leadership decision: your mental state, info, prediction, actual outcome. Learn from mistakes.
Leadership
Bank of 10 Powerful Questions
Memorize 10 coaching questions that open any conversation, replacing answers 80% of the time.
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.
Leadership
Weekly Autonomy Test
5 questions every Friday: did reports decide without me? If not, why?
Leadership
Sorting Your 5 Leadership Values
From 30 values, pick only 5 — very hard but reveals what truly matters.
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
Trust Equation
Trust = (Credibility + Reliability + Intimacy) ÷ Self-Orientation. Rate each component with 5 people.
Leadership
Building Executive Presence
3 pillars: gravitas, communication, appearance — rate yourself and target the weakest.
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
Monthly Sponsorship List
Each month, identify 3 employees you'll name in rooms they don't enter. Sponsorship is system, not event.
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
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.
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.
Leadership
Imagined Advisory Board
Convene a mental meeting with 5 imaginary experts before any major leadership decision.
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
Succession-Readiness Team Mapping
For every critical role on your team, ask: if its holder vanished tomorrow for a month, who could cover? Map the gaps and build a plan to close them.
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.
Leadership
Adaptive Leadership Retrospective
After leading a major adaptive change, ask 4 questions revealing your real impact as a leader, not just the project's surface success.
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
Feedforward Coaching
Instead of feedback on the past, ask reports for future suggestions — less defensiveness, higher application.
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
Written vs. Verbal Channel Selection for Leaders
Before sending any leadership message, ask: does this content need a live tone of voice, or the precision of written text?
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
Disagree and Commit
If you disagree and weren't convinced, state disagreement, then commit to execution as if it were yours.
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
Post-Delegation SBI Feedback
After any delegated task completes, deliver feedback in Situation-Behavior-Impact format.
Administrative
Quarterly Delegation Level-Up
Every 90 days, raise each delegated task one rung on the delegation ladder.
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.
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
Strengths Team Map
Identify top 5 strengths per member, plot them on a map, discover gaps and duplications.
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
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
Build SBI Feedback for Reports
Frame feedback in 3 sentences: Situation, Behavior, Impact — strips bias, refocuses on behavior.
Leadership
Radical Candor Matrix
A 2×2: "Care Personally × Challenge Directly". Know which quadrant you're in with each report.
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.