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60 results (expanded search) for "تطوير مستمر"
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
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?
Administrative
Quarterly Delegation Level-Up
Every 90 days, raise each delegated task one rung on the delegation ladder.
Leadership
Stop-Start-Continue Team Review
45 min per quarter: what to stop, start, continue. Simplest team evolution tool.
Leadership
Weekly Autonomy Test
5 questions every Friday: did reports decide without me? If not, why?
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
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
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
Plus/Delta Review at Meeting's End
Last 3 minutes: what worked? What do we improve next meeting?
Psychological
Daily Values Compass
Morning: pick one value to live today. Evening: rate yourself.
Psychological
Emotion Thermometer
Measure emotion daily 0-10 — discover pattern and triggers.
Psychological
Habit Tracker Grid
X in a box every day you do habit — don't break the chain.
Psychological
Strict Worry Postponement
All worry in one fixed 15-min daily window — only.
Psychological
Sound Anchoring
Use a sound (clock tick, AC) as presence anchor.
Psychological
Hundred Returns
Every time mind wanders, return — meditation isn't stillness, it's return.
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
Distraction Log
Log: what distracted, when, why — discover patterns.
Professional
Imaginary Audience Rehearsal
Rehearse as if audience in room — discover gaps.
Professional
Cost-of-Delay Calc
For each delayed decision, compute weekly cost of delay financially or in opportunity.
Professional
Weekly Feedback Habit
Every Friday, write 3 feedbacks (positive + constructive) for 3 people and deliver by Monday.
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
Plus-Delta Retro in the Last Two Minutes
End every meeting with: what worked (+) and what we change next time (Δ).
Administrative
Plan-Do-Check-Act (PDCA) Cycle
Improve any process via a weekly four-stage loop: Plan, Do, Check, Act.
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
"Who Else Could?" Question
Every time you catch yourself doing a task, ask: who else? And why didn't they?
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
Theory of Constraints — Find the Bottleneck
In any system, identify the slowest process — it caps the whole system.
Administrative
Identify & Exploit Bottleneck (TOC)
Every process chain is limited by slowest step — speeding others is waste.
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
Strengths Team Map
Identify top 5 strengths per member, plot them on a map, discover gaps and duplications.
Leadership
Finding a Mentor Practically
Instead of "will you be my mentor?", request a specific 30-min meeting around one question.
Leadership
Multiplier vs. Diminisher Diagnosis
Determine if you multiply your team's intelligence or drain it via 5 specific leader behaviors.
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
Trust Equation
Trust = (Credibility + Reliability + Intimacy) ÷ Self-Orientation. Rate each component with 5 people.
Leadership
Ideal Team Player Diagnosis
3 virtues (Humble, Hungry, Smart) for ideal team player. Diagnose your team against them.
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
Leadership Identity Statement
Complete "I'm a leader who…" 7 times without mentioning your job title. Identity is deeper than role.
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
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
Post-Crisis After-Action Review
After every crisis, a 90-min meeting with just 4 questions converts experience into institutional learning.
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
Hersey & Blanchard's Situational Leadership
Direction level must match employee's maturity on the task. 4 styles, pick right one per case.
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.
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.
Parenting
Supporting a Teen Through a Friendship Breakup
A teen's friendship breakup can hurt like a romantic one — don't minimize it with "you'll find other friends."
Leadership
Pretotyping: Test Idea Before Building
Before building full product, test with "fake prototype" (10× simpler than MVP). Saves months + tens of thousands.