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Search for the skill or situation you want to work on, such as focus, negotiation, or setting boundaries. Open a practice to read its steps before choosing what suits you.
60 results (expanded search) for "قيادة الفريق"
Leadership
Annual Team Offsite Design
Two days off-site designed to recharge the team and align them on the next year.
Leadership
Team Charter
A one-page document answering: why we are a team, how we work, how we measure success.
Leadership
Strengths Team Map
Identify top 5 strengths per member, plot them on a map, discover gaps and duplications.
Leadership
5 Dysfunctions of a Team Audit (Lencioni)
Audit your team across five layered levels: trust, conflict, commitment, accountability, results.
Leadership
Team Values Dialogue
A frank 1-hour discussion: what 5 values do we want to work by, and what behaviors express them?
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.
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
Healing Fractured Relationships in the Team
Two relationships on your team are strained, productivity erodes. Servant leader's task: aid healing, not ignore.
Leadership
Calm Broadcast: Leading Emotions in Crisis
In crisis, your emotions infect the team. Your calm = their stability. This trains calm under pressure.
Social
Team Psychological-Safety Check
Anonymously ask Edmondson's three questions to score your team's psychological safety.
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.
Leadership
Team Celebration Design (Not Just Problem-Solving)
Design a deliberate celebration after a real achievement, with the same effort you invest in problem-solving meetings — celebration is a leadership skill to practice.
Leadership
Team Norms Renegotiation After a Member Change
When a member joins or leaves, reopen implicit working norms for renegotiation instead of assuming they stay fixed as before.
Parenting
The Driving Contract
When teen gets a license, sign a written contract — reduces accidents 50% (CDC).
Administrative
One-Page Dashboard
Summarize the health of your operation on one page with just five metrics, refreshed weekly.
Administrative
Team Handbook
One document answering every "how do we work here?" question for new hires.
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.
Administrative
Team Charter: Written Rules of Engagement
Write with your team the basic rules of engagement (how we decide, how we disagree, when we're reachable) before the first real conflict.
Leadership
Hersey & Blanchard's Situational Leadership
Direction level must match employee's maturity on the task. 4 styles, pick right one per case.
Leadership
Team Identity and Naming Ritual
Choose with your team a shared name and symbol expressing what makes you distinct — collective identity is built, not imposed from above.
Leadership
Handling a Toxic High-Performer
When a member delivers excellent results but destroys team morale, separate performance from behavior via a clear standard and a direct honest conversation.
Leadership
Working Agreement
5-7 detailed rules for daily team operations (meetings, replies, vacations, decisions).
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.
Administrative
War Room Stand-up
During crisis: hourly stand-up — status, blockers, next. No long meetings.
Leadership
Tuckman Stages Identification
Identify which of 5 stages your team is in (forming, storming, norming, performing, adjourning) to choose the right intervention.
Leadership
Wildly Important Goals (WIGs)
Pick 1-3 goals max that create real difference, ignore the rest for 6 months.
Leadership
Stop-Start-Continue Team Review
45 min per quarter: what to stop, start, continue. Simplest team evolution tool.
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.
Administrative
Upward Stakeholder Management
Your boss has little time, many concerns — use 4 principles to be a smart stakeholder.
Leadership
Moonshot Framing: 10x Not 10%
Instead of "How to improve 10%?", ask "How to achieve 10x?" to force the team to think from first principles.
Leadership
Red-Team Exercise
Task a separate team with attacking your plan as if they were a smart adversary — before reality discovers it.
Leadership
Team Debrief After a Major Win (Not Just Failures)
After a major success, hold a structured "after-action review" asking: what exactly did we do right, and how do we deliberately repeat it — not just "what did we get wrong".
Professional
Disagree and Commit
If you disagree and weren't convinced, state disagreement, then commit to execution as if it were yours.
Professional
First 90-Day Plan
In new role, listen 30 days, plan 30, execute 30 — don't reverse order.
Administrative
"What If I'm Gone?" Audit
If you vanished for two weeks with no contact, what stops? That's your urgent delegation list.
Administrative
One-Week Kaizen Event
Small team, one process, 5 full days for radical improvement — not "open project".
Leadership
Reversible vs Irreversible Doors
Distinguish decisions you can reverse cheaply from those you can't — then treat them differently.
Leadership
Devil's Advocate
Designate one person — or take the role yourself — as official critic before approving any major decision.
Leadership
Psychological Safety Check (Edmondson)
Measure with 7 questions whether your team feels safe to tell truths, ask questions, admit mistakes.
Leadership
DISC Team Map
Classify each member into one of 4 styles (Dominant, Influencing, Steady, Conscientious) to understand team dynamics.
Leadership
Annual Theme in Two Words
Pick two words that summarize the year's priority, replacing many goals with one shared focus.
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
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
Designing 3 Team Rituals
Simple recurring rituals build culture more than statements. Design 3: daily, weekly, monthly.
Leadership
Context, Not Control (Netflix)
Instead of directing reports, give them full context to decide confidently themselves. You do this as leader.
Leadership
Weekly Autonomy Test
5 questions every Friday: did reports decide without me? If not, why?
Leadership
Disagree and Commit
After debate, if team decides what you disagree with, commit 100% to executing without silent sabotage.
Leadership
Silent Presence Training
In a meeting, learn to listen 80% and speak 20%. Leader's authority grows in silence, not words.
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?
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
Building Psychological Safety on Edmondson's Model
Teams with high psychological safety perform 4x better. This exercise measures and raises it in your team.
Leadership
Decision Equity Audit
Review your team's last 20 decisions (promotion, project, leave). Who gained? Who lost? Pattern reveals bias.
Administrative
Team Skill Matrix
Draw a table: rows = team members, columns = skills, cells = competence 1-4.
Leadership
Personal Values Clarification
Identify 5 core values and verify your decisions actually reflect them.
Professional
Internal Application Prep
Before applying to an internal role, schedule a 20-min exploration chat with the target team's manager.
Leadership
Culture Map for Global Teams (Meyer)
8 cultural scales (communicating, evaluating, persuading, leading, deciding, trusting, disagreeing, scheduling) to understand why your global team clashes.