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52 results (expanded search) for "مصفوفة قيادية"
Leadership
Radical Candor Matrix
A 2×2: "Care Personally × Challenge Directly". Know which quadrant you're in with each report.
Professional
Eisenhower Matrix
Sort your tasks into four quadrants in ten minutes to know exactly what to do now, defer, delegate, or drop.
Professional
Eisenhower Matrix
Sort tasks on urgent/important axes and treat each quadrant with its rule.
Professional
Radical Candor 2x2
Sort your feedback on care personally × challenge directly — sweet spot: high in both.
Administrative
RACI Matrix per Recurring Decision
For each recurring decision specify Responsible, Accountable, Consulted, Informed — leave no column empty.
Administrative
Advanced Eisenhower Matrix
Sort your week's tasks into four quadrants: urgent-important, important-not-urgent, urgent-not-important, neither.
Administrative
Skill x Interest Delegation Matrix
For each delegation candidate, rate skill and interest — delegate where both are high.
Administrative
Team Skill Matrix
Draw a table: rows = team members, columns = skills, cells = competence 1-4.
Administrative
Build a RACI Matrix for the Project
For each task and person: R responsible, A accountable, C consulted, I informed.
Administrative
RACI Matrix for Role Clarity
Per task: who Responsible, Accountable, Consulted, Informed — no duplication for first two.
Administrative
Vendor Scoring Matrix
Don't pick vendor "by gut" — score on 6 dimensions with weights, pick by points.
Leadership
Weighted Decision Matrix
For decisions with 3+ options: 5 criteria, weights, 1-5 ratings, mathematical winner.
Leadership
Ethical Decision Matrix
Before ethically murky decision, evaluate on 4 axes: legal/ethical/values/reputation.
Social
Direct vs Indirect: The Request Matrix
Before asking a high-context colleague for something, reshape your direct ask into a polite hint.
Administrative
Advanced Eisenhower Matrix
Sort 20 tasks from your list into only two quadrants: important-not-urgent and important-urgent.
Administrative
Decision Matrix With 5 Axes
Compare options across 5 weighted axes; compute the highest sum.
Administrative
Risk Matrix: Probability × Impact
Rate each risk on a 5×5 grid — color dictates response urgency.
Administrative
Decision Rights Matrix
Per decision type: who proposes, decides, consulted, informed.
Professional
Risk-Probability Matrix
Place each risk on 2x2: probability × impact — treat high/high first.
Social
Mentor-Need Matching
Use a matrix to match the right mentor with your real need before asking.
Social
Async vs Sync Decision
Use a matrix to decide when to message (async) vs call/meet (sync).
Administrative
Cross-Training Rotation
Rotate every team member to shadow a peer in a different role for a full week each quarter, not a token single day.
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
RACI Delegation
R, A, C, I per task.
Administrative
Monthly Risk Register
List your top 10 risks with probability, impact, and owner; review the first Monday each month.
Administrative
Vendor Consolidation
Audit all vendor subscriptions and merge similar ones into single contracts for 15-30% discount.
Administrative
Project Risk Register
A living table of every project risk: probability, impact, owner, action.
Leadership
Annual Theme in Two Words
Pick two words that summarize the year's priority, replacing many goals with one shared focus.
Leadership
Bank of 10 Powerful Questions
Memorize 10 coaching questions that open any conversation, replacing answers 80% of the time.
Leadership
Trust Equation
Trust = (Credibility + Reliability + Intimacy) ÷ Self-Orientation. Rate each component with 5 people.
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
Silent Presence Training
In a meeting, learn to listen 80% and speak 20%. Leader's authority grows in silence, not words.
Leadership
Conducting a Respectful Firing Conversation
End employment with least harm: 10 min, 3 clear messages, dignified exit.
Leadership
Legacy Letter to Future Generations
Write a 1000-word letter to whoever succeeds you in 20 years. Lessons? Mistakes? What matters most?
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
Healing Fractured Relationships in the Team
Two relationships on your team are strained, productivity erodes. Servant leader's task: aid healing, not ignore.
Leadership
Hersey & Blanchard's Situational Leadership
Direction level must match employee's maturity on the task. 4 styles, pick right one per case.
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
COI Disclosure
When sensing conflict of interest, declare it before discussion begins.
Leadership
Psychological Safety Address
Write a speech or message declaring your commitment to a fail-safe environment.
Leadership
Sunk Cost Culture Audit
Identify projects team continues because "we invested" not because they deserve it.
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
Self-Coaching Protocol
When no coach is available, write out answers to GROW questions about yourself, aloud or in writing — leaders need to coach themselves too.
Digital & AI
Choosing the Model by Task
Don't default to the biggest model. Choose by: task depth, cost, privacy, speed.
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?
Leadership
Onboarding a New Team Member: 30-60-90 Day Plan
Design a 3-phase leadership onboarding plan: Learn (30) → Contribute (60) → Own (90) — instead of leaving the new member to "figure it out alone".
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
Strategic Silence in Major Announcements
After any impactful announcement, deliberately pause 24-48 hours before extra detail — let people absorb before you flood them with more talk.
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
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
Rapid Prototyping Mindset for Leaders
Before approving any big idea, ask: what's the cheapest, fastest version testable within a week, instead of waiting for a full plan taking months?