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Tag: leader

  • Leadership Responsibility – Everything you need to know

    Leadership Responsibility – Everything you need to know

    In this blog, we are going to explain everything about leadership responsibility.

    The word responsibility suggests The state of being accountable for something. And quite unsurprisingly, a leader is responsible for and everything in the organisation he/she leads.

    A leader does not have the liberty to say that they were unaware of the happenings. And that’s what makes the job of a leader so dangerous or so exciting. Whichever way you would like to see it.

    Let’s dive deep into the article, and before this article ends, I assure you that you will have a basic idea of what is expected of you in a new leadership role.

    WHAT’S IN IT

    leader responsibility

    Qualities in Leaders

    When it comes to activities, there are many things that a leader may have to perform based on the nature, movement and goal of an organisation.

    But one thing that is common in any organisation’s leadership role is that the leader is accountable for anything good and evil in the organisation.

    And instead of being afraid of this fact, take this as an opportunity that you have the privilege of taking the organization and the people associated with the organization in a direction where it can yield maximum results.

    To do this, it is essential to develop certain traits that come in very handy in a  leadership role.

    Communication Skills

    It is a crucial skill of any leader. A leader constantly has to communicate with people. Be it his/her team members or supervisors. It is essential to communicate clearly with your team to bring everyone on the same page towards the same goal. Thus a leader must have the necessary communication skills.

    Confident

    Have you ever been in a situation where one person gave a brilliant solution but communicated it in a little unsure manner? And on the other hand, another person gave a so-so answer but shared it confidently, and most people present there thought that the second person was correct.

    That is how important confidence is. You should have complete faith and trust in the ideas you present, the decisions you take, and, more importantly, the team members. This way, your team will believe in your vision and walk on the path with you.

    Organization skill

    It is an essential skill to have if you are working with multiple team members. Also, It helps in keeping things sorted and makes management less time-consuming. It also helps in easily tracking some loopholes in the process, if any.

    But has been seen very often that too much organisation kills the excitement and joy of doing something. It makes the process dull and boring. Thus it is essential to keep things balanced.

    Happy team under good leadership

    Delegation and empowerment

    As the team grows, it will be nearly impossible to do everything on your own or even be an active part of everything in the organisation. Thus, it is essential to delegate tasks to other capable team members and focus on your organisation’s most critical aspects where your interference is of utmost importance.

    Trust the team members for what they can do, give them any kind of resource they need, and let them do the task. Micromanaging is not a good idea, and neither is it practical in a big organisation.

    Believing in team members and assigning them important tasks helps develop a trustworthy relationship. This way, you can create many leaders under you who are intelligent and capable and have great trust in you.

    Integrity and honesty

    This is one of the utmost vital qualities of a leader; his/her integrity should be unquestionable in any situation. Building trust takes a long, long time but breaking it is elementary.

    Just one lie to your team members, and when people find out the truth, they will never believe you again after that. That fragile trust is. So never break it. Always be honest with your team members about everything that you do.

    Taking responsibility

    Responsibility in a page

    By now, we know how important it is for a leader to take responsibility for everything happening in the organization. But how can a newly appointed leader effectively do that? Let’s explore this question in this part of the blog.

    Understand Organisation mission

    Every organisation has a specific goal for itself, and accordingly, they have a mission statement. It is crucial for everyone in the organisation to be well versed with it. It is not just with the words but with the natural feeling behind those words, and only then can they work in the same direction.

    And as a leader, your job is to go a step further and examine if the mission statement is still valid. Do the organisational goals need any tweaks? And if the plans or the mission statements need changes according to you.

    Discuss them with the other experienced people in the company and conclude changing the goal or mission statement if needed.

    Figure Out the main stakeholders

    Understand who are the key people for your organisation. Whom does the organisation serve? Who has some real power over the organisation, who controls the resources required in the organisation?

    Also, find out what drives each of them. It may be as simple as respect; for somebody else, it may be their profit, which differs. And it will be great if you can figure out these key points beforehand.

    Also, have good communication with these people. Try to befriend them or bring them to a point where they can talk openly to you. And speak to them about the organisation.

    What do they like or dislike about the organisation? What changes do they want to see? These conversations will give a better view of what you are going to deal with.

    Understand Organization structure and culture

    This is a task where you need to give a substantial amount of time. You should go through your entire organization: every part, every team of it. Find out the different systems and processes used in the organization.

    See how effective those systems are, and if needed, don’t shy away from tweaking them. This is very important for the long term efficiency of your organisation.

    The culture of your organization is another very important aspect that most people don’t give importance to. It is essentially essential to consciously shape the cultures to align with the organization’s goal. Thus if you feel that the culture is going the wrong way, it’s time to change!

    Happy team culture is a leader responsibility

    Be Accessible

    One of the major issues that organisations face is that people who work at the ground level, who experience the actual day to day problems in the organisation, don’t or can’t report it to the leaders, who have the power to fix it.

    This may lead to significant issues in the organisation. And the reason behind this may be that probably the leaders are not accessible to them, or maybe they are not sure if it’s safe to speak about a problem to a leader.

    But as you are a new leader, there is no already set image of yours in their mind. So as much as possible, go among the people of your organisation. Talk to them. Mix with them. Have lunch with them. Show them that you are one among them and no alien.

    These simple actions will change the way they approach you, and the chances of them reporting to you directly any issues in the organisation is much higher.

    The constant work

    After executing the above points and fixing the needed parts, it is most likely that new challenges will keep arriving with time. Still, if you constantly stay alert and keep looking for new problems, before the situation turns into something big, you will be able to deal with it swiftly.

    Thus it is necessary to make time in your daily or weekly schedule for problem scanning.

    Try to make a balance between micromanaging things in your organisation and leaving everything on someone else. At least you should be well informed about everything happening in the organisation.

    Also, don’t keep your daily schedule so tight that if you are needed in some part of the organisation on certain days, you can not be present there.

    Conclusion

    Finally, I would like to say that there is no single right way of doing things, but with some presence of mind and smartness (which you have if someone appointed you at the leadership role), most items can be well tackled. This is a leadership responsibility.

    And even if at some point something unexpected breaks, do not stay with it for too long. Learn from it and move on. It is a long journey full of learning, and you are just starting. Start it with joy and not worry and try to keep the joyfulness up and spread it in the organization.

    Also, you can read our blog on Corporate Social Responsibility-The Most Effective Strategy

    FAQ’s

  • What Is High-Performance Culture: A Simple Guide

    What Is High-Performance Culture: A Simple Guide

    Every company or organisation is currently trying to improve its culture performance or framework so the talented employees will not exit from the company.  This is the reason why high-performance culture is playing a significant role in a company. 

    Many companies don’t focus on the company’s culture or environment, which is not suitable for companies.

    And because of that, the employees will not stay in these companies for a long time. 

    WHAT’S IN IT?

    What is a high-performance culture?

    Basically, a high-performance culture is a way to improve the company’s environment by the behaviour & execution of the organisation’s leaders and heads.

    So the company will get more favourable results & accelerate revenue.

    Qualities of a high-performance culture

    We discuss the qualities of the high-performance culture, or you need to understand how you can create a high-performance culture in your company. 

    If you think providing some rest hours, snacks, and beverages, or giving little freedom to employees helps create such a culture.

    Then you are wrong. Read these qualities to create a companies culture 

    Develop powerful leaders

    Developing the culture of the company does not only depends on the company strategies or employee retention strategies.

    It also depends on the bosses, managers, leaders, Is it has expertise in their work or not, how they are good to manage their employees,

    So, this quality is a must in the leaders because they will manage many employees in the company and which will connect to the growth of the company.

    high-performance leader

    Adopt a new strategy for developing a company 

    To create a culture, companies do many things and also measure them. To find which is working or which is not. 

    Usually, this quality you will see in all the multinational companies which will adopt the new strategy to grow the company, like

    I will give you an example of the world’s most famous tech companies that is google. 

    Google will work on many aspects to make the culture of the company.

    These organisations always try to be better, and they will adopt new strategies to enhance engagements or improve an organisation’s culture. 

    Enhance Training

    Every company knew that fact if they want to take their organisation to the next level or make their company better from the last group, then they have to learn or teach to the employees continuously,

    This is the quality which is all about the enhance, which means you should provide new training or seminars to your employees.

    high performance training

    They can grow and learn new skills that implement in the company’s projects; hence, indirectly, they will work harder to boost the company. 

    Share information

    Sharing information is one more quality, or you can say a habit that you should definitely add to your company’s culture.

    Because sharing information, knowledge and experience also with each other is also a part of its culture.

    That will boost your company, and it is showing the bonding between the employees and leaders, so appreciate this quality and add it to an organisation. 

    Make work enjoyable

    Companies use many ideas to make work enjoyable for employees. Hence, they add some fun activities, provide travelling offers, games, messages, food, etc.

    So the employees will not feel bored; they feel active and fresh while doing work. So they can perform better. 

    Measure the culture of an organisation 

    That is the last quality which is about measuring the culture of the company; the philosophy of the company is measured by focusing on many aspects like the team members’ behaviour, leaders, and many more, which we discussed in the above sections. 

    So, Finally, measuring the culture is also an essential part.

    Because by this quality you will ensure which is working to sustain an excellent culture in the company and which is not working so, you change them for a better philosophy. 

    High-performance culture framework

    Framework quickly means to make a structure of your work or divide your work so you can easily manage your work pressure. 

    Now, It is a high-performance culture framework that includes all the structure of the company’s philosophy. Moreover, it is created by the managers of the company to focus on everything essential to do. 

    This framework is divided into three fields those are:-

    Business Framework 

    Business Framework is the first framework. It is a framework where top leaders of the company measure as well as calculate the growth.

    They can set new goals & make decisions for the company’s future development and achieve the next level. 

    This is the first framework that represents the business model of the company. 

    Talent Framework 

    Talent Framework is the another framework; by the name of the framework, you can understand

    That it covers all the significant aspects related to the HR Department.

    human resource for high performance culture

    That means they have the responsibility to ensure that no job profile is empty.

    Also, they have to select talented employees, leaders, and managers who can help the organisation grow. 

    Compensation Framework 

    Compensation Framework is the last framework in this list. It is easy to understand it includes all the activities related to the payment,

    It is a department which takes care of everything such as the salaries of the employee, bonus, and fee-related issues,

    how much to invest, etc. or every account related necessary works comes in this framework 

    Conclusion

    This article finally concludes that high-performance culture is essential for organisations to grow their company professionally and by applying this method.

    It improves the behaviour of the leader’s employees and makes a suitable environment for the company. 

    Also, you can read our blog on The Burke Litwin Change Model – Unraveling the Organizational Change

    FAQ’s

  • The Talisman of Leadership – Everything you need to know

    The Talisman of Leadership – Everything you need to know

    The Talisman of leadership is needed as although there is So much of the work-oriented culture around, still, most people believe in some magic and luck factor. There goes the word ‘talisman’ of a leader as high and parallel to the word ‘effort’.

    To a maximum extent, we cannot ignore luck and magic when it comes to delivering the output. But, yet there are few qualities in a particular area of the workforce that are termed talisman.

    Like say, leadership, all good decisions and a welcoming team effort can assure the best result out. 

    WHAT’S IN IT?

    Qualities of a leader

    The qualities of being a leader are so vivid and diverging that no one can sink in all the details of being a leader by just going through one blog. The magic and the special powers that leadership provides is any day admiring and influential.

    When we roam around on the ground level, we see the people going through different styles of handling leadership positions. Some being result-oriented, and some being process-oriented.

    A good leader can backpack some essential qualities, like interactive communication, empathy, gratitude, and decision-making. A reasonable observer who can easily differentiate between factual details and an individual’s opinion can be a well-suited leader.

    While taking a tough call or a new decision, one should be well equipped with the data available regarding the same and at the same time. Also, one should be responsive enough towards the opinions provided by their team members and there comes a significant part of the interactive competition.

    A Good Motivator

    image depicting difference between a leader and a boss.

     More or less, a good doer is a good motivator. Instead of just asking what to do, one of the talismans of leadership is the self-improving quality to inspire the other teammates to expand well enough and fit well in their leader’s space.

    Like in the case of one of the top cricket teams, India has appointed the captain as Virat Kohli, who has held his fitness standards so high that other players need to raise themselves close to him to do well in cricket.

    When it comes to the decision-making dilemma, everyone is a noob at the start and only grows and learns with experience. But how they carry forward their mind and handle their responsiveness towards the critical situation shows one of the leader’s magical and admiring traits. 

    So, what else makes a leader worth admiring and believing?  It’s the gratitude and the well-settled understanding of empathy of a leader who handles even messy situations.

    Authentic Leaders

    Some leaders are complete with their characters. Such leaders are also termed, authentic leaders. Such leaders are skilfull and contain sheer brilliance in handling difficult situations.

    They know the do’s and don’t s of the project. 

    Authentic leaders also believe in promise-keeping and reliable delivery of the product. They don’t compromise with transparent communication and work ethics.

    Team Leaders resonating with Team Members

    image depicting teamwork

    For situations like starting a business or moving to a transition, the start of anything is always self-motivating and disciplined. But being motivated and disciplined throughout the process is quite a tough job. In that case, a leader should be influential and entertaining enough to keep the process inflow.

    Added to the quality of decision making and interactive communication, a good leader also possesses some embedded qualities like the talisman to the particular purpose like gratitude and backing your team members.

     Like, amid this COVID situation, one of India’s leading entrepreneurs and the global head of TATA industries, Mr Ratan Tata. He has stated quite boldly that layering employees in this lockdown crisis are never a good idea. Because the company, as well as the customers, have developed goodwill with the employees.

    These employees are the people who have worked on the ground level for all these years, and it’s high time the companies should support them.

    Years before, in a very different field than business. In cricket, the two most successful captains of the Indian Cricket Team, Sourav Ganguly and MS Dhoni may have varying styles, varying techniques, and varying attitudes. Still, they share what they share as a good leader backing their team members. 

    Decision and Celebration

    It’s always said that a team or a company is as good as a leader, and there are several living examples in the world right now that state the same. They are skilfull as well as decisive in nature and can take decisions quickly. Most of the great leaders are process oriented. They always remind themselves about the sustainability of the situation.

    When you thoroughly equip yourself with the attitude you pursue, when you engage and dedicate yourself entirely towards the team you work with, a few faults can always be ignored. At any point, one can easily say that good luck favours the brave.

    Leadership also comprises how you celebrate again or win and handle the criticism and take the blame for any loss. Mostly it is seen that a great leader puts their team forward when it comes to getting an appraisal. Also, at the same time, he/she stands like a shield between them and any type of criticism.

    Leadership skills also comprise putting the right people in the right place at the right time for the work to be accomplished.

    The Hidden Charisma

    More or less, a leader is a kind of magician who’s whole effort is behind the scenes. His actions mainly do not reflect the final result. Rather than the output, but in the absence of a leader, the same work might get many minor bugs and toughs to process to the product.

    The main work of most leaders is not to do the activity by themselves. But they are supposed to find the best people for the role. Also, it is their primary role to bring out the best in them with their leadership.

    Conclusion

    We can see at the surface of any project the techniques and the team members’ efforts. Whereas what one cannot see is the guidance, the overnight ideas and the decisions taken by the team leader.

    Any day, we can slander or blame the team leader for results not going in favour. But at the same time, we could never deny the fact that great leaders build significant territories.

    One can gain Technical skills through practice recursively. At the same time, one can only nourish his/her leadership skills. That’s the magic or one can call “The talisman of Leadership”.

    At last, I would quote one of the most exemplary American author John Maxwell on his idea of leadership-

    “The pessimist complains about the wind. The optimist expects it to change. The leader adjusts the sails.” 

    Also, you can read our blog on How to develop a Competitive leader for the future?

    FAQ’s

  • What Is Personal Branding? -Present an Impactful and Authentic Image

    What Is Personal Branding? -Present an Impactful and Authentic Image

    In today’s era, everyone has heard the term branding. The business creating their branding is a common scenario we have seen.

    Branding is equally essential to sales and marketing as it gives a more robust image with effective and sustainable results.

    Everyone does branding to make their business different from the competitors in the market by creating demand and value.

    It is a way of influencing others by creating branding through emotions and perception.

    I want to ask you if you ever have thought of branding your own. Is it possible to imprint a personal image?

    Then for all the above doubt, I want to say that for the branding of the business there is a new trend that is about Personal Branding. Many of you have come across this type of branding, and also, some of you know what is personal branding.

    WHAT’S IN IT

    What is Personal Branding?

    It is a process of changing the plan of branding business to personal. It’s an ongoing process in which you have to develop, manage, and maintain the brand name and image by marketing yourself to the outer world.

    It’s a story that people say about you when you are not in the room. Eventually, in it, the others play an active role by taking action about you.

    It’s about focusing on your image as expertise in your field; you are the solution to every problem in your area. It is not about highlighting what you create or develop. It’s about you, you and only you.

    It plays a vital role in connecting the customers and clients, along with your administrative services.

    It helps make you different from the other to lead you to stand out from the crowd. You can make a story of your own by describing your personality, experiences, and skills. 

    Personal branding is not different from the business but in simple words. It is a type of branding in which you promote yourself instead of marketing service, name, or product.

    personal branding

    In this digital era, someone might be able to search for you on many search engine platforms in every step of life if you have a brand name about your own.

    There are many social platforms like Facebook, LinkedIn, etc., where you create your branding as it will create opportunities for you.

    It is a key for successful people who reach the top in their fields, like Richard Branson, Oprah Winfrey, and many others.

    It is vital for those who want to impact the community, like those who wish to identify themselves as motivational speakers, political leaders, or social workers.

    Why is Personal Branding Important?

    The important thing is it is essential because it helps in influencing the people as a strong brand.

    It makes you remember society even after your absence as it will make you memorable.

    This branding is easy for owners and traders of small businesses. And it will be more difficult as we move to the high-level company. 

    Because there is little difference between owners and their business. While in more prominent companies, there are big teams who are working to achieve the goals.

    Even there are many people whose own branding is more popular than their organisation or their products. For example, ELON MUSK is well known worldwide as a leading entrepreneur more than his company PayPal, SpaceX, and TESLA.

    image of Elon Musk, a personal branding expert.

    It also helps in making your image credibility. Suppose your function as a chief guest after building your brand; many people already have searched about you online.

    According to the new survey, it is found that many employers have started their screening process through the candidate’s social media profile before interviewing them. From this, you can understand its importance even in the selection process, which plays a vital role.

    Even for business owners, it is essential. Suppose you post some content in your social media profile; it helps shape your perception and reputation.

    A business owner should create its brand as it will help in gaining more new customers along with maintaining the older customers.

    How to Grow Your Brand?

    Following the things to know to grow yourself as a brand

    Discovering yourself by thinking deeply

    I suggest you start this process by knowing yourself first; if you only don’t know about your own, this will help you make your brand.

    So just sit back and start thinking about what you like, your goals and vision and which thing you are master. Think about the skills and talent that will make you unique from the crowd.

    Then note it down in any format you want, identify what you are now.

    It will help differentiate between them, and by noticing this gap, you start working on it to fill it up.

    You can also know your perspective from others, as many of you will be unable to identify your authentic self because many of you will undervalue yourself.

    By taking feedback from others about what they think of you, what is your importance for them, and you might be surprised about their perspective.

    Also, one can start working on their visibility, like how many know you in your organization or community. Is your presence visible to other people? Are you findable enough in your niche? 

    If you get the answer, you can also start working on your visibility because the visible things will be there.

     Be consistent about your niche.

    After deciding your capabilities, strength, and the area, you lack start working on the plan whose result you want to show to the world. The program includes ideas, behaviour, values, and what you want to deliver to your particular target audience.

    You should be consistent on your path so that the audience has clarity about you and your things; otherwise, it will confuse them.

    You should also be consistent in your social platforms. If a new person comes and visits your profile, he/she might get an idea about you within 30 seconds of who you are, what you serve, or what is your purpose, or what is your niche.

    Suppose your profile doesn’t look like this, then you should start working on it right now and start posting content that makes sense, just like professional swimmers who swim towards their end goal by remaining in their lane only instead of going zig-zag.

    So it is also essential to develop your branding online by making it appealing and sensible, which can influence others.

    Now let me explain to you my branding example about Gary Vaynerchuk. He set a perfect example for consistency towards his audience.

    image of gary vaynerchuk, a personal branding expert

    This gentleman always talks about hustling and hardworking until you reach the goal. By creating free content at the same time on multiple platforms.

    He selected this as a niche, and he keeps on serving the audience the content without any expectation in return from them.

    This quality is missing nowadays in many leaders. That makes him an influencer and motivator leader.

    I want to say that whatever is your niche, just stick to it and be consistent to avoid confusion among your audience.

    Be authentic

    In this present world, the audience is more intelligent than we think, so we should always create our image genuine and be honest in outreaching them.

    You should never try to fake yourself in terms of branding; you should be authentic.

    Also, along with being genuine, it helps to make your path of personal branding easier regularly, and again, it attracts and gains the organic traffic of the audience.

    Many people try to manipulate their voices and make fake personas that are not real.

    If you understand the method of personal branding correctly, you will never do this. Instead, it helps to be authentic, leading them in their success path ahead much more manageable.

    An individual will desire for life to keep going in their strength area and doing the things that make them satisfied by feeling happiness.

    If not, this authenticity can also help you hide your weakness as you will create a genuine image and assist in correcting the deficiency.

    Conclusion

    Your branding gives you many advantages in your career. It provides a platform to showcase your talent, skills, and mindset. Also, it helps in building trust with your present and future clients.

    Being consistent and authentic is the key to having successful branding about your own.

    Also, read our blog on 15 Proven Low cost branding Ideas For Your Business

    FAQ’s

  • How to develop a Competitive leader for the future?

    How to develop a Competitive leader for the future?

    It is a key task for every manager to develop the company’s next-generation competitive leader.

    According to experts, a self-planted tree gives more plants and fruits than a purchased one. Similarly, a homegrown leader is much better than a hired one.

    As a result, experts recommend finding the employees with high potential and put them through a strict program, multi-tasking, stretching assignments, and management classes, etc.

    The goal for this is to elevate the employee’s single function to multi-tasking, meanwhile, to broader their vision.

    Firstly, choosing potential candidates for a leadership program is the basic step, and for this one must judge the employees, their way of doing work, the potential to do work, the pace of doing work, thinking ability, and mainly the leadership qualities.

    Most Importantly, a candidate should be trained properly, also below are discussed some program to enhance the capability of the candidate.

    WHAT’S IN IT 

    Rotate candidate through different jobs

    competitive leader

    You must provide participants with firsthand expertise in numerous projects and functions inside your corporation. By doing so they will get contact with distinct branches and acquire new experience in just about every area.

    Challenging candidates with unfamiliar jobs

    For instance, stretching the assignments, these are growth-oriented exercises with some inherent risk that are designed to push participants past skills and to gain and achieve new heights for their skill.

    Even on failure, offer a valuable lesson to candidates so that they can add new skills, increase their learning ability, solidify the employee commitment and improve their confidence.

    Creating mentoring programs for candidates

    Step-by-Step: How to Design an Effective Mentorship Program (Part 2) - HR Daily Advisor

    Naturally, we all follow a pattern, that is paring employees with senior employees, who have much experience and knowledge at their company.

    There should be partners meet for the first time, they should understand the mechanics of their relationship and decide how they will communicate. when will they meet when to meet outside meetings, etc.

    Partners need to have acquainted with each other before handling a particular problem, and spending some time with each other

    Talking work fashions, backgrounds and personalities build up confidence which pays in the future.

    Learning growth

    Other than giving a suitable program and coaching future leaders must be able to analyze the growth. One should be able to decide on one, and go if required for instant growth.

    Ensure participants get frequent coaching and feedback

    Candidate’s experience should be increased not stopped, so we want them to stretch but not break. Hence so we should make sure they have proper support for new assignments.

    Frequent evaluations help to catch and address problems and also the candidate and these problems can be solved as early as possible.

    Skill Transfer

    Why Are Transferable Skills Important? | JobMonkey.com

    This might be odd to read but it’s a fact. Let us go with this through a basic example we all know that in ancient times the medicine was Ayurveda, and it has all remedies. But, during development, we left them behind and we lost the natural medicine Ayurveda, as a result, it has to start from the beginning. So to avoid this we should have a skill transfer program, where experts, old retired workers, senior leaders should share the platform with new generation leaders to enhance their skillset.

    Consider everyone’s advice

    We do hear sometimes that old is gold. Hence, Don’t let old workers’ knowledge get wasted when they are retired from the job.

    For instance, set up the mentoring programs between old skilled and experienced workers and high-potential future leaders.

    Allow candidates to back off

    Every tree cannot bring fruits, similarly, every candidate selected to be a leader cannot be a leader. Not every candidate will have what it all takes to be a good leader. Meanwhile, restart the program if required, Selection should not stop at any process.

    Every participant may not have to start from the basic every time and have senior members of the program to help new candidates.

    Giving them Roles

    Nine Ways to Contribute to Project Team Success

    Giving them roles which can affect the whole organization or which affects a group of people is a good choice, a future leader needs to have solidity and confidence in the decision that is taken.

    Rewarding Candidates

    Rewarding is a very well known method to extract the best from someone, Other than money, Rewards can include standing out in front of staff for their appreciable decision, promoting them or giving a new hall of fame for their excellent work, etc.

    Conclusion

    As a result, A future leader should have different qualities like flexible with the job, deciding on one go. For the benefit of the employees and company and all these a trainee must go under rigorous training to develop a skillset and challenge accepting behaviour.

    Also you can Read our Blog on Role Of Brikshaw four-dimensional model

    FAQ’s