Adaptable Leaders

-- Think and act to apply strategic influence on their environs. They proceed to guarantee that their companies are well positioned competitively.
-- Proactive, expect opportunities and put the resources in position to go after them.
-- Utilize diverse styles of leadership that enables them to be personally more adaptive.
-- Think about diverse and conflicting situations plausible before making vital decisions.
-- Proficient acknowledges when they are erroneous and amend a negative itinerary of action.
-- Insightful learners of surroundings.
-- Expert of create inventive opportunities for action.
-- Build organization's competences to become skilled, renovate structure, change culture, and adapt technology.
-- Keep on knowledgeable of what stakeholders want.
-- Willing to try out, take risks.
-- Strive to improve personal openness to new ideas and stay side by side prolongation learners.
-- Passion and encourage innovation.

Leaders Coaching Role

Coaching:

Any Leaders should had the valuable coaching skills, the most important step in this skill is Lead By Example if he don't own this he can't influence the management team members to following him, any leaders followers influenced by his leadership style.

We had the the following steps the leaders coaching:

1- Increase the forward insight by using all feedback processes like 360 degree and on target feedback to gathering information from employees, management team, customers.

2- Encourage Employees by taking responsibilities for the situation by helping and supporting them room being proactive.

3- Commitments creation to change by assist in acknowledging important areas to improved and take small steps to make needed improvements.

Decisive Leaders Succession

Decisive:
Employees rely on leaders to make decisions that are quick, logical and correct. Understanding the extent of the professions your employees operate, the concerns of your manager, financial constraints and any other pertinent aspects will enable you to make fast and right decisions.

1.Employee and Leader

Decisive” automatically doesn’t mean the leader makes immediate decisions. It means the leatd
er can structure discussion with others to wisely encourage an agreement. When a decision only be accomplished by the leader, the leader competence to

convey a logical basis for it. In other cases a leader may not be able to make a specific resolution for example; an employee suggests an enhancement for his department by changing a process work out that affects several departments. In that case, the employee will help the manager t encourage appropriate decision makers and do his paramount to convince that person that the change is influential.
The decisive leaders’ success as following:

1. A leader manages his time to wholly understand all opportunities before making a decision.

2. A leader makes decisions in a well-timed manner and effective decisions with
in his role without unnecessarily seeking permission.

3. A leader makes decisions that are conceivable and dependable with the company priorities and basis standards of the business, he establishes all systems of Decision-Making techniques and standards to ensure a willing culture of effective decision-making.

 4. A leader makes challenging decisions, under complexity and can do so in the absence of entire information.

5. A leader had the authority to accomplish his decisions, creates clarity for others to make decisions, and creates setting for others to act decisively by clarifying roles and responsibilities and boundaries of decision-making.

6. A leader is innovative, entrepreneurial and open minded, demonstrates audacity to support decisions, addressing the underlying issues that preclude effective decision-making.

7. A Leader is willing to deal with conflict by confrontation rather than by evasion.

8. A leader’s move to engage the competition (the challengers) in the marketplace, rather than wait for the competition to come to them.

9. A leader reacts quickly to changes in the situation; they remain flexible.

The below image for decision making styles:

2. Decision Making Style

Decision-making is kind of a challenging skill and trait. The leader has to make a decision based on all the inputs from his team, data and systems, nevertheless often he has to think and make a decision which is independent from what mainly of his team needs. Therefore he has to make the needed decision and also set the team feel like they have come up to to this inference collectively. For making the ideal decisions the leader will need the following steps to get the decisions that are quick, logical and correct:


3.Leader decision steps

find the link below as examole for decisive leader:

Lincoln-leader-quality

Leaders Styles

Leaders Styles:

I see that there were different types of leaders but I choose 5 of them as shown in the image below:

Autocratic Leaders:

Autocratic leaders are an excessive form of transactional leadership, where a leader makes use of high levels of power over his team members. People within the team are given few opportunities for making suggestions, even if these would be in the team's or organizations interest.

Bureaucratic Leaders:

Bureaucratic leaders work by the book, ensuring that their staffs follow procedures accurately. This is a very right approach for work involving serious safety risks (such as working with machinery, with toxic substances or at heights) or where large sums of money are involved (such as cash-process).

Charismatic Leaders:

A charismatic leaders style can appear similar to a transformational leadership style, in that the leader bring in huge doses of enthusiasm into his team, and is very energetic in driving others forward. Charismatic leadership carries great responsibility, and needs long-term commitment from the leader.

Democratic Leaders:

Even though a democratic leader will make the final decision, he invites other members of the team to contribute to the decision-making process. This not only increases job satisfaction by involving team members in what is going on, but it also helps to develop people’s skills. Team members feel in control of their own destiny, and are motivated to work smart by more than just a pecuniary reward.

Laissez-Faire Leaders:

They known as delegative leaders offer little or no guidance to group members and leave decision-making up to group members. While this style can be effective in situations where group members are highly qualified in an area of expertise, it often leads to poorly defined roles and a lack of motivation.

As the perfect leader had the most known 3 styles as he play the role of each type in situation he face as below:

Customer Experience

Explain the customer experience:

• The Product or Service (what do we do)

• The Process (how easy are we to do business with?)

• The Engagement (how did it feel?) Communicate the vision for our brand to my team. Constantly to remind them.

Understand customer and Treat the customers as friends.

Use customer surveys to find out how they rate their experience with you; what score would they give you on a scale of 1 to 10? Find out if customers enjoyed dealing with store and team.

Score was NPS
NPS is net promoter score

LEAD by example by practice and learning the team the best customer experience.

Make the day customer focused, not task focused.

Catch my team doing something right twice every day (and tell them!)"

NPS is net promoter score

As Shown in the image we had 3 customers' types:

1- Detractor: This type is risky for the company where the detractors don't like the company because the customer faces a problem and no solution done or found bad attitude or behavior from employee.
To convert this type to promoter we must focus on customer by:
Strive to preserve relationship with the customer instead of immediate profit from them. Make customer happy now and they will reward you later.

2- Neutral: Neither happy nor sad as they found everything was ok with them as they think that they got good quality and service form this company.

3- Promoter: This the highest level of customer satisfaction where the customers are raving fans and with highest loyalty to the company and promote the company to all people around him as the best company ever.

The Equation for the NPS as follow: For Example: 100 customers commented on the company status as follow:
40 neutral, 35 promoters, 25 detractors The results was NPS = %promoter (35/100) - %detractor (25/100) = 35%-25% Therefore NPS = 10% to now your score was good or no you should be more than 70%.

Leaders and complaints

The leaders nowadays facing huge numbers of complaints, converting to satisfaction is the leaders priorities as their actions will be avoiding Customers Complaints. The success of any leaders is make the following steps and make sure of practicing these step all the time:

1- Plan for Complaints
2- Resolving Complaints a Priority
3- Conduct Professionally
4- Take Responsibility
5- Compensate Customer for the Inconvenience
6- Follow Up to Confirm Satisfaction
7- Take Action to Prevent Similar Complaints

How team leader motivate team?

Motivation

"You can't motivate other people; you can only influence what they're motivated to do".

Experienced staff with a de-motivated spirit that begins to affects the newly hired staff:

1- OOO to each agent to listen and understand the essentials of each staff

2- Know my budget in the team building to varied and interesting work

3- Set clear objectives and ensuring good two-way communication

4- Inspiring them with a vision for success w Giving encouragement - if someone's standards fall short, without criticize

5- Authentic management and leadership whose behavior is consistent and genuine(from OOO)

6- Delegating key tasks can empower employees and stimulate innovation, although I'll need to ensure that the ultimate business objective is understood

7- Regular appraisal and positive feedback - restating business objectives and recognizing staff contribution and celebrate employee achievement

8- Requests for feedback, either in person or via staff surveys, on how employees feel about their roles, the support they get, and improvements

Leader Habitual Success

Habitual Capabilities:   Any leaders had habitual capabilities, learnt skills and I'll discuss below 5 keys about habitual capabilities in leaders success.

Influence: 

The effective leader must inspire people to follow him - not impose it. This possibly will sound simplistic, however a real leader must possess inborn talent to motivate and empower team members during the response to a set event.

Power:

It is essential for a leader to maintain the proficiency and expertise essential to establishing authority. The leader must fill up confidence and connect psychologically and mentally with both executive leaders and other management members.

Audacity:

Not all leaders are capable of quickly and confidently make decisions in crisis situations with incomplete information at hand, but that tends to become the norm when responding to a set event. Proficiency can be taught, but the capability to keep a level leader on edge status, quickly make decisions, and lead a team through a distract consequence is a fundamental endowment.

Equilibrium:

Many organisations value collaboration as a key part of day-to-day decision making, but in a crisis situation, there often comes a time where a decision needs to be made immediately, even if the facts seem incomplete and disguised. There is an intangible ability a crisis leader must have-to know when it's time to stop the discussion and start making a decision that commits the organisation to act.

Awareness:

The leader capability to be familiar with and understand characters, emotions and behaviours and particularly the impact these have on those around us and the work environment. Understanding yourself - especially your expertise, values and what contribution you want to make in your work. Develop a plan for your professional growth based on what you value and what you ultimately want to accomplish with your work.  Build up a methodology for professional planning over and done with your life. Understand the interactions and benefits of a coach/mentor relationship so you can be effective in this type of relationship in the future. Therefore self-awareness frees us to be innovative and effective leaders.

Leaders and employee engagement

“Valuable employee engagement leads to higher efficiency, more eager and motivated employees, better collaboration and enhanced resolution.”
In my opinion Employee Engagement is often more complicated, because manage employee engagements as a critical business process, there are always going to be different factors in different organizations? Engagement grows when employees are recognized for taking steps toward individual and common goals; lead to serve, be impatient, coaching is a process, not only one scene. As many organizations seen that employees engagement was HR responsibilities and tasks, but my opinion this responsibilities must be straightforwardly managed by organizations leaders as they owned visions ‘that lead to the summit.We should place the employee engagement is one of the tools in hand of leaders use it as motivation and empowerment that direct the employees in achieve the pinnacle of their jobs and results.
Leaders put in the picture, what he expects and the actions he wants for execution, confidence in vision and clearly communicate expectations for each level in the organization. This makes it easier to accomplish and achieve the results needed, employees need to understand what is expected and have a clear vision to provide. Ask employees to understanding well of vision image, when they submit; they are encouraging to take the actions, ask them to execute the vision, and then employees committed to the direction leaders needed. Build effective and valuable links with employees at all levels. Encourage them as individuals to achieve vision and make the necessary steps to produce change. Leaders are keen to listen and feedback the management team, employees’ experience that they have input and be able to vote and will be more engaged in their role and other role with the company.

Leaders SWOT

Leaders own special characteristics make people's following them; there are many kinds of leader’s. But I’ll discuss two types of them as following:

Spiritual leaders

Mental leaders

The spiritual leader’s is one map his way through the religious rules and he owned the spiritual wisdom which awaken the hearts of human beings, this kind of leaders play role in explaining the relationship between us and god, the moderation concepts of religion and teach people how to transcend the spiritual values and spiritual relations, but we had disadvantages for this type masking themselves under the religious ceiling and they are not related to religion and force people in the way of bad behavior and attitude and people had power to change the meanings of words by Extremism.

SWOT Analysis:

The image show about internal factors and external factors

The mental leaders think logically as actons do not left to chance and that makes them the owners of the final ecision and they analyze everything that goes on and insist to know what ening around them, not boring to try again, but looking for the wrong reasons and failure in order to complement ssful. The mortant features he likes to complete difficult and complex tasks with success, like to work in team and share every results with the team, believed in facts and reality, highly time management, for those leaders disadvantages they aren't social as they don't own fun time as called them practical leaders, they only had the final decision and no one can amend his decisions.
SWOT Analysis:

The image show about internal factors and external factors

Leaders and Defeatism

Leaders and defeatism, one of the troubles encountered by the leaders as the staff are the foundations of the existence of this problem.

The leaders’ interacts with this problem, thinking how to motivate employees, to enhance resilience to step up the organizations forward to the summit.

Motives and incentives is the most important tools that help leaders advancement, but the employee with negative aspect and gives a lot of defeatism will remain is driven because he looks discourteous that this is not a suitable position for him, the employee doesn’t grasp the situation at all due to his egotistical, selfish behavior  and not care about the place, people, .....,etc.

Leaders in this case must be the leaders of authoritarian power* and take a decision to keep this kind of staff away from the surroundings as their influences will undermine all affirmative movement.

Defeatism in the current crisis not required, in any organization need resilience employees and optimistic and expect that future will come by best for them if they provide the leaders and organizations by quality of products or service, increasing revenue, enhancing organization vision and its values.
                                     
* I’ll discuss in a blog the authoritarian leaders

Leader's vision

Vision lead to success and having the power to move forward to the Summit

Democratic Leader

kurt lewin: set out to identify different styles of leadership. But I'll stress on one of the most needed leadership in nowadays the Democratic leadership.

Democratic leadership, also known as participative leadership, is a type of leadership style in which members of the group take a more participative role in the decision-making process. Researchers found that this style is usually one of the most effective leader's styles with higher productivity, better contributions from group member's and increased group morale.

Characteristics of Democratic Leadership:

Things from the primary characteristics of democratic leadership include :

1- Group members are motivated, encouraged to share ideas and opinions, even though the leader has their final say over decisions.

2- Members of the group feel more engaged in the process.

3- Creativity needed and rewarded.

Strengths of Democratic Leadership:

Because group members are encouraged and motivated  to share their thoughts, democratic leadership can lead to better ideas and more creative solutions to problems. Group members also feel more involved and committed to processes and operations, making them more likely to care about the end results. The democratic leadership leads to higher productivity among group members.

Weaknesses of Democratic Leadership:

While democratic leadership has been described as the most effective leadership style, it does have some potential weaknesses . In situations where roles are unclear or time is of the essence, democratic leadership can lead to communication failures and uncompleted projects. In some cases, group members may not have the necessary knowledge or expertise to make quality contributions to the decision-making process.

Therefore Democratic leadership works best in situations where group members are skilled and eager to share their knowledge. It is also important to have plenty of time to allow people to contribute, develop a plan and then vote on the best solution of action.

Decision making

Input from group members with specialized knowledge and expertise creates a more complete basis for decision-making. --