SMART GOAL

S.M.A.R.T. goal setting: 

Specific

What exactly do you want to achieve? The more specific your description, the bigger the chance you'll get exactly that. S.M.A.R.T. goal setting clarifies the difference between 'I want to be a millionaire' and 'I want to make €50.000 a month for the next ten years by creating a new software product'.

Questions you may ask yourself when setting your goals and objectives are:

• What exactly do I want to achieve?
• Where?
• How?
• When?
• With whom?
• What are the conditions and limitations?
• Why exactly do I want to reach this goal? What are possible alternative ways of achieving the same?

S.M.A.R.T. goal setting: 

Measurable

Measurable goals means that you identify exactly what it is you will see, hear and feel when you reach your goal. It means breaking your goal down into measurable elements. You'll need concrete evidence. Being happier is not evidence; not smoking anymore because you adhere to a healthy lifestyle where you eat vegetables twice a day and fat only once a week, is.

Measurable goals can go a long way in refining what exactly it is that you want, too. Defining the physical manifestations of your goal or objective makes it clearer, and easier to reach.

S.M.A.R.T. goal setting: 

Attainable

Is your goal attainable? That means investigating whether the goal really is acceptable to you. You weigh the effort, time and other costs your goal will take against the profits and the other obligations and priorities you have in life.

If you don't have the time, money or talent to reach a certain goal you'll certainly fail and be miserable. That doesn't mean that you can't take something that seems impossible and make it happen by planning smartly and going for it!

There's nothing wrong with shooting for the stars; if you aim to make your department twice as efficient this year as it was last year with no extra labour involved, how bad is it when you only reach 1,8 times? Not too bad...

S.M.A.R.T. goal setting: 

Relevant

Is reaching your goal relevant to you? Do you actually want to run a multinational, be famous, have three children and a busy job? You decide for yourself whether you have the personality for it, or your team has the bandwidth.

If you're lacking certain skills, you can plan trainings. If you lack certain resources, you can look for ways of getting them.

The main questions, why do you want to reach this goal? What is the objective behind the goal, and will this goal really achieve that?

You could think that having a bigger team will make it perform better, but will it really?

S.M.A.R.T. goal setting: 

Timely

Time is money! Make a tentative plan of everything you do. Everybody knows that deadlines are what makes most people switch to action. So install deadlines, for yourself and your team, and go after them. Keep the timeline realistic and flexible, that way you can keep morale high. Being too stringent on the timely aspect of your goal setting can have the perverse effect of making the learning path of achieving your goals and objectives into a hellish race against time – which is most likely not how you want to achieve anything.

Leaders SMART goals

Leaders SMARTGoals

Paul J. Meyer describes the characteristics of S.M.A.R.T. goals in Attitude is Everything.[17]

Specific
The criterion stresses the need for a specific goal rather than a more general one. This means the goal is clear and unambiguous; without vagaries and platitudes. To make goals specific, they must tell a team exactly what's expected, why it's important, who’s involved, where it's going to happen and which attributes are important.

A specific goal will usually answer the five 'W' questions:

What: What do I want to accomplish?
Why: Specific reasons, purpose or benefits of accomplishing the goal.
Who: Who is involved?
Where: Identify a location.
Which: Identify requirements and constraints.

Measurable
The second criterion stresses the need for concrete criteria for measuring progress toward the attainment of the goal. The thought behind this is that if a goal is not measurable it is not possible to know whether a team is making progress toward successful completion. Measuring progress is supposed to help a team stay on track, reach its target dates and experience the exhilaration of achievement that spurs it on to continued effort required to reach the ultimate goal.

A measurable goal will usually answer questions such as:

How much?
How many?
How will I know when it is accomplished?
Indicators should be quantifiable

Attainable
The third criterion stresses the importance of goals that are realistic and also attainable. Whilst an attainable goal may stretch a team in order to achieve it, the goal is not extreme. That is, the goals are neither out of reach nor below standard performance, since these may be considered meaningless. When you identify goals that are most important to you, you begin to figure out ways you can make them come true. You develop the attitudes, abilities, skills and financial capacity to reach them. The theory states that an attainable goal may cause goal-setters to identify previously overlooked opportunities to bring themselves closer to the achievement of their goals.

An achievable goal will usually answer the question How?

How can the goal be accomplished?
How realistic is the goal based on other constraints?

Relevant
The fourth criterion stresses the importance of choosing goals that matter. A bank manager's goal to "Make 50 peanut butter and jelly sandwiches by 2pm" may be specific, measurable, attainable and time-bound but lacks relevance. Many times you will need support to accomplish a goal: resources, a champion voice, someone to knock down obstacles. Goals that are relevant to your boss, your team, your organization will receive that needed support.

Relevant goals (when met) drive the team, department and organization forward. A goal that supports or is in alignment with other goals would be considered a relevant goal.

A relevant goal can answer yes to these questions:

Does this seem worthwhile?
Is this the right time?
Does this match our other efforts/needs?
Are you the right person?
Is it applicable in the current socio-economic environment?

Time-bound
The fifth criterion stresses the importance of grounding goals within a time-frame, giving them a target date. A commitment to a deadline helps a team focus their efforts on completion of the goal on or before the due date. This part of the SMART goal criteria is intended to prevent goals from being overtaken by the day-to-day crises that invariably arise in an organization. A time-bound goal is intended to establish a sense of urgency.

A time-bound goal will usually answer the question

When?
What can I do six months from now?
What can I do six weeks from now?
What can I do today?

CARE concept

After researching I found that their was main concepts that I worked on it and still doing that CARE is four domains for any successful leader and each domain contains arms belong to this domain.
Arms consists of values and sub values and discussions will publish soon with CARE concept informations but we should think that these four domains will be the ideal leader but if not means leader has certain values play on it to move forward to his goals and results, we should passionate what leader did by domains he had and also understand how to drive any of domains unavailability for this leader to be added in his circles to gain mor succession.

Mobility leaders

Mobility leaders rarely available as leaders role play on their background they have for example without naming these leaders,leader worked in finance field within the period he promoted to be the director of finance for a time and he challenged to be the CEO of the company therefore the role played in the finance department proved his leadership and talent charisma to get forward in his career path since he had been CEO in this we had 2 options 1st succession due to professionalism in how to do his job and roles added to him while he didn't move and transfer to other sections and department.
2nd failures as no experience gained in other departments  or sections and he'd had a na narrow horizon.
For the best succession, the leader he got and gained experiences in more than 3 or 4 department with a career path for a long term which give him a wide and high horizon and this we called mobility leader.

Leaders and mental skills quote

Leaders with mental skills more powerful and powering the teamwork:
With mental leader you will finding the powerful and mindful leaders that influence the peoples, motivating and inspiring them.

Leading by trust

Leader influence coming by bridge trust, involving people to corporate and collaborate in doing specific task or special operation empower people who working with him and trust him because he involves theirs opinions for doing this job with him which reflect his influence in them.
Trust is too important in our daily life, job and many things, we should differentiate between trust dependence because trust means people's around leader playing with him a role to get a better results and achievements but dependence means he puts and plans to get actual results and achievements if they like to do or not.
The Trust empower people to do something not related to his role by collaboration to get better achievement which reflects to the whole team in their roles but dependence let jobs done by those people in meaning of he plan each one what is his role in this specific job to end the job with final results needed to be achieved.

Leaders vision

The vision of any successful leader comes from his insight,  the more insightful leader he will changes the vision into reality and the imaginations come true. Many of us think about insights is skill or capability.
This is a capability born and anyone had this capability, people's don't owned the skills to discover and excract to create this room of insights.
When we practice in real our insghits started to appear according to the situation we face the best who planning to develop this capability quickly and act on this plan and progression to better his insghit.
Who insists to has best insghit should increase his capability by following leaders because learing from influencer leaders has the best effective experience for us.
To choosse the right leader you should map your mind rightly to find the rightful leader because choosing non similar leader means you re in wrongly direction then you will be in the followers direction influenced by the leader you followed.

Leaders coaching

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

My thoughts

Check out @bolkiny007's Tweet: https://twitter.com/bolkiny007/status/442261861372006400

My thoughts

Check out @bolkiny007's Tweet: https://twitter.com/bolkiny007/status/442258217184546816

Leaders vs. Manager

Leading people is different totally from managing people by tools used.
Managing people is the way for people to makes their jobs smoothly and organised sticking to the rules they follow.
Leading people is the way for people they likes what they do due to influence impact.
Leaders potential power comes from how is influence impact on these people if high they will do because they likes this leader, while managers they stick to the rules if not done they warn according to the mistakes they found.
The leaders use the mistakes to prevent falling and falling in the future.
Trying to learn from mistakes is one of the important tools used by leader to get better results and outcomes to help the next steps to prevent falling and fallen in the same mistakes.

Lead the way

Nowdays is too important to find a person not to manage workspace but lead the workspace, managing operations is easy  because managwrs stick to rules to oprate thier days with his fingers print and this type following the directions previously founded by the organization.
The leader is the same but he owned skills to change the direction way of operations to be done perfectly in the workspace.
The best leaders who owned their resolutions to create succession for themselves and their teams, leaders measure the success by teamwork involving and collaborations to do their best to get the beat results for their efforts.
Also the leader should inspiring hia team to do what they like and this done by influence.

Leader game

Play the game

Leader's profiles was full of challenges and levels like games every time the leader finish level start a new level with another challenges but he play the game with another template due to his new role because it differs from the previous role, he stand and think about this role, plan and organize to exceed his KPI`s that will reflect to his performance as no leader play the game to achieve results then he wasn't a leader he will be like manager do his job every morning which isn't bad, the leader effects to become role model and the people's follow him and his organization exceeding all expectations.
But many people found the succession of the leaders to be no. 1 that not right as many leader's affecting the organizations and let organizations to move forward and gain a new market share and I will write in another blog how we can get a new market share.
The roles of playing the games:
1- leader is born or made
2- leader style
3- leader and people
4- leader and organization
5- leader skills
6- leader charisma
We need to think about the above if the leaders is a people is born genetic or we can made leaders.
My point of view we had the two type of leaders where there was leaders was genetically born with the characteristics of leaders and these kind of leaders was Anecdotes but the other type was found on my life and these leaders with different styles some of them failed and others succeed and inspire people and motivate themselves and people around them.
Leaders can be made by many ways we had to see ourselves right to know myself where am I from the leaders, what tools I need, what is my plan and plan for my development to enhance my leadership skills, my position and role profile to know if I'll be in the track or I need to change or will be difficult decision to take as any decision be done from my side I'll be responsible no one sharing me in these decisions then I shall play the game and make a good start and stive to win the challenges and nothing is impossible. At the end of this article which isn't the last and I'll continue to speak and discuss the six points in details to help us in showing what is inherent within us in leadership

Business Leader Qualities

Richard Branson

The qualities for business leaders must have the following:

1.Leadership Talents:

To be successful in business, you need outstanding leadership skills. You should be able to expertise a room and inspire a team of partners to perform at their best.

2.Courageous to Take Risks:

A great business leader has an entrepreneurial spirit and is not fearful to take risks to advance the business and improve revenues.

3.Mental power:

Thorough knowledge of the business world, as well as of technology, economics, politics, history, and other matters, is important for business leaders. Intellect helps to promote a global perspective and sparks creativity.

4.Creativity:

Creativity is important in business as it continually pushes people to work harder, learn more, and perform better.

5.Solid Communication Skills:

Great communication skills are essential, as no business transaction is a solitary endeavor. Business leaders must be able to communicate effectively in writing and orally to ensure the highest levels of efficiency.

6.Personal and Professional Integrity:

A keen sense of integrity is important to ensure that business transactions are conducted with ethics in mind. A successful business person conducts him or herself in a respectable manner and always acts fairly and responsibly.

Lincoln: The Leader Quality

Lincoln

Lincoln leadership from my point of view was grounded in those qualities below that always aspired, and that are also timeless leader qualities: self-determination; a fierce drive toward justice; an unwavering commitment to individual freedom.

1- Be decisive:

It's helpful to get more than one opinion, strong leaders know when and how to make decisions. Managers and bosses could have argued forever, but Lincoln had the ability to know when he had all of the information he needed. He was able to determine the best solution and make a decision without wavering.The best leaders clarify their decision criteria, identifying musts and wants.

2- Capacity to Listen to Different Points of View:

Lincoln had the capacity to listen to different points of view. He created a climate where members were free to disagree without fear of retaliation. At the same time, he knew when to stop the discussion and after listening to the various opinions, make a final decision.

3- Connect with people on a personal level:

Lincoln made himself accessible. As president of the United States, he kept regular office hours and citizens were allowed to see him.

"It's not how smart you are, strong personal relationships and high levels of trust was the foundation of effective leadership, Good leaders must demonstrate empathy, take an interest in others and find out details about them.

4- Awareness of Own Weaknesses:

Lincoln had the tendency to give people too many chances, because he was aware and he was able to compensate for that weakness.

How to be a Leader

The following Steps to be a Leader:

1. The 1st step toward success is identifying your strengths
2. Communication and Trusting Relations
3. Motivation and influence
4. Discover important to someone else
5. Be good listener
6. Find the team player for tomorrow leaders
7. Respecting and motivation
8. The Extra mile for rewards and praise
9. Admit mistakes
10. Set SMART Goals
11. Focus and Picture
12. Work/Life Balance
13. Enthusiasm Power

In the next posts i'll discuss each point to find and compare that to your personality and develop yourself to achieve the best

Resources:
Leader Code

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