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Encouraging the Heart: A Leader's Guide to Rewarding and Recognizing Others. Hoboken: Jossey-Bass (2003). ISBN 9780787964634; with Elaine Biech. A Coach's Guide to Developing Exemplary Leaders: Making the Most of The Leadership Challenge and the Leadership Practices Inventory. Hoboken: Pfeiffer (2010)
The Washington Post describes The Leadership Challenge as a "business-meets-self help canon." [1] Carmine Gallo and Tom Gerace have cited The Leadership Challenge as an important book in developing their leadership skills. [5] [16] Verne Harnish described the book as "one of the five most important leadership books ever written." [17]
The Pediatric Leadership Alliance (PLA) is a proprietary physician leadership program of the American Academy of Pediatrics (AAP). The program includes interactive elements such as case studies and team-based exercises, and incorporates evidence-based leadership principles as its core curriculum.
Public leadership focuses on the 34 behaviors involved in influencing two or more people simultaneously. Private leadership covers the 14 behaviors needed to influence individuals one-to-one. The third—personal leadership—is an "inner" level and concerns a person's growth toward greater leadership presence, know-how, and skill. Working on ...
"At its heart is the leader's self-awareness, his progress toward self-mastery and technical competence, and his sense of connection with those around him. It's the inner core, the source, of a leader's outer leadership effectiveness." (Scouller, 2011). The idea is that if leaders want to be effective they must work on all three levels in parallel.
The original path-goal theory identifies achievement-oriented, directive, participative, and supportive leader behaviors: The directive path-goal clarifying leader behavior refers to situations where the leader lets followers know what is expected of them and tells them how to perform their tasks. The theory argues that this behavior has the ...
Authentic leadership has been shown to promote team members' belief in the team's ability to succeed, known as team potency, [19] which has in turn been shown to improve team performance. [20] [21] This occurs because authentic leadership behaviors promote team virtuousness which, in turn, promotes team potency and performance. [19]
Substitutes for leadership theory is a leadership theory first developed by Steven Kerr and John M. Jermier and published in Organizational Behavior and Human Performance in December 1978. [ 1 ] The theory states that different situational factors can enhance, neutralize, or substitute for leader behaviors [ 2 ] (Den Hartog & Koopman, 2001).
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