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PEOPLE LEADER DEVELOPMENT

PEOPLE LEADER DEVELOPMENT


  • Managers represent the immediate face and brand of the organization.
  • Modeling authenticity, and communicating with transparency, is vital for trust.
  • People Leaders responsible for managing others must understand that their direct reports perform to care, development, and fair leadership---from you.

It is the privileged responsibility of the leader-manager to develop his or her people, and to ensure that both the departmental work group and the organizational culture is strengthened for quality performance and long-term retention. The days of exercising one’s “authority” over another are antiquated; people respond to influence and integrity.  Indeed, a people-leaders’ team or staff requires attention, inspiration, and development for high level productivity.

At C3 Leadership, we shape behaviors and skill-sets so as to more effectively:

  • Manage one’s self as Leader-Manager.
  • Clarify purpose, expectations, and goals.
  • Lead 1:1’s; delegate and manage time.
  • Navigate difficult working relationships with confidence and know-how.
  • Develop a culture of engaged performance and commitment.

Why Employees At Apple And Google Are More Productive | Fast Company.pdf