The one-sentence summary
Successful leaders will take on risk, change and ambiguity.
How to lead jo owen.pdf - DOC-Live - DOC Search engine. Free unlimited pdf search and download. Get this book in print. Amazon.com; Barnes&Noble.com. Jo Owen Limited preview - 2012. How to Lead: What You Actually Need to Do to Manage, Lead and Succeed. (2011) JO OWEN is a leading authority on leadership and business skills. He is one of the founders of Teach First, now a top ten graduate recruiter in the UK, and of. Jo Owen has worked with over 100 organisations around the world in most major industries and has written 15 books on leadership and management including the best-selling How to Lead, How to Manage and Tribal Business School.He is the founder of eight charities which have a collective turnover of £100 million and was awarded the OBE by the Queen for starting Teach First which is now the. To sign-up for the 'Advice for Life' email series, download the free eBook and on the download confirmation page enter your details in the sign-up area. If you have alread downloaded the eBook, you can sign-up for the 'Advice for Life' email series here. Jo Owen eBooks Epub and PDF format Jo Owen eBooks. How to Lead: What the best leaders know, do and say. Pearson Business, August 2012.
WHAT THE BOOK SAYS
How To Lead Jo Owen Ebooks
- This book contains all the important stuff about leading well: motivating people, building networks, selling ideas, influencing people, giving feedback, evaluating people, and learning to be lucky
- It takes you through the foundations, practice and mastering of leadership, and makes the point that leaders aren’t necessarily at the top of organisations
- The main qualities fall into focusing on people,being positive, and being professional (that means having loyalty, honesty, reliability, solutions, and energy)
- Leading from the middle involves finding your way through the matrix. Those who fall by the way are:
the expert (technically competent, but that’s all)
cave dweller (territorial)
politician (political)
boy scout (naïve)
autocrat (acts as though they already are a leader)
WHAT’S GOOD ABOUT IT
- A survey of 1,000 leaders reveals the qualities they look for in emerging leaders:
adaptability, self-confidence, proactivity, reliability, and ambition
- Luck is normally down to practice, persistence, and perspective
- There are good quotes to be had here:
“ Many sins are forgivable, but disloyalty is not one of them.”
“An organisation full of Ghengis Khan wannabes is unlikely to be a happy place.”
“It is possible to learn leadership. If you know how to, you are well on the way to success.”
“The successful leader will take on risk, change and ambiguity.”
- There is an interesting checklist of what people want from a good boss:
How To Lead Jo Owen Ebook Free
- Shows an interest in my career
- I trust them – they are honest with me
- I know where we are going and how to get there
- I am doing a worthwhile job
- I am recognized for my contribution
WHAT YOU HAVE TO WATCH
- Not much. This is a well-organised and thoughtful book on leadership
MORE DETAIL
A survey of 1,000 leaders reveals the qualities great leaders need: 3 Ps leading to a fourth:
·People focus
·Positivity
·Professionalism…leading to Performance.
He distinguishes between emerging leaders, leading from the middle, and those at the top.
Leadership foundations
Find the right boss; always deliver; no surprises; ditch the excuses; adapt your style; have an alternative; learn; do what is right; size the prize; understand costs and risks of decisions; follow strategy and values; build consensus; flip a coin – don’t hide, decide; motivate; set direction; communicate; fight the right battles
Towards leadership mastery
Start at the end; take responsibility; raise the bar; drive to action; act the part; keep on learning; set expectations; have a plan; shape your team; set your style; protect your territory; deliver results; craft an agenda
Ineffective leadership behaviours
Ego; no emotional quotient; focus solely on expertise; naïve about networks; hires weak clones; threatened by talent; poor delegation; problem focused; can’t do approach; retreats into comfort zone; political; keen on status.