Tags |
|
|
Links |
|
|
Add You - Leadership Lessons from the Great Pyramids - PART 2 of 2
Affiliate - the buzz word of the internet. But what is an affiliate? Why would you choose to become one? How do you make money? Is there a capital outlay to become an affiliate?Lets start at the beginning - I want you to seriously consider these questions before reading on.1. Are you looking for another way to earn money?2. Are you willing to spend a minimum of 1 hour a day on the computer?3. Are you willing to learn?If you answered yes to one or more of these questions you need to understand affiliate marketing.What I am going to do is give you information in layman's terms so those who are not big on using the computer can understand.Affiliates are simply businesses or individuals who associate themselves with o
In the
As a predictive maintenance tool, oil analysis is used to uncover, isolate and offer solutions for abnormal lubricant and machine conditions. These abnormalities, if left unchecked, usually result in extensive, sometimes catastrophic damage causing lost production, extensive repair costs, and even operator accidents.The goal of a world-class oil analysis program is to increase the reliability and availability of your machinery, while minimizing maintenance costs associated with oil changeouts, labor, repairs and downtime. Accomplishing your goal takes time, training and patience. However, the results are dramatic and the documented savings in cost avoidance are significant.What are Lubricants Industrial oils are specifically designed fl
True greatness lies in self-actualization through work
When work becomes choice, it no longer manifests itself as work. It is the convergence of personal desire and the actions we gladly take.
As it turned out from the discovery of a Workers Cemetery, building Pyramids was a dangerous business. Even with a great attitude, that's a real bummer. So why would anyone choose to put in their whole hearted effort and risk their lives in the process. Was it Bak, or feeling special, or was it more?
Harvard's George Reisner found workers graffiti created by "Building Teams" that called themselves names like "Friends of Khufu" and "Drunkards of Menkaure".
These findings and ancient Scrolls suggest that these teams were made up of many classes of people on a rotating basis. This means that the managers, architects, and even the priests would take part in building.
Did Pharaoh himself go down and carve bricks? Only Ra would know.
But in today's context when nurturing the psychology of a superior workforce, a Hands-on CEO often commands greater respect.
Why?
Because he/she leads for others and not for a personal ego trip.
The term "Hands on" should be qualified here: a CEO that gets into other peoples job because of frustration or tries to do everything themselves is counterproductive. The hands on type I'm talking about is an individual who takes the time to have assist his personnel by supportively guiding them. And, who lets his subordinates teach him what and how they are doing in order to have a greater understanding of even the least significant function. This would be a Leader who may see a mop and proceed to clean the floor while the janitor's on his break, then ask the janitor if he did it right when he comes back. Or, who may go to the source when a manager is having difficulty with equipment and assist him in solving the problem as the manager takes charge. These of course must be taken in context of time requirements, but a great leader will have more time because they would be more effective in assisting people to achieve greater and faster results.
In thes
I’m not really that old. At 54, I am surely not old enough to remember communicating by smoke signals or drums. But I am old enough that while working for a huge engineering company, I was trained as a back-up for the regular telephone operator, and that meant learning how to operate the old cord switchboard. When Centrex telephone system was introduced, I learned about that as well. Back then, women – even engineers – were all expected to type. And those in the clerical field were expected to learn at least enough about customer service, greeting customers face-to-face as a receptionist, and how to run a switchboard, that they could fill in if the regular receptionist or switchboard operator had to be away.A few years later, I learned to send and rec
As it turned out from the discovery of a Workers Cemetery, building Pyramids was a dangerous business. Even with a great attitude, that's a real bummer. So why would anyone choose to put in their whole hearted effort and risk their lives in the process. Was it Bak, or feeling special, or was it more?
Harvard's George Reisner found workers graffiti created by "Building Teams" that called themselves names like "Friends of Khufu" and "Drunkards of Menkaure".
These findings and ancient Scrolls suggest that these teams were made up of many classes of people on a rotating basis. This means that the managers, architects, and even the priests would take part in building.
Did Pharaoh himself go down and carve bricks? Only Ra would know.
But in today's context when nurturing the psychology of a superior workforce, a Hands-on CEO often commands greater respect.
Why?
Because he/she leads for others and not for a personal ego trip.
The term "Hands on" should be qualified here: a CEO that gets into other peoples job because of frustration or tries to do everything themselves is counterproductive. The hands on type I'm talking about is an individual who takes the time to have assist his personnel by supportively guiding them. And, who lets his subordinates teach him what and how they are doing in order to have a greater understanding of even the least significant function. This would be a Leader who may see a mop and proceed to clean the floor while the janitor's on his break, then ask the janitor if he did it right when he comes back. Or, who may go to the source when a manager is having difficulty with equipment and assist him in solving the problem as the manager takes charge. These of course must be taken in context of time requirements, but a great leader will have more time because they would be more effective in assisting people to achieve greater and faster results.
In the
Have you ever had an incredible idea only to have it shot down by friends or family? Just because someone is a family member or a friend is no guarantee they will support you in reaching your dreams or goals. If they are not motivated or goal oriented themselves, they may not want you to be more successful than they are. Some people are far more interested in holding you back than pushing forward and being left to eat your dust.They may ask questions like, "Why would you want to do that? That's a dumb idea and besides, what makes you think it'll even work? Boy, think how stupid you'll look if you fail." Suddenly you begin to doubt yourself and then the fear of failure begins to creep up and consume you.Think of this same situation except this time
Did Pharaoh himself go down and carve bricks? Only Ra would know.
But in today's context when nurturing the psychology of a superior workforce, a Hands-on CEO often commands greater respect.
Why?
Because he/she leads for others and not for a personal ego trip.
The term "Hands on" should be qualified here: a CEO that gets into other peoples job because of frustration or tries to do everything themselves is counterproductive. The hands on type I'm talking about is an individual who takes the time to have assist his personnel by supportively guiding them. And, who lets his subordinates teach him what and how they are doing in order to have a greater understanding of even the least significant function. This would be a Leader who may see a mop and proceed to clean the floor while the janitor's on his break, then ask the janitor if he did it right when he comes back. Or, who may go to the source when a manager is having difficulty with equipment and assist him in solving the problem as the manager takes charge. These of course must be taken in context of time requirements, but a great leader will have more time because they would be more effective in assisting people to achieve greater and faster results.
In the
Online businesses do best with online marketing. Online opportunity and online work is, at the moment, at its zenith. Online communities help me connect Defining Collaboration Communities and Collaboration Web 2. Perhaps a better way of stating the issue is: What should you do to make online work successful in your work area. Most people manage by deadlines, and making decisions based on the online input keeps it real. People need to know what they are expected to do when they come to the online work area.Creative Commons licenses attach to the work and authorize everyone who comes in contact with the work to use it consistent with the license. Creative Commons licenses are expressed in three different formats: the Commons Deed (human-readable code)
The term "Hands on" should be qualified here: a CEO that gets into other peoples job because of frustration or tries to do everything themselves is counterproductive. The hands on type I'm talking about is an individual who takes the time to have assist his personnel by supportively guiding them. And, who lets his subordinates teach him what and how they are doing in order to have a greater understanding of even the least significant function. This would be a Leader who may see a mop and proceed to clean the floor while the janitor's on his break, then ask the janitor if he did it right when he comes back. Or, who may go to the source when a manager is having difficulty with equipment and assist him in solving the problem as the manager takes charge. These of course must be taken in context of time requirements, but a great leader will have more time because they would be more effective in assisting people to achieve greater and faster results.
In the
Although formal ratification of a new ISO standard for testing colour printer consumables has not yet been completed, manufacturers have started to quote yield figures based on the new system - a sure indicator that the new agreed test methods will not change. Amongst manufacturers adopting the new system are Epson and Hewlett Packard, both of whom implementing it for their inkjet printer ranges.What is the new Colour Printer Yield Standard System?Essentially, the new ISO system does away with the old "5% coverage" (ink on paper) maxim, and the lack of standards on testing and consumables quoting methods. These methods that consumers have been faced with the need for a great deal of guidance when attempting to calculate the Total C
In these teams people were equals and as equals established unique identities within the masses. Each of these teams was divided into 5 smaller teams where more cohesiveness amongst team members could be formed.
With individual group identities, leaders were able to establish the groups as an essential part of the same vision. They were part of something greater than the individual, they had ownership in it. It was a higher purpose. As a part of these select teams they had strength that no individual could ever have, they were greater than themselves and even Pharaoh.
This became a way for the average person to have real power, to feel an equal to royalty. The Pyramid became the achievement that no one but them could achieve, a part of history that they could tell there children about. A physical manifestation of owning a part of something no one else could do.
This higher purpose bred cooperation and efficiency; there was pride in Daily accomplishments. And each team celebrated with other teams after each completed step of the process. These people didn't work as individuals, not even as groups, but as an extension of the organization.
To achieve self actualization in a workforce, a modern company must ask "Why?"
Why would someone feel powerful working in your organization?
Why would they be proud to be a part it?
What is your "Pyramid", the greater purpose your staff could be a part of?
Each person has their own values they must equate and align with the organizations vision to achieve self actualization. To lead self actualized individuals, a leader doesn't direct or even guide; at this stage a leader collaborates with his people as equals, empowering them as entrepreneurs and not employees. Self actualization stems from personal power. When you feel power in and of your actions, when you feel like YOU matter in the grand plan of those actions, then you reach the pinnacle of your success.
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.addyou.info/article/2314/addyou-Leadership-Lessons-from-the-Great-Pyramids--PART-2-of-2.html">Leadership Lessons from the Great Pyramids - PART 2 of 2</a>
BB link (for phorums):
[url=http://www.addyou.info/article/2314/addyou-Leadership-Lessons-from-the-Great-Pyramids--PART-2-of-2.html]Leadership Lessons from the Great Pyramids - PART 2 of 2[/url]
Related Articles:
Blogging and Article Marketing - Untapped Home Business Resources
Permits and Licenses Needed for Incorporation in Florida
Bookmark it:
|