How Stanford Leadership Programs Support Students Growth

Drag to rearrange sections
Rich Text Content

If you are going to be a business leader, then getting the most from your team is of critical importance. In recent articles published on Stanford Insights, they found that your ability to inspire and influence them to bring the best of themselves to work, to take responsibility and to commit their discretionary effort will have a huge impact on your overall results.


In our leadership programs, we teach students how high performing teams work together differently to the norm. In sport, cooperation is a prerequisite for competing at the highest levels. Yet this level of collaboration is rarely found in business.


The members of most corporate teams are highly competitive, and while this allows for some excellent individual performances, they will usually be at the expense of others and it never produces optimal results. According to some leaders, no matter how talented the individuals, if they do not work together they are unlikely to amount to much collectively.


What Can You do to Get More From Your Team?


You may want to get more out of your team for any of these reasons:


Because the number of people on your team has been reduced and yet you are still expected to produce the same or better results.Your team is not currently producing the results that are expected of it - a situation which is unlikely to be tolerated by your bosses for long. Members of your team are in conflict.


They undermine each other and your ability to be successful. “You'd like to turn your team into a collaborative and high performing unit” suggests Dan Smith of Keynote Speaker. “By doing so, not only does this increase productivity, but it also maintains a positive work environment which is critical when you want to keep your employees long term.”


Stanford leadership programs can help you create a crystal-clear vision for the results that you want your team to produce, for the way that you'd like your team to interact with each other and other parts of your organisation, and for the kind of people that you would like to have on your team.


Uncover the hidden challenges that may be sabotaging your success with leadership and team building. Leave the session renewed, reenergised and inspired to create a powerful results driven team that gets things done so that you can be the office hero and still have a flourishing personal life.


“When you take responsibility for your team in this way you can expect to benefit from an immediate improvement in your performance” suggests John Rogan of Motivational Speakers. “By taking responsibility, it shows that you are accountable for your actions and therefore teach by doing (i.e. lead by example).


An Emotional Intelligence is taken from one supporting points of a perfect combination between Emotional Quotient and Emotional Quotient, whereas both have a very significant difference. It is meant for a leader to smartly imply his emotion in handling people or his members.


“In applying Emotional Intelligence within leadership principles, we should understand notion of emotion in what part of business or point of views is this emotion is needed to apply” suggests Sean Adams of Motivation Ping.Yet not only the emotion of the leader is particularly expressed; the people or members of the organization are the ones who also need to apply this intelligence in comprehension that organization is grown and processed by unthinking and unfeeling members; it is surely something undesirable uncomfortable.


A huge influence of 'Emotional Intelligence' within an organization takes the way of operation procedure differently and turns it to 90 degrees into the field of emotion. This kind of emotion on the organization operation is absolutely urgently crucial as the basic feeling of the organization ‘wheel’ to move in different tones and points of view. Emotional Intelligence is also good for health, career and life in certain points of comprehension.


We could increase our Emotional Intelligence potency by performing some training and tests related to distinct improvements in particular aspects of emotional intelligence. Normally, the session is dealing with developing personal quality, emotion identification and emotion management of self and others' emotions. Certain parts of personal quality are included self-awareness, emotional literacy, empathy & compassion, balance and responsibility. The quality of personal emotional intelligence mentioned above is the means of us a leader in taking primary responsibility of the organization owner or motor to move along well. When we think that we are qualified enough with those emotional intelligence points and principles, do our people / members own similar emotions as ours?

Drag to rearrange sections
Rich Text Content

Page Comments