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The 20th century saw the transition from the management age of expertise to the era of empathy; this foundational shift changed the management dynamics and redefined the leadership requirements. Today, being a design manager with leadership responsibilities requires a substantial set of abilities that were inconceivable a few decades ago. These requirements materialize a lifelong journey of constant development that demands to be initiated exceptionally early in your career. In this chapter, you will learn how to create your developmental program. You will explore the latest insight on leadership development, how your contribution as a design manager and leader evolves during your career, and how that progression affects your developmental needs. You will learn how to assess your competencies and define a leadership archetype based on your organizational needs. You will also learn how to create your personalized developmental program implemented using macro, meso, and micro iterations.
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A collaborative entity is a group that consists of two or more interdependent individuals driven by needs and goals that cause them to influence each other.
From a cognitive perspective, the organizational context of a given company is defined by the reflective assumptions underpinning the meanings associated with the perceived business needs and expected social behaviors considered necessary to be successful.
A sufficient estimator utilizes all the relevant information from a sample in order to approximate a population parameter.
The survey questionnaire used with the 360-degree method is presented in Table 3-3 in the section dedicated to assessing your competencies to avoid repetitions.
A superpower represents the unique contribution that an individual offers to the team.
- Create Your Developmental Program
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