Kouzes & Posner Ch 04 pp 89-102 - Sheet1 Flashcards
From Kouzes and Posner:
What speaks volumes about what’s important about critical incidents?
how you link the actions and decisions to shared values
From Kouzes and Posner:
Why are critical incidents important?
They become teachable moments
From Kouzes and Posner:
Why is telling a story so important?
you can pass on lessons about shared values and getting people to work together
From Kouzes and Posner:
Why tell a story during a presentation to an audience?
it is a powerful tool for teaching people what’s important and what is not, what works what doesn’t, what is and what could be.
From Kouzes and Posner:
According to David Armstrong why is storytelling a great leadership practice?
stories are simple, timeless, and can appeal to everybody regardless of age, gender or race. They’re fun a useful form of training, empowering, a great recognition device recruiting tool and to pass on tradition
From Kouzes and Posner:
What is one lasting benefit to storytelling?
Forces leaders to pay attention to what their subordinates are doing.
From Kouzes and Posner:
What is a what for leaders to reinforce the behavior they want repeated?
Feedback it outlines what is right and what needs improvement
From Kouzes and Posner:
What can leaders do to improve a subordinates outcome/performance?
Provide tools for measuring subordinates progress
From Kouzes and Posner:
What is a tangible mean for reinforcing values?
Rewards and recognition
From Kouzes and Posner:
Who sets the tone for innovation and risk taking?
the leader
From Kouzes and Posner:
What sends signals about what you value and how they are aligned with shared values?
incentives, recruitment, training, recognition
From Kouzes and Posner:
What happens when a leader sets an example?
Demonstrates their commitment to their values
From Kouzes and Posner:
What is the single best indicator of what’s important to a leader?
How a leader spends their time.
From Kouzes and Posner:
What is the best way to track if you are setting the best example?
Have someone other than yourself complete and audit of your daily routines, your daily calendar, agendas for your meetings, and how you deal with critical incidents.
From Kouzes and Posner:
Why should you ask your subordinates questions?
Each question is a teaching opportunity, become more aware of critical factors, perspectives and beliefs of your subordinates?
