WOMEN ENTREPRENEURSHIP IN INDIA
WOMEN IN INDIA: The Indian sociological set up has been traditionally a male
dominatedone. Women are considered as weaker sex and always to depend on men folk in their family and outside, throughout their life. They are left with lesser commitments and kept as a dormant force for a quite long time. The Indian culture made them only subordinates and executors of the decisions made by other male members,in the basic family structure.
The traditional set up is changing in the modern era. The
transformation of social fabric of the Indian society, in terms of increased educational
status of women and varied aspirations for better living, necessitated a change in the life style
of Indian women.
Indian families do have the privilege of being envied by the
westerners, since women here are taking more responsibilities in bringing up children
and maintaining a better home with love and affection. At the family level, the task of
coordinating various activities in a much effective manner, without feeling the pinch of
inconveniences, is being carried out by the women folk.
Thus, the Indian women have basic characters in themselves in the present sociological and cultural setup as follows.
Indian women are considered as Sakthi, which means source of power.
Effectively coordinating the available factors and resources.
Efficient execution of decisions imposed on them
Clear vision and ambition on the improvement of family and children.
Patience and bearing the sufferings on behalf of others and
Ability to work physically more at any age.
NEED OF THE HOUR: Women sector occupies nearly 45% of the Indian population.
The literary and educational status of women improved considerably during the past
few decades. More and more higher educational and research institutions are imparting
knowledge and specialisation. At this juncture, effective steps are needed to provide
entrepreneurial awareness, orientation and skill development programmes to women.
The institutions available at present are very limited. Moreover, their functions and
opportunities available with them are not popularised much.
QUALITIES REQUIRED FOR AN ENTREPRENEUR: An effective entrepreneur requires certain
basic qualities, which can be listed as follows.
Innovative thinking and farsightedness.
Quick and effective decision making skill.
Ability to mobilise and marshal resources.
Strong determination and self confidence.
Preparedness to take risks.
Accepting changes in right time.
Access and alertness to latest scientific and technological information.
Matching the basic qualities required for entrepreneurs and the basic characters of Indian women, reveal that, much potential is available among the Indian women on their entrepreneurial ability. This potential is to be recognized, brought out
and exposed for utilisation in productive and service sectors for the development of the nation.
ACTION PLAN : Proper planning and execution are required at all levels. Proper
training in right direction is to be planned meticulously.
The steps to be taken can be listed as follows:
— identifying women with different literary levels in proper groups and to create
awareness about entrepreneurship and its importance as job providing avenues
rather than job seeking ventures.
— skills to be provided to selected women group are to be identified.
— making them to realise the income generation and social status and
recognition
– giving orientation and skill training on selected trades on their choice and suitability.
— assisting them in preparation of project reports for their own proposed units
and helping them to follow up the venture to start the new enterprise.
– providing consultancy and guidance, continuously.
A training capsule of around 15 days may be provided by expert institutions, voluntary
agencies and Govt.departments.The financial resources are to be mobilised to provide this type of programmes, by the government organizations like banks, public sector organizations and voluntary agencies..
The higher education institutions, which are spreading throughout the country, may conduct programmes like this,regularly,in addition to their academic programmes,with or
without govt.aid.Young graduates of that area and the final year students of U.G/P.G courses may also be provided with such training.Normally,infrastructures are available with such institutions. Getting expertise and mobilizing other requirements will also be easier for
such institutions, since they are already having good establishment facilities.
Voluntary agencies like Rotary clubs, Lions clubs, and etc.Govt. sponsored institutions like UGC, Science and technology Councils may interact with the colleges/universities, through financial assistance, to carry out the programmes.
With proper financial assistance and effectively using them, each college/university may train 300 to 1000 youths, in the area of entrepreneurship development. When women are going to be the target groups, the benefit will reach a larger section of the society.
Thus ED culture is to be developed gradually among the women, in addition to providing educational facilities to use the vibrant women force in right direction. Thus programmes combining, technical skill and entrepreneurship skill, to selected groups, will make the Indian women more self reliant and confident and would lead them to be envied by people at the international level.
TRAINING COMPONENTS : Even though there are very efficient institutions at the national level,likeEDIAhmadabad,NSTED BOARD,NewDelhi,NISIE,Hyderabad and at State level,CED in Madurai and Chennai,TANSTIA in Chennai,such programmes are to be conducted at regional level, at the residential area of the women, in their vernacular language and to the specific requirement of the people of that area.
The essential components of such training may be listed as follows.
Awareness, career building and attitudinal change towards enterprise formation.
Effective training on building up self-confidence and communication skills.
Skill training on specific trades suitable to their option.
Training on quick and effective decision making techniques and managerial skills.
Training on marketing strategies.
Training on effective financial management.
Training on project formulation and implementation.
Scope for increasing access to new technologies and scientific knowledge.
Information on persons/offices to be contacted.
Interaction with successful entrepreneurs for sharing their experiences
Training in such areas are not going to have much financial burden to the govt., when compared to other developmental projects. This type of programmes can be conducted in all the parts of the country. A consistent and continuous effort in this project will add more dimensions Indian women and their empowerment. and to the economic development of the nation as a whole.
6
APPENDEX-1
Suggested list of appropriate areas suitable to Indian women entrepreneurs:
– Food products manufacturing
-Food processing and preservation.
-Catering services and fast food centres.
-Interior decoration.
-DTP and Book binding.
-Maintenance of Dairy, Poultry and their products.
-Maintenance of house-hold appliances.
– Stationeries retailing.
– Manufacturing of note books and pads.
- Packing & packaging
-Diagnostic lab & pathology clinics.
– Communication centers with telecom, fax, browsing,
and Xeroxing facilities.
-Readymade garments, embroidering and fashion designing.
-Retail selling through different methods.
-Art and painting works on commercial decorations.
-Hiring of warehouses and godowns.
-Floral decorations.
-Jewellary
-Beauty centers
-Running old-age homes
And so on.
The list is only suggestive and not conclusive.
7 APPENDIX-2
STEPS FOR STARTING SMALL-SCALE INDUSTRIES.
Steps to be taken Agency to be contacted
1. Product selection and preparation of District Industries Centres/Small
Project report. Industries service Institutes/Tech-
nical consultancy agencies,like,CECRI,
at Karaikudi, for specialised products.
2. Obtaining provisional or permanent District Industries centre/Department
registration of Industries and commerce.
3. For obtaining developed plots for District Industries centers.
construction of a factory for obtaining
sheds in Industrial Estates
on ownership/rental basis
4. If agricultural land is to be used Small Scale Industries Development
for industrial purpose Corporation and permission from
Thasildar, to conclude lease deed.
5. Obtaining licenses for the plan,etc. Respective Corporation/Municipality/
Punchait, where the unit is to be set up
6. No objection certificate from pollution Respective State pollution control Boards.
Control board
7. Registration under the Factories Act Chief Inspector of factories and Boilers.
8. Finance Commercial banks/Industrial co-op.banks. . State finance Corporations-for term loans
9. Registration for sales tax State Commercial Tax Office
10. Water supply Water supply and sewage Board.
11. Power connection State Electricity Board
12. Processing controlled raw material Joint Director(SSI)
8
13. For imported raw materials/machinery The Joint Chief Controller of imports and
components and exports
14. Obtaining machinery on hire purchase National Small Industries corporation
(NSIC)-Regional offices.
15. Foreign collaboration The Foreign Investment Promotion Board,
Ministry of Industrial Development,
Govt. of India.
16. ISI Certificate Bureau of Indian Standards Institution,
New Delhi.
17. Patent Right The Controller of Patent and Designs.
18. Registration of Trade Marks Registrar of Trade Marks.
19. Marketing Assistance
a) Internal Marketing Respective State Small Industries
Marketing corporations
. b) Export Marketing Export Promotion Council/Cells;
Trade Development Authority; State
Trading corporation; Export credit
Guarantee Corporation and Export
Inspection Agency.
20. Testing, Training and other extension Small Industries Service Institutes and
facilities Regional Testing Laboratories.
21. Product development Assistance Project and product development centers
References : .1. Lalitha Iyer : Women entrepreneurs-Challenges And Strategies
Frederic exert sifting (FES), New Delhi.1991.
2 .M.Soundarapandian: Women Entrepreneurship—Issues and
Strategies. Edited volume.
Kanishka Publishers, New Delhi.1999.
3. S.S.Khanka : Entrepreneurial Development
S.Chand & Co. New Delhi.1999.
4. Phamphlets from Small Industries Service Institute, Chennai. 2004.
5. Phamphlets from CANARA BANK-Circle office, Madurai 2004.
WOMEN IN INDIA: The Indian sociological set up has been traditionally a male dominated
one. Women are considered as weaker sex and always to depend on men folk in their family and
outside, throughout their life. They are left with lesser commitments and kept as a dormant force
for a quite long time. The Indian culture made them only subordinates and executors of the
decisions made by other male members,in the basic family structure.
The traditional set up is changing in the modern era. The
transformation of social fabric of the Indian society, in terms of increased educational
status of women and varied aspirations for better living, necessitated a change in the life style
of Indian women.
Indian families do have the privilege of being envied by the
westerners, since women here are taking more responsibilities in bringing up children
and maintaining a better home with love and affection. At the family level, the task of
coordinating various activities in a much effective manner, without feeling the pinch of
inconveniences, is being carried out by the women folk.
Thus, the Indian women have basic characters in themselves in the present sociological and cultural setup as follows.
Indian women are considered as Sakthi, which means source of power.
Effectively coordinating the available factors and resources.
Efficient execution of decisions imposed on them
Clear vision and ambition on the improvement of family and children.
Patience and bearing the sufferings on behalf of others and
Ability to work physically more at any age.
2
NEED OF THE HOUR: Women sector occupies nearly 45% of the Indian population.
The literary and educational status of women improved considerably during the past
few decades. More and more higher educational and research institutions are imparting
knowledge and specialisation. At this juncture, effective steps are needed to provide
entrepreneurial awareness, orientation and skill development programmes to women.
The institutions available at present are very limited. Moreover, their functions and
opportunities available with them are not popularised much.
QUALITIES REQUIRED FOR AN ENTREPRENEUR: An effective entrepreneur requires certain
basic qualities, which can be listed as follows.
Innovative thinking and farsightedness.
Quick and effective decision making skill.
Ability to mobilise and marshal resources.
Strong determination and self confidence.
Preparedness to take risks.
Accepting changes in right time.
Access and alertness to latest scientific and technological information.
Matching the basic qualities required for entrepreneurs and the basic
characters of Indian women, reveal that, much potential is available among the Indian women
on their entrepreneurial ability. This potential is to be recognized, brought out
and exposed for utilisation in productive and service sectors for the development of the nation.
3
ACTION PLAN : Proper planning and execution are required at all levels. Proper
training in right direction is to be planned meticulously.
The steps to be taken can be listed as follows:
–identifying women with different literary levels in proper groups and to create
awareness about entrepreneurship and its importance as job providing avenues
rather than job seeking ventures.
– skills to be provided to selected women group are to be identified.
— making them to realise the income generation and social status and
recognition
– giving orientation and skill training on selected trades on their choice and
suitability
— assisting them in preparation of project reports for their own proposed units
and helping them to follow up the venture to start the new enterprise.
– providing consultancy and guidance, continuously.
A training capsule of around 15 days may be provided by expert institutions, voluntary
agencies and Govt.departments.The financial resources are to be mobilised to provide this type
of programmes, by the government organizations like banks, public sector organizations and
voluntary agencies..
4
The higher education institutions, which are spreading throughout the country, may
conduct programmes like this,regularly,in addition to their academic programmes,with or
without govt.aid.Young graduates of that area and the final year students of U.G/P.G courses
may also be provided with such training.Normally,infrastructures are available with such
institutions. Getting expertise and mobilizing other requirements will also be easier for
such institutions, since they are already having good establishment facilities.
Voluntary agencies like Rotary clubs, Lions clubs, and etc.Govt. sponsored institutions like
UGC, Science and technology Councils may interact with the colleges/universities, through
financial assistance, to carry out the programmes.
With proper financial assistance and effectively using them, each college/university may train 300 to 1000 youths, in the area of entrepreneurship development. When women are going to be the target groups, the benefit will reach a larger section of the society.
Thus ED culture is to be developed gradually among the women, in addition to providing educational facilities to use the vibrant women force in right direction. Thus programmes combining, technical skill and entrepreneurship skill, to selected groups, will make the Indian women more self reliant and confident and would lead them to be envied by people at the international level.
TRAINING COMPONENTS : Even though there are very efficient institutions at the national level,likeEDIAhmadabad,NSTED BOARD,NewDelhi,NISIE,Hyderabad and at State level,CED in Madurai and Chennai,TANSTIA in Chennai,such programmes are to be conducted at regional level, at the residential area of the women, in their vernacular language and to the specific requirement of the people of that area.
5
The essential components of such training may be listed as follows.
Awareness, career building and attitudinal change towards enterprise formation.
Effective training on building up self-confidence and communication skills.
Skill training on specific trades suitable to their option.
Training on quick and effective decision making techniques and managerial skills.
Training on marketing strategies.
Training on effective financial management.
Training on project formulation and implementation.
Scope for increasing access to new technologies and scientific knowledge.
Information on persons/offices to be contacted.
Interaction with successful entrepreneurs for sharing their experiences
Training in such areas are not going to have much financial burden to the govt., when compared to other developmental projects. This type of programmes can be conducted in all the parts of the country. A consistent and continuous effort in this project will add more dimensions Indian women and their empowerment. and to the economic development of the nation as a whole.
6
APPENDEX-1
Suggested list of appropriate areas suitable to Indian women entrepreneurs:
– Food products manufacturing
-Food processing and preservation.
-Catering services and fast food centres.
-Interior decoration.
-DTP and Book binding.
-Maintenance of Dairy, Poultry and their products.
-Maintenance of house-hold appliances.
– Stationeries retailing.
– Manufacturing of note books and pads.
- Packing & packaging
-Diagnostic lab & pathology clinics.
– Communication centers with telecom, fax, browsing,
and Xeroxing facilities.
-Readymade garments, embroidering and fashion designing.
-Retail selling through different methods.
-Art and painting works on commercial decorations.
-Hiring of warehouses and godowns.
-Floral decorations.
-Jewellary
-Beauty centers
-Running old-age homes
And so on.
The list is only suggestive and not conclusive.
7 APPENDIX-2
STEPS FOR STARTING SMALL-SCALE INDUSTRIES.
Steps to be taken Agency to be contacted
1. Product selection and preparation of District Industries Centres/Small
Project report. Industries service Institutes/Tech-
nical consultancy agencies,like,CECRI,
at Karaikudi, for specialised products.
2. Obtaining provisional or permanent District Industries centre/Department
registration of Industries and commerce.
3. For obtaining developed plots for District Industries centers.
construction of a factory for obtaining
sheds in Industrial Estates
on ownership/rental basis
4. If agricultural land is to be used Small Scale Industries Development
for industrial purpose Corporation and permission from
Thasildar, to conclude lease deed.
5. Obtaining licenses for the plan,etc. Respective Corporation/Municipality/
Punchait, where the unit is to be set up
6. No objection certificate from pollution Respective State pollution control Boards.
Control board
7. Registration under the Factories Act Chief Inspector of factories and Boilers.
8. Finance Commercial banks/Industrial co-op.banks. . State finance Corporations-for term loans
9. Registration for sales tax State Commercial Tax Office
10. Water supply Water supply and sewage Board.
The Essence of Leading: for Meeting, and Dating Beautiful Women
Enzo here with a quick article on the real meaning of leadership with women and in life in general. When some one tells you to lead the interaction with a women what comes to mind? The average person today understands leading only as a cause and effect relationship; when some one follows some one else is leading. Most people can recognize the effect but very few have a crystal clear picture of the cause.
So if I had to sum up the essence of leadership in one phrase how would I do it?
TO LEAD IS TO GO FIRST.
The problem with the contemporary view of leading is that it is based on results. We judge a leaders effectiveness on the results he produces and the amount of people he leads and thus fail to recognize our own capability to become great leaders. Our own vision of personal leadership is based on results, so we assume that we lack the gusto to lead because people usually aren’t following us. When all along we were looking at the equation backwards.
With women you always want to be that “first guy”. The first guy to go over and talk to her and her group, the first guy to suggest they meet your friends, the first guy to initiate physical escalation etc etc. This is the essence of leadership, you don’t lead the cavalry charge by going into battle the last, you do it by going into battle first and inspiring others to do as you do by setting an example.
When you go first, you take total responsibility for where you are going and you give the women a choice, follow and be wooed or don’t follow and miss up an opportunity with a man that understands the true meaning of leadership. For most women this becomes an easy decision assuming you don’t come off as try hard.
With this principle in mind, you’re going to find that you come off much more daring and dominant around women, but there’s a second concept that needs to be addressed.
LEADERS BEGIN WITH THE DIRTY WORK.
The key to leading people is to give them a reason to follow you. No one really needs some one else to lead them into a lukewarm pool, that’s easy there’s no resistance in them to doing that. However, if the water is really hot or really cold, seeing some one else do it first motivates people to do it themselves and once you’ve motivated people to do it themselves, you’ve taken a leadership role.
Why am I bringing this up for your romantic life?
When talking to just women, its easy to do some of the dirty work initially and establish that you are leading. Walking up to a women in a bar and introducing yourself IS dirty work, you’re risking rejection-something she feels hesitant to do no matter how attractive a man is. In doing so you’re showing her that the pool of cold water ( opening up, and flirting with a stranger ) is something that she CAN do-she just needs to follow your lead.
But when you’re interacting with a group of girls and guys and the apple of your eye happens to be part of this group, things can get more complex. I’ve seen guys screw situations like this up because they tried to lead the entire group without doing any dirty work for the guys. This is where to be successful you need to become the leader of men, you can accomplish this through a number of different ways.
See if these guys are waiting on drinks or trying to order and take it into your own hands to loudly demand service. At most clubs and bars, if you act VIP, the staff and other patrons will treat you like VIP, its a great trick for getting service before others, and providing for your new friend’s. Another easy way to get this handled is to bring them more women. Take the initiative, go introduce yourself to some cute girls at the bar and bring them over and introduce them to the guys of the group. If done properly these two things alone will have the men following your lead unconciously because you will have manned up and finished the dirty work they didnt want to do.
From there you can now lead the whole group and watch the girl you’re interested in go crazy over your ability to win over and lead her and her friends.
Finally, when working with this concept remember the job of a real leader is to inspire others to lead themselves. If you notice the girl taking initiative to get you back to her place (which a lot of them will do, after you’ve shown how awesome you can be) or another dude taking initiative for the whole group after you’ve done your job, let them. This all just looks better on you. You dont have to be constantly doing the dirty work, once you’ve done it for people once they’ll look for ways to make it up to you.
There it is. The cause to the effect. Now just LEAD.
-Enzo
Originally posted on www.edgedating.com. Visit us for more free dating advice, from a site dedicated to user feedback, and updated frequently.
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Women’s Leadership Speakers are all-rounder’s
Women’s leadership speakers have a capability of understanding the state of affairs and surrounding easily. Hence they are capable enough to deliver the speech in such a way so that it reaches a large group of people. As women’s are more sentimental and susceptible they respond quickly to people’s emotions.
Women as a speaker has an extensive range of opportunities in front of them to deliver their speech in areas like business enterprises, political events, organizations team building event, sports events and other type of commercial services. This is done so as to improve the profits of business, maintain a good customer service as well as for personal productivity.
Many multi-national corporations choose women’s leadership speakers so that they deliver speeches in front of workforce which will in turn boost their level of confidence. This will further help the organization to increase their overall profit.
Those female entrepreneurs who are successful in their field of work are given an opportunity to deliver leadership speech. This is done so that the work force of that particular organization accent to become as a leader, perform their duties in teamwork as well as to get in touch with latest crucial information.
Women’s leadership speakers are day by day tuning out to be as most successful speakers. This is for the reason that they have helped many organizations to improve their business profits, customer retention service and personal productivity. They have helped workforce to understand the concept of how to accomplish the massive productivity gains with minimum sweat.
Nowadays there is a huge demand for such speakers in finance and insurance field too. This is due to the reason that women speakers can easily identify the requirements of employees and at the same time they motivate them. Today the demand is so high in these sectors that it takes a month time for management authority to get in touch with them.
Women’s leadership speakers are also preferred for giving presentation in technical areas such as product development, managing efficiency, management of risk and time and in other similar areas. In many a cases it becomes necessary for the organization to employ the service of female speakers. And these are the situations where feminine issues are resolved. In brief female employees of your organization will feel more comfortable to share thoughts with female speakers only. And thus here is where they again play a major role in resolving the issues and bringing back the workforce on track.
It is believed that women’s leadership speakers can effortlessly grab the attention of audience and show them the way of success through their speech. They have the power to motivate the crowd of women easily and then to inspire them with speeches which contains live examples.
Business enterprises that are serious on the fact of improvement should never miss the opportunity of appointing women’s leadership speakers. As they are thought out to be all rounder’s in every field of work and thus appointing their service will be fruitful for your organization.
LEADERSHIP AND LEADERSHIP STYLES IN CORPORATE ESTABLISHMENT
Leadership entails ability to persuade, inspire, motivate other people and set aside for sometime their own individual resources, time and attention willingly to pursue and achieve a common goal that is significant for the success and welfare of the group or in a business enterprise.
Good leadership is not about coercion nor domination, it is about persuasion, people asking others to carry out their instruction coercively are not leaders, good leaders shows, where followers or subordinate willingly accept for a period of time the goals of a group or business organization as theirs.
In line with the concept of leadership by Mullins-process of planning leading and controlling the works of organization members and of using all available organization resources to reach stated goal and my perception of leadership one can deduce that leadership matters because works and goal achievement matters leadership involves building a strong team with the need to achieve.
However, Leaders must demonstrate superior ability, having expert power is an advantage whether in technical skill or organizational sophistication, their skills and knowledge entitles them to the position of leadership, therefore professionals expert their leaders to know more about the field.
Who is a Leader?
Leaders are expected to be credible person and to know rules the dos and don’ts, the norms, expectations and values of the group he or she supervises.
Good leader motivates trains and helps develop subordinates and members. Should be someone who can be looked up to, whose personal judgment is trusted; who can inspire and warm the hearts of those he or she leads, gaining their trust and confidence and explaining what is needed in the language that can be understood by the members.
There are four broad ways to leading people; they are:
Authoritarian way
bureaucratic way
democratic way
laissez-faire way
Autocratic Leadership Style:
This is often considered the classical approach. It is one in which the manger/ Leader retains as much power and decision-making authority as possible. The leader does not consult member, nor are they allowed to give any input. Members are expected to obey order without receiving any explanations. The motivation environment is produced by creating a structure set of rewards and punishment.
The Leaderships style is tyrannical and use to end up with little or no achievement as a result of dictatorial approach.
In most cases, autocratic leaders;
Rely on threats and punishment to influence members
Do not trust members
Do not allow for members” input.
This does not mean that autocratic leadership is all bad. Sometimes it is the most effective style to use. These situations can include:
When members do not know what to do
Members do not respond to any other Leadership style.
There is limited time in which to make a decision
Some members are acting against the overall cooperative interest
The autocratic leadership style should not be used when members expect to have their opinions heard and when there is low employee morale.
Bureaucratic Leadership Style
Bureaucratic leadership is where the manager manages “by the book”. Everything must be done according to procedure or policy. If it isn’t covered by the book, the manager refers to the next level above him or her. This manager is really more of a police officer than a leader. He or she enforces the rules.
This style can be effective when employees are performing routine task over and over; employee need to understand certain standard or procedures and where employee are working with dangerous or delicate equipment that requires a definite set of produces to operate.
The style is capable of making employees do just what is expected of them and no more. They may also lose their interest in their jobs an in their fellow workers.
Democratic Leadership Style
The democratic leadership style is also called the participative style as it encourages followers to be part of the decision making. The democratic manager keeps his or her followers informed about everything that affects their work and shares decisions making and problem solving responsibilities. This style requires the leader to be a coach who has the final say, but gathers information from staff members before making decision.
Democratic leadership can produce high quality and high quantity work for long periods of time. Many followers like the trust they receive and respond with cooperation, team spirit, and high morale. Typically the democratic leader:
Develops plans to help followers evaluate their own performance
Allows followers to establish goals
Encourages them to grow
Recognizes and encourages achievements
Like the other styles, the democratic style is not always appropriate. It is most successful when used with highly skilled or experienced employees or when implementing operational changes or resolving individual or group problems.
Laissez-Faire Leadership Style
The laissez-faire leadership style is also known as the “hand-off”. It is one in which the manager provides little or no direction and gives followers as much freedom as possible. All authority or power is given to the followers and they must determine goals, make decisions and resolve problems on their own. This method is problematic especially when arrowhead leadership is badly needed; when initiatives need to be taken and championed.
What Managers/Leaders should know about Human Beings
As manager, we need to know that human beings do not just comply with or disobey instructions. They do not often make needless requests or ask questions without reason; human beings are needs-driven. According to Abraham Maslow, these needs come in five major categories.
Self actualization needs
Self Esteem needs
Love and Affection needs
Safety needs
Physiological needs
Elevate Your Leadership by Immersing yourself in a Wide of Leadership and Organizational Tools
There are so many books, seminars, coaching, and consulting practices based on leadership and organizational development. The Barrett Center focuses on personal leadership and organizational development, however there are many other forms of leadership and organizational development models such as transformational leadership, executive coaching, Six Sigma, TQM (Total Quality Management), business process improvement, learning organizations, and systems thinking to name a few. Some of you may feel overwhelmed by the sheer volume of authors, seminars, coaching, and consulting practices claiming to have the answers for improving your leadership and/or organization’s performance.
I used to be one of those individuals, as I too was initially overwhelmed by the number of books, speakers, and seminars pertaining to leadership and organizational development. However, I soon realized that life, learning, and leadership is all about taking in knowledge from multiple sources and then deciphering for yourself what works best for you and your particular situation. Whatever improved my personal leadership, I incorporated in my repertoire. Whatever did not work, I allowed to fall into the recesses of my subconscious so that I could retrieve it in case I ever needed it in the future.
There is so much knowledge available in the world in regards to leadership and organizational development. However, all of this knowledge may not be beneficial to our particular situation or life. Therefore, we must obtain this knowledge with a discriminating eye, assessing multiple leadership models from multiple sources, looking for those tid bits of information that can improve and shape our lives and organizations to be what we want them to be. However, for this to occur, we must overcome our intimidation and immerse ourselves in the vast genre of leadership and organizational development for optimal absorption.
Personally, I try to read as many books and articles on leadership and organizational development as my time allows. In addition, I still attend leadership and organizational development workshops and seminars because even though leadership and organizational development is what I do, I can always learn more.
The Barrett Center is the result of all of my years of academic study coupled with my ongoing appetite for learning about leadership and organizational development. The books, coaching, seminars, and blog are expressions of what I have learned and continue to learn. I am sharing my insights with you because I know that leadership and organizational development does not occur overnight, rather it consists of a continuous immersion of both your conscious and subconscious into the depths of who you are and how you relate to the challenges of the world you live in.
By actively partaking in the services offered by The Barrett Center along with those offered by other leadership and organizational development firms, you will provide your conscious and subconscious with a steady diet of ideas that you can then pick and choose from. Immersing yourself in multiple leadership and organizational models will afford you the ability to pick and choose the ideas that work best for you. It is important to note that one model may work for one individual and not another. Also, a combination of ideas from several models may work better for you than someone else. Therefore, do not limit yourself to any one model, as there may be something you can learn about yourself, or your leadership from another. Always remember that leadership and organizational development is a life long learning process. If you truly want to develop your leadership, don’t be intimidated by the vast amounts of knowledge in the field. Immerse yourself with a discriminating eye and come out a leader.