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- knows the culture, but is not straitjacketed by it (consciously counter-cultural when needed)
- connects with and works with stakeholders
- builds buy-in for objectives
- learns from others
- takes responsibility for communicating (Drucker)
- balances task/technical/susbtantive focus with "psychosocial" work (Zaleznik)
- asks "What is right for the enterprise?" (Drucker)
- actively cultivates a "worldly" mindset—e.g., spends time where products are produced (Gosling & Mintzberg)
- focuses on opportunities rather than problems (Drucker)
- is open-minded
- draws on soft data, sustains complexity within hard-nosed analysis (Gosling & Mintzberg)
knows and manages oneself
- always displays integrity
- takes responsibility for mistakes
- takes responsibility for decisions (Drucker)
- honest, even when news was bad
- secure in own status
- acts with consistency
- never holds an employee back for personal gain
- never talks poorly about another person
- leads by example
- exercises will power and discipline
- refuses to take on too many projects
- schedules own time effectively
- reflects to draw on experiences—digests "happenings" into "experience" (Gosling & Mintzberg)
- cool under pressure; even-keeled
- uses humor in times of stress, to defuse problems
- keeps perspective
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- defines assignments and tasks by bounding them effectively to enable freedom within them
- recognizes others' differing needs; tailors assignments to individual needs
- gives honest, timely feedback
- gives constructive criticism
- sets stretch goals for teams
- invests time in individual, team development
- empowers via sense of ownership, coaching and hands on experience
- prioritizes development of team members over short term tactical goals
- high E.Q.
- genuine interest in others, you as a person, but appropriately bounded
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- What would you add or change?* comment or email praxis@sloan.mit