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Founder

AGROFERT, a.s.

Senior investment executive role in one of the largest CEE conglomerates with sales over 10 billion EUR.

Multi-industry pan-European M&A, group strategy and general corporate matters.

Advising the Board of Directors on investments, business development and other corporate matters.

Industries: chemicals (fertilizers, specialty chemicals), agriculture (commodities trading, machinery, primary production, forestry, farms), food (bakeries, meat processing, dairy), energy, logistics, TMT and other.

Examples of deals:

Synthesia (2024) - one of the largest nitrocellulose producers in Europe.
Mafra (2024) - one of the largest media houses in the Czech Republic.
Borealis NITRO (2023) - the second largest producer of nitrogen fertilizers in Europe (EV - 810 mil. EUR).
Top Hop (2022) - one of the largest hop producers in Europe.
Agronom (2021) - one of the largest commodity traders in Croatia.
+ many other significant deals in the region.

Manager - Mergers and Acquisitions

Goldman Sachs

Working as investment professional in the Asset & Wealth Management Division that oversees more than USD 2 trillion AUM. 

Played a key role in the management of multi-billion-dollar portfolios.

Multi-asset investment management and trading: stocks, bonds, options, ETFs, mutual funds, structured products, hedge funds, VC funds, PE funds.

Investment Management Professional

Deloitte

Financial Advisory - Valuation & Modelling team. Successfully completed a number of different projects related to valuation and financial modelling covering a broad range of industries: real estate, banking and finance, energy, medicine, metallurgy etc.

Valuation & Modelling

Saracen Ventures

Performed thorough researches across wide range of alternative investment classes and industries such as classic cars, telecommunications, media, technology investments as well as PE and VC funds.

Summer Research Intern

Comecoteh SRL

Performed strategic analyses of the company, participated in international expansion.

Responsible for international affairs - negotiations with international suppliers and clients regarding raw materials, delivery, design and price of products.

Financial Department Intern

Winter internship in a research and advisory company. Performed thorough research across a broad range of PE and VC investments.

Research Intern

Hi, I'm Igor,

Born in Moldova, a small Eastern European country, I've embarked on a journey that spans three countries, pushing myself beyond limits.

I secured admission to one of the world's top educational institutions, earning a merit scholarship and graduating with distinction from the MSc Finance program at the London School of Economics.

I worked at Goldman Sachs in London and played a crucial role in managing multi-billion-dollar portfolios.

Becoming one of the youngest investment managers in the Czech Republic, I executed some of the largest transactions in the European region.

These milestones were no easy feat for someone coming from a small developing country – every success required a fierce battle.

Besides hard work, education, and resilience, it requires a special mindset – an inevitable winner's mindset.

And that's where I come in – to guide you in cultivating that mindset.

Join me on this journey, and together, let's grow personally and financially beyond limits.

Here are 3 primary ways I can assist you:

1. WILD NEWSLETTER:

Prepare to elevate your financial and personal growth beyond limits with my Wild Newsletter. Every Saturday, receive one proven actionable concept for both financial and personal growth, delivered straight to your inbox.

→ Subscribe now: newsletter.wildcapital.co/subscribe

2. FINANCIAL EDUCATION:

Dive into my collection of four unique books covering Investments, M&A, Careers in Finance, and Financial Freedom. Gain valuable insights and knowledge to enhance your financial journey.

→ Discover more: wildcapital.co/pages/financial-education

3. 1-ON-1 STRATEGIC GROWTH CONSULTING:

Embark on personalized strategy sessions tailored to your needs in areas such as LinkedIn Growth, Investments, M&A, Financial Education, Career Development, Strategy Consulting, Leadership, and more. Let's collaborate to achieve your goals.

→ Book your session: wildcapital.co/pages/consultation

Disclaimer: The information presented on this platform is intended for educational and general informational purposes only. It should not be interpreted as advice, whether financial, investment, or otherwise. Every individual has to evaluate their own circumstances, goals, and risk tolerance before making any decisions. The author bears no responsibility for the outcomes of actions or decisions made by readers based on the information presented. Each person is accountable for exercising their own discretion and taking into account their individual circumstances when making choices.

65% of executives think introverts are bad leaders:

However, Harvard research suggests the opposite.

Introverts notice everything but often go unnoticed.

They form the majority of gifted individuals yet face biases.

Let's change that perception.

Don't overlook their strengths - they:

1) Manage time wisely
2) Prioritize authenticity
3) Nurture deep relationships
4) Speak to the point.
5) Lead quietly and strategically

To realize full potential, introverts - embrace your quiet nature:

🔍 Find Your Niche: Seek roles matching your strengths.
🕒 Network in Batches: Balance socializing with solitude.
👂 Leverage Your Listening: Understand team dynamics.
🔗 Build Small Connections: Cultivate deep relationships.
📧 Use Email for Complex Ideas: Refine thoughts in writing.

The world deserves diverse leaders: 
Introverts - lead with confidence. 
Your voice matters.

P.S. Share your thoughts below!

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Igor Buinevici

Driving your personal and financial growth | #1 LinkedIn Czechia & #2 Finance Creator LinkedIn Globally | Senior M&A Executive | ex-Goldman | LSE Alumnus

Only 36% of people globally are emotionally intelligent:

And 90% of top performers at work have high emotional intelligence.

Emotional intelligence is the strongest predictor of performance (HBS).

Employees with high emotional intelligence are more likely to stay calm under pressure, resolve conflict effectively, and respond to co-workers with empathy.

Emotional intelligence is our ability to manage behavior and make effective decisions in social settings. 

It includes four core skills grouped into two main competencies: personal and social.

A) Personal competence involves self-awareness and self-management, focusing on understanding and managing one's own emotions and behavior:

➟  Self-awareness is recognizing and understanding one's own emotions accurately.

➟ Self-management is using this awareness to remain flexible and positively direct behavior.

B) Social competence encompasses social awareness and relationship management, focusing on understanding others' emotions and managing interactions effectively:

➟  Social awareness involves accurately perceiving emotions in others and understanding their motivations.

➟ Relationship management is using this awareness to navigate interactions successfully.

Emotional intelligence is especially important for leaders.

You might ask why, but the answer is clear:

✔️ Enhanced Communication: Leaders with high emotional intelligence can communicate effectively, tailoring their messages to resonate with different individuals.

✔️ Improved Collaboration: Emotionally intelligent leaders foster teamwork and trust within their teams, encouraging open communication and cooperation.

✔️ Conflict Resolution: They can navigate and resolve conflicts effectively, remaining calm under pressure and finding mutually beneficial solutions.

✔️ Employee Engagement: By connecting with team members on a personal level, emotionally intelligent leaders promote job satisfaction, engagement, and loyalty.

✔️ Reduced Turnover: Creating a positive work environment through emotional intelligence leads to lower turnover rates as employees feel valued and supported.

I prepared a special infographic for you:

Make sure to take advantage of it!

If you want to be a great leader:

Develop emotional intelligence.

P.S. Are you concentrating enough on emotional intelligence?

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Why is emotional intelligence important for leaders?

How can emotionally intelligent leaders navigate and resolve conflicts?

Where can I download the emotional intelligence infographic?

Leadership development is a $366 billion industry:

There is a clear demand, as people want to become great leaders.

To help you with that:

I want to share my most favorite leadership concept.

It is called Ethical Leadership.

Some managers concentrate only on profit maximization.

They do not care about employees, society or clients.

Only seeing money as final goal.

Ethical Leadership is the opposite of that.

Ethical leaders:

1. Prioritize moral principles and values in decision-making.

2. Lead by example, demonstrating integrity, honesty, and fairness.

3. Hold themselves and others accountable for ethical behavior.

4. Foster trust, respect, and a positive organizational culture.

5. Promote ethical standards throughout the organization.

6. Consider the impact of their decisions on all stakeholders and the broader community.

7. Emphasize empathy, active listening, and understanding diverse perspectives.

I created the special infographics to help you understand the concept.

It summarizes the following points on Ethical Leadership:

A) Ethical Leadership Theory
B) Role of an Ethical Leader
C) Important Principles of Ethical Leadership
D) How Ethical Leadership Works
E) Ethical Leadership Style
F) Traits of an Ethical Leader

+ 4V Model of Ethical Leadership by Bill Grace:

Vision: Clear ethical direction.
Values: Prioritize integrity and fairness.
Voice: Encourage open communication.
Virtue: Lead by example with ethical virtues.

Master this concept and become a great leader!

P.S. Are you an ethical leader?

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Do you know why 96% of personal development efforts fail?

Maslow’s Hierarchy of Needs can help us with the explanation.

It is a psychological theory proposed by Abraham Maslow in 1943. 

It suggests that humans have a hierarchy of needs, starting with basic physiological needs like food and shelter, followed by safety, love and belonging, esteem, and finally self-actualization.

According to Maslow, individuals must fulfill lower-level needs before progressing to higher-level ones. 

Let's break down the individual needs:

1. Physiological Needs: 

These are the basic requirements for human survival, such as air, water, food, and shelter.

2. Safety Needs: 

After physiological needs are met, individuals seek safety and security, including personal security, financial security, health, and stability.

3. Love and Belongingness Needs: 

Humans have a need for social belonging and acceptance, including relationships, friendships, and intimacy.

4. Esteem Needs: 

Once belongingness needs are satisfied, individuals strive for self-esteem and the esteem of others, including feelings of accomplishment, recognition, and respect.

5. Self-Actualization Needs: 

At this stage, individuals pursue personal growth, self-improvement, and the realization of their fullest potential.

+ Self-Transcendence Needs: 

Near the end of his life, Maslow added one additional layer on top.

This level goes beyond self-actualization, emphasizing the importance of connecting with something beyond oneself, such as spirituality, altruism, and contributing to the greater good.

One of the reasons why our personal development efforts fail is:

Individuals may struggle to progress in personal growth if their basic needs, such as physiological, safety, or belongingness, aren't adequately met.

Without a solid foundation in these areas, it becomes challenging to focus on higher-level self-actualization goals effectively.

Make sure to take this into account before building big plans.

P.S. Do you have all needs from the pyramide fulfilled?

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Less than 8% of people achieve their full potential:

Do you want to know how to become one of those?

One of the key factors is to uncover your talents.

And take advantage of those.

But where to search for your talents?

Howard Gardner - Harvard psychologist has an answer.

He defines 8 types of intelligence:

1. Spatial Intelligence:

Ability to think abstractly and in multiple dimensions. 
Career Choices: Pilot, Fashion Designer, Architect.

2. Bodily-Kinesthetic Intelligence:

Ability to demonstrate physical and athletic prowess.
Career Choices: Dancer, Physical Therapist, Athlete.

3. Musical Intelligence:

Sensitivity to rhythm, pitch, and melody.
Career Choices: Singer, Musical Conductor, DJ, Music Teacher.

4. Linguistic Intelligence:

Sensitivity to language, including writing, reading, and storytelling.
Career Choices: Poet, Novelist, Journalist, Editor, Lawyer.

5. Logical-Mathematical Intelligence:

Ability to analyze problems logically and mathematically.
Career Choices: Computer Programmer, Mathematician, Economist.

6. Interpersonal Intelligence:

Ability to interact effectively with others and understand emotions.
Career Choices: Team Manager, Negotiator, Politician, Salesperson.

7. Intrapersonal Intelligence:

Sensitivity to one's own feelings and goals, and the capacity to plan and act accordingly.
Career Choices: Therapist, Counselor, Psychologist, Entrepreneur.

8. Naturalistic Intelligence:

Ability to understand and appreciate nature.
Career Choices: Geologist, Farmer, Botanist, Biologist.

To realize your full potential you should:

Understand and capitalize on your strengths.

Align your top skills and interests with your career goals.

Use your strengths to progress towards your desired outcomes.

Deepen self-awareness for success in personal and professional life.

P.S. What is your most developed type of intelligence?

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Driving your personal and financial growth | #1 LinkedIn Czechia & #3 Finance Creator LinkedIn Globally | Senior M&A Executive | ex-Goldman | LSE Alumnus

Ever heard of “T-shaped” employees?

Meet their innovative successor: the “V-shaped” employee.

The concept of the T-shaped employee was initially introduced in the early 1980s.

It denotes individuals who excel in a specific area (the vertical bar of the T) while also having basic knowledge across various domains (the horizontal bar of the T).

The depth of expertise aids in individual tasks, while the breadth facilitates collaboration and communication.

While the T-shaped model encourages multidisciplinary and interdisciplinary work, there's a superior alternative: the V-shaped employee.

Similar to their T-shaped counterparts, V-shaped employees exhibit profound expertise in one domain alongside shallow knowledge across multiple fields.

The distinguishing factor lies in the intermediate segment.

In today's organizational landscape it crucial to possess "adjacent knowledge" – expertise closely related to one's core proficiency.

This knowledge, neither deep nor shallow but somewhere in between, forms the V-shape.

While specialization holds merit, individuals and organizations alike benefit from versatility and adaptability.

V-shaped employees possess adjacent expertise, enabling them to transcend their primary roles, switch responsibilities, and foster personal growth.

This adjacent knowledge is moderately deep and broad, empowering individuals to navigate various roles effectively.

Taking myself as an example: I possess profound insight into finance and strategy, coupled with advanced understanding of economics, marketing, and data analysis. 

However, it's the intermediate knowledge in areas such as entrepreneurship, sociology, and organizational psychology that enables me to excel as a consultant and mentor.

This intermediate expertise enables the nuanced application of strategic principles tailored to each client's unique needs.

The same principle applies to your team.

The more V-shaped your employees are, the greater their potential to contribute meaningfully to your organization.

Consider the V-shaped nature of your team and prioritize their development as V-shaped employees.

Adapted from Jeroen Kraaijenbrink

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You've likely heard about the "Circle of Influence":

But "Circle of Control" and "Circle of Concern" are key too.

Understanding these three circles is vital for success.

Stephen Covey introduced the Circle of Influence Model, also known as the CIA model.

It emphasizes three crucial actions: Control, Influence, and Acceptance.

I am sharing extended infographics of this concept.

The model distinguishes between three types of worries:

➟ Control: Pertains to factors directly under your control, such as thoughts, behaviors, and actions.

This is the most important area to focus on.

➟ Influence: Relates to factors involving others or situations that you can influence, albeit with limited effect.

Concentrate on areas where you have the greatest influence.

➟ Concerns: Encompasses factors beyond your control, such as the weather or economy.

Accept these realities and focus on what you can actively influence.

These categories are not fixed and can overlap.

What may be a concern for some could fall within the influence of others.

This flexibility makes the model adaptable and applicable to individuals, teams, and organizations alike.

Identify your concerns, categorize them, and take the necessary action.

The objective is to regain a sense of control and allocate your time effectively where you can make a meaningful difference.

Share this valuable insight with your network!

P.S. Are you often concerned by things beyond your control?

Adapted from Jeroen Kraaijenbrink.

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The more your employees trust you:

The more engaged they will be.

MIT research shows that trusting employees are:

1) 260% more motivated to work
2) Have 41% lower rates of absenteeism
3) Are 50% less likely to look for another job

Harvard shows that people at high-trust companies have:

1) 74% less stress
2) 106% more energy at work 
3) 50% higher productivity
4) 76% more engagement

Lack of trust is a huge and destructive problem with no easy fix.

But what you can do to build a high-trust workplace?

I prepared a special help sheet to assist you with that.

It summarizes 5 useful tips for trust building:

A) Listen more than you speak to foster open communication and understanding within the team.

B) Solicit and act on feedback to demonstrate value and show that you are responsive to the team's needs.

C) Show appreciation every day to acknowledge and recognize the efforts and contributions of team members.

D) Empower your team by trusting them with responsibilities and decision-making, fostering a sense of ownership and accountability.

E) Encourage coaching to support professional growth and development within the team.

F) Practice consistency in your actions and decisions to build reliability and trustworthiness among team members.

Systematic trust-building is a critical part of the solution.

Create a high-trust environment:

And many of your business problems will be solved.

P.S. Do you have a high-trust environment at work?

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Are you familiar with McKinsey’s Ask/Tell Matrix?

It's an invaluable tool for assessing your personal consulting style.

Consultants vary in their approaches. 

Some position themselves as authorities, providing organizations with definitive answers and guidance. 

Others adopt a more neutral stance, focusing on facilitating the decision-making process.

When distinguishing between consultants, two key dimensions come into play: Asking and Telling.

McKinsey & Company defines Asking and Telling as follows:

Asking involves understanding others through questions and exploring thoughts. 

Telling involves convincing by sharing your own views and reasons.

Based on these dimensions, consultants fall into four main categories:

The Expert (High Telling, Low Asking): 
This is the conventional consultant who offers solutions. They assume the client lacks sufficient knowledge to solve the problem and rely on their own extensive experience to provide instructive advice.

The Neutral Facilitator (Low Telling, High Asking): 
The process-oriented consultant valued for their neutrality and facilitation skills. Rather than offering direct advice, they guide clients through a process, empowering them to develop their own solutions.

The Facilitative Consultant (High Telling, High Asking): 
The collaborative consultant who combines process facilitation with sharing their expertise. Unlike the Expert, they refrain from providing definitive advice, and unlike the Neutral Facilitator, they actively contribute their insights, co-creating solutions with the client.

The Observer (Low Telling, Low Asking): 
Essentially, the non-consultant. While observation can be valuable, it's too passive to constitute a consulting role. 

As which type do you identify?

And if you're seeking consulting services, what type of consultant are you looking for?

Adapted from Jeroen Kraajenbriink

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Negotiation skills are key for every business:

Having the potential to increase profits by up to 50%.

But how to master your negotiation skills?

I am here to help you!

First, you need to understand the negotiation cycle:

1) Prepare: Gather relevant information, set objectives, and develop a negotiation strategy.

2) Exchange Information: Share perspectives, priorities, and concerns to establish common ground.

3) Negotiate: Engage in discussions, propose and counteroffer terms, and explore potential compromises.

4) Conclude: Reach an agreement that satisfies both parties' interests and document the terms.

5) Implement: Execute the agreement, monitor compliance, and address any issues that arise.

Next, you need to understand basic negotiation styles:

A) Collaborative: Focuses on cooperation and problem-solving to achieve mutual benefits.

B) Avoidant: Involves evading or delaying negotiations, often to maintain peace or avoid conflict.

C) Competitive: Emphasizes winning and maximizing personal gain at the expense of the other party.

D) Accommodative: Prioritizes meeting the needs of the other party over one's own interests.

And then practice, practice and practice.

These key skills will help you:

⚡ Communication Skills: Aptitude for effective verbal and nonverbal communication, active listening, and persuasion

⚡ Analytical Skills: Ability to assess information, analyze options, and evaluate potential outcomes.

⚡ Problem-Solving Skills: Capacity to identify challenges, generate creative solutions, and overcome obstacles.

Finally, couple of useful tips to wrap up:

💎 Know BATNA (Best Alternative to a Negotiated Agreement): Understand your alternatives and leverage them during negotiations.

💎 Control Emotions and Maintain Professionalism: Stay composed, focused, and respectful, even in challenging situations.

💎 Be Patient: Negotiations may take time, so remain patient and avoid rushing to reach an agreement.

💎 Respect Others: Acknowledge and validate the perspectives and needs of the other party to build rapport and facilitate collaboration.

I summarized the points above in the useful infographics.

Make sure to take advantage of those points!

P.S. What is your level of negotiation skills?

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12 billion working days are lost every year due to burnout:

At a cost of US$1 trillion per year in lost productivity. 

But there are many things we can do:

To improve these figures and minimize burnout. 

Let’s, first, understand what burnout is: 

Exhaustion from prolonged stress or overwork, leading to reduced effectiveness, motivation, and even depression. 

Early signs of burnout may include:

1. Persistent fatigue or lack of energy, despite adequate rest.

2. Increased cynicism or negativity towards work-related tasks.

3. Difficulty concentrating or staying focused on tasks.

4. Reduced productivity or effectiveness in completing tasks.

5. Feelings of irritability or frustration, even over minor issues.

6. Physical symptoms such as headaches, muscle tension, or stomach problems.

7. Withdrawal from social activities or decreased interest in hobbies.

8. Changes in sleep patterns, such as insomnia or oversleeping.

9. Increased reliance on unhealthy coping mechanisms, such as alcohol or drugs.

10. Feeling emotionally drained or overwhelmed by work responsibilities.

Have you felt any of those? 

If yes, then you should take action before it becomes too late. 

There are some great tips to get back in shape:

A) Prioritize self-care: Including mental breaks, mindfulness, deep breathing exercises, and meditation.

B) Set boundaries: Separate work and personal life to prevent burnout.

C) Build a support system: Surround yourself with encouraging and empathetic individuals.

D) Delegate tasks: Share responsibilities to lighten your workload.

E) Stay active: Exercise regularly to reduce stress and improve mood.

F) Relax: Practice deep breathing, meditation, or other relaxation techniques.

G) Enjoy hobbies: Engage in activities you love outside of work.

H) Manage time wisely: Prioritize tasks and avoid overcommitting.

I) Cultivate positivity: Focus on gratitude and self-compassion to enhance resilience.

Remember, you have one life and one health. 
Do not carry more weight than you can handle. 

P.S. Have you ever experienced burnout?

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Each of us makes, on average, 35,000 choices a day.

It is needless to say that making the right decisions here is key.

Correctly compounded daily decisions can lead to success.

Regular wrong decisions can result in failure.

That is why it is great to have structured decision-making.

To help you with this, I have prepared a special cheat sheet.

It covers the special 6 Thinking Hat decision-making technique.

With this approach, you look at the problem wearing 6 different hats:

A) White Hat focuses on information and facts. 
B) Red Hat focuses on feelings and intuition. 
C) Green Hat focuses on creativity and new ideas. 
D) Yellow Hat focuses on positives and optimism. 
E) Blue Hat focuses on managing the thinking process. 
F) Black Hat focuses on risks and problems.

This method is extremely useful to see various perspectives.

Try it out and see the results for yourself.

P.S. What is your favorite decision-making concept?

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80% of employees reported feeling stressed at work:

And 120,000 deaths are blamed on work-related stress each year in the US alone.

These statistics underscore the severity of the issue.

12 billion working days are lost every year to burnout:

At a cost of US$1 trillion per year in lost productivity. 

So, what can be done to improve the situation?

First, it is important to clearly understand signs of stress:

Fatigue
Panic attacks
Sleep problems
Difficulty breathing
Indigestion or heartburn
Muscle aches and headaches
Blurred eyesight or sore eyes
Sudden weight gain or weight loss

There are many more symptoms and aftermaths.

Stress affects our professional and personal lives.

Let’s discuss some tips to manage stress effectively:

1. Identify stressors by recognizing what causes stress.
2. Practice mindfulness techniques.
3. Prioritize both your physical and mental health.
4. Engage in regular exercise, have adequate sleep, and relaxation activities.

What you can do at work:

1. Don't hesitate to seek support and guidance from your manager or mentor when needed.

2. Strive to balance your time between work, personal life, and self-care activities.

3. Celebrate your accomplishments and milestones by rewarding yourself.

4. Set realistic goals and expectations to avoid unnecessary stress and pressure.

Stress is a silent killer - make sure you have it under control.

P.S. Do you feel stressed at work?

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Success of a company depends on quality of its leadership: 

90% of business failures are caused by poor management. 

But only 10% of managers have natural leadership skills. 

That is why it is important to train your management. 

And one of the key pieces of knowledge is leadership styles. 

Leadership style is the approach a leader takes to guide and influence their team or organization. 

It encompasses their behaviors, attitudes, and strategies in leading others towards a common goal. 

Leadership style can be either fixed or variable: 

Depending on whether a leader consistently applies a preferred approach or adapts to different situations and contexts. 

A variable leadership style is the most efficient because it:

1. Adapts to diverse situations and contexts.
2. Tailors the leadership approach to individual and team needs.
3. Facilitates innovation and problem-solving.
4. Builds stronger relationships and trust with team members.
5. Maximizes overall performance and effectiveness. 

For this, it is great to know various variable leadership styles. 

And choose the right one depending on the situation. 

Today I want to share 3 important leadership styles:

A) Strategic Leadership

➟ Involves guiding an organization towards long-term goals with clear direction, decisions, and resource management.

B) Autocratic Leadership 

➟ Centralized control with little input from team members, efficient for quick decisions in crisis situations but may stifle creativity.

C) Laissez-Faire Leadership 

➟ Hands-off approach, delegates authority, and promotes autonomy, potentially fostering creativity but may lack direction. 

Learn these styles and become a great leader. 

P.S. What leadership style is your favorite?

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50% of US workers changed their job because of a bad boss:

Great managers are invaluable gems nowadays.

If you want to become a real leader who:

1. Conveys ideas effectively.
2. Inspires with a clear vision.
3. Thrives in changing environments.
4. Leads by example, motivating others.
5. Understands and supports team members.

There is a useful concept that will help you.

It is called the Path-Goal Leadership Theory.

It is a framework developed by psychologist Robert House in 1971.

It proposes that a leader's effectiveness is determined by their ability to clarify the paths (goals):

A) To achieve desired outcomes for their followers.
B) To make those paths easier to navigate by providing guidance and support.

In essence, the theory suggests that effective leaders should:

1. Clearly define the goals and objectives that need to be achieved.
2. Help their followers understand the paths required to reach the goals.
3. Identify and eliminate any obstacles that may impede progress towards the goals.
4. Offer support and encouragement to help followers successfully navigate the paths towards goal achievement.

For this, leaders should use four leadership styles depending on their employees and situation:

1. Directive
2. Supportive
3. Participative
4. Achievement-oriented

I prepared a special summary sheet for you.
It covers all the relevant points of Path-Goal Theory.
I hope you will enjoy it!

Take advantage of the Path-Goal Leadership Theory.
➟ Become a great leader.

P.S. What is your preferred leadership style?

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How can I apply the Path-Goal Leadership Theory in my workplace?

Who is Robert House and what is his background?

What are the four leadership styles and how do they differ?

$37 billion is lost every year due to unproductive meetings:

And 71% of senior managers view meetings as unproductive.

75% of employees admit that they do other things during meetings:

Such as reading news, checking social media, or chatting with friends.

68% of employees spend about 4 to 10 hours a week in meetings.

Imagine how much time is lost due to unproductive meetings.

There is definitely a lot of room for improvement.

I prepared a special help sheet to assist you.

It is based on 4 meeting rules from Jeff Bezos:

A) Silence Rule
B) No PowerPoint Rule
C) The Two Pizza Rule
D) Empty Chair Rule

Don't hesitate to take advantage of these frameworks.

And save money by avoiding unproductive meetings.

P.S. What productivity frameworks do you use?

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95% of companies fail to measure their performance well: 

As you don't want to be part of this statistic, read on.

Various methods exist for measuring progress and performance:

Such as objectives, targets, metrics, and indicators. 

Among these, OKRs and KPIs are especially widely used in the corporate world 

But they serve different purposes:

Let me share and explain the key differences between OKRs and KPIs. 

KPIs (Key Performance Indicators) show how well an organization performs. 

They are often part of Balanced Scorecard systems, offering insights into success and areas for improvement.

OKRs (Objectives and Key Results) measure progress toward specific goals. 

They originated in the 1970s and gained popularity through Google. 

Unlike KPIs, OKRs are dynamic, diverse, and focus on achieving specific outcomes.

Both KPIs and OKRs serve distinct purposes: 

KPIs manage performance, while OKRs manage progress. 

Effective organizations use both. 

Consider leveraging both types of indicators for your strategy!

P.S. Do you use both types of indicators? 

Adapted from Jeroen Kraaijenbrink.

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Gmail has 4+ billion active users.

Most of them do not know how to use it effectively:

Unlock the full potential of your Gmail account.

Sharing 6 Gmail hacks you wished you knew earlier:

1. How to use Gmail offline?
2. How to send your email later?
3. How to snooze an email?
4. How to undo an email?
5. How to get rid of promotional emails?
6. How to send a confidential email?

These Gmail features will transform how you manage your inbox and boost your productivity.

Adapted from Abi Bouhmaida

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