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Leadership That Gets Results

Research indicates that six distinct leadership styles have a direct impact on the work environment and financial performance, particularly in terms of revenue growth and profitability. These styles are coercive, authoritative, affiliative, democratic, pacesetting, and coaching. Importantly, the most successful leaders don't rely solely on one style but adapt based on the organization's circumstances. Effective managers transition between various leadership styles, and the impacts are observable in several areas, including flexibility, responsibility, adherence to standards, and the quality of feedback.

To begin with, coercive leaders seek immediate compliance. While effective during turnarounds, this top-down decision-making approach can stifle innovation and discourage team initiative. "When Steve Jobs was upset about anything, it got rectified at a pace I have never seen; people reacted so fast out of fear," noted one former Apple employee.

Secondly, authoritative leaders unify their team around a common goal, often resulting in higher levels of commitment because people understand how their work contributes to the larger vision. However, this style can fail when team members are more experienced or have stronger opinions than the leader. Investor John Doerr remarks, "Classic entrepreneurs do more than everyone believes possible with less than anyone thinks possible."

Thirdly, affiliative leaders prioritize emotional bonds, valuing individual feelings over tasks and goals. While this fosters open communication and risk-taking, exclusive reliance on praise without constructive feedback can be detrimental.

Fourthly, democratic leaders build consensus by actively involving their team members in decision-making. This approach is most effective when working with skilled individuals who can offer valuable input. However, it can lead to prolonged discussions and delays when there's no consensus, leaving the team leaderless in times of crisis.

Fifthly, pacesetting leaders expect high performance and self-direction. Although effective in motivating a highly competent team, this style can be counterproductive if it erodes trust and fails to clearly articulate expectations.

Lastly, coaching leaders focus on developing future leaders by helping them identify their unique skills and align them with career goals. This approach is especially impactful when employees are aware of their weaknesses and are open to improvement.

The most effective leaders are versatile in their approach, adapting their style to meet the specific needs of their organization. Few leaders are proficient in all six leadership styles, but they can assemble a diverse team or expand their own techniques to fill in the gaps. Improving emotional intelligence competencies can further refine one's leadership abilities.

In conclusion, understanding and appropriately applying these leadership styles can offer leaders a comprehensive toolkit for success, especially in an ever-changing corporate landscape.

Leadership That Gets Results

Welcome to Continuous Improvement, the podcast that delves into the world of leadership and personal growth. I'm your host, Victor, and in today's episode, we're going to explore the impact of different leadership styles on teams and organizations.

Have you ever wondered why certain leaders excel while others struggle to make an impact? Well, research has shown that leadership styles play a significant role in shaping the work environment and financial performance of a company. So let's dive right in and explore the six distinct leadership styles that can make or break a team's success.

Our first leadership style is coercive. Coercive leaders rely on a top-down decision-making approach to achieve immediate compliance. While effective during turnarounds, this style can stifle innovation and discourage team initiative. Former Apple employees recall, with a mix of awe and fear, how Steve Jobs demanded swift action when he was upset about something.

Moving on, we have authoritative leaders. These individuals unify their teams around a common goal, resulting in higher levels of commitment. By clearly communicating how each person's work contributes to the larger vision, authoritative leaders inspire their teams to reach new heights. However, they must be mindful of situations where team members are more experienced or have stronger opinions than the leader. As investor John Doerr wisely puts it, "Classic entrepreneurs do more than everyone believes possible with less than anyone thinks possible."

Next up, we have affiliative leaders. These leaders prioritize emotional bonds and value individual feelings over tasks and goals. By fostering open communication and risk-taking, affiliative leaders create a supportive work environment. However, relying solely on praise without constructive feedback can hinder growth and development.

Now, let's talk about democratic leaders. These leaders actively involve their team members in decision-making, which builds consensus and creates a sense of ownership. Democratic leadership works best when working with skilled individuals who offer valuable input. However, it can lead to prolonged discussions and delays when there's no consensus, leaving the team leaderless in times of crisis.

Our fifth leadership style is pacesetting. Pacesetting leaders expect high performance and foster self-direction. Their focus on excellence motivates highly competent teams to achieve exceptional results. However, this style can be counterproductive if it erodes trust and fails to clearly articulate expectations.

Lastly, we have coaching leaders. These leaders focus on developing future leaders by helping them identify their unique skills and align them with their career goals. By providing guidance and support, coaching leaders empower their teams to grow and improve. This style is particularly impactful when employees are aware of their weaknesses and are open to improvement.

Now, here's the key takeaway - the most effective leaders are versatile in their approach. They adapt their leadership style to meet the specific needs of their organization. While few leaders excel in all six styles, they can assemble diverse teams or expand their own techniques to fill in the gaps. Improving emotional intelligence competencies can further refine their leadership abilities.

That's all for today's episode of Continuous Improvement. I hope you found our exploration of the six leadership styles enlightening and inspiring. Remember, understanding and appropriately applying these styles can truly make a difference in the success of your team and organization.

Thank you for joining me, Victor, on Continuous Improvement. If you enjoyed this episode, be sure to subscribe and leave a review. And don't forget to tune in next time as we continue our journey towards personal growth and leadership excellence. Until then, keep striving for continuous improvement in everything you do.

產生成果的領導力

研究指出，有六種鮮明的領導風格直接影響工作環境和財務表現，尤其是收入增長和利潤性。這些風格是強迫、權威、親和、民主、設定節奏和教練。重要的是，最成功的領導者並不完全依賴一種風格，而是根據組織的情況進行調整。有效的管理者在不同的領導風格之間進行轉換，而這種影響在許多領域，包括靈活性、責任心、遵守標準和反饋的質量上都是可觀的。

首先，強迫型領導者要求立即服從。雖然在轉型期間很有效，但這種自上而下的決策方式可能會扼殺創新和阻礙團隊主動性。一位前蘋果員工指出，“當史提夫·喬布斯對任何事情感到不滿時，這個問題會以我從未見過的速度得到糾正；人們出於恐懼反應得非常快。”

其次，權威型領導者會圍繞共同的目標統一他們的團隊，這通常會導致更高的承諾度，因為人們明白他們的工作如何促進大局。然而，當團隊成員的經驗更豐富或對領導者的觀點持有更強烈的意見時，這種風格可能會失敗。投資者約翰·杜爾指出，“經典的創業者做的比所有人可能相信的還要多，用的比任何人可能想象的還要少。”

第三，親和型領導者將情感緊密的綱連合在一起，並將個人的感受置於任務和目標之上。雖然這樣可以促進公開的溝通和冒險，但如果過分依賴讚揚而不提供具有建設性的反饋，可能會有反效果。

第四，民主型領導者通過積極參與其團隊成員在決策中，建立共識。這種方法在與擁有專業技能並能提供有價值建議的人一起工作時最有效。然而，當沒有共識時，可能導致討論時間長，並在危機時讓團隊處於無領導狀態。

第五，設置節奏型領導者期望高績效和自我導向。雖然這種方式在激勵高風能團隊方面很有效，但如果破壞了信任並未能清楚地說明期望，可能會產生反效果。

最後，教練型領導者專注於通過幫助他們識別獨特技能並將其與職業目標相對應，來培養未來的領導者。當員工知道自己的弱點並願意改進時，這種方法尤其有影響力。

最有效的領導者在他們的方法上是多元的，他們調整自己的風格，以滿足他們的組織的特殊需求。很少有領導者擅長所有六種領導風格，但他們可以組建一個多元化的團隊或者擴展自己的技巧來彌補不足。提高情緒智力能力可以進一步細化領導能力。

總之，理解和適當地應用這些領導風格，可以為領導者提供一個全面的成功工具包，尤其是在不斷變化的企業景觀中。

How to Debug iOS Traffic on an iPhone Device

I'm responsible for production support for an iOS mobile app, and one of the challenges is debugging HTTPS traffic between the iPhone and our server.

In this article, I'll explain how to capture requests, responses, and HTTP headers.

Step 1:

Download and install Charles on your laptop from https://www.charlesproxy.com/download/. After installation, click on "Install Charles Root Certificate on a Mobile Device or Remote Browser."

A popup with details will appear.

Step 2:

Connect your iPhone to the same Wi-Fi network as your laptop. In the iPhone's Wi-Fi settings, navigate to HTTP proxy and choose "Configure Proxy" with manual details.

Enter the Server and Port number that are displayed in the popup on your laptop. The popup should update to confirm the connection.

Next, open Safari on your iPhone and navigate to chls.pro/ssl. Download and install the certificate by clicking "Allow."

Click "Install" for the Profile.

At this point, you're done with this step.

Step 3:

On your iPhone, go to Settings > General > About > Certificate Trust Settings and toggle "Charles Proxy CA" to "On."

Final Step:

Restart Charles on your laptop. You should now be able to see traffic, including HTTPS content. For example, traffic from the Medium app on iOS can be captured as shown below:

If you encounter any issues, feel free to reach out. Happy debugging! :)

How to Debug iOS Traffic on an iPhone Device

Hello everyone, and welcome back to another episode of Continuous Improvement, the podcast where we explore different strategies and techniques for enhancing your performance in various aspects of life. I'm your host, Victor, and in today's episode, we'll be discussing a topic that many iOS mobile app developers can relate to - debugging HTTPS traffic between an iPhone and a server.

But before we dive into this topic, I want to take a moment to thank our sponsor, Charles - a powerful tool that allows you to capture and analyze HTTP and HTTPS traffic. If you're an iOS developer or anyone involved in mobile app development, Charles is an absolute must-have. So, be sure to check them out by visiting charlesproxy.com.

Now, let's get started with today's episode. Debugging HTTPS traffic can sometimes be a real challenge, but worry not, because I've got you covered. In this episode, I'll walk you through the step-by-step process of capturing requests, responses, and HTTP headers. So, let's get started!

STEP 1:

The first thing you need to do is download and install Charles on your laptop. You can find the download link at charlesproxy.com/download. Once you have it installed, click on "Install Charles Root Certificate on a Mobile Device or Remote Browser."

STEP 2:

Next, make sure your iPhone is connected to the same Wi-Fi network as your laptop. On your iPhone, navigate to the Wi-Fi settings and choose "Configure Proxy" with manual details. Enter the Server and Port number that are displayed in the popup on your laptop. Don't worry, the popup should update to confirm the connection.

Now, open Safari on your iPhone and go to chls.pro/ssl. Here, you'll be prompted to download and install the certificate. Just click "Allow" and then "Install" for the Profile. And that's it, you're done with this step!

STEP 3:

On your iPhone, go to Settings, then General, then About, and finally, Certificate Trust Settings. Here, you'll find "Charles Proxy CA." Toggle it to "On."

FINAL STEP:

Restart Charles on your laptop, and voila! You should now be able to see all the traffic, including HTTPS content. With this method, you can easily capture requests, responses, and HTTP headers for debugging purposes.

And there you have it, a simple and effective way to debug HTTPS traffic between your iPhone and a server. Now you can identify and resolve any issues that might be affecting your iOS mobile app's performance.

Remember, if you encounter any issues along the way, don't hesitate to reach out for assistance. Happy debugging!

And that brings us to the end of today's episode. I hope you found this information helpful, and if you did, be sure to share it with your iOS developer friends. Also, don't forget to visit our sponsor, Charles, at charlesproxy.com for more incredible tools and resources.

As always, thank you for tuning in to Continuous Improvement, the podcast that helps you learn and grow. I'm Victor, your host, signing off. Until next time!

如何在iPhone裝置上偵錯iOS流量

我負責為一款iOS行動應用程式提供產品支援，其中一個挑戰是偵錯iPhone和我們的伺服器之間的HTTPS流量。

在這篇文章中，我將解釋如何捕獲請求，響應，和HTTP頭部。

步驟1:

從https://www.charlesproxy.com/download/下載並安裝Charles到你的筆記本電腦。安裝後，點擊"在移動設備或遠程瀏覽器上安裝Charles Root憑證"。

一個彈出詳細信息的視窗將出現。

步驟2:

將你的iPhone連接到與你的筆記本電腦相同的Wi-Fi網絡。在iPhone的Wi-Fi設置中，導航到HTTP代理，並選擇"配置代理"，輸入手動細節。

輸入在筆記本電腦彈出視窗中顯示的伺服器和端口號。彈出視窗應該會更新以確認連接。

接著，打開你的iPhone上的Safari並導航到chls.pro/ssl。點擊"允許"下載並安裝憑證。

點擊"安裝"配置檔案。

在此時，你已經完成了這個步驟。

步驟3:

在你的iPhone上，前往設置 > 一般 > 關於 > 證書信任設定，並將"Charles Proxy CA"切換到"開啟"。

最後步驟:

重啟你筆記本電腦上的Charles。你現在應該可以看到流量，包括HTTPS內容。例如，可以捕獲來自iOS上的Medium應用程式的流量，如下所示：

如果你遇到任何問題，隨時聯繫我。祝你偵錯愉快！:)

Dealing with Problem People - How to Motivate Your Team Effectively

The only way to get people to follow your lead is to inspire them to motivate themselves. One of the most common mistakes managers make when trying to motivate challenging employees is relying on logical arguments and sales pitches. However, people are diverse, each with their own motivators, values, and biases, which leads to different perceptions of what is acceptable. Given that a fundamental tenet of management is that you can't change a person's nature, these differing perspectives often result in unsatisfactory outcomes.

Rather than imposing solutions, it's more effective to elicit answers from employees, encouraging them to overcome their own motivational roadblocks. For immediate problem-solving, leaders must shift their viewpoint: see the employee as a person to understand, not a problem to fix. This involves spending time and attention to truly grasp what matters to the individual. Casual conversations can offer valuable insights into an employee's world, revealing their expectations, desires, and experiences.

After this analysis, managers should break free from rigid thought patterns and consider all possible solutions. Let go of preconceived notions and be open to various outcomes. Reframe your objectives to identify the root cause of dissatisfaction, and then find new ways to align with the employee’s core interests.

For example, in an IT consulting organization, intrinsic motivators like achievement, recognition, the nature of the work, responsibility, and progress are vital. Despite poor upper-level project management that led to a lot of dissatisfaction, my team and I worked late nights and weekends to deliver a mobile app project for a Hong Kong airline on time. At the end of the project, the team was disheartened. Why? Our efforts were met with criticism instead of recognition from senior management. As a result, many team members left for jobs that offered better financial incentives.

After I resigned, the company director persuaded me to stay by genuinely listening to my concerns and recognizing my career ambitions in areas like big data analytics, machine learning, and artificial intelligence. He offered me a project perfectly aligned with my interests, and my motivation was restored.

After deciding to stay, I took it upon myself to motivate my team to do the same. I met with each member to understand their concerns and offered tangible incentives, such as free lunches and snacks. Neuroscience suggests that rewards are more effective than punishments for motivating behavior. Studies show that conditional bonuses can result in a 24% increase in sales and that positive reinforcement encourages employees to go beyond their usual responsibilities. This additional effort makes firms more efficient and productive.

Therefore, adopting a servant-leader approach that prioritizes the intersection of my team's passion and contributions has become crucial.

A 2014 Deloitte report revealed that up to 87% of America's workforce is not performing at full capacity due to a lack of passion for their work. Now, more than ever, leaders must employ strategies that energize both individual team members and the group as a whole. Addressing underperformance and clearly communicating that poor results don't necessarily lead to immediate dismissal can significantly boost morale. When people see a problem-solving culture, it results in a healthier, more productive workplace.

Dealing with Problem People - How to Motivate Your Team Effectively

Welcome back to another episode of Continuous Improvement. I'm your host, Victor, and today we're going to talk about a crucial aspect of leadership - motivating challenging employees. Now, we all know that logical arguments and sales pitches may not always do the trick. So, how can we inspire our team members to motivate themselves? Let's dive in!

Many managers make the mistake of trying to impose solutions on their employees. But we must remember that everyone is different, with their own motivators, values, and biases. It's essential to understand that we can't change a person's nature. Instead, we should focus on eliciting answers from employees and helping them overcome their own motivational roadblocks.

So, how can we do this? It starts with shifting our perspective. Instead of seeing the employee as a problem to fix, we should see them as a person to understand. This means spending time and attention to truly grasp what matters to them. Casual conversations can reveal valuable insights into their world, uncovering their expectations, desires, and experiences.

Once we have this understanding, it's time to break free from rigid thought patterns. We need to consider all possible solutions and let go of preconceived notions. By reframing our objectives and identifying the root cause of dissatisfaction, we can find new ways to align with the employee's core interests.

Let me share a personal story to illustrate this point. In an IT consulting organization, my team and I worked tirelessly on a mobile app project for a Hong Kong airline. Despite facing poor upper-level project management, we pushed through to deliver the project on time. However, our efforts were met with criticism instead of recognition from senior management. As a result, many team members left for jobs that offered better financial incentives.

But here's where things changed. After I resigned, the company director reached out to me and genuinely listened to my concerns. He recognized my career ambitions and offered me a project perfectly aligned with my interests. That not only persuaded me to stay, but it also restored my motivation.

After deciding to stay, I took it upon myself to motivate my team to do the same. I sat down with each member, understood their concerns, and offered tangible incentives, such as free lunches and snacks. Studies show that rewards are more effective than punishments in motivating behavior. Positive reinforcement encourages employees to go above and beyond their usual responsibilities, resulting in greater efficiency and productivity.

As leaders, we must adopt a servant-leader approach that prioritizes the intersection of our team's passion and contributions. A 2014 Deloitte report revealed that a significant portion of the workforce is underperforming due to a lack of passion for their work. Now, more than ever, it's crucial for us to employ strategies that energize both individual team members and the group as a whole.

Addressing underperformance and clearly communicating that poor results don't necessarily lead to immediate dismissal can significantly boost morale. When people see a problem-solving culture, it fosters a healthier and more productive workplace.

And that brings us to the end of today's episode. Remember, to motivate challenging employees, it's all about inspiring them to motivate themselves. Listen, understand, and align their interests with the goals of the team. Thank you for joining me on Continuous Improvement. I'm Victor, and I'll see you in the next episode!

處理問題人物 - 如何有效激勵你的團隊

要讓人們跟隨你的領導，唯一的方法是激勵他們激發自身的動力。當試圖激勵有挑戰性的員工時，管理者最常犯的錯誤就是依賴邏輯論證和銷售語言。然而，人各有各的動機，價值觀和偏見，導致他們對什麼是可以接受的有不同的理解。考慮到管理的一個基本原則是你無法改變一個人的本質，這些差異觀點經常導致不滿意的結果。

與其強加解決方案，更有效的方法是從員工那裡得到答案，鼓勵他們克服自己的激勵障礙。對於即時解決問題，領導者必須改變他們的觀點：將員工視為一個需要理解的人，而不是一個需要解決的問題。這涉及到花費時間和精力真正了解對個人有何重要的事情。隨意的對話可以提供對員工世界的寶貴見解，揭示他們的期望，願望，和經驗。

在這次分析之後，管理者應該打破僵化的思維模式，考慮所有可能的解決方案。放棄先入為主的觀念，對各種結果保持開放。重新定義你的目標，找出不滿的根本原因，然後找到新的方式來與員工的核心利益相符。

例如，在一家 IT 諮詢機構，內在動機如成就感，認可，工作性質，責任感，和進步都是至關重要的。儘管由於項目管理的上級管理疏忽導致了很多不滿，但我和我的團隊仍然在深夜和周末加班，為香港的一家航空公司準時交付了一個移動應用項目。然而，項目結束後，團隊士氣低落。為什麼呢？我們的努力換來的是高層管理層的批評，而非認可。因此，許多團隊成員離職，去尋求提供更好金錢報酬的工作。

在我辭職後，公司的董事通過真正聆聽我的疑慮並認知我的職業野心（如大數據分析，機器學習和人工智能），說服我留下。他給我提供了一個與我的興趣完全符合的項目，我的動力恢復了。

在決定留下後，我負責激勵我的團隊也做出同樣的決定。我與每個成員見面，了解他們的疑慮，並提供實質的激勵，如免費的午餐和小吃。神經科學認為，獎勵比懲罰更能激勵行為。研究顯示，有條件的獎金可以使銷售量增加24%，而積極的反饋鼓勵員工超越他們平常的職責。這個額外的努力使公司更加有效和高效。

因此，採用一種僕人領導者的方法，讓我的團隊的熱情和貢獻變得至關重要。

一份2014年的德勤報告透露，多達87%的美國勞動力由於對他們的工作缺乏熱情而無法發揮全部的能力。現在，領導者必須采用能夠激發個體團隊成員和整個團隊的策略。處理低效能並清楚地傳達差的結果不一定會導致立即解僱，可以顯著提升士氣。當人們看到一個解決問題的文化，結果會產生一個更健康，更有生產力的工作場所。

Transform Yourself into the Leader Others Want to Follow - Learning Charisma

Charisma is a skill that can be learned, even if not everyone is a natural-born charismatic leader. By understanding the principles of charisma, we can incorporate its magical qualities into our lives. We can cultivate deep trust among our followers by guiding them toward a clear vision. With hard work and the right strategies, we can become leaders who are admired and respected.

Max Weber, a prominent early 20th-century German sociologist, was the first to popularize the term "charisma." Charismatic leaders can use reasoned discourse to build moral credibility and ignite the passions of their followers. This leads the followers to feel a sense of purpose, inspiration to accomplish great things, and sometimes even blind faith. Research identifies nine verbal and three non-verbal techniques to achieve this.

Firstly, charismatic speakers can help the audience understand, relate to, and remember their message by using metaphors, similes, and analogies. As an IT consultant, I often need to translate technical information into business language for senior management. For example, I compare our scrum team developers to a Navy SEAL squad to illustrate the need for cross-functionality. This analogy clearly communicates the importance of adaptability within an agile team.

Secondly, using stories and personal experiences can make a message more engaging and relatable. Charismatic leaders have a unique way of verbal expression and can find common ground with their audience. For instance, Steve Jobs' 2005 Stanford Commencement Address powerfully connected with people by sharing pivotal moments in his life. His stories are not just moving, but they also inspire me to excel in what I love to do.

Thirdly, contrasts provide a straightforward method to blend logic and emotion, making your stance more memorable. John F. Kennedy's famous words, "Ask not what your country can do for you; ask what you can do for your country," serve as a potent example of using contrasts effectively.

Fourthly, rhetorical questions can foster engagement. Martin Luther King Jr.'s "I Have a Dream" speech is an exemplary piece that employs this technique, inspiring hundreds of thousands of civil rights supporters.

Fifthly, the "rule of three" is a reliable persuasion technique that simplifies any message into key points. Abraham Lincoln's Gettysburg Address employed this strategy effectively.

Sixthly, making moral statements or expressing the collective sentiment can enhance a leader's credibility. These expressions exhibit the leader's character, persuading the audience to follow them.

Seventhly, setting high aspirations and displaying passion can further motivate followers. This passion can only manifest if the leader genuinely believes in their vision and has faith in their team.

In addition to verbal techniques, non-verbal cues like animated speech, facial expressions, and gestures can also be impactful. Though these non-verbal cues may not be suitable for everyone, they make the message more accessible to the audience.

Recently, I was promoted to team leader in my IT consulting firm, allowing me to apply these techniques in a complex project involving a mobile app for a Hong Kong airline. By mastering skills that go beyond public speaking, I can build stronger emotional connections with team members and earn their respect.

The best way to master these techniques is through preparation and practice. These skills prepare me for both public speaking and individual conversations, where I need to be both persuasive and spontaneous. For instance, every three weeks, I must demo our team's latest product. Using a balanced combination of verbal and non-verbal techniques has significantly improved the reception of my presentations. The notion that I can't improve because I wasn't born charismatic is a fallacy. Through training and practice, I've managed to narrow the charisma gap, making me a more effective leader for our project.