What Might The Student Do To Enhance The Perception Of Being Charismatic? (essay)

What Might The Student Do To Enhance The Perception Of Being Charismatic?

 

                      

Hillary Clinton and Michelle Obama have it. Their husbands also have it. The “it” is charisma. Girls and women talk about the power of charisma – how they want it and how they admire it. And who wouldn’t want to be charismatic? Synonyms for charisma are alluring, bewitching, captivating, fascinating, charming, enchanting, engaging, magnetic and seductive. Charisma is powerful and charismatic people can make others "drink the Kool-Aid." When possessed by people like Adolf Hitler and Charles Manson, charisma is dangerously powerful. But when it’s used for good, the Kool-Aid is really sweet. Everyone can be charismatic. We are not born charismatic - we cultivate it in many ways. One way is by observing and learning from people who you think are charismatic. You don’t need to copy them, but learn their secrets, try them on and fine-tune them until they fit you. It’s a trial and error process. Bad news is that once you have your charismatic status, you can lose it. Just look at Mel Gibson and Lindsay Lohan. But here’s the good news – if you lose it, with self awareness and effort, you can regain your charismatic ranking.  

 

                       Being a charismatic person means being a person who possesses special traits that attract,inspire,or fascinate other people in other words a person posessing charisma. Some people may wants to be a charismatic person,they want people around them to know their charisma. For example a college student. Some of the college students wants to be remembered as a person who is great at something such as a leader. To become that person they need to join clubs and communities to improve and develope their skills. Joining an organization will help them to show off their abilities. In an organization we can learn how to work with a team, Knowing how to work well with a team is an essential skill for any career. Being in a student organization teaches us how to do this by putting us in situations where we are required to take advice from others, as well as give our own. If we can work well with the team,people will know that we are a person who can work well with everyone. We can also learn about leadership in an organization. Becoming a leader or an officer in an organization will help us develop leadership skills that will be invaluable in all areas of life. We will be presented with opportunities to improve in public speaking, and gain confidence in ourself as an individual. There are many types of clubs and organizations in campus that we can join to enhance our charisma. If you want to be known as a person who is great  at playing music instruments,you can join the music clubs. In this club you can gather around the people who loves music and plays intruments very well. You can maybe form a band together with them and talks about your favorite music. Next,if you like to sing and can sing well,you can join the choir club. People will recognized your great voice and singing skills if you join the club. There will also be a lot of opportunities that you can get such as attending singing competition. If you like to do some charity,you can join the organization . There the charitable organizations learn specific skills on how to better run their organization. The organization will teach specific skills in fundraising and campaigning fundraising events. if you love sport and have talents in it,you can join the sport clubs,such as basketball,football,volleyball and tennis clubs. You will be admitted as an athletic person in the campus. You can learn great team works in the clubs,because you have to work with the team well to win a competion. You can also learn how to be a dicipline person. there are many other clubs that you can join to be a charismatic person.

 

But actually if you want to be a charismatic person the simplest way is to :

 

1) Be Self Confident

Like yourself. It’s much easier for others to like you if you like yourself.

Be optimistic. Keep your glass half-full. Be enthusiastic.

Be comfortable with who you are. Be consistent.

Hold your own. Think Sheryl Sandberg – she holds her own in a male dominated geeky world and is still feminine. She knows herself and isn’t trying to be someone else.

Don’t: Trot out all your issues. No one wants to be with Debbie Downer. We all have problems, but compartmentalize them, park them in a corner and bring them out for close friends and family.

2) Tell Great Stories

"The universe is made of stories, not of atoms." (Muriel Rukeyser, Poet and Activist)

Speak with conviction. Use words like “I am sure” vs. tentative words like “I think, I hope and I feel.”

Be tuned into humor. Self-deprecating humor can included - it’s ok to tell a story about an embarrassing moment.

Be relevant. Know what’s happening in the world and around you. People want to be with people who are in the know.

Don’t: Confuse humor with bad joke telling. Don’t self-deprecate yourself out of the conversation. Don’t put yourself down so much that it takes away from who you are.

3) Body Speak

Be open and approachable. Gracious and graceful.

Walk up to someone, smile, make eye contact, shake hands. Introduce yourself by saying your name, "Hi, I'm Ann, Ann Roberts." That way people hear your voice twice.

Own the room when you walk into it. Think President Obama when he walks to the podium. Get your own personal swagger.

Don’t: Overdo it. When you smile, be authentic. If your smile is not in your eyes, people will know you're faking it.

4) Make The Conversation About The Other Person

Let the world revolve around the person you’re talking to.

Make the person feel like they are the only person on the planet at that time.

Immediately put others at ease and make them feel comfortable with you.

Don’t: Let your ego drive the conversation. We all have egos. If your ego is in overdrive, check it at the door.

5) Be A Good listener

You can’t remember everything, but remembering someone’s name is a biggie. Here’s a trick: When you are introduced to a person, immediately repeat their name. Example: “Amanda, it’s so nice to meet you.”

Listen with interest. Pay attention. Engage. Be empathetic.

Don’t: When you’re talking with someone at an event, do not check your cell phone or look around the room to see if someone more important is there. If you want to find someone more important, make the conversation brief and move on graciously.

 

 

 

by putri ayu 

comm 2017 class 2

009201700053

To Get The Work Done Or To Worry About How Your Team Is Feeling (essay)

To Get The Work Done Or To Worry About How Your Team Is Feeling

In an organization or a comunnity,there will be purposes or goals that the team wants to achieve. In order to achieve those goals the team needs to have a good teamwork. Working in teams can be both beneficial and challenging at the same time. Sharing work can be less than ideal if the team members don’t work well together. In most team settings, you’ll have a leader and one or two other people who share the workload for the entire team. This can lead to pent-up feelings of resentment on the part of the worker bees, and sometimes the other team members can feel left out. Teams that work well together can greatly increase workplace productivity and creates a more cohesive company culture. There are things that we need to do in an organization to create a good teamwork. First is Communicate. Obviously, this is one of the most important elements to a strong team performance. Keeping the communication clear, open, honest, and respectful will allow team members to express their feelings in a way that prevents a buildup of hidden anger or distrust. Encourage team members to ask questions and listen to one another. This helps to build better team dynamics and stronger relationships. Second is respect individuality. When working with teams, it’s important for superiors and managers to understand the importance of individuality. When a group of people with all different skills and personalities are put together to accomplish a certain task, understanding what each team member brings to the table is critical. Each team member needs to contribute his or her strengths in order for the team to function as one. Third is encourage creativity. Creative input should be encouraged from every team member on every project. Negative comments such as,”what a dumb idea” should be discouraged, and a supportive environment that is open to new ideas should be cultivated.  Brainstorming should be seen as a time to throw ideas out without placing judgement. The best ideas can be culled out later. Fourth is include a mix of genders. This might seem like a strange tip for creating a great team, but women’s social skill tend to be a little stronger than men’s. Including women is one way of prioritizing social skills, which have a direct impact on team performance. Studies have shown that companies with female board members have better share price performance than those who are men-only. Fifth is hold trust-building exercises. One way to enhance team spirit is to set aside time for trust-building exercises. If trust and support are seen as an important part of company culture, they are more likely to grow.  And teams that appear more trustworthy have been shown to perform better then those who lack trust. Trust is a reciprocal feeling and one bad apple can really spoil the bunch. Sixth is define roles. The recent Occupy Wall Street political movement was seen as unsuccessful because no real leaders emerged. A key idea behind the movement when it was first formed was that no one would lead and everyone would all work on the same level. While this democratic approach was laudable, it created confusion and zero teamwork, since no one was there to lead. Effective teams require clearly-defined roles so that everyone knows what he or she is responsible for. This creates better team cohesion and productivity. Seventh is don’t settle. The last piece of advice deals with how you staff your team. Know what you want in terms of team members, and keep looking until you find the candidates that are a perfect fit. If one person is wrong for the job, it can throw off the entire team dynamic. Managing teams of individuals with different kinds of personalities and skills can be challenging, but following these ways will help to make the most of the teams we have, and will help even more in setting up future teams for the company.

Although it’s important to get the work done,we can not deny that there will be no conflicts appear between the team members. People have different viewpoints and, under the right set of circumstances, those differences escalate to conflict. How we handle that conflict determines whether it works to the team's advantage, or contributes to its demise. we can choose to ignore it, complain about it, blame someone for it, or try to deal with it through hints and suggestions; or we can be direct, clarify what is going on, and attempt to reach a resolution through common techniques like negotiation or compromise. It's clear that conflict has to be dealt with, but the question is how: it has to be dealt with constructively and with a plan, otherwise it's too easy to get pulled into the argument and create an even larger mess. Conflict isn't necessarily a bad thing, though. Healthy and constructive conflict is a component of high-functioning teams. Conflict arises from differences between people; the same differences that often make diverse teams more effective than those made up of people with similar experience. When people with varying viewpoints, experiences, skills, and opinions are tasked with a project or challenge, the combined effort can far surpass what any group of similar individual could achieve. Team members must be open to these differences and not let them rise into full-blown disputes.

Understanding and appreciating the various viewpoints involved in conflict are key factors in its resolution. These are key skills for all team members to develop. The important thing is to maintain a healthy balance of constructive difference of opinion, and avoid negative conflict that's destructive and disruptive. So it’s better to get the work done first but to be able to do that we need a great teamwork. in a team there will always occurs problems or conflicts such as different opinion. To have the team run without any issues,we need to pay attention to the members of the team feelings,opinions and etc.


by Putri Ayu 
comm 2017 class 2
009201700053

Managers VS Leaders : How to differentiate? (essay)

Managers VS Leaders :           How to differentiate?

What is a manager? 

A manager is someone who is in charge of a certain group of tasks in a company or organization. A manager usually have people who works for them. there are many types of manager. The first is vertical management or also called as top-down management. In an organization there’s different levels of managers. These different levels allows the managers to focus on a different aspects of the business,from the strategic thinking to communicating information to operational efficiency. A main disadvantage of vertical management is that it limits information flow from the lower levels of the organization to the upper levels (like water, information flows downhill easily). Without easy two-way communication, top management can become isolated and out of touch with how its plans affect core processes in the organization. The second type of manager is top-level manager. Top-level managers are the bosses of the organizations. They have titles such as chief executive officer (CEO), chief operations officer (COO), chief marketing officer (CMO), chief technology officer (CTO), and chief financial officer (CFO). A new executive position known as the chief compliance officer (CCO) is showing up on many organizational charts in response to the demands of the government to comply with complex rules and regulations. Depending on the size and type of organization, executive vice presidents and division heads would also be part of the top management team. The relative importance of these positions varies according to the type of organization they head. For example, in a pharmaceutical firm, the CCO may report directly to the CEO or to the board of directors. Top managers are ultimately responsible for the long-term success of the organization. They set long-term goals and define strategies to achieve them. They pay careful attention to the external environment of the organization: the economy, proposals for laws that would affect profits, stakeholder demands, and consumer and public relations. They will make the decisions that affect the whole company such as financial investments, mergers and acquisitions, partnerships and strategic alliances, and changes to the brand or product line of the organization. The third type of manager is middle managers. Middle managers have titles like department head, director, and chief supervisor. They are links between the top managers and the first-line managers and have one or two levels below them. Middle managers receive broad strategic plans from top managers and turn them into operational blueprints with specific objectives and programs for first-line managers. They also encourage, support, and foster talented employees within the organization. An important function of middle managers is providing leadership, both in implementing top manager directives and in enabling first-line managers to support teams and effectively report both positive performances and obstacles to meeting objectives. The fourth type is first-line managers. First-line managers are the entry level of management, the individuals “on the line” and in the closest contact with the workers. They are directly responsible for making sure that organizational objectives and plans are implemented effectively. They may be called assistant managers, shift managers, foremen, section chiefs, or office managers. First-line managers are focused almost exclusively on the internal issues of the organization and are the first to see problems with the operation of the business, such as untrained labor, poor quality materials, machinery breakdowns, or new procedures that slow down production. It is essential that they communicate regularly with middle management. The fifth type of manager is the team leaders. A team leader is a special kind of manager who may be appointed to manage a particular task or activity.  The team leader reports to a first-line or middle manager. Responsibilities of the team leader include developing timelines, making specific work assignments, providing needed training to team members, communicating clear instructions, and generally ensuring that the team is operating at peak efficiency.

What is a Leader?   

 Leader is the person who leads a group,organization or a country. As a leader there will be many ways to leads. There’s different types of leaderships. The first one is autocratic leadership. Autocratic leadership style is centered on the boss. In this leadership the leader holds all authority and responsibility. In this leadership, leaders make decisions on their own without consulting subordinates. They reach decisions, communicate them to subordinates and expect prompt implementation. Autocratic work environment does normally have little or no flexibility. The second type is democratic leadership. In this leadership style, subordinates are involved in making decisions. Unlike autocratic, this headship is centered on subordinates’ contributions. The democratic leader holds final responsibility, but he or she is known to delegate authority to other people, who determine work projects. The third type is strategic leadership. Strategic leadership is one that involves a leader who is essentially the head of an organization. The strategic leader is not limited to those at the top of the organization. It is geared to a wider audience at all levels who want to create a high performance life, team or organization.

            The differences between the managers and leaders are,first Leaders create a vision, managers create goals. Leaders paint a picture of what they see as possible and inspire and engage their people in turning that vision into reality. They think beyond what individuals do. They activate people to be part of something bigger. They know that high-functioning teams can accomplish a lot more working together than individuals working autonomously. Managers focus on setting, measuring and achieving goals. They control situations to reach or exceed their objectives. Second,Leaders are change agents, managers maintain the status quo.Leaders are proud disrupters. Innovation is their mantra. They embrace change and know that even if things are working, there could be a better way forward. And they understand and accept the fact that changes to the system often create waves. Managers stick with what works, refining systems, structures and processes to make them better. Third,Leaders are unique, managers copy.Leaders are willing to be themselves. They are self-aware and work actively to build their unique and differentiated personal brand. They are comfortable in their own shoes and willing to stand out. They’re authentic and transparent. Managers mimic the competencies and behaviors they learn from others and adopt their leadership style rather than defining it.Fourth,Leaders take risks, managers control risk. Leaders are willing to try new things even if they may fail miserably. They know that failure is often a step on the path to success. Managers work to minimize risk. They seek to avoid or control problems rather than embracing them. Fifth,Leaders are in it for the long haul, managers think short-term. Leaders have intentionality. They do what they say they are going to do and stay motivated toward a big, often very distant goal. They remain motivated without receiving regular rewards. Managers work on shorter-term goals, seeking more regular acknowledgment or accolades. Sixth, Leaders grow personally, managers rely on existing, proven skills. Leaders know if they aren’t learning something new every day, they aren’t standing still, they’re falling behind. They remain  curious and seek to remain relevant in an ever-changing world of work. They seek out people and information that will expand their thinking. Managers often double down on what made them successful, perfecting existing skills and adopting proven behaviors. Seventh, Leaders build relationships, managers build systems and processes. Leaders focus on people – all the stakeholders they need to influence in order to realize their vision. They know who their stakeholders are and spend most of their time with them. They build loyalty and trust by consistently delivering on their promise. Managers focus on the structures necessary to set and achieve goals. They focus on the analytical and ensure systems are in place to attain desired outcomes. They work with individuals and their goals and objectives. Eighth,Leaders coach, managers direct. Leaders know that people who work for them have the answers or are able to find them. They see their people as competent and are optimistic about their potential. They resist the temptation to tell their people what to do and how to do it. Managers assign tasks and provide guidance on how to accomplish them. Ninth,Leaders create fans, managers have employees. Leaders have people who go beyond following them; their followers become their raving fans and fervent promoters – helping them build their brand and achieve their goals. Their fans help them increase their visibility and credibility. Managers have staff who follow directions and seek to please the boss.

            So basically a manager and a leader have the similiar role and responsible. The differences are just in the way they works. 

 by Putri Ayu 

comm 2017 class 2

009201700053