“What Makes a Good Leader?” by Daniel Goleman What the author intended to convey this part is the most effective leaders have high emotional intelligence, which includes self-awareness, self-control, motivation, empathy, and social skills. Self-perception is that we have self-confidence and self-esteem, sense of humor, self-centered appetite, open-minded self-esteem in failure narratives. Ago And there is also the part of self-control, in which the preference for reflection and prudence, comfort, ambiguity and change and perfection. And in the garden, then, is motivation, because great leaders are inspired by the desire to be embedded in order to achieve the goal. They love their job for the job themselves and have insufficient appetite for exceeding goals and keeping the score. Their good attitude is to contact and inspire others to follow. And the next step is to take care. In this section, we have to consider the feelings of employees and other factors in the decision-making process. Understand and understand the views of everyone around the table and treat people with emotional reactions. And finally, social skills, we must be friendly, objective and relationship management to keep people in the right direction, such as new strategic terms or enthusiasm about new products. People with social skills are not limited to the scope of their relationships arbitrarily. They bonded widely because they knew they might need some help from someone they knew today. I agree with what the author wants to say. Because what effective leaders are all these things. In order for us to be leaders, we must have the confidence to self-assess ourselves and our surroundings based on our reality and to be able to make the right decisions and be ready to make decisions. I have found the situation. And in the workplace, good leaders should be motivated to do things. In order to know their destination clearly. They should have a good attitude around them, because when they meet a good leader, they will get the same thing. Example of situation When we have social skills, when we meet people in society, we know how to behave and be ready to greet them so we can have them. We have a lot of friends and we have a network of friends, because we do not know what to expect in the future. Perhaps the social networking we created today may be useful in the future. Even if the attitude is good, it’s part of what we think or do in a positive way, and it’s going to take a turn for the better. From the first negative it may lead to failure to us. For example If we think in the first place that we have no way or no way to succeed, we will not have the urge to do it seriously. If we are the people who think positively that we must succeed. This is our destination now. It will motivate us to do this job successfully. “What Makes an Effective Executive?” by Peter F Drucker What the author intended to convey this part is effective leaders get the right things done by following simple rules first of all you must ask. We need to ask what is right for the organization, even if the owners, investors, employees and customers are important. But it does not show the hostility to what is best for them. The right decision for your organization is appropriate for all stakeholders. If you do not ask this question, it guarantees that the decision is wrong. And later was the development of the action plan. Knowledge is useless until it is translated into action. Start with the desired results and develop an action plan that anticipates the need for flexibility and includes a way to monitor results, outcomes, and expected expectations. And we should take a look at responsible decision making. See the topics below about decision. We must be responsible for communication. Focus on opportunity is not a problem. Identify changes within and outside your organization. How will we take advantage of this change for the benefit of our organization? Then match your best people with the best chance. Run effective meetings. Think and say I’m not me The power comes from the trust of the organization. Think about the needs and opportunities of your organization before your needs and opportunities. And the last thing is to listen before speaking. The decision will not be decided until people know the name of the person responsible for the action. Or the name of the person who will be affected by the decision and must know, understand and approve, or at least no objection, and the name of the person who must be informed of the employee performance decision. So executives are indebted to their organizations and colleagues who will not allow unsolicited parties in important jobs. Because the best allocation of positions is important and difficult. Often decisions do not work because the right people do not work. And in terms of opportunities, each type of opportunity to look out for is an unexpected success or failure in their organization, in competing organizations, or in the industry. The gap between what is and what may be in the market, process, product or service. And innovation in the process, product or service, whether within or outside the organization or industry. Industrial structure and market structure change Changes in values, perceptions, modes or meanings. New knowledge or new technologies. Here, I agree, because what makes a manager effective is that the manager must have these things to know what suits his organization and because every decision. The mind will affect all organizations, whether they are factions or factions. This will be used to develop a work plan. Leaders need to anticipate their needs and be able to stretch them no matter what the situation is. And to be responsible for their own decisions. To focus on opportunities is not a problem. Think of the needs of the organization first. And to be able to allocate people to the best position. If not, then the poor people may not be able to make it work. It is also important to find the gaps of opportunity, because if management is aware, then it can be used to make the organization the most advantage. For example, being an executive of one organization We can allocate work to each subordinate properly. It will work out efficiently and quickly. If we allocate work to the wrong people, it may not work out. And when do we see opportunities or channels? A good leader should grab it, not let it go. And when you grab it should be done to do the best.