ENTREPENIURSHIP

LEADERSHIP -ENTREPENIURSHIP
COURSE COORDINATOR :- KRISHN VERMA -20194
COURSE DESCRIPTION:

• This course is a basic foundation for entrepreneurship thinking and leadership

• These fundamental concepts provide a basis for basic of question relating to take empower you to take
decision making
• This course is not any technical it is start up program to promote you in the term of entrepreneurship.
COURSE OBJECTIVE

• Observe the design company making process

• Develop creative concepts during entrepreneurship development.
• Analyze strategically and creatively as an designer practitioner across all aspects of the
creative/design process
• Analyze the requirements for involvement and how to do ,what to do why to do?
COURSE CONTENT
• PIPELINE OF PEOPLE IN AN ORGANISATION OF TOP MANAGMENT ( WILL-SKILL MATRIX )
• FIVE LEVEL OF LEADERSHIP
• FIVE LEVEL OF LEADERSHIP DEVELOPMENT
• WHAT IS ENTREPENIURSHIP ?
• CASE STUDY OF ENTREPENIUR
• PRACTICE OF INNOVATION
• START UP PROGRAM: ( ITS DEVESION , E- CELL ROLE , E-CORDINATOR ROLE , E-COACH ROLE )
• TYPES OF START UP
• START UP PRINCIPLE
• WRITE A BUSINESS PLAN
• PROPOSAL WRITING
• GOVERNMENT SCHEME REGARDING STARTUP
PIPELINE OF PEOPLE IN AN ORGANISATION OF TOP
MANAGMENT ( WILL-SKILL MATRIX )-THE TAO OF COACHING” BY
MAX LANDSBERG AND JACK WELL

MONKEY MANAGER
VISIONARY
CALLED NEW
PEOPLE
MANAGER
/EMPLOYEE
WILL

PARASITE/NON
STAR PERFORMER RAGHU RAGAV RAJA RAM
PERFORMER
PEOPLE JITNI TANKHA UTNA KAM
-buttering people
-They become stagnent

SKILL Solution is Evaporate and Purify concept

PIPELINE OF PEOPLE IN AN ORGANISATION OF TOP
MANAGMENT ( WILL-SKILL MATRIX )-THE TAO OF COACHING” BY
MAX LANDSBERG

TATRA LAULYAM API EKALAM MULAYAM

JANM KOTI SUKRTAIR NA LABHAYATA

MEANS- Laulyam (INTENSE DESIRE) Api ekalam mulayam (to perform something )

Is the qualification to go and bounce back in time even he is lucky from birth will not beneficial

EFFORT THAT IS RECOGNISED GETS REPEATED

LEADERSHIP CAN BE TAUGHT/
LEARNED

• The Learned Leader:

1. Has seen leadership modeled most of life.
2. Has learned leadership through training.
3. Has self-discipline to be a great leader.
• Note: All three qualities are acquired.
LEADERSHIP CAN BE TAUGHT/
LEARNED

• The Latent Leader:

1. Has just recently seen leadership modeled.
2. Is learning to be a leader through training.
3. Has self-discipline to become a good leader.
• Note: All three qualities are acquired.
LEADERSHIP CAN BE TAUGHT/
LEARNED
• The Limited Leader:
1. Has little or no exposure to leaders.
2. Has little or no exposure to leadership training.
3. Has desire to become a leader.
Note: All three can be acquired.
• There are very few
FIVE LEVEL OF LEADERSHIP

• MASTER
• STRESSOR
• DABBLOR
• FAULT FINDER
• QUITTER
FIVE LEVEL OF LEADERSHIP

• MASTER -MOMENT HE /SHE SEE THE DIFFICULTY

-HE QUITE THE ORGANOSATION
• STRESSOR -HE SAYS ITS NOT POSSOBLE
• DABBLOR -LET ME CHANGE THE JOB /SCHOOL,ORGANISATION
-HE UPLOAD THE RESUME
• FAULT FINDER -HE CANNOT SURVIVE IN DIFFICULTY
-HE WILL NOT SUSTAIN FOR LONG TIME..
• QUITTER -HE SAYS “ there is scope in improvement in my boss”
FIVE LEVEL OF LEADERSHIP

• MASTER -HE WILL TRY TO ANALYSE THE FAULTS

-HE WILL ANLYTICALLY CRITICALLY AND LOGICALLY
• STRESSOR FIND FAULTS
• DABBLOR -HE QUITS THE ORGANISATION because they talk
about 99 % good thing and 1% bad thing
• FAULT FINDER
• QUITTER
FIVE LEVEL OF LEADERSHIP

• MASTER -He is power full man, he is much about good thing.

-He come with big energy ,shows very strong and star
• STRESSOR persons, But he gets some difficulty ,try to get up two
• DABBLOR three times ,and after that he say it is not possible
-Lets change the job
• FAULT FINDER -He have initial enthusiasm
-They generally called shooting star manager
• QUITTER -They come fast , and return
FIVE LEVEL OF LEADERSHIP

-He is powerful person, great and extraordinary

• MASTER people
• STRESSOR -He is bounce backer,
-He says ,I am not looser, if Ioose once ,lets push me
• DABBLOR how hard you can ..
-He says ,I am not failure, if I failed once
• FAULT FINDER -Failure is not an option.
• QUITTER -He says ,How hard you can hit me ,lets see..
-He never give up, he back up
-He does not cry ,he always try..and start running
-He get succeed in their life..
FIVE LEVEL OF LEADERSHIP

-People who created history, he always search that “

• MASTER Is there any other way”
• STRESSOR He does not have stress, he have strategy
He get back two step and gets energies and analyze
• DABBLOR to do in new way, find there is always to do in better
way.
• FAULT FINDER He either wins or learns
• QUITTER He says there is scope of improvement in me.
He does not change the goal
He change the strategy
ARE YOU A LEADER OR A FOLLOWER?
Leaders
Initiate
Lead; pick up phone and
make contact
Spend time planning;
anticipate problems
Invest time with people
Fill the calendar by priorities
Followers
React
Listen; wait for phone to ring
Spend time living day-to-
day; react to problems
Spend time with people
Fill the calendar by requests
LEADER MANAGERS
• are long-term thinkers who see beyond the day’s crisis and the quarterly report.
• interests in their companies do not stop with the units they head. They want to know how all of the company’s
departments affect one another, and they are constantly reaching beyond their specific areas of influence.
• put heavy emphasis on vision, values, and motivation.
• have strong political skills to cope with conflicting requirements of multiple constituents.
• don’t accept the status quo.

• Knowing how to do a job is the accomplishment of labor.

• Showing others is the accomplishment of a teacher.
• Making sure the work is done by others is the accomplishment of a mgr.
• Inspiring others to do better work is the accomplishment of a leader.
•  
• Integrity means living it myself before leading others.
FIVE RULES OF WORLD CLASS LEADERSHIP
• 1. Leadership is the Personal Power not positional power
• 2. Leadership is the Influence Power not pressure power
• 3. Leadership is the Progressive Advancement power having PROCESS not ACTIVITY which
leads to from variation to standardization means
EVER INCRESING--- EVER GROWING --- EVER EXPANDING--- EVER
IMPROVING
• 4. Leadership is the making Community. Which only come if have a common purpose not for
personal purpose.
• 5. Common Purpose means leader should have common compelling exciting story, have
organization believe means FAMILY COMES SECOND BUSINESS FIRST.
Leader have to Prepare his TEAM (Nine RATNA like Birbal, akbar)
FIVE LEVEL OF LEADERSHIP
DEVELOPMENT
(5 P AND 5 R CONCEPT)
• Level 1: Position / Rights
• Level 2: Permission / Relationship
• Level 3: Production / Results
• Level 4: People Development / Reproduction
• Level 5: Personhood / Respect
LEVEL 1: POSITION / RIGHTS
NOTE: Your influence will not extend beyond the lines of your job description. The longer you stay
here, the higher the turnover and the lower the morale..

People follow because they have to.

• Know your job description thoroughly.

• Be aware of the history of the organization.
• Relate the organization’s history to the people of the organization
• Accept responsibility.
• Do your job with consistent excellence.
• Offer creative ideas for change and improvement.
LEVEL 2: PERMISSION / RELATIONSHIP
NOTE: People will follow you beyond your stated authority. This level allows work to be fun.
Caution: Staying too long on this level without rising will cause highly motivated people to
become restless.

• Possess a genuine love for people.

• Make those who work with you more successful.
• See through other people’s eyes.
• Love people more than procedures.
• Do “win-win” or don’t do it.
• Include others in your journey.
• Deal wisely with difficult people.
LEVEL 3: PRODUCTION / RESULTS
NOTE: This is where success is sensed by most people. They like you and what you are doing.
Problems are fixed with very little effort because of momentum
People follow because of what you have done for the organization.

• Initiate and accept responsibility for growth.

• Develop and follow a statement of purpose.
• Make your job description and energy an integral part of the statement of purpose.
• Develop accountability for results, beginning with yourself.
• Know and do the things that give a high return.
• Communicate the strategy and vision of the organization.
• Become a change-agent and understand timing.
• Make the difficult decisions that will make a difference.
LEVEL 4: PEOPLE DEVELOPMENT /
REPRODUCTION
NOTE: This is where long range growth occurs. Your commitment to developing leaders will insure
ongoing growth to the organization and to people. Do whatever you can to achieve and stay
on this level.
People follow what you have done for them.
• Realize that people are your most valuable asset.
• Place a priority on developing people.
• Be a model for others to follow.
• Pour your leadership efforts into the top 20 percent of your people.
• Expose key leaders to growth opportunities.
• Be able to attract other winners/producers to the common goal.
• Surround yourself with an inner core that complements your leadership.
LEVEL 5: PERSONHOOD / RESPECT
NOTE: This step is reserved for leaders who have spent years growing people and organizations. Few make it.
Those who do are bigger than life.
Respect
People follow because of who you are and what you represent

• Your followers are loyal and sacrificial.

• You have spent years mentoring and molding leaders.
• You have become a statesman/consultant, and are sought out by
others.
• Your greatest joy comes from watching others grow and develop.
• You transcend the organization.
LEADERSHIP CAN BE TAUGHT/
LEARNED

• The Leading Leader:

1. Is born with leadership qualities.
2. Has seen leadership modeled throughout life.
3. Has learned added leadership through training.
4. Has self-discipline to become a great leader.
Note: Three out of four of these qualities are acquired
INSIGHTS ABOUT INFLUENCE
• Everyone influences someone.
1. Sociologists tell us that even the most introverted individual will influence ten thousand other people
during his or her lifetime
2. That means that all of us are leading in some areas, while in other areas we are being led.
3. No one is excluded from being a leader or a follower

• We never know who or how much we influence.

1. The most effective way to understand the power of influence is to think of the times you have been
touched by the influence of a person or an event.
2. Life consists of influencers who daily find us vulnerable to their impressions and, therefore, have
helped mold us into the persons we are…
3. everyone of us continually exerts influence, either to heal, to bless, to leave marks of beauty; or to
wound, to hurt, to poison, to stain other lives
INSIGHTS ABOUT INFLUENCE

• The best investment in the future is a proper influence today. Means invest
for your mind ,make your proper mind map of three year which you have to
achieve. Ex Read book of your goal mentor, Increase your technical skill by
practice ,practice and sharpening your revised skill.
• Influence is a skill that can be developed. Ex Power and Influence- Robert
Dilenschneider (author)
1. Communication- 2. Reorganization- 3.Influence
 THE PARETO PRINCIPLE ( THE 20/80
PRINCIPLE )
PRIORITIES PRODUCTION
1 1 Examples of the Pareto Principle:
2 2 Time =20 percent of our time produces 80 percent
of the results.
3 3 Counseling= 20 percent of the people take up 80 percent
4 of our time.
4 Products= 20 percent of the products bring in 80
5 5 percent of the profit.
Reading= 20 percent of the book contains 80 percent
6 6 of the content.
7 7 Job= 20 percent of our work gives us 80 percent
of our satisfaction.
8 8 Speech= 20 percent of the presentation produces 80
percent of the impact.
9 9 Donations= 20 percent of the people will give 80 percent
10 10 of the money.
Leadership= 20 percent of the people will make 80
percent of the decisions.
THE PARETO PRINCIPLE ( THE 20/80
PRINCIPLE )
Determine which people are the top 20 percent producers.

Spend 80 percent of your “people time” with the top 20 percent.

Spend 80 percent of your personal developmental dollars on the top 20 percent.

Determine what 20 percent of the work gives 80 percent of the return and train an assistant to do the 80
percent less effective work. This “frees up” the producer to do what he/she does best.

Ask the top 20 percent to do on-the-job training for the next 20 percent.

You cannot overestimate the unimportance of practically everything.

Efficiency is the foundation for survival.

Effectiveness is the foundation for success

IT’S NOT HOW HARD YOU WORK; IT’S HOW SMART YOU WORK.