Our Vision: Lead in initiative and performance to promote competitiveness and achieve comprehensive and sustainable economic development.

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3 Our Vision: Lead in initiative and performance to promote competitiveness and achieve comprehensive and sustainable economic development. Our Mission: Support and organize business sector and provide integrated economic services to the satisfaction of our transactors and communnity through optimal utilization of financial and human capabilities. Values: - Respect : We take full care of our employees, transactors, partners and suppliers in mutual respect. - Compliance : We are governed by and comply with regulations and laws. - Initiative and Creativity : We encourage initiative and creativity in a systematic frame to enhance work and raise performance level. - Teamwork: We believe in teamwork and team spirit in the Departmment and with the relevant authorities. - Quality : We enhance our services to fulfill requests and needs of our transactors. - Continuous learning : We support continuous learning at individual and corporate levels. - Transparency: We believe in express and clear communication in spreading of information and procedures. - Social responsibility: We attend to our responsibility towards the community where we live.

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5 Strategic Objectives Promote services of transactors Develop relationship with transactors Protect consumer Promote community and environmental participations Enhance quality and develop human resources skills Motivate human resources Develop electronic and technological capabilities of the Department Develop knowledge management Optimal use of financial resources Develop corporate performance Enhance relationships with partners and suppliers Develop local economy Contribute to review and development of legislations

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7 360 degree Leadership Challenges & Practices Leadership is considered as a great value in our culture, especially when it helps in achieving goals that have significant impacts on the community such as preventive health policies. Leadership is an essence of personal identity and not something to be learned, although you can learn leadership skills and improve your style by training and guidance.

8 First: Definition of Leadership: 1.Concept of Leadership: Leadership, in general, means the process of influence in others behy havior to achieve goals in which respect their freedom and point of view entirely. It enable the group (managers/ employees) to work together in the process of development and exchange towards the vision of success and sustainability. John C. Maxwell* summarizes leadership in one word (Influence). He defines 360- degree leadership as: your influence on development wherever you are in the organization. To become a 360- degree leader you can You can learn to lead up, lead across and lead down. Only 360- degree leaders influence people at every level of the organization. Leadership is within the reach of anyone who possesses average or betty ter leadership skills and is willing to work at it. Solving a problem, for example, with your colleagues may come up with various ideas. Defy fending your ideas is a normal situation, but leadership means working with innovators to help them put forward their suggestions and implemy mentations and searching for new ideas. 2. Concept of 360- degree Leadership: 360- degree Leadership: enable leaders of any organization or departmy ment to face major challenges at work degree leadership explains the principles leaders can use to bring value and influence people at every level of the organization. (Up, across and down) degree leader tries to develop the influence of the organization through using leadership styles and skills that implement leadership principles. Focusiy ing on building strategies by expanding influence and ultimately be an effective & more valuable member of the organization degree LeadershipChallenges & Practices

9 Second: The Importance of 360- degree Leadership: 1. The Importance & Role of 360- degree Leadership: the implementation of 360- degree leadership is its core along with its role in developing work environment and relationships. This style of leadersy ship depends on the consent of the person (manager) to change himself by using the new model of leadership style to maintain his organization and keep forward without abandoning other leadership styles. 2.The Objectives of 360- degree Leadership: 1.Build more effective leadership team. 2.Create leaders of all levels in the organization. 3.Success in leading any level upgrade the level of leadership. 4.Across- leaders can lead effectively in top levels. Third: The Challenges 360 Degree Leaders Face: John C. Maxwell defines the most important challenges that faces 360- degree leadership as the followings: 1.The Tension Challenge: The challenge comes from the pressure ob beiy ing in the middle. Learn how to lead inspite of others restrictions 2.The Vision Challenge: the more you invest in the vision, the more it becy comes your won. Even though your own vision may excite you more than someone else, to get the opportunity to pursure your own dreams, you will almost certainly have to succeed in achieving the dreams of others. 3.The Fullfilment Challenge: Leadership is more diposition than position. you can influence others from wherever you are. 360 degree LeadershipChallenges & Practices 2

10 Factors that affect tension: 1.Empowerment 2.Initiative 3.Environment 4.Determinants of work 5.Appreciation How to reach fulfillment? 1.Develop strong relationships with key people 2.Define a win in terms of the team 3.Engage in crucial communication 4.Gain experience and maturity 5.Put the Team above your personal success Forth: 360 Degree Leadership practices 360 Degree Leadership practices are varied depending on the style, e.g. Directing, coaching, supporting and delegation leaders. Some styles are more comfortable than others, but if you manage how to use them you will be certainly an Inspiring leader. Here are some of the most important practices: 1.Democratic: This style builds consensus through participation. It is most appropriate when organizational flexibility and a sense of individuy ual responsibility is needed. The downside of this style, however, is that it may result in indecision, and some people may be left feeling confused and leaderless. 2.Pacesetting: This style expects excellence and self-direction. It works best for highly skilled and motivated people who work well on their own. In this case they are able to handle responsibilities and direct their attitudes degree LeadershipChallenges & Practices

11 360 Degree Leadership practices described as coopey erative in the following cases: 1.Looking for the ideas of the employees. 2.Leaders should take the decisions. 3.Assign duties & responsibilities to employees. 4.Involve employees in decision making and problem solving. 5.Environment assessment: create a healthy working environment to encourage employees initiatives. 6.Enhance and implement values of the employees at work. 7.Build trust and safety: create a safe environment that enhance teamwy work. 8.Share power and influence: develop synergies between individuals, partners and society, to achieve the objectives. 9.Develop human resources: bring out the best in others. 10.Skills Self-assessment: understand self values and behaviors, how it influence others. Fifth: 360- degree leadership s implementations in the Department of Economic Development: The Department has adopted number of 360-degree leadership s practy tices and implemented it, as follows: 1.Implement organizational suggestions system. 2.Organize brain storming meetings. 3.Develop synergies between the Department employees to achieve objectives. 4.Form a changing & development management committee to study the results of surveys and provide necessary recommendations. 5.Launch Excellence Awards. 6.Encourage employees to participate in teams and committees. 7.Form strategic planning team. 360 degree LeadershipChallenges & Practices 4

12 8.Organize the customer open day. 9.Launch customer s awards and honor partners and suppliers. 10.Stating responsibilities and authorities of the Department processes. (Quality management system) Practices to be implemented by the Department in the near term: 1.Introducing best practices and sharing other entities participation in the field of experience and expertise. 2.Participating in public debates and universities, etc.. 3.Developing employment empowerment mechanisms. 4.Creating a pinch marking methodology 5.Enhancing security and safety procedures. 6.Inspiring people and create sense of participation and organizational development, ownership, empowerment, enhancement and accountay ability at all levels. Practices to be implemented by the Department in the long term: 1.Find mechanisms to manage creativity. 2.Enhance the role of the Department in community service. 3.Partnerships for long-term & enhance sustainable value 4.Work with partners to achieve mutual benefit and support each other to achieve mutual objectives. 5.Motivate employees and targeted categories to participate in commy munity service activities 6.Understand the organization s key competencies degree LeadershipChallenges & Practices

13 sources * John C. Maxwell, known as America s expert on leadership, speaker and writer. Born in He is the author of more than 50 books in leadership. The founder of EQUIP that have trained more than 5 million leaders worldwide. 1. The 360 Degree Leader. Ohio Health. N.p., n.d. Web. 28 June < The360DegreeLeader.pdf>. 2. The 360 Degree Leader: Developing Your Influence from Any ywhere in the Organization. Amazon. N.p., n.d. Web. 28 June < ing-organization/dp/ /ref=sr_1_1?ie=utf8&qid= &sr=8-1>. 3.Williams, Susan. The 360 Degree Leader. Rev. of The 360 Degree Leader. Zeal for Execution. N.p., n.d. Web. 28 June < er.pdf>. 360 degree LeadershipChallenges & Practices 6

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