Leadership

ProblemsHow do you change the brand of an entire field ? To what brand does HR need to change to succesfully lead organizations .

A Leadership Story:A group of workers and their leaders are set a task of clearing a road through a dense jungle on a remote island to get to the coast where an estuary provides a perfect site for a port. The leaders organise the labour into efficient units and monitor the distribution and use of capital assets progress is excellent. The leaders continue to monitor and evaluate progress, making adjustments along the way to ensure the progress is maintained and efficiency increased wherever possible. Then, one day amidst all the hustle and bustle and activity, one person climbs up a nearby tree. The person surveys the scene from the top of the tree

And shouts down to the assembled group below Wrong Way!

Management is doing things right, leadership is doing the right things (Warren Bennis and Peter Drucker)

(Story adapted from Stephen Covey (2004) The Seven Habits of Highly Effective People Simon & Schuster

Individual Leadership Reflection Think about a leadership experience that really pleased you, a time when you worked with others and did a good job of helping something positive or effective occur. It can be a work experience or a personal experience.

1. Briefly summarize the situation.

2. What action did you take to make it happen?

3. What three words would you use to describe the situation?

Todays RealitiesGlobal Competition is forcing changes in all aspects of our society - Business - Government - Education

Customers are demanding more

We have to change how we work and manage - All aspects of our organizations - All processes we use to do our work

We Live in a New EraOld Paradigm - One Job - Go to work, do your job and come home

New Paradigm - We Have Two Jobs - Do your work - Improve on how you do your work

Key Issue - How to balance the Doing and Improving workloads

Leading

Moving Between ParadigmsDoing Right ThingsCreating ImprovementsLeading & Developing PeopleManaging

Working Within a ParadigmDoing Things RightManaging Processes

What is Leadership

Leadership- the ability to create an environment where individuals willingly apply their unique abilities to a common mission. Leadership is about the relationship between leaders and their team.

Competence- the knowledge and skill to do the job.

Commitment- the motivation, willingness, and confidence to do the job.

Traits of the Excellent Leader

Excellent leaders have:

A vision and purpose.Clear goals.Strong commitment.Flexibility.An understanding of change.Active listening skills.Confidence to take risks.

Traits of the Excellent Leader

Excellent leaders are:

Knowledgeable about the total organization.Able to learn from mistakes.Excellent communicators-able to speak clearly and effectively.Resourceful.Realistic.

Concern is about the pipeline of talent that we have created to deal with people issues in our orgn.

How to lead complex people in complex systems working in a very complex world.

FOCUS:Producing large volumes of products

Identifying and picking the right one for the right job

Workers where segmented to keep track of them

The age of organizational brand and diversity integration integrated the workforce around common vision, mission and values

Shift from organization of one to orgn of many who made their own choices and demanded individualized developmental programs, terms such as ownership, being a personal change agent, making decisions at the point of contact with customers, every employee matters came into use

Now emerging on the horizon is the period of Strategic Integration for organizations who are figuring out how to pull all pieces together in a global context, between geographically distributed units, within strategic alliances, while bringing diverse units of employees in alignment with diverse segments in customer markets

HR leaders need to be the force for integration or what is called chief integrative leader.

Reasons that we need radically different individualsHR professionals are simply brought in for reconciliation and compromise and soften high potential executives

HR proff do not know the business they support (business leader not understanding accounting)

M&A fail at a 60 % and higher rate- role they play

HR proff not fully suited for leadership-not able to align functions strategicallynot able to integrate different culturescant integrate work from various countries

Most orgn dont grow well which means they fail to integrate

Characteristics of future leaderAbility to work with diverse cultures

Knowledge needs to get to the point where it is needed, I know something which some one doesnt know, does he know that I know it.

Ability to understand how to link people across time and distance via advanced IT.

Ability to envision where key points of integration will need to emerge and how to lead an orgn to those points

Learning OrganizationSystem-wide change program.

Emphasizes reduction of organizational layers and involvement of all employees.

Continuous self-directed learning that leads to positive change in individual, team, and organization.

A learning organization has developed continuing capacity to adapt and change.

Approach to Learning OrganizationBrings together key members in collaborative process to discover problems.

Leaders are responsible for building orgns where individuals continually expand their capabilities to shape their future

Then develops a model of new system.

Continuous testing of experience and transformation into knowledge accessible to whole organization is there even a better way .

Core Values of Learning OrganizationsValue different kinds of knowledge and learning.

Encourage communication between people with different perspectives.

Develop creative thinking.

Remain nonjudgmental of others and their ideas.

Core Values of Learning OrganizationsBreak down traditional barriers in organization.

Develop leadership throughout organization. Everyone is a leader.

Reduce distinctions between organization members.(mgt vs non mgt, proff staff vs non proff)

Every member of organization has untapped human potential.

Characteristics of Learning OrganizationsConstant readiness-ready to change by questioning its way of doing , ready to take advantage new opportunities.

Continuous planning-flexible plans fully known and accepted by the entire orgn.

Improvised implementation-tries to experiment.

Action learning-constantly reflecting and adjusting.

Leadership StylesThe Directing Leader

Sets goals.Identifies the problems.Comes up with solutions.Decides who does what work.Gives specific directions.Announces decisions.Closely supervises and evaluates employees' work.

Leadership Styles

The Coaching Leader

Sets the goals.Identifies the problems.Develops a plan to solve problems and consults with employees.Makes the final decision about procedures or solutions after hearing employees' ideas, opinions, and feelings.Explains decisions to employees and asks for their ideas.Praises employees' work efforts.Continues to direct employees' work.Evaluates employees' work.

Leadership Styles

The Supporting Leader

Involves employees in problem-solving and goal-setting.Takes the lead in defining how to do a job or solve a problem.Provides support, resources, and ideas if requested.Shares responsibility for problem-solving with employees.Listens to employees and guides them as they make decisions.Evaluates an employees work with that person.

Leadership Styles

The Delegating Leader

Identifies problems with employees.Sets goals with employees.Develops plans and makes decisions with employees.Lets employees decide who does the tasks.Accepts employees' decisions and monitors their performance.Lets employees evaluate their own work.Lets employees take responsibility and credit for their work.

So What Do Leaders Do?

Provide Direction - Where we are headed

Communicate - The Why & Benefits of the direction

Enable, Coach and Counsel

Recognize Results and Reinforce Desired Behavior

Providing Direction - Showing the WayVision - What Success Looks Like

Objectives - How we will win

Goals - How much, by when

Strategies - What we will focus on

Initiatives - Specific projects we will undertake

Communicate The DirectionProvide Understanding and HopeThe direction we are pursuing

What benefits we expect to get

Progress - Results achieved to date

Communication should be clear, concise and continuous

Variety of media should be used - People take in and process information in different ways

Enable - Set Up People for SuccessProvide resources - people, time, $$$

Provide training - build needed skills

Provide methods to accomplish assigned tasks

Remove barriers

Coach and Counsel

Recognize and ReinforceCatch People Doing Things RightRecognize accomplishments and results - Psychological rewards - Financial rewards

Reinforce desired behavior - Catch people doing things right

People want and need feedback - How am I doing?

Feedback needed for improvement

Key tool - Management reviews

Leaders Lead PeopleProvide Direction - Leaders show the way

Communicate - Leaders develop understanding and hope

Enable, Coach, Counsel, Provide Resources - Leaders set people up for success

Recognize Results and Reinforce Desired Behavior - Leaders catch people doing things right

Quotes on LeadershipThe very essence of leadership is you have to have a vision. It s got to be a vision you articulate forcefully on every occasion. You cant blow an uncertain trumpet.Rev. Theodore Hesburgh,President Emeritus, Notre Dame University

Leadership and learning are indispensable to each other.John F. Kennedy

The speed of the leader determines the rate of the packIt is the capacity to develop and improve their skills that distinguishes leaders from their followers.Warren Bennis and Bert Nanus

Quotes on LeadershipThe best coaches know what the end result looks like.--If you dont know what the end result is supposed to look like, you cant get there.Vince LombardiHey, Wait a MinuteJohn Madden p224

Failing to prepare is preparing to failJohn Wooden

Quotes on LeadershipLife is like a dog sled team. If youre not the lead dog the view never changes.Anonymous

Leaders have followers Bill Gore, Founder, W. L. Gore and Associates

You can manage what you cannot understand, but you cannot lead it.Myron Tribus

Myths of LeadershipLeadership is a rare skill

Leaders are born not made

Leaders are charismatic

Leadership exists only at the top of an organization

The leader controls, directs, prods, manipulates

Personal Change Is RequiredInsanity - Doing the Same Things and Expecting Better Results

The Only Person Who Enjoys a Change is a Wet Baby

If You Cant Change Your Mind You Cant Change Anything--George B. Shaw

Those Who Fail to Respond to Their Changing World Will Have Less Influence in It

Ways to Develop Leadership SkillsRead books and articlesAttend coursesDiscuss the subject with colleagues Practice, Practice, Practice, ..Becoming a leader is like learning to play the violin in public

Can I Be Successful?

Never doubt that a small group of committed people can change the World. Indeed, it is the only thing that ever has

My Message

Place an increased focus on enhancing your leadership skills

Be on the lookout for examples - good and bad - of leadership that you can use as a model

Best way to learn to lead is to do it - Be on the lookout for your opportunity!

Some Basic Leadership Development Concepts & Potential ApplicationsCommitment to DevelopmentFocusing on Goals, Outcomes, PrioritiesIncremental Advancement/DevelopmentUsing Best PracticesSelf-Awareness & Self-ReflectionSeek Feedback and Support (includes Evaluation of Outcomes)Transfer of Learning (to other situations, levels, etc.)Continuous Learning (Learning Environment/Culture)

Goal Form

Timeline for completion:

Action Steps:1. Modifying behavior what will I do differently:

2. Modeling others who I will observe and when I will observe them:

3. Practice how I will use new or modified behaviors on the job:

4. Collecting ongoing feedback how I will monitor any progress through other:

5. Reading/classes how I will add to my knowledge base:

Cont..Expected outcomes: 1. When I achieve this goal, I will know I have been successful because: 2. The other people who will notice and be impacted by this are: 3. The difference they will notice is:

Managerial style:Type 1:TQMLikes specific guidelines and schedules

Likes clearly defined roles and responsibility

Attention to details

Emphasis on ethics

Compares own efforts to others

Finds it hard to delegate responsibility

Risk Averse

To communicateNeatness importantBe on TimeUse words like thank you, please, etcGo through proper channels and authorityAdmit your mistakesBe accountable

Type 2 Customer ServiceServant LeadershipPower Behind the throneAttracted to potential Talent and Key PeopleModel Charm and enthusiasmFocus on Client satisfactionLikes to please authority.Backs favourites

To communicateBe generous with your praise,approval and affectionLike to connect to peopleSpeak from your real needs-they like to meet your needs

Type 3 MBOI am what I doPrototype of any ProfessionEfficiency and saving timeSeeks respect over LikingDemanding AchieverShoots for Defined GoalsShirks from failureImpatient

To communicateGet list of prioritiesGet staright to the pointDo what you say you are going to doSet clear parameters for success

Type 4 Innovative ManagerSeeks genius and creativityFeel respected for vision and ideasMoods take precedenceFeels demeaned by ordinary workEmotionally intenseDoes not work with others who are more valued

To communicateEnjoy the process of creating something newDont offer money or perksRespect fours depth and insightRecognize them

Type 5 Strategic ManagerExpert powerbecause of superior knowledge - Most organizations value expert power because it encourages excellence and high performance.

Works to buy autonomyNeeds PredictabilityAvoids conflictValues unemotional decision makingFeels invasion of privacy easilyLacks spontaneity

To CommunicateMeetings hard for Fives, so give them max information before handLoves insider information-indepthDont go beyond agreed area of inquiryCreat a safe and closed place as you are talking to himGive them plenty of advance warning

Type 6- Bureaucratic STRONG ANALYTIC POWERS

COMES ALIVE UNDER ADVERSITY

PROCRASTINATION DEVELOPS IN THE ABSENCE OF OPPOSITION.

OVERVALUES AUTHORITYS POWER

To communicateKeep your wordTakes time to establish trustDont exaggerateDisclose your self interestShare your thought process and give reasonsGive back up data

Type 7 Team PlayerDislikes routines.Networks, plans, synthesizes ideas Convincing and persuasive abilities.Enthusiastic, creative and popular.Strong on positive future visioning.Brings data together in original ways.Planners rather than implementers.Chaotic decision making.Hard to see their own mistakes.

To CommunicateBe prepared for rapid give and take(talk fast)Align with their dream, and show it can workAsk lots of questionsShare your problems

Type 8 AuthoritarianConcerned with Fairness and JusticeMy way or the high-wayEasy to anger & energy Direct and assertive leadership styleDynamic Public figures.Prefer to centralize than delegate.Good leaders in times of emergency.Sparing with compliments or praise

To communicateDont let them downLike news quick and straightWant respectAcknowledge their powerDont tell what he cant doBe direct when they make mistakes

Type 9 Participatory ManagerRelaxes in the absence of frictionAvoids self-promotion.Follows routineCautious with risksDifficulty in setting priorities.Lack specific goals Imprecise in specifying ways to carry out plans.Big-picture thinkers Strive for consensus

To communicateDont mistake his silence for agreementDont pretendEstablish clear performance goalsLet them know their part in a workWork towards collaboratin and cooperationDont pick up calls or interrupt when you are talking with nines

Thank you

LectureTime: 5 min