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The
of Leadership
Today’s Conversation
Welcome to POWER Leadership!
Servant Leadership = POWER Leadership
Introduction and Overview Potential Ownership Wisdom Encouragement Release
page 2
Welcome To POWER Leadership!
Why is leadership so important?
What does it mean to be a leader at KeHE? What makes us different than other organizations?
How can I be inspired (or, inspire my team) to perform at a high level while making KeHE a great place to work?
page 3
Servant Leadership
Servant leaders achieve results for their organization by leading through influence instead of authority.
Servant leaders are often seen as humble stewards of their organization's resources: human, financial and physical.
Servant leadership seeks to move management and employee interaction away from "controlling activities" and toward a more synergistic relationship between parties.
Servant leaders emphasize collaboration, trust, empathy and ethics.
A servant leader’s motivation is a desire to achieve results by serving others and the organization, not by attaining more personal power or exhibiting authority.
page 4
Servant Leader Characteristics
Servant Leader
Empathy
Listening
Emotional Intelligence
PersuasionSelf-Awareness
Growth Orientation
Conceptualiza-tion
page 5
My research debunks the myth that many people seem to have… that you become a leader by fighting your way to the top. Rather, you become a leader by helping others to the top. Helping your employees is as important, and many times more so, than trying to get the most work out of them.
- William Cohen
Former US Secretary of Defense
Servant-leadership is more than a concept, it is a fact. Any great leader, by which I also mean an ethical leader of any group, will see herself or himself as a servant of that group and will act accordingly.
- M. Scott PeckThought Leader and Bestselling author of The Road Less Traveled
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Introduction and Overview of POWER
Power through Authority vs. Power through Influence
TRADITIONAL VIEW SERVANT LEADERSHIP
Leaders Everyone Else
Everyone Else Leaders
page 7
Influencing vs. Authoritative
POWER Leadership
Influencing Model(Leadership)
Authoritative Model(Management)
Potential
Talent Focus Find employee ‘sweet spot’ even if
it’s not where they are now Coaching/Mentoring mindset
Task Focus Push employee to do current job, even
if it’s not a good fit Directing/Instructing mindset
Ownership
“Our” vision Invite Ownership Clarity and alignment with KeHE
Values
“Their” vision It’s all about me & my career Demand Ownership
Wisdom Provide advice Freely shared information Coach
Give orders/commands Retained information Referee
Encouragement
Celebrate success Stretch team with achievable
objectives Give credit to team Give courage when the team lacks
it
Take credit for team success Enforcer No confidence in team to be successful
Release
Who they will become Develop people to help them move
on Cultivation more valued than
control
Only see who they are now Develop people to make own job
easier Resent people’s desire to grow and
move
page 8
page 9
WithinSilos...
Potential:Limited
Compete for Authority
Grow Your InfluenceAcrossSilos...
page 10
Potential:
Unlimited
The POWER Principles
PotentialOwnershipWisdomEncouragement
Release
POWER Leader
Potential
Ownership
WisdomEncourage-ment
Release
page 11
POWER Index – Engagement Survey
page 12
I am satisfied with my opportunities for advancement.
My immediate supervisor/manager provides me with timely and helpful feedback.
This company provides me with the opportunity for learning and development.
The senior leadership of this company has communicated a vision of the future that motivates me.
My immediate supervisor/manager has made a personal investment in my growth and development.
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18
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Favorable Neutral Unfavorable
∆ Kenexa Norm
-4
-3
-17
-4
-4
POWER
Potential
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po·ten·tial
Adjective - Having or showing the capacity to develop into something in the future
Noun – Latent qualities or abilities that may be developed or lead to future success or usefulness
page 14
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The first task of leadership is to evaluate the potential of the resources placed in his/her control. Potential measures “net future value,” and the role of a leader begins with understanding the opportunity found in exploiting those resources – principally, the people under his/her direction – to the greatest degree possible.
Do you tell them what they should do? or, do you ask them what they could do?
Potential
16
Authority Influence
› Focus on the task › Maximize the leader › Define the person by the job › Leadership style: command & control
› Focus on the talent › Maximize the team › Define the job by the person › Leadership style: coach & mentor
The Power of Potential
The greatest asset a leader has to manage is her/his team
Leaders are in the asset management business!
Potential is the “Net future value” of someone – it focuses on both today and tomorrow
Position versus Potential
Are your people in their next position or their last position?
page 17
Potential Points to Ponder
Think back to the beginning of your career.
Did you have a vision for what you would be doing in your career at this point in your life? How accurate were you? Are you happy with any unexpected turns?
Did you have a boss along the way who saw your potential and worked with you to develop yourself to fulfill it? How did that person affect you personally and professionally?
How can you, as a leader, discover, identify and maximize the potential of your employees?
page 18
Ownership
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The Power of Ownership
Clarity and alignment of our Mission, Vision and Values (M/V/V)
Everyone owns the M/V/V and speaks the same language
“We” vs. “They”; “Ours” vs. “Theirs”
Ownership is invited, never demanded – more caught than taught
page 20
Reflecting On Ownership
How invested are you to the KeHE’s unique identity?
Where would you put yourself on the spectrum of ownership?
Resistance? Tolerance? Acceptance? Embracing?
If you are less than embracing, what would it take for you to grow in your personal ownership of KeHE?
page 21
Wisdom
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By three methods we may learn wisdom: first, by reflection, which
is noblest; second, by imitation, which is easiest; and third, by
experience, which is the most bitter.- Confucius
Chinese teacher, editor, politician, and philosopher
Knowledge is like money: to be of value it must circulate, and in
circulating it can increase in quantity and, hopefully, in value.
- Louis L’AmourAmerican Author of more than 105 books, essays and short stories
23
The Power of Wisdom
Wisdom is far more than information aloneExperience + advice + information = Wisdom
Keep thinking of ways to find it and then find ways to SHARE it – Wisdom expires if not shared
Wisdom is providing advice, not giving orders or commands
Leaders have insights sharpened by education and tempered by experience to share with their collaborators.
page 24
Encouragement
25
en·cour·age·ment — noun
1. to inspire someone with courage or confidence2. the expression of approval and support
page 26
Engagement Driver growth & recognition
I am satisfied with my opportunities for advancement.
This company provides me with the opportunity for learning and development.
I regularly receive appropriate recognition when I do a good job.*
This company values my contributions.
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53
26
25
26
28
27
22
28
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Favorable Neutral Unfavorable∆ Kenexa
Norm-4
-10
-17
-4
page 27
The Power of Encouragement
Everyone needs encouragement at some point - research shows that people are motivated to do their best when they receive encouragement
Coach versus “cop” or referee
When courage is infused by a leader, fear is dispelled.
Imagine the possibilities of your team if they are told and they believe there are no boundaries and no limits to what they can accomplish
page 28
Release
29
True leadership must be for the benefit of the followers, not to enrich the leader.
- John C. MaxwellChristian author, speaker, and pastor with a focus on leadership
Those who deny freedom to others do not deserve it for themselves.
- Sidney Madwed
American speaker, poet, lyricist and author
30
What Does Release Look Like?
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Authority Influence
Release
› Focused on today› Grows people into the leader’s mold› Downplay career advancement› Stifle promotion
› Focused on tomorrow› Grows people into their
personal potential› Enable careeradvancement› Celebrate promotion
The Power of Release
Research shows that companies that “grow” their own leaders outperform those who recruit leaders from the outside.
A POWER leader loves to ‘lose’ direct reports to promotion
It’s about cultivation, not control
Release brings POWER Leadership full circle – are your direct reports in their next position or their last position?
page 32
Discussion on Release
As a leader, how do you spot employees who are in their ultimate role versus those who are destined for other roles?
Is one more valuable than the other? Why or why not?
When you identify a person who has a future somewhere other than as part of your team, how do you express your commitment to helping them reach their potential?
How does it make you feel when someone on your team wants to leave to further their career?
page 33
Questions and Discussion on the POWER Principles
34