© pertec consulting 2003 performance technologies for transformation leading in an intelligent...

© PERTEC CONSULTING 2003Performance technologies for transformation

Leading In An Intelligent Organization

Questions to Be Asked:

1. What Is an Intelligent Organization?

2. How Can We Support Organizational Renewal Through Performance, Competence and Knowledge Management?

3. What Is Intelligence? What Kind of Intelligence Do We Need When Leading People efficiently?

4. What Is Intelligent Leadership and How Can It Be Applied into Practice?

Pentti Sydänmaanlakka5.3.2004, TartuHuman Resource Management Conference


Pertec Consulting Oy/Ltd

-Performance Technologies for learning, renewal and innovation at individual, team and organizational level (founded 1995)

-Products: INTELLIGENT ORGANIZATION: balancing effiency, learning and well-being INTELLIGENT LEADERSHIP: implementing rational, emotional and spiritual intelligence INTELLIGENT SELF-LEADERSHIP: wide, deep and practical development of consciousness

-Consultants: Pentti Sydänmaanlakka (Ph.D), Sudhanshu Palsuleand Visa Huuskonen (Ph.D.)


An Intelligent Organization

EFFICIENCY

LEARNING WELL-BEINGindividual

team organization

Performancemanagement

Competencemanagement

Intelligentleadership

Knowledgemanagement

“The man or woman who truly is influenced by enlightened management should become a better husband or wife and better father or mother,as well as a better citizen in general”. Abraham H. MaslowEupsychian Management, 1962


How Can We Support Organisational Learning?

PERFORMANCE MANAGEMENT

COMPETENCE MANAGEMENT

KNOWLEDGE MANAGEMENT

Job/Tasks

VisionStrategy

KnowledgeExperience

Individual

TeamCompanyOrganisational

LEARNING


OBJECTIVE

SETTING

REVIEWING/

COACHING

DEVELOPMENT

EVALUATION

PLANNING ANDDEVELOPMENTDISCUSSION

DAILYLEADERSHIP

CONTINUOUSIMPROVEMENT OF PERFORMANCE

COMPANY

•STRATEGY•COMPETENCIES

INDIVIDUAL

•PERFORMANCE•DEVELOPMENT

ENVIRONMENT

•COMPANY VALUES•NETWORK ORGANISATION

Performance Management


CRITICALSKILLS

----

DEVELOPMENT NEEDS

is Should be

DEVELOPMENT PLANS

----

COMPANY

•VISION, STRATEGY, OBJECTIVES•CORE COMPETENCIES

Competence Management

INDIVIDUAL

•JOB PURPOSE, KEY TASK AREAS, OBJECTIVES•INDIVIDUAL COMPETENCIES

ENVIRONMENT

•DEMAND AND SUPPLY OF COMPETENCE

•TRAINING SUPPLY

CONTINUOUS IMPROVEMENT OF COMPETENCIES

CC’s

Should abandon


Tacit

Explicit Group

Individual

CREATE CAPTURE STORE SHARE APPLY

COMPANY•KM-FRAMEWORK

•HRM-SUPPORT

•LEARNING OPPORTUNITIES•IT-TOOLS

CULTURE

•MANAGEMENT/LEADERSHIP•COMMUNICATION•FEEDBACK•VALUES

CONTINUOUSAPPLICATION OFKNOWLEDGE

INDIVIDUAL/TEAMABILITY AND WILLINGNESS TO:•GIVE/RECEIVE KNOWLEDGE•LEARN•CHANGE•APPLY (Re-use)

Knowledge Management


Why do we need new leadership approaches?

1. The models we are using now are old

2. A momentum for new not Anglo-American approaches

3. The working environment of leaders has changed dramatically

4. Most theories are very fragmented

5. From ”one right approach” to both and –perspectives

6. We should use rational, emotional and spiritual intelligence

7. We should integrate management and leadership (JOHTAMINEN)

8. We should reveal the true simplicity of leadership


Is there difference between leadership and management?

LEADERS MANAGERS”do the right thing” ”do things right” Bennis &

Nanus 1985”produce change and movement” ”produce order and consistency”

Kotter 1990”create mutual purpose” ”to get the job done” Rost 1991”managers and leaders are basically different types of people”

Zaleznik 1977INTERGRATION OF LEADERSHIP AND MANAGEMENT

to lead+ to manage = JOHTAA (LEADERMENT)


Main sources of intelligent leadership

Performancemanagement

Situational approaches

Transformationalleadership

Team leadership

Ethical leadership

Self-leadership

DruckerSantalainenSydänmaanlakka

W.J. ReddinHersey & Blanchard

BurnsBassAvolioNissinen

Katzenbach &SmithBelbinSydänmaanlakka

GreenleafKoestenbaumAaltonen&JunkkariKauppinen

CsikszentmihalyiGardnerCoveyQuinnSydänmaanlakka

INTELLIGENT LEADERSHIP

20 years experience at Nixdorf,Siemens, Kone and Nokia

Practice

NE

SW

Philosophy & new science

Practical intelligenceRational intelligenceEmotional intelligenceSpiritual intelligence

Theory


Intelligent LeadershipThe new approach beyond fragmented theories

Phenomenon 1

Phenomenon 2

Phenomenon 3

The essentials of leadership process:

simple, concrete,practical and comprehensive

Theory 3

Theory 2

Theory 1

Personally experienced, tested and interepted practice


What Is Intelligence?

Intelligence means the capability to use different kind of competencies in various domains of body, knowledge, emotion and spirituality in order to solve problems or/and fashion products in a particular cultural setting.

Howard Gardner, 1993, 1999: The theory of multiple intelligences-Linguistic-Logical-mathematical + naturalistic intelligence-Musical + spiritual intelligence-Bodily-kinesthetic-Spatial-Interpersonal = 8½ Intelligences-Intrapersonal

RATIONAL, EMOTIONAL AND SPIRITUAL


What Is Spirituality?

- spirituality approached through a) traditional means (religion) and b) more personal and creative manner

- creative spirituality: - spiritual as a state of consciousness- spiritual as a concern of existential issues- spiritual as an effect on others (Applied from Gardner 1999)

- spirituality at work means searching for meaning at individual, team and organizational level

"I've never discovered anything with my rational mind" - Albert Einstein-


"What is the quality which in the end is essential in a leader? Courage, yes, moral and physical courage, a sense of responsibility towards his problem and, at the same time, a sense of responsibility towards to those he commands. Initiative? Yes. Judgment? Yes. Personal tenacity in the most difficult situations? This is where we come nearest to the mark, I should think. Tenacity is what we must demand - that is what counts; but not only physical toughness, but also spiritual tenacity - what we know as spiritual strength. There we have, I think, what is the most important, the most essential quality, at least for those in highest authority - spiritual strength." (C.G. Mannerheim according to General Heinrich, in Marshall Mannerheim & the Finns by Oliver Warner, 1967)


What Is Emotional Intelligence?

Ability to know your own and perceive others´ feelings and use and manage that knowledge in your relationships effectively.Emotional intelligence in leadership (Coleman, Boyatzis &McKee 2002):1. Self-awareness

(emotional self-awareness, accurate self-assessment, self-confidence)2. Self-management

(emotional self-control, transparency, adaptability, achievement, initiative, optimism)

3. Social awareness(empathy, organizational awareness, service)

4. Relationship management(inspirational leadership, influence, developing others, change catalyst, conflict management, teamwork and colloboration)


Definition of intelligent leadership

Leadership is an interaction between leader(s) and followers,where they come together in a certain situation in order to achieve shared vision (purpose) and objectives effectively.This process will take place in a certain team and organization,which is sharing same values and culture. The macro environment – industry and society – also affects this process.

Intelligence has three components which are intellectual, emotionaland spiritual


INDUSTRY/ SOCIETY

ORGANISATION

VISIONPURPOSE

OBJECTIVE LEADER

SITUATION

SUCCESSFUL- Effective - Ineffective

UN-SUCCESSFUL

VALUES AND CULTURE: REALITY + COURAGE + ETHICS +DREAMS

1

6

83

4

2

5

7TEAM

RESULT

LEADERS

10

9

FF

FF

INTERACTION F = follower


Interaction Process in Intelligent Leadership

1. management by objectives (set objectives and evaluate results)2. rewarding (give feedback)3. development (teach and give guidance)4. effective communication (command, depate, discuss, have a dialogue)5. being a role model (lead by example)6. motivating and inspiring (create energy)7. innovativeness and creativeness (continuous renewal)8. individual consideration (respect for individual)

Intelligent leadership behaviour(Spiritual Intelligence)

Performancemanagement(RationalIntelligence)

Effective communication(EmotionalIntelligence)

+ +


WORKER

WORK

ORGANIZATION

SOCIETY

INTELLIGENTWORKER

CALLING

INTELLIGENT ORGANIZATION

SUSTAINABILITYAND WELL-BEING

INDUSTRIALWORKER

KNOWLEDGEWORKER

MEANINGLESSJOB

MACHINEORGANIZATION

GROWTH ANDEFFICIENCY

KNOWLEDGEORGANIZATION

INTELLIGENTLEADERSHIP


A person who is truly influenced by intelligent leadershipshould become not only- a better worker but also- a better husband or wife and better farther and mother and- a better citizen in general.

The way we are leading our employees could change the world!

The role of leadership


Features of an Intelligent organization?

1. It has a clear vision and strategy2. It has an organization which supports renewal3. It has a culture and works with values that encourage continuous learning 4. Continuous Improvement Philosophy is in place (Total

Quality)5. Human Resources are truly the most important

resource6. It has clear processes in place and is re-engineering

them all the time


7. Performance management is working efficiently

8. Competence management is used systematically

9. Knowledge is shared with everybody

10. Teams are working efficiently11. Feedback is collected actively12. New enabling technologies are used

13. Leadership is considered as key competence

14. It´s ability to change is high

Features of an Intelligent organization? (Continue)


Questions & Answers

More information:Pentti Sydänmaanlakkawww.pertec-consulting.com

Sydänmaanlakka, P. 2002. An Intelligent Organization. Integrating Performance, Competence and Knowledge Management. Capstone. London.Sydänmaanlakka, P. 2003. Intelligent Leadership and Leadership Competencies. Developing a Leadership Framework for Intelligent Organizations. Doctoral Dissertation. Helsinki University of Technology.

© pertec consulting 2003 performance technologies for transformation leading in an intelligent...

Documents

enlightened management

maslow eupsychian management

givereceive knowledge

new leadership approaches

better husband

better father

organizational renewal

better citizen