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Leadership in Equality
Rob Beardall
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Earth
Rings of Saturn
Taken, September 15, 2006 by the Cassini spacecraft orbiting Saturn.
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Leadership……• The quality of leadership, more than any other
single factor, determines the success or failure of an organization. Fred Fiedler & Martin Chemers Improving Leadership Effectiveness
• I suppose leadership at one time meant muscles; but today it means getting along with people. Mohandas Gandhi
• "Leadership is the art of getting someone else to do something you want done because he wants to do it.“Dwight D. Eisenhower
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What is Leadership..?
“Leadership is influence - nothing more, nothing less”
John C Maxwell: In the ‘21 Irrefutable Laws of Leadership’
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‘PERCEPTION’“Costly, time consuming, confusing, irrelevant, biased, not business sense”
OR.…“Understanding the customer, tailoring service provision, employing the best people, and….good business sense…”
So……How do we INFLUENCE…? Equalities is…. a ‘concept’ and therefore involves
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The ‘COMUNICATOR’ carries the message, and can be perceived as…..
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And the ‘COMMUNICATOR’ is up against..…..
Negative media Financial cuts
Competing priorities
Good intentions
Comfort zones
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Collective ideology……………BUT………
Individualistic society
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Legal compliance
focus
Words but limitedaction
Isolated Agenda
Middle Management
Resistance
Limited dedicatedresource
No significantbusiness plan commitments
LeadershipCommitment
Corporate Roadblocks
Pockets limited Improvement
‘Bare minimum’mentality
Constant progress chasing
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• BOXED IN
Boxed in
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Getting breakthrough …..
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Organisational Psychology
• Social Identity - key leaders
• ‘In-groups’ and an ‘out-groups’
• Core identity of Equality Agenda
• Know roadblocks – who/what?
• Key motivational cues
CONTAINED LANGUAGE USE
Getting inside ‘mind’ of organisation…..
…..to change it you have to understand it
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Positioning
Bottom up and…
top-down
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Bottom – up
• Staff Networks e.g Cardiff Champions Scheme
• Strategic involvement
• Staff training
• Internal Communications
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Top - down
• Build trust and credibility INTEGRITY
• Build robust evidence baseCAREFUL PLANNING
• Tap ‘corporate agenda’ ASTUTE OBSERVATION
• Position yourself within ‘in-group’LANGUAGE USE and ‘getting on’ the AGENDA’
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Building trust and credibility
• "To be persuasive we must be believable; to be believable we must be credible; credible we must be truthful."Edward R. Murrow
• ALWAYS professional, ALWAYS honest, ALWAYS supportive, ALWAYS realistic but firm,
• More than determination….carry an ‘astuteness’
• True to corporate agenda first, and frame agenda within that context
• Establish ‘must do’s’ and win ground
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Useful tips• One 2 One meetings• Understand sub-cultures, FLEX to that
context• Demonstrate
– Knowledge and understanding– Balanced viewpoint with realism
• Engage influential champions…but ‘stay true’ to core leadership
• Empower leadership with:– Localised facts, figures, statistics– Evidenced service barriers – Changed outcomes
• Carry positive outlook – language use is key mecahnism
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Summary
• Organisational psychology
• Perception is the lock, language is the key
• Positioning
• Leadership - crucial
• Building credibility