LEADERSHIP IN PRACTICE: DEVELOPMENTLEADERSHIP IN PRACTICE: DEVELOPMENT

•Learning from peak experience•Learning from the leadership of others•Exploring what I expect from leaders•Reflecting on leadership•Getting feedback from those I lead•Looking at me (reflective leadership)•Communicating as leader•External measurements of leadership

LEADERSHIP IN PRACTICE: DELEGATELEADERSHIP IN PRACTICE: DELEGATE

•Give required information•Maintain an appropriate level of personal responsibility•Delegate appropriate responsibility and authority•Avoid intervening, unless requested by followers•Provide appropriate praise and reward•Request progress reports•Review effect of performance•Expect mistakes might occur•Consider impact of delegation to one member on others•Delegate task aligned with follower ability and interest•Not only those you don’t enjoy•Use developmentally•Explain why you chose particular member to do the task

LEADERSHIP IN PRACTICE: FACILITATIONLEADERSHIP IN PRACTICE: FACILITATION

Boomerang (leadership challenge)Maintain focusPlay dumbProcess remarkCheck for agreementDon’t get involved in contentUse justifying questionsUse group memoryUse a reality checkUse time-outUse leading questions

LEADERSHIP IN PRACTICE: “PROBLEM PEOPLE”LEADERSHIP IN PRACTICE: “PROBLEM PEOPLE”

Problem person Solution

Silent one Ask for opinion, Positive reinforcement, contribution before-hand/verbal

Heckler Stay calm, Appeal for cooperation, refer to ground rules

Fighters Interrupt, state agreements, minimise disagreement, keep focused on process

Side-tracker Take blame “I must have led you to the subject but...”

Verbal stumbler Rephrase

Whisperer Ask to repeat, Stop process

Eager beaver Give to group

Clinging vine Direct to issues at hand, don’t get involved in content.

Mistaken Correct tactfully

LEADERSHIP IN PRACTICE: STYLESLEADERSHIP IN PRACTICE: STYLES

STYLE AS A PHRASE LEADER’S TASK CONTEXT

COERCIVE “Do what I tell you” Demands immediate compliance

Crisis, start of turnaround, problem

AUTHORATITIVE “Come with me” Mobilizes people toward a vision

New direction needed

AFFILIATIVE “People come first” Creates harmony, builds bonds

Heals rifts, motivate during challenges

DEMOCRATIC “What do you think?”

Forces consensus through participation

Build buy-in, get input from employees

PACESETTING “Do as I do, now!” Sets high standards of performance

Get quick results from motivated team

COACHING “Try this” Develops people for the future

Help improve performance, develop strengths

LEADERSHIP IN PRACTICE: NETWORKINGLEADERSHIP IN PRACTICE: NETWORKING

•Keep a contact record•Organise your current network•Broaden range of your network•Sources: colleagues, professional bodies, internet•Reciprocity: “I will provide you with...”•Nurture relationships•Identify places•Put time in your diary for networking•Set goals•Start with small circle and expand•Practice small talk (difference between WP and Pirates)•Be visible•Make notes on business card•Follow-up new contacts within 48 hours / Thank you

LEADERSHIP IN PRACTICE: INTELLECTUAL LEADERSHIP IN PRACTICE: INTELLECTUAL STIMULATIONSTIMULATION

•Reformulate point of view•Consider the absurd•Alternative states•Change contexts•Change points of view•Change boundaries•Stress rationality•Stress cause-effect•Stress empiricism•Stress idealism

LEADERSHIP IN PRACTICE: CREATIVITYLEADERSHIP IN PRACTICE: CREATIVITY

•Learn techniques•Break some rules•Keep a journal/diary•In-out writing•Trust your “gut”•Expose yourself to different perspectives•Challenge conventional wisdom

Evaluative

Analytical

Generative

Contextual

RepresentRepresent

DecisionDecision

ScreeningScreening

BrainstormBrainstorm

IdeasIdeas

InvestigateInvestigateImplement

Implement

AlignmentAlignment

LEADERSHIP IN PRACTICE: INFLUENCELEADERSHIP IN PRACTICE: INFLUENCE

•Shows dedication to values•Prepare to take risks•High activity levels•Displays faith in followers•Shares limelight•Eases tension at critical times•Demonstrates unusual ability and competence•Focuses on hopes and dreams of followers•Empowers people•Deals with issues•Uses power positively•Creates a sense of joint mission

LEADERSHIP IN PRACTICE: MOTIVATIONLEADERSHIP IN PRACTICE: MOTIVATION

•Sets an example to strive for•Clarify vision•Maps the future•Creates a sense of purpose and priority•Unconditional positive regard•Commitment to reaching goals•Foresees problems•Provides meaning for actions

LEADERSHIP IN PRACTICE: FEEDBACKLEADERSHIP IN PRACTICE: FEEDBACK

•Specific•Non-blaming•Non-personal•Work related•Documentable•Descriptive•Timely•Frequent•Purposeful•In the appropriate setting•Prepare for feedback:•Opening, Feedback, Clarification, Suggestions, Next steps

•Receiving feedback •Document, ask, personal circumstance, measure

LEADERSHIP IN PRACTICE: PERSONALITIESLEADERSHIP IN PRACTICE: PERSONALITIES

•“Out to get me” (Mistrust / abuse)•Fight•Flight•Freeze

•“Not enough of what I need” (Unloved, not good enough)•Force•Beg•Overwhelm•Entice

•“Nobody loves me” (Abandoned, loss)•Don’t try•Crawl•Perfect•Blame

LEADERSHIP IN PRACTICE: CONFLICTLEADERSHIP IN PRACTICE: CONFLICT

•Types of strategies:•Competition•Avoidance•Accommodation•Compromise•Collaboration

•Tips:•Control you emotional response•Understand the issues•Pick your battles•Search for common ground•“I-language”•Focus on other’s point of view first