ten slides in ten minutes- thinking about leadership
DESCRIPTION
A few general thoughts on the subject of leadership in organisationsTRANSCRIPT
S S
1
Ten Slides in Ten Minutes Thinking about Leadership [Capturing the Hearts and Minds of Prospects amp Clients]
Presented by
Bill Graham APMAPMP
January 2014
billgrahamsales-synthesiscoza
2
Opening Statements
ldquoA true leader is one that loves their followers more than themselvesrdquo
ldquoIn periods where there is no leadership society stands still Progress occurs when courageous skillful leaders seize the opportunity to change things for the betterldquo - Harry S Truman
Inclusion ldquoCommunities that include everyone become stronger and everyone wins - Jane Imbody
3
The Six Leadership Styles (Source Daniel Goleman)
Leadership styles impact the entire organisation
If senior management have differing leadership styles
then there is a potential for conflict between lsquoDepartmentsrsquo
Daniel Jay Goleman (born March 7 1946) is an author
psychologist and science journalist
According to Daniel Golemans theory on
leadership a successful leader is dynamic and does
not subscribe to one particular leadership style Leadership styles should be
situational and dynamic
3
4
Department A
Department B
Department C
Your Business Unit
Driving the S-Bends Each Department has differing maturity levels
Leadership Style U
Leadership Style A
Leadership Style B
Leadership Style C Senior
management may use any one of the
six styles at any given time
producing yet another dynamic
Leadership styles should be situational and dynamic
4
Leadership styles impact the entire organisation
If senior management have differing leadership styles
then there is a potential for conflict between lsquoDepartmentsrsquo
5
Department A
Department B
Department C
Your Business Unit
Driving the S-Bends Potential conflict may occur
Potential for frustration and discord
Leadership Style U
Leadership Style A
Leadership Style B
Leadership Style C
Leadership styles should be situational and dynamic
5
6
Indicators for Identifying Loss-Producing Leaders
bull Dictatorial Style bull Ethical Deterioration bull Personal Agendas bull Unequal Compensation bull Empire Building bull Uncoordinated Activities bull Excessive Management layers bull Lack of Collaboration bull Reducing Productivity bull Unfocused Action bull Talk without Action bull Ineffective Meetings bull Crisis Clinic bull Blamestorming Bringing down
the organisation
7
bull Respected leaders bull Decisions based on company bull Solid reserve knowledge bull Experienced and skilled bull Inclusion Etc
ldquoRational discourse requires that you win an argument through the strength of what you say and not the strength of your insultsrdquo
- Tuli Madonsela Public Protector South Africa
Identify and define your own rainbowhellip
Where is your centre of gravity
Bringing down the organisation
Creating a climate for growth
Leadership
8
US-based online retailer Zappos removes management bureaucracy
ldquoThe Las Vegas-based online retailer Zappos has long been known to do things its own way It will eliminate traditional managers do away with the typical corporate hierarchy and get rid of job titles at least internally The unusual approach is called a ldquoholacracyrdquo The move is an effort to keep the 1500-person company from becoming too rigid too unwieldy and too bureaucratic as it grows The concept has a couple of high-profile devotees mdash Twitter cofounder Evan Williams uses it at his new company Medium and time management guru David Allen uses it run his firm At its core a holacracy aims to organize a company around the work that needs to be done instead of around the people who do itrdquo
Source Jena McGregor
Point to Ponder How do natural leaders perform in such an environment
9
Todayrsquos Successful Leaders are Genuine and Caring People
Intellect
Genuine amp Approachable
Personality
Leaders have specific
attributes that cannot be lsquofakedrsquo
bull Natural leaders can inspire and grow an organisation
bull Mediocre managers will pull an organisation into the mire
A Changing Future Organisations must allow each
employee to utilise their particular leadership
capabilities
Inclusion
10
Closing
ldquoFor an organisation to be able to perform in the current competitive landscape
every employee needs to have the mind-set to lead innovate and be engaged with
driving its strategy ndash unlike traditional approaches of overinvesting in a few chosen
ones who can lead manyrdquo
- Ravi Shankar Chief People Officer Mindtree
Leadership permeates the Modern-Day Organisation
Inclusion
2
Opening Statements
ldquoA true leader is one that loves their followers more than themselvesrdquo
ldquoIn periods where there is no leadership society stands still Progress occurs when courageous skillful leaders seize the opportunity to change things for the betterldquo - Harry S Truman
Inclusion ldquoCommunities that include everyone become stronger and everyone wins - Jane Imbody
3
The Six Leadership Styles (Source Daniel Goleman)
Leadership styles impact the entire organisation
If senior management have differing leadership styles
then there is a potential for conflict between lsquoDepartmentsrsquo
Daniel Jay Goleman (born March 7 1946) is an author
psychologist and science journalist
According to Daniel Golemans theory on
leadership a successful leader is dynamic and does
not subscribe to one particular leadership style Leadership styles should be
situational and dynamic
3
4
Department A
Department B
Department C
Your Business Unit
Driving the S-Bends Each Department has differing maturity levels
Leadership Style U
Leadership Style A
Leadership Style B
Leadership Style C Senior
management may use any one of the
six styles at any given time
producing yet another dynamic
Leadership styles should be situational and dynamic
4
Leadership styles impact the entire organisation
If senior management have differing leadership styles
then there is a potential for conflict between lsquoDepartmentsrsquo
5
Department A
Department B
Department C
Your Business Unit
Driving the S-Bends Potential conflict may occur
Potential for frustration and discord
Leadership Style U
Leadership Style A
Leadership Style B
Leadership Style C
Leadership styles should be situational and dynamic
5
6
Indicators for Identifying Loss-Producing Leaders
bull Dictatorial Style bull Ethical Deterioration bull Personal Agendas bull Unequal Compensation bull Empire Building bull Uncoordinated Activities bull Excessive Management layers bull Lack of Collaboration bull Reducing Productivity bull Unfocused Action bull Talk without Action bull Ineffective Meetings bull Crisis Clinic bull Blamestorming Bringing down
the organisation
7
bull Respected leaders bull Decisions based on company bull Solid reserve knowledge bull Experienced and skilled bull Inclusion Etc
ldquoRational discourse requires that you win an argument through the strength of what you say and not the strength of your insultsrdquo
- Tuli Madonsela Public Protector South Africa
Identify and define your own rainbowhellip
Where is your centre of gravity
Bringing down the organisation
Creating a climate for growth
Leadership
8
US-based online retailer Zappos removes management bureaucracy
ldquoThe Las Vegas-based online retailer Zappos has long been known to do things its own way It will eliminate traditional managers do away with the typical corporate hierarchy and get rid of job titles at least internally The unusual approach is called a ldquoholacracyrdquo The move is an effort to keep the 1500-person company from becoming too rigid too unwieldy and too bureaucratic as it grows The concept has a couple of high-profile devotees mdash Twitter cofounder Evan Williams uses it at his new company Medium and time management guru David Allen uses it run his firm At its core a holacracy aims to organize a company around the work that needs to be done instead of around the people who do itrdquo
Source Jena McGregor
Point to Ponder How do natural leaders perform in such an environment
9
Todayrsquos Successful Leaders are Genuine and Caring People
Intellect
Genuine amp Approachable
Personality
Leaders have specific
attributes that cannot be lsquofakedrsquo
bull Natural leaders can inspire and grow an organisation
bull Mediocre managers will pull an organisation into the mire
A Changing Future Organisations must allow each
employee to utilise their particular leadership
capabilities
Inclusion
10
Closing
ldquoFor an organisation to be able to perform in the current competitive landscape
every employee needs to have the mind-set to lead innovate and be engaged with
driving its strategy ndash unlike traditional approaches of overinvesting in a few chosen
ones who can lead manyrdquo
- Ravi Shankar Chief People Officer Mindtree
Leadership permeates the Modern-Day Organisation
Inclusion
3
The Six Leadership Styles (Source Daniel Goleman)
Leadership styles impact the entire organisation
If senior management have differing leadership styles
then there is a potential for conflict between lsquoDepartmentsrsquo
Daniel Jay Goleman (born March 7 1946) is an author
psychologist and science journalist
According to Daniel Golemans theory on
leadership a successful leader is dynamic and does
not subscribe to one particular leadership style Leadership styles should be
situational and dynamic
3
4
Department A
Department B
Department C
Your Business Unit
Driving the S-Bends Each Department has differing maturity levels
Leadership Style U
Leadership Style A
Leadership Style B
Leadership Style C Senior
management may use any one of the
six styles at any given time
producing yet another dynamic
Leadership styles should be situational and dynamic
4
Leadership styles impact the entire organisation
If senior management have differing leadership styles
then there is a potential for conflict between lsquoDepartmentsrsquo
5
Department A
Department B
Department C
Your Business Unit
Driving the S-Bends Potential conflict may occur
Potential for frustration and discord
Leadership Style U
Leadership Style A
Leadership Style B
Leadership Style C
Leadership styles should be situational and dynamic
5
6
Indicators for Identifying Loss-Producing Leaders
bull Dictatorial Style bull Ethical Deterioration bull Personal Agendas bull Unequal Compensation bull Empire Building bull Uncoordinated Activities bull Excessive Management layers bull Lack of Collaboration bull Reducing Productivity bull Unfocused Action bull Talk without Action bull Ineffective Meetings bull Crisis Clinic bull Blamestorming Bringing down
the organisation
7
bull Respected leaders bull Decisions based on company bull Solid reserve knowledge bull Experienced and skilled bull Inclusion Etc
ldquoRational discourse requires that you win an argument through the strength of what you say and not the strength of your insultsrdquo
- Tuli Madonsela Public Protector South Africa
Identify and define your own rainbowhellip
Where is your centre of gravity
Bringing down the organisation
Creating a climate for growth
Leadership
8
US-based online retailer Zappos removes management bureaucracy
ldquoThe Las Vegas-based online retailer Zappos has long been known to do things its own way It will eliminate traditional managers do away with the typical corporate hierarchy and get rid of job titles at least internally The unusual approach is called a ldquoholacracyrdquo The move is an effort to keep the 1500-person company from becoming too rigid too unwieldy and too bureaucratic as it grows The concept has a couple of high-profile devotees mdash Twitter cofounder Evan Williams uses it at his new company Medium and time management guru David Allen uses it run his firm At its core a holacracy aims to organize a company around the work that needs to be done instead of around the people who do itrdquo
Source Jena McGregor
Point to Ponder How do natural leaders perform in such an environment
9
Todayrsquos Successful Leaders are Genuine and Caring People
Intellect
Genuine amp Approachable
Personality
Leaders have specific
attributes that cannot be lsquofakedrsquo
bull Natural leaders can inspire and grow an organisation
bull Mediocre managers will pull an organisation into the mire
A Changing Future Organisations must allow each
employee to utilise their particular leadership
capabilities
Inclusion
10
Closing
ldquoFor an organisation to be able to perform in the current competitive landscape
every employee needs to have the mind-set to lead innovate and be engaged with
driving its strategy ndash unlike traditional approaches of overinvesting in a few chosen
ones who can lead manyrdquo
- Ravi Shankar Chief People Officer Mindtree
Leadership permeates the Modern-Day Organisation
Inclusion
4
Department A
Department B
Department C
Your Business Unit
Driving the S-Bends Each Department has differing maturity levels
Leadership Style U
Leadership Style A
Leadership Style B
Leadership Style C Senior
management may use any one of the
six styles at any given time
producing yet another dynamic
Leadership styles should be situational and dynamic
4
Leadership styles impact the entire organisation
If senior management have differing leadership styles
then there is a potential for conflict between lsquoDepartmentsrsquo
5
Department A
Department B
Department C
Your Business Unit
Driving the S-Bends Potential conflict may occur
Potential for frustration and discord
Leadership Style U
Leadership Style A
Leadership Style B
Leadership Style C
Leadership styles should be situational and dynamic
5
6
Indicators for Identifying Loss-Producing Leaders
bull Dictatorial Style bull Ethical Deterioration bull Personal Agendas bull Unequal Compensation bull Empire Building bull Uncoordinated Activities bull Excessive Management layers bull Lack of Collaboration bull Reducing Productivity bull Unfocused Action bull Talk without Action bull Ineffective Meetings bull Crisis Clinic bull Blamestorming Bringing down
the organisation
7
bull Respected leaders bull Decisions based on company bull Solid reserve knowledge bull Experienced and skilled bull Inclusion Etc
ldquoRational discourse requires that you win an argument through the strength of what you say and not the strength of your insultsrdquo
- Tuli Madonsela Public Protector South Africa
Identify and define your own rainbowhellip
Where is your centre of gravity
Bringing down the organisation
Creating a climate for growth
Leadership
8
US-based online retailer Zappos removes management bureaucracy
ldquoThe Las Vegas-based online retailer Zappos has long been known to do things its own way It will eliminate traditional managers do away with the typical corporate hierarchy and get rid of job titles at least internally The unusual approach is called a ldquoholacracyrdquo The move is an effort to keep the 1500-person company from becoming too rigid too unwieldy and too bureaucratic as it grows The concept has a couple of high-profile devotees mdash Twitter cofounder Evan Williams uses it at his new company Medium and time management guru David Allen uses it run his firm At its core a holacracy aims to organize a company around the work that needs to be done instead of around the people who do itrdquo
Source Jena McGregor
Point to Ponder How do natural leaders perform in such an environment
9
Todayrsquos Successful Leaders are Genuine and Caring People
Intellect
Genuine amp Approachable
Personality
Leaders have specific
attributes that cannot be lsquofakedrsquo
bull Natural leaders can inspire and grow an organisation
bull Mediocre managers will pull an organisation into the mire
A Changing Future Organisations must allow each
employee to utilise their particular leadership
capabilities
Inclusion
10
Closing
ldquoFor an organisation to be able to perform in the current competitive landscape
every employee needs to have the mind-set to lead innovate and be engaged with
driving its strategy ndash unlike traditional approaches of overinvesting in a few chosen
ones who can lead manyrdquo
- Ravi Shankar Chief People Officer Mindtree
Leadership permeates the Modern-Day Organisation
Inclusion
5
Department A
Department B
Department C
Your Business Unit
Driving the S-Bends Potential conflict may occur
Potential for frustration and discord
Leadership Style U
Leadership Style A
Leadership Style B
Leadership Style C
Leadership styles should be situational and dynamic
5
6
Indicators for Identifying Loss-Producing Leaders
bull Dictatorial Style bull Ethical Deterioration bull Personal Agendas bull Unequal Compensation bull Empire Building bull Uncoordinated Activities bull Excessive Management layers bull Lack of Collaboration bull Reducing Productivity bull Unfocused Action bull Talk without Action bull Ineffective Meetings bull Crisis Clinic bull Blamestorming Bringing down
the organisation
7
bull Respected leaders bull Decisions based on company bull Solid reserve knowledge bull Experienced and skilled bull Inclusion Etc
ldquoRational discourse requires that you win an argument through the strength of what you say and not the strength of your insultsrdquo
- Tuli Madonsela Public Protector South Africa
Identify and define your own rainbowhellip
Where is your centre of gravity
Bringing down the organisation
Creating a climate for growth
Leadership
8
US-based online retailer Zappos removes management bureaucracy
ldquoThe Las Vegas-based online retailer Zappos has long been known to do things its own way It will eliminate traditional managers do away with the typical corporate hierarchy and get rid of job titles at least internally The unusual approach is called a ldquoholacracyrdquo The move is an effort to keep the 1500-person company from becoming too rigid too unwieldy and too bureaucratic as it grows The concept has a couple of high-profile devotees mdash Twitter cofounder Evan Williams uses it at his new company Medium and time management guru David Allen uses it run his firm At its core a holacracy aims to organize a company around the work that needs to be done instead of around the people who do itrdquo
Source Jena McGregor
Point to Ponder How do natural leaders perform in such an environment
9
Todayrsquos Successful Leaders are Genuine and Caring People
Intellect
Genuine amp Approachable
Personality
Leaders have specific
attributes that cannot be lsquofakedrsquo
bull Natural leaders can inspire and grow an organisation
bull Mediocre managers will pull an organisation into the mire
A Changing Future Organisations must allow each
employee to utilise their particular leadership
capabilities
Inclusion
10
Closing
ldquoFor an organisation to be able to perform in the current competitive landscape
every employee needs to have the mind-set to lead innovate and be engaged with
driving its strategy ndash unlike traditional approaches of overinvesting in a few chosen
ones who can lead manyrdquo
- Ravi Shankar Chief People Officer Mindtree
Leadership permeates the Modern-Day Organisation
Inclusion
6
Indicators for Identifying Loss-Producing Leaders
bull Dictatorial Style bull Ethical Deterioration bull Personal Agendas bull Unequal Compensation bull Empire Building bull Uncoordinated Activities bull Excessive Management layers bull Lack of Collaboration bull Reducing Productivity bull Unfocused Action bull Talk without Action bull Ineffective Meetings bull Crisis Clinic bull Blamestorming Bringing down
the organisation
7
bull Respected leaders bull Decisions based on company bull Solid reserve knowledge bull Experienced and skilled bull Inclusion Etc
ldquoRational discourse requires that you win an argument through the strength of what you say and not the strength of your insultsrdquo
- Tuli Madonsela Public Protector South Africa
Identify and define your own rainbowhellip
Where is your centre of gravity
Bringing down the organisation
Creating a climate for growth
Leadership
8
US-based online retailer Zappos removes management bureaucracy
ldquoThe Las Vegas-based online retailer Zappos has long been known to do things its own way It will eliminate traditional managers do away with the typical corporate hierarchy and get rid of job titles at least internally The unusual approach is called a ldquoholacracyrdquo The move is an effort to keep the 1500-person company from becoming too rigid too unwieldy and too bureaucratic as it grows The concept has a couple of high-profile devotees mdash Twitter cofounder Evan Williams uses it at his new company Medium and time management guru David Allen uses it run his firm At its core a holacracy aims to organize a company around the work that needs to be done instead of around the people who do itrdquo
Source Jena McGregor
Point to Ponder How do natural leaders perform in such an environment
9
Todayrsquos Successful Leaders are Genuine and Caring People
Intellect
Genuine amp Approachable
Personality
Leaders have specific
attributes that cannot be lsquofakedrsquo
bull Natural leaders can inspire and grow an organisation
bull Mediocre managers will pull an organisation into the mire
A Changing Future Organisations must allow each
employee to utilise their particular leadership
capabilities
Inclusion
10
Closing
ldquoFor an organisation to be able to perform in the current competitive landscape
every employee needs to have the mind-set to lead innovate and be engaged with
driving its strategy ndash unlike traditional approaches of overinvesting in a few chosen
ones who can lead manyrdquo
- Ravi Shankar Chief People Officer Mindtree
Leadership permeates the Modern-Day Organisation
Inclusion
7
bull Respected leaders bull Decisions based on company bull Solid reserve knowledge bull Experienced and skilled bull Inclusion Etc
ldquoRational discourse requires that you win an argument through the strength of what you say and not the strength of your insultsrdquo
- Tuli Madonsela Public Protector South Africa
Identify and define your own rainbowhellip
Where is your centre of gravity
Bringing down the organisation
Creating a climate for growth
Leadership
8
US-based online retailer Zappos removes management bureaucracy
ldquoThe Las Vegas-based online retailer Zappos has long been known to do things its own way It will eliminate traditional managers do away with the typical corporate hierarchy and get rid of job titles at least internally The unusual approach is called a ldquoholacracyrdquo The move is an effort to keep the 1500-person company from becoming too rigid too unwieldy and too bureaucratic as it grows The concept has a couple of high-profile devotees mdash Twitter cofounder Evan Williams uses it at his new company Medium and time management guru David Allen uses it run his firm At its core a holacracy aims to organize a company around the work that needs to be done instead of around the people who do itrdquo
Source Jena McGregor
Point to Ponder How do natural leaders perform in such an environment
9
Todayrsquos Successful Leaders are Genuine and Caring People
Intellect
Genuine amp Approachable
Personality
Leaders have specific
attributes that cannot be lsquofakedrsquo
bull Natural leaders can inspire and grow an organisation
bull Mediocre managers will pull an organisation into the mire
A Changing Future Organisations must allow each
employee to utilise their particular leadership
capabilities
Inclusion
10
Closing
ldquoFor an organisation to be able to perform in the current competitive landscape
every employee needs to have the mind-set to lead innovate and be engaged with
driving its strategy ndash unlike traditional approaches of overinvesting in a few chosen
ones who can lead manyrdquo
- Ravi Shankar Chief People Officer Mindtree
Leadership permeates the Modern-Day Organisation
Inclusion
8
US-based online retailer Zappos removes management bureaucracy
ldquoThe Las Vegas-based online retailer Zappos has long been known to do things its own way It will eliminate traditional managers do away with the typical corporate hierarchy and get rid of job titles at least internally The unusual approach is called a ldquoholacracyrdquo The move is an effort to keep the 1500-person company from becoming too rigid too unwieldy and too bureaucratic as it grows The concept has a couple of high-profile devotees mdash Twitter cofounder Evan Williams uses it at his new company Medium and time management guru David Allen uses it run his firm At its core a holacracy aims to organize a company around the work that needs to be done instead of around the people who do itrdquo
Source Jena McGregor
Point to Ponder How do natural leaders perform in such an environment
9
Todayrsquos Successful Leaders are Genuine and Caring People
Intellect
Genuine amp Approachable
Personality
Leaders have specific
attributes that cannot be lsquofakedrsquo
bull Natural leaders can inspire and grow an organisation
bull Mediocre managers will pull an organisation into the mire
A Changing Future Organisations must allow each
employee to utilise their particular leadership
capabilities
Inclusion
10
Closing
ldquoFor an organisation to be able to perform in the current competitive landscape
every employee needs to have the mind-set to lead innovate and be engaged with
driving its strategy ndash unlike traditional approaches of overinvesting in a few chosen
ones who can lead manyrdquo
- Ravi Shankar Chief People Officer Mindtree
Leadership permeates the Modern-Day Organisation
Inclusion
9
Todayrsquos Successful Leaders are Genuine and Caring People
Intellect
Genuine amp Approachable
Personality
Leaders have specific
attributes that cannot be lsquofakedrsquo
bull Natural leaders can inspire and grow an organisation
bull Mediocre managers will pull an organisation into the mire
A Changing Future Organisations must allow each
employee to utilise their particular leadership
capabilities
Inclusion
10
Closing
ldquoFor an organisation to be able to perform in the current competitive landscape
every employee needs to have the mind-set to lead innovate and be engaged with
driving its strategy ndash unlike traditional approaches of overinvesting in a few chosen
ones who can lead manyrdquo
- Ravi Shankar Chief People Officer Mindtree
Leadership permeates the Modern-Day Organisation
Inclusion
10
Closing
ldquoFor an organisation to be able to perform in the current competitive landscape
every employee needs to have the mind-set to lead innovate and be engaged with
driving its strategy ndash unlike traditional approaches of overinvesting in a few chosen
ones who can lead manyrdquo
- Ravi Shankar Chief People Officer Mindtree
Leadership permeates the Modern-Day Organisation
Inclusion