The

of Leadership

Today’s Conversation

Welcome to POWER Leadership!

Servant Leadership = POWER Leadership

Introduction and Overview Potential Ownership Wisdom Encouragement Release

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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?

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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.

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Servant Leader Characteristics

Servant Leader

Empathy

Listening

Emotional Intelligence

PersuasionSelf-Awareness

Growth Orientation

Conceptualiza-tion

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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

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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

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WithinSilos...

Potential:Limited

Compete for Authority

Grow Your InfluenceAcrossSilos...

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Potential:

Unlimited

The POWER Principles

PotentialOwnershipWisdomEncouragement

Release

POWER Leader

Potential

Ownership

WisdomEncourage-ment

Release

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POWER Index – Engagement Survey

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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.

47

65

53

54

56

26

18

25

28

24

27

16

22

18

20

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

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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

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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?

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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?

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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

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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?

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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

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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.

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Encouragement

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en·cour·age·ment — noun

1. to inspire someone with courage or confidence2. the expression of approval and support

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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

46

53

26

25

26

28

27

22

28

19

Favorable Neutral Unfavorable∆ Kenexa

Norm-4

-10

-17

-4

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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

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Release

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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

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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?

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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?

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Questions and Discussion on the POWER Principles

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