Beruflich Dokumente
Kultur Dokumente
Ajay Khedkar
23 Dec 2011
the success of leadership can be measured by what kind of talent and structure one leaves behind.
Vartan Gregorian,
former president New York Public Library
Introduction
Some Basics:
Some people are consistently successful because of qualities and abilities they have developed in addition to their education and experience. Value, as perceived by the customer, will determine your worth. Genuine career happiness comes from achieving personal goals in harmony with organizational goals. The objective of this presentation is to present some strategies that a professional can use to improve their chances of a productive career.
LongLong-term success requires good leadership. Understands the Big Picture. Has vision and is a systems thinker The ability to effectively empower, develop, and lead people/teams. A great leader is able to see the context of the situation they are in -- whatever that is -- and react accordingly. They ADAPT to the situation and those they lead.
t
Personal Leadership
Personal Strategic Planning combines strategic planning and time management together. Know where YOU fit in the organization and on your team. Continuous improvement in all areas of life Become a student of leadership and management styles Find a one or two mentors Read and take notes
www.LeadershipSuccess.net
www.LeadershipSuccess.net
(Continued)
Seek First to Talk, Then Pretend to Listen-If you want Listentheir opinion, give it to them. Dont Cooperate-Teamwork is for losers; be your own Cooperateisland. Wear Yourself Out-Make being busy the only thing Outthat matters; never exercise or improve yourself.
www.LeadershipSuccess.net
... an overview.
Interdependence
Understand Synergize 5 6 PUBLIC VICTORY Think win-win 4
Independence
3 1st things 1st PRIVATE VICTORY 2 1 End in mind Be Proactive
Dependence
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www.LeadershipSuccess.net
Effective Interdependence
The first three habits build a foundation on independence, from which one can move to interdependence interdependencecaring, productive relationships with others which Covey calls public victories When a person moves to interdependence, he steps into a leadership role
www.LeadershipSuccess.net
Effective Interdependence
Habit 4: Think Win-Win WinImplies understanding that without cooperation, the organization cannot succeed Habit 5: Seek First To Understand, Then To Be Understood Requires a nonjudgmental attitude. Emphatic listening gets inside another persons frame of reference
www.LeadershipSuccess.net
Effective Interdependence
Habit 6: Synergize Synergy is the combined action that occurs when people work together to create new alternatives and solutions. The essence of synergy is to value and respect differences Habit 7: Sharpen The Saw Process of using and continuously renewing the physical, mental, spiritual, and social aspects of life
www.LeadershipSuccess.net
www.LeadershipSuccess.net
7 Habits
Reactive Stimulus Response
Stimulus
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Habit 1: Be proactive.
the gap = our choice
proactive (forward acting, opportunity-focused, clear) I will read one book per month in my field. I will exercise and attend Weight Watchers weekly. I will cook dinners for my wife every Monday.
stimulus response
no concern
Victor Frankl, Mans Search for Meaning
y Examples of your reactive statements ... and your proactive counterparts. y What to do when frustrated? Discouraged? Imposter? What is your fix routine? y Why not be proactive? What is the risk? Are you willing to risk failure? www.LeadershipSuccess.net
Identify one issue in your circle of concern, but not in your circle of influence Break this issue into areas of direct, indirect, and no control Outline how you might recast your concern so that you release the no control area, and do something about the areas of direct and indirect control.
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www.LeadershipSuccess.net
What lies behind us and what lies before us are tiny matters compared to what lies within us. Henry David Thoreau
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The law of the farm: You reap what you sow. translated sacrifice vision = what you want to see mission = immediate next step(s) Both tend to focus priorities. y Specifically write what you want to reap. What do you HOPE for? A prestigious job? A girlfriend or boyfriend? Money? y Write what you are willing to sow. Time? Personal energy? Money? Your friends? y Any books or movies or models that guide you?
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www.LeadershipSuccess.net
Determine acceptable evidence. Plan learning experiences and instruction. What activities, skills, information and resources will be best?
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Why backward?
The stages are logical but they go against habits
Were used to jumping to lesson and activity ideas before clarifying our performance goals for students The change in lesson design does not necessarily mean that we throw out everything that weve done but it is a matter of being more selective, It helps us modify and also helps us to decide what not to teach. By thinking through the assessments upfront, we ensure greater alignment of our goals and means that teaching is focused on desired results
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Stage 1
Identify desired results
What and know should others know and be able to do? be able to do?
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Curricular Priorities
Enduring Understanding
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Group Project
1. On Your Own Name a curricular topic that you will address with students this year.
What enduring understandings about big ideas do you want students to leave with?
2. With a partner Share your topic and enduring understandings. Partners ask questions and help clarify big ideas.
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Short Assignment
Stop
With your partner, brainstorm some possible essential questions that will help you clarify a possible final goal in your life or work life.
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www.LeadershipSuccess.net
www.LeadershipSuccess.net
Someone who understands ________________________________________ ________________________________________ ________________________________________ ________________________________________ ________________________________________ ________________________________________ ________________________________________ ________________________________________ ________________________________________ ________________________________________ ________________________________________ ________________________________________ ________________________________________ ________________________________
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Assessment of Understanding via the 6 facets i.e. You really understand when you can: explain, connect, systematize, predict it show its meaning, importance apply or adapt it to novel situations see it as one plausible perspective among others, question its assumptions see it as its author/speaker saw it avoid and point out common misconceptions, biases, or simplistic views
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www.LeadershipSuccess.net
www.LeadershipSuccess.net
not important
We want Quadrant II > Quadrant I. Quadrant II comes from Quadrants III and IV. y Estimate how much time you spend in Quadrant II (and what IS Quad IV?) ... y How do you plan your day? Datebook? Palm Pilot? y How much is your time worth to you, in dollars/hour?
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1 Identify big rocks (q2). 2 Schedule these FIRST! 3 Surround with other. What is the lesson?
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www.LeadershipSuccess.net
www.LeadershipSuccess.net
Nature of Work
0%
Work with Things
100%
Work with People
100%
0%
Your work falls someplace on the diagonal line. The higher up the line you go, the more sophisticated your time management system needs to be.
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Discretionary Time
100%
Amount of control you have over your time
0%
The higher up the line you go, the more sophisticated your time management system needs to be.
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www.LeadershipSuccess.net
www.LeadershipSuccess.net
Primitive
Crisis Management Running around putting out fires
C RTN_A-H
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Primitive
Priority Meandering Start on task a get distracted resume on task b get distracted jump to task c
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Primitive
Jump to Others Wait for others to tell me what to do
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Primitive
First Come - First Served Handle tasks in the order in which they arrive
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Primitive
Grouping Do all the same types of tasks at the same time (phone calls, writing letters, etc.)
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Primitive
Whimsical Do whatever you feel like doing
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Simple
Floating Pieces of Paper (including postpostits, business cards, napkins) Write notes on assorted pieces of paper Sooner or later the paper floats
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Simple
To Do List A to do list is written on a notepad, business card, envelope, etc.
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Simple
Pocket Calendar A variety of small calendars are used to record appointments
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Simple
Desk Calendar Calendar stays on desk, typically four days behind
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Simple
Address book A variety of devices are used to record addresses and phone numbers
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Simple
Combination typically a combination of simple devices are used
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Day Runner Day-Timer Franklin Day Planner Day at a Glance Seven Habits Planner Priority Manager Rolodex
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www.LeadershipSuccess.net
The win-win approach winis a set of principles, practices, and tools, which enable a set of interdependent stakeholders to work out a mutually satisfactory (win-win) (winset of shared commitments. commitments.
www.LeadershipSuccess.net
win-win or no deal
(abundance mentality; get P and PC)
lose-lose
(never pays)
win-lose
(other person gets hard feeling)
courage y Are there times when paradigms others than win-win are appropriate? y How do you develop courage? Consideration? Emotional bank account? y What causes conflict? Tools for conflict resolution? Your boundaries?
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Key Concepts
Win Condition: objective which makes a stakeholder feel like a winner Issue: conflict or constraint on a win condition Option: A way of overcoming an issue Agreement: mutual commitment to an option or win condition
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Issue
addresses
Agreement
adopts
Option
WinWin Equilibrium State - All Win Conditions covered by Agreements - No outstanding Issues
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4 tips for dealing with people y Do not criticize, condemn, or complain. y Express sincere appreciation. y Give them emotional air and learn their story. y Focus on their interests (know your best alternative coming in).
Dale Carnegie How to Win Friends and Influence People Fisher & Ury, Getting to Yes
y y y y
What are some stranglers for emotional air? What are some ways we can express sincere appreciation? How often do you ask someone to a professional lunch? How do you meet a person? How do you greet a person?
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www.LeadershipSuccess.net
Initiative
(An example)
Definition Taking prompt action to accomplish objectives; taking action to achieve goals beyond what is required; being proactive.
Key Actions Responds quickly--Takes immediate action when confronted with a problem or when made aware of a situation. Takes independent action--Implements new ideas or potential solutions without prompting; does not wait for others to take action or to request action. Goes above and beyond--Takes action that goes beyond job requirements in order to achieve objectives.
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Habit 6: Synergize.
Animal school
Once upon a time, the animals decided they must do something heroic to meet the problems of a New World, so they organized a school. They adopted an activity curriculum consisting of running, climbing, swimming, and flying. To make it easier to administer, all animals took all the subjects. In the end, the ducks web feet were so badly worn that he couldnt swim, the rabbit had a nervous breakdown and couldnt run, the eagle was disciplined severely for getting to the top of the tree without climbing, and an abnormal eel ended up doing best overall and winning valedictorian. y What are your unique gifts? What talents do you need from others? y What qualities often seem like a disadvantage, but are necessary? y How do you contact or talk with people, if you are shy? (Carnegie)
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www.LeadershipSuccess.net
www.LeadershipSuccess.net
Synergy in Business
To achieve synergy in business requires that people become open and authentic. When we open ourselves up to the influence of others, we gain new insights and facilitate the generation of new options.
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Negative Synergy
Most highly dependent people are trying to succeed in an interdependent reality. Many people don't realize that the real strength of any relationship is having alternative points of view.
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www.LeadershipSuccess.net
www.LeadershipSuccess.net
4 categories I-E introvert (reserved) - extrovert (expressive) S-N sensory (observant) - intuitive (conceptual) T-F thinking - feeling P-J perceiving (probing) - judging (critiquing)
ARTISANS (observant, probing) IDEALISTS (intuitive, feeling) ESTP promoter (Roosevelt, Madonna) ENFJ teacher (Gorbachev, Billy Graham) ISTP crafter (Bruce Lee, Earhart) INFJ counselor (Gandhi, E Roosevelt) ESFP performer (Elvis, Reagan) ENFP champion ISFP composer (Carson, Streisand) INFP healer (Albert Schweitzer) GUARDIANS (observant, critiquing) RATIONALS (intuitive, thinking) ESTJ supervisor (Colin Powell) ENTJ fieldmarshall (Gates, Greenspan) ISTJ inspector (Truman) INTJ mastermind (D Eisenhower, Rand) ESFJ provider (G Washington) ENTP inventor (Disney, Edison) ISFJ protector (Mother Teresa) INTP architect (Einstein, Darwin) www.LeadershipSuccess.net
Social
family, friends, service (notes, phone calls, emails, visits)
Mental
reading, journaling, discussing, seminars, meetings
Physical
endurance, strength, flexibility, sleep, eating
y When will YOU sharpen your saw? y What www.LeadershipSuccess.net measures will you use in each category?
Self-Management
SelfSelf-Management
when an individual consciously controls the learning process of acquiring new behavior through the interplay of environmental cues, consequences and cognitive processes
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Behavior
Behavior changes needed for selfimprovement
Situational cues
Reminders and attention focusers Self-observation data Avoidance of negative cues Seeking of positive cues Personal goal setting Self-contracts
McGraw-Hill
Consequences
Self-reinforcement/selfpunishment Building activities into the task that are naturally rewarding (e.g. activities that increase one s sense of competence, selfcontrol and purpose) Reinforcement from relevant others
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Creation Principle
All things are created twice mental or first creation a physical or second creation Most non-productive endeavors fail with the first creation
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www.LeadershipSuccess.net
Rescripting
Personal leadership: the first creation Through self-awareness, discover ineffective scripts, deeply embedded habits that are incongruent with values Proactively rescript
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www.LeadershipSuccess.net
Circle of Influence
To create a mission statement begin with the center Principles & values: security, guidance, wisdom, & power
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Mission Statement
What are you first things? List those things that are most important in your life. How effective are you at keeping those things first in your life? Why?
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Mission Statement
If you were to do one thing in your professional life that would have the most positive impact, what would that one thing be? If you were to do one thing in your personal life that would have the most positive impact, what would that one thing be?
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Mission Statement
Record your personal mission statement, philosophy, or creed. Your mission statement is your personal contribution and represents the deepest and best within you.
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Strategic Leadership
Build a team Identify talent Training and deploy as necessary Build community Establish and nurture partnerships Establish support groups Build relationships Focus on people, not policies Value diversity and inclusion
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Envisioned Leadership
Develop your personal portfolio Understand your power and influence Prepare relentlessly Communicate your vision Have a plan See the big picture Focus on the organization Foster a collaborative and cooperative environment Streamline operations Enjoy the journey!
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Homework
Establish your big rocks the important changes, not just the urgent.
1 Decide that you CAN in fact change your life. 2 Get away one weekend with a pen and pad of paper. Write down what you HOPE for in life, and what you feel called towards (e.g., family, work, opera). If you dont know talk with friends or family. If you dont know try things! Athletics, service, camping, animal rights, politics, research. If you dont know read biographies and newspapers. If you dont know look at http://www.dosomething.org/index.cfm.
Summary
Follower role includes responsibility, service, challenging authority, participating in change, knowing when its time to leave organization
Developing Personal Potential
Covey defines a habit as the intersection of knowledge, skill and desire He arranges seven habits along a continuum from dependence to interdependence When a person moves to interdependence, he steps into a leadership role
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Situational Leadership
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Overview
Two leadership styles Variables that influence style Situational Leadership Model
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www.LeadershipSuccess.net
Continuum
What variables would determine which style to use?
Time Associates/ Peers
Democratic
Autocratic
Continuum
Democratic
Followers/ Subordinates Autocratic
The Hersey and Blanchard Situational Leadership Model is based on this lone variable because if you tried to consider all variables before deciding, youd become immobilized.
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(High)
S U P P O R T I V E B E H A V I O R
S3 S2 S4 S1
Low Supportive and Low Directive Behavior High Directive and Low Supportive Behavior (High) LOW
(Low) HIGH
D4
DEVELOPED
D3
D2
D1
DEVELOPING
High skill Moderate Low to to high and high moderate skill level motivation development Needs low Just absent Unsure they adequate direction can do it motivation Leader gives or support Leaders Leader direction but empowers key role is also seeks facilitating followers input
Low skill New to job Motivated Needs specific direction Needs close supervision
(High)
S U P P O R T I V E B E H A V I O R
Enthusiastic Beginner
Low skill New to job Motivated Needs specific direction Needs close supervision
High direction Low support Leader defines roles of followers Leader initiates problem solving and decision making One-way Onecommunication
S3 S4
S2 S1
DIRECTIVE BEHAVIOR
HIGH
MODERATE
LOW
D4
DEVELOPED
D3
D2
D1
DEVELOPING
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(High)
S U P P O R T I V E B E H A V I O R
Disillusioned Learner
Low to moderate development Unsure they can do it Leader gives direction but also seeks input
High direction High support Leader now solicits ideas, opinions Two-way Twocommunication Leader still controls decisions
S3 S4
S2 S1
DIRECTIVE BEHAVIOR
HIGH
MODERATE
LOW
D4
DEVELOPED
D3
D2
D1
DEVELOPING
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(High)
Reluctant Contributor
Moderate to high skill level Just absent adequate motivation Leaders key role is facilitating
High support Low direction Control shifts to followers Leader listens actively and provides recognition
S U P P O R T I V E B E H A V I O R
S3 S4
S2 S1
DIRECTIVE BEHAVIOR
HIGH
MODERATE
LOW
D4
DEVELOPED
D3
D2
D1
DEVELOPING
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(High)
S U P P O R T I V E B E H A V I O R
Peak Performer
High skill and high motivation Needs low direction or support Leader empowers followers
Low support Low direction Leader does discuss & define problem to be solved Followers make decisions, run the show
S3 S4
S2 S1
DIRECTIVE BEHAVIOR
HIGH
MODERATE
LOW
D4
DEVELOPED
D3
D2
D1
DEVELOPING
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www.LeadershipSuccess.net
And finally
What about changing styles? When would you change styles? Would you ever? Yes! As the name implies, Situational Leadership is task-specific taskChange it when warranted by change in task or change in personnel doing it Your goal Build your followers development level so you can use less time-consuming styles (S3 and S4) and still timeget high quality results
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SUMMARY
Two leadership styles Variables that influence style Situational Leadership Model
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The End
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