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PROGRAM STRUCTURE

ONLINE

SESSION 1 AUGUST 1

SESSION 2 AUGUST 3

SESSION 3 AUGUST 5

SESSION 4 AUGUST 8

SESSION 5 AUGUST 9

SESSION 6 AUGUST 10

SELF DEVELOPMENT EXERCISES

MANAGING YOURSELF

MANAGING OTHERS

MANAGING CONTEXT

LEARNING

GROUP PRESENTATIONS

1-1 COACHING SESSIONS

Camelia Ilie

CONTENT

1.! INTRODUCTION 2.! COMPETENCY MODEL 3.! INTENTIONAL CHANGE THEORY 4.! INTRODUCTION TO EXERCISES

Inspiring Leadership

Vocation!

Camelia Ilie

1. INTRODUCTION
A program to improve leadership competencies built on each individuals own strengths.

LEADING YOURSELF

LEADING OTHERS

LEADING CONTEXT

LEARNING

Camelia Ilie

1. INTRODUCTION
HOW DOES IT WORK
MY PERSONAL VISION (IDEAL ME)

MY INDIVIDUAL DEVELOPMENT PLAN

COACHING

DEVELOPMENT

TEAM

(ROLE ASSESSMENT)

LEADING CONTEXT (STYLE ASSESSMENT)


Camelia Ilie

1. INTRODUCTION
DEVELOPMENT PLATFORM

Camelia Ilie

1. INTRODUCTION

BENEFITS
TO IMPROVE SELF-AWARENESS IN ORDER TO BETTER LEAD YOURSELF, OTHERS AND SITUATIONS !in order to raise their personal and leadership competencies to the highest level.

!each person decides how deep they want to delve!


Camelia Ilie

1. INTRODUCTION METHODOLOGY

The Intentional Change Process is the most efficient process for developing leadership competencies. Receiving and analyzing feedback is essential to personal development. Adults learn when there is a real need and when we understand our own individual learning process.
Camelia Ilie

80% of success is just showing up .


Woody Allen

Camelia Ilie

CONTENT

1.! INTRODUCTION 2.! COMPETENCY MODEL


A.! EVOLUTION B.! CLASSIFICATIONS C.! CORPORATE APPLICATON D.! PHASES OF DEVELOPMENT

Inspiring Leadership

3.! INTENTIONAL CHANGE THEORY 4.! INTRODUCTION TO EXERCISES

Vocation!

Camelia Ilie

1. INTRODUCTION
A. EVOLUTION

What is a competency?
Underlying characteristic of an individual or team that can be shown to predict effective superior performance in a job or situation. A capacity that exists in a person that leads to behaviors that meet the job demands within the parameters of the organizational environment.
Camelia Ilie

2. COMPETENCY MODELS MODEL


A. EVOLUTION 70s: testing for competence rather than intelligence 80s: 200 successful business behaviors. Boyatzis and McBeer. 1982: 26 competencies. McBeer. The Competent Manager. 90s: Competence management, widespread usage.

PARADIGM 1

Intelligence = Job Performance

SCHOOL 1: EVOLUTION OF COMPETENCE MANAGEMENT Intelligence is not synonymous with effectiveness.

Camelia Ilie

EVOLUTION

2. COMPETENCY MODELS MODEL


A. EVOLUTION

PARADIGM 2

EVOLUTION

9 Types of Intelligence. Howard Gardner. 1983. Assessments and psychometric instruments to evaluate different kinds of intelligence.

Intelligence = Cognitive Intelligence

PARADIGM 2: EMOTIONAL INTELLIGENCE EVOLUTION There is more than one kind of intelligence.
Camelia Ilie

2. COMPETENCY MODELS
A. EVOLUTION Logic-mathematics (Einstein) Linguistics (Garcia Marquez) Music (Mozart) Visual (Foster)

Multiple Intelligences Howard Gardner


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Body kinetics (Isadora Duncan) Nature (K. Lorenz) Interpersonal (Mandela) Intrapersonal (Freud)
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2. COMPETENCY MODELS MODEL


A. EVOLUTION

PARADIGM 3

EVOLUTION

Situational Management Situation = Maturity of the person in their work. Hersey & Blanchard. Situation = Task + Culture + Superiors + Subordinates. Reding. Effective Management.

Good Management = Standardized Models

PARADIGM 3: CONTINGENCY THEORY EVOLUTION Efficiency requires adaptation.


Camelia Ilie

2. COMPETENCY MODELS MODEL

Paradigm 1 Intelligence is not synonymous with effectiveness

Paradigm 2 There are different kind of intelligence

Paradigm 3 Efficiency requires adaptation

Paradigm 4 Resonant leadership dominates emotional competencies. 2002. Boyatzis & Goleman.

PARADIGM 4: EMOTIONAL COMPETENCY MODEL


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COMPETENCIES MODEL
B. CLASSIFICATIONS
PERSONAL UNDERSTANDING Emotional Self - Awareness

PERSONAL MASTERY Emotional self-control, Flexibility, Achievement Orientation, Optimism

UNDERSTANDING OF OTHERS Empathy, Organizational awareness

RELATIONSHIP DEVELOPMENT Influence, Developing others, Inspiring leadership, Conflict management, Teamwork STRATEGIC THINKING

PATTERN RECOGNITION
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2. COMPETENCY MODEL
C. APPLICATION IN CORPORATIONS

Evaluation of potential Training & Development Selection

Compensation Policy

COMPETENCIES

Career and succession planning

Job Role Evaluation Performance Evaluation

Organization Design

Camelia Ilie

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2. COMPETENCY MODEL
D. PHASES OF DEVELOPMENT

Unconscious Incompetence Does not know that he/ she doesnt know ... + Awareness

Conscious incompetence Knows that he/she doesnt know ... + Conscious learning

Conscious competence I know that I know ... + Repetition

Unconscious competence Action is second nature

Camelia Ilie

!"#$%&#'()*+,
Scrates
Camelia Ilie