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Introduction ................................................................................................................................ 3
Management and Leadership ..................................................................................................... 4
Culture and Climate .................................................................................................................... 7
Culture and Climate - Exercise: ................................................................................................... 8
The Five Positions of Leadership ............................................................................................... 11
Emotional Intelligence at Work ................................................................................................ 13
SWOT Analysis - Exercise .......................................................................................................... 16
Factors of Leadership ................................................................................................................ 18
Determining Your Operational Styles - Exercise ....................................................................... 20
Operational Styles ..................................................................................................................... 23
Operating With Others.............................................................................................................. 34
Assignment................................................................................................................................ 37
Concepts of Leadership
Introduction
Good leaders are made not born. If you have the desire and willpower, you can become an effective
leader. Good leaders develop through a never ending process of self-study, education, training, and
experience. This course is designed to help start this process.
To inspire those around you to greater success, there are certain things you must be, know, and, do.
These do not come naturally, but are acquired through continual work and study. Good leaders are
continually working and studying to improve their leadership skills; they are NOT resting on their
laurels.
The objectives of this session are:
Define leadership.
Discuss different leadership models.
Explore the transition to a leadership role.
Establish your operating style.
Rather than provide all the answers, this session is designed to make you think about your own
development and how you can make a successful transition into leadership.
What is a Manager?
Being a good manager is about using the authority attached to your role well and appropriately.
Managers focus on day to day tasks to make sure work is completed. They use rules and processes,
tactical direction and control, to manage others activities.
Being tactical is a vital business skill especially for the fast-paced environments in which most of us
work and live. Being able to organise people to accomplish tasks can be a great asset and is essential
for sound team management.
In many organisations high performers are the ones who eventually get to be the managers.
Certainly understanding what it takes to deliver is important knowledge. This doesnt mean however
that they are ready for the challenge of leading people. To demonstrate solid characteristics of a
manager, these previous high performers must have the knowledge and aptitude to also provide
leadership.
So what is a Leader?
Leaders achieve change. They use ideas and dialogue to influence, inspire, help, and encourage
change in peoples attitudes leading to changes in behaviour.
It is often said: management is doing things right, leadership is doing the right things. Leadership
involves the risk of following new ideas to create opportunities, while management diligence
produces tangible results.
Being a good leader is very much about developing relationships. Sometimes they are personal,
other times they are ideological. Either way followers connect with the leader on a personal level.
The optimum situation is to have mangers who are also capable leaders people who are capable of
leading team members through a situation and managing an operation.
NOTES
How well does the leader clarify the priorities and goals of the organisation? What is
expected of us?
What is the system of recognition, rewards, and punishments in the organisation?
How competent are the leaders?
Are leaders free to make decision?
What will happen if I make a mistake?
Organisational climate is directly related to the leadership and management style of the leader,
based on their values, attributes, skills, actions, and priorities. The behaviour (character) of the
leader is the most important factor that impacts the climate.
The collective vision and common folklore that define the institution are a reflection of culture.
Individual leaders cannot easily create or change culture because culture is a part of the
organisation. Culture influences the characteristics of the climate by its effect on the actions and
thought processes of the leader. But, everything you do as a leader will affect the climate of the
organisation.
Culture
Changing the culture of an organisation takes the full commitment of every leader within the
organisation. You cannot just tell people, "From now on it is going to be done this way."
For example, when the Armed Forces started to integrate women into what were traditionally male
jobs, a great resistance was put forth by the men who believed that the type of soldiering skills they
were performing could only be performed by men. Many of them believed in equal rights, but the
culture they worked and lived in made them believe that their work was strictly a man's job...they
could not picture a women doing a job that was traditionally performed by males.
Climate
On the other hand, climate is a feeling by the employees on how they perceive that something
should be done at the minute. These feelings can normally be changed within perhaps a few hours,
days or weeks. The workers get these feelings from their both leaders and peers, formally and
informally. Feelings are transmitted to them by how their leaders act and model, and what they
praise and ignore.
For example, you might believe your department needs to provide better customer service. You
then take the necessary actions to help your department start performing customer service better.
In the majority of organisations, your actions will not be met with great resistance throughout the
ranks. Why? Because "not providing good customer service" is not part of the heritage of most
organisations. Thus, if someone wants to change it, it does not really affect others within the
organisation.
Climate
How we celebrate
NOTES
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Authority
Permission
Execution
Development
Legacy
Leadership is dynamic, and the right to lead must be earned individually with each person you meet.
Which position you lead from depends on your history with that person. According to this model,
your success as a leader depends on being able to move through the positions discussed below.
1.
Authority
The first position is Authority. From that place, you have certain rights that come with your title. But
if you lead people only using your authority and you do nothing else to try increasing your influence,
then people will follow you because they have to. They will follow within the boundaries of your job
description.
The lower your stated position, the less positional authority you posses.
Note: The good news is that you can increase your influence beyond your title and position in fact
you may have already done this. You can move into the other stages of leadership.
2.
Permission
If you move to position two, you begin to lead beyond your title because you have built relationships
with people you desire to lead. You treat them with dignity and respect. You value them as human
beings. You care about them, not just the job they can do for you or the organisation. Because you
care about them, they begin to trust you more. As result, they give you permission to lead them. In
other words, they begin to follow you because they want to.
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3.
Execution
The third position is execution. You move to this phase of leadership with others because of the
results you achieve on the job. If the people you lead succeed in getting the job done because of
your contribution to the team, then they will look to you more and more to lead the way. They
follow you because of what you have done for the organisation.
4.
Development
To reach the fourth position of leadership, you must focus on developing others. Your agenda is to
pour yourself into the individuals you lead, mentor them, help them develop their skills, and sharpen
their leadership ability. What you are doing, in essence, is leadership reproduction. You value them,
add value to them, and make them more valuable. At this level, they follow you because of what you
have done for them.
Legacy
The fifth and final position is legacy. Achieving a leadership legacy depends upon you excelling in
leadership from the first four positions for an extended period of time. Others within the
organisation will hold you in high regard as a leader. You have created a legacy.
NOTES
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Self Awareness
The ability to recognize how you're feeling and why you're feeling that way and the impact
your behavior has on others
Assertiveness
The ability to clearly express your thoughts and feelings, stand your ground and defend a
position
Independence
The ability to be self-directed and self-controlled in your thinking and actions and to be free
of emotional dependency. Independent people are self-reliant in planning and making
important decisions.
Self-Regard
The ability to appreciate your perceived positive aspects and possibilities as well as to accept
your negative aspects and limitations and still feel good about yourself
Self-Actualization
The ability to realize your potential capacities. This component of emotional intelligence is
manifested by becoming involved in pursuits that lead to a meaningful, rich and full life.
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The Inter-personal Realm concerns your "people skills" your ability to interact and get along with
others. It is composed of three scales.
Empathy
The ability to understand what others might be feeling and thinking. It is the ability to view
the world through another person's eyes.
Social Responsibility
The ability to demonstrate that you are a cooperative, contributing and constructive
member of your social group.
Interpersonal Relationship
The ability to forge and maintain relationships that are mutually beneficial and marked by
give-and-take and a sense of emotional closeness.
The Adaptability Realm involves your ability to be flexible and realistic, and to solve a range of
problems as they arise. Its three scales are :
Reality Testing
The ability to assess the correspondence between what's experienced and what objectively
exists. It is the capacity to see things objectively, the way they are, rather than the way we
wish or fear them to be.
Flexibility
The ability to adjust your emotions, thoughts and behavior to changing situations and
conditions. This component of emotional intelligence applies to your overall ability to adapt
to unfamiliar, unpredictable and dynamic circumstances.
Problem Solving
The ability to identify and define problems as well as to generate and implement potentially
effective solutions.
The Stress Management Realm concerns your ability to tolerate stress and control impulses. Its two
scales are :
Stress Tolerance
The ability to withstand adverse events and stressful situations without falling apart by
actively and positively coping with stress. Stress tolerance includes having a repertoire of
suitable responses to stressful situations. It is associated with the capacity to be relaxed and
composed and to calmly face difficulties without getting carried away by strong emotions.
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Impulse Control
The ability to resist or delay an impulse, drive or temptation to act. Impulse control entails a
capacity for accepting your aggressive impulses, being composed, and controlling
aggression, hostility and irresponsible behavior.
The General Mood Realm concerns your outlook on life, your ability to enjoy yourself and others
and your overall feelings of contentment or dissatisfaction. It has two dimensions.
Happiness
The ability to feel satisfied with your life, to enjoy yourself and others and to have fun.
Happiness combines self-satisfaction, general contentment and the ability to enjoy life.
Happiness is associated with a general feeling of cheerfulness and enthusiasm. It is a byproduct and/or barometric indicator of your overall degree of emotional intelligence and
emotional functioning.
Optimism
The ability to look at the brighter side of life and to maintain a positive attitude even in the
face of adversity. Optimism assumes a measure of hope in one's approach to life.
NOTES
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SWOT Analysis
An emotionally intelligent leader needs to look within before they can build trust and gain
permission to lead. A useful way to organize your personal analysis is by using a SWOT template.
Use the following questions as stimuli for mind mapping your current traits and behavior. This
information can then be organized into the SWOT template on the following page.
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Factors of leadership
So far, we have looked at the leaders place within the culture and climate of an organisation, their
emotional intelligence and performed self analysis through SWOT. However, it critical to realise that
the leader themself operates within another larger framework. There are four major factors that
influence effective leadership:
Leader
Follower
Situation
Communication
Follower
Different people require different styles of leadership. For example, a new employee requires more
supervision than an experienced employee. A person who lacks motivation requires a different
approach than one with a high degree of motivation. You must know your people! The fundamental
starting point is having a good understanding of human nature, such as needs, emotions, and
motivation. You must know your employees' be, known, and do attributes.
Leader
You must have an honest understanding of who you are, what you know, and what you can do. Also,
note that it is the followers, not the leader who determines if a leader is successful. If they do not
trust or lack confidence in their leader, then they will be uninspired. To be successful you have to
convince your followers, not yourself or your superiors, that you are worthy of being followed.
Communication
You lead through two-way communication. Much of it is nonverbal. For instance, when you "set the
example," that communicates to your people that you would not ask them to perform anything that
you would not be willing to do. What and how you communicate either builds or harms the
relationship between you and your employees.
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Situation
All situations are different. What you do in one situation will not always work in another. You must
use your judgment to decide the best course of action and the leadership style needed for each
situation. For example, you may need to confront an employee for inappropriate behaviour, but if
the confrontation is too late or too early, too harsh or too weak, then the results may prove
ineffective.
Various forces will affect these factors. Examples of forces are your relationship with your seniors,
the skill of your people, the informal leaders within your organisation, and how your company is
organised.
NOTES
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Transmission Behaviour
People with a high degree of transmission behaviour:
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Reception Behaviour
People with a high degree of reception behaviour:
Also listen to how things are said (tone of message) and other messages between the
lines.
Are highly observant and pay attention to body language and other expressions.
Are highly intuitive and tend to sense things even when they have not been heard or seen.
Tend to think ahead and may not appear to be giving 100% attention to others in
conversations.
Dont tend to listen to how things are said and may miss messages between the lines.
Dont tend to pay attention to body language, gestures and other signals.
Dont tend to pick up on the atmosphere or a situation and are less affected by the
environment around them.
Focus on concrete facts and the here and now, and like to touch and feel things rather
than conceptualise.
May not pay attention to the people factor when making decisions.
Come to conclusions quickly, and tend to stick with their decisions when they have made up
their mind.
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Use the descriptions to place yourself on the Human Antenna axis below.
Higher Degree
Higher Degree
Lower Degree
Lower Degree
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Operational Styles
The Connector
(High Transmitter, High Receptive)
The name of this Operating Style reflects the ability to connect with people and ideas.
The key to this style is Relationships.
Connectors will use the status of their relationship with the other party as the
fundamental measure of success or failure.
E.g. The most important part of a successful project to a Connector is not the
result, the process used, or the remuneration they may receive, it is how they are
regarded by others around them that matters most.
Connectors need recognition from others, like to be thanked, enjoy being
applauded, want to be completely trusted, love a new challenge but all in the
context of these things reflecting how they are regarded in their relationship with
the people involved.
Key Strengths
Sensitive to others feelings and try to keep everyone happy where possible.
Tend to be highly visible, often loud, often laughing a lot, often walking around interacting
with others in the work environment.
Like to get involved with others socially and enthusiastically promote events, functions etc in
the work scene if involved in them.
Often pressed for time and have a lot of things on the go.
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The Driver
(High Transmitter, Low Receptive)
The name of this Operating Style reflects the ability to both communicate directly and
clearly when necessary, and to roll up their sleeves and pitch in to get the job done.
The key to this style is Results.
Drivers will use the achievement of a result as the fundamental measure of success
or failure.
E.g. The most important part of a successful project to a Driver is not the how
everyone feels about them, the process used (how it was done), or the
remuneration they may receive, or even how efficiently the job was done, it is that
the result was achieved and/or output was generated.
Drivers need to feel things are moving forward as quickly as possible, like to be in
control, like to give instructions and have them followed, like to do things
themselves, like to knock down obstacles, and are active (sometimes in the
extreme) but all in the context of these things helping to achieve the desired
result.
Key Strengths
Make things happen.
Eliminate obstacles to success.
Communicated directly, concisely, and clearly.
Happy to roll up their sleeves and get involved at the coal face if that helps achieve the
result.
Not intimidated by people or challenges relish the opportunity to overcome.
Get excited by progress and results.
Make quick decisions even when others around them may be hesitating/confused
Take responsibility and dont blame others.
Learn from practical experience rather than theory.
Will take risks in order to overcome obstacles and achieve the result.
Not afraid to confront situations that others might find uncomfortable.
Have a thick skin and dont really care too much about negative comments as long as the
result is being achieved.
Highly achievement oriented and love to challenge themselves.
Consequences of Strengths Overplayed
May make the wrong things happen - crash or crash through!
May not be aware of collateral damage caused by their direct approach.
May come across as harsh or abrupt in their communication.
May get too involved at the coal face and lose their helicopter perspective.
May offend people when attacking blockages to the process.
May rush to a solution without considering all of the alternatives and choose a less than
optimal solution.
Others may feel left out of the decision-making process.
May listen without hearing the true message of peoples communication.
May dismiss new concepts or models as too airy fairy.
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May take high risks to achieve progress which create significant negative impact if they turn
out the wrong way.
Can be seen as cold and unfeeling and as a bully.
Can be perceived as lacking emotional intelligence and struggling with people issues.
May set the bar too high for others who dont have same drive.
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The Detailer
(Low Transmitter, Low Receptive)
The name of this Operating Style reflects the ability to evaluate all options available and
then focus on the detail necessary to reliably, repeatedly and predictably implement the
chosen solution.
The key to this style is Detail and Process.
Detailers will use the quality of the process and the efficiency of its implementation
as the fundamental measure of success or failure.
E.g. The most important part of a successful project to a Detailer is not the how
everyone feels about them, the result achieved, or the reward/recognition they
may receive, it is the efficiency of the process and how it was implemented.
Detailers need to feel things are ordered, like things to be in control, like
predictability, like to do research and learn new things, like to enforce rules, and
are careful and particular when making decision (sometimes in the extreme) but
all in the context of these things helping to create an efficient process that will be
reliable, repeatable and predictable.
Key Strengths
Excellent researchers and analysts.
Always consider all possible scenarios and options.
Tend to be very self-motivated and prefer their own company low maintenance.
Like to delve into the finer details to ensure everything is covered.
Focus on turning theory into practical solutions.
Excellent risk managers and will protect the organisation from hazards.
Very careful and considered and wont give advice unless they are completely sure it is
correct.
Deal well with concrete facts and proven methods.
Will find the fatal flaws in proposals or theories.
Will challenge propositions that are not based on solid evidence.
Not particularly concerned with other peoples opinions of them only interested in facts.
Tend to know their area of responsibility extremely well and wont venture outside this .
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The Humanist
(Low Transmitter High Receptive)
The name of this Operating Style reflects the ability of Humanists to consider people and
strongly empathise with their situation.
The key to this style is Environment.
Humanists will use the quality of the environment or atmosphere and its impact on
people as the fundamental measure of success or failure.
E.g. The most important part of a successful project to a Humanist is not the result
achieved, the process used, or even the reward/recognition they may receive
personally, it is the environment in which the project was conducted and how
everyone feels as a result of this.
Humanists need to feel things are peaceful and calm, like things to be unstressed,
like wellness, safety and happiness, like to work with people who like people, like
to focus on feelings rather than facts, and are careful to consider the impact on
others when making decision (sometimes in the extreme) but all in the context of
these things helping to create a positive and happy environment for people to be
in.
Key Strengths
Excellent listeners.
Use all five senses when receiving information (sometimes even seem to have a sixth sense).
Ask excellent, probing questions when communicating and listen intently to answers.
Pick up on the underlying tones, messages and feelings in communication.
Highly considerate of others and very rarely offend others.
Generally considered very nice, well-mannered people.
Very intuitive in making recruitment decisions (may pick up issues that others dont see).
Avoid taking risks if people impacts are involved.
Have a strong sense of empathy to others feelings and may even reflect these feelings in
their own state of being.
Enjoy dealing with concepts and theories if not pressured by deadlines.
Will challenge propositions that have a negative impact on people.
Are very protective of positive cultures and will strive to change negative cultures.
Like to be liked by others and in turn generally like people.
Will go out of their way to avoid creating conflict with others.
Consequences of Strengths Overplayed
May not offer own input enough in discussions.
May read too much into things and pick up messages that werent really there.
People can feel like they are being analysed when talking to a humanist.
May think people are playing the man and not the ball when they actually are not.
Find it hard to manage and/or reprimand unacceptable performance.
Can be considered push-overs by more aggressive people.
May take too long to make decisions or not make them at all when a touch people call is
required.
Can become wounded by aggressive behaviour and may stay that way for some time.
Can seem to be on an emotional rollercoaster, with very high highs and very low lows.
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The Moderator
(Moderate Transmitter, Moderate Receptive)
The name of this Operating Style reflects the fact that Moderators display a flexible
operating style, often operating in any one of the previous four styles, but never showing
extremes of behaviour.
The key word to describe this style is Calm.
Moderators will take a balanced and steady approach and will use a balance of
result, process, relationship and environment as measures of success or failure.
It is very important to realise that the Moderator is not a combination of the other
styles, but a completely separate style of its own.
It is also very important not to immediately assume that the Moderator style is the
preferred style for executives to be - like all other styles, it has its strengths and
weaknesses.
Moderators tend to act as natural mediators, need to feel things are calm, like
things to be in control, like respect, like to apply themselves steadily to the task,
like to operate within the rules, and make decisions based on common sense but
all in the context of a calm and steady approach and definitely no extremes of
behaviour.
Key Strengths
Always calm and very rarely flustered.
Able to naturally flex style to suit other people.
Very low maintenance people who get on with business with a minimum of fuss.
Generally well-liked by everyone, though not in a stand out way.
Make very good chair people in meetings.
Good mediators and negotiators.
Take a balance view when expressing opinions.
Deal with crisis very calmly and steadily.
Will both question and contribute to concepts and theories.
Very reliable people whose opinion is valued by others.
Tend to naturally gravitate to manager positions due to steady approach.
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The Creator
(Unpredictable Transmitter and Receptive)
The name of this Operating Style reflects the fact that Creators are constantly searching for
the big idea that creates a Quantum Leap.
The key to this operating style is Original Thought.
Creators will use the size, originality, creativity, and impact of a new idea or
concept as the primary measures of success or failure.
Like the Moderator, it is very important to realise that Creator is not a combination
of the other styles, but a completely separate style of its own.
It is also very important not to assume that the Creator style is the only style
capable of coming up with ideas the name simply reflect the importance of ideas
and concepts to people who demonstrate this style.
Creators tend to look at things from a completely different viewpoint, will endlessly
explore ideas and concepts, will constantly look for the big breakthrough, love
variety and new challenges that need solving, love to offer hypotheses, and
capable of displaying behaviour in all of the previous styles but all in the context
of the constant search for original thought and breakthrough ideas!
Key Strengths
Extremely creative thinkers left field ideas.
Able to flex to whatever style will support the generation of new ideas and concepts.
Often interested in unusual or less mainstream things.
Seen as interesting by others certainly not boring.
Able to overcome obstacles in creative ways that others would not think of.
Capable of coming up with ideas that can revolutionise the business certainly create new
opportunities.
Like to spice things up and will often challenge what they perceive as poorly thought
through ideas.
Can display any of the key strengths of other styles at any particular time.
Are not concerned with crises prefer to keep focused on current idea.
Will ensure all options are investigated and then try to create new options.
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If you dont agree that your plot is accurate, try to reposition yourself based on the
description that best suits.
Try to list down the aspects of the description that you most agree with and any you dont
agree are accurate for you this information makes great fuel for a discussion with your
coach or manager.
NOTES
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To achieve superior results from others, your goal is to make them feel more comfortable
when dealing with us.
If they feel more comfortable, they are far more likely to engage with you, and will probably
even flex towards your own style more than they would otherwise.
Indeed, with good flexing on your own behalf, you are likely to find a zone that is
comfortable for both parties to work in and hence we make yourself more comfortable as
well.
Failing to do this can result in both parties moving away from each other in terms of
operating style.
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Flexing
Refer back to the Human Antenna axis there are 4 basic flexes and only 2 will ever apply to you
depending on your own style. In order to break the natural tension you will have to move along one
of the axis to reach a neutral zone. The following section outlines some techniques used to move
along the Human Antenna axis.
Using imagery to prepare ourselves before the meeting E.g. Suit of Armour to protect us
from any arrows fired in our direction.
Fully focus on the words they are speaking, not the way they are speaking them
Summarise what youve heard (calmly) to both ensure youve heard the facts correctly, to
overcome any incorrect impressions they may have given you, and to show that you are in
control.
Ensure your body language is neutral and suggesting you are confident and in control.
A good idea is to take notes as this indicates that you want to get your facts and details
correct. It also indicates that you consider what they are saying is important and you dont
want to forget it.
Use more closed questions to confirm facts and eliminate any unnecessary additional
information.
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Assignment
Before the Coaching & Feedback module, you must develop an action plan for successfully leading a
member of your current team. Use the information in this workbook to:
You are encouraged to use any of the models, theories and concepts discussed today in your action
plan. Has the exercise challenged your own view of yourself as a leader?
This exercise is theoretical and you will not be required to tell the team member that they are the
subject of your task.
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