Leadership

Problems
How do you change the brand of an entire
field ? To what brand does HR need to
change to succesfully lead organizations .

A Leadership Story:

A group

of workers and their leaders are set a task

of clearing a road through a dense jungle on a
remote island to get to the coast where an estuary
provides a perfect site for a port.
The leaders organise the labour into efficient units
and monitor the distribution and use of capital
assets progress is excellent. The leaders continue
to monitor and evaluate progress, making
adjustments along the way to ensure the progress is
maintained and efficiency increased wherever
possible.
Then, one day amidst all the hustle and bustle and
activity, one person climbs up a nearby tree. The
person surveys the scene from the top of the tree
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And shouts down to the assembled group below

Wrong Way!

Management is doing things right, leadership is doing the

right things (Warren Bennis and Peter Drucker)

(Story adapted from Stephen Covey (2004) The Seven Habits of Highly Effective People Simon & Schuster

Individual Leadership Reflection

Think about a leadership experience that really
pleased you, a time when you worked with others
and did a good job of helping something positive or
effective occur. It can be a work experience or a
personal experience.
1. Briefly summarize the situation.
2. What action did you take to make it happen?
3. What three words would you use to describe the
situation?

Todays Realities

Global Competition is forcing changes in all aspects of our society

- Business
- Government
- Education

Customers are demanding more

We have to change how we work and manage

- All aspects of our organizations
- All processes we use to do our work

We Live in a New Era

Old Paradigm - One Job

- Go to work, do your job and come home

New Paradigm - We Have Two Jobs

- Do your work
- Improve on how you do your work

Key Issue
- How to balance the
Doing and Improving workloads

Leading

Moving

Between
Paradigms
Doing Right Things
Creating
Improvements
Leading & Developing
People

Managing

Working

Within a
Paradigm
Doing Things Right
Managing Processes

What is Leadership

Leadership- the ability to create an environment

where individuals willingly apply their unique
abilities to a common mission. Leadership is about
the relationship between leaders and their team .

Competence- the knowledge and skill to do the job.

Commitment- the motivation, willingness, and confidence to do the job.

Traits of the Excellent Leader

Excellent leaders have:
A vision

and purpose.
Clear goals.
Strong commitment.
Flexibility.
An understanding of change.
Active listening skills.
Confidence to take risks.
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Traits of the Excellent Leader

Excellent leaders are:

Knowledgeable about the total organization.

Able to learn from mistakes.
Excellent communicators-able to speak clearly and
effectively.
Resourceful.
Realistic.

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Concern is about the pipeline of talent that we have

created to deal with people issues in our orgn.

How to lead complex people in complex systems working

in a very complex world.

FOCUS:
Producing large volumes of products

Identifying and picking the right one for the right job

Workers where segmented to keep track of them

The age of organizational brand and diversity

integration integrated the workforce around common
vision, mission and values

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Shift from organization of one to orgn of many who made

their own choices and demanded individualized
developmental programs, terms such as ownership, being a
personal change agent, making decisions at the point of
contact with customers, every employee matters came into
use

Now emerging on the horizon is the period of Strategic

Integration for organizations who are figuring out how to pull
all pieces together in a global context, between
geographically distributed units, within strategic alliances,
while bringing diverse units of employees in alignment with
diverse segments in customer markets

HR leaders need to be the force for integration or what is

called chief integrative leader.

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Reasons that we need radically different individuals

HR professionals are simply brought in for reconciliation and

compromise and soften high potential executives

HR proff do not know the business they support (business leader

not understanding accounting)

M&A fail at a 60 % and higher rate- role they play

HR proff not fully suited for leadershipnot able to align functions strategically
not able to integrate different cultures
cant integrate work from various countries

Most orgn dont grow well which means they fail to integrate

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Characteristics of future leader

Ability to work with diverse cultures

Knowledge needs to get to the point where it is needed, I

know something which some one doesnt know, does he
know that I know it.

Ability to understand how to link people across time and

distance via advanced IT.

Ability to envision where key points of integration will

need to emerge and how to lead an orgn to those points

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Learning Organization
System-wide change program.
Emphasizes reduction of organizational layers and
involvement of all employees.
Continuous self-directed learning that leads to positive
change in individual, team, and organization.
A learning organization has developed continuing capacity
to adapt and change.
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Approach to
Learning Organization
Brings together key members in collaborative process to
discover problems.
Leaders are responsible for building orgns where individuals
continually expand their capabilities to shape their future
Then develops a model of new system.
Continuous testing of experience and transformation into
knowledge accessible to whole organization is there
even a better way .

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Core Values of Learning

Organizations
Value different kinds of knowledge and learning.
Encourage communication between people with different
perspectives.
Develop creative thinking.
Remain nonjudgmental of others and their ideas.

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Core Values of Learning

Organizations
Break down traditional barriers in organization.
Develop leadership throughout organization. Everyone is a
leader.
Reduce distinctions between organization members.(mgt
vs non mgt, proff staff vs non proff)
Every member of organization has untapped human
potential.
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Characteristics of
Learning Organizations

Constant readiness-ready to change by questioning

its way of doing , ready to take advantage new
opportunities.

Continuous planning-flexible plans fully known and

accepted by the entire orgn.

Improvised implementation-tries to experiment.

Action learning-constantly reflecting and adjusting.

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Leadership Styles

The Directing Leader

Sets goals.
Identifies the problems.
Comes up with solutions.
Decides who does what work.
Gives specific directions.
Announces decisions.
Closely supervises and evaluates employees' work.

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Leadership Styles

The Coaching Leader

Sets the goals.

Identifies the problems.
Develops a plan to solve problems and consults with
employees.
Makes the final decision about procedures or solutions after
hearing employees' ideas, opinions, and feelings.
Explains decisions to employees and asks for their ideas.
Praises employees' work efforts.
Continues to direct employees' work.
Evaluates employees' work.

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Leadership Styles

The Supporting Leader

Involves employees in problem-solving and goal-setting.

Takes the lead in defining how to do a job or solve a problem.
Provides support, resources, and ideas if requested.
Shares responsibility for problem-solving with employees.
Listens to employees and guides them as they make decisions.
Evaluates an employees work with that person.

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Leadership Styles

The Delegating Leader

Identifies problems with employees.

Sets goals with employees.
Develops plans and makes decisions with employees.
Lets employees decide who does the tasks.
Accepts employees' decisions and monitors their performance.
Lets employees evaluate their own work.
Lets employees take responsibility and credit for their work.

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So What Do Leaders Do?

Provide Direction - Where we are headed

Communicate
- The Why & Benefits of the direction

Enable, Coach and Counsel

Recognize Results and Reinforce Desired Behavior

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Providing Direction - Showing the Way

Vision - What Success Looks Like

Objectives - How we will win

Goals - How much, by when

Strategies - What we will focus on

Initiatives - Specific projects we will undertake

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Communicate The Direction

Provide Understanding and Hope

The direction we are pursuing

What benefits we expect to get

Progress - Results achieved to date

Communication should be clear, concise and continuous

Variety of media should be used

- People take in and process information in different ways

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Enable - Set Up People for Success

Provide resources - people, time, $$$

Provide training - build needed skills

Provide methods to accomplish

Remove barriers

Coach and Counsel

assigned tasks

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Recognize and Reinforce

Catch People Doing Things Right

Recognize accomplishments and results

- Psychological rewards
- Financial rewards

Reinforce desired behavior

- Catch people doing things right

People want and need feedback

- How am I doing?

Feedback needed for improvement

Key tool - Management reviews

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Leaders Lead People

Provide Direction
- Leaders show the way

Communicate
- Leaders develop understanding and hope

Enable, Coach, Counsel, Provide Resources

- Leaders set people up for success

Recognize Results and Reinforce Desired Behavior

- Leaders catch people doing things right

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Quotes on Leadership

The very essence of leadership is you have to have a vision.

s got to be a vision you articulate forcefully on every
occasion. You cant blow an uncertain trumpet.

It

Rev. Theodore Hesburgh,

President Emeritus, Notre Dame University

Leadership and learning are indispensable to each other.

John F. Kennedy

The speed of the leader determines the rate of the pack

It is the capacity to develop and improve their skills that
distinguishes leaders from their followers.
Warren Bennis and Bert Nanus

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Quotes on Leadership

The best coaches know what the end result

looks like.--If you dont know what the end

result is supposed to look like, you cant get
there.
Vince Lombardi
Hey, Wait a Minute
John Madden p224

Failing to prepare is preparing to

fail
John Wooden

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Quotes on Leadership

Life is like a dog sled team. If youre not

the lead dog the view never changes.
Anonymous

Leaders have followers

Bill Gore, Founder, W. L. Gore and Associates

You can manage what you cannot

understand, but you cannot lead it.
Myron Tribus

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Myths of Leadership

Leadership is a rare skill

Leaders are born not made

Leaders are charismatic

Leadership exists only at the top of an organization

The leader controls, directs, prods, manipulates

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Personal Change Is Required

Insanity
- Doing the Same Things and Expecting Better Results

The Only Person Who Enjoys a Change is a Wet Baby

If You Cant Change Your Mind You Cant Change Anything-George B. Shaw

Those Who Fail to Respond to Their Changing World Will Have

Less Influence in It

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Ways to Develop Leadership Skills

Read books and articles

Attend courses
Discuss the subject with colleagues
Practice, Practice, Practice, ..

Becoming a leader is like learning to play the violin in

public
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Can I Be Successful?
Never doubt that a small group of
committed people can change the World.
Indeed, it is the only thing that ever has

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My Message

Place an increased focus on enhancing your leadership skills

Be on the lookout for examples - good and bad - of leadership that

you can use as a model

Best way to learn to lead is to do it

- Be on the lookout for your opportunity!

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Some Basic Leadership Development

Concepts & Potential Applications
1.
2.
3.
4.
5.
6.
7.
8.

Commitment to Development
Focusing on Goals, Outcomes, Priorities
Incremental Advancement/Development
Using Best Practices
Self-Awareness & Self-Reflection
Seek Feedback and Support (includes Evaluation of
Outcomes)
Transfer of Learning (to other situations, levels, etc.)
Continuous Learning (Learning Environment/Culture)

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Goal Form
Timeline for completion:
Action Steps:
1. Modifying behavior what will I do differently:
2. Modeling others who I will observe and when I will observe
them:
3. Practice how I will use new or modified behaviors on the job:
4. Collecting ongoing feedback how I will monitor any progress
through other:
5. Reading/classes how I will add to my knowledge base:

Cont..

Expected outcomes:
1. When I achieve this goal, I will know I have been successful because:
2. The other people who will notice and be impacted by this are:
3. The difference they will notice is:

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Managerial style:Type 1
:TQM

Likes specific guidelines and schedules

Likes clearly defined roles and responsibility

Attention to details

Emphasis on ethics

Compares own efforts to others

Finds it hard to delegate responsibility

Risk Averse
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To communicate
Neatness

important
Be on Time
Use words like thank you, please, etc
Go through proper channels and authority
Admit your mistakes
Be accountable

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Type 2 Customer Service

Servant Leadership

Power Behind the throne

Attracted to potential Talent and Key

People

Model Charm and enthusiasm

Focus on Client satisfaction

Likes to please authority.
Backs favourites

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To communicate
Be

generous with your praise,approval

and affection
Like to connect to people
Speak from your real needs-they like to
meet your needs

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Type 3 MBO

I am what I do

Prototype of any Profession

Efficiency and saving time

Seeks respect over Liking

Demanding Achiever

Shoots for Defined Goals

Shirks from failure

Impatient
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To communicate
Get

list of priorities
Get staright to the point
Do what you say you are going to do
Set clear parameters for success

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Type 4 Innovative Manager

Seeks genius and creativity

Feel respected for vision and ideas

Moods take precedence

Feels demeaned by ordinary work

Emotionally intense

Does not work with others who are more

valued
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To communicate
Enjoy

the process of creating something

new
Dont offer money or perks
Respect fours depth and insight
Recognize them

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Type 5 Strategic Manager

Expert power
because of superior knowledge - Most organizations value
expert power because it encourages excellence and high
performance.

Works to buy autonomy

Needs Predictability
Avoids conflict
Values unemotional decision making
Feels invasion of privacy easily
Lacks spontaneity
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To Communicate
Meetings

hard for Fives, so give them max

information before hand
Loves insider information-indepth
Dont go beyond agreed area of inquiry
Creat a safe and closed place as you are
talking to him
Give them plenty of advance warning
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Type 6- Bureaucratic
STRONG ANALYTIC POWERS
COMES ALIVE UNDER ADVERSITY
PROCRASTINATION DEVELOPS IN THE
ABSENCE OF OPPOSITION.
OVERVALUES AUTHORITYS POWER
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To communicate
Keep

your word
Takes time to establish trust
Dont exaggerate
Disclose your self interest
Share your thought process and give
reasons
Give back up data
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Type 7 Team Player

Dislikes

routines.
Networks, plans, synthesizes ideas Convincing
and persuasive abilities.
Enthusiastic, creative and popular.
Strong on positive future visioning .
Brings data together in original ways.
Planners rather than implementers.
Chaotic decision making.
Hard to see their own mistakes.
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To Communicate
Be

prepared for rapid give and take(talk

fast)
Align with their dream, and show it can
work
Ask lots of questions
Share your problems

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Type 8 Authoritarian
Concerned

with Fairness and Justice

My way or the high-way
Easy to anger & energy
Direct and assertive leadership style
Dynamic Public figures.
Prefer to centralize than delegate.
Good leaders in times of emergency.
Sparing with compliments or praise

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To communicate
Dont

let them down

Like news quick and straight
Want respect
Acknowledge their power
Dont tell what he cant do
Be direct when they make mistakes

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Type 9 Participatory Manager

Relaxes

in the absence of friction

Avoids self-promotion.
Follows routine
Cautious with risks
Difficulty in setting priorities.
Lack specific goals
Imprecise in specifying ways to carry out plans.
Big-picture thinkers
Strive for consensus
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To communicate
Dont

mistake his silence for agreement

Dont pretend
Establish clear performance goals
Let them know their part in a work
Work towards collaboratin and
cooperation
Dont pick up calls or interrupt when you
are talking with nines
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Thank you

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