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Leadership Development What Got You Here Wont Get You There

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Leadership Development For Your Organization

Leadership Development For Your Organization

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Leadership Development  What Got You Here Wont Get You There Leadership Development What Got You Here Wont Get You There Presentation Transcript

  • Leadership Development: “What Got You Here, Won’t Get You There” Pathfinder
  • Workshop Topics
    • Context
    • The Role of Talent
    • Talent: Intelligence, Functional Skills, Interpersonal Behavior Skills
    • The Leadership Ladder
    • Effective Leadership & Interpersonal Behavior Skills
    • Leadership Talent Assessment
    • Leadership Talent Development
    • Next Steps
  • Why This Topic?
    • During the Industrial Age (1780-1980) , it was the Means of Production (Land, Equipment, Raw Materials, Capital) , that led to Competitive Advantage.
    • Now that we have entered the “Knowledge Age” , it will be high-performing Talent that will lead to Competitive Advantage.
    • Question: “How do we develop Top Talent in order to succeed – thrive – in this new economy?”
  • Leaders Understand: Brand = Talent. -Tom Peters, Re-Imagine!
  • Talent: Their Make-Up
    • It is obvious that most talented people arrive in their organizations with above average…
    • Intelligence & Functional Skills
    • BUT, talented individuals have varying degrees of mature and effective…
    • Interpersonal Behaviors
  • Talent: Interpersonal Behaviors
    • It will only be the talented individuals with mature and effective Interpersonal Behaviors who will make …
    • Great Leaders
    • And, at each level of the Leadership Ladder , the degree and effectiveness of their Interpersonal Behaviors will be tested and must grow.
  • The Leadership Ladder
    • We each begin our careers as Individual Contributors
    • Based on our success as Individual Contributors , we are given opportunities to advance onto the Leadership Ladder :
      • Front-Line Leader
      • Manager
      • Director
      • Vice President
      • President
      • CEO
      • Board Member
  • Functional Skills: The Beginning
    • We each begin our careers by acquiring…
    • Functional Skills
    • Examples:
      • Accounting Skills
      • Marketing and/or Sales Skills
      • Merchandising Skills
      • Supply Chain Management Skills
      • Copywriting Skills
  • Functional Skills: The Beginning (cont)
    • As new professionals we each use our Functional Skills to various degrees of success.
    • At this point in our careers, we are considered…
    • Individual Contributors
  • Stepping Onto The Leadership Ladder
    • For those of us who use our Functional Skills at a very high level, and consistently contribute to the success of the organization, it becomes likely that we will be selected for…
    • Advance To Leadership
  • Stepping Onto The Leadership Ladder (cont)
    • Successful leaders at any level of the Leadership Ladder will rely less and less on their Functional Skills , and more and more on their Intelligence and Interpersonal Behavior Skills .
    • At each level of the Leadership Ladder , higher degrees of effectiveness will be required of our Interpersonal Behavior Skills .
  • Interpersonal Behavior Skills
    • The Dimensions of Interpersonal Behavior Skills:
      • The Self-Awareness Dimension includes: Emotional Awareness; Accurate Self-assessment; and Self-confidence
      • The Self-regulation Dimension includes: Self-control, Trustworthiness, Conscientiousness, Adaptability, and Innovation
      • The Motivation Dimension includes: Achievement Drive, Commitment, Initiative, and Optimism
      • The Empathy Dimension includes: Understanding Others, Developing Others, Service Orientation, Leveraging Diversity, and Political Awareness
      • The Social Skills Dimension includes: Influence, Communication, Conflict Management, Leadership, Change Catalyst, Building Bonds, Collaboration and Cooperation, and Team Capabilities.
  • Talent Assessment
    • Assessment of Top Individual Contributors
      • Performance Reviews
      • Completion of an Interpersonal Behavior Skills Assessment
    • Identification of “Top Talent”
      • Using Performance Reviews and Assessment results, Top Talent in the organization will be identified
      • The assessment team can consist of Sponsor, HR representative, Coach Davis
  • Talent Development
    • 360 Degree Interviews Linked to Assessment Results
      • Supervisor
      • Peers
      • Direct Reports
      • Clients/Customers (when appropriate)
      • Friends & Family
    • Action Plan
      • Review of Assessment and Interview Findings
      • Buy-In & Commitment
      • Action Steps & Coaching
  • Talent Development (cont)
    • Implementing The Action Plan
      • Ongoing coaching with Coach Davis
    • Six Month Re-Assessment
      • Check-In To Measure Progress
    • Ongoing Coaching With Coach Davis
      • Coaching for leadership development and results
    • Annual Re-Assessment
      • Check-In To Measure Progress Against Plan
    • Annual Results Assessment With Corporate Sponsor
  • Organizational Leadership Training
    • Each organization will also need to train managers in the following areas: Staffing Plans, Hiring, Annual Performance Reviews, Ongoing Performance Management, Team & Meeting Management, Budgeting, Workflow Design, Measuring Results, and Reporting.
    • Leadership Development Coaching can run parallel to training on these tasks. Working with the Sponsor and HR, the two can be integrated.
  • Leadership Development Assignments
    • During the first year of Talent Development, participants (aspiring leaders) can be offered leadership development assignments:
      • Temporary assignments
      • Intentional leadership assignments to test skills
    • During these leadership development assignments, Coach Davis will continue his coaching, incorporating Action Plan coaching with the challenges of the new leadership assignment
  • “ We believe companies can increase their market cap 50 percent in 3 years. Steve Macadam at Georgia-Pacific … changed 20 of his 40 box plant managers to put more talented, higher paid managers in charge. He increased profitability from $ 25 million to $ 80 million in 2 years.” —Ed Michaels, War for Talent
  • Workshop Topics
    • Context
    • The Role of Talent
    • Talent: Intelligence, Functional Skills, Interpersonal Behavior Skills
    • The Leadership Ladder
    • Effective Leadership & Interpersonal Behavior Skills
    • Leadership Talent Assessment
    • Leadership Talent Development
    • Next Steps…
  • Next Steps
    • Establishing Leadership Development Strategy With Coach Davis
      • Corporate Sponsor of Strategy
      • Train The Sponsor & Team
    • Implementing The Leadership Development Strategy
      • Talent Assessment/Talent Inventory
      • Initiate Work With Individual “Talent”
  • “ The leaders of Great Groups love talent and know where to find it. They revel in the talent of others . ” —Warren Bennis & Patricia Ward Biederman, Organizing Genius
  • “ Connoisseur of Talent” -Bob Taylor, Palo Alto Research Center Become a…
  • Pathfinder Career & Executive Coaching
    • You can contact Coach Davis at:
    • Email: [email_address]
    • Website: www.pathfindermaine.com
    • Phone: 207-272-5858
  • References
    • Friedman, T. (2006). The World Is Flat. New York: Farrar, Straus and Giroux. (ISBN: 0-374-29279-9)
    • Goldsmith, M. (2007). What Got You Here, Won’t Get You There. New York: Hyperion. (ISBN: 978-1-4013-0130-9)
    • Goleman, D., Boyatzis, R., & McKee, A. (2002). Primal Leadership: Realizing The Power of Emotional Intelligence. Boston: Harvard Business School Press. (ISBN: 1-57851-486-X)
    • Kouzes, J. & Posner, B. (2003). The Leadership Challenge (3rd Ed.) . San Francisco: Jossey-Bass. (ISBN-10: 0787968331; ISBN-13: 978-0787968335)
    • Peters, T. (2003). Re-imagine!: Business Excellence in a Disruptive Age. London: Dorling Kindersley. (ISBN: 0-756-61746-4)
    • Pink, D. (2001). Free Agent Nation: How America’s New Independent Workers are Transforming the Way We Live. New York: Warner Books. (ISBN: 0-446-52523-5)
    • Pink, D. (2006). A Whole new Mind: Moving from the Information Age to the Conceptual Age. New York: Penguin Group. (ISBN: 1-573-22308-5)
    • Watkins, M. (2003). The First 90 Days: Critical Success Strategies for New Leaders at All Levels . Boston: Harvard Business School Press (ISBN: 1-59139-110-5)