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WE-Centric Leadership (Part 2 of 2): The DNA of Leadership
 

WE-Centric Leadership (Part 2 of 2): The DNA of Leadership

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Ryma's May 11th webinar will be presented at noon EST by Si Alhir. In 2010, Ryma's Grandview community hosted a 3 part Tribal Leadership webinar series. Dave Logan’s, John King’s, and Halee ...

Ryma's May 11th webinar will be presented at noon EST by Si Alhir. In 2010, Ryma's Grandview community hosted a 3 part Tribal Leadership webinar series. Dave Logan’s, John King’s, and Halee Fischer-Wright’s Tribal Leadership is a proven transformational process and leadership model for fostering organizational health, which leverages natural groups to build thriving organizations by focusing on language and relationship structures within a culture.

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    WE-Centric Leadership (Part 2 of 2): The DNA of Leadership WE-Centric Leadership (Part 2 of 2): The DNA of Leadership Presentation Transcript

    • WE-Centric LeadershipPart 2: The DNA of Leadership
      Si Alhirsalhir@gmail.comsalhir.wordpress.com
      www.CultureSync.net
      www.CreatingWEInstitute.com
    • Si Alhir (Sinan Si Alhir)Practitioner and Coach
      Over two decades of proven experience in Solutioning:
      Organizational Health (Performance & Well-being) and DNA (Transformation)
      Enterprise (Business and Technology) Transformation (Adopt, Scale, Sustain)
      Technology product/services management (planning, marketing, and sales)and Engineering (development)
      Lean, Agile, Scrum, XP, Kanban, and other proven approaches
      Consultant, Coach/Mentor, Trainer/Educator, and Conference Speaker
      Author (3 books, 2 articles in the Encyclopedia of SE, and other publications)
      CultureSync Approved Tribal Leader,Certified Lean Six Sigma Master Black Belt (MBB),Certified Scrum Master (CSM), Certified Proj Mg Prof (PMP),IT Proj Mgt Certified Prof (IT Project+) and e-Business Certified Prof (e-Biz+)
      Information
      Email: salhir@gmail.com / salhir@redpointtech.com
      Phone: 202.596.8202
      LinkedIn: http://www.linkedin.com/in/salhir
      Blog: http://salhir.wordpress.com
      Twitter: http://twitter.com/SAlhir
      salhir@redpointtech.com
      http://www.redpointtech.com
    • Thriving on Chaos* in an Age of Discontinuity**
      Past
      Incoherence & Inconsistency
      Present
      Chaos and Ambiguity
      Future
      Unpredictability & Uncertainty
      Organizational Health (Performance and Well-being)
      High performance culture and thriving organization
      * Tom Peters
      ** Peter Drucker
    • What is Tribal Leadership?
      A proven transformational process and leadership modelfor fostering organizational health
      Leverages natural groups to build thriving organizations
      Focuses on language and relationship structures within a culture
      Dave Logan, John King, and Halee Fischer-Wright
      "Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization" (2008)
      Ten-year, 24,000 person, organizational research study
      How leaders leverage natural groups to build thriving organizations
    • What is WE-centric Leadership?
      A proven transformational process and leadership model for fostering organizational health
      Changes I-thinking to WE-thinking
      Shifts the power dynamics toward partnering (I to We)
      Judith Glaser
      "Creating We: Change I-Thinking to WE-Thinking and Build a Healthy, Thriving Organization" (2005)
      "The DNA Of Leadership: Leverage Your Instincts To Communicate, Differentiate, Innovate" (2006)
      Twenty-year experience with hundreds of executives from dozens of well-known companies around the globe
    • Why
      Approximately 70% of all change initiatives fail*
      Approximately 75% of all change efforts do not yield the promised results*
      Culture is approximately 8 times more influential than strategy in determining performance outcomes**
      Stronger cultures — founded upon shared values, aligned with a strategy, and interconnected people which emphasizes key stakeholders (customers, stockholders, and employees) and leadership — outperform weaker cultures with approximately***
      4 times higher revenue (682 percent versus 166 percent increase),
      7 times more expanded work force (282 percent versus 36 percent),
      12 times higher stock prices (901 percent versus 74 percent), and
      756% higher net income (756 percent versus 1 percent)
      * Harvard Business
      ** Michael Henderson, Cultures AT Work
      *** John P. Kotter and James L. Heskett, Corporate Culture and Performance
    • Tribal Leadership:Birds Flock, Fish School, and People Tribe
      Tribes and Culture
      Tribes are naturally forming groups (basic sociological units)
      Tribes move one cultural stage at a time on a scale one-to-five
      Culture emerges from language (theme), behavior (mood), and relationship structures
      Tribal Leaders and Tribal Leadership
      Tribal leaders upgrade tribes through cultural stages using leverage points
      Tribal leadership involves nudging language and fostering relationships
      Tribal leaders synchronize culture & strategy to produce superior results
      Tribal leaders consistently stabilize and effectively develop other people who lead from their role and expertise
      Tribal leaders foster leveraging commitment to resonant core values, aligning on a noble cause, establishing triadic relationships, and building a history-making strategy
    • Tribal Leadership:Cultural Stages and The Epiphany
      Cultural Stages
      Stage 1: “Life sucks ”
      Stage 2: “My life sucks ”
      Stage 3: “I’m great (and you’re not) ”
      Stage 4: “We’re great (and they’re not) ”
      Stage 5: “Life is great”
      The Epiphany ("I Am Because We Are")
      Journey from Stage 3 to Stage 4
      At Stage 3, there is a Point of Diminishing Returns
      First Reflection: “What have I achieved?”
      Second Reflection: “How can I fix this?”
      Third Reflection: “What’s the real goal?”
      Realization: “I Am Because We Are”
    • Tribal Leadership:Triads & Triading and Tribal Strategy
      Triads and Triading
      Three-part relationships based on core values & mutual self-interest
      Each leg of the structure is responsible for the quality of the relationship between the other two parts
      Tribal Strategy
      Three separate and interlocking conversations that flow from core values and noble cause
      Three questions, which the tribe must answer “yes” to before the strategy can be successfully implemented
      Core Values and Noble Cause
      Outcomes (“What do we want?”)
      Assets (“What do we have?”)
      Behaviors (“What we will do?”)
    • WE-centric Leadership: I-Thinking to WE-Thinking
      Unhealthy/toxic cultures (I-centric fingerprint) foster failure
      People fail to communicate about challenges
      People lack sensitivity toward others
      People turn inward, and create positive beliefs about themselves and negative beliefs about others
      Healthy cultures (WE-centric fingerprint) foster success
      People signal when in trouble, and gain help from others
      People have incredible sensitivity toward others, and support one another
      People don’t allow themselves to turn inward, and focus on the future
      Creating WE: Transforming from a less-healthy to a more-healthy culture
      Believing WE: Changing attitudes or beliefs
      Learning WE: Adopting new habits of mind and behaviors
      Being WE: Expressing WE-consciousness
    • WE-centric Leadership: Creating WE - Believing, Learning, and Being WE
      Creating WE
      From Power-over / Followership (servitude to an authority)to Power-with / Fellowship (community of leaders)through engagement (collaborate and co-create)and partnering (interdependence)
      Believing WE: Changing attitudes or beliefs
      I’m Giving Orders -- and You’re Not Listening! -- The Challenge of Authority
      My Turf, Your Turf -- The Challenge of Territoriality
      It Must Be Your Fault ... -- The Challenge of Self-Interest
      Learning WE: Adopting new habits of mind and behaviors
      Hello, Can You Hear Me? -- Understanding the Culture
      But That’s How It’s Always Been Done! -- Embracing the Possibilities
      Are We Really on the Same Team? -- Opening the Space
      Get Over It! -- Shaping the Conversations
      Fried or Foe? -- Transforming the Culture
      Being WE: Facing stressful situations and expressing WE-consciousness
      If They Don’t Care, I Don’t Care! -- Working in Concert
      They Said It Couldn’t Be Done! -- Sustaining We
    • WE-centric Leadership:The DNA of Leadership
      The Human Spirit Realized
      Everything happens through conversation. Language is the link that creates community, culture, and the future. Language is a large part of what makes us different from other living species. Language enables us to develop and handle complexity and ambiguity, to evolve and grow, and to teach others what we know. Colleagues who share a common language, common definitions, and common meanings are a community.
      Language is not neutral. Language triggers reactions, not only those we can see but those we can’t see as well. Words communicate more than information. They are triggers that create ripple effects on those around us. When we communicate, the meanings of words reside in the listener as well as in the speaker. Sometimes we forget that and think that just because I told you, you get it. Communicating is a WE-centric process.
      The DNA of Leadership (Pg. 19)
    • WE-centric Leadership:The DNA of Leadership
      Leadership is a journey not a destination
      Everything happens through conversation (collaboration and co-creation) which trigger instincts
      Fearful conversations suppress our DNA
      Vital conversations express our DNA
      Leaders influence culture, foster an environment and nurture people, so that leadership greatness emerges
      Set of dimensions that dramatically influence how leadership is expressed in organizations
      Regressive I-Centric/Protect (Dictate-Imitate-Stagnate)
      Progressive WE-Centric/Partner (Communicate-Differentiate-Innovate)GeneProgressiveRegressiveCommunity Including ExcludingHumanity Appreciating BlamingAspirations Striving FearingNavigation Sharing WithholdingGenerativity Wondering KnowingExpression Developing DictatingSpirit Celebrating Conforming
    • WE-centric Leadership:The DNA of Leadership – C-H-A-N-G-E-S
      Community/Co-Creating (The Context We Set)-- Breaking down walls and inviting others in, rather than erecting and enforcing boundaries to keep others out
      Exclusive (Power-over)
      Directionless
      Lack of shared vision and purpose
      Inclusive (Power-with)
      Strong sense of direction
      Clarity of goals and strategies
      Shared vision
      To feel included, people need to have authority for making decisions, and to work co-creatively with others
    • WE-centric Leadership:The DNA of Leadership – C-H-A-N-G-E-S
      Humanity/Humanizing (The Relationships We Build)-- Empathy for the feelings everyone has, rather than pointing fingers to preserve your own
      Judging (Criticizing)
      Focus on weaknesses
      Lack of respect and appreciation
      Blaming culture
      Appreciating
      Focus on strengths
      High level of trust, respect, and mutuality
      To feel appreciated, people need to be valued, based on healthy conversations
    • WE-centric Leadership:The DNA of Leadership – C-H-A-N-G-E-S
      Aspiration/Aspiring (The Dreams We Hold)-- Allowing others to dream freely, rather than waking them up to “how things get done”
      Limiting (Fear Based)
      Lack of organizational ambition
      Lowering of the bar
      Underperforming
      Expanding
      Organizational ambition
      Raising the bar
      Learn from the past
      To be unafraid, people need to have dreams about their future
    • WE-centric Leadership:The DNA of Leadership – C-H-A-N-G-E-S
      Navigation/Navigating (The Actions We Take)-- Letting others set the course and share the wheel, rather than jealously guarding the compass and the helm
      Territorial and Scarcity (Silo-mentality)
      Lack of cohesion and teamwork
      Lack of sharing
      Inner focus
      Failure to connect
      Share and Abundance
      Sharing best practices
      Create centers of excellence
      To grow, people need to explore, learn from others, and be exposed to diverse ways of thinking
    • WE-centric Leadership:The DNA of Leadership – C-H-A-N-G-E-S
      Generativity/Generating (The Ideas We Evolve)-- Pushing the boundaries of the status quo, allowing new wisdom to emerge, rather than reverting to what has worked before
      Persuading and Knowing (Punish Risk-taking)
      Failure to tap resources and creativity
      Group-think
      Falls behind
      Generative and Wondering (Risk-taking)
      Continually creates and innovates
      Competition
      To be alive with wonder, people need to be genuinely challenged
    • WE-centric Leadership:The DNA of Leadership – C-H-A-N-G-E-S
      Expression/Expressing (The Words We Choose)-- Allowing individual greatness to emerge and benefit all, rather than shouting the voice of authority
      Autocratic and Controlling (Dictates)
      Failure to develop leadership, accountability
      Loss of voice
      Developing and Encouraging
      Leaders developing and mentoring leaders
      Accountably
      A strong voice
      To build confidence and develop professionally, people need to voice their ideas and opinions, and be heard
    • WE-centric Leadership:The DNA of Leadership – C-H-A-N-G-E-S
      Spirit/Synchronizing (The Purpose and Passion We Live)-- Attaching everyone to a larger purpose and acknowledging group achievement with enthusiasm and joy, rather than pursuing self-aggrandizement
      Compliance
      Lack of spirit
      Leadership and employees not pulling together
      Commitment
      Spirit, purpose, and communication
      Pulling in the same direction, toward the future
      To be excited and joyous, people need to know they are part of something bigger than themselves, something important and purposeful and evolving, and to experience celebrations of individual and group accomplishments
    • Conclusion
      Tribal Leadership: Birds Flock, Fish School, and People Tribe
      Cultural Stages
      The Epiphany ("I Am Because We Are")
      Triads and Triading
      Tribal Strategy
      WE-centric Leadership: I-Thinking to WE-Thinking
      Believing WE- Changing attitudes or beliefs
      Learning WE- Adopting new habits of mind and behaviors
      Being WE- Expressing WE-consciousness
      WE-centric Leadership: Leverage your Instincts
      Leadership is not about the “I” alone
      Leadership is about the “I inside the WE” that must come alive
      In healthy organizations, the “I” can differentiate its uniqueness inside of the “WE”
    • Thank You
      Si Alhirsalhir@gmail.comsalhir.wordpress.com
      www.CultureSync.net
      www.CreatingWEInstitute.com