The How To for Developing Great Leaders

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  • Maysa, you may want to change the order of these points.ORYou may want to replace/remove these sections.
  • Great leadership is a vital part of success in today’s competitive environment but it is not a phenomenon that develops on its own. It must be deliberately cultivated.Experts say leadership qualities are often found in organizations, but rarely at the top. The reason is simple: while track record and management competencies are adopted as criteria for selection or promotion, leadership is rarely defined.“A good leader inspires others with confidence in him; a great leader inspires them with confidence in themselves.”– Chinese Proverb
  • Organizations that were once hierarchical in structure are now more web-like in their design. In times of rapid change, organizations must stay focused and respond quickly to their organization's needs. Hierarchical power structures will not be able to respond quickly enough. The teamwork and collaboration of "matrix organizations" are now necessary to address the needs of the organization.Today's leader must know their core values and be able to articulate them. They must be flexible, able to relate to all groups within the organization, adapt well to change and be prepared for times of uncertainty. A transformational leader is compassionate, collaborative and open to new ideas. These leaders must be able to regulate distress in the workplace, maintain disciplined action and protect the voices of leadership from below because they see their role as building leaders from within
  • Possible Question: What are Matrix Organizations?Matrix management is a type of organizational management in which people with similar skills are pooled for work assignments. For example, all engineers may be in one engineering department and report to an engineering manager, but these same engineers may be assigned to different projects and report to a different engineering manager or a project manager while working on that project. Therefore, each engineer may have to work under several managers to get his job done.
  • • Inspirational Motivation-leader communicates high standards of performance,• Able to Intellectually Stimulate their followers and enable them to think creatively• Allow their team to develop their capabilities to their fullest potential. • Are able to develop followers into leaders in a morally uplifting way.• Deeply trusted due to their openness and genuine concern.Transformational leadership adds or augments transactional leadership in its effects on follower motivation, satisfaction and performance"
  • Give examples of transactional and transformational leadersPossible Question: Which type of leader is better to have?
  • Previous success will be no guarantee of future success. Certainty has given way to uncertainty (White, Hodgsen & Crainer, 1996)
  • Today emotional intelligence is crucial for effective leadership (Goleman, 1998). Emotional intelligence skills include self-awareness, self-regulation, motivation, empathy and social skills. Self-AwarenessDisplayed in a person's ability to assess oneself realistically and with honestySelf-RegulationPeople who can control their fears and emotions will be better able to create an environment of trust and fairnessHighly motivated People who are driven to achievement beyond expectationsThey are proactive and committed
  • Today emotional intelligence is crucial for effective leadership (Goleman, 1998). Emotional intelligence skills include self-awareness, self-regulation, motivation, empathy and social skills. EmpathyImportant due to the increasing use of teamwork, globalization and the need to retain talentSocially SkilledPeople who have a wide social network and find common elements to converse and interact
  • Although individual’s main tendencies (or behavioral posture) are not likely to change, we find that leaders can modify behaviors over time.Organizations who are able to understand the makeup and potential of a leader are better able to identify where development is needed and the extent of that development.Whether leaders benefit from the learning and development efforts depends on how motivated they are to achieve their career goals and the degree of change required. Poll: Does your organization use EQ or Personality Assessments?
  • effective organizations start this investment throughout the employee life cycle
  • Today, recovering from the recession, companies are realizing more and more that their leadership development programs represent their business's future. As top executives retire or leave, it is the future leaders who must carry on the deep legacy of business success. Only when these people have a deep understanding of the company's processes, strategies, culture, and practices can the company survive. So companies that are emerging from the recession) are now reinvesting in Leadership Development in a big way. Even the most successful businesses in the world like Apple for example, has developed an internal leadership development program based largely on building an enduring pipeline of leaders who understand the "Apple way" of doing business.When asked, leaders and HR professionals continuously mentioned that "leadership development" and "building new leadership skills" is one of the biggest challenges holding them back. Companies that continuously invest in sound leadership development outperform their peers - and I believe they always will.
  • Finally, as the world becomes flatter and most US-based companies expand aggressively overseas, leadership programs are now slowly becoming globalized. How an individual leads in the middle east (where the workforce is young and much more patriarchal in culture) is very different from leadership in the US (where the workforce is somewhat older and our culture is more hierarchical). Leaders all over the world are learning that collaboration, empowerment, and clarity of decision-making processes are now top competencies to consider - while other companies still rely heavily on hierarchical approaches.

Transcript

  • 1. For audio, it is recommended you dial in A copy of the slides + recording will be available post webinar AUDIO: 1-877-668-4493 Access Code: 666 436 805 Event Password: 1234 WebEx Support: 1-866-863-3910The „How-To‟ For Developing Great Leaders April 3, 2013 Presented By: Maysa Hawwash National Manager of Talent Management Solutions
  • 2. Agenda• Who are Today’s Leaders?• Transformational Leaders• Transactional Leaders• Future of Leadership• Emotional Intelligence• Developing Leaders For more information, call 416.216.1067
  • 3. Introduction“A good leader inspires others with confidence in him; a great leader inspires them with confidence in themselves.” – Chinese Proverb For more information, call 416.216.1067
  • 4. Who are Today‟s leaders?• Organizations that were once hierarchical in structure are now more web-like in their design• Leaders should aim to be transformational For more information, call 416.216.1067
  • 5. Matrix Organizational Chart For more information, call 416.216.1067
  • 6. Transformational Leaders• Communicate high standards of performance• Able to Intellectually stimulate their teams and enable them to think creatively• Allow their team to develop their capabilities to their fullest potential• Focused on developing followers into leaders in an engaging way• Deeply trusted due to their openness and genuine concern For more information, call 416.216.1067
  • 7. Transactional Leaders - Managers• Reward or discipline their followers, depending on the success of the followers performance• Trust builds with repeated transactions For more information, call 416.216.1067
  • 8. Future of Leadership• Cope with the emotional impact of change• Help people in the organization quickly reach new, more effective ways of working• Empower versus control For more information, call 416.216.1067
  • 9. Emotional Intelligence and Leadership• Self-Awareness – Displayed in a persons ability to assess one’s self, realistically and with honesty• Self-Regulation – Controlling your fears and emotions• Highly Motivated – Driven to achievement beyond expectations – Proactive and committed For more information, call 416.216.1067
  • 10. Emotional Intelligence and Leadership• Empathy – Increased use of teamwork, globalization and the need to retain talent• Socially Skilled – People who have a wide social network and find common elements to converse and interact For more information, call 416.216.1067
  • 11. Can Emotional Intelligence be Learned? YES!Emotional Intelligence can be learned with a sense of commitment and dedication. For more information, call 416.216.1067
  • 12. Developing LeadersModern Leadership Development Is:1. “More Than Management” training2. Blended learning3. Coaching, assessing, and employing a wide range ofmentoring strategies (Multi-Faceted)4. Investing in the companys Culture5. Globalized, and focused on collaboration and teamleadership For more information, call 416.216.1067
  • 13. “More Than Management” Training• Leadership development process is a continual process which can start with supervisor’s training• Building leadership takes years For more information, call 416.216.1067
  • 14. Blended Learning• Includes many technology offerings (videos, online assessments, collaboration)• And Experiential learning (project assignments, corporate task forces)• Games and simulations For more information, call 416.216.1067
  • 15. Multi FacetedThe process includes many steps including:• Assessments and identification of "potential leaders"• Coaching• Rotational and stretch assignments• Self-assessment and 360 assessment• Personality assessment For more information, call 416.216.1067
  • 16. Investing in the Companys Culture• Only when future leaders have a deep understanding of the companys processes, strategies, culture, and practices, can the company survive• “Leadership development" and "building new leadership skills" are often cited amongst top challenges faced by organizations For more information, call 416.216.1067
  • 17. Global Considerations• How individuals lead in one part of the world can be very different than how they lead in others• Top competencies to consider: – Collaboration – Empowerment – Clarity of decision-making processes For more information, call 416.216.1067
  • 18. QUESTIONS?For more information, call 416.216.1067
  • 19. Free Offer• We’re offering a free 30-minute Consultation that will include: – Complimentary assessment – Personalized debrief on how your behavioural tendencies can impact your leadership style and effectivenessContact Maysa to take advantage of this exclusive offer!mhawwash@na.drakeintl.com416.216.1067 For more information, call 416.216.1067
  • 20. Upcoming WebinarRegister at http://drake-webinars.comApril 10, 12pm ESTDeath of an Employment RelationshipPresented by: Matthew Vella,Principal/Lawyer, Vella Labour Law For more information, call 416.216.1067
  • 21. Thank You For Attending For questions, please contact Maysa HawwashNational Manager for Talent Management Solutions mhawwash@na.drakeintl.com 416.216.1067