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Capstone. Inspirational Leadership
 

Capstone. Inspirational Leadership

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Inspirational leadership team presentation. Capstone in Supervision and Management. Fall 2012.

Inspirational leadership team presentation. Capstone in Supervision and Management. Fall 2012.

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  • Have you ever tried herding cats? Leadership can be like this at times. When leaders aren't using dynamic, evolving leadership skills to inspire and engage the employees from within, it is directly reflected in the behavior of the employees. Employees may seem to be scattered, absent minded, and performance may decline. And though motivation plays a part in employee performance and attitude, it isn't always enough. We often equate motivation with positive actions, but the potential exists for it to bedelivered through intimidation (Barber, 2010). However, when employees have the support and inspiration of a strong leader the opposite is true. Even in the face of diversity, an inspirational leader can not only inspire employees to excel, but to become engaged and surpass expectations in attaining goals over time.E. Villalobos
  •  "Leadership is not magnetic personality, that can just as well be a glib tongue. It is not ‘making friends and influencing people’, that is flattery. Leadership is lifting a person's vision to higher sights, the raising of a person's performance to a higher standard, the building of a personality beyond its normal limitations." (Drucker, 1993).Inspiration can be defined as: "The process of being mentally stimulated to do or feel something, especially to do something creative." (dictionary.com, 2012). While leadership can be defined as "the position or function of a leader, a person who guides or directs a group." (dictionary.com, 2010). Therefore, an inspirational leader practices a combination of the two to not simply give orders and direction to employees, but to stimulate the mind and ignite the desire to achieve. In the 1950s, renown authorand educator, Peter F. Drucker was the first to proclaim workers as assets rather than liabilities to eliminate (Byrne, 2005). In this he also believed corporations were human communities and that trust and respect were also a must (Byrne, 2005).Image source: http://www.slumberinggiants.co.uk/the-prize-2/E. Villalobos
  • "We need to facilitate, model, and reinforce working on the positive relationshipsbetween everyone and assisting the emotional atmosphere that makes for anengaging workplace." (Saunderson, 2012).Because employees face many obstacles in and out of the workplace, it stands to reason that an inspirational leader must understand the intricacies involved. In recent times, economic issues have been a concern for employees the world over. Employees not only worry about losing their jobs, which lowers both morale and performance, but they're worried for their spouses and children as well. Employees are also having to do more work and work longer hours for the same pay and subsequently feeling the financial squeeze at home as the cost of living increases and personal time diminishes.   Though this stress may not be completely avoidable, withthe support of strong leadership it's not only manageable, but it may be used in a more constructive manner. In addition to empowerment,developing talent (teaching), and leading by example, inspirational leaders must re-engage their employees. According to author Roy Saunderson (2012), engagement is the emotional connection employees have to their work through enjoyment, commitment, and getting the job done. That also plays hand-in-hand with motivational practices such as listening to the employees, displaying a positive attitude, and providing incentives through goal attainment. E. Villalobos
  • Motivating your employees takes much work on your part. It’s an essential part of management and one that you must be able to do well to be successful in any management position. From leading a Boy scout troop to managing a full staff of employees, it’s important to find that motivational strength within yourself and your followers. Each follower will be motivated by different means, so you’ll need to find what works and change things around from time to time.
  • Where Should Inspiration / Motivation Come From? List to your employee issues and problems. Keep an open mind – these are real problems to them – help them work through the issues Vision – Look ahead
  • How to Keep Employees MotivatedCreate an environment where employees desire to stay long-term How to create this environment? Encourage and promote a culture of “embeddedness” (Allen, 2008)Expressed through links, fit and sacrificeLinks –networks relating to or outside immediate co-workers in where the employees are connected. This may include a mentor/mentee relationship, team relationships and affiliation organizationsFit –how well the employees are matched with their job and job responsibilities. The fit can also include geographic location (community). For example, an employee who has 25-50% and has roots in their home city may “fit” better at a position where their primary work location is in their home community. They may be more apt to longevity to the firm if they can be rooted in their home community, thereby management reducing the traveling requirements.Sacrifice –by weighing options of gains versus losses of staying in a position or an employee choosing to leave a position, “Employees who would have to sacrifice more are more embedded and therefore more likely to stay.”
  • Advantages & Disadvantages of Inspiring EmployeesAdvantagesHealthier Mindset of Employee – Motivated people generally have a healthy mindset towards life and their jobs.More Efficient Team – Motivated people are more efficient with everything that they doProvides a Better Quality of Life – Motivated people want to look good, feel good, and want to be productive citizens.Rewards Make People Feel Better about Themselves and What they are Doing – Everyone likes to be rewarded, thanked, and noticed for the work that they are accomplishing.Forces the Employees to Meet Goals – Motivating people forces them to get where they want them to be.Increased Production – Motivating people gets them excited about meeting their quotas and being successful at their positions they hold within your company.DisadvantagesSick Time due to Unhealthy Employees and/or Family Members – It is difficult for that single mother who has to work and her child is in the hospital or at home sick with someone else taking care of them. It’s also difficult for a married husband who has to travel knowing that his wife is ill and cannot go to the Dr. while he is out of town due to lack of insurance.Lack of Personal Drive – People that are not motivated lack personal drive. Lack of Pride in Their Work – People that are not motivated lack pride in everything they do, not just work.Not Interested in Meeting Goals or Deadlines – People that lack motivation are not interested in meeting goals or doing anything productive in life.Decreased Production – People that are not motivated are not willing to put forth that effort to succeed and do well with their lives.Poor Attitudes – Poor attitudes stem from a serious lack of enthusiasm towards their jobs and their personal appearance.Bitter People Drag Others Down – One bitter person that says nothing but negative things can and will bring down your entire group.
  • Ask employees about what will motivate them –strive for being “The Best Place to Work” Offer employee “perks” –Reward programsEmployee recognition –results in improved employee morale and incentive to work harder. Make sure the details of the “perk” plan are communicated to all eligible employees. Employees who are on disciplinary action, probationary period or leave of absence may or may not be eligible. Be sure to communicate the rules that have been established for eligibility and expected timeline of “perk” distribution. (Ellyn, 2012)Examples of popular and effective perks:employee of the month parkingcertificate of recognitionPublic acknowledgement of employee recognition –picture on a community board (real life or virtual community board)Casual Dress DayTime Off
  • Implement ideas from employee surveys –the voice of the employees comes to lifeStrategic Survey Model (Wiley, 2009) –determining the reason for the employee survey will steer towards the employer’s desired outcome
  • Results: Motivated employees results in a low or lowering company turnover rateAchieve low turnover rate by: training and professional development opportunities, favorable compensation packages and job duty rotation (Rose, 2012)Spend Time w/Employees –Off-site activitiesSocial Gatherings – Company Sports games and leaguesHoliday partiesNew Ideas to MotivateWhere the business need permits, allow and inspire employees to offer suggestions for process improvement, employee developmentShake Things up and have Different Ideas and Tactics – No RoutinesChange the format of normal “round table” meetings and conferencesOccasionally substitute brainstorming sessions instead of traditional agendas for employee meetingsAllow employees to conduct meetings –giving an opportunity for grooming for management and other advancement in the companyStress Management Work/Life BalanceOne important benefit of Work/Life Balance Programs for employers is reduced cost of employee benefits. If the employees are encouraged to take time off when needed, use fitness as a stress reliever and take advantage of child care facilities provided, this results in less abuse of sick time and less or no resentfulness toward the employer.
  • Team SpiritCelebrate employment achievements –promotions, lateral moves, project completions, employment tenure and anniversaries, retirementCelebrate non-employment achievements –weddings, birthdays, employee appreciation day/week/monthOffer non-cash incentives or “thank you” gifts (within company giving limits)
  • Set Employee on the Right Path The road to success when it comes to motivating your employees is a long one, however, it’s important to follow the signs along the way. Watch the employees carefully and do not allow them to drift too far off the path. Some will fight the path that you have chosen for them, however, you’ll need to gently put them back on the track that you desire.
  • Methods of InspirationEmpowerment – Let the employee believe the ideas are theirs and they will run with the ideas. If you provide them with the tools to make good decisions, you empower them to be better employees.Teach Employees – If you teach employees to inspire others with their actions and teach them how to find resources to help them inspire others, it will happen.Lead by Example – If you show people through your actions how to behave and how to appropriate handle situations, you are showing them expectations that they can follow.
  • EmpowermentThe employees are more apt to run with an idea if they own it. Make it theirs and let them run with it and surprise you!Employees are not so excited to help with a companies problems, but when it’s their idea to fix the problem and management shows that they are interested in fixing the problems at hand, they seem to be more willing to participate in the repair of the problem. Showing interest in the problems and following up with the employees that are working to resolve the problems, you gain confidence in the employees that you are concerned about their problems.
  • Teach Your EmployeesTeach your employees how to stick with their goals and how to keep them within the parameters that are comfortable for them.Teaching your employees will pay off for you, as you keep them on track for their career goals.Teaching provides the employees with the confidence they had within themselves, but weren’t aware.Bringing out this confidence can lead to much better performance for that individual. When you have an employee that wants to do better at their job, you have reached a new level of desired results.
  • Lead by ExampleBe a good example to your employees both on and off the clock. At times it’s difficult to be the perfect example, however, it’s important for you to remember that someone is always watching.Setting a good example helps your employees have someone to watch and want to follow.Setting a good example also helps with motivating your employees to want to be better themselves.

Capstone. Inspirational Leadership Capstone. Inspirational Leadership Presentation Transcript

  • Inspirational Leadership Fantastic Foto LeadershipDevelopment Team Nichola Bell Barbara Duval Dawn Elmore Elizabeth Villalobos Dr. Jose Lepervanche MAN4900 – 370216 Leadership 10/24/2012
  • Inspirational Leadership vs. Motivation Inspiration Motivation Positive Positive Dynamic Negative Engaging External Internal Short-term
  • Defining Inspirational Leadership"Leadership is not magnetic personality, that can just as well be a glib tongue. It is not ‘making friends and influencing people’, that is flattery. Leadership is lifting a persons vision to highersights, the raising of a persons performance to a higher standard, the building of a personality beyond its normal limitations." - Peter F. Drucker
  • Engaging Through Inspiration"We need to facilitate, model, and reinforceworking on the positive relationshipsbetween everyone and assisting the emotionalatmosphere that makes for anengaging workplace."- Roy Saunderson
  • EMPLOYEE MOTIVATION
  • Where Should Inspiration & Motivation Come From?• Listen to Employee Issues/Problems• Keep an Open Mind• Vision – Look Ahead• Clearly Communicate this Vision• Provide Goals for Employees• Provide Feedback for their Goals• Set a Good Example
  • How to Keep Employees Motivated• Create an environment where employees desire to stay long-term• A culture of “Embeddedness” – Links – Fit – Sacrifice
  • Advantages & Disadvantages of Inspiring Employees + ADVANTAGES + - DISADVANTAGES -• Healthier Mindset of •Sick Time due to Unhealthy Employee Employees and/or Family• More Efficient Team Members• Provides a Better Quality of •Lack of Personal Drive Life •Lack of Pride in Their Work• Rewards Make People Feel •Not Interested in Meeting Goals Better about Themselves or Deadlines and What they are Doing •Decreased Production• Forces the Employees to •Poor Attitudes Meet Goals •Bitter People Drag Others Down• Increased Production
  • What Motivates Employees?• Being the “Best Place to Work”• Research through Employee Surveys• The “Perks” of Employee Reward Programs
  • Strategy Survey Model
  • Motivation Results• Achieve Lower Turnover Rates• Off-Site Activities• New Ideas to Motivate• Shake things up –No Routines• Stress Management
  • Team Spirit• Celebrate Achievements • Work related and Non-Work Related• Off-Site Activities• Employee Appreciation• Offer Non-Work Incentives or “Thank You” Gifts
  • Set Employees on the Right Path
  • Methods of Inspiration• Empowerment – Let the employee believe the ideas are theirs and they will run with the ideas. If you provide them with the tools to make good decisions, you empower them to be better employees.• Teach Employees – If you teach employees to inspire others with their actions and teach them how to find resources to help them inspire others, it will happen.• Lead by Example – If you show people through your actions how to behave and how to appropriate handle situations, you are showing them expectations that they can follow.
  • Empowerment The employees are more apt to run with an idea if they own it. Make it theirs and let them run with it and surprise you!
  • Teach Your Employees Teach your employees how to stick with their goals and how to keep them within the parameters that are comfortable for them.
  • Lead by Example Be a good example to your employees both on and off the clock.
  • References• Allen, D. G., Ph.D. (2008). Retaining talent [PDF]. Society for Human Resource Management.• Byrne, J. A. (2005, November 27). The man who invented management. Www.businessweek.com. Retrieved October 12, 2012, from http://www.businessweek.com/stories/2005-11-27/the-man-who-invented- management• Chapman, A. (n.d.). Motivational theory. Businessballs.com. Retrieved October 12, 2012, from http://www.businessballs.com/motivation.htm• Dictionary.com. (2012). Inspiration. Dictionary.com. Retrieved October 12, 2012, from http://dictionary.reference.com/browse/inspiration• Dictionary.com. (2012). Leadership. Dictionary.com. Retrieved October 12, 2012, from http://dictionary.reference.com/browse/leadership• Drucker, P. F. (1993). Management: Tasks, responsibilities, practices. New York: HarperBusiness.• Ellyn, S. (2012). How to manage an employee-of-the-month program. Chron.com. Retrieved October 12, 2012, from http://smallbusiness.chron.com/manage-employeeofthemonth-program-40903.html• Inspirational quotes, inspiring stories. (2008, December 23). Inspirational Quotes, Inspiring Stories. Retrieved October 12, 2012, from http://inspirationforliving.wordpress.com/2008/12/23/motivating- employees/
  • References• Kenexa Research Institute. (2009). The strategic employee survey. Kenexa.com. Retrieved October 12, 2012, from http://www.kenexa.com/getattachment/d574675f-a339-49d6-809d-2606d9e29bd1/The- Strategic-Employee-Survey.aspx• Kettenhofen, C. (2008, October 29). 11 keys to motivating, manage and inspire your employees. Articlesbase.com. Retrieved September 18, 2012, from http://www.articlesbase.com/business-articles/11- keys-to-motivating-managing-and-inspiring-your-employees-620051.html• Rose, J. (2010, March 27). Suggestions for reducing employee turnover rate. Suite101.com. Retrieved October 12, 2012, from http://suite101.com/article/suggestions-for-reducing-employee-turnover-rate- a218886• Saunderson, R. (2012). Real engagement: One person at a time. Training, 49 (4), 60-60, 62. Retrieved from http://search.proquest.com/docview/1030280025?accountid=45782.• Try a little inspiration. (2010). Managing People at Work, (338), 5.• Witt, C. (n.d.). Motivating and inspring your peoplein difficult times. Motivating and Inspiring People. Retrieved October 12, 2012, from http://www.myarticlearchive.com/articles/9/144.htm• Worman, D. (n.d.). 20 ways to motivate your employees without raising their pay. 20 Ways to Motivate Your Employees without Raising Their Pay. Retrieved September 17, 2012, from http://www.biztrain.com/motivation/stories/20ways.htm