7 Principles Of Political Leadership


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7 Principles Of Political Leadership

  1. 1. Political Leadership 200 Lecture 12
  2. 2. Seven Guiding Principles <ul><li>Be an achiever </li></ul><ul><li>Be pragmatic </li></ul><ul><li>Practice strategic humility </li></ul><ul><li>Be customer-focused </li></ul><ul><li>Be committed </li></ul><ul><li>Become an optimist </li></ul><ul><li>Accept responsibility </li></ul>
  3. 3. Success Factors <ul><li>Workleader Ranking </li></ul><ul><ul><li>Individual competence </li></ul></ul><ul><ul><li>Experience on the “front lines” </li></ul></ul><ul><ul><li>Respect of customers/constituents </li></ul></ul><ul><ul><li>Respective colleagues </li></ul></ul><ul><ul><li>Support of loved ones </li></ul></ul><ul><ul><li>Formal education </li></ul></ul><ul><ul><li>Support from the organization </li></ul></ul><ul><ul><li>Support from the boss </li></ul></ul><ul><ul><li>Other </li></ul></ul><ul><ul><li>luck </li></ul></ul>
  4. 4. Success Factors <ul><li>Average Leader Ranking </li></ul><ul><ul><li>Support from the organization </li></ul></ul><ul><ul><li>Support from the boss </li></ul></ul><ul><ul><li>Formal education </li></ul></ul><ul><ul><li>Luck </li></ul></ul><ul><ul><li>Other </li></ul></ul><ul><ul><li>Respect of customers/constituents </li></ul></ul><ul><ul><li>Individual competence </li></ul></ul><ul><ul><li>Experience in the front line of service </li></ul></ul><ul><ul><li>Support of loved ones </li></ul></ul><ul><ul><li>Respect of colleagues </li></ul></ul>
  5. 5. The Selector <ul><li>Goal: Select for the customer </li></ul><ul><li>Method: Socratic selection process </li></ul><ul><li>Tool #1: Focused Questioning </li></ul><ul><li>Tool #2: Four Steps to Selection </li></ul><ul><li>Apply tools to four core selection scripts: </li></ul><ul><ul><li>Hiring </li></ul></ul><ul><ul><li>Reselection </li></ul></ul><ul><ul><li>Debriefing </li></ul></ul><ul><ul><li>Separation </li></ul></ul>
  6. 6. The Selector Tools <ul><li>Focused Questioning </li></ul><ul><ul><li>Prompt the candidate to speak spontaneously </li></ul></ul><ul><ul><li>Track early experiences </li></ul></ul><ul><li>Four Steps to Selection </li></ul><ul><ul><li>Establish a context for action </li></ul></ul><ul><ul><li>Conduct a formal assessment </li></ul></ul><ul><ul><li>Diagnose and evaluate results </li></ul></ul><ul><ul><li>Take action </li></ul></ul>
  7. 7. The Connector <ul><li>Goal: Build and enhance relationships </li></ul><ul><li>Method: Multipath communication </li></ul><ul><li>Tool #1: The Connection Ladder </li></ul><ul><li>Tool #2: The Relationship Styles Grid </li></ul><ul><ul><li>Customize communications to match preferred styles of relating </li></ul></ul><ul><ul><li>Transform negative energy of opposition into positive energy of commitment </li></ul></ul><ul><ul><li>Multipath with all stakeholders </li></ul></ul>
  8. 8. The Connection Ladder <ul><li>Connection </li></ul><ul><ul><ul><ul><ul><li>Commitment </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Empowerment </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Empathy </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Involvement </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Awareness </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Contact </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Indifference </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Avoidance </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Hostility </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Contempt </li></ul></ul></ul></ul></ul><ul><li>Disconnection </li></ul>
  9. 9. Relationship Styles Grid Rational Relator Analytical Factual Technical Intuitive Relator Conceptualizer Visionary Creative Functional Relator Planner Organizer Controlled Personal Relator Sensitive Subjective Talker
  10. 10. The Problem Solver <ul><li>Goal: Produce Results </li></ul><ul><li>Method: The Problem-Solving Process </li></ul><ul><li>Tool #1: The Problem Transformer </li></ul><ul><ul><ul><li>What did we do? </li></ul></ul></ul><ul><ul><ul><li>How much time and money did it take? </li></ul></ul></ul><ul><ul><ul><li>What problems got in the way? </li></ul></ul></ul><ul><ul><ul><li>How much time and money did that take? </li></ul></ul></ul><ul><ul><ul><li>What improvement can be made? </li></ul></ul></ul><ul><li>Tool #2: The Problem Analysis </li></ul><ul><ul><ul><li>Identify Must Do’s </li></ul></ul></ul><ul><ul><ul><li>Apply the process </li></ul></ul></ul>
  11. 11. The Evaluator <ul><li>Goal: Enhance individual performance </li></ul><ul><li>Method: Diagnose issues and create improvements </li></ul><ul><li>Tool #1: Key Principles of Effective Eval. </li></ul><ul><ul><li>Define the what and why of evaluation </li></ul></ul><ul><ul><li>What--outstanding service to customers & team, stewardship, and technical expertise </li></ul></ul><ul><ul><li>Why--to serve customers </li></ul></ul><ul><li>The Performance Appraisal Worksheet </li></ul>
  12. 12. The Negotiator <ul><li>Goal: Serve the customer by achieving consensus on what needs to be done </li></ul><ul><li>Method: Consensus negotiation </li></ul><ul><li>Tool #1: Customer Needs Analyzer </li></ul><ul><li>Tool #2: The Consensus Negotiating Guide </li></ul>
  13. 13. The Customer Needs Analyzer Technical Needs Does the solution meet specifications for performance and cost? Strategic Needs How will the solution take us where we need to go? User Needs How will the solution work for me? Social Needs How will the solution support the culture?
  14. 14. The Healer <ul><li>Goal: Mend the fabric of organizational life </li></ul><ul><li>Method: The healing process </li></ul><ul><li>Tool #1: The Healing Needs Analyzer </li></ul><ul><li>Tool #2: The Healing Guide </li></ul>
  15. 15. The Healing Guide <ul><li>Recognize the signs </li></ul><ul><li>Identify the stressors </li></ul><ul><li>Identify the changes in the life situation </li></ul><ul><li>Identify the problem (80/20 rule) </li></ul><ul><li>Evaluate urgency and importance </li></ul><ul><li>Brainstorm solutions </li></ul><ul><li>Select a solution </li></ul><ul><li>Take action </li></ul><ul><li>Evaluate results </li></ul>
  16. 16. The Protector <ul><li>Goal: Respond to threats to organization </li></ul><ul><li>Method: Risk assessment and conflict management </li></ul><ul><li>Tool #1: Risk Assessment Guide </li></ul><ul><ul><ul><li>Identify risk </li></ul></ul></ul><ul><ul><ul><li>Whom or what does the risk affect? </li></ul></ul></ul><ul><ul><ul><li>Identify level of risk </li></ul></ul></ul><ul><ul><ul><li>Identify the risk’s likely duration </li></ul></ul></ul><ul><ul><ul><li>Plan to take charge </li></ul></ul></ul><ul><ul><ul><li>Learn from the risk </li></ul></ul></ul>
  17. 17. Conflict Management Guide <ul><ul><li>Use conflict as opportunity to take initiative </li></ul></ul><ul><ul><li>Assess the risk personally </li></ul></ul><ul><ul><li>Contain the risk and minimize contamination </li></ul></ul><ul><ul><li>Never buy into others’ criticisms without validation </li></ul></ul><ul><ul><li>Correct misrepresentations immediately </li></ul></ul><ul><ul><li>Address one conflict or risk at a time </li></ul></ul><ul><ul><li>Make parties responsible for their behavior </li></ul></ul><ul><ul><li>Measure solutions against values & mission </li></ul></ul>
  18. 18. The Synergizer <ul><li>Goal: Create a whole greater than the sum of its parts </li></ul><ul><li>Method: The Synergizer Process </li></ul><ul><li>Tool #1: Choices for Change </li></ul><ul><ul><li>Synergy </li></ul></ul><ul><ul><li>Entropy </li></ul></ul><ul><ul><li>Feel good change </li></ul></ul><ul><ul><li>Crisis-driven change </li></ul></ul>
  19. 19. The Seven-Step Guide to Self-Improvement <ul><li>Establish context </li></ul><ul><li>Measure mission effectiveness </li></ul><ul><li>Identify opportunities </li></ul><ul><li>Mobilize support </li></ul><ul><li>Take action </li></ul><ul><li>Evaluate results </li></ul><ul><li>Improve continuously </li></ul>
  20. 20. Perseverance <ul><li>I have, despite all disillusionment, never, never allowed myself to feel like giving up. This is my message today; it s not worthy of a human being to give up. </li></ul><ul><ul><li>Alva Myrdal, Nobel Peace Prize Winner, 1982 </li></ul></ul>