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Aligning Leader Strengths and Resilience: Ben Dilla & Joel Bennett

The processes that underlie core leadership strengths and emotional intelligence also inform one’s ability to anticipate, manage, and respond to stress in positive ways.
This presentation is a sneak preview of an online workshop.
Learn More at bit.ly/OURSTRENGTHS
Watch video:Go to: https://youtu.be/Jh0ernt_jew

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Aligning Leader Strengths and Resilience: Ben Dilla & Joel Bennett

  1. 1. Aligning Leader Strengths and Resilience A Journey Workshop Ben Dilla Joel Bennett Class starts May 12: Register here bit.ly/OURSTRENGTHS
  2. 2. Outline ◦ Purpose of Workshop ◦ Our Respective Backgrounds ◦ Why: Strengths?... EI?.... Resilience? ◦ KeyThemes (Ben & Joel) ◦ Need for Integrating AllThree? ◦ Workshop Design
  3. 3. Knowing Strengths Staying Resilient Emotionally Intelligent
  4. 4. Poll ◦ Which approach do you think is most important for leadership development? ◦ Focus on and bring out our follower’s strengths ◦ Help them in their emotional intelligence ◦ Develop their (team) resilience
  5. 5. Purpose of Upcoming Workshop To guide participants in their own leadership journey by: ◦ synthesizing main benefits from three major approaches to leadership development, and ◦ giving skill-based exercises in each area ◦ Strengths ◦ Emotional Intelligence ◦ Resilience
  6. 6. Objectives of Today’s Webinar 1) Review major concepts in each of the three areas 2) Provide participants with key talking points and recommended resources for each area 3) Experience a brief activity for reflecting on one’s own tendencies in the three areas
  7. 7. Respective Backgrounds Ben ◦ Industrial/Organizational Psychologist ◦ US Air Force Behavioral Scientist / Personnel Officer ◦ Leadership Development Consultant/Director ◦ Business School Professor ◦ Leadership Coach & Facilitator ◦ Strengths Ambassador Joel ◦ Occupational Health Psychology/Inventor ◦ Founder, OrganizationalWellness & Learning Systems (1992) ◦ Texas Christian University (1994-2002) | Associate Research Scientist ◦ $6 Million in NIH/DHHS Funding ◦ Trained close to 500 facilitators ◦ Five books; 30+ Peer reviewed article Class starts May 12: Register here bit.ly/OURSTRENGTHS
  8. 8. How Ben & Joel Got Here ◦ Dallas-Fort Worth Organizational Development Network ◦ Meeting in October 2019 devoted to 5-minute Ted Talks ◦ Ben presented a model that integrates Strengths with Emotional Intelligence ◦ Joel presented a model of Organizational Wellness and the role of resilience in employee well-being
  9. 9. Class starts May 12: Register here bit.ly/OURSTRENGTHS
  10. 10. Why Strengths?
  11. 11. Why Emotional Intelligence (EI)? ◦ People are rational and emotional beings ◦ EI is critical to personal and business success ◦ EI accounts for 58% of performance ◦ CEOs get hired for IQ (technical skills, business acumen) and fired for gaps in EI ◦ 90% of high performers have high EI ◦ People with high EI make more money!
  12. 12. Growth in EI Research, Scholarly Articles & Books
  13. 13. Why Resilience? ◦Burn-out ◦“Dying for a Paycheck” ◦Deaths of Despair ◦COVID-19 ◦Not just managing but learning from stress… and growing as well
  14. 14. Key Themes: Ben
  15. 15. Key Themes: Ben ◦Our strengths provide the raw material for Emotional Intelligence (EI) and Resilience ◦Any strength can be used to develop other aspects of EI and Resilience ◦EI skills serve to regulate the best use of our strengths ◦ Avoid overuse or misapplication (“Dial Down”) ◦ Guide us when to intensify needed strengths (“Dial Up”) Class starts May 12: Register here bit.ly/OURSTRENGTHS
  16. 16. People develop much more by focusing on their strengths rather than focusing on their gaps or weaknesses
  17. 17. Self Others Awareness Self-Awareness • Self-Assessment • Confidence Social Awareness • Empathy • Organizational Awareness Management Self-Management • Self-Control • Adaptability • Achievement Drive Relationship Management • Communication • Influence • Conflict Management • Collaboration Components of Emotional Intelligence (EI)
  18. 18. The Missing Piece: Emotion The Four Domains of Strengths align with 4 of the dimensions of the Big 5 Personality factors ◦ Strategic Thinking → Intellectual Curiosity ◦ Execution → Conscientiousness ◦ Relationship Building → Agreeableness ◦ Influencing → Extroversion Missing element in Strengths themes/domains is from Personality factor of Emotional Stability “As with the CSF themes individually, none of the four theme domains has a strong correlation with Emotional Stability.” Clifton StrengthsFinder 2014 Technical Report, p. 22 ?
  19. 19. UNIVERSAL CONCEPTS COMMON HUMANITY Thinking Doing Relating Guiding Spiritual Path Head Center Physical Center Emotional Center Align All 3 HHH Head Hands Heart Whole Character Strengths (VIA) Wisdom Integrity Compassion Teamwork Competency Thought Leadership Results Leadership People Leadership Aligning All 3 with Self Leadership Personality (Big 5) Intellectual Curiosity Conscientiousness Agreeableness Extraversion (dominance) Gallup Domain Names Strategic Thinking Executing Relationship Building Sustain Relations (Influence) Emotional Intelligence Self-Awareness across Different Domains of Well- Being Self-Management in the face of Stressors Social Awareness in the face of Stressors Relationship Management through the resilience process Resilience How do your strengths support both a healthy lifestyle and self- awareness? How do your strengths help you respond to and manage yourself when stressed? How do your strengths garner support and social awareness to help with stress? How do your strengths help you manage relationships throughout? Who Am I? How can I Contribute? © 2020; Ben Dilla & Joel Bennett
  20. 20. What contribution from me do you require to make your contribution to the organization better?”
  21. 21. Key Themes: Joel Class starts May 12: Register here bit.ly/OURSTRENGTHS
  22. 22. KeyThemes: Joel • Resilient leaders are coachable • Team resilience is facilitated by leaders who are sensitive to and encourage the COMPLEMENTARY strengths of the team members Resilient leaders are in touch with their level of stress response; they know when they need to make adjustments (respond to triggers, stressors, challenges, failures)
  23. 23. True leaders know how to manicure the environment with their head, their heart, and their hands
  24. 24. Our three brains Our brains are essentially a set of tools to help us manicure our environment for thriving. What we label as “stress” is a deep knowing that the oscillation across our systems are not aligned. Something is “off.” Head Heart Gut
  25. 25. Human beings have three brains
  26. 26. Panksepp (Animal Model) Porges (Polyvagal) Davidson* (cortico-limbic) Play (Social Joy & Affection) Safety (optimal-arousal) • REST & DIGEST • SELF-REGULATE • SELF-SOOTHE • SOCIAL ENGAGE • EYE CONTACT • FACIAL EXPRESSION Emotional Styles 1.Resilience 2.Outlook 3.Social intuition 4.Self-awareness 5.Sensitivity to context 6.Attention Care (Nurturance)- Seeking Lust (sexuality) Danger (Hyper-arousal) FIGHT-FLIGHT Panic (Separation Distress) - Rage (Affective Attack) – Fear Life Threat (Hypo-arousal) Parasympathetic FREEZE * Also see https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4344113/ Neurological models involved in emotional experience Anterior Cingulate Thalamus → to Periaquaductal grey Ventral Tegmental Area Bed Nucleus Stria Terminalis Multiple circuits/Hypoth./PAG/Thal Medial amygdala Amygdala Parasympathetic Sympathetic Amygdala → Prefrontal Cortex Hippocampus (Low) Fusifrom Gyrus *(Low) + Amygdala (High) Insula (High) RAS <> Multiple Cortical Prefrontal > Nucleus accumbens Dorsallateralpre-frontalcortex Mid-cingulatecortex
  27. 27. Team resilience is facilitated by leaders who are sensitive to and encourage the COMPLEMENTARY strengths of the team Confidence Commitment Centering Community Compassion
  28. 28. Team Resilience (rapid growth in research) ◦ Pollock, C., Paton, D., Smith, L. M., &Violanti, J. M. (2003).Team resilience. In D. Paton, J. M.Violanti, & L. M. Smith (Eds.), Promoting capabilities to manage posttraumatic stress: perspectives on resilience (pp. 74–88). Charles C.Thomas Publisher, Limited. ◦ Stephens,J. P., Heaphy, E. D., Carmeli,A., Spreitzer, G. M., & Dutton, J. E. (2013). Relationship quality and virtuousness: Emotional carrying capacity as a source of individual and team resilience. Special Issue: Building Ethical,Virtuous Organizations., 49(1), 13– 41. ◦ Alliger, G. M., Cerasoli, C. P.,Tannenbaum, S. I., &Vessey,W. B. (2015).Team resilience: How teams flourish under pressure. Organizational Dynamics, 44(3), 176–184. ◦ Amaral,A., Fernandes, G., &Varajão, J. (2015). Identifying useful actions to improve team resilience in information systems projects. Procedia Computer Science, 64, 1182–1189. ◦ Vera, M., Rodriguez-Sanchez,A. M., & Salanova, M. (2017). May the force be with you: Looking for resources that build team resilience. Journal ofWorkplace Behavioral Health, 32(2), 119–138. ◦ Sharma, S., & Sharma, S. K. (2016).Team resilience: Scale development and validation.Vision, 20(1), 37–53. ◦ Stoverink,A. C., Kirkman, B. L., Mistry, S., & Rosen,B. (2018). Bouncing back together:Toward a theoretical model of work team resilience.Academy of Management Review. ◦ Stevens, R., Galloway,T., Lamb, J., Steed, R., & Lamb, C. (2015).Team resilience:A neurodynamic perspective. In D. D. Schmorrow & C. M. Fidopiastis (Eds.), International Conference on Augmented Cognition (pp. 336–347).Cham: Springer International Publishing. ◦ Morgan, P. B. C., Fletcher, D., & Sarkar, M. (2017). Recent developments in team resilience research in elite sport. Current Opinion in Psychology, 16, 159–164.
  29. 29. Team Resilience (OWLS) ◦ Bennett, J. B., Neeper, M., Linde, B. D., Lucas, G. M., & Simone, L. (2018).Team resilience training in the workplace: E-learning adaptation, measurement model, and two pilot studies. JMIR Mental Health, 5(2), e35. https://doi.org/10.2196/mental.8955 ◦ Petree, R. D., Broome, K. M., & Bennett, J. B. (2012). Exploring and reducing stress in young restaurant workers: Results of a randomized field trial. American Journal of Health Promotion, 26(4), 217–224. https://doi.org/10.4278/ajhp.091001-QUAN-321 ◦ Bennett, J. B.,Aden, C.A., Broome, K., Mitchell, K., & Rigdon,W. D. (2010).Team resilience for young restaurant workers:Research-to-practiceadaptation and assessment. Journal of Occupational Health Psychology, 15(3), 223. https://doi.org/10.1037/a0019379 ◦ Bennett, J. B., & Aden, C. C. (2011). Team resilience: Health promotion for young restaurant workers.Young adults in theworkplace:A multisite initiative of substance use prevention programs. 45. ◦ Bennett, J. B.,Aden, C., Broome, K., Rigdon,W. D., Petree, R. D., & Mitchell, K. (2010). Team Resilience Research Report(Health Promotion forYoung RestaurantWorkers). Final Report to SAMHSA UD1SP11129-02-1.Available fromOrganizational Wellness & Learning Systems, www.organizationalwellness.com.
  30. 30. Brief Exercise ◦ Confidence: Grit, Self-Efficacy ◦ Commitment: Perseverance, Determination ◦ Centering: Calm, Stable, Poised ◦ Community: Team player, Maven ◦ Compassion: Empathetic, Helpful Can you identify at least one person on your team who exemplifies the Resilience Quality? (a unique person for each one) What does the team need more of? 1 Strength? What would they say about you? 2 Opportunity? 3
  31. 31. Workshop Design (Kick-Off) ◦Tuesday (May 12): 7:00 to 9:30pm ◦ Introductions ◦ Setting Intentions ◦ Review Results: ◦ CliftonStrengths & EI assessments ◦ “Take-home” (COVID-19 Free) workbook ◦ Partner assignment (30 minute meet-up before May 16)
  32. 32. Workshop Design (Full Day) ◦Saturday (May 16) ◦ Start at 8:30am ◦ Online using Zoom ◦ Mix of presentation, discussion, activities ◦ 15-minute breaks every 90 minutes ◦ One hour for lunch ◦ Finish by 4:00pm ◦ Highly encouraged to use webcam throughout the day (See and Hear) ◦ Confidentiality Guidelines
  33. 33. Knowing Strengths Staying Resilient Emotionally Intelligent
  34. 34. Strategic Thinking Executing Relationship Building Sustain Relations (Influence) PREWORK – Complete Strengths Finder, EI, and Resilience Workbook Overall Model Stress and Coping Tools & Skills Identify Your Well- Being Lifestyle Identify Your Coping Response Style Optimize Interpersonal Resources Navigate the Team Environment Emotional Intelligence Tools & Skills Self-Awareness across Different Domains of Well-Being Self-Management in the face of Stressors Social Awareness in the face of Stressors Relationship Management through the resilience process TOOLS Use Strengths in self and in team identify EI Skills for Resilience Across the Four Strength Domains Tool 1 Tool 2 Tool 3 Tool 4 Personal Resilience How do your strengths support both a healthy lifestyle and self- awareness? How do your strengths help you respond to and manage yourself when stressed? How do your strengths garner support and social awareness to help with stress? How do your strengths help you manage relationships throughout? Professional Resilience FINAL INTENTIONS, PLANS AND SHARING OPTIONAL – ONGOING COACHING OR BIWEEKLY PROCESS MEETINGS Strengths Resilience Emotional Intelligence
  35. 35. • May 12 • May 16 • Bit.ly/OURSTRENGTHS Knowing Strengths Staying Resilient Emotionally Intelligent

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  • JaniceLitvin

    May. 2, 2020

The processes that underlie core leadership strengths and emotional intelligence also inform one’s ability to anticipate, manage, and respond to stress in positive ways. This presentation is a sneak preview of an online workshop. Learn More at bit.ly/OURSTRENGTHS Watch video:Go to: https://youtu.be/Jh0ernt_jew

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