Leadership in Action
An outsourcing program for
leadership development
focused on driving
organizational performance
throu...
Our Leadership Development Program
Leadership Assessment Tools are
needed to focus and accelerate the
leadership developme...
All Leadership Development Elements are Required
The absence or ineffectiveness of one or more of
these elements is why so...
How We Produce Behavior Change
The question we are asked most
frequently about our leadership
development program is how w...
How We Produce Behavior Change
Focus on Program Objectives
We focus all elements of our program
on improving staff engagem...
How We Produce Behavior Change
Focus on Interpersonal Skills and Abilities
We do provide learning materials and
discussion...
Interpersonal Skills and Abilities
Read people by accurately interpreting the emotional
content in their faces, body langu...
Interpersonal Skills and Abilities
Influence the attitudes, abilities, and actions of others through
constructive communic...
Efficient and Personalized
Our development program is highly efficient
because our assessment program clearly
defines our ...
Leadership in Action
Questions?
Contact:
Dr. Phillip R. Ash
professorash@ymail.com
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How we produce behavior change

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Our Leadership in Action leadership development program focuses on producing leaders who will behave in new ways that can improve engagement and discretionary effort in their organizations. This presentation outlines how we produce behavior change in leaders.

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How we produce behavior change

  1. 1. Leadership in Action An outsourcing program for leadership development focused on driving organizational performance through engagement and discretionary effort. How We Produce Behavior Change
  2. 2. Our Leadership Development Program Leadership Assessment Tools are needed to focus and accelerate the leadership development process. A “blended learning” approach will deliver training 24/7 through online courses as well as through workshops. One-on-one and team coaching will be used to accelerate the rate of experiential learning and behavior change.
  3. 3. All Leadership Development Elements are Required The absence or ineffectiveness of one or more of these elements is why so many leadership development efforts fail to produce the changes in leadership behaviors that are required to deliver higher levels of engagement and discretionary effort. Training alone typically does not produce behavioral change and it can be very expensive. Training and coaching without assessment sacrifices both effectiveness (developing the wrong skills and abilities) and efficiency (delaying behavioral change and increasing costs).
  4. 4. How We Produce Behavior Change The question we are asked most frequently about our leadership development program is how we are able to produce the behavior changes that result in improved leadership effectiveness. The answer resides in the objectives we set and the integrated approach we take to achieve them.
  5. 5. How We Produce Behavior Change Focus on Program Objectives We focus all elements of our program on improving staff engagement and discretionary effort. Research clearly indicates improving staff engagement and discretionary effort will result in a wide range of economic benefits for the organization. Thus, we focus our efforts on helping our clients to develop and apply the leadership knowledge, competencies, and behaviors necessary to improve staff engagement and discretionary effort.
  6. 6. How We Produce Behavior Change Focus on Interpersonal Skills and Abilities We do provide learning materials and discussion about leadership theories and models, but most of our effort focuses on developing and deploying the interpersonal skills and abilities required to put leadership knowledge to work. What makes a successful leader is what they can achieve with and through other people, which requires advanced interpersonal skills. We develop six complementary sets of critically important skills and abilities.
  7. 7. Interpersonal Skills and Abilities Read people by accurately interpreting the emotional content in their faces, body language, and non-verbal communication. This includes the ability to assess how well other persons accept your ideas and points of view. Connect with people, primarily through empathy, reflective listening and then form trusting relationships that are the foundation of work environments that feature engagement and collaboration. Engage people through questioning and responding appropriately to their ideas and emotional states.
  8. 8. Interpersonal Skills and Abilities Influence the attitudes, abilities, and actions of others through constructive communication strategies, coaching, applying nurturing behaviors while avoiding toxic ones. Think more effectively with others in pairs (using the Thinking Partners method) and a by facilitating small group thinking processes in an enriched Thinking Environment. Shape behaviors using the principles of Applied Behavior Analysis to implement change faster and more effectively as well as manage performance to better achieve objectives.
  9. 9. Efficient and Personalized Our development program is highly efficient because our assessment program clearly defines our starting point and we have clear performance objectives in mind (engagement and discretionary effort). Because each leader will ultimately develop their own unique blend of leadership style and interpersonal skill set, the one-on-one approach we use is essential to achieve the economic benefits to the organization we seek to achieve. The basic development process and performance objectives are well-defined, but each development journey is unique.
  10. 10. Leadership in Action Questions? Contact: Dr. Phillip R. Ash professorash@ymail.com

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