Leadership DNA

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  • Leadership DNA

    1. 1. Leadership DNA Learn t he Difference Between Average Management & Effective Leadership Presented by: John F. Bradford
    2. 2. Why take the trouble to make Extraordinary Leaders of managers?
    3. 3. Insurance Company Management Team – 360 Assessed Statistics from The Extraordinary Leader, by Jack Zenger and Joe Folkman Great leaders have lower turnover
    4. 4. High Tech Co. Management Leadership Team – 360  Assessed Statistics from The Extraordinary Leader, by Jack Zenger and Joe Folkman Great leaders have more satisfied customers
    5. 5. Mortgage Bank Leadership Team – 360  Assessed Statistics from The Extraordinary Leader, by Jack Zenger and Joe Folkman Great leaders generate higher net income
    6. 6. Statistics from The Extraordinary Leader, by Jack Zenger and Joe Folkman Poor leaders cause disengagement & ‘mental turnover’ Leadership Effectiveness Impacts Employee Engagement Leadership Effectiveness Employee Engagement
    7. 7. Poor leaders cause disengagement and both physical & ‘mental turnover’ “ People leave people ” – Jim Sirbasku “ The doors are open, the lights are on but no one’s home ” – Anon
    8. 8. Statistics from The Extraordinary Leader, by Jack Zenger and Joe Folkman Great leaders make a remarkable difference Average leaders have average impact Poor leaders cause disengagement & ‘mental turnover’ Leadership Effectiveness Impacts Employee Engagement Leadership Effectiveness Employee Engagement
    9. 9. What special about the “ Leadership DNA ” of the Extraordinary Leader?
    10. 10. Profiles Leadership Research <ul><li>Started in 1992 – still ongoing </li></ul><ul><li>Research team included </li></ul><ul><ul><li>clinical psychologists </li></ul></ul><ul><ul><li>industrial / organizational psychologists </li></ul></ul><ul><ul><li>business leaders </li></ul></ul><ul><li>Initial study of 3,600 leaders </li></ul><ul><li>Ongoing research with over 500,000 leaders using Profiles model to date! </li></ul>
    11. 11. 8 Universal Management Competencies 18 Skill Sets <ul><li>Communication </li></ul><ul><li>Listens to Others </li></ul><ul><li>Processes Information </li></ul><ul><li>Communicates Effectively </li></ul><ul><li>Leadership </li></ul><ul><li>Instills Trust </li></ul><ul><li>Provides Direction </li></ul><ul><li>Delegates Responsibility </li></ul>
    12. 12. <ul><li>Relationships </li></ul><ul><li>Builds Personal Relationships </li></ul><ul><li>Facilitates Team Success </li></ul><ul><li>Task Management </li></ul><ul><li>Works Efficiently </li></ul><ul><li>Works Competently </li></ul><ul><li>Adaptability </li></ul><ul><li>Adjusts to Circumstances </li></ul><ul><li>Thinks Creatively </li></ul>8 Universal Management Competencies 18 Skill Sets
    13. 13. <ul><li>Production </li></ul><ul><li>Takes Action </li></ul><ul><li>Achieve Results </li></ul><ul><li>Personal Development </li></ul><ul><li>Displays Commitment </li></ul><ul><li>Seeks Improvement </li></ul><ul><li>Development of Others </li></ul><ul><li>Cultivates Individual Talents </li></ul><ul><li>Motivates Successfully </li></ul>8 Universal Management Competencies 18 Skill Sets
    14. 14. <ul><li>Communication </li></ul><ul><ul><li>Listens to Others </li></ul></ul><ul><ul><ul><li>Solicits ideas, opinions & suggestions from others </li></ul></ul></ul><ul><ul><ul><li>Creates a comfortable climate for airing concerns </li></ul></ul></ul><ul><ul><ul><li>Listens to all points of view with an open mind </li></ul></ul></ul><ul><ul><ul><li>Listen carefully without interrupting </li></ul></ul></ul><ul><ul><ul><li>Summarizes input then checks for understanding </li></ul></ul></ul>8 Universal Management Competencies 18 Skill Sets
    15. 15. But personally speaking…
    16. 16. Great leaders get results Production – Achieves Results Production – Takes Action
    17. 17. Extraordinary Leaders make Extraordinary People - There are no ordinary people, just ordinary leaders!
    18. 18. Recruit only The very best NEVER compromise
    19. 19. On a scale of competence where 10 is an excellent manager...
    20. 20. … a 7 is a moderately good manager … the problem is...
    21. 21. … 7s hire 5s... … 5s hire 3s...
    22. 22. And even the best can only do so much... … when surrounded by clowns! Extraordinary Leaders hire 10s!!
    23. 23. Put the right people in the right jobs
    24. 24. “ It’s not experience – or college degrees or other accepted factors… … (it) hinges on fit with the job.” Source: Herbert M. Greenberg and Jeanne Greenberg, “Job Matching for Better Sales Performance,” Harvard Business Review, Vol. 58, No. 5.
    25. 25. “ … (it) hinges on fit with the job…” <ul><li>Can deal with the mental demands of the position </li></ul><ul><li>Are comfortable with the demands of the environment and people they must work with </li></ul><ul><li>Enjoy the work and are motivated to do it </li></ul>‘ Superior’ producers fit their jobs and:
    26. 26. What happens if you don’t put the right people in the right jobs?
    27. 27. “ Contented Cows Give Better Milk” Bill Catlette & Richard Hadden “… companies will need to reorient their recruitment and selection processes by hiring “for fit” rather than mere credentials…”
    28. 28. <ul><li>Use assessments </li></ul><ul><li>Profile best performers </li></ul><ul><li>Do lots of interviews </li></ul><ul><li>Hire Slow! </li></ul>
    29. 29. Great leaders build personal relationships with their people Development of Others – Motivates Successfully & Cultivate Individual Talents Relationships – Builds Personal Relationships
    30. 30. They accomplish long term goals by planning daily steps Leadership – Provide Direction Production – Takes Action
    31. 31. Great leaders don’t procrastinate Production - Takes Action
    32. 32. They see obstacles as opportunities for creative change in the organisation Production - Takes Action & Achieve Results Adaptability – Adjusts to Circumstances
    33. 33. Extraordinary leaders are extraordinary communicators Communication – Listens to Others Communication – Communicates Effectively
    34. 34. They share a contagious enthusiasm that promotes a positive attitude Development of Others – Motivates Successfully Personal Development – Displays Commitment
    35. 35. Great leaders motivate successfully Development of Others – Motivates Successfully
    36. 36. They have genuine self confidence and keep a positive outlook Adaptability – Thinks Creatively Personal Development – Display Commitment
    37. 37. Profiles Leadership Research <ul><li>Started in 1992 – still ongoing </li></ul><ul><li>Research team included </li></ul><ul><ul><li>clinical psychologists </li></ul></ul><ul><ul><li>industrial / organizational psychologists </li></ul></ul><ul><ul><li>business leaders </li></ul></ul><ul><li>Initial study of 3,600 leaders </li></ul><ul><li>Ongoing research with over 500,000 leaders using Profiles model to date! </li></ul>
    38. 38. 8 Universal Management Competencies 18 Skill Sets <ul><li>Communication </li></ul><ul><li>Listens to Others </li></ul><ul><li>Processes Information </li></ul><ul><li>Communicates Effectively </li></ul><ul><li>Leadership </li></ul><ul><li>Instills Trust </li></ul><ul><li>Provides Direction </li></ul><ul><li>Delegates Responsibility </li></ul>
    39. 39. <ul><li>Relationships </li></ul><ul><li>Builds Personal Relationships </li></ul><ul><li>Facilitates Team Success </li></ul><ul><li>Task Management </li></ul><ul><li>Works Efficiently </li></ul><ul><li>Works Competently </li></ul><ul><li>Adaptability </li></ul><ul><li>Adjusts to Circumstances </li></ul><ul><li>Thinks Creatively </li></ul>8 Universal Management Competencies 18 Skill Sets
    40. 40. <ul><li>Production </li></ul><ul><li>Takes Action </li></ul><ul><li>Achieve Results </li></ul><ul><li>Personal Development </li></ul><ul><li>Displays Commitment </li></ul><ul><li>Seeks Improvement </li></ul><ul><li>Development of Others </li></ul><ul><li>Cultivates Individual Talents </li></ul><ul><li>Motivates Successfully </li></ul>8 Universal Management Competencies 18 Skill Sets
    41. 41. How much of this “Leadership DNA” your leaders / managers have? But how can you tell…
    42. 42. “ Inspect what you expect!” You must:
    43. 43. 360 Degree Feedback “ Self” Direct Report Direct Report Direct Report Peer Peer Peer Manager “ Boss” Anonymous & Confidential Anonymous & Confidential Anonymous & Confidential Anonymous & Confidential Anonymous & Confidential Anonymous & Confidential
    44. 44. <ul><li>Communication </li></ul><ul><ul><li>Listens to Others </li></ul></ul><ul><ul><ul><li>Solicits ideas, opinions & suggestions from others </li></ul></ul></ul><ul><ul><ul><li>Creates a comfortable climate for airing concerns </li></ul></ul></ul><ul><ul><ul><li>Listens to all points of view with an open mind </li></ul></ul></ul><ul><ul><ul><li>Listen carefully without interrupting </li></ul></ul></ul><ul><ul><ul><li>Summarizes input then checks for understanding </li></ul></ul></ul>
    45. 45. <ul><ul><li>5. Always </li></ul></ul><ul><ul><li>4. Often </li></ul></ul><ul><ul><li>3. Sometimes </li></ul></ul><ul><ul><li>2. Seldom </li></ul></ul><ul><ul><li>1. Never </li></ul></ul><ul><ul><li>0. Don’t Know </li></ul></ul>Deiric, do you: “ Listen Carefully without interrupting ”?
    46. 46. <ul><ul><li>5. Always </li></ul></ul><ul><ul><li>4. Often </li></ul></ul><ul><ul><li>3. Sometimes </li></ul></ul><ul><ul><li>2. Seldom </li></ul></ul><ul><ul><li>1. Never </li></ul></ul><ul><ul><li>0. Don’t Know </li></ul></ul>Boss, Direct Report, Peer: Does Deiric: “ Listen Carefully without interrupting ”?
    47. 47. Favourable Zone Favourable Zone
    48. 52. Thank You! John F. Bradford, Sr. Vice President Consulting Services Profiles International, Inc. 5205 Lakeshore Dr. Waco, Texas 76710 254-495-5500 [email_address]

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