Everything You Ever Wanted to Know About Leadership (In Sixty Minutes or Less)


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  • Thank you so much for joining us for Everything You Ever Wanted to Know About Leadership (in 60 Minutes or Less). As of right now there are 67,404 leadership books on Amazon.com. There’s The 1 Thing You Need to Know, The 3 Leadership Imperatives, The 4 Obsessions, The 5 Dysfunctions, The 7 Habits, The 21 Irrefutable Laws, The 100 Undeniable Principles, The 365 Daily Insights. Our goal here today is to cover them ALL in the next 58 minutes and 47 seconds. Along the way we’ll hear the wisdom of Abe Lincoln, Mother Teresa, Vince Lombardi, Oprah, JFK, MLK, Steve Jobs, Dr. Seuss and maybe even … God. Here’s our agenda . . .
  • First, I’d like to thank all of YOU for all your input. We conducted extensive surveys, polls & interviews. I read literally a 32-foot-high stack of books, articles, blog posts, dissertations and other materials suggested by YOU. Talked to CEOs, HR professionals, IT leaders, marketing gurus, venture capitalists, teachers, students, retirees. All sorts of leaders and -- probably even more importantly – all sorts of followers. So here’s what we’ll cover. First, a few minutes on L basics. Then, the complete Hx of L in 3 mins or less. We’ll then look at patterns from lawsuits and other workplace disasters to come up with a simple how NOT to lead formula. Then we’ll examine how TO lead with a little something we’re calling the Leadership Workout. Then we’ll conclude with a peek into the Future of Leadership. But that’s not all. There are loads of bonus materials in the back of your PPT on everything from Leading Change to Leading Meetings. Other info will be posted on my Blawg – marktoth.com -- in coming days. Immediately after this webinar, visit the Blawg to take part in our official “Smartest Person in our Audience” quiz where we’ll see who does the best job of staying awake here today. As always, we’re going to move FAST. This will be a high-impact and quite possibly perspiration-producing presentation. Let’s go!
  • Let’s start with some leadership basics to make sure we’re all on the same page.
  • So, what exactly is a L? Great place to start.
  • Another key question: So, what’s the difference between a L and a mgr? Steven Covey says: Management is efficiency in climbing the ladder of success; leadership determines whether the ladder is leaning against the right wall. That’s pretty deep. Another one …
  • That’s WHAT a L is. So exactly WHO is a L? Good news is every single one of us is a potential L. Doesn’t matter what your position is. Even lawyers can be leaders. We all have huge oppty to influence others. Co-workers. Subordinates. Bosses. Clients. Vendors. Friends. Family. Lots of oppties to put what hear today into practice.
  • Here’s another great quote …
  • No matter what you’ve done or not done in your career, YOU can lead and quite possibly become a truly great leader. To help demonstrate, as you can see on our screen there, it’s time for our first Text-o-rama. I’m going to read off a list of “accomplishments” by one well-known leader. The first person to text us at the number on the screen: 414/899-0126, that’s 414/899-0126 -- with the correct identity of the person will win a $50 gift certificate good for any of the fine merchants @ giftcertificates.com. Just type in your first name so we can identify you + the name of the leader. Here we go. What leader had this in his past? Lost his first job. Then ran for the state legislature and lost. Then failed in business. Then he got elected to the state legislature but shortly thereafter had a nervous breakdown. Then he failed in an attempt to become speaker of the house. Then he failed in a run for Congress. Then he failed in a US Senate race. Then he failed to get the nomination for Vice President. Finally he failed again in another senate race. Who was this man of many failures? The answer in a few moments …
  • OK, now it’s time to turn to our true experts on L: YOU.
  • First, we asked you all a simple question: Who is your favorite leader and why? Interesting: #1 choice far and away was … NOBODY. Most people told me they really don’t have a favorite. EVERYBODY’S flawed was what I heard. When you did name someone most often it was some lofty and/or historical figure. Topping the list were spiritual leaders like Jesus and Gandhi and Martin Luther King, Jr., followed by dead politicians like Abe Lincoln and Ronald Reagan. A number of you mentioned fictional characters like Harry Potter and others. Followed by innovative geniuses like Bill Gates and Steve Jobs. Then sports giants like Vince Lombardi and John Wooden. Few even mentioned their bosses, both current and past. And a few humbly identified themselves when asked who their favorite leader is.
  • As far as YOUR LEAST fave Ls, there were some similarities to last list. But rather than dead politicians, tended to list living politicians. I won’t mention them by name but let’s just say that no political party was left unscathed. Next were evil dictators like Saddam Hussein, Stalin and others too nasty to mention. Fallen CEOs made the list. Your bosses and YOU made this list, too – although when people mentioned themselves for THIS list it was often in the past tense before they became the fabulous YOUs that made the LAST LIST.
  • We also conducted an online poll to determine the Top Ten Leadership Books of All Time. Here are the rather surprising official results. Basically, it was God, Dr. Seuss and then everyone else. They were: 1. The Bible (by a landslide, I might add) Oh, the Places You’ll Go! The 7 Habits of Highly Effective People (Covey) 4. The 21 Irrefutable Laws of Leadership (Maxwell) 5. The One Minute Manager (Blanchard) 6. Good to Great (Collins) 7. Fish! (Lundin) – great little book 8. How to Win Friends and Influence People (Carnegie) 9. On Becoming a Leader (Bennis) 10. The Leadership Challenge (Kouzes) One thing we heard over and over. Be careful what you read. One leader I interviewed: No fave book. No recipe. Minute think there is = not a L. G2G is a “great” example of this cautious approach to reading. Of the 11 supposedly great companies, 1 – Circuit City – has since gone bankrupt. Another – Fannie Mae – was part of the mortgage debacle. Overall as a group they underperformed vs. the average mediocre S&P500 company. [Several leaders insisted that books are outdated the moment they’re printed. Recommended reading The Economist (instantly look smarter just from carrying it around), HBR, McKinsey Quarterly and WIRED.]
  • The answer to our first Text-o-Rama is none other than Abe Lincoln. After all the failures we enumerated, he went on to be elected President of the U.S. and one of the few people that most experts – and YOU -- agree was a truly great leader.
  • Now it’s time for …
  • For more than a century, leadership models have been based on methods developed during the Industrial Revolution. The rise of big organizations led to what you see here. (Read) Mostly designed to facilitate assembly-line mass production.
  • Then in the 60s & 70s people started experimenting, questioning the old models more and more. Lots and lots of theories. Situational leadership, consultative leadership, participative leadership, contingency leadership, non-leadership leadership. Things got pretty heavy, groovy, funky & far out and then came …
  • The Age of Jack. Jack Welch’s name used to come up all the time as the world’s greatest leader. Not so much anymore. In fact, almost no one I interviewed even mentioned him, which would have been unthinkable just a few years ago. What’s happened? A lot . . . 1 CEO I interviewed shared an interesting FORTUNE Magazine critique of Jack Welch’s legacy. Here’s what they described as the Old Rules, still followed by plenty of companies. (READ) So what are the new rules?
  • Here are the rules in the new Age of YOU Rather than big is better, agile is now #1. Rather than seeking world domination, companies are trying to find a niche where they can excel or create something new that adds actual value. While shareholders are still obviously important, it’s becoming more and more evident that customers are the ones who really rule. Rather than slashing inside, companies are looking out first to see what the world and customers need before making internal changes. Instead of dumping a certain % of employees each year, companies are looking to hire passionate people with strengths the company needs. And last, the era of the celebrity CEO is giving way to a more courageous and, often, humble leader.
  • In other words, it’s all about PEOPLE. We are now entering the Human Age. Pressure from all the forces you see there is resulting in a recognition that access to talent, not capital, will be the absolute #1 differentiator among winners & losers. Simply put, companies and leaders that find & grow talent will win. Those who don’t, won’t.
  • Now it’s time for how NOT to lead. To prepare this, I analyzed patterns from virtually every lawsuit in the hx of mankind. Here’s what I found …
  • At the heart of virtually every major lawsuit is a failure in leadership. The higher up the failure, the bigger the lawsuit. To get a little deeper, I looked at companies that went from good to gone …
  • Here they are. The ?: WHY did all these good companies go bye-bye? Enron was named Fortune Magazine’s most innovative company 6 yrs in a row. $65B in assets. But it’s gone. Then came WorldCom bankruptcy in 2002 with assets of more than one hundred billion, dwarfing Enron’s. GONE. Bear Stearns was named F’s Most Admired securities company. Three hundred and ninety-five billion in assets. GONE. Lehman Bros, a 158-year-old investment bank, still holds record as the largest bankruptcy in US hx. More than six hundred billion in assets. GONE. So, WHY did all these companies go from … Good to Gone?
  • In looking at all the lawsuits & facts & data, there appeared to be 4 clear FAILURE FACTORS at the heart of these collapses and basically every other failure in leadership history if you think about it. If want to fail as a leader, make sure you’re filled with each of these. (READ) Let’s get a bit more specific …
  • Some stern warnings out there on pride from everyone from God to Jeff Foxworthy as you can see there on your screen. As the age-old Proverb says: “Pride goes before destruction, a haughty spirit before a fall.” Leaders who hog the spotlight, take all the credit, do all the talking, brag, show off and mistreat others because of their position won’t lead for long. It’s the opposite of everything at the heart of great leadership. If you’re filled up with pride, you’ll soon be down.
  • Here’s the 2 nd Failure Factor. (Pause) With all due respect to Gorden Gecko, GREED is NOT good. As you can see here, political analysts, rockers, rappers and even children’s characters agree. I personally like the last one. (READ) Or as Shaggy says: Take heed. Stop the GREED.
  • What about FEAR? One expert called it the darkroom where negatives develop. Or put another way: FEAR is False Evidence Appearing Real.
  • Humans are filled with fear. There are now more than 500 documented phobias. There’s even Phobefobia (fear of phobias). Here’s a deep question: Sharks or Cows. Which do you fear more? When I was 12 my family prepared for our first trip to Fla by watching Jaws. Thanks, mom and dad. I was terrified for weeks, barely stuck a toe in the water. But guess what? My fear was unfounded. According to the folks at dailyrandomfacts.com, Americans are TEN TIMES more likely to get stepped on and killed by a cow than eaten by a shark. Ten times. In other words, it’s far more dangerous for me to live here in Wisconsin than to go boogie boarding somewhere in Florida. We do this all the time in business. We let unfounded fear govern our decisions. We fear losing our job, we fear looking bad, we fear making mistakes, we fear our boss, we fear being found out for who we really are. Fear, fear, fear. Many execs in the good to gone companies admitted being driven by FEAR which clouded their judgment. Are you?
  • Last, we have LIES. Honest Abe Lincoln said (Read Quote) That’s backed up by science. According to a USC study, it takes far more brain matter to lie than to tell the truth. It’s harder. As for the second point, about the only Enron exec not in fed prison is Sharron Watkins, its lawyer. She’s the one who blew the whistle on the whole mess. She told the truth internally and eventually externally even though it seemed fatal to her career at the time. I’m pretty sure now she’s glad she did.
  • So, let’s stop here & ask ourselves a question that gets to the very core of all four of those failure factors: “Is it all about ME?” or “Is it all about WE?” Put another way: Are you in it for YOU? Or for others and for your organization? Give that some deep thought. Answer honestly – remember, lying is more work.
  • Here’s a question for you all to further this discussion … Express yourselves
  • 15%. True for other sports as well and also, interestingly enough, for the Oscars. Only about 15% of best picture winners had either the best actor or actress. The point? WE is more important than ME. If you don’t grasp that you won’t have many followers.
  • That’s enough about NOT to lead. Let’s turn our attention to how TO lead with a little something we’re calling The Leadership Workout .
  • Most leadership books spend the bulk of their pages on externals, on actions, on symptoms, but rarely talk about the real root causes. Well today we’re going to cut right to the very heart of leadership and then work our way outward. As with any workout, you have to strengthen your core first. Here’s the basic diagram. Start with the heart, then the mind, the ears and mouth and hands and then feet. Have to have ALL of these parts working together or you’ll fall flat on your face and can’t lead anyone anywhere. We’ll define each and then give you a set of exercises to strengthen your skills. Let’s begin.
  • The place to start … is the HEART. If your heart isn’t in the right place you’ll lead people to the wrong place. History is littered with lots of leaders who did just hat.
  • Here’s another question for you. The fine folks at MPG’s own RM surveyed more than 20,000 Ees to find out what keeps ‘em engaged. A lot of the choices on the list made the top 10, but which one was #1? (READ) ANSWER: The #1 answer was: “Senior leaders value employees.” That’s it. Or put another way …
  • LOVE! If you remember nothing else today, this is it. 99.99999% of leadership theory boils down to this one simple word. Want to lead people? Love ‘em. Want to lose ‘em? Don’t love ‘em. Want to stay out of court? Love your employees. Want a union? Don’t love ‘em. Want to make your clients happy? Love ‘em. Want to lose ‘em all and go bankrupt? Don’t love ‘em.
  • What does the heart of a loving leader look like? Here are the 4 chambers. As we just said, Ls need to really CARE about their employees. If you don’t care, neither will they. The next piece is just as vital. If you aren’t HUMBLE, you’re going to stumble. Humility was the #1 leadership trait ID’d in Good to Great and is at the very heart of Steven Covey’s books, as well as countless other books and studies. In short, great leaders put their org and others first above their own self-interest. WE above ME. Research also shows that the hearts of great leaders overflow with HOPE of a better tomorrow. America’s banking system collapsed a few hours before FDR gave his first inaugural address. Did he panic? Nope. He expressed … hope. Dr. Martin Luther King, Jr. didn’t preach vengeance but a hope ful dream of justice & equality for all. Hope matters. And last, a company without an ETHICAL heart is rotten to the core. Just think of all the Good to Gone companies we discussed before. This is backed up by hard facts. I’m happy to say that MPG was recently named one of the World’s Most Ethical Companies. Acc’g to data on those companies, they outperform their less ethical counterparts by a whopping 7.3% each and every year. Their leaders also spend less time in jail, which is nice.
  • Want more evidence? Sports are a great way to test leadership theories . You get instant results. Perhaps the greatest coach in the history of any sport based purely on results was John Wooden. Here they are. Most coaches would be happy with one national championship. He had 10, including an absolutely unprecedented 7 in a row. (Read rest.)
  • But more impressive than WHAT he did was HOW he did it. Insisted on doing things the right way. No cheating scandals. No steroids. Players and even opposing coaches to this day still gush in their praise of him. Here are some quotes straight off what he called his pyramid of success he crafted over his years as a coach. Weren’t just words on a page. Applied ‘em every day. He said that LOVE is the most powerful four letter word. Started with the heart, not the scoreboard. He built great TEAMS by starting on the inside, not the outside. Just one example. As a young coach in the 1950s, his team won its conference and earned an invite to the national tournament. It was his first real taste of success. Could be something that moved him onward and upward to better things. But when he discovered that the tournament wouldn’t let African-American athletes play, he turned the invite down cold. Coach Wooden died last year at the ripe old age of 99, leaving a loving legacy of leaders, including CEOs that played for him, coaches, motivational speakers, asset managers, engineers, business owners, educators and humanitarians. He truly led from the heart.
  • So, here’s our exercise set for this section. What’s the condition of YOUR heart? (READ) If you’re like me, people would probably like to see a whole lot more of each of these. Please, exercise your heart every day! There’s nothing more important you can do as a leader.
  • Here’s some recommended reading if you want to get deeeper. Aim for the Heart is a great little practical book.
  • The next layer is the MIND of a leader.
  • When it comes to your brain, here are the top four things you should do with it as a leader. (READ)
  • Great leaders are constantly LEARNING. Learning is truly indispensable. Learn the biz. Learn customers. Learn, learn, learn, learn. Even people with large brains like Steve Jobs can learn. Some people forget this but he was once fired from Apple. His biggest mistake? Using a closed system that shunned independent developers and stunted innovation. When he returned, he took the opposite approach. He opened up development to the techie community and the result was the iPod, iTunes, iPhone, iPad, apps, apps and more apps. He LEARNED.
  • Leader brains should also CREATE. According to IBM’s Global CEO Study, the #1 leadership quality to cope with the complexity of this world is CREATIVITY. It’s getting more and more important every day to be able to tackle that complexity by setting aside old assumptions and develop new solutions .
  • The 3 rd brain skill: DECIDE. Want to be a CEO? Decisiveness is one of the key competencies that all CEOs must have, according to hot-off-the-presses RM research that will be released this week. You see the quote there from Steve Jobs. Being a leader means actually saying NO. He tells a story about how he took tons of heat for saying NO over and over to Apple entering the PDA market. He was convinced they were on the verge of being extinct. He was right. If he had said YES Apple would not have had the resources to develop a little something called the iPod and we probably wouldn’t be talking about him right now.
  • Fourth, your brain show know YOU. (READ) Lots of great tools out there. One leader turned me on to a tiny little book called StrengthsFinder published by Gallup. Takes about 45 minutes to read and then at the end you get an access code to an online strengths assessment test. You instantly see your top 5 and what’s good and maybe not so good about ‘em. Great tool we’ll discuss more later.
  • Here’s our brain exercise. Look at each of these and honestly assess the percentage of time you spend on each. If I’m honest, some weeks it’s pretty close to 0% for some of these. So busy with the day-to-day that I don’t spend nearly enough time growing the leader parts of my brain. A mind is a terrible thing to waste. If you want to be a L, spend some time growing yours.
  • Here’s this section’s recommended reading. If you want to get REALLY deep, on the right there read the May Harvard Business Review on what it takes to be a wise leader. My brain hurt after reading it, which is good.
  • Our last question was from the follower perspective. Here’s the leader perspective. (READ) Strategic vision is the #1 leadership competency, acc’g to brand new rsrch by RM. Named by 91.7% of leaders – nothing else even close. All the others in our ? made the top 4 except the last one, which should have in my opinion.
  • And now, the EYE
  • Just like the survey said, the first responsibility of a leader is to define reality or to rally people toward a better future.
  • To lead, your V should be CLEAR. If it’s not, you and others can’t see where you’re going. Here are some well known Vs. There’s Apple in 2 words. Think different. everything they do. Disney. Make people happy. Vision went from Walt himself down to the janitorial staff at the park, all of whom smile 24 hours a day. Sam Walton. Buy bulk & discount. Simple, clear & direct man w/a simple formula. All it did was lead to the world’s biggest company. Microsoft. Computer in every home. Bill Gates used to repeat this vision every .03 seconds. Became reality.
  • Here’s some EYE exercise to do when you get back to your work. Look up. Stop your day-to-day and picture the future. Where do you want you and your team to be in a year. 3 yrs? 5? If you don’t do that, won’t happen. Look out. What are your customers going thru? Your competitors? Others around you? Look in. Use your heart and your mind to spell out your V. Write it down. Simple. Vivid. Aspirational. Inspirational. Discuss with your team and get their thoughts. Kick it around.
  • OK, here’s our next question. (READ) Answer: As someone’s immediate manager you’re in the best posn to impact the #1 driver of EE engagement, which is having Ees who agree with this statement: “My opinions count.” So D is the correct answer. They want you to VALUE their opinions. But are you really listening?
  • Let’s talk about the EAR of a leader.
  • (READ)
  • Here’s every listening skills training in the history of the universe on one slide. Listen first. And maybe second, third, fourth and fifth. Surround yourself with people who will actually tell you the truth. When you listen, make eye contact and restate what you hear to ensure understanding. Put down the dang phone and always follow the 2:1 ear-to-mouth ratio. One other side benefit: listening is actually good for you. According to a University of Maryland study, blood pressure lowers when we listen and rises when we speak. In fact, it’s actually lower when listening than it is when we stare at a blank wall. So I’m actually lowering all of your blood pressure right now. You’re welcome.
  • Here’s a real-life example. It’s a fact of history that Abe Lincoln had big ears. He sought out advice even when it hurt and he actually LISTENED to it. Right after he won election for President, Lincoln stunned the nation by appointing his chief rivals to his cabinet. Imagine that. Like having John McCain and Sarah Palin in the White House right now. Kind of interesting to think about. Well, when he was questioned about the sanity of the decision, Lincoln responded that he wanted the very best people for his cabinet whether they agreed with him or not. Awesome lesson on listening to a diversity of opinions. Having diversity in your workplace, diversity on your teams. In fact, this country might be a whole different place if old Abe hadn’t been willing to listen.
  • So, here’s your assignment on this one. Pick up this book, tells the whole Lincoln story I just related (but much better). If you want to cheat, you can wait til next year when it will be coming to a theater near you, courtesy of Steven Spielberg and starring Daniel Day-Lewis as Honest Abe.
  • Now on to the MOUTH of a leader . . .
  • What do they hear? Here are some sad statistics showing that you’re basically ignoring me right now: If all you do is sit there today and listen to me, you’ll only retain about 15% of what you hear. If you’re reading along, you’ll retain up to 22%. But if you discuss the material, practice it and actually DO it, your retention skyrockets to near 90%.
  • What do employees want to come out of your mouth? Your V. The strat behind the vision. Your expectations of them. And how they can contribute to meeting your customers’ needs. Don’t talk about anything else til you’ve got those covered.
  • Here’s every leadership communication book in history on one slide. The first one is a great place to start. Mother Teresa said: “ Let us ALWAYS meet each other with a smile, for the smile is the beginning of love.” That’s beautiful. Encourage one another. Mother Teresa also said: “Kind words can be short and easy to speak, but their echoes are truly endless.” Keep it clear, compelling and creative, otherwise they won’t hear you over all the clutter out there. Show don’t tell. Use stories, analogies, real-life examples. Have FUN. Always always always tell the TRUTH. And repeat. Repeat. Repeat. In his “I have a dream” speech, MLK repeated that phrase 8 times and the word freedom 30 times. As a result, we’ll never forget.
  • Want to be a better communicator? Get on YouTube and watch MLK’s I Have a Dream speech over and over until you’ve memorized every nuance. True masterpiece of communication. And later today tune in to Oprah’s grand finale and watch another fine communicator in action. She really connects to her audience’s heart.
  • Next question. (READ) According to RM’s research, having an actual discussion about career dev’t is the very best way to engage your direct reports. (Although my guess is that “E” would be a very close 2 nd .)
  • OK, now it’s time for ACTION. The HANDS of a Leader.
  • OK, so after all that touchy-feely stuff, now we move on to what Ls actually DO. Actions speak waaaay louder than words. (READ)
  • 3 essential things a leader must DO: Take people by the hand and DEVELOP ‘em. Then work as a team to EXECUTE the strategy. And then REPEAT. That’s it. If you develop your people and execute your strategy better than your competitors, you will WIN. It’s that simple. Want proof? One leader that came up over and over in our research was Vince Lombardi, the legendary coach of the GB Packers. Think you have trouble attracting & retaining top talent? Imagine trying to convince professional athletes to play outdoors in the tiniest city in the NFL where the average temperature is approximately negative 79 degrees. But Lombardi did it, following this basic formula. Develo. Execute. Repeat. Won 5 championships, including the first 2 Super Bowls with a team that was failing before he came.
  • Here’s what he said about development. (READ) Or as another leader said . . .
  • Some more facts … If you’re the kind of leader who generally ignores your team, they’re 40% more likely to be actively disengaged. No way you’ll win. If you coach ‘em but focus on their weaknesses, 22% chance actively disengaged. Little chance you’ll win. BUT if you focus on strengths, only a 1% chance actively disengaged. WIN. Studies show highly engaged teams are 70% more productive, have 70% less turnover and 44% more profitable. If you remember back to our Brain discussion, use the StrengthsFinder or other similar tool to diagnose your team’s strengths . See where you’re strong and where you might need to add some diversity of talent where key strengths are missing. And then go out and get that talent.
  • So, that’s DEVELOPMENT. But you still have to EXECUTE. Lots and lots and lots of books and courses on how to lead execution. Here’s what a leader MUST do (but very few actually do). It’s really pretty simple. Set clear priorities. 3-4 max. Ask yourself are they really clear? Are they the right ones? Then … DO them. Follow thru. Biz world is littered with literally bazillions of initiatives that never got off the ground. Reward those who actually did what they were supposed to. And then Repeat. That’s it. You will all now be flawless executors. Enjoy winning.
  • Here’s some hand-y reading recommendations. Lombardi and Fish! Fish! is a great book recommended by one of the leaders I interviewed – shows how to execute and have fun at the same time. Just might change your life.
  • Nearing the end. Can’t go anywhere unless you have the FEET of a leader.
  • Let’s cut right to the chase . . . No one will follow you unless you actually model what we’ve talked about. Walk the walk. Or, maybe more aptly, run the run Terrain will be rough. Gotta have balance . Balance is key. If let work life get out of whack like so many “Ls” do, will end up being a lousy L in other areas of your life. As Walt Disney said: “A person should never neglect family for business. Love begins by taking care of the closest ones. The ones at home.” Don’t neglect your family and friends. Can’t be a truly great leader if not a great leader there. People will see right through you. Speed and agility needed now more than ever in our increasingly hyper-paced world. As for perseverance , life is a marathon, not a sprint. As Winston Churchill said: “N ever flinch, never weary, never despair.”
  • These are the top future leadership factors identified by a consortium of 27 world-class leadership consultants, including Right Management. Hot off the presses – not even released yet. (READ) Future leaders will need not just agility but MEGA-agility as things move faster and faster. One of the key things you need to develop. Cross-cultural sensitivity and a global mindset get more critical every single day. We’ll need to creatively manage an ever-increasing deluge of info and complexity. And, last as always, it’s the HUMAN AGE – talent will be the key to the universe.
  • Every good workout has a cool down. Here’s ours …
  • Here’s a handy summary of everything we covered. Let’s review it one more time just to make sure it’s in your heart, head and everywhere else. Lead with the heart. It’s the best place to start. LOVE, LOVE, LOVE. Grow your brain. Learn, Learn, Learn. Look up and develop your stategic vision. Without V, you and others can’t see where to go. Listen first and when you talk be clear compelling and creative. Then it’s time to DO. Develop others and execute better than your competitors and you’ll win. Then it’s time to run w/balance, speed and perseverance. Marathon not a sprint.
  • Final Text-o-Rama of the day. First person to correctly ID the person who said the following will win a $100 gift certificate. Here goes . . . Be your name Buxbaum or Bixby or Bray or Mordecai Ali Van Allen O’Shea You’re off to Great Places! Today is your day! Your mountain is waiting. So . . . GET ON YOUR WAY ! Let’s move on as the texts roll in …
  • For more on this topic, visit the Blawg. We’ll put up additional materials that we couldn’t fit in today. And remember to participate in our Smartest Person in our Audience Contest immediately following this webinar. The address again is marktoth.com. For deeper leadership assistance, feel free to contact Michael Haid, SVP of Talent Management for the Americas Region of Right Management. RM has I believe more leadership coaches worldwide than any other org on the planet. Or you can always contact your favorite ManpowerGroup contact. We’re all happy to provide solutions to help you WIN in the changing world of work. And the winner of our last TEXT-O-RAMA is . . . ______ with the correct answer of Dr. Seuss. Congrats! THANK YOU so much for your time and attention today. We really really really appreciate it! Now get out there and LEAD !
  • One slice of execution is CHANGE. Can take week-long courses on change management. I’ve taken a few. Here they are on one slide. Don’t make this complicated. Death of anything. It’s really this simple. Need a team. Leader can’t do it alone. Empower ‘em. If not, not really a team and will fail. Craft a clear & compelling V. Turn that V into action plan. If can’t, won’t work. Next two are where leaders often stumble. Communicate, communicate, communicate ‘til you want to vomit. But guess what? No one’s listening, as we discovered. Have to be creative. Stories. Encourage. Celebrate when get parts of plan done. Just like execution, follow thru. No magic formula. Actually follow through on change til actually happens. Don’t confuse yourself with extra “steps,” JUST DO IT, DANGIT.
  • Ever work at a place that had pre-meetings for prep meetings to get ready for meetings about meetings and then post-meetings to debrief the meetings to prepare for the next pre-meetings for meetings about meetings? I worked at law firms. I’ve had all of that and more. Here in one slide is every book on leading meetings ever written. If no agenda, no meeting. Honest robust discussion on topic. Have everybody stand if you have to. Capture action items so don’t have to repeat the same meeting over again. And then follow-thru on what you said you’d do. That’s it.
  • Leadership has to be a strategic focus or it won’t be a strategic focus. Centralized efforts work best. Owned by corporate, not geographies or businesses = more movement fr one to another. If want to develop Ls have to involved Ls. Hire Top Talent vs. try to fix mediocre talent. Link w/all HR systems, including perf mgmt, comp & job assignments across boundaries. And can’t lose customer focus. If can’t delight customers, doesn’t matter.
  • Could think of no better way to close this section than with insights from one of the worlds’ foremost experts on how NOT to lead – Michael Scott, formerly of NBC’s The Office. Fortunately for Dunder-Mifflin, Mr. Scott recently left the company to pursue other opportunities. Left behind a lasting legacy of lousy leadership lessons. Here’s a sampling … First one strikingly similar to some of the biz book mantras I read to prep for this. [Read thru ‘em.] Much more from Mr. Scott on Blawg if want even more inspiration.
  • Everything You Ever Wanted to Know About Leadership (In Sixty Minutes or Less)

    1. 1. Everything You Ever Wanted to Know About Leadership (In 60 Minutes or Less)
    2. 2. AGENDA
    3. 3. Leadership 101
    5. 5. “ LEADER” vs. “MANAGER”
    7. 7. YOU CAN LEAD
    8. 8. YOU CAN LEAD TEXT-O-RAMA! First name + Answer to: 414/899-0126
    9. 9. YOU on Leadership
    13. 13. YOU CAN LEAD TEXT-O-RAMA! Answer: Abe Lincoln TEXT-O-RAMA! Answer: Abe Lincoln
    14. 14. The HISTORY of Leadership (In 3 Minutes or Less)
    15. 15. AGE OF INDUSTRY
    16. 16. AGE OF AQUARIUS
    17. 17. AGE OF JACK
    18. 18. AGE OF YOU
    19. 19. FOUR FORCES
    20. 20. How NOT to Lead
    21. 22. GOOD TO GONE WHY?
    23. 24. PRIDE
    24. 25. GREED
    25. 26. FEAR
    26. 27. FEAR <ul><li> </li></ul><ul><li> vs. </li></ul>
    27. 28. LIES
    28. 29. WHERE ARE YOU ?
    29. 30. QUESTION <ul><li>What percentage of NBA games are won by the team with the leading scorer? </li></ul><ul><li>100% </li></ul><ul><li>75% </li></ul><ul><li>55% </li></ul><ul><li>35% </li></ul><ul><li>15% </li></ul>?
    30. 31. Source: The RBL Group / Dave Ulrich
    31. 32. The Leadership WORKOUT
    33. 34. The of a Leader
    34. 35. QUESTION <ul><li>What’s the #1 thing leaders can do to increase employee engagement? </li></ul><ul><li>Communicate clear strategy </li></ul><ul><li>Manage change effectively </li></ul><ul><li>Reduce inefficiency </li></ul><ul><li>Show that you value employees </li></ul><ul><li>Buy a yacht, golf excessively and generally ignore employees </li></ul>?
    35. 36. LOVE
    36. 37. The of a Leader
    37. 38. The of a Leader: JOHN WOODEN
    38. 39. The of a Leader: JOHN WOODEN
    39. 40. EXERCISE <ul><li>Would those around you describe you as: </li></ul>
    40. 41. EXTRA CREDIT
    41. 42. The of a Leader
    42. 43. The of a Leader
    43. 44. The of a Leader: LEARN
    44. 45. The of a Leader: CREATE Source: IBM Global CEO Study
    45. 46. The of a Leader: DECIDE
    46. 47. The of a Leader: KNOW YOU
    47. 48. EXERCISE <ul><li>What % of your time do you spend growing your brain? </li></ul>
    48. 49. EXTRA CREDIT
    49. 50. QUESTION <ul><li>What do leaders identify as the absolute #1 leadership competency? </li></ul><ul><li>Inspiring others </li></ul><ul><li>Creating a strategic vision </li></ul><ul><li>Developing an accurate & comprehensive overview of the business </li></ul><ul><li>Decision making </li></ul><ul><li>Smooth dance moves </li></ul>?
    50. 51. The eye of a Leader
    51. 52. The of a Leader: VISION
    52. 53. The of a Leader: VISION
    53. 54. EXERCISE
    54. 55. QUESTION <ul><li>What do employees want leaders to value most? </li></ul><ul><li>Their appearance </li></ul><ul><li>Their work product </li></ul><ul><li>Their communication skills </li></ul><ul><li>Their opinion </li></ul><ul><li>Their karaoke skills </li></ul>?
    55. 56. The of a Leader
    56. 57. The of a Leader
    57. 58. EXERCISE: LISTEN!
    58. 59. The of a Leader: ABE LINCOLN
    59. 60. EXTRA CREDIT
    60. 61. The of a Leader
    61. 62. The of a Leader: WHAT DO THEY HEAR?
    62. 63. The of a Leader: WHAT DO THEY WANT TO HEAR?
    63. 64. EXERCISE
    64. 65. The of a Leader: EXTRA CREDIT
    65. 66. QUESTION <ul><li>What’s the very best way for an immediate manager to engage his or her employees? </li></ul><ul><li>Have an all-day staff meeting </li></ul><ul><li>Assign them stretch assignments </li></ul><ul><li>Increase pay by 58% </li></ul><ul><li>Have a 1-1 discussion about career development </li></ul><ul><li>Make every day “Jeans Day” </li></ul>?
    66. 67. The of a Leader
    67. 68. The of a Leader
    68. 69. EXERCISE
    69. 70. The of a Leader: DEVELOP
    70. 71. The of a Leader: DEVELOP If you generally ignore your employees The chances they’ll be actively disengaged are If you focus on employee weaknesses The chances they’ll be actively disengaged are If you focus on employee strengths The chances they’ll be actively disengaged are Sources: Right Management, Gallup Organization, Strengths Finder 2.0, HR Management (2010), Seven Strategies to Engage Employees (2010) 40% 22% 1%
    72. 73. EXTRA CREDIT
    73. 74. The of a Leader
    74. 75. EXERCISE
    75. 76. The FUTURE of Leadership (In 3 Minutes or Less)
    76. 77. FIVE FACTORS Source: Right Management
    77. 78. COOL DOWN
    79. 80. FINAL WORD TEXT-O-RAMA! First name + Answer to: 414/899-0126
    80. 81. WANT MORE?
    81. 82. WANT MORE?
    83. 84. LEADING CHANGE
    85. 86. LEADERSHIP DEVELOPMENT KEYS Source: RBL Group / Hewitt / Harvard Business Review