The document outlines strategies to foster transformational leadership within organizations, emphasizing the distinction between management and leadership. It highlights the significance of intrinsic motivation, various leadership styles, and the importance of developing a supportive culture that enhances employee engagement and morale. Key recommendations include personalized training, self-leadership, and creating an environment where employees feel empowered and valued.

1. Create a Culture of
Transformational Leaders.

2. Thank You!
Chuni Li Dawn Walsh Christine Higgins
Marti Brookstein Kimberlee Ho

4.  Intrinsic or extrinsic motivation.
 10 styles of manager and leader.
 Hunter-farmer personality
spectrum.
 Managing versus leading
 Behaviors, traits, characteristics
great leaders possess.
AGENDA

5.  Leadership increases employee
morale, productivity, loyalty.
 Leadership as the foundation of an
exceptional organizational culture.
 Leadership increases employee
engagement.
AGENDA

6. • Training ‘Aint Enuff.
• Attract, Retain, Advance NextGen Leaders.
• Provide guidance future leaders need to
evolve into their roles.
• Deliver training, knowledge and resources
to your people, when they need it,
personalized so they can use it MOST
effectively.
The Learning Org

8. Type of
Work
Type of
Employee

10. 10
1. Autocratic
2. Bureaucratic
3. Charismatic
4. Democratic/Participative
5. People/Relations-Oriented
10 Styles (1-5)

11. 11
6. Servant Leader
7. Task-Oriented
8. Transactional
9. Transformational
10 Styles (6-9)

12. 12
#10 4P-Ethical Model
www.businessballs.com/ethical_management_leadership.htm

13. 13
Democrat
Autocrat
Trans-
actional
Trans-
formational
YOU?
Leadership Styles

14. Now YOU try

15. The Chazin GroupThe Chazin GroupRelationship Behavior Spectrum

17. “Managing ‘Aint
Leading.”
Ethan Chazin

18. “Managers are people who do
things right, while leaders are
people who do the right thing.”
Warren Bennis

19. • No organization ever got through a crisis or
transformed itself through management.
• From “me” to…”WE!”
• Give your people the tools, direction,
training, guidance, trust, and
empowerment to move mountains.
What Makes a Leader

20.  Management is detrimental. Leadership is
critical…
Leadership: It’s In You
MANAGEMENT LEADERSHIP
• Management (from Old
French) is the art of
conducting, directing.
• From Latin “manu agere”
means lead by the hand.
• The process of leading and
directing all or part of an
organization, often through
the deployment and
manipulation of resources
(human, financial, material,
intellectual or intangible.)
• Possess a VISION.
• Build consensus, guides
or inspires others.
• Generally refers to the
position or office of an
authority figure.
• Ability to get people to
follow willingly.
• About behavior first and
skills second.

22. Refocus Your
Recruiting
Efforts

23. Superhero Characteristics

24. • Possess a VISION.
• Build consensus, guide, inspire others.
• Generally refers to the position or office of
an authority figure.
• Ability to get people to follow willingly.
• About behavior first, skills second.
• Create buy in.
Definitions Abound

25. • That VISION Thing.
• Thrive in CHAOS.
• A Moral Compass.
• Conviction/Passion.
• A Sense of HUMOR!
• Adaptability/
Embrace Change.
Skills, Traits…WHATEVER!

26. • Aptitude for Tech.
• Tenacity: Stick-With-It-NESS.
• Compassion.
• Honesty.
• Willingness to Fail GREATLY But…LEARN from
Your Mistakes.
• Take Risks.
• Artistic Creativity to Invent.
• Natural Curiosity.
Skills, Traits…WHATEVER!

27. The Chazin GroupThe Chazin GroupMutual Symbiosis

28. • You get out of your relationships what you
invest in them, so:
 Share articles.
 Inform of upcoming events.
 Make introductions.
 Start your own group.
Be Indispensable

29. The Chazin GroupThe Chazin Group
Be a…
Connector!

30. 30
The Chazin Group
• Check Yourself…Who Are You?
• People Have to WANT to Follow You
• Possess Self Knowledge
• Your Strengths & Weaknesses
• Seek Opinions / Criticisms
• Become a Role Model
• Make Your Words Your Actions
• Your Actions Should Mirror Your Words
The Chazin GroupHow to Become a Leader

32. 32
1. Create a Career Vision (how about your
40-year plan?)
2. Set yourself leadership development
goals.
3. Measurable actions that can be
quantified.
4. Regularly assess your performance
against your plan.
5. Find opportunities to practice leadership.
LEAD BY EXAMPLE!
The Chazin GroupYour Leadership Plan

33. 33
The Chazin Group
•Be A leader in Your Own Image.
•Hire Well. Fire Fast!
•Speak Well.
•Know Just Enough Tech.
•Develop “learning agility”.
The Chazin GroupHow to Become a Leader

34. 34
• Decisiveness Over Inclusivity.
• Learn to delegate.
• Be empathetic, earn trust, love and care
for your people, treat them with respect
and civility.
• DON’T Manage Time. INVEST In It!
• Work Longer Hours. Don’t Change.
OR…Work Fewer Hours More Efficiently.
• Create a Positive Environment.
Change Your Culture.
How to Become a Leader

35. 35
People Are Following. Now What?
• Serve People’s Needs.
• Listen HARD!
• Keep Earning Their Trust.
• Pursue Change.
• Share Leadership.
• Build Teams.
• Leadership & Development.
How to Become a Leader

36. •Develop Great Decision-Making
Skills:
Don’t make decisions that aren’t yours
to make.
Choose from alternatives, not “Right &
Wrong”.
Make decisions while you have time
Formulate decisions on paper.
What Makes a Leader GREAT

37. “Do you wish to rise? Begin
by descending. You plan a
tower that will pierce the
clouds? Lay first the
foundation of humility.”
St. Augustine

38. 38
The Chazin Group
• Check Yourself. Who Are You?
 People Have to WANT to Follow You
• Practice Emotional Intelligence:
• Self-Awareness
• Self-Management
• Social Awareness
• Social Management
• Your Strengths & Weaknesses
• Seek the Opinions/Criticisms of Others
• Be a Role Model
• Be Authentic: Your Actions Should Mirror Your
Words
The Chazin GroupBecoming a Leader

39. 39
The Chazin Group
•Be A leader in Your Own Image.
•Hire Well, Fire Fast.
•Communicate Effectively.
•Develop “learning agility.”
The Chazin GroupBecoming a Leader

40. Leadership… a Foundation
for an Amazing Culture

41. 41
• Develop a formal coach, mentor, sponsor
program.
• Tear down/re-build your PMP/review process.
• Develop Affinity groups
• Future Leaders Leadership Training.
• Idea Generation program.
• Create Your Ideal Employee Avatar/profile.
• Define your Vision, Mission, Core Values
• Communicate on ALL recruiting materials and
marketing efforts.
Building a Leadership Culture

42. “To improve is to change; to
be perfect is to change often.”
Winston Churchill

43. “Our people are our
greatest asset.”

44. “Our people are our
greatest asset.”

45. People are NOT assets
to be managed.

46. Best Practices?

47. • Have people define their jobs.
• Job rotations.
• Job sharing.
• Self-managed teams.
• Human capital audit.
The Chazin GroupThe Chazin GroupBest Practices

48. Self-
Leadership

49. • 21st Century workplace demands more
collaboration, work-life balance, and
geographically dispersed teams.
• Rapid change and transformation means
direct reports know more about their work
than their managers.
• Organizations MUST enable their
people to lead themselves!
• Self-leaders define their own work, take
initiative, set priorities, and solve
problems independently.
Self-Leadership

50. Leadership encourages
engagement…

51. • Town Halls.
• Idea Generation Program.
• Employees Architect Own Work.
• Reward, Recognize.
• Coach, Mentor, Sponsor.
• NextGen Leader Promotion Plan.
• Affinity Groups.
The Chazin GroupThe Chazin GroupCreating Engagement

52. Ask
Questions!

53. “If your actions inspire others to dream
more, learn more, do more and become
more, you are a leader.”
John Quincy Adams

55. Be Authentic
The
Grand
Finish

56. What this means
for YOU…?

58. Woulda-Coulda-Shoulda
All the Woulda-Coulda-Shouldas
Layin' in the sun,
Talkin' bout the things
They woulda-coulda-shoulda done...
But those Woulda-Coulda-Shouldas
All ran away and hid
From one little did.
Shel Silverstein

60. Thank You!

61. LinkedIn.com/in/ethanchazin
Twitter: @EthanChazin
TheChazinGroup.com
Ethan@TheChazinGroup.com
TEL: 201.683.3399 | CELL: 917.239.5571
Contact Me