Fail Safe Leadership Presentation Linkedin
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This presentation is a book review of the Fail-Safe Leadership book which provides a candid look at leadership processes, managerial effectiveness, and describes more efficient and effective processes to improve the results of your team. Contact us for more information at dave.gregory@inspiredperformancesolutions.com
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Fail Safe Leadership Presentation Linkedin
- 1. Fail-Safe Leadership Straight Talk About Correcting the Leadership Challenges in Your Organization Dave Gregory Chief Learning Officer Inspired Performance Solutions, Inc. Copyright © 2011 Inspired Performance Solutions, Inc. ALL RIGHTS RESERVED.
- 9. Fail-Safe Leadership Copyright © 2011 Inspired Performance Solutions, Inc. ALL RIGHTS RESERVED. Then Grow Leadership Qualities In People Get Results Competency-Based Model Assumption
- 10. Fail-Safe Leadership Copyright © 2011 Inspired Performance Solutions, Inc. ALL RIGHTS RESERVED. Then Grow Leadership Qualities In People “ Hope” for Results Competency-Based Model Assumption
- 12. Fail-Safe Leadership Copyright © 2011 Inspired Performance Solutions, Inc. ALL RIGHTS RESERVED. Then Define the Desired Results Grow People & Processes to Ensure those Results Results-Based Model
- 13. Fail-Safe Leadership Copyright © 2011 Inspired Performance Solutions, Inc. ALL RIGHTS RESERVED. Competency Based Model Results-Based Model Traditional Approach Focuses on Personal Characteristics Training Oriented (Emphasis is on imparting new Leadership Skills or Qualities) Attributes to be imparted are Generalized, Subjective, and Tend to Make Leaders more and more alike Leading Edge Approach Focuses on Results Development Oriented (Optimizes Utilization of Intrinsic and Existing leadership Characteristics) Attributes to be developed are Results-Specific, Objective, and Maximize the Qualities Unique to each Leader
- 14. Fail-Safe Leadership Copyright © 2011 Inspired Performance Solutions, Inc. ALL RIGHTS RESERVED. Competency Based Model Results-Based Model Difficult to Link to Operating Systems Difficult to Identify Emerging Leaders Process of Developing Leaders is Relatively Slow and Inefficient Assumes Effective Leaders have approximately the same Personal Leadership Characteristics Links Directly to Operating Systems Emerging Leaders are easily Identified based upon Ability to Achieve Results Process of Developing Leaders is relatively Fast and Efficient Assumes Effective Leaders Vary Considerably with Regard to Personal Leadership Characteristics
- 15. Fail-Safe Leadership Copyright © 2011 Inspired Performance Solutions, Inc. ALL RIGHTS RESERVED. Competency Based Model Results-Based Model No Direct Alignment to Company’s Vision and Strategic Plan Difficult to Measure Against Results Confusion Deepens Between What Is Expected of Leaders and the Desired Company Results Link to Company’s Bottom Line is Negligible Aligns Directly to Company’s Vision and Strategic Plan Easily Measured Against Results Desired Company Results = What is Expected of Leaders Links Directly to the Company’s Bottom Line
- 31. Fail-Safe Leadership Copyright © 2011 Inspired Performance Solutions, Inc. ALL RIGHTS RESERVED. Results Action Steps Vision Mission Critical Success Factors Goals ALIGNMENT LEVEL III
- 36. Fail-Safe Leadership Copyright © 2011 Inspired Performance Solutions, Inc. ALL RIGHTS RESERVED. Results GOALS REWARDS CONSEQUENCES OBSTACLES POSSIBLE SOLUTIONS Action Steps WHO DOES WHAT BY WHEN
- 37. Fail-Safe Leadership Copyright © 2011 Inspired Performance Solutions, Inc. ALL RIGHTS RESERVED. Daily Goal Setting + Action Planning = Results LEADERSHIP ENGINE LEADERSHIP DEVELOPMENT PROCESS CREATING POSITIVITY IN RAPIDLY CHANGING ENVIRONMENTS IS A PROCESS
- 39. Fail-Safe Leadership Copyright © 2011 Inspired Performance Solutions, Inc. ALL RIGHTS RESERVED. Straight Talk About Correcting the Leadership Challenges in Your Organization www.inspiredperformancesolutions.com
Editor's Notes
- SPEAKER NAME / Presentation 08/23/11 09:08 PM Fail-Safe Leadership – Book Review
- SPEAKER NAME / Presentation 08/23/11 09:08 PM The Goal – Develop a Fail-Safe system of leadership which helps us lead our organization to unprecedented levels of success and achievement. Three important points about the book: Principle of Parsimony – Keep it simple Effective Answers designed to enhance your leadership knowledge and awareness, and as a result, help you create an action plan. The purpose of the book is to discuss what leadership “DOES” more than what it is.
- SPEAKER NAME / Presentation 08/23/11 09:08 PM ACTIVITY – Questions to Consider
- SPEAKER NAME / Presentation 08/23/11 09:08 PM Checklist of Leadership Challenges Discuss as group. Which of these do we recognize within our teams? Within our own behaviors?
- SPEAKER NAME / Presentation 08/23/11 09:08 PM ACTIVITY – Follow instructions. Easel the responses to three. Ask the questions – What does it mean that there are so many differences? Which characteristics are the “true” leadership qualities? Will the real leader please stand up? Is there any one thing about each of these individuals that they all have in common which may not have yet been listed?
- SPEAKER NAME / Presentation 08/23/11 09:08 PM Ask about the people – what makes these people similar? The answer should be their “Ability to Set Goals and Achieve Results.”
- SPEAKER NAME / Presentation 08/23/11 09:08 PM Discuss Quote
- SPEAKER NAME / Presentation 08/23/11 09:08 PM Discuss the “Super Worker” model and challenge of promoting based upon ability to excel at different job. Discuss the competency or attribute based model
- SPEAKER NAME / Presentation 08/23/11 09:08 PM The Competency based model requires the leadership qualities to be present or developed prior to getting results.
- SPEAKER NAME / Presentation 08/23/11 09:08 PM Reality of the competency based model is “Hope” for results
- SPEAKER NAME / Presentation 08/23/11 09:08 PM This is “Results-Based” Leadership Model
- SPEAKER NAME / Presentation 08/23/11 09:08 PM Discussion – This is a huge mind shift for many people. Leaders have often been thought of as people who must role model behaviors first, then results will happen. The “Results-Based” model challenges that belief. Simply put, Leadership is the ability to set goals and achieved desired results.
- SPEAKER NAME / Presentation 08/23/11 09:08 PM Leaders set goals and achieve results by DOING the things that LEAD to achieving results. What does this mean? Leaders identify QUALITY PROCESSES and FOLLOW these Quality Processes to achieve results. Therefore, every good leader MUST be a good follower.
- SPEAKER NAME / Presentation 08/23/11 09:08 PM Think about it…in every field, professionals, have predetermined sets of processes they follow to achieve their goals. Accountants, Medical Professionals, Lawyers, Athletes, Engineers, sales consultants, customer service agents, trainers. We ALL have processes we follow to achieve results.
- SPEAKER NAME / Presentation 08/23/11 09:08 PM The movement from the person leading to the processes leading creates interesting synergy. Ask for examples from participants of proven processes they use to achieve results. Break the process down into different layers. How could it benefit Qwest call centers?
- SPEAKER NAME / Presentation 08/23/11 09:08 PM Use the quality processes to IDENTIFY the methods to achieve desired outcomes
- SPEAKER NAME / Presentation 08/23/11 09:08 PM The description of leadership now changes to encompass the processes as the primary focus.
- SPEAKER NAME / Presentation 08/23/11 09:08 PM It just makes sense that when the goals of every individual in an organization are aligned with the overall vision of the company, positive results are more likely to occur. Ensuring those results are achieved, however, only happens when the operations in a company are aligned to its strategic vision. Q. How do we align strategic vision with daily operational goals? OPP, objectives, processes
- SPEAKER NAME / Presentation 08/23/11 09:08 PM It just makes sense that when the goals of every individual in an organization are aligned with the overall vision of the company, positive results are more likely to occur. Ensuring those results are achieved, however, only happens when the operations in a company are aligned to its strategic vision.
- SPEAKER NAME / Presentation 08/23/11 09:08 PM It just makes sense that when the goals of every individual in an organization are aligned with the overall vision of the company, positive results are more likely to occur. Ensuring those results are achieved, however, only happens when the operations in a company are aligned to its strategic vision. Q. How do we align strategic vision with daily operational goals? OPP, objectives, processes
- SPEAKER NAME / Presentation 08/23/11 09:08 PM Page 63-64 story in the book about the alignment of the company – everyone working towards the goal, but not working together towards the goal
- SPEAKER NAME / Presentation 08/23/11 09:08 PM Alignment at Level III is the first phase of the Leadership Development Process. When Alignment does not meet this process, then results are unlikely to occur.
- SPEAKER NAME / Presentation 08/23/11 09:08 PM What’s the first word a child learns? Besides maybe “Mommy” or “Daddy” most children learn “NO” first. Examples. Negative attitudes are therefore a learned behavior and must be unlearned by creating a process which consistently transforms negative attitudes into positive ones. Leadership Development Process then MUST include a process to change attitudes.
- SPEAKER NAME / Presentation 08/23/11 09:08 PM This is a popular view of Goal Setting and a nice way to remember the steps to goal setting. Let’s look at Goal Setting from a quality process perspective.
- SPEAKER NAME / Presentation 08/23/11 09:08 PM GOAL Setting is a process – Follow the Quality Process to achieve results.
- SPEAKER NAME / Presentation 08/23/11 09:08 PM Action Plan Process – Always need WHAT WHO and WHEN
- SPEAKER NAME / Presentation 08/23/11 09:08 PM GOALS and ACTION STEPS – Each has a defined process. Following Quality Processes leads to results which is leadership by definition.
- SPEAKER NAME / Presentation 08/23/11 09:08 PM The Leadership Engine is the second part of the Leadership Development Process. Establishing processes is the key to achieving results. Creating the positive attitude environment is driven by Daily Goal Setting and Action Planning.