Executives do not want to be "Taught Leadership". They are already leaders, experts in their field and have proven that they know what it takes to get the job done so what could we teach them. This class does not look to teach a leader how to lead but rather works with Leaders to unlock, better articulate, and share their leadership abilities across the organization. During this interactive seminar style class; C-level execs age given the tools they need to assist in capturing and passing their own knowledge and experience on to the next generation of leaders of the organizations they have built

1. Leadership for
Leaders

2. Objectives
• What is leadership
• Why / how did they become our leaders?
• How can we support them?
• What do we want from our leaders?
• How do we train leaders?
• How do we ensure learning success?
• What are our roadblocks?
• How do we engage leaders?
• What can up and coming leaders teach us?
• How can we facilitate continual learning?

3. What is leadership?
• lead·er·ship/ˈlēd rˈSHip/
ə
Noun:
– The action of leading a group of people or an
organization.
– The state or position of being a leader.

4. Book definitions are not very helpful
• Who is a leader?
A person who:
– Is accountable for a project or outcome,
– Manages others,
– Tells people what to do,
– Organizes work,

5. Functional definitions are not very
helpful either…
So how do we identify a leader?

6. Functional Definitions are not very
helpful either…
We need to be able to
articulate
the intuitive knowledge skills, abilities and
characteristics a leader brings to the
organization .

7. A leader is someone who:
• Has Courage, • Is Reliable,
• Displays Conviction, • Is a Coach,
• Is Organized, • Mentors others,
• Shows Patience, • Is Ethical and Moral,
• Can motivate others, • Is Trustworthy,
• Is Knowledgeable • Can get things done,
• Has Vision, • LISTENS

8. What do our leaders have that is hard
to replace?
• Institutional knowledge?
– How are we capturing this?
– How can we capture it and share it in an effective
way?
• Experience – Intuitive knowledge
– How do we capture this?

9. How did they become leaders?
They practice all of the leadership skills we
listed earlier.
They put these skills into action.

10. What do we want from our leaders?
• Ensure their group is in alignment with the
organization as a whole,
• Shares best practices and lessons learned,
• Identifies weakness and develops solutions,
• Shares problems so that others can see the
issue and provide direct or indirect assistance.
• Mentoring of the next generation of leaders.

11. What else do we want from our
leaders?
• Knows the mission of the organization
• Shares their knowledge through words and
action,
• Uses knowledge of and loyalty to the
organization to engender support from others,
• Help in defining specific tasks to achieve goals,
• Ability to delegate,
• Consistency.

12. How can we support them?

13. We facilitate collection and sharing of
all those knowledge skills and
abilities we just said were so
important to our leaders!

14. How do we collect all of this info?
ASK

15. We are all teachers

16. So how do we train leaders?
We Don’t

17. So how do we train leaders?
We make sharable knowledge easy to
access!

18. So how do we train leaders?
We help them to teach us!

19. So how do we train leaders?
We provide the tools and methods to
share knowledge and experience.

20. So how do we train leaders?
We do not dictate
We engage and support

21. Ensuring a successful learning
experience?
• Define metrics that give us information on
where we are, how we are doing, and when
we have achieved our goals,
• Act as the facilitator, and knowledge
repository,
• Develop multiple modes of sharing the
knowledge we capture,
– ILT, Distance, Blended, Wiki, CBT / recorded
webinar, seminars, etc.

22. What are our roadblocks?
• Telling a leader that you are going to train them is
like saying “you don’t know what you are doing”
• TIME!
– We need to make it easy for them to give and to
share,
• Some people may not feel like they have the ability
to “Conduct training”,
• What are our other roadblocks…?

23. How do we engage leaders?
• Teachers want to share and teach so we
facilitate,
• We make opportunities for members to
provide input,
• We develop training based upon the input of
our leaders,
• Share how we use their input,
• Provide feedback and thanks.

24. What do we train?
• All of the best practices and lessons learned,
• Orientation for new members,
• Continuing education that our leaders have
identified as important to developing members,
• Ways to appreciate those who give generously of
time and resources,
• Ways to appreciate those who continuously
provide their best efforts and who we can
depend upon.

25. Do we have the right tools?
• How can we make it easy?
– If it is hard to share people won’t,
– If it is frustrating they will stop,
– If no one participates no one else will join,
• What are the tools that will allow us to make
it easy?
• Do we have members that can help?!

26. What can our up-and-coming leaders
teach us?
• New ideas,
• New technology,
• New ways of thinking about problems and
solutions,
• How are we using technology now?
• Are we making use of mobile aps, communities of
practice, Linked in, FACE BOOK, ETC…
• Close the generation gap engage new up and
coming leaders,

27. How can we facilitate continual
learning?
• Provide Clarity
– It conveys clear and honest messages in a timely
manner, and answers the who, what, where, when
and why.
• Listen
– It encourages information to flow up the channel as
well as down, and sideways too, if that’s appropriate.
• Relevance
– Good communication provides not only the vision but
also the logistics so people know what needs to be
accomplished… and their individual roles in attaining
that success.

28. What other knowledge is important
to our leaders?
Attracting new leaders!

29. How do we attract new leaders?
• Ask them,
• Be open to including new people,
• Make the job attractive,
• Make it fun,
• Match their interests to our needs.

30. Summary and Review
• We cant force training,
• We are all teachers,
• Solicit input,
• Leaders define what needs to be trained,
• Engage members in documenting both best
practices and lessons learned,

31. Summary and Review
• Training must be dynamic and interactive,
• Remove roadblocks,
• Provide tools that make knowledge capture
and sharing easy,
• Younger members and up and coming leaders
are a great resource for ideas and tools.

32. Summary and Review
• By creating a learning strategy, standardizing and
systematizing we create quality and reduce defects,
• Engaging the membership – especially leaders,
• Listening:
– Sharing best practices and lessons learned,
• Understanding and avoiding roadblocks,
• Making it easy to collect and share knowledge,
• Including and fostering emerging leaders,
• Using metrics to continually assess ourselves we can
create a more efficient and effective organization that
is able to do more with less more successfully

33. Thank you and have a
good day!