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Models for leadership
The document outlines various leadership styles, including supportive, participatory, directive, and achievement-oriented, each with specific effective contexts and potential drawbacks. It emphasizes the importance of matching leadership style to situational needs and avoiding common mistakes like unclear goals and lack of feedback. Additionally, it discusses the dimensions of relational work and authentic leadership, highlighting the need for leaders to empower others and foster a connected, engaged team environment.
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Models for leadership
- 1. Models for leadership Inspiringothers to do their best work #UXPA2016 #Lead
- 2. How do wecreate leaders? How can we help individuals succeed? #UXPA2016 #Lead
- 3. You, as aleader, need to empower your team to generate and execute bold ideas. Tim Brown, CEO of IDEO
- 5. What styles ofleadership are effective? #UXPA2016 #Lead
- 6. Leadership styles Supportive –Participatory – Directive – Achievement-oriented
- 7. Supportive Focus on relationships Provideresources and advice Show sensitivity to team member needs Ask questions to guide others Effective when – Tasks are repetitive or stressful – Time is well-spent training and coaching – Templates and examples are readily available Negative: Can be time-consuming or ineffective if the purpose of the task isn’t clear
- 8. Participatory Tap team’s ideas,expertise Include team in making decisions Give freedom in how to perform the work Encourage creativity Effective when – Team is experienced – Task is complex and challenging – Want to collaborate to formulate the plan – People want to give input Negative: Can be ineffective when you need a quick decision
- 9. Directive Communicate goals and expectations Makedecisions Assign clear tasks, delegate Command, rather than consult the team Effective when – Tasks or projects are unstructured – Team is inexperienced – Buy-in isn’t necessary for success – In crisis Negative: can be overly demanding
- 10. Achievement-oriented Set challenging goalsfor your team Be confident in team’s abilities Expect solid performance Provide high standards Put the right people on the team Effective when – Desire to reach collective goals – Team is trained, skilled in doing the work – Want to engage people for a long period of time – Some are unmotivated or unchallenged in their work Negative: Can be viewed as competitive or fail if team composition isn’t right.
- 11. Tip: match thestyle to the situation How much time is available? Are relationships based on respect and trust or are you working to earn trust? Who has the information—you, someone else, or team? How well is the team trained? Who is experienced with the task? What type of task: structured, unstructured, complicated, or simple? Are their any preferences or conflicts to consider? What’s the stress level?
- 12. How can weavoid common leadership mistakes? #UXPA2016 #Lead
- 13. Common leadership mistakes Notdefining goals clearly enough Not giving enough feedback Not "being there" for your team Not anticipating far enough in advance Provide a vision and clear expectations Build in feedback loops Check in, ask how things are going, and be willing to lend a hand Plan long-term, look for triggers, warn team of potential issues Mistake Lesson
- 14. Common leadership mistakes Beingtoo ‘hands on’ or too ‘hands off’ Tolerating poor performance, poor performer or bad behavior Making people feel bad Pitch in strategically or let go of concrete tasks Create improvement plan based on learning Maintain positive feelings in yourself Mistake Lesson “I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” – Maya AngelouSource: www.nndb.com /people/265/000023196/
- 15. How can welead productive conversations? #UXPA2016 #Lead
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- 17. G = Goal R= Reality O = Options W = Way forward G.R.O.W. Source: www.slideshare.net/mcpheats/how-to-use-the-grow-coaching-model
- 18. Use it to Structurea 1-on-1 conversation Unstick a sticky situation Focus a group Step through solving a problem
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- 20. I.C.E. I = Intellectual C= Convert to E = Emotional Source: incrediblepictures.com
- 21. Ask questions, inthis order: 1. Tell me more … What happened next? 2. What have you tried? What’s not working? 3. How does this impact you, on a personal level?
- 22. Use it to Structurea 1-on-1 conversation Show you care Keep a pulse on what’s happening Get feedback Uncover the root cause
- 23. How can webetter understand and work with people? #UXPA2016 #Lead
- 24. 4 Dimensions ofrelational work
- 25. 4 Dimensions are 1.Influence 2. Interpersonal facilitation 3. Relational creativity 4. Team leadership
- 26. Influencers Are persuasive Constantly tapinto their network Love to negotiate Make strategic connections Build a team around them Source: https://twitter.com/anthrotechUX
- 27. Interpersonal facilitators “Behind the scenes”worker Sense people’s emotions and motivations Help people cope with issues and conflict Work to align team members values and get agreement Source: https://twitter.com/anthrotechUX
- 28. Relational Creativity Use picturesand words to communicate from a distance Focused on building relationships Able to motivate others to act Use ambiguity to find opportunity, create and innovate Source: https://twitter.com/anthrotechUX
- 29. Team leadership Successful throughtheir interactions with others ‘Doers’ Thrive on working with others to accomplish goals Interested in people and processes Source: https://twitter.com/anthrotechUX
- 30. Use it to Observewhat motivates people you work with Match the task to the right person Notice gaps in roles your team may have Recruit a good fit
- 31. Consider what motivatespeople Influencer Promote, negotiate, close Consult and discuss. Help resource teams. Share successes publically. Interpersonal facilitator Mediate and solve disagreements Ask for information, to clarify. Team up to address disputes. Relational creativity Create, share ideas, provide options Be open to other ways of achieving a task. Recognize creative accomplishments. Team leadership Devise the plan, collaborate, deliver results Ask for feedback, have them review. Suggest practical alternatives.
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- 40. Leadership is aboutmaking others better as a result of your presence and making sure that impact lasts in your absence. Sheryl Sandberg, COO of Facebook
- 41. How can webe authentic leaders? #UXPA2016 #Lead
- 42. Leaders … Set challenginggoals Develop discipline Prepare, delegate and guide Show compassion and passion Challenge present circumstances Learn from failure Celebrate success
- 43. Leaders need to… Listen Cultivatethe right environment Trust Make people feel connected Give permission to fail Take swift action to course correct Provide timely feedback Provide perspective & inspiration “Be the change you wish to see in the world.” – Mahatma Gandhi Source: www.biography.com
- 44. Leaders don’t createfollowers. They create other leaders. Tom Peters, Author and management consultant
- 45. Thank you. How dowe create leaders? How can we help individuals succeed? What styles of leadership are effective? How can we better understand and work with people? How can we be authentic leaders? #UXPA2016 #Lead @AnthroTechUX @lanihathaway http://uxpa2016.org/sessionsurvey?sessionid=216
- 46. ANTHRO-TECH.COM | (360)584-9151 Lani Hathaway SENIOR USER-CENTERED DESIGN CONSULTANT lanihathaway@anthro-tech.com
- 47. About Anthro-Tech We’re auser-centered design consultancy focused on government agencies, nonprofits and enterprises with a social-impact mission.