The document summarizes a presentation by Dr. Jim Bohn on developing others in the workplace. It discusses that developing employees is critical for retention and succession planning. Bohn presents a model for employee development called the iC.A.R.E.2 model, which focuses on competence, autonomy, relationships, effectance, and self-efficacy. The model is intended to help leaders create conditions where employees feel motivated from within by building skills, independence, relationships, sense of achievement, and belief in their abilities to succeed. Bohn emphasizes that leaders do not directly motivate but instead help employees find their own motivation.
How to be a leader, and not just a manager: what does evidence teach us?CharityComms
Michael Connellan, head of external affairs, JDRF
Visit the CharityComms website to view slides from past events, see what events we have coming up and to check out what else we do: www.charitycomms.org.uk
How to be a leader, and not just a manager: what does evidence teach us?CharityComms
Michael Connellan, head of external affairs, JDRF
Visit the CharityComms website to view slides from past events, see what events we have coming up and to check out what else we do: www.charitycomms.org.uk
Learning as we go is often how our sector views leadership development. But what if that wasn't so? What if you could learn core leadership traits that would help you hit it out of the park on a day to day basis and develop a career that you're proud of over the long term? By studying leadership over the past 15 years, I've distilled core leadership skills down to 10 basic personal traits that can be identified, learned, strengthened, and mastered.
Learning to LEAD, Leading to LEARN: Becoming a more intentional people-center...KaiNexus
A webinar presented by Katie Anderson, hosted by Mark Graban and KaiNexus.
In this webinar, Katie will present on becoming a more intentional people-centered leader. The key learning points are:
* Understand the three key roles of a leader in developing an intentional people-centered culture
* Preview quotes and inside stories from Isao Yoshino's 40 years of learning and leading at Toyota from the soon-to-be published book, Learning to Lead, Leading to Learn
* Discover some little known history about how Toyota intentionally developed its culture of respect for people and continuous improvement
* Learn several practices to help create a people-centered culture as both a leader or coach
* Set your own intention for how you will improve as a leader of coach in creating a people-centered culture in your organization
Visual Explorer Special Edition Coloring BookCharles Palus
Special Guests:
Henry Browning
Elisabeth Fanning
Do you like to color, doodle, draw, or free write as a mode of relaxation, creativity, and mindfulness?
Are you interested in learning more about this activity for yourself and your clients? Join us.
More at www.ccl.org/VisualSE
Values Explorer, CCL Labs Webinar SeriesCharles Palus
Special guests: Joel Wright and Janet Carlson
Values are what drive and motivate us. We can make better choices when we’re clear about what really matters to us. Values underpin our authenticity and help shape our leadership style. Values Explorer is intended to help you “dig deep” and think about your values in a new way. You will be equipped with a powerful lens through which to evaluate various aspects of your life and the choices you make. And if you stay aware of these core values – and honor them – you can make even better decisions in the future.
From David M. Horth, Chuck Palus & Lyndon Rego
More at www.ccl.org/Values
The presentation I made for my talk at AlleyNYC on building teams in early stage technology startups. Be sure to read the comments on each of the slides as they add additional information to what is presented on the slide.
Mount Everest – 8850 meters summit- at the boarder of Nepal and Tibet.
800 achievers. 1/5 did not survive the trip down
Erik Weihenmayer (WINE-may-er)
American 32 years
Blind
team wore bells on their clothes
More than 2 months time to reach summit
Record 19 members of his team reached at the peak
Sixty-four-year-old Sherman Bull.
Dawn Newton, director, Morello Marketing
Visit the CharityComms website to view slides from past events, see what events we have coming up and to check out what else we do: www.charitycomms.org.uk
Organizations need to reconsider why 70% of changes fail. There are hidden natural tensions in organizations that have a great impact on change. Strong leaders can work with natural human motivation to reduce the tension and manage the change.
Learning as we go is often how our sector views leadership development. But what if that wasn't so? What if you could learn core leadership traits that would help you hit it out of the park on a day to day basis and develop a career that you're proud of over the long term? By studying leadership over the past 15 years, I've distilled core leadership skills down to 10 basic personal traits that can be identified, learned, strengthened, and mastered.
Learning to LEAD, Leading to LEARN: Becoming a more intentional people-center...KaiNexus
A webinar presented by Katie Anderson, hosted by Mark Graban and KaiNexus.
In this webinar, Katie will present on becoming a more intentional people-centered leader. The key learning points are:
* Understand the three key roles of a leader in developing an intentional people-centered culture
* Preview quotes and inside stories from Isao Yoshino's 40 years of learning and leading at Toyota from the soon-to-be published book, Learning to Lead, Leading to Learn
* Discover some little known history about how Toyota intentionally developed its culture of respect for people and continuous improvement
* Learn several practices to help create a people-centered culture as both a leader or coach
* Set your own intention for how you will improve as a leader of coach in creating a people-centered culture in your organization
Visual Explorer Special Edition Coloring BookCharles Palus
Special Guests:
Henry Browning
Elisabeth Fanning
Do you like to color, doodle, draw, or free write as a mode of relaxation, creativity, and mindfulness?
Are you interested in learning more about this activity for yourself and your clients? Join us.
More at www.ccl.org/VisualSE
Values Explorer, CCL Labs Webinar SeriesCharles Palus
Special guests: Joel Wright and Janet Carlson
Values are what drive and motivate us. We can make better choices when we’re clear about what really matters to us. Values underpin our authenticity and help shape our leadership style. Values Explorer is intended to help you “dig deep” and think about your values in a new way. You will be equipped with a powerful lens through which to evaluate various aspects of your life and the choices you make. And if you stay aware of these core values – and honor them – you can make even better decisions in the future.
From David M. Horth, Chuck Palus & Lyndon Rego
More at www.ccl.org/Values
The presentation I made for my talk at AlleyNYC on building teams in early stage technology startups. Be sure to read the comments on each of the slides as they add additional information to what is presented on the slide.
Mount Everest – 8850 meters summit- at the boarder of Nepal and Tibet.
800 achievers. 1/5 did not survive the trip down
Erik Weihenmayer (WINE-may-er)
American 32 years
Blind
team wore bells on their clothes
More than 2 months time to reach summit
Record 19 members of his team reached at the peak
Sixty-four-year-old Sherman Bull.
Dawn Newton, director, Morello Marketing
Visit the CharityComms website to view slides from past events, see what events we have coming up and to check out what else we do: www.charitycomms.org.uk
Organizations need to reconsider why 70% of changes fail. There are hidden natural tensions in organizations that have a great impact on change. Strong leaders can work with natural human motivation to reduce the tension and manage the change.
Organizations create mythologies that become part of the culture.They are stories with great impact.But they are still just stories. Blind acceptance of mythologies costs money, morale, and motivation.
Church leaders often struggle with helping people adjust to changes. These simple principles were derived from observation, change management theory and practice, and on the ground change projects.
Succession planning is the right people at the right time doing the right work. In this podcast and presentation from the 2013 NAFCU Annual Conference, Deedee and Peter discuss how you can develop a strategic organization successional plan to ensure the successful transition of key leadership for your credit union. This session covers an overview and best practices, levels and types planning, board evaluation, behind the scenes conversions, and the integration of board succession planning with CEO succession planning.
How to Ignite Your Engagement Strategy with Goals and RecognitionShelly Myers
The majority of organizations out there recognize that employee engagement is important. Yet only 12 percent of responding companies in one recent survey reported they are happy with their organization’s current levels of engagement. It’s clear there’s room for many firms to improve their engagement strategy.
A smart employee engagement strategy could include many different pieces, from fair compensation to career development opportunities. But two of the most important components are goal setting and recognition. Without these two elements working in sync, your organization won’t be able to move full speed ahead toward engagement.
Join Cassie Whitlock from BambooHR and Rob Snarskis from Quantum Workplace as they dive into effective goal setting and recognition strategies for your organization.
“People will have the greatest influence on productivity, excellence, and quality, but only if leaders can empower employees and give them more autonomy while maintaining effective accountability.”
~ The Coach: Creating Partnerships for a Competitive Edge
2017 Convene Canada AHP conference presentation on leadership. Some say that leaders make or break organizations and I say, having an organizational leader with a growth mindset is absolutely key to thriving in today's competitive environment.
Why and how coaching is helping change the game and enhancing the success of ...Greatness Coaching
8 traits of a coach/leader enabling inclusion, diversity, agility and collaboration:
1. Authentic and humble
2. Holistic listener
3. Learner of the leader’s Greatness
4. Non-judgmental thinking-partner
5. Comfortable with not knowing, with failure, trusting process
6. Empathetic, yet detached from outcome
7. Courageous feedback-provider
8. Supportive challenger
Changing Group to High Performing Teams with SOBATWAY through coachingSeta Wicaksana
Teamwork is important because it promotes a positive work environment where employees can achieve more opportunities and overcome more obstacles.
Businesses and organizations need teamwork the most when a project is time-sensitive and requires a diverse set of skills and experiences.
Teamwork can improve efficiency and productivity.
Efficiency rules when work is appropriately divided within a team, responsibilities are shared, and tasks are more likely to be finished within a set time frame. Good teamwork also enhances group outcomes and the measurable effectiveness of organizations.
Building Leadership Development from Scratch - ASTD 2011Benjamin McCall
This presentation covers 3 main points:
1. What should you think about when creating or adjusting your leadership efforts.
2. The content you may want to include within a program, and
3. What metrics should you include,
One critical factor how successful organizations efficiently and effectively strategize and implement key plans and projects to achieve their objectives and goals is the fact that these organizations adopt and practice proven business concepts and models. Those organizations that do not will fail and fail again despite their best efforts.
This presentation lists useful business concepts and models learned, designed and applied in my Training, Facilitation and Instructional Design work
ГИД ПО САМОРАЗВИТИЮ-ПЕРСОНАЛЬНОМУ И ПРОФЕССИОНАЛЬНОМУ. РАЗВИТИЕ В ГРУППЕ.
1)Самооценка(сильные стороны- слабые стороны-возможности-риски). Приоритеты. Планирование действий. Развитие навыков.
2)Работа команды-работа в команде. Стадии группового развития. Взаимодействие в группе.
3)Самоанализ.
Transformational Leadership program now offered in Arizona. TRANSACTIONAL Leadership, also known as managerial leadership, focuses on the role of supervision, organization, and group performance; transactional leadership is a style of leadership in which the leader promotes compliance of his/her followers through both rewards and punishments. Transactional, or management leadership, is sufficient to keep you and your company operating effectively. It is very good at maintaining the status quo.
TRANSFORMATIONAL leadership covers a wide range of aspects within leadership. There are no specific steps for a manager to following. Becoming a transformationa leaders is a process and requires conscious effort to adopt a transformational style.
This was part four in a webinar series on "Leadership Development: A Balanced Approach." The webinar series was designed for professionals in Virginia Cooperative Extension.
Developing Project Management Leadership,
It just doesn't happen, it takes planning, it takes devotion and above all it takes people care.
See how to:
Define the core competencies of an effective Project Manger/Project Leader
Introduce ideas and techniques that will assist the Project Leader in enhancing the capabilities of the entire Project team
Provide a framework for developing a personal leadership development plan
Promote teamwork and collaborative leadership
Organizational Attention Deficit Disorder is an organization’s inability to focus on the critical few, accepting any and all projects as worthy of priority #1 effort, resulting in employee burnout and organizational ineffectiveness.
While Adult Learning practice often describes the critical importance of experience, a complete theory of experience in learning which includes neurology remains an open issue. This paper is an attempt to bridge the gap.
Boring but Critical: The Importance of Effective Communications during IT Cha...
SHRM
1. The High Calling of Developing
Others in the Workplace
Dr. Jim Bohn
SHRM Spring Conference
2016
2. Vintage Brings Vantage
•Career began on the drafting board – 1972
•Moved from Engineering to HR in 1990
•First supervisory role – 1992 – lots of
lessons learned
•Managed multiple teams at Johnson
Controls until 2013.
•Finished career as Global Director of
Change Management
3. Take this hour to reflect on one of the
critical elements of HR
•Development is an organizational buzzword.
•What does “development” really mean to each
of us?
•Development is about the people we lead.
•Development is also strategic.
4/22/2016
4. Employee retention is
critical for maintaining
organizational knowledge
and continuity
Employee
satisfaction
Succession planning Millennial Demands for
meaning
1 2 3 4
Urgent Organizational Needs:
LINKED IN Talent Solutions 2015
“32% of organizations say employee retention is a top Priority in the next 12 months.”
4/22/2016
Where’s the best place to go to work?
5. Who was your favorite teacher?
•What was it about your favorite
teacher that made them effective?
•Why do you remember them to this
day?
•What one thing stands out about
their interactions with you?
4/22/2016
7. How A Calling Exceeds A Job
4/22/2016
Something we sense we must
do.
Gratification time horizon is
much longer.
Deep satisfaction comes from
a sense of impact.
The teacher is the best
analogy.
9. A Few Perspectives
Take the long view.
Understand your philosophical
foundation for developing
others.
1
2
4/22/2016
10. A Few Perspectives
Take the long view.
Understand your philosophical
foundation for developing
others.
Reflect on the satisfaction gained in developing others.
• What other effort will provide a true sense of long term satisfaction in our careers?
Emphasis on Employee Satisfaction has eclipsed Managerial Satisfaction.
1
2
3 JASON
11. A Few Perspectives
Take the long view.
Understand your philosophical
foundation for developing
others.
Questions for assessing
your skills in developing
others.
1
2
3
4
4/22/2016
Reflect on the satisfaction gained in developing others.
12. Questions For Assessing Your
Skills In Developing Others.
[Table Discussion – 10 minutes]
Have you given thought to how you go
about developing others?
What are your core leadership
motivations for developing people?
What do you really believe about the
value of developing people?
What successes have you seen over time
when you applied effort to developing
people? What’s your success story?
1
2
3
4
4/22/2016
@DrJimBohn – The
Blue Collar Scholar
13. So, I’ve thought about development,
now what do I do about it?
• A model that can easily be remembered
• Built from time honored research on
human motivation (Deci & Ryan, DeCharmes, White,
Bandura and others).
• Recently revisited by Daniel Pink
• With a few of my own additions based on
research, teaching and experience
4/22/2016
Credit where credit is due!
14. The i C.A.R.E2. Model of Development
4/22/2016
•i
•C
•A
•R
•E2
"... We do not motivate clients or
install motivation in them. ... We find
the motivation that lies within them
and help them recognize it." ~
Rosengren (p. 10).
Leaders don't motivate anyone! They
create the conditions for motivation.
15. Competence
as a focus of development
4/22/2016
• Build competence through
thoughtful projects and effective
delegation.
• Provide feedback: Guidance without
punishment.
The i C.A.R.E2. Model
KEN
16. Autonomy as a focus
of development
4/22/2016
• Freedom in creativity.
• Freedom in process.
• Freedom in analysis.
• Freedom in voice.
Aute Nomos
AUTN NOMOS
Self Law
The i C.A.R.E2. Model
17. Relationships as a focus
of development
4/22/2016
• Ensuring day-to-day organizational
relationships have value and create
comradery.
• Be the one who kills the corporate
mythology about an individual.
• Avoid the “you’re not a team player”
pressure.
The i C.A.R.E2. Model
JASON
18. Effectance as a focus
of development
4/22/2016
• What on earth is Effectance???
• Creating meaning through significant
achievements.
• HERE is the power of recognition.
We sometimes make the foolish assumption
that employees understand their role in
organizational mission without context.
The i C.A.R.E2. Model
19. • Self-efficacy is a sense of the
ability to control outcomes.
• How does my work make a
difference in the organizations’
ability to succeed?
4/22/2016
I think I can …
I think I can …
I think I can
Provide me with your business card
and I will email you a free White Paper
on Organizational Efficacy.
The i C.A.R.E2. Model
Leader
Development
Opportunity
Self-efficacy as a focus of development
20. The i C.A.R.E2. model is a framework
for development
4/22/2016
•C
•A
•R
•E2
21. Next Step on this journey:
Developing Manager Satisfaction
In Employee DevelopmentT r a i n i n g M a n a g e r s o n t h e t o o l s t h a t p r o v i d e b o t h e m p l o y e e a n d M a n a g e r i a l s a t i s f a c t i o n .
Take the long view.
Understand your philosophical
foundation for developing
others.
Questions for assessing
your skills in developing
others.
1
2
3
4
4/22/2016
Reflect on the satisfaction gained in developing others.
22. • Check out the Rapid Diagnostic @ www.ProAxios.com
• info@proaxios.com
• 651-302-1574
• Grafton, WI 53024
• @DrJimBohn
We offer plainspoken guidance for
those who do the work.
@DrJimBohn – The
Blue Collar Scholar
Thank you!