Transcript DEVELOPING THE LEADERS AROUND YOU

DEVELOPING THE LEADERS
AROUND YOU
ROAD MAP
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KEY QUESTION
ATMOSPHERE
IDENTIFYING POTENTIAL: WHAT DO YOU LOOK FOR?
NURTURING
EQUIPPING (NOT TRAINING)
DEVELOPING
CLOSING
DEVELOPING THE LEADERS AROUND YOU
KEY QUESTION
• AM I DEVELOPING THE LEADERS AROUND ME?
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IMPORTANT
WOODEN STORY
BOTTOM LINE: YOU CAN’T DO IT ALONE
YOUR MOST IMPORTANT TASK: ACQUIRING AND KEEPING
GOOD PEOPLE
KEY QUESTION
• WHY IS IT IMPORTANT?
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DETERMINES YOUR SUCCESS LEVEL
IS YOUR VISION IMPORTANT?
WHAT WILL YOUR LEGACY BE AS A LEADER?
HOW POWERFUL CAN YOUR LEGACY BE IF YOU BUILD A
DREAM TEAM OF LEADERS THAT MOVE FORWARD UNITED IN
YOUR VISION FOR THE ORGANIZATION?
KEY QUESTION
• WHY?
– GROWTH OF YOUR ORGANIZATION IS CONNECTED TO THE
POTENTIAL OF THE LEADERS ON YOUR TEAM
– THEY HELP YOU CARRY THE LOAD
• JFK: “THE BEST WAY TO GO ALONG IS TO GET ALONG WITH
OTHERS.”
• PETER DRUCKER: “NO EXECUTIVE HAS EVER SUFFERED
BECAUSE HIS PEOPLE WERE STRONG AND EFFECTIVE.”
• GEESE
KEY QUESTION
• WHY?
– DEVELOPING THE LEADERS AROUND YOU WILL HELP ATTRACT
OTHER POTENTIAL LEADERS.
– MAXWELL: “IT TAKES A LEADER TO KNOW A LEADER, GROW A
LEADER, AND SHOW A LEADER.”
– THERE CAN BE NO SUCCESS UNLESS THERE IS SOMEONE TO
COME AFTER YOU, TO CARRY ON YOUR VISION.
• MENTORING OTHERS MULTIPLIES YOUR EFFECTIVENESS.
• WHAT HAPPENS WHEN PEOPLE WORK TOGETHER, SIDE BY SIDE,
FOR A COMMON CAUSE?
• THEIR UNITY MULTIPLIES THEIR STRENGTH. 1+1>2
KEY QUESTION
• WHY?
– HOW YOU HELP YOUR TEAM, YOUR ORGANIZATION GROW.
– LEADERSHIP IS THE DIFFERENCE BETWEEN A GOOD
ORGANIZATION AND A GREAT ONE. (NOT THE STRUCTURE)
– HOW MANY PEOPLE DO YOU LEAD? HOW BIG IS YOUR
ORGANIZATON?
• MOSES AND JETHRO
• THE MORE YOU LEAD, THE MORE YOU NEED.
• ANDREW CARNEGIE: “I WISH TO HAVE AS MY EPITAPH: ‘HERE LIES
A MAN WHO WAS WISE ENOUGH TO BRING INTO HIS SERVICE MEN
WHO KNEW MORE THAN HE.’”
• LET’S START AT THE BEGINNING: THE REPLACEMENTS
ATMOSPHERE
• THERMOSTAT, NOT A THERMOMETER
– YOUR ATTITUDE, AND STRONG ATMOSPHERE CAN
ENCOURAGE GREATNESS
– MIGHTY MO (MAXWELL):
• SOMETIMES THE ONLY DIFFERENCE BETWEEN A POSITIVE
GROWTH ATMOSPHERE AND A NEGATIVE GROWTH ATMOSPHERE
• WITH MOMENTUM: LEADERS LOOK BETTER THAN THEY ACTUALLY
ARE
• WITH MOMENTUM: FOLLOWERS INCREASE THEIR PERFORMANCE
• CONVERSE TRUE FOR BOTH
• POWERFUL CHANGE AGENT
• APPRECIATE IT EARLY, RECOGNIZE IT, INVEST IN IT ALWAYS.
ATMOSPHERE
• THERMOSTAT, NOT A THERMOMETER
– 211* VS. 212* WATER
– THERE IS A RELATIONSHIP BETWEEN THE ATMOSPHERE IN AN
ORGANIZATION AND GROWTH. (SHARK SIZE)
– SET THE TEMPERATURE BY MODELING WHAT YOU WANT TO
SEE
• ALBERT SCHWEITZER: “EXAMPLE IS NOT THE MAIN THING IN
INFLUENCING OTHERS…..IT IS THE ONLY THING.”
• LEE IACOCCA: “SPEED OF THE BOSS IS THE SPEED OF THE
TEAM.”
ATMOSPHERE
• FOCUS
– ON THE POTENTIAL OF YOUR TEAM AND THE LEADERS YOU
GATHER AROUND YOU
– FOCUSING ON STRENGTHS PROMOTES POSITIVE GROWTH,
CONFIDENCE AND SUCCESS.
– ON IDENTIFYING THE POTENTIAL IN EACH FUTURE LEADER
AND CULTIVATE IT.
– ON POTENTIAL LEADER’S NEEDS.
• DR. BENJAMIN BLOOM STUDY AT UNIVERSITY OF CHICAGO.
• HOW DO HIGH ACHIEVERS DEVELOP?
• DRIVE, DETERMINATION, AND DESIRE: NOT GREAT NATURAL
TALENT
ATMOSPHERE
• LOOK FOR THE LEADER WITHIN THE PERSON
– NO FUTURE IN ANY JOB: FUTURE LIES IN THE PERSON
– MAXWELL: “TAKES A LEADER WITH VISION TO SEE THE FUTURE
LEADER IN THE PERSON.”
– QUALITIES YOU LOOK FOR?
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POSITIVENESS, SERVANTHOOD, GROWTH POTENTIAL
FOLLOW THROUGH, LOYALTY, RESILIENCY
INTEGRITY
BIG PICTURE MIND SET, DISCIPLINE, GRATITUDE
ATMOSPHERE
• EMPHASIZE PRODUCTION NOT POSITION
• TITLES WORTH LITTLE. NEITHER IS SENIORITY.
• BUILD A TEAM ATMOSPHERE, WHERE THE MISSION OF
THE ORGANIZATION IS THE GOAL.
• LEADERS WILL EMERGE.
– CHARLES WILSON, FORMER PRESIDENT OF GE: “NO MATTER
WHAT SIZE THE BOTTLE, THE CREAM ALWAYS CAME TO THE
TOP.”
ATMOSPHERE
• OFFER PERSONAL GROWTH OPPORTUNITIES
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IMPORTANT PART OF THE ATMOSPHERE OF ORGANIZATION
ANALYZE: WHAT DOES THIS PERSON NEED TO GROW?
NOT COOKIE CUTTER.
STORY OF THE PARROT
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EVERY POTENTIAL LEADER DIFFERENT, HAS DIFFERENT NEEDS.
LOOK AT YOUR PEOPLE TO SEE WHAT THEY REALLY NEED.
EXPERT MAY NOT KNOW.
SOME IDEAS:
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EXPOSE TO SUCCESSFUL PEOPLE IN FIELD/RESPONSIBILITY
ATMOSPHERE PERMITS RISK TAKING
PROVIDE EXPERIENCED MENTOR
PROVIDE NEEDED TOOLS AND RESOURCES
TRAIN TO MEET NEEDS
ATMOSPHERE
• LEAD WITH VISION (DON’T MANAGE)
• MANAGERS ARE MAINTAINERS. RELY ON SYSTEMS
AND CONTROLS.
• LEADERS ARE INNOVATORS AND CREATORS. RELY ON
PEOPLE. WILLING TO SACRIFICE, PAY THE PRICE. ARE
PERPETUAL LEARNERS.
• TRUE DIRECTION FOR ORGANIZATION IS BORN WITH
VISION
– BEGINS WHEN LEADER ACCEPTS IT
– GAINS ACCEPTANCE WHEN LEADER MODELS IT
– BECOMES REALITY WHEN PEOPLE RESPOND TO IT
IDENTIFYING POTENTIAL
• HOW DO WE FIND THEM?
• DALE CARNEGIE: “MEN ARE DEVELOPED THE SAME WAY GOLD IS
MINED. SEVERAL TONS OF DIRT MUST BE MOVED TO GET AN
OUNCE OF GOLD. BUT YOU DON’T GO INTO THE MINE LOOKING
FOR DIRT. YOU GO IN LOOKING FOR THE GOLD.
• MAXWELL’S INVENTORY (5 A’S)
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ASSESSMENT OF NEEDS
ASSETS (PEOPLE) ON HAND
ABILITY OF CANDIDATES
ATTITUDE OF CANDIDATES
ACCOMPLISHMENTS OF CANDIDATES
• WHO GETS THINGS DONE?
IDENTIFYING POTENTIAL
• LOOK FOR LEADERS, NOT FOLLOWERS.
• COMMIT TO MODELING LEADERSHIP
• COMMIT TO DEVELOPING YOUR TEAM
• DAVID OGILVY, FOUNDER OF ADVERTISING GIANT
OGILVY AND MATHER: RUSSIAN DOLL MESSAGE:
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“IF EACH OF US HIRES PEOPLE WHO ARE SMALLER THAN WE ARE, WE
SHALL BECOME A COMPANY OF DWARFS. BUT IF EACH OF US HIRES
PEOPLE WHO ARE BIGGER THAN WE ARE, OGILVY AND MATHER WILL
BECOME A COMPANY OF GIANTS.”
(FIND GIANTS!)
IDENTIFYING POTENTIAL
• QUALITIES?
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CHARACTER
INFLUENCE
POSITIVE ATTITUDE
EXCELLENT PEOPLE SKILLS
EVIDENT GIFTS
PROVEN TRACK RECORD
CONFIDENCE
SELF DISCIPLINE
GOOD COMMUNICATION SKILLS
DOESN’T LIKE STATUS QUO
• MAXWELL: “STATUS QUO IS LATIN FOR THE MESS WE’RE IN.”
NURTURING
• NURTURING CHANGES LIVES
• WHAT DO YOUR NEW AND POTENTIAL LEADERS NEED
FROM YOU?
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B.E.S.T.
BELIEVE IN THEM
ENCOURAGE THEM
SHARE WITH THEM
TRUST THEM
NURTURING
• LOOK AT YOURSELF, YOUR MODEL. WHO IS YOUR
ROLE MODEL FOR LEADERSHIP?
• ASK YOURSELF:
– DOES MY MODEL’S LIFE DESERVE A FOLLOWING?
(CHARACTER)
– DOES MY MODEL’S LIFE HAVE A FOLLOWING? (CREDIBILITY)
– WHAT IS IT THAT GETS OTHERS TO FOLLOW MY MODEL?
– DOES MY MODEL PRODUCE OTHER LEADERS?
– IS MY MODEL REPRODUCIBLE? (CAN’T BE SHAQUILLE ONEIL IF
YOU ARE 5’9”)
NURTURING
• THIS PART IS ABOUT YOU!
• YOU NEED A MENTOR TOO. GUIDELINES?
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ASK THE RIGHT QUESTIONS
WHAT ARE YOUR EXPECTATIONS?
DON’T LET EGO GET IN THE WAY OF LEARNING
RESPECT, DON’T IDOLIZE, YOUR MENTOR
USE WHAT YOU LEARN
INTERACT REGULARLY
YOUR MENTOR IS REWARDED BY YOUR DEVELOPMENT
LEGACY: OFFERS GIFT, EXPECTING ONLY YOUR GROWTH IN
RETURN.
NURTURING
• YOU HAVE A MENTOR. WHAT DO YOU NEED TO OFFER
YOUR TEAM?
• T.R.U.S.T.
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TIME
RESPECT
UNCONDITIONAL POSITIVE REGARD
SENSITIVITY
TOUCH
NURTURING
• BE TRANSPARENT
• OFFER TIME: TIME SPENT WITH A POTENTIAL LEADER
IS AN INVESTMENT
• BELIEVE IN PEOPLE: GREAT POWER IN BELIEVE
• OFFER ENCOURAGEMENT: OXYGEN TO THE SOUL.
• BE CONSISTENT
• OFFER HOPE: GREATEST GIFT
NURTURING
• ADD SIGNIFICANCE: IDENTIFY AND PURSUE YOUR
DREAM. ENRICHES THOSE AROUND US.
• PROVIDE SECURITY. HENRY FORD: “ONE OF THE
GREAT DISCOVERIES A MAN MAKES, ONE OF HIS
GREAT SURPRISES, IS TO FIND HE CAN DO WHAT HE
WAS AFRAID HE COULDN’T DO.:
• REWARD PRODUCTION: TEAM WILL RISE TO THE
LEVEL OF YOUR EXPECTATIONS.
• LITTLE RED HEN STORY
NURTURING
• ESTABLISH SUPPORT SYSTEM
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EMOTIONAL SUPPORT: YES, YOU CAN DO IT!
SKILLS TRAINING
BUDGET, IF NEEDED
EQUIPMENT
PERSONNEL
NURTURING
• PERSONALIZE THEIR JOURNEY
– SELECT THOSE OF COMMON PURPOSE (UNITED WE LEAVE A
LEGACY)
– LOOK FOR POTENTIAL YOU BELIEVE IN (WHAT IF YOU DON’T)
– WHAT DO THEY NEED?
– EVALUATE CONSTANTLY
– BE COMMITTED AND AVAILABLE
– DANNY THOMAS: “ALL OF US ARE BORN FOR A REASON, BUT ALL OF
US DON’T DISCOVER WHY. SUCCESS IN LIFE HAS NOTHING TO DO
WITH WHAT YOU GAIN IN LIFE OR ACCOMPLISH FOR YOURSELF. IT’S
WHAT YOU DO FOR OTHERS.”
EQUIPPING
• DIFFERENT THAN TRAINING: TRAINING ONLY PART OF
THE EQUIPPING PROCESS
• EQUIPPER IS: MODEL, MENTOR, EMPOWERER
• THERE ARE QUESTIONS ABOUT:
– ORGANIZATION: PURPOSE, NEED, GROWTH POTENTIAL,
TRAINING OPPORTUNITES, CAN NEEDS BE MET?
– YOU: COMMITTED, WILLING TO SACRIFICE, EFFECTIVE, OPEN
MINDED?
– LEADER: LIKE MINDED, POTENTIAL FOR GROWTH, OBVIOUS
STRENGTHS, GOOD FIT?
EQUIPPING
• HOW DO YOU DO IT?
– LEAD WITH HEART. DEVELOP PERSONAL RELATIONSHIP WITH
THOSE YOU EQUIP.
– SHARE YOUR DREAM. UNITED WE LEAVE A LEGACY. (DARE TO
DREAM, THEN SHARE IT.)
– ASK FOR COMMITMENT
– SET GOALS FOR GROWTH
• LILY TOMLIN: “I ALWAYS WANTED TO BE SOMEBODY, BUT I SHOULD
HAVE BEEN MORE SPECIFIC.”
• APPROPRIATE, ATTAINABLE, MEASUREABLE
• CLEAR, IN WRITING, AND A STRETCH
EQUIPPING
• HOW DO YOU DO IT?
– COMMUNICATE FUNDAMENTALS
– DO THE FIVE STEP PROCESS OF TRAINING:
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MODEL
MENTOR
MONITOR
MOTIVATE
MULTIPLY (THEY TEACH OTHERS)
EQUIPPING
• HOW DO YOU DO IT?
– GIVE THEM RESPONSIBILITY, AUTHORITY, ACCOUNTABILITY
– DON’T MICROMANAGE
– LEVELS OF AUTHORITY:
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POSITION
COMPETENCE
PERSONALITY
INTEGRITY
SPIRITUALITY
EQUIPPING
• HOW DO YOU DO IT?
– OFFER TOOLS THEY NEED
– CHECK IN: HOW OFTEN DEPENDS ON THEM AND THE TASK
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IMPORTANCE OF TASK
DEMANDS OF WORK
NEWNESS, WORK AND LEADER
RESPONSIBILITY OF WORKER
GET TOGETHER
– REKINDLE THE VISION
– EMPOWER
DEVELOPING
• DIFFERENT THAN NURTURING, EQUIPPING
• MAXWELL: “THE GROWTH AND DEVELOPMENT OF
PEOPLE IS THE HIGHEST CALLING OF LEADERSHIP.”
• REQUIRED TO BE A GREAT LEADER: ONLY 1% DO THIS!
• REQUIRES ATTENTION, HARD WORK
• “ACTION” PROGRAM: ART
DEVELOPING
• ASK THE 3 MOTIVATIONAL QUESTIONS: WHAT DO THEY
WANT, CAN THEY GET WHAT THEY WANT, AND WILL
SUCCESS BRING REWARD?
• LISTEN
• HAVE A PLAN FOR PERSONAL GROWTH (FOR
YOURSELF)
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DAILY TIME
SAVE WHAT YOU LEARN
APPLY IT
INVEST IN IT FOR A YEAR
DEVELOPING
• KEEP THEM GROWING: POINT OF THE JOURNEY ISN’T
ARRIVING, IT’S WHAT YOU LEARN AND BECOME ALONG
THE WAY.
• HELP THEM ADAPT: VISUALLY, EMOTIONALLY,
EXPERIENTIALLY, AND CONVICTIONALLY
• I.D.E.A
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INSTRUCTION
DEMONSTRATON
EXPOSURE
ACCOUNTABILITY
DEVELOPING
• VARY THEIR EXPERIENCES
• DEMAND EXCELLENCE: IT BREEDS CHARACTER, THEN
CHARACTER BREEDS EXCELLENCE.
• IMMEDIATE FEEDBACK, WHETHER REWARD OR
DISCIPLINE.
• BE WILLING TO CONFRONT
• MAKE HARD DECISIONS
WHAT HAPPENS NEXT?
• YOU HAVE A POWERFUL TEAM
• YOU MOVE FORWARD, UNITED IN PURPOSE
• YOU, AND YOUR TEAM LEAVE A POWERFUL LEGACY
• AND: YOU REAP TREMENDOUS REWARDS FOR YOUR
EFFORTS (THE GOOD YOU DO…..)
• VIDEO CLIP: THE REPLACEMENTS
CLOSING
• RECOGNIZE THE IMPORTANCE
• BE A GOOD THERMOSTAT
• IDENTIFY POTENTIAL IN YOUR LEADERS
• NURTURE, EQUIP, AND DEVELOP THE LEADERS AROUND YOU
• TAKE YOUR TEAM FORWARD, UNITED. SHAPE YOUR LEGACY.
• VIDEO CLIP: BATMAN BEGINS
• MASTER YODA