Transcript Document title

DOWNTOWN DENVER PARTNERSHIP
Leadership Development Program
David Langdon AFBPs, CSi.
RHR International, LLP
SESSION 2
Session 2
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Copyright ©2009 RHR International LLP. All Rights Reserved.
WHY ARE YOU HERE?
Last time:
Why did you choose to get involved with the Leadership
Program?
This time:
Focus more on, what you need to get out of it. Begin to create
the plan….ready by end of next session.
 What drives us and how do we make change happen. What
do the ‘best of the best’ do…
 Agree the process from here: report back, use the data, etc
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WHAT DOES EVERYDAY LEADERSHIP LOOK LIKE
 Leadership Development plans: ….as complex or as simple as you
like…
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BASIC PREMISE OF RELATIONSHIP AWARENESS
THEORY (1960): START WITH THE COMMON
MOTIVATORS
A “personal weakness” is no more or no less than the overdoing or
misapplying of a personal strength.
People’s motivations drive their behavior / and their impact on others…
People motivated by 4 things:
Goal focused, being in charge of the task, getting stuff done. Winning.
Process focused, accurate, detailed. Let to get it right, independent.
Caring about others’ emotions – people person. Want to help people.
Entertaining all the options before coming to a view – flexible and agile.
Punch line: develop in a way that motivates YOU.
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© 1997, U.S. and Worldwide Copyrights, Personal
Strengths Publishing, Inc., 1-800-624-SDIS(7347).
Score Charting Example
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CHANGE AND DEVELOPMENT: SUCCESS DRIVEN
BY… ‘JUST DO IT’ OR ‘CHANGE YOUR THINKING.
Change your MIND, change your BEHAVIOR.
Deep practice: up to 10,000 hours
(Review and reflect, bed the learning down. Memory: repetition, unconscious)
LEVERS for change: for most people, most of the time
Routine, create the new habit (stimulus response)
Pleasure and discomfort with outcomes state (i.e. I change I get this, I don’t change I get
that…)
Desensitize (just do it)
Manage the mind: Fear (rational, or not)
interesting). It’s all in the mind
DIPI (danger, important, pleasure and
Motivation is key to development, you have to believe you can do it and WANT to do it.
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REFRAMING – A TOOL FOR SHIFTING ATTITUDES
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REFRAMING – A TOOL FOR SHIFTING ATTITUDES THAT LEADS TO
CHANGE…
Belief
Outcome
I fail to handle the
situation well
I let myself and the
other person down
Attitude / thinking
I really don’t want
to do this, give this
feedback
Behavior
I am short of breath
I fail to make eye
contact
I don’t come across
as confident in what
I am saying / mean
Emotion
I feel unnerved,
uncomfortable
I feel underconfident
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Copyright ©2009 RHR International LLP. All Rights Reserved.
ON YOUR TABLES:
WHAT DOES GOOD DEVELOPMENT LOOK LIKE
1)
The plan and its contents (optimal number of things? Lot of detail?)
2)
The motivation?
3)
The measurement?
4)
A little help from your friends?
Leverage an example:
What works for you personally? Think about a time when you have
‘changed’ and worked at something until you got the result you wanted.
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GETTING THE MOST OUT OF YOUR DEVELOPMENT
Possible Questions to Honestly explore?
o
What do I want to get out of this program?
o
What can I get from others in the program?
o
What can I realistically commit to?
o
What kind of leader do I want to be?
o
Where do I want to be professionally? What does a career path look like
for me?
o
How does this program impact my career/professional development?
o
Who do I need to involve to help me succeed?
o
How can I help develop others?
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LEADERSHIP DEVELOPMENT PLANS
1)
Key Leadership Strengths:
1)
2)
2)
Personal Development Opportunities:
1)
2)
3)
List as many strengths as you can!
Prioritize the top 3-5.
Identify the things you need to do differently
Prioritize, and only list the top (2-3) based on where you want to be long term.
Critical Next Steps to undertake in order to grow and develop in the
direction you want:
1)
2)
3)
4)
4)
What actions do you need to take?
What experiences do you need in order to practice the skill?
What is the timeline?
How will you know you are winning?
Who needs to be involved to help me succeed?
1)
2)
Who should I involve to help me check progress?
Who are the key stakeholders who can help me succeed?
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