Transcript Redesigning Performance Management

Leading In An Intelligent Organization
Questions to Be Asked:
1. What Is an Intelligent Organization?
2.
How Can We Support Organizational Renewal Through
Performance, Competence and Knowledge Management?
3. What Is Intelligence? What Kind of Intelligence Do We
Need When Leading People efficiently?
4. What Is Intelligent Leadership and How Can It Be Applied
into Practice?
Pentti Sydänmaanlakka
5.3.2004, Tartu
Human Resource Management Conference
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Performance technologies for transformation
Pertec Consulting Oy/Ltd
-Performance Technologies for learning, renewal and innovation
at individual, team and organizational level (founded 1995)
-Products:
INTELLIGENT ORGANIZATION: balancing effiency, learning
and well-being
INTELLIGENT LEADERSHIP: implementing rational, emotional
and spiritual intelligence
INTELLIGENT SELF-LEADERSHIP: wide, deep and practical
development of consciousness
-Consultants: Pentti Sydänmaanlakka (Ph.D), Sudhanshu Palsule
and Visa Huuskonen (Ph.D.)
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Performance technologies for transformation
An Intelligent Organization
“The man or woman who truly is
influenced by enlightened management
should become a better husband or
wife and better father or mother,
as well as a better citizen in general”.
EFFICIENCY
Abraham H. Maslow
Eupsychian Management, 1962
team
Performance
management
organization
Intelligent
leadership
Competence
management
LEARNING
individual
Knowledge
management
WELL-BEING
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How Can We Support Organisational
Learning?
Vision
Strategy
KNOWLEDGE
MANAGEMENT
COMPETENCE
MANAGEMENT
Company
Organisational
LEARNING
Team
Knowledge
Experience
Job/
Tasks
Individual
PERFORMANCE
MANAGEMENT
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Performance Management
COMPANY
•STRATEGY
•COMPETENCIES
OBJECTIVE
DEVELOPMENT
ENVIRONMENT
•COMPANY VALUES
•NETWORK
ORGANISATION
SETTING
PLANNING AND
DEVELOPMENT
DISCUSSION
CONTINUOUS
IMPROVEMENT OF
PERFORMANCE
DAILY
LEADERSHIP
REVIEWING/
EVALUATION
INDIVIDUAL
COACHING
•PERFORMANCE
•DEVELOPMENT
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Competence Management
COMPANY
•VISION, STRATEGY, OBJECTIVES
•CORE COMPETENCIES
CC’s
ENVIRONMENT
•DEMAND AND SUPPLY OF
COMPETENCE
•TRAINING SUPPLY
CRITICAL
SKILLS
-
DEVELOPMENT
NEEDS
DEVELOPMENT
PLANS
is Should Should
be abandon -
CONTINUOUS
IMPROVEMENT OF
COMPETENCIES
INDIVIDUAL
•JOB PURPOSE,
KEY TASK AREAS,
OBJECTIVES
•INDIVIDUAL
COMPETENCIES
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Knowledge Management
COMPANY
•KM-FRAMEWORK
•HRM-SUPPORT
•LEARNING OPPORTUNITIES
•IT-TOOLS
CULTURE
•MANAGEMENT/LEADERSHIP
•COMMUNICATION
•FEEDBACK
•VALUES
Individual
Tacit
CREATE
CAPTURE
Explicit
STORE
SHARE
APPLY
CONTINUOUS
APPLICATION OF
KNOWLEDGE
Group
INDIVIDUAL/TEAM
ABILITY AND WILLINGNESS TO:
•GIVE/RECEIVE KNOWLEDGE
•LEARN
•CHANGE
•APPLY (Re-use)
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Why do we need new leadership
approaches?
1. The models we are using now are old
2. A momentum for new not Anglo-American approaches
3. The working environment of leaders has changed dramatically
4. Most theories are very fragmented
5. From ”one right approach” to both and –perspectives
6. We should use rational, emotional and spiritual intelligence
7. We should integrate management and leadership (JOHTAMINEN)
8. We should reveal the true simplicity of leadership
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Is there difference between
leadership and management?
LEADERS
”do the right thing”
MANAGERS
”do things right”
Bennis &
Nanus 1985
”produce change and movement”
”produce order and consistency”
Kotter 1990
”create mutual purpose”
”to get the job done” Rost 1991
”managers and leaders are basically different types of people”
Zaleznik 1977
INTERGRATION OF LEADERSHIP AND MANAGEMENT
to lead+ to manage = JOHTAA (LEADERMENT)
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Theory
Performance
management
Main sources of intelligent
leadership
Situational
approaches
Transformational
leadership
Drucker
Santalainen
Sydänmaanlakka
N
W.J. Reddin
Hersey & Blanchard
E
W
S
Practical intelligence
Rational intelligence
Emotional intelligence
Spiritual intelligence
Burns
Bass
Avolio
Nissinen
Team
leadership
Katzenbach &Smith
Belbin
Sydänmaanlakka
Ethical leadership
Greenleaf
Koestenbaum
Aaltonen&Junkkari
Kauppinen
Selfleadership
Philosophy & new science
Csikszentmihalyi
Gardner
Covey
Quinn
Sydänmaanlakka
INTELLIGENT LEADERSHIP
Practice
20 years experience at Nixdorf,
Siemens, Kone and Nokia
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Intelligent Leadership
The new approach beyond fragmented theories
Phenomenon 1
Theory 1
Phenomenon 2
Theory 2
Phenomenon 3
Theory 3
The essentials of
leadership process:
simple, concrete,
practical and comprehensive
Personally experienced, tested and interepted practice
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What Is Intelligence?
Intelligence means the capability to use different kind of competencies
in various domains of body, knowledge, emotion and spirituality in order
to solve problems or/and fashion products in a particular cultural setting.
RATIONAL, EMOTIONAL AND SPIRITUAL
Howard Gardner, 1993, 1999: The theory of multiple intelligences
-Linguistic
-Logical-mathematical
-Musical
-Bodily-kinesthetic
-Spatial
-Interpersonal
-Intrapersonal
+ naturalistic intelligence
+ spiritual intelligence
= 8½ Intelligences
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What Is Spirituality?
"I've never discovered anything with my rational mind"
- Albert Einstein- spirituality approached through a) traditional means (religion)
and b) more personal and creative manner
- creative spirituality:
- spiritual as a state of consciousness
- spiritual as a concern of existential issues
- spiritual as an effect on others (Applied from Gardner 1999)
- spirituality at work means searching for meaning at
individual, team and organizational level
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"What is the quality which in the end is
essential in a leader? Courage, yes, moral and
physical courage, a sense of responsibility towards
his problem and, at the same time, a sense of
responsibility towards to those he commands.
Initiative? Yes. Judgment? Yes. Personal tenacity in
the most difficult situations? This is where we come
nearest to the mark, I should think. Tenacity is what
we must demand - that is what counts; but not only
physical toughness, but also spiritual tenacity - what
we know as spiritual strength. There we have, I think,
what is the most important, the most essential
quality, at least for those in highest authority spiritual strength." (C.G. Mannerheim according to
General Heinrich, in Marshall Mannerheim & the Finns
by Oliver Warner, 1967)
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What Is Emotional Intelligence?
Ability to know your own and perceive others´ feelings and use and
manage that knowledge in your relationships effectively.
Emotional intelligence in leadership (Coleman, Boyatzis &McKee 2002):
1. Self-awareness
(emotional self-awareness, accurate self-assessment, self-confidence)
2. Self-management
(emotional self-control, transparency, adaptability, achievement,
initiative, optimism)
3. Social awareness
(empathy, organizational awareness, service)
4. Relationship management
(inspirational leadership, influence, developing others, change catalyst,
conflict management, teamwork and colloboration)
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Definition of intelligent leadership
Leadership is an interaction between leader(s) and followers,
where they come together in a certain situation in order to
achieve shared vision (purpose) and objectives effectively.
This process will take place in a certain team and organization,
which is sharing same values and culture. The macro environment –
industry and society – also affects this process.
Intelligence has three components which are intellectual, emotional
and spiritual
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VALUES AND CULTURE: REALITY + COURAGE + ETHICS +DREAMS
7
6
TEAM
F
VISION
PURPOSE
OBJECTIVE
F
LEADER
LEADERS
1
2
4
9
SUCCESSFUL
- Effective
- Ineffective
INTERACTION
RESULT
F
F
3
5
SITUATION
8
UNSUCCESSFUL
F = follower
ORGANISATION
10
INDUSTRY/ SOCIETY
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Interaction Process in Intelligent Leadership
1.
2.
3.
4.
5.
6.
7.
8.
management by objectives (set objectives and evaluate results)
rewarding (give feedback)
development (teach and give guidance)
effective communication (command, depate, discuss, have a dialogue)
being a role model (lead by example)
motivating and inspiring (create energy)
innovativeness and creativeness (continuous renewal)
individual consideration (respect for individual)
Performance
management +
(Rational
Intelligence)
Effective
communication
(Emotional
Intelligence)
+
Intelligent leadership
behaviour
(Spiritual Intelligence)
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MEANINGLESS
JOB
INDUSTRIAL
WORKER
CALLING
WORK
MACHINE
ORGANIZATION
KNOWLEDGE
ORGANIZATION
KNOWLEDGE
WORKER
INTELLIGENT
WORKER
WORKER
INTELLIGENT
LEADERSHIP
ORGANIZATION
INTELLIGENT
ORGANIZATION
SOCIETY
SUSTAINABILITY
AND WELL-BEING
GROWTH AND
EFFICIENCY
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The role of leadership
A person who is truly influenced by intelligent leadership
should become not only
- a better worker but also
- a better husband or wife and better farther and mother and
- a better citizen in general.
The way we are leading our employees could change the world!
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Performance technologies for transformation
Features of an Intelligent
organization?
1. It has a clear vision and strategy
2. It has an organization which supports renewal
3. It has a culture and works with values that
encourage continuous learning
4. Continuous Improvement Philosophy is in place (Total
Quality)
5. Human Resources are truly the most important
resource
6. It has clear processes in place and is re-engineering
them all the time
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Features of an Intelligent
organization?
(Continue)
7. Performance management is working efficiently
8. Competence management is used systematically
9. Knowledge is shared with everybody
10. Teams are working efficiently
11. Feedback is collected actively
12. New enabling technologies are used
13. Leadership is considered as key competence
14. It´s ability to change is high
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Questions & Answers
More information:
Pentti Sydänmaanlakka
www.pertec-consulting.com
Sydänmaanlakka, P. 2002. An Intelligent Organization.
Integrating Performance, Competence and Knowledge
Management. Capstone. London.
Sydänmaanlakka, P. 2003. Intelligent Leadership and
Leadership Competencies. Developing a Leadership
Framework for Intelligent Organizations. Doctoral
Dissertation. Helsinki University of Technology.
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