Transcript Leadership Development: Being Situational

CaliforniaVolunteers 2009 AmeriCorps Conference
Welcome to the session:
Member Retention
Based on Work Style:
Advanced
Presenter: Natalie Banks,
National Service Consulting
Session Outcomes
• To understand the four approaches to work in the
Leadership Compass and how this applies to
members in their AmeriCorps programs
• To gain information about why members stay and
why members leave AmeriCorps programs
• To gain strategies for effective marketing,
member recruitment and placement methods
• To share tips on retention activities based on
work style/approach
→ Start here: see
"Leadership Compass"
for understanding on
how to build trust with
various styles based
on different values,
needs, and priorities
Developing
Strong
Teams
=
Producing
Strong
Work
Creating Clarity
of Expectations
Building Trust/
Trustworthiness
Allowing
Risk/
Vulnerability
Having Clear,
Honest, and
Specific Dialogue
The Cycle of Trust
The Ripple Effect
SELF
Team
Community/“the work”
The
Strategic
Moment
#1. Where
am I?
(assessment
of present
and past)
Repeat as needed
#2. Where do I
want to go?
(purpose –
then goals)
#3. How will I get
there?
(process, planning)
MYERS BRIGGS
TYPE INDICATOR
INTROVERSION
SENSING
THINKING
JUDGING
INTROVERSION
INTUITION
FEELING
PERCEIVING
EXTRAVERSION
SENSING
THINKING
EXTRAVERSION
INTUITION
FEELING
TRUE
COLORS
LEADERSHIP
COMPASS
Gold
WEST - HOW
PROCESS
Orange
(some North)
EAST - WHY
VISION
Green
(some East)
NORTH - WHAT
RESULTS
Blue
(some East)
SOUTH - WHO
RELATIONSHIP
Understanding Work/Personality Styles
• Indicate how people perceive the world and
make decisions
• We are born with or develop certain
preferences… similar to right- or left-handedness
• One function is generally used in a more
conscious and confident way
• We can become more proficient in different
areas with practice and development
• It is important to value the naturally occurring
differences in approaches/styles
The Leadership
Compass of
Success
NORTH
Asks:
WHAT?
Focus: Products, Results, Bottom Line
WEST
EAST
Asks: HOW?
Asks: WHY?
Focus: Process,
Planning, Details
Focus: Purpose,
Vision, Big Picture
SOUTH
Asks: WHO?
Focus: People, Team, Roles,
Relationships
EAST – Why? – Purpose
At our best:
Taken to excess:
•
•
•
•
•
•
•
•
• Bogged down by
vision
• Lose focus, become
bored, drop the ball
• Overwhelmed by
detail
• Highly enthusiastic
then burn-out
• Reputation as
undependable
See the big picture
Pull together pieces
Idea-oriented
Insight into mission
Overarching themes
Experiment, explore
Brainstorm possibility
Inspiring, exciting,
motivating
WEST – How? – Process
At our best:
Taken to excess:
• Practical,
dependable, thorough
in task situation
• Provide planning and
resources
• Lists, tables, tasks
• Follow procedures
• Analytical
• Benchmarks
• “Analysis paralysis”
• Stubborn and
entrenched in rules
• Mired in details
• Focused on data
• Withdrawn
• Resists change
• Can’t see big picture
NORTH – What? – Results
At our best:
Taken to excess:
• Assertive, active,
decisive
• In control, steer
course of events
• Quick to act, pace
• Enjoys challenges
• Bottom line
• Perseveres
• Bogged down by
need to press ahead
• Argumentative,
impatient, autocratic
• “Black & white”
• Impulsive
• Perceived as cold
• “I’ll do it myself”
SOUTH – Who? – Relationships
At our best:
Taken to excess:
• Allow others to feel
important and
involved in activity
• Use relationships to
accomplish task, goal
• Supportive, caring
• Trusting, intuitive
• Team player
• Validate roles and
contributions
• Bogged down when
relationship is
compromised
• Assume blame
• Trouble saying no
• Take it personally
• Manipulated by anger
• May “check-out” if
role is not validated
BALANCE
• We tend to get comfortable and are more
developed in one or two styles, but…
• We all have all four of these styles in us.
• We can use any style/approach to bring balance
to our ourselves, team or work:
Be “situational”
Leadership Compass Activity
For the sake of the activity, select ONE style
that tends to be most like you most of the
time (what energizes you?)
Go to that “direction” in the room
(North, South, East, West):
1. In your small groups, discuss how people with
other styles can change and adapt to meet
YOUR needs – brainstorm a list of ways they
can help you and how you like to work (based
on your primary style).
Leadership Compass Activity
2. NOW, switch gears and consider what ONE
THING you would be willing to do to change
YOUR APPROACH and meet the needs of
other styles (one change per direction = 3).
3. Discuss your ideas with the small group.
4. Present your key results to the large group
(briefly).
BUILDING TRUST:
Each Direction’s Perception
THE NEXT STEP:
1. Talk in your small groups about what kinds
of behaviors BREAK DOWN trust for you
as well as what kinds of behaviors help
BUILD UP trust with you. (Flipchart)
2. Present to large group
3. Debrief activity.
Perception
IS
reality.
15 - minute break
The
Strategic
Moment
#1. Where
am I?
(assessment
of present
and past)
Repeat as needed
#2. Where do I
want to go?
(purpose –
then goals)
#3. How will I get
there?
(process, planning)
Why AmeriCorps Members Join National Service
I want to make a difference/have a positive
impact
25.6%
I enjoyed previous service/community work I have
done
21.0%
It's a good transition between life stages
18.9%
It sounded interesting/challenging
18.1%
I wanted to experience a new location/travel
16.6%
Because of the educational award
16.2%
I want to gain skills for a particular job/career
14.7%
I have an interest in social justice
14.0%
Why AmeriCorps Members Join Their Programs
The timing/schedule was right
47.6%
Good match to my career goals similar to what I was
doing
40.0%
Recommendation by a friend/
co-worker/relative/teacher
33.9%
New interest to explore different than what I was doing
30.7%
Found it on the Internet
25.1%
Location - close to home
24.5%
Reputation of the program
20.8%
Location - other
20.4%
What Members Value Most About Their AC Experience
Making a difference - knowing that I created a ripple effect,
planted seeds for the future, etc.
32.7%
Professional growth - learning, practical experience, clarity of my own
profession goals (what I do and don't want to do), building my skills
and knowledge
28.2%
Personal growth- maturing, increased empathy and awareness;
diversity; exploring self, talents, new areas; restoring my faith in
humanity
20.3%
Gaining understanding/insight/experience in how non-profit, social
service, government organizations and/or higher education institutions
really work
18.5%
Working with others who want to help (students, volunteers, etc.):
positive interactions with them, seeing their involvement, their passion
and the impact service has on them
18.3%
Members’ Greatest Challenges With Their AC Experience
Comments/other (please specify)
27.6%
In my personal life, I was severely challenged
financially - I did not make enough money (living
allowance/stipend) or have enough resources to
sustain me and those who depended on me.
25.5%
I had/if I did have a different job/career opportunity
come up during my service term.
18.1%
I was doing too much/overcommitted - too many
things going on (work, school, family, etc.).
15.8%
The slow bureaucracy/politics/changing
hierarchy/office dynamics of my service were difficult
for me.
14.2%
Why AmeriCorps Members Stay… Despite the Challenges
My commitment to the member contract obligation to fulfill the term
37.1%
To earn the education award
34.3%
My commitment to host/service site - to carry out my
duty to them
29.1%
A connection to/strong relationships with my peers on
my team
28.7%
The service itself - interesting, satisfying, fulfilling,
meaningful work at my site well-matched to what I
wanted to be doing
26.3%
AmeriCorps Member/Alumni
Suggestions for Program Improvements
AmeriCorps Member/Alumni
Suggestions for Improvement:
Marketing, Recruitment, Interview,
Selection and Matching Messages/Activities
The ultimate measure of a person is
not where s/he stands in moments
of comfort and convenience,
but where s/he stands at times of
challenge and controversy.
-Dr. Martin Luther King Jr.