empowering others

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Empowering POPCORNED BY DEY DOS OTHERS

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Empowering

POPCORNED BY DEY DOS

OTHERS

Supporting individuals grow extends your

influence and impact

ENABLE LEADERSHIP NOT FOLLOWERSHIP

MOVING FORWARD FROM PRODUCER TO DEVELOPER

How can I bring to the surface the best of each person in my

team?

A DIFFICULT SHIFT FOR HIGHLY PRODUCTIVE

PEOPLE!

20% Personal Productivity

80% Developing and Leading Others

“I am able to communicate ideas clearly, engage in

meaningful conversations with others, and co-create spaces of

collaboration that empower people to take action.”

COMMUNICATES EFFECTIVELY IN DIVERSE ENVIRONMENTS

DEVELOPS & EMPOWERS OTHER PEOPLE

ENGAGES WITH OTHERS TO ACHIEVE A BIGGER PURPOSE

The Upside of Leadership Development!

THE CAPACITY OF THE ORGANIZATION JUST GOT

GREATER

SETS YOU APART FROM MOST LEADERS EMPOWERING OTHERS

“Anybody can replicate systems and procedures. But nobody can replicate the dedication, teamwork and skills of an organization’s members.”

ROBERTREICH

FOCUS YOUR ATTENTION IN DEVELOPING PEOPLE

1

2 ASSURES SUSTAINABLE GROWTH EMPOWERING OTHERS

“Organizations don’t grow much without delegation and work done by its members, because otherwise they are confined to the capacities of the leader that reflect both personal weaknesses and strengths.”

STEPHENCOVEY

GROW YOUR ORGANIZATION BY GROWING YOUR PEOPLE

LEADS TO MORE LEADERSHIP 3 EMPOWERING OTHERS

“When new leaders are developed, they become better at what they do and they help everyone who works with them to do the same.”

JOHNMAXWELL

IS NOT ABOUT TEACHING, IT’S ABOUT TRANSFORMING

ENABLES LEADER’S LARGER IMPACT 4 EMPOWERING OTHERS

“Real leadership is not seeking the applause from followers; real leadership is applauding the followers who become leaders.”

ONYIANYADO

IT DOESN’T TAKE POWER, IT GIVES YOU TIME!

PROVIDES GREAT FULFILLMENT 5 EMPOWERING OTHERS

“When you come to look back on all that you have done in life, you will get more satisfaction from the pleasures you have brought into other people’s lives than you will from the times that you outdid and defeated them.”

HAROLDKUSHNER

IS NOT ABOUT WINNING BUT GROWING & SHARING

1.   Self-centeredness can cause leaders to neglect empowerment of others

2.   Insecurity can make leaders feel threatened by empowered people

3.   Shortsightedness can keep leaders from seeing the need to empower others

4.  Lack of commitment can keep leaders from doing the hard work of empowering others

BE AWARE!

LET’S EXPLORE THE DOWNSIDE OF

EMPOWERING OTHERS

1.  Do your members share their ideas and thoughts freely?

2.  Are the best ideas coming from others?

3.  If you often contribute ideas, does the discussion quickly move from your idea to the best idea – and you are happy about it?

EGO ON THE WAY WHEN YOU MEET WITH YOUR MEMBERS/TEAM

EGO ON THE WAY WHEN YOUR MEMBERS/TEAM PERFORM

1.  When your team succeeds, do the members get the majority of the credit?

2.  Is there a shared sense of pride in the work that’s being done?

3.  When things go wrong, do you personally accept the greatest share of responsibility for what has happened?

CONTROL FREAK WHEN INSECURITY TAKES OVER

Insecure members try to avoid mistakes by doing as little as possible.

Insecure leaders deal with it by relying on control (micromanaging)

CONTROL FREAK WHEN INSECURITY TAKES OVER

Since you can’t prevent mistakes, why not adopt an attitude in which you and your

members learn from them?

And stop putting people in a box when they make

mistakes!

TRUST ISSUES WHEN INSECURITY TAKES OVER

The only way to earn someone else’s trust is by trusting them, first!

What’s the worst that can happen if you start fully trusting your members?

And the best?

TRUST ISSUES WHEN INSECURITY TAKES OVER

Is it easier just to do it yourself?

That’s a sign of shortsightedness!

MY OWN ISSUES HOW AM I DOING HERE?

Ego on the way Control freak Trust issues

HOW TO EMPOWER OTHERS

IT TAKES A LEADER TO KNOW A LEADER Recruiting and Positioning

IT TAKES A LEADER TO SHOW A LEADER Modeling and Equipping

IT TAKES A LEADER TO GROW A LEADER Developing and Measuring

IT TAKES A LEADER TO KNOW A LEADER

RECRUTING & POSITIONING

Find the best people possible: people with a growth mindset that exhibit talent and that are a good fit for the team you

want to create.

Mediocre candidates will become, in the best of the cases, average leaders.

IT TAKES A LEADER TO KNOW A LEADER

RECRUTING & POSITIONING

If you want a future tree climber, find a squirrel.

If you want a future leader, find someone with the traits of

a good leader.

IT TAKES A LEADER TO KNOW A LEADER

RECRUTING & POSITIONING

Look for the four C’s

Chemistry Character Capacity

Contribution

IT TAKES A LEADER TO KNOW A LEADER

RECRUTING & POSITIONING

The people who usually take up most of a leader’s time are the troublemakers, the

complainers, and those with big luggage.

Recruit people that don’t need attention, but would most

profit from it.

IT TAKES A LEADER TO KNOW A LEADER

RECRUTING & POSITIONING

This is not being mean.

This is being practical!

IT TAKES A LEADER TO KNOW A LEADER

RECRUTING & POSITIONING

Placing the right people in the right position.

Have a good picture of each person strengths and

weaknesses and place them accordingly.

IT TAKES A LEADER TO KNOW A LEADER

RECRUTING & POSITIONING

Placing the right people in the right position.

Don’t take a counseling approach! Focus on working with their strengths.

It’s there where they have more possibilities to grow.

IT TAKES A LEADER TO KNOW A LEADER

RECRUTING & POSITIONING

Placing the right people in the right position.

Put your best people where you bigger opportunities are,

not where your bigger problems are!

IT TAKES A LEADER TO SHOW A LEADER

MODELING & EQUIPPING

Show others how to lead.

As a leader you’ll reproduce what

you are!

IT TAKES A LEADER TO SHOW A LEADER

MODELING & EQUIPPING Modeling with Integrity:

Growth Measurement

Servanthood Soul

Success Purpose

Passion Fuel

Excellence Standard

Authenticity Foundation

IT TAKES A LEADER TO SHOW A LEADER

MODELING & EQUIPPING Support others to do their job well. I DO IT

I DO IT AND YOU ARE WITH ME

YOU DO IT AND I AM WITH YOU

YOU DO IT

YOU DO IT AND SOMEONE IS WITH YOU

Competence

Demonstration

Coaching

Empowerment

Reproduction

IT TAKES A LEADER TO GROW A LEADER

DEVELOPING & MEASURING

There are 3 key elements that drive leadership development in others:

1.  Assessment 2.  Challenge 3.  Support

IT TAKES A LEADER TO GROW A LEADER

DEVELOPING & MEASURING

The idea is to strengthen the person, not to exploit or gain power over.

Let’s explore it with an example: Pick a person you are currently leading and looking forward to

develop into a leader…

1. ASSESSMENT

IT TAKES A LEADER TO GROW A LEADER

DEVELOPING & MEASURING

1.  Where does this person seem to be failing?

2.  Where are this person’s blind spots?

3.  What does my intuition tell me is “off” in this person’s thinking?

4.  Why is this person not transforming his/her potential into performance?

5.  Who might be leading this person in the wrong direction?

IT TAKES A LEADER TO GROW A LEADER

DEVELOPING & MEASURING 6.  When does this person do well and excel?

7.  When does this person stumble?

8.  What telltale clues can I find that give me insight into where this person needs help?

9.  Where is this person’s sweet spot?

WHAT ARE YOUR INSIGHTS FROM THIS EXERCISE?

IT TAKES A LEADER TO GROW A LEADER

DEVELOPING & MEASURING

The idea is to challenge them where they need improvement to better manifest and further

develop their strengths. Let’s explore it with an example: Pick a person

you are currently leading and looking forward to develop into a leader…

2. CHALLENGE

IT TAKES A LEADER TO GROW A LEADER

DEVELOPING & MEASURING 1.  Which books or other resources can you

recommend this person? How can you find proper recommendations for this person?

2.  How can you increase the level of challenge for this person to further develop strengths?

3.  What practices can you recommend to enhance character?

4.  How can you move from supervisory meetings to mentoring conversations?

IT TAKES A LEADER TO GROW A LEADER

DEVELOPING & MEASURING

The idea is to support people to navigate through life difficulties, and not only thorugh

leadership difficulties. Let’s explore it with an example: Pick a person

you are currently leading and looking forward to develop into a leader…

3. SUPPORT

IT TAKES A LEADER TO GROW A LEADER

DEVELOPING & MEASURING 1.  Do you care about this person as a person?

What is he/she going through? (It’s difficult for people to make the most out of their leadership experience if the rest of their lives is a wreck!)

2.  Do you know this person’s story?

3.  How can you support this person use his/her leadership experience as a tool for self-expression?

IT TAKES A LEADER TO GROW A LEADER

DEVELOPING & MEASURING

Evaluate to Maximize Productivity of Efforts

(Yours and Theirs)

Games are won according to what the coach’s players have learned, not based on what the coach knows!

IT TAKES A LEADER TO GROW A LEADER

DEVELOPING & MEASURING H

OW

TO

MEA

SURE

TH

EN?!

Report. I’ll decide what to do.

Let me know what you intend to do, but don’t do it unless I say yes.

Report alternatives with pros and cons and your recommendation.

LOOK INTO IT

LOOK INTO IT

LOOK INTO IT

LOOK INTO IT

TAKE ACTION

TAKE ACTION

Let me know what you did.

Let me know what you intend to do and do it unless I say no.

No further contact required.

This is how you measure leadership development!

HOW TO EMPOWER OTHERS

IT TAKES A LEADER TO KNOW A LEADER Recruiting and Positioning

IT TAKES A LEADER TO SHOW A LEADER Modeling and Equipping

IT TAKES A LEADER TO GROW A LEADER Developing and Measuring

If you help others get what they want, they will help you get what you want.

ZIGZIGLAR

/Page.DeyDos

@Dey_Dos

DeyDos

DEYDOS