executive presence, coaching, and sponsorship as tools for ... library/sgim/meetings...workshop...
TRANSCRIPT
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Executive Presence, Coaching, and
Sponsorship as tools for leadership
development….Learn, reflect, practice
Amy S. Gottlieb, MDAlpert Medical School of Brown University
Andrea Sikon, MDCleveland Clinic
Sumita Khatri, MDCleveland Clinic
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WORKSHOP OBJECTIVES
Define Executive Presence (EP), Coaching, and
Sponsorship and review impact
Engage in exercises to develop EP, explore
Coaching, and facilitate Sponsorship
Outline important aspects of Sponsorship
programming and review existing models
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BRIEF DEFINITIONS
Executive Presence: impression one gives as a leader;
reflects knowledge, abilities, and values AND congruence
of personal style with desired leadership role
Coaching: working with a “thinking partner” to
enhance self-awareness and support “Coachee”
generated goals rather than prescriptive advisement
Sponsorship: when a senior person spotlights and
opens doors for a highly talented individual; focusing on
active endorsement
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WHY?Executive Presence, Coaching, Sponsorship
Mainstays of professional development in
business community
Worthwhile tools for physicians
Broad applicability: leadership, administration,
medical education, research
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EXERCISE I
Please pair off
Ask one another these questions and record:
a) Name
b) Title/rank
c) Institution
d) One professional accomplishment you’re
proud of
e) What personal qualities & actions brought
about success?
Introduce your partner to the table by relating
this information
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WHAT IS IT?
EXECUTIVE PRESENCE (EP)
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Influence your
audience by
conveying a
message that was
consistent in
words and
delivery.
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More than a first impression…
…Presence is about
impressions made over time.Confidence
Charisma
Multidimensional and dynamic
Ability to connect and inspire
Hedges. The Power of Presence 2012
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Engagement
Exuding passion
Unpretentious
Sincere
Sense of humor
Engaging
Risk taking
Open and vulnerability
Trustworthy
Isolated, self-absorbed
Over-rehearsed
Playacting
Dry, overly technical
Didactic data dump
Insecure or boring
Connectors Disconnectors
Williams.Change the Way You Persuade. HBR May 2002 Cialdini.Harnessing the Science of Persuasion. HBR Sept 2001
Maister.The Trusted Advisor. 2000 Hedges.The Power of Presence.2012
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3 V’s of communication:
Visual: 55%
Vocal: 38%
Verbal: 7%
Mehrabian, A. (1971). Silent messages. Belmont, CA: Wadsworth Hedges. The Power of Presence 2012
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Visual: ‘The Look’
Dress for the job you want,
not the one you have
Smile
Posture
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Visual: Body Language
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5 Ps of Vocalization
Pleasing Pitch
High and low tones
PaceConversational, slow for emphasis
Pauses Highlight, for transitions
PronunciationCrisp diction
Project to be heardJahnke. The Well Spoken Woman 2011
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Be Clear, Concise, and Compelling
Convey your passionCharisma associated with how much
passion the speaker has for his or her content
Convey an emotionWhat do you want the audience to experience?
Speak up then shut up
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How to Develop Executive Presence
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How easy was Exercise 1?
Self-awareness
◦Your strengths? passions? values?
How do we know these?◦ Coaching, Feedback and Assessments
HOW TO DEVELOP EP?Know your authentic self
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Developmental Networks:
Multiple Functions
Coach
TeachersSupervisors
Cleveland Clinic Staff Coaching and Mentoring Program
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Coaching: Intent
Hicks, R. & McCracken, J. Physician Executive. 2009: 72 Cleveland Clinic Staff Coaching & Mentoring Program
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Coaching: Methods
Hicks, R. & McCracken, J. Physician Executive. 2009: 72 Cleveland Clinic Staff Coaching & Mentoring Program
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Challenging our usual tendencies
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Staff Coaching & Mentoring Program
Problem description
Problems
Mistakes
Causes
Past
Hicks R, McCracken J. PEJ Jan 2010
Awareness and Outcomes
Solutions
Strengths
Actions
Future
Cramer K D & Wasiak H. 2006. Running Press
Reactive Proactive
Coaching can help us to Reframe
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What is the impression you want
to give?
Coaching to Develop EP:Awareness: Future state
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How is this impression different
than what you give now?
Coaching to Develop EP:Awareness: Develop Discrepancy
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Coaching to Develop EP:Creating new behaviors
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Steps for the Coach
Get curious:
◦ Reflect and challenge
How and What?
Expand thinking- What else?
Build confidence and motivation
Create accountability
Narrow and commit
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EXERCISE II
Please pair off with same person
Ask partner and record: One professional goal
How is this important to you?
Recall your prior success story from Exercise I.
How can you build on those identified strengths to
achieve this goal?
Recorders return notecards after exercise
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SPONSORSHIP
HOW TO USE EP?
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HOW TO USE EP?Sponsorship
Sponsor is a person who is …◦ Highly placed within the organization
◦ Has significant influence on decisions about advancement
◦ Offers public support/advocacy for unrecognized talent at
the leadership table
◦ Spotlights and opens doors
(Travis et al. Academic Medicine. 2013)
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SPONSORSHIP IMPACTLessons from corporate America
• Enhances ability to gain promotion
• Increases satisfaction with rate of advancement
• Facilitates stretch assignments
• Creates upward pressure in pay
• Improves gender parity in career advancement
(Carter NM, Silva C. Catalyst. 2010; Hewlett SA et al. Harvard Business Review. 2010)
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SPONSORSHIP IMPACTLessons from corporate America
Formal programs are essential
◦ Expectations distinct from mentorship
◦ Oversight/? Accountability
Goal = creating opportunities for proteges
“Energy” must come from the sponsor at 1st
Relationship can be mutually beneficial
◦ Expands the impact of senior leadership
Hewlett SA et al. Harvard Business Review. 2010; Hewlett SA et al. Harvard Business Review 2011
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IMPLEMENTING SPONSORSHIPLessons from corporate America
Be a good protégé
◦ Trustworthy and loyal
◦ Self-directed
◦ Keep sponsor apprised
of critical
developments and
constituencies that
may be off her/his
radar
Be a good sponsor
◦ Provide exposure to
other leaders
◦ Make sure proteges are
considered for promising
opportunities/assign-
ments
◦ Fight to get proteges
promoted
◦ Provide protection
Hewlett SA et al. Harvard Business Review 2011; Ibarra H et al. Harvard Business Review 2010
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IMPLEMENTING SPONSORSHIPLessons from corporate America
Citigroup (Citi) – Women Leading Citi
◦ Matches senior executives and junior leaders
◦ “Career Advocates” have influence, seniority AND line
of sight into the proteges’ activities
◦ 18 months; pairs meet quarterly
◦ Targeted development plan (e.g., introductions to
high-level committees)
◦ 11/2 day conference
1/3 of participants received promotions or
expansion of job responsibilities w/i a year
(Hewlett SA et al. Harvard Business Review. 2010)
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IMPLEMENTING SPONSORSHIPSociety of General Internal Medicine
Career Advising Program (CAP)
◦ Launched - Spring 2013
◦ Developed by Women & Medicine Task Force
◦ Objectives:
Foster academic advancement of women in medicine
Help female junior faculty successfully navigate the
academic promotion process
CV preparation, high-impact committee membership, &
relationship-building with external letter writers
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IMPLEMENTING SPONSORSHIPSGIM’s Career Advising Program (CAP)
Structure:
◦ Two-year commitment
◦ Bi-annual contact via email, phone, or in-person
◦ One face-to-face meeting (at minimum)
◦ Annual reception
Matches based on:
◦ Career path (e.g. educator, researcher, etc…)
◦ Professional focus (e.g., women’s health, HIV, etc…)
◦ Advisors – Male or Female Senior Faculty
◦ Advisees – Female Junior Faculty
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ELEVATOR SPEECH
HOW TO USE EP?
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EXERCISE III Designing your elevator speech
- Recall your professional
goal from Exercise II
- Think about:
- Who is a Sponsor you could
target for YOUR elevator
speech to advance your goal?
- Emotion you want to elicit
from Sponsor during/after
encounter?
- Desired outcome based on
professional goal?
- Write down a brief script
(2-3 lines) for yourself
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EXERCISE III continued…Designing your elevator speech
Please pair off with a different partner
Share with one another your:
◦ Target (potential Sponsor)
◦ Elicited emotion
◦ Desired outcome
Practice elevator speeches with each other
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QUESTIONS?
Amy Gottlieb:
Andrea Sikon:
Sumita Khatri: