leading with authenticity in challenging times - …...missing ingredients for leadership in...
TRANSCRIPT
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© Mangrove Leadership Solutions, 2014Not to be copied or used without written permission.
Leading with Authenticity in Challenging Times
HRDQ
MARCH 4, 2015
Kerry A. Bunker, PhDMangrove Leadership Solutions
Agenda for Today:
The demand for authentic change leadership
Missing ingredients for leadership in tumultuous times
Lessons learned from large-scale interventions
Balancing paradoxical skills of authentic change leadership
Getting started in your organization
C
After All This Time:
How much we know…..Yet how little we’ve learned !
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© Mangrove Leadership Solutions, 2014Not to be copied or used without written permission.
What you may be hearing around you:
We have been living through constant change and uncertainty
There is a tremendous amount of ambiguity about key aspects of (fill in the blank)
Everyone is running as fast as they can while attempting to do more with less
Yet many seem more compliant than committed to where we are going
Leadership hasn’t always handled the human and emotional issues effectively
Talent is taken for granted because our people don’t have options right now
But key people are frustrated and may opt out when the timing is right
We have endless means of communicating but we aren’t really “connected”
We are more skilled at planning change than engaging our people to implement it
We need to improve at learning and change if we want to survive and thrive
Question?Do the above statements resonate for your context?
Not really Several are fairly descriptive About half are true Most of them sound pretty familiar
THE STRUCTURAL SIDE THE PEOPLE SIDE
AUTHENTIC LEADERSHIP
Visioning
Reorganizing
Rethinking
Restructuring
CHANGE
Letting Go
Sense of Loss
Bouncing Back
Learning Anew
TRANSITION
Organizational Change and Transition
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© Mangrove Leadership Solutions, 2014Not to be copied or used without written permission.
Surface Changes
Demands for New Learning
Emotional Impact on People
What They Must Unlearn and Let go of
Deep Stuckness
C
At the end of the day –It all comes down to learning!
• Frustration
• Pain
• Stress
• Anxiety
• Discomfort
• Overwhelmed
• Uncertainty
• Fear
• Tension
• Excitement
• Challenge
• Growth
• Accomplishment
• Over-coming
• Pride
• Reward
• Appreciation
• Success
Emotions Commonly Associated
with Powerful Learning Experiences
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© Mangrove Leadership Solutions, 2014Not to be copied or used without written permission.
If you want to lead others somewhere new
You need to meet them where they are
C
Communicate, Communicate, Communicate
Connect, Connect, Connect
The Bottom Line:
The process of crafting a resilient and learningful workforce requires authentic emotional leadership from a critical mass of executives who understand the links between emotions, vulnerability and learning
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© Mangrove Leadership Solutions, 2014Not to be copied or used without written permission.
The Bar Has Been Raised for Authentic Leadership!
Tough and Empathetic
Courageous and Vulnerable
Passionate and Compassionate
Pillars of Strength and Regular Folks
Self-Reliant and Trusting of Others
Change Agent and Conserver of the Past
Superhuman yet “just like me”
PollWhat grade would people assign to leaders in your context relative to demonstrating authenticity and leading with emotional intelligence on the human side?
A (Among the very best)
B (Definitely above average)
C (Some of our leaders do well but…)
D (Way below average)
E (They don’t have a clue)
Most leaders have focused little attention on understanding and learning from their own emotional transitions and therefore are not very well prepared to foster such efforts in others
The Leadership Gap:
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© Mangrove Leadership Solutions, 2014Not to be copied or used without written permission.
Learning Assumptions:
• Authenticity & emotional leadership matter
• Critical mass is key for revitalizing organizations
• Vulnerability is powerful…but leaders wear masks
• Leaders must look inside first
• Learning readiness is critical
• Readiness can be enhanced
• Learning interventions must be powerful
• Leveraging a model for balancing the paradox of change leadership
• Creating a safe environment to explore real impact on real people
• Wading in the water - Practice being emotionally open and honest with peers and colleagues
• A recognition that others are in the same state
• Recreating trust around openness, learning and personal resilience
Lessons from large-scale interventions:
Trust in The BalanceA Model for Authentic Leadership in Times of Transition
Leading Through Transitions. Copyright © 2010 by John Wiley & Sons, Inc. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
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© Mangrove Leadership Solutions, 2014Not to be copied or used without written permission.
EMOTIONAL
COMPETENCESTRENGTH
RESILIENCYCOMMITMENT
TRUST
Going Against the Grain
Trusting Others
Realism/
Openness
Being
Empathetic
Realistic Patience
Coping with Transition
TRUST
Leadership
demands
we were
emphasizing
in our
work
Capitalizing on Strengths
Self Reliance
Optimism
Being
Tough
Sense of
Urgency
Catalyzing Change
TRUST
The paradoxical
demands of
traditional
leadership
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© Mangrove Leadership Solutions, 2014Not to be copied or used without written permission.
Polarization is the arch enemy of authenticity – and of learning!
Realistic Patience
Sense of
Urgency
TRUST
Realistic Patience
Appreciates that people learn and cope with change differently and does not judge them based on his/her own style, preferences, or capabilities. Allows others the time and space to keep up.
Sense of Urgency
An action person. Always looking to start the action and keep things rolling. Moves on issues quickly and pushes others to work at a rapid pace. Wants to get things done.
TRUST
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© Mangrove Leadership Solutions, 2014Not to be copied or used without written permission.
ERODED TRUST
Sense of Urgency
Insistent, pressuring
Runs ahead of plan
Everything a priority
Impersonal
Blocks resistance
Pushes too hard
Too MuchRealistic Patience
Doesn‘t listen well
Won’t acknowledge loss
Hides own feelings
Gives up on people
Generates fear
Fosters resistance
Too Little
ERODED TRUST
Realistic Patience
Soft on people issues
Can be manipulated
Fails to implement changes
Doesn‘t inspire people
Frustrates those who are ready
Loses support from above
Too Much
Sense of Urgency
Not committed to change
Yields to resistance
Reluctant to push others
Indecisive and uninspiring
Has conflicts with culture
Not enough progress
Too Little
Being
Empathetic
Realistic Patience
Coping with Transition
Being
Tough
Sense of
Urgency
Catalyzing Change
TRUST
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© Mangrove Leadership Solutions, 2014Not to be copied or used without written permission.
Going Against the Grain
Trusting Others
Realism/
Openness
Capitalizing on Strengths
Self Reliance
Optimism
TRUST
Authentic Leadership Paradox Wheel
TRUST
CAPITALIZING ON STRENGTHS
SELF-RELIANCE
OPTIMISM
BEING TOUGH
CATALYZING CHANGE GOING AGAINST THE GRAIN
REALISM/OPENNESS
BEING EMPATHETIC
REALISTIC PATIENCE
COPING WITH TRANSITION
About the right
emphasis
SENSE OF URGENCY TRUSTING OTHERS
Overdone
Underdone
Ideal Wheel Underdone Overdone
Authentic Leadership Paradox Wheel
TRUST
CAPITALIZING ON STRENGTHS
SELF-RELIANCE
OPTIMISM
SENSE OF URGENCY
CATALYZING CHANGE GOING AGAINST THE GRAIN
TRUSTING OTHERS
BEING EMPATHETIC
REALISTIC PATIENCE
COPING WITH TRANSITION
BEING TOUGH REALISM/OPENNESS
Ideal Wheel Underdone Overdone
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© Mangrove Leadership Solutions, 2014Not to be copied or used without written permission.
PollWhich of these five pairs of leadership attributes are most out of balance in your organizational context?
Catalyzing Change Vs. Coping with Transition
Being Tough Vs. Being Empathetic
Optimism Vs. Realism/Openness
Self Reliance Vs. Trusting Others
Capitalizing on Strengths Vs. Going Against the Grain
Getting Started in Your OrganizationPackaged Materials for 1 and 2-Day Facilitated Learning
Leading Through Transitions. Copyright © 2010 by John Wiley & Sons, Inc. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
Two-Day AgendaDay One
Introduction to Leading in Times of Change and Transition
Effective/Ineffective Leadership Activity
Timeline Exercise
Life Journey
Essential Principles of Authentic Leadership
Back-home Story Sharing
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© Mangrove Leadership Solutions, 2014Not to be copied or used without written permission.
Two-Day AgendaDay Two
Resiliency: Bouncing Back from Adversity
Introduction to the Authentic Leadership Paradox Wheel
Organizational Assessment
Self Assessment
Applying the Process: Development Planning
Small Group Consulting on Individual Goals