personal leadership a framework for exploring and evaluating leadership competency for the 21 st...

PERSONALPERSONALLEADERSHIPLEADERSHIP

A framework for exploring and

evaluating Leadership Competency for the 21st

Century.

COMM

UNICATION

Visioning

Inspiring

STRATEGYDeveloping Enabling

STE

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RD

SHIP

Acc

oun

tin

gH

oldi

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Acc

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ACCOMPLIS

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Acting

Empower

Personal Leadership OverviewPersonal Leadership Overview

• Personal Leadership is:– An assessment and growth process for

Hancor’s leaders and future leaders.– Designed to identify and evaluate the

leadership competencies.– Flexible enough to apply to both selection and

long term development of key leaders.– A continuous, 360 degree evaluating and

planning process.

ObjectivesObjectives

• Identify your personal strengths and developmental needs in fulfilling essential team leadership requirements.

• Share leadership within a team and assess your abilities in various roles.

• Learn and manage the paradigm shifts required to fulfill the leadership roles of high performance organizations and teams.

• Receive direct, active and live feedback to help you set new goals for personal development.

Leadership Workshop OutlineLeadership Workshop Outline

• Understanding the principles of “Success Dialogue” -- Establishing a Learning Team

• Personal Styles – Personal Assessment• Leadership Competencies – A Framework

– Communication– Strategy– Accomplishment– Stewardship and Accountability

• Making Success a Habit

Success DialogueSuccess Dialogue

• Each Participant becomes part of a ‘learning team’ that will stay together for the entire workshop.

• Learning teams will help the individual:– Balance each other’s perceptions– Gain a picture of their personal impact on the group– Share responsibility and accountability for individual and group

success.– Share direct, actionable, and success oriented feedback.

• Each Learning Team will go through a forming process to build clarify their purpose, guidelines, and begin using “Power Coaching.”

Power CoachingPower Coaching

• Understand your Basic Style.• Understand your Style under pressure.• Understand Available Styles.• Employ the style which achieves win/win.• Do what is uncomfortable.• Never Seek “comfort” -- choose the style to:

– Grow you -- Grow others -- Integrate -- Win/Win.

• Be straightforward with yourself and with others.

Personal StylesPersonal Styles

• Each individual will participate in a battery of self and group evaluation processes including several of the following:– Meyers Briggs – MBTI-M– FIRO – B– LifeScripts – an Inventory of Personal Strengths– Thomas Kilman – Conflict Mode

• Individuals will have the opportunity to share their own data, interact with the group, and learn about other “styles” during the interaction.

Leadership CompetenciesLeadership Competencies

• Includes both Personal competency and Inter-Personal competency in four specific areas:– Communication Accomplishment – Strategy Stewardship and

Accountability

• The Learning Team will first build an understanding of the overall framework, provide initial feedback to each other as a baseline, and gain clarity around each of the areas.

• This module also includes integration of the Jack Welch – Right Way – Right Results model and an exploration of Transformational Leadership which will be used in greater detail later in the workshop.

Personal Leadership FrameworkPersonal Leadership Framework

Personal Leadership requires a long term commitment to

Self Evaluation, Receiving Feedback & Continual Learning. This grows supports

and promotes capability in each competency.

COMM

UNICATION

Visioning

InspiringSTRATEGYDeveloping Enabling

ST

EW

AR

DS

HIP

Acc

oun

tin

gH

oldi

ng

Acc

oun

tabl

e

ACCOMPLIS

HMENT

Acting

Empower

Balancing CompetenciesBalancing Competencies

Personal Personal CompetencyCompetency

Inter-Personal Inter-Personal CompetencyCompetency

COMMUNICATIONVisioning Inspiring


STEWARDSHIPAccounting Holding Accountable

ACCOMPLISHMENTActing Empower

Understanding and Using the Understanding and Using the Competencies in EvaluationCompetencies in Evaluation

• In the following slides, each area is explored for common understanding in 3 ways:– A general description of the area and the skills which

help enable these competencies.– A description of both the “Personal” competency side

of this area and the “Inter-Personal” side.– A list of evaluative questions which may be placed in

a formal evaluation setting to determine the relative effectiveness of a person in this area.

COMMUNICATIONVisioning Inspiring

• Through simulated exercises the Learning team has an opportunity to demonstrate both their vision of the future and work with the group to enhance that vision into a greater, common vision.

• This areas includes the skills of:– Brainstorming– Sorting and Prioritizing information– Questioning (5 Whys)– Detailing and describing– Projecting the consequences both positive and negative– Facilitating group discussions

COMMUNICATIONCOMMUNICATIONVisioning Inspiring

• Personal Competency– Seeing in detail where

you and the organization should go.

– Imagining opportunities and options

– Combining paradoxical elements into a new potential

– Understanding the “Why”– Integrating broad

information from today to intuit the trends of tomorrow.

• Inter-Personal Competency– Communication – specific,

vivid and actionable by others

– Drawing out the vision others have.

– Stretching the belief of what can be.

– Building an understanding of “Why” things must occur.

– Encouraging explorations– Challenging current

paradigms– Building a common

understanding with others

COMMUNICATIONCOMMUNICATIONVisioning Inspiring

• Personal Competency

• Inter-Personal Competency

Possible 360 degree Evaluative Questions in this Area

• Through simulated exercises

• This areas includes the skills of:


• Personal Competency–

• Inter-Personal Competency–


• Personal Competency–






STEWARDSHIPAccountingHolding Accountable

Hancor’s 360 Degree Leadership Evaluation Hancor’s 360 Degree Leadership Evaluation Process for 2003Process for 2003

• General Communication and initial workshop on the Evaluation Process for Leaders

• Selection of Evaluators for each person. These should include:– Individual themselves– At least one “boss” or “superior” in the organization– At least 2 “peers” who connect regularly with the person– At least 3 “subordinates” who connect regularly with the person.

• Each evaluator will fill out the evaluation on the web site and a summary will be provided to the participant. The summary will include:

– Average score from all evaluators– Individual score– “Boss” score– Written comments

• Each Leader will meet with his group of evaluators briefly to ask questions and gain insight into any questions they have from the session

• Each leader will prepare a summary of strengths and weakness along with a 2-3 point action plan for improving overall effectiveness.

personal leadership a framework for exploring and evaluating leadership competency for the 21 st...

Documents

leadership competency

personal development

personal impact

inter personal competency

leadership workshop

habit slide

group success

learning teams