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Adedoyin Adebayo
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Be more proactive about self-development. Developing a personal leadership philosophy Identify pockets of talent throughout the organization and direct them through career development and proactive succession planning. Be proficient in Team Building and assisting other employees in developing and increasing their self-awareness understanding your own strengths and weaknesses. Retool" for the current workplace: enhance your abilities to manage change, take risks, collaborate and build
Introduction
The essence of leadership is influence and this is basically differentiates the concept of leadership and management. In order to lead effectively, it is important to understand the various elements of leadership, sources of power and influence and how the interplay between the elements affects the quality of leadership. According to John C. Maxwell; The single biggest way to impact an organization is to focus on leadership development. There is almost no limit to the potential of an organization that recruits good people, raises them up as leaders and continually develops them.
What is Leadership?
Over the years the concept of leadership has been greatly researched and written about. Leadership has been defined in various ways by various authors and there is no single universal agreed definition. It is interesting to know that all definitions of leadership point towards INFLUENCE. Hence, it can be generally accepted that leadership has to do with influence.
A leader is.......
Self starter Visionary Motivator Communicator Mentor Change agent Risk taker Strategic thinker committed responsible
Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others." Jack Welch
SPOTLIGHT!!!!
Situation Tomorrow you are appointed CEO of Insel. What would you do in first 30 days? Do you have a current vision of what to do? How would you go about developing one? Present your best shot at a vision. How would you go about selling the vision? What foundations would you build on? What current practices would you jettison?
- Individually
Describe a leadership dilemma that you have faced in the past 12 months Think about what you would recommend to accelerate the Quality drive across the company. Are you an A,B or C Player?
VALUE MATRIX
DIFFICULT TO REPLACE, LOW VALUE ADDED 1 EASY TO REPLACE, LOW VALUE ADDED 2 EASY TO REPLACE, HIGH VALUE ADDED 3 DIFFICULT TO REPLACE, HIGH VALUE ADDED 4
Value Added
DIFFENRENTIATE / OUTSOURCE
3 Value Added
QUADRANT 4 MAN
His personal value proposition is designed to define, create and distribute value to his employer; he can thus charge a premium for his services due to his scarcity value, Performance, image and exposure.
What is Mentoring?
An Overview of Mentoring for Succession and Growth When do you need Coaching and Mentoring?
COMENSA
A skilled conversation which enables the client to: Develop and clarify their goals / desired state Clarify their current reality Develop ideas and options Develop action plans which will lead to results
TO
DESIRED STATE
New Way Of Being
Where do you want to be? Where are you now? What can you do to get there?
Coaching is
Creating awareness Facilitating learning Releasing potential Enabling learning & change By providing a new perspective - another way of thinking The coachs primary responsibility is not to teach but to facilitate learning (Myles Downey)
Comfort zone
Thinking
Abstract Conceptualisation
Coaching Models
A coaching model provides structure and process
It outlines what to do, when.. A series of events..
GROW (Goals, Reality, Options, Wrap up/Will) CLEAR (Contract, Listen, Explore, Actions, Review) SOAR: (Story, Options, Actions, Review) ARROW: (Aims, Reality, Reflections, Options, What next) POWER: (Purpose, Objectives, Whats happening, Empower, Review) CREATE: (Current Reality, Explore Alternatives, Tap their Energy) ACHIEVE (Assess current situation, Creative brainstorming,
Hone goal, Initiate option generation, Evaluate options, Valid action, Encourage momentum 5A: (Aims, Awareness, Analysis, Action, Assessment)
Coaching Skills
Creating a thinking space Coaching with heart & backbone
QUESTIONS Appreciative inquiry Incisive questions Open to explore, Closed to guide LISTENING To be with, understand, have empathy SILENCE Space to think
CHALLENGE Reflection Observation Feedback Limiting assumptions Mental models Blind spots
5. FORMAL COACHING Coach for performance review Ongoing assessment & feedback Identify development areas Personal development plan
business objectives
DEPT/TEAM OBJECTIVES
INDIVIDUAL OBJECTIVES
4. FORMAL COACHING Coach for goals Review perf contract Identify dev areas Agree new contract
2. FORMAL COACHING Coach for goals, aligned with bus objectives Review perf contract Reward performance
3. FORMAL COACHING Coach for performance review Ongoing assessment & feedback Identify development areas Personal development plan
Mid year Organisation Talent review Succession planning
Mentoring
Mentoring is a partnership in which a mentee is assisted in making significant advances in knowledge, perspective and vision in order to develop their full potential; the mentors wisdom is utilised by the mentee to facilitate and enhance new learning and insight.- COMENSA
Types of Mentors
Corporate Mentor General vs expert - Induction, strategy, career, executive, skills mentor Academic Mentor Guide delegate through a qualification programme Community Mentor For youth, families, health - often situations where individual is disadvantaged
MENTORING
Similar skills
COACHING
Domain specific Transfer of knowledge & skills Wisdom & experience Network access
CIPD 2004