Amazing 30 Somethings: Build your leadership
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This document provides information about building leadership skills. It includes an introduction to Dominique Aubry, the trainer, and outlines an upcoming agenda covering topics like what leadership is, the skills of a good leader, different leadership types including transformational leadership, and common leadership challenges. The document promotes upcoming related events and a transformational leadership bootcamp at a discounted price.
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Amazing 30 Somethings: Build your leadership
- 1. Build Your LeadershipBrought to you by Amazing 30 Somethings S A 3 AMAZING 30 SOMETHI NGS 1
- 2. 2 Amazing 30 Somethings Hands- on excursions, explorations and experiences Immersion Professional Development, Entrepreneurship & Life Style Design Education Life Long Colleagues, Partners and Friends Peer Connections
- 3. 3 Trainer.Coach.Consult ant Dominique Aubry linkedin.com/DominiqueA ubry twitter.com/aubrybella facebook.com/This30sli fe I am strategic operations professional with 10+ years experience leading teams in government, nonprofit and for- profit organizations I am a Lean Startup expert training over 1000+ entrepreneurs and business professionals around the world. My specialty is helping people create life- styles that are fulfilling and freeing while building success and confidence. Meet Dominique
- 5. What Do Good Leader Do? 5
- 6. Leaders are people who do the right thing; managers are people who do things right. – Professor Warren G. Bennis 6
- 7. Skills of a Good Leader Types of Power used in Leading AGEN DA Main Types of Leadership 7
- 8. 8 Leadership Woes Employees think their boss is ineffective at their job. Ineffective 49% 80% 37% Managers single out employees as favorites. Favoritism Managers don’t ask for employee ideas about how to solve problems. Doesn’t ask for help 35%
- 10. 3 Types of Leadership 10 Transformational/Democ ratic Inspirational, fresh ideas and high expectations Laissez faire/Passive Let (people) do(as they choose) Authoritative/Transactio nal Follow process to the “letter” 40% of Managers don’t recognize employee contributions or efforts We will focus on transformational leadership as it is currently the most relevant and useful style to increase employee engagement.
- 11. Process followed to the “Letter” Helpful when managing risk Get good at making decisions under pressure Tend to be control freaksLeadership role tends to be based on technical expertise Authoritative/ Transactional 11 It is common to demand your team works at top speed and you can end up exhausting everyone.
- 12. Authoritative Leadership Types 12 Pace Setter • Focus on giving orders • Deprives people of control • Often misused causing negative effect • . Commanding • Focus on performance and metrics • Best used when you need results from a motivated team • Can lead to burnout
- 13. Let (people) do(as they choose) Helpful when process is simple Get good at delegating responsibility Let situations run there courseLeadership role tends to be based on a hands-off but empowered approach Laissez faire/ Passive 13 You will be accountable for the outcome. Avoid becoming to remote.
- 14. Passive Leadership Type: Affiliate 14 • Focus on promoting harmony • Values the emotional needs of others • Useful when team needs to be motivated in a stressful time
- 15. Inspirational, fresh ideas and high expectations Helpful when needing to engage team Get good at creating decision making processes Build culture based on shared valuesLeadership role tends to be based on empathy and development Transformational/ Democratic 15 It may not work for every employee. Learn to recognize lack of interest or skill.
- 16. Excel at all 4 types and become a truly transformational leader Focuses on collaboration toward goals Focus on Long-term goals Connects personal goals to organizational goals Transformational Leadership Types Visionary Democratic Coaching Empathetic Focus on moving toward a common goal 16
- 18. 0-8 : Beginner/Low 9:16: Experienced/Intermediat e 17-24: Senior/ Advanced 18 Scoring
- 20. The Process 20 2/Motivate and inspire people 1/3 Create an inspiring vision of the future 3/3 Manage delivery of the vision
- 21. A manager is working on the budget. He is told to get a hot project running immediately. He calls his staff together and explains the project. He then tells them to get it up and going while he completes the budget. 21 SITUATION ROOM
- 26. June 8th Capital One Café 6:30pm Increase your influence and build your power ------------------------------------------------------- June 9th Cornwalls 6:30pm Bangers & Board Games ------------------------------------------------------- June 14th Capital One Café 6:30pm Career Boost ------------------------------------------------------- June 15th Wework 51 Melcher 6:00pm Increase Your Situational Leadership ------------------------------------------------------- June 23rdth Forge Baking 9:00am Percolate & Ideate 26 Upcoming Events
- 27. 30 Year Old Exec Ebook gum.co/30yroldexec $9.97 ONLY $4.98!!! 27 TRANSFORMATIONAL LEADERSHIP BOOTCAMP 50% OFF UNTIL MIDNIGHT SUNDAY JUNE 5th Discount Code WHAT YOU WILL LEARN: • How to motivate others in a highly technical, millennial-ized culture • Where you are in your journey toward becoming a transformational leader • How to create your Personal Leadership Philosophy THIS IS FOR ANYONE WHO: • Wants to build leadership and confidence so they can move up in their career • Wants to become transformational in their work and create huge impact • Wants to skill up to be able face 21st century challenges head on Bootcamp Price: $175 87.50 Discount code: A3S50TLB5 Learn More @ a3stlb.eventbrite.com
Notas do Editor
- Hi Everyone My name is Dominique Aubry and welcome to the Build your Leadership Workshop brought to you by Amazing 30 Somethings
- Amazing 30 somethings is a community of 30 year olds working to create a better world. We focus on providing folks in their 30’s with educational programming, immerison , peer connections. The idea behind Amazing 30 somethings, is simple…. Every says that you have to have it together at 30.... And the truth is even though many of us are amazing ... We don’t necessarily have it together and combine that with the economy, climate issues, global issues and the fact that we are the next world leaders it is time we got a little support to manage our lives and the world during this dynamic period. That is what this group-Amazing 30 somethings seeks to do.
- Define: ( ask an open ended question) A Political Leader, pursing a passionate, personal cause An explorer, leading an expedition into the unknown An Executive, developing their company’s strategy Every culture is different and we are looking at western leadership
- Ask an open ended question? They help themselves and others to do the right things They set direction, build an inspiring vision …create something new.
- pioneer of the contemporary field of Leadership studies- Yet, while leaders set direction, they must also use management skills to guide their people to the right destination, in a smooth and efficient way. The words leader and leadership are often used incorrectly to describe people who are actually managing. These people may be good at their jobs and valued but it doesn’t make them a leader, just a great manager. Not all” leadership groups” are delivering transformational change – This can be dangerous because they are being managed by an indivudal that things they are being led but hteir not. Today we are going to focus on what type of leader you are where you can grow and develop to hit your leadership goals
- Also want to note that leadership means different things to different people around the work. We are focusing on the Western model of individual leadership specifically in the work place.
- Harris Interactive, headquartered in Rochester, New York, was a market research firm, known for "The Harris Poll". Polls on various subjects since 1963 Harris Interactive to survey 1,279 workers around the world to tell us about their everyday interactions with their leaders. The results of this survey are captured in our new study, Lessons for Leaders from the People Who Matter: How Employees Around the World View Their Leaders- 2011
- Tend to be control freaks- You can get stuck in detail without seeing the larger strategic picture Can use this approach when managing risk, If you are being decisive make sure to plan for crisis and get good at making decisions under pressure otherwise it could negatively impact trust within the team Relying on control and punishment to maintain standards will drive people away, ….what is more common is that your demand your team works at top speed and you can end up exhausting everyone. - If you are being decisive make sure to plan for crisis and get good at making decisions under pressure otherwise it could negatively impact trust within the team
- Pace Setting Leader: Focuses on performance and meeting goals. Expect exceelence from their teams andotfen the leader will jum in to make sure goals are met. The Pacesetting style doesn’t coddle poor perfomers, everyone is held ot a high starndard. It can lead to burn out exhaustion, high staff turnover . Best used when you need to get high quality results from a motivated team, quickly. Based on performance improve the quality of yur teams work using Six Signam ,Kaizen, high-performance coaching . Also motivation skills The Commanding Leader – This style often depends on orders, threat of punishment (unspoken) and tight control. This approach deprives people of having control of their lives. It is often misused and have a negative effect on the team.
- You empower your team to make deciisons and to organize their own process, with little or no guideance, - but situations can collapse into chaose if people have love motivation or poor skills It can work if they are experience, knoweldgable, creative, confident ….or if deadlines are flexible and the process is simple
- The affiliative Leader : The affiliate promotes harmony with a team, this style connects people together and encourages inclusing and resolving confirm. You must value the emotions of others and put a high value on their emotional needs. Is this type whenever the team tension or conflict, trust is broken or team needs to be motivated through a stressful time. ‘ Learn how to resolve confilict, be optimistic, managing emotion in your team.
- Democratic, Participative Leadership They set goals, guide team discussions and make the final decision. You can gain creative input and fresh ideas from working with others Your goal is to build a culture in which people have health debates with one anothers and you may wonder how to manage differing opinions on the team. set an example of being open and flexible yourself mutual acceptance is a priority to ensure everyone’s participation This process can become dangerously slow if you involve your team members in every decision. Transformational leadership combines the analytical side of vision creations with the passion of shared values, creating something really meaningful to the people being led. Consistently excellent and lon-lasting teams tend to have transformational leadership. Hi expectations, and set a fine example, and inspire them to reach for the impossible.
- Visionary Leader- They are inspring ,moving toward a common goal, Visionary leaders thell their teams where they’re all going, but now how to get there. They leave it up to the team to find a common goal. Empathy ( understanding of the other) is important aspect of Visionary Leadership. Use Visionary leadership when the org needs a new vision or dramatic new direction, such as corporate turnaround. It is less likey to be effective when your working with a team more experienced than you are ( use democratic leadership then). Can be overbearing if used to often. To develop a visionary style focus on increasing your expertise, vision , self confidence and emplathy, increasing your presentation skills Democratic leadership: Focuses on collaboration , leaders use this leadership style actively seek input from their teams , listening more htan directing. Whne you need ot get a team on board with an idea. It shouldn’t be used with people who are inexperienced, lack competence or aren’t well informed about a situation, it is best to ask for input form team members whoa re motivated, knowledgeable and capable. How to develop: invovlve your team in problem solving, decision making and active listening Coachign leader- connects peoples personal goals with organization goals. Emplatheic, encouraging and fousces on devleopmeing other for future success. This sysle focuses on having in-depth conversations with employees that may have little to do with current work, instead focusing on long-erm life goals and how these connect with the organizations mission. This style has a positive impact on your people, because it’s motivating and establishes rapport and trust
- In business a vision is a realistic, convincing and attractive depiction of where you want to be in the future. Vision provides direction, sets priorities and providers a marker to see if you have achieved what you wanted to achieve. To create a vision, leaders focus on organizations strengths by using tools such as : Porter’s five forces PEST analysis UPS Core Competence Analysis SWOT in general leaders look at how their industry is likely to evolve, and how their competitors are likely to behave, how they can innovate and they test their visions using market research and using Then they must make the vision compelling- one that can be seen, felt, uunderstood and embraced. , They tell inspiring stories . motivating and inspiring helps people deliever on their vision b. It can be difficult to find ways to keep your vision inspiring after the initial enthusiasm fade, especialy if you need ot make significant changes to hit the goal. c. Expectancy Theory 1) the expection that hard work leads to good results 2) That good results lead to attractive rewards or incentives This motivates people to work hard to achieve success, because they exepct to enjoy rewards both intrinsic and extrnics as a result 3. Other version include restating the vision in terms of benefits 4) taking frequent opportunities to communicate the vision It is particularly helpful to have expert power – People adminre people who are credible and earned the right to ask people to listen to them There are other sources of power such as the power to pay bonuses or assing tasks however good leaders don’t rely on these to movitve others. Managing Delivery of Vision ( this area relates to management) MBWA ( Management by wandering around)
- In 1959, French and Raven described five bases of Power 1959, American sociologists John French and Bertram Raven published an article, "The Bases of Power”
- Legitiamte- Comes from the belief that a person has the form right to make demands ( authorative) – Unpredictable and unstable- if you lose your position Reward – This results from one person’s ability to compensate another person for compliance – might not be as strong as it may seem- you might not have salary controls , or rewards don’t have enough perceived value your power weakens ( example) Except for praise and thanks we love to receive them – Expert- This is based on a person’s high level of skill and knowledge – it’s a win Referent- This is the result of a person’s perceived attractiveness worthiness and right to others’ respect.- Making someone feel good gives someone referent power, you don’t have to anything to earn it.. behind the secenese there is not one to confirm quality so intergrity can lack, it is not a great plan for longeivity Coercive- This comes from the belief that a person can punish others for noncompliance- can be seen as a bully Six years late Rve added Informational- This results from a person’s ability to control the information that others need to accomplish something. – can be used to help or hurt Anyone is capable of holiding power and influencing others, you don’t need oth av an important job title or big office. But it you recognize differnet forms of power you can avoide being influenced by those who use the less positive ones, and can focus on developing expery and referent power yourself. This will help you become an influencial and effective leader.
- The affiliative Leader : The affiliate promotes harmony with a team, this style connects people together and encourages inclusing and resolving confirm. You must value the emotions of others and put a high value on their emotional needs. Is this type whenever the team tension or conflict, trust is broken or team needs to be motivated through a stressful time. ‘ Learn how to resolve confilict, be optimistic, managing emotion in your team.