Valetta Wright, Corporate Training Manager for WCA Waste Corporation, shares best practices for identifying and developing the top leaders in any organization.

1. LEADERSHIP VS.
MANAGEMENT
Identifying and Developing the Leaders in
Your Organization

2. “The bedrock of a great business is based on the Human Capital
and that Capital is built on Human Relationships” Miti Ampoma
Leader vs Manager
Leading – in the front giving clear directing
Can you name some great leaders? What top three characteristics do these they exhibit?
Managing-having executive or supervisory “control or authority” (self-
indulgence/recognition)
We all know Managers. What top 3 characteristics do they exhibit?
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3. Goals for the Breakout Session
My goal for this breakout session to help you grow and recognize Leadership within
your organization to improve your company’s Organic Growth/production based
on Great Leadership.
We will discuss three key areas that will help define, recognize and coach your
managers into leadership;
1. Leadership vs Management by definition
2. Maximizing your company’s growth potential by investing in the Human
Capital they already have
3. Coaching and Training your Management Staff to Leadership Roles and
removing the “manager mentality” for your Leaders
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4. Leadership-People/Human
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 Empathy
 Consistency
 Honesty
 Direction
 Flexibility
 Collaborative
 Visionary
 Ethical
 Innovative
 Managing systems
 Influential

5. Managers-Process/Systems
They have good qualities too…
Creative
Structures
Intuition
Knowledge
Commitment
But one big downfall..
try to manage people
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6. Leadership traits to look for when considering promoting or
hiring a potential “management’ candidate
Ask interview Questions to find the leaders in your Organization
 Clear on the direction of the organization and how you contribute to the Vision,
Mission, Values and Goals of the company
 Interested in building relationships with people
 Pays attention to the “behavior’ of the people and how it affects the organization
 Promotes change, dialogue , ideas
 Different in different situations (flexible)
 Affective communicator/coach/mentor
 Understands and uses KPI to coach a group to success
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7. Understanding and Acknowledging the Human
Capital
Why the Leader is essential to Protect
the Human Capital
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8. Leadership, Human Capital and Organic
Growth are connected
The Facts
 Leaders are in charge of your most valuable assets
 That asset is defined as Human Capital
 We all have heard the buzz word “Human Capital” in our corporate culture and if you
haven’t heard it yet, it’s just a matter of time before you do. Two words that I really want
you to understand the importance of; Human, Capital
 Human- of, pertaining to, characteristics of, or having nature of people, human frailty
 Capital-relating to or bring assets that add to the long term net worth of a corporation.
 By this definition People/Humans are the asset that adds to your company’s long term
net worth. Does it make sense that we would verify the credentials, abilities, intentions
and leadership skills of those caring for/or managing those assets?
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9. Leadership, Human Capital and Organic
Growth are connected
Your Organic Growth can be impacted by poor Leadership
 Organic growth is a long-term strategy. It is a lower risk growth strategy than inorganic
growth as it is building on the company’s strengths to increase sales
 The Human Capital in your business directly affects the rate of your Organic Growth
 Organic Growth has been an important avenue in business expansion
 No matter how an Organization grows organically people skills have to grow
 Organizations will want to maximize there rate of return on Human Capital
 To achieve these dual objectives organizations continuously make training and
development their focus
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10. Leadership + Human Capital=
Maximum Organic Growth
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11. Nurturing a Management Staff into Leadership and removing the
“Manager Mentality” from your Leadership
Coaching and Training
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12. Manager Mentality
 The belief that people will do what you say based on your title.
Symptoms –Low morale, high turnover, human resource issues, poor job performance
from the immediate reports, lack of clear direction, Cost the company money
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13. How do we initiate Leadership
development? Step 1- Assessment
We start with an assessment.
 Below are a list of symptoms
 Lack of Communication
 Micro-Managing
 Poor People Skills
 High HR Complaints
 High turnover
 Low Morale
 Low Engagement
 Unclear Expectations
 Intimidation
 Low Production
 Toxic Culture
 High Absenteeism
Please highlight the symptoms you see at your company. Anything you don’t see
here that you are currently experiencing?
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14. Step 2- Identify who needs the
development
Individual assessment:
 The individual assessment looks at particular employees to discover their level of
performance.
 This analysis identifies the existing skills and qualifications, as well as capacity for
learning.
 Individual assessment will show who needs training and what kind of training is needed
most.
 It uncovers the strengths of employees and areas for competency improvement.
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15. Step 3- Present the Data
Things to present;
 Turn over reports
 Employee Engagement surveys
 Statistical Data regarding The cost of poor Leadership
 External Customer Satisfaction
 Focus on Bad Behavior
 Poor turnout at Company events
 Low Production
What Else?
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16. Step 4- A Plan of Action
What tools do you have available to train your leadership staff??
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17. Continue to implement Leadership Development
Moving forward
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18. Food for thought
Remember
The manager’s job is to plan, and coordinate.
The leader’s job is to inspire and motivate the employees to accomplish the above.
My hope is that you will take the information we have discussed back to your organization
and evaluate the current state of your leadership by assessing;
Do I have Leaders or Managers?
How is this affecting the Human Capital?
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19. Think about it
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Training and Coaching the leadership will improve the employee engagement and
decrease HR issues. Studies have shown employees to become up to 20% more
productive which will increase profits (Organic Growth), less complaints and your
company become the Employer Of Choice!

20. Valetta Wright-Corporate Training Manager
THANK YOU FOR ATTENDING