Developing Teams of Leaders Anne Dilenschneider, PhD New Idea Counseling Sioux Falls, SD

HOW WE LEARN: N EXPERIENCE   W E TEST/RISK NEW REFLECTION UNDERSTANDING v  NEW UNDERSTANDING EMERGES S

UNDERLYING NEEDS: N IDENTITY & RENEWAL   W E SIGNIFICANCE BELONGING & PURPOSE & INTIMACY v  SAFETY & STRUCTURE S

GROUPS & ORGANIZATIONS MOVE: N VISION/PICTURE W E RESULTS PEOPLE   (EXPERIENCE) LEADERSHIP STARTS HERE   W E RESULTS PEOPLE (SOMETHING SIGNIFICANT) (REFLECTION/I BELONG) PLAN (STRUCTURE) S

EXPERIENCE NEW UNDERSTANDING PUTTING IT ALL TOGETHER: NEED N LEARNING IDENTITY & RENEWAL LEADING EXPERIENCE  VISION/PICTURE   W E SIGNIFICANCE BELONGING & PURPOSE & INTIMACY PUT THE NEW REFLECTION INTO PRACTICE PEOPLE RESULTS   SAFETY & STRUCTURE NEW UNDERSTANDING PLAN S

STRUCTURE PLAN LEADERSHIP COMPETENCY TYPES: N W E PURPOSE PEOPLE VISION (BIG) PICTURE   W E PURPOSE PEOPLE PUT INTO PLACE PRACTICE   STRUCTURE PLAN S MENTOR INNOVATOR FACILITATOR NETWORKER PRODUCER MONITOR COORDINATOR DIRECTOR

LEADERSHIP COMPETENCY TYPES Innovator: Focus In tune w/changing environment -- sees the unusual patterns & important trends Envisions, conceptualizes and projects needed changes & invites others in Willing to risk and tolerates uncertainty; Is creative, dreams Positives: ability to innovate, adapt, change, create Negatives: may be prematurely responsive, unrealistic, impractical Core competencies: 1) Living with change 2) Thinking creatively 3) Instigating change

Coordinator: Hands-on LEADERSHIP COMPETENCY TYPES Coordinator: Hands-on Maintains structure & flow of system Dependable & reliable, good at scheduling, organizing, coordinating efforts, crisis handling Attends to technological, logistical & housekeeping issues Positives: stability, control, continuity, dependable, reliable Negatives: ironbound tradition, skeptical, cynical, may stifle progress Core competencies: 1) Managing projects 2) Designing work 3) Managing across functions

LEADERSHIP COMPETENCY TYPES Mentor: Passion Storyteller -- knows the history, locates & orients group members Cares about individual development, listens & supports – Sees the potential in others they don’t see themselves Doesn't give answers but helps you solve your problem (we grow this way) Positives: considerate, sensitive, approachable, fair, open Negatives: may be permissive, soft-hearted, may abdicate authority Core competencies: 1) Understanding of self and others 2) Communicating effectively 3) Supporting individual development

LEADERSHIP COMPETENCY TYPES Director: Delegate Defines problems, roles & tasks, clarifies expectations through plans & goals Generates rules & policies; gives instructions, selects alternatives Interested in time, money, accountability Positives: decisive, provides structure, clarifies, plans, directs Negatives: may seem unfeeling, unreceptive, dogmatic, offensive Core competencies: 1) Visioning, planning, goal setting 2) Designing and organizing 3) Delegating effectively

LEADERSHIP COMPETENCY TYPES Facilitator: People Fosters collective effort, builds teams, process oriented Manages interpersonal conflict Facilitates problem solving Positives: participation, discussion, process, interaction Negatives: too participative, spins wheels, may slow production Core competencies: 1) Building teams 2) Using participative decision making 3) Managing conflict

Producer: Efficiency Task oriented and focused, completes assignments LEADERSHIP COMPETENCY TYPES Producer: Efficiency Task oriented and focused, completes assignments High interest, motivation, energy, personal drive Accepts personal responsibility Positives: productive, initiate action, task oriented, impact Negatives: overachieving to the point of exhaustion, destroy cohesion Core competencies: 1) Working productively 2) Fostering a pro-active work environment 3) Managing time and stress when they’re at their best

Monitor: Task Good at analysis, knows the facts & details LEADERSHIP COMPETENCY TYPES Monitor: Task Good at analysis, knows the facts & details Passionate about data, forms, compliance Reviews, handles & responds to routine information Positives: information management, documentation, prepared Negatives: seems unimaginative, tedious, may neglect possibilities Core competencies: 1) Monitoring individual performance 2) Managing collective performance 3) Managing organizational performance

Networker: Effectiveness LEADERSHIP COMPETENCY TYPES Networker: Effectiveness Politically astute, persuasive, influential Acts as liaison and spokesperson -- represents, negotiates, acquires resources Markets -- image, appearance, and reputation are important Positives: acquires resources, politically astute, interested in growth Negatives: seems expedient, opportunistic, may disrupt continuity Core competencies: 1) Building and maintaining a power base 2) Negotiating agreement and commitment 3) Presenting ideas

Developing Teams of Leaders Anne Dilenschneider, PhD New Idea Counseling Sioux falls, SD 605-277-3478