Leadership Development Chapter 12

“Management is doing things right; leadership is doing the right things.” ~Peter F. Drucker

Components of Leadership Learning Experience Developmental relationships

Components of Leadership Learning –Individual preparation –Socializing company vision and values –Strategic leadership initiatives

Components of Leadership Experience –Broad types of job opportunities Job transitions Creating change High level responsibility Non-authority relationships Obstacles

Components of Leadership Hardship –How do you learn from this experience? What caused the failure? Was this truly a failure? What successes are contained in the failure? What can I learn from what happened? Am I grateful for the experience? How can I turn this into a success? Who can help me with this issue? Where do I go from here?

Primary Types of Hardship Events Business mistakes and failures Career setbacks Personal trauma Problem employees Downsizing

Components of Leadership Developmental Relationships Peers –Information peers –Collegial peers –Special peers Mentors

Career Functions Sponsorship Coaching Protection Challenging assignments

Psychosocial functions Role modeling Acceptance and confirmation Counseling Friendship

Steps for Searching for a Mentor Identify what you need Evaluate yourself as a prospective protégé Identify mentor candidates Prepare for obstacles Approach possible mentors

Covey’s 7 Habits of Highly Effective People Be proactive Begin with the end in mind Put first things first Think win/win Seek first to understand, then to be understood Synergize Sharpen the saw

Cashman’s Leadership from the Inside Out Personal Mastery Purpose Mastery Change Mastery Interpersonal Mastery Being Mastery Balance Mastery Action Mastery

Leadership Transitions Taking charge –Taking hold (3-6 months) –Immersion (4-11 months) –Reshaping (3-6 months) –Consolidation (3-9 months) –Refinement

Managing Transitions Recognize that taking charge takes time Develop effective working relationships immediately Assess and act on prior experience Clarify expectations

Succession Planning Successful programs have: –Participation and support from top management –Include all levels of leadership –Organizational needs assessment –Competency focused –Accountability –Development

“Leadership is the art of getting someone else to do something you want done because he wants to do it.” ~ Dwight Eisenhower