1. High-Impact Leadership: Train Managers to Effectively Influence Organizational Stakeholders
Today’s business environment is flatter and more agile than ever before. True power no longer resides in position, but in the ability to influence others.
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2. A leader’s power is not derived from their position, but rather their ability to effectively influence others
In an age where organizations are flatter, global teams are the norm, and a focus on agility is commonplace, influence is power.
Learning and Development leaders who are responsible for providing training as a part of a leadership development program.
Organizational trainers who are tasked with creating training content and/or delivering it to participants.
Anyone interested in learning how to effectively exert influence.
Make the case for training managers on how to influence people.
Prepare to implement influence training.
Deliver influence training to managers.
Evaluate the success of the training.
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3. The ability to effectively influence others is crucial to realizing organizational goals in a timely manner
Influence is far easier when you have taken the time to develop positive relationships with your organizational stakeholders.
Taking the time to interact with your direct reports, peers, and supervisors creates strong stakeholder relationships – a solid foundation for influence. This solid foundation makes other influence tactics more effective, if not entirely unnecessary.
Positional power is not the panacea it was in the days of traditional, hierarchical organizations. Today’s flatter, agile, global structure requires leadership that motivates others to act.
Underdeveloped influence skills are common despite their cost: difficulty getting buy-in to ideas or initiatives; project stalls and/or abandonment; lower employee engagement; and low scores on leader performance assessments such as 360° evaluations and formal Performance Appraisals.
While leadership training is the #1 priority for 2014*, many organizations still struggle to get adequate funding for training initiatives.
*Source: McLean & Company’s HR Trends and Priorities for 2014
In order to become effective influencers, leaders must be trained on the power of influence, the six core influence tactics, when and how to use influence to create positive outcomes, and how to plan for effective influence sessions.
Thorough training on influence will enable managers to realize greater work group efficiency and effectiveness, as well as easily translate into significant business outcomes.
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4. Guided Implementation
McLean & Company offers various levels of support to best suit your needs
Guided Implementation
“Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track.”
DIY Toolkit
“Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful.”
Workshop
“We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place.”
Consulting
“Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project.”
Diagnostics and consistent frameworks used throughout all four options
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5. Familiarize yourself with McLean & Company’s approach to influence
Influence tactics
Follow up
Preparation
The training session will cover the following:
The importance of Influence.
360° feedback review.
McLean & Company’s six influence tactics.
Influence plan creation.
Case study.
Individual development planning.
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6. Sample Slides
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7. Leadership development has been the #1 organizational priority for three years running – out of 31 initiatives in 2014
Top 10 Priorities – 2014
Top 10 Priorities – 2013
Top 10 Priorities – 2012
Leadership development
Employee development
Employee Communications
HR Strategic Planning
Performance Appraisals
Managing Organizational Culture
Succession Planning
Coaching
HR Structure
Internal Talent Assessment
Leadership development
Employee Engagement
Employee Development
Management Development
Strengthening the Talent Pipeline
Improving Team Performance
Succession Planning
Performance Appraisal Programs
Compliance
HR-Business Alignment
Leadership development
Employee Engagement
Management Development
HR Strategic Planning
Performance Appraisals
Strengthen the Candidate Pipeline
Coaching
Succession Planning
HR Software Upgrades
Compliance
Want to know more about 2014 HR Trends and Priorities?
Download McLean & Company’s report: HR Trends and Priorities for 2014
Source: McLean & Company: 2014, N=502; 2013, N=299; 2012, N=134
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8. Leadership Development Effectiveness
Although leadership development is a priority, most programs fall short
Most organizations believe their current leadership development is ineffective.
Failure to support leadership development can negatively impact profitability and employee retention.
Organizations have three main issues that can be rectified with leadership training:
Succession Planning Gaps Many organizations have a succession plan, but fail to train the upcoming talent to fill the gaps when they are vacated. When a vacancy opens, many organizations have to look to outside talent, which can be expensive, because they have failed to train their own.
High Turnover A key driver of turnover is poor leadership. There may be high turnover in the organization or just a department; either way you need to identify the leadership weakness in those areas and develop the individual in the lacking leadership skills.
An Inability to Complete Strategic Initiatives Leaders need to be able to complete strategic goals for the organization. Leadership training will enable managers to complete key projects in a timely fashion and with maximum buy-in.
Leadership Development Effectiveness
Source: McLean & Company, 2014; N=502
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9. Leaders skilled at influencing are able to affect others’ thinking, decisions, and behavior – and drive positive business results
Influence training gives leaders the power to:
Negotiate for resources.
Motivate for high performance.
Gain traction for initiatives, projects, and change.
Garner buy-in and agreement.
Coach and mentor to high performance.
Create a team vision.
Influence training can benefit the organization by:
Increasing timely goal attainment.
Increasing the rate of project acceptance and implementation.
Reducing project stalls and abandonment.
Reducing interpersonal and team conflict.
Helping build stronger work relationships, leading to higher employee engagement and lower turnover.
Middle managers and directors live in the world of influence. Some are still trying to influence by expertise, when expertise is only one dimension or one potential dimension.
– Dr. Allan Cohen, co-author of “Influencing Up” and “Influencing Without Authority”
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10. McLean & Company Helps HR Professionals To:
Empower management to apply HR best practices
Develop effective talent acquisition & retention strategies
Build a high performance culture
Maintain a progressive set of HR policies & procedures
Demonstrate the business impact of HR
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" Now, more than ever, HR leaders need to help their organizations maximize the value of their people. McLean & Company offers the tools, diagnostics and programs to drive measurable results."
– Jennifer Rozon, Vice President, McLean & Company
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