1. COMMUNICATION
Visioning
Inspiring
STRATEGY
Developing
Enabling
STEWARDSHIP
Accounting
Holding Accountable
ACCOMPLISHMENT
Acting
Empower
PERSONAL LEADERSHIP
A framework for exploring and evaluating Leadership Competency for the 21st Century.

2. Personal Leadership Overview
Personal Leadership is:
An assessment and growth process for Hancor’s leaders and future leaders.
Designed to identify and evaluate the leadership competencies.
Flexible enough to apply to both selection and long term development of key leaders.
A continuous, 360 degree evaluating and planning process.

3. Objectives
Identify your personal strengths and developmental needs in fulfilling essential team leadership requirements.
Share leadership within a team and assess your abilities in various roles.
Learn and manage the paradigm shifts required to fulfill the leadership roles of high performance organizations and teams.
Receive direct, active and live feedback to help you set new goals for personal development.

4. Leadership Workshop Outline
Understanding the principles of “Success Dialogue” -- Establishing a Learning Team
Personal Styles – Personal Assessment
Leadership Competencies – A Framework
Communication
Strategy
Accomplishment
Stewardship and Accountability
Making Success a Habit

5. Success Dialogue
Each Participant becomes part of a ‘learning team’ that will stay together for the entire workshop.
Learning teams will help the individual:
Balance each other’s perceptions
Gain a picture of their personal impact on the group
Share responsibility and accountability for individual and group success.
Share direct, actionable, and success oriented feedback.
Each Learning Team will go through a forming process to build clarify their purpose, guidelines, and begin using “Power Coaching.”

6. Power Coaching Understand your Basic Style.
Understand your Style under pressure.
Understand Available Styles.
Employ the style which achieves win/win.
Do what is uncomfortable.
Never Seek “comfort” -- choose the style to:
Grow you -- Grow others -- Integrate -- Win/Win.
Be straightforward with yourself and with others.

7. Personal Styles
Each individual will participate in a battery of self and group evaluation processes including several of the following:
Meyers Briggs – MBTI-M
FIRO – B
LifeScripts – an Inventory of Personal Strengths
Thomas Kilman – Conflict Mode
Individuals will have the opportunity to share their own data, interact with the group, and learn about other “styles” during the interaction.

8. Leadership Competencies
Includes both Personal competency and Inter-Personal competency in four specific areas:
Communication  Accomplishment
Strategy  Stewardship and Accountability
The Learning Team will first build an understanding of the overall framework, provide initial feedback to each other as a baseline, and gain clarity around each of the areas.
This module also includes integration of the Jack Welch – Right Way – Right Results model and an exploration of Transformational Leadership which will be used in greater detail later in the workshop.

9. Personal Leadership Framework
COMMUNICATION
Visioning
Inspiring
STRATEGY
Developing
Enabling
STEWARDSHIP
Accounting
Holding Accountable
ACCOMPLISHMENT
Acting
Empower
Personal Leadership requires a long term commitment to Self Evaluation, Receiving Feedback & Continual Learning. This grows supports and promotes capability in each competency.

10. Balancing Competencies
Personal
Competency
Inter-Personal
Competency
COMMUNICATION
Visioning
Inspiring
STRATEGY
Developing
Enabling
ACCOMPLISHMENT
Acting
Empower
STEWARDSHIP
Accounting
Holding Accountable

11. Understanding and Using the Competencies in Evaluation
In the following slides, each area is explored for common understanding in 3 ways:
A general description of the area and the skills which help enable these competencies.
A description of both the “Personal” competency side of this area and the “Inter-Personal” side.
A list of evaluative questions which may be placed in a formal evaluation setting to determine the relative effectiveness of a person in this area.

12. COMMUNICATION Visioning Inspiring
Through simulated exercises the Learning team has an opportunity to demonstrate both their vision of the future and work with the group to enhance that vision into a greater, common vision.
This areas includes the skills of:
Brainstorming
Sorting and Prioritizing information
Questioning (5 Whys)
Detailing and describing
Projecting the consequences both positive and negative
Facilitating group discussions

13. COMMUNICATION Visioning Inspiring Personal Competency
Seeing in detail where you and the organization should go.
Imagining opportunities and options
Combining paradoxical elements into a new potential
Understanding the “Why”
Integrating broad information from today to intuit the trends of tomorrow.
Inter-Personal Competency
Communication – specific, vivid and actionable by others
Drawing out the vision others have.
Stretching the belief of what can be.
Building an understanding of “Why” things must occur.
Encouraging explorations
Challenging current paradigms
Building a common understanding with others

14. Possible 360 degree Evaluative Questions in this Area
COMMUNICATION
Visioning
Inspiring
Possible 360 degree Evaluative Questions in this Area
Personal Competency
Inter-Personal Competency

15. Through simulated exercises This areas includes the skills of:
STRATEGY
Developing
Enabling
Through simulated exercises
This areas includes the skills of:

16. STRATEGY
Developing
Enabling
Personal Competency
Inter-Personal Competency

17. Possible 360 degree Evaluative Questions in this Area
STRATEGY
Developing
Enabling
Possible 360 degree Evaluative Questions in this Area
Personal Competency
Inter-Personal Competency

18. Through simulated exercises This areas includes the skills of:
ACCOMPLISHMENT
Acting
Empower
Through simulated exercises
This areas includes the skills of:

19. ACCOMPLISHMENT
Acting
Empower
Personal Competency
Inter-Personal Competency

20. Possible 360 degree Evaluative Questions in this Area
ACCOMPLISHMENT
Acting
Empower
Possible 360 degree Evaluative Questions in this Area
Personal Competency
Inter-Personal Competency

21. Through simulated exercises This areas includes the skills of:
STEWARDSHIP
Accounting
Holding Accountable
Through simulated exercises
This areas includes the skills of:

22. STEWARDSHIP
Accounting
Holding Accountable
Personal Competency
Inter-Personal Competency

23. Possible 360 degree Evaluative Questions in this Area
STEWARDSHIP
Accounting
Holding Accountable
Possible 360 degree Evaluative Questions in this Area
Personal Competency
Inter-Personal Competency

24. Hancor’s 360 Degree Leadership Evaluation Process for 2003
General Communication and initial workshop on the Evaluation Process for Leaders
Selection of Evaluators for each person. These should include:
Individual themselves
At least one “boss” or “superior” in the organization
At least 2 “peers” who connect regularly with the person
At least 3 “subordinates” who connect regularly with the person.
Each evaluator will fill out the evaluation on the web site and a summary will be provided to the participant. The summary will include:
Average score from all evaluators
Individual score
“Boss” score
Written comments
Each Leader will meet with his group of evaluators briefly to ask questions and gain insight into any questions they have from the session
Each leader will prepare a summary of strengths and weakness along with a 2-3 point action plan for improving overall effectiveness.