1. Social Psychology of Leadership Mgt 512 – Winter 2013 Barry Posner Accolti Endowed Professor of Leadership March 9, 2013

2. Stephen Napier “I feel that recognizing employees in front of their supervisors is important, as it makes them look good. Most importantly, it helps them build trust in you as a leader.”

3. Agenda Identify Encourage the Heart in practice Appreciate and develop skills around Encourage the Heart Housekeeping (feedback, questions, final reflective essay, etc.)

4. FINAL REFLECTIVE ESSAY What have you learned about leadership and about leading that can make you a better leader? -- Answer this question -- Provide evidence -- Demonstrate understanding of The Five Practices framework Due: March 23 (about 1,500 – 2,000 words)

5. Encourage the Heart Recognize contributions by showing appreciation for individual excellence. Celebrate the values and victories by creating a spirit of community.

6. Leadership Myths “If you want something done right, do it yourself.” “Leaders are cool, calm, and collected.” “It’s not a popularity contest. I don’t care if they like, just as long as they respect me.” We don’t do our best in isolation. Leadership is personal. Leadership is a relationship.

7. Benefits of Celebrating Accomplishments Constituents Leaders Reported 26% more engaged 31% more effective

8. Putting Encouraging the Heart Into Action What does the team want to share: a. Examples that best illustrate putting this leadership practice into action b. Lessons learned about using this leadership practice

9. Prasad Kanneganti “Sharing success stories and celebrating contributions encourages everyone to come together and work toward the larger goal.”

10. Let’s take a look at how Leaders Encourage the Heart. How does the leader recognize individual contributions? How does the leader celebrate team successes?

11. My Most Meaningful Recognition  Think of a time when you received your most meaningful recognition.  Describe what happened.  Tell your story to your group.  What are the common elements in the stories that were told?

12. MOST MEMORABLE What trends or patterns do you notice? 1. 2. 3. 4. 5.

14. Are more open and caring, Express more affection, Demonstrate more passion, Are more positive, and Are more grateful and appreciative The Highest Performing Leaders …than lower performing leaders!

15. What does the ratio of positive to negative affect need to be at work for people to feel fully engaged? A. 1:1 B. 2:1 C. 3:1 D. 4:1 E. 5:1 F. 6:1

16. MAGIC RATIO : 1 3

18. Expect the Best in Others Set a high standard Find people doing things right Make recognition public Be creative

19. Standards (goals and values) concentrate our minds and get us moving with intention, with purpose and energy.

20. “Without a goal it is difficult to concentrate and avoid distractions. Thus a mountain climber sets as her goal to reach the summit not because she has some deep desire to achieve it, but because the goal makes the experience of climbing possible. If it were not for the summit, the climb would be pointless ambling that leaves one restless and apathetic.” Mihalyi Csikszentmihalyi

21. 1.Told the exact distance they would march -- 20 kilometers -- they were regularly informed of their progress along the way. 2.Told: “This is the long march you heard about.” Nobody knew how far they would march or how they were doing. 3.Told they would march 15 kilometers. After marching 14, they were told they had six more to go. 4.Told they would march 25 kilometers. After marching 14, they were told they had six more to go. WHICH GROUP PERFORMS BEST? Which Group Performs Best?

22. % Increase in motivation 0 10 20 30 40 50 60 Goals & Feedback GoalsFeedbackControl Goals, Feedback and Performance

23. Link Performance and Rewards Make sure people know what is expected of them Provide feedback on performance Reward only those who meet or exceed the standards

24. Combine Extrinsic and Intrinsic Provide challenging assignments Give praise and say “thank you.” Use a variety of rewards

25. “Leaders find ways of stepping into the shoes of other people and asking, ‘How would I feel and what would I want if I were this person?” Gay Hendricks & Kate Ludeman

26. To Steve’s Son: I understand that you’re curious about what your dad does when his job takes him away from home...... I just wanted you to know that we really appreciate your sharing him this week, and if he’s anywhere near as good or as fun as a father as he is as a teacher, you’ve got yourself one fine dad. Being Creative & Personal Carl English One of your Dad’s students

27. “It made a huge difference. As much as I love my work, particularly on those days when I’d rather be at home than out on the road somewhere, I think of that note, and it reminds me why I go to work everyday.” Steve Farber

28. Cheer Key Values Put celebrations on the schedule Be spontaneous Have fun

29. Raul Orozco “I also learned that when you have as much fun as you can while working hard, you create a balanced environment where people love to be, even if it means coming to work on the weekends.”

30. Beth Taute “I learned that recognition is not always about the job one has done, but also because people are being thanked for their probable future contributions as well.”

31. “At first, I thought that my efforts of saying ‘thank you’ and ‘good job’ would be wasted. Would they value these words from a colleague? Then, I thought about how I would feel if my colleagues thanked or praised me, and this is when I realized the power of recognizing and appreciating others.” Andy Ramans

32. Pulling It Together: Encourage the Heart Recognize contributions by showing appreciation for individual excellence. Celebrate the values and victories by creating a spirit of community.

33. Social Psychology of Leadership Barry Z. Posner Social Psychology of Leadership Barry Z. Posner Mgt 512 Winter 2013 © 2013. James M. Kouzes and Barry Z. Posner. All rights reserved. Please do not reproduce without express written permission.