1. STS International, Inc. PERSONAL LEADERSHIP A framework for exploring and evaluating Leadership Competency for the 21 st Century. COMMUNICATION Visioning Inspiring STRATEGY DevelopingEnabling STEWARDSHIP Accounting Holding Accountable ACCOMPLISHMENT Acting Empower

2. STS International, Inc. Personal Leadership Overview  Personal Leadership is:  An assessment and growth process for current 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. STS International, Inc. 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. STS International, Inc. 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. STS International, Inc. 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. STS International, Inc. 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. STS International, Inc. 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. STS International, Inc. 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. STS International, Inc. Personal Leadership Framework Personal Leadership requires a long term commitment to Self Evaluation, Receiving Feedback & Continual Learning. This grows supports and promotes capability in each competency. COMMUNICATION Visioning Inspiring STRATEGY DevelopingEnabling STEWARDSHIP Accounting Holding Accountable ACCOMPLISHMENT Acting Empower

10. STS International, Inc. Balancing Competencies PersonalCompetencyInter-PersonalCompetency COMMUNICATION VisioningInspiring STRATEGY DevelopingEnabling STEWARDSHIP AccountingHolding Accountable ACCOMPLISHMENT ActingEmpowering

11. STS International, Inc. 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. (Please note – for this example – only 1 of the examples has been detailed. An internal team will assist in reviewing this competency and detailing the other 3)

12. STS International, Inc. COMMUNICATION VisioningInspiring  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. STS International, Inc. COMMUNICATION VisioningInspiring  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. STS International, Inc. COMMUNICATION VisioningInspiring  Personal Competency  Inter-Personal Competency Possible 360 degree Evaluative Questions in this Area

15. STS International, Inc. 360 Degree Leadership Evaluation Process  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.