CHARTING THE FUTURE FOR S MOOTH S AILING EFFECTIVE LEADERS HIP - - PowerPoint PPT Presentation

CHARTING THE FUTURE FOR S MOOTH S AILING

EFFECTIVE LEADERS HIP Presented by: Rory Gilbert, M.Ed., S PHR, S HRM-S CP

Expectations?

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S ession Obj ectives

• learn what people need to do their best
• Learn the key attributes of effective leaders
• Identify personal strengths and weaknesses
• Develop a strategy to enhance leadership effectiveness

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Describe a leader

Describe the most effective leader you have worked with…

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Engagement

• What is engagement?
• What does an engaged employee look like?
• How about an engaged volunteer?
• What happens during the work/ volunteer experience?
• Why does it matter?
• What can a leader do?

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Engagement

“ The organizat ion will never be what t he people (employees) are not .” Diane Oreck, Rit z Carlt on

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Engagement Impacts:

• Attendance
• Productivity
• Performance
• Retention
• Customer satisfaction
• Innovation
• Profit
• Reputation

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The Engagement Index

• 56 %

higher success rate on customer metrics (loyalty)

• 44 %

higher success rate on employee retention

• 50%

higher success rate on productivity

• 33%

higher success rate on profitability

• 50%

higher success rate on safety This range is caused by the relative presence of engaged, not- engaged and actively disengaged employees. (Coffman, 2002, p. 127 – 128)

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Employee Engagement

• 29%
• f employees are engaged and committed to the work –

they are “ ideal employees”

• 54%
• f employees are neutral –

they show up, do what is expected and little more

• 17%
• f employees are actively disengaged –

they destroy customer relationships day in and day out – they can be described as “ CAVE” people

• …

continuously against virtually everything – and they recruit others to their cause

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Leadership and Engagement

High Engagement

• Proud t o t ell ot hers t hey’ re

part of t he organizat ion

• S

t rong sense of t eam spirit

• S

et t heir own personal values as consist ent wit h t hose of t he organizat ion

• At t ached and commit t ed t o

t he organizat ion

• S

ense of ownership for t he

• rganizat ion

Low Engagement

• Produce only if watched

carefully

• Motivated primarily by

money

• S

ay good things about the

• rganization publicly?

criticize it privately

• Consider looking for

another j ob if the

• rganization experiences

problems

• Feel unsupported and

unappreciated

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From Good to Great

• Five Levels of Leadership
• Level 1 relates to individual capability,
• LEVEL 2 to team skills,
• Level 3 to managerial competence,
• Level 4 to leadership as traditionally conceived.
• Level 5 leaders possess the skills of levels 1 to 4 but also have an "extra

dimension": a paradoxical blend of personal humility ("I never stopped trying to become qualified for the j ob") and professional will ("sell the mills").

• Key Traits

Humility Focus on the company Ferocious Resolve Insiders

http:/ / www.j imcollins.com/ article_topics/ articles/ the-misguided-mixup.html

• - Jim Collins

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Leadership behaviors

• Model the way
• Inspire a shared vision
• Challenge the process
• Enable others to act
• Encourage the heart

Leadershipchallenge.com -- Kouzes and Posner

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Diversity and Inclusion: The Leader’s Role

• Visibly champions diversity and drives initiatives 

• Creates an environment which is inclusive and open 

• Demonstrates a collaborative leadership style 

• Embodies merit-based decision-making 

• S

eeks out and values employees’ contributions 


• Creates a sense of collective identity/ shared goals within the

team 


• Possesses cultural competency 

• Has the ability to actively manage conflict

Deloitte, 2014

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Qualities

• f Leaders

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Themes

• What are the themes that you noticed?
• On your handout
• Circle your strengths
• Underline the items that you could improve

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What do employees need? Volunteers?

From t he gallup q-12

• To know what is expected
• To have resources
• To do what I do best
• Recognition and praise
• S
• meone who cares about me

as a person

• S
• meone who encourages my

development

• That my opinion matters
• That my work has meaning –

mission

• That my co-workers are committed
• A best friend
• An opportunity to talk about

progress

• To learn and grow

How many of these items can be influenced by a leader? With what skills?

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S even Essentials to Encouraging the Heart

1. S et clear standards 2. Expect the best 3. Pay attention 4. Personalize recognition 5. Tell the story 6. Celebrate together 7. S et the example

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Next steps

• How do your strengths line

up with employee needs?

• Identify one attribute that

would benefit your employees if you improved.

• Feedforward
• What could I do to …

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