Professional Documents
Culture Documents
9
01 December 2012
INTRODUCTION
6 core Competency Categories in the Leadership & People Management
3 competency elements:
Communicate Effectively
Influence Decision Making Demonstrate Commitment to Self-Development
Ego-State Model
Lay rules, pass judgements Things ought to be or should be
Analytical & logical Pros & Cons (decision-making) Here & Now Thinking mode
Egogram Concept
Life Scripts
is a personal unconscious life plan made in childhood in reaction to our interpretation of external events, reinforced by parents &
a) Winner
life scripts :
b) Non-winner
c) Loser
Life Positions
+ve
LP 2 Im NOT OK, Youre OK (Non-winner) LP 1 Im OK, Youre OK (Winner)
YOU
LP 4 LP 3
Total scores for both parts (I+ and Y+) Plot point on graph
Communication
7% 55%
38%
Communication
Communication
Sender
When is the first report due?
Receiver
NOT OK OK Complementary Complementary Transaction Transaction Channel Channel the the OK NOT Blue OK Red
Communication
Sender Receiver
Where is the report for the meeting this afternoon? Lets look at it step-bystep to solve the problem, shall we start from here?.
OKOK Crossed Transaction Channel the OKNOT Red-Blue NOT Crossed Transaction Channel the OK Red
Communication
Sender Receiver
Communication Champion
Sender Receiver
I understand it can be worrying for you. I can see the implication of the restructuring. We have reviewed all alternatives in detail & this is the best option available.
Open Communication
1. Share companys vision, goals & core values 2. Understand & accept new ideas & initiatives & new products & processes, company goals, requirements, etc. of team members 3. Enhanced sense of belonging of team members, which will motivate them to achieve company goals. 4. Building of trust among team members to inspire collaboration & commitment to common goals 5. Enhanced team cohesion as open communication not only provides information but also help members understand how their actions interact with & affect others in the team & provide a platform for feedback 6. Effective feedback channel for leaders to listen to what their team members have to say about leadership & also provide an effective platform for change management & generation of new ideas & suggestions.
Communication Techniques/Approaches
1. Explaining Roles & Responsibilities
2. Individual / Group Briefings 3. Facilitating Discussion 4. Instructions 5. Providing Documentation
Effective Listening
1. Show respect to message sender
2. Give due attention to message sender 3. Facilitate feedback loop for leaders & members
Feedback
1. Occurs when receiver responds to senders message with a return message.
Feedback
Feedback enables effective leaders to: 1) Ensure team members understands companys goals & requirements. 2) Develop self & nurture team members in an organisation 3) Address potential conflicts among team members 4) Enhance team spirit & cohesion Roles & Responsibilities of team members: a) b) c) d) Receive feedback constructively Check understanding of company goals & plans periodically Support leader & fellow members with constructive feedbacks Show respect by giving genuine feedbacks
Influence Decision-Making
Development of Implementation Plan:
Broad Plans
Influence Decision-Making
Benefits of Implementation Plan:
Sets targets & goals for individuals & teams
Influence Decision-Making
Roles & Responsibilities of LEADERS in development of Implementation Plan:
Work with a business unit or multiple teams to
Influence Decision-Making
Decision-Making Model
Implement Select Alternative Evaluate Alternatives Analyze Solutions Generate Solutions Define Problem, System
(Constraints, Values, Input/Output, etc.)
Influence Decision-Making
Motivate Teams
Using Strokes
In Transactional Analysis (TA) a stroke is defined as a unit of attention & a unit of recognition.
Verbal or Non-verbal : greeting or complimentary conversation. Wave, nod, handshake, pat on back or even a hug Positive or Negative : Stroke that gives receiver a pleasant experience. Conditional or Unconditional : Conditional strokes for DOING Unconditional for BEING Plastic Strokes : Strokes not genuine and/or authentic (phoney) Sarcastic or cynical, ulterior transaction
Influence Decision-Making
Negotiation Styles
High Accomodator Lose-Win Build friendly Relationship Life Position 2 Collaborator Win-Win Creative Problem-Solving Life Position 1
Compromiser Win-Lose Lose-Win Split the Difference Avoider Lose-Lose Take whatever you can get Life Position 4 Controller Win-Lose Be a winner at all cost Life Position 3
Low
High
Self Development
4 main benefits : 1. Heightened self-awareness
development
Self Development
Barriers to S.D.?
No time?
Being unaware of own weaknesses due to lack of feedback? No access to behavioural, personality & psychometric profiling tools No opportunities ($) Organisational constraints?
Self Assessment
Generic 2 useful generic avenues for self-assessment for leaders: Participating in debriefing session upon project completion. Regular feedback opportunities with colleagues, coaches & mentors. Technical Technical tools (DiSC) developed to aid self-assessment. Behavioural, personality & psychometric tools (DiSC) Myers-Briggs Type Indicator (MBTI)
Self Assessment
DiSC dimension of behaviour self-assessment of leadership style Personality assessment tool originated in 1928 Based on DiSC personality theory of psychologist William M.
Marston
Theory centres around 4 different personality traits:
Dominance, Influence, Steadiness & Conscientiousness.
8 rows X 3 columns = 24 qns (group) Each group, choose words which you think is Most and Least like you. Only 1 M & 1 L for each group.