Kris MaileporsDirector of Organizational Development

Catholic Medical Centerkmailepo@cmc-nh.org tw: @krismailepors

Talent and Leadership

Development

Leadership

Leadership

Leadership

leading:Simply put: Do you have a positive influence on a given situation?

Support, listening, reinforcing someone else’s important work, following, being open/honest, not playing along with blame and gossip.

leading:what’s the difference between a “titled” leader and an “untitled” leader?

…what do they have in common?

leading:1. they believe they can shape their own lives and careers

2. They lead through their relationships with others; not their control over them.

3. Seek to collaborate (maybe too much)4. Seek contributions/input5. Their tools are respect and commitment,

not “fear” or “compliance” (via rules or other, scarier leaders)

leading:Is the leader always “in-Charge?”

http://www.youtube.com/watch?v=fW8amMCVAJQ

What does it mean to be a “first follower?”

leading:First Follower:• Embrace anyone who is trying or anyone

who “gets it” (stand out and brave ridicule)• 3 is a crowd and a crowd is NEWS• New followers emulate FOLLOWERS, not

the actual leader.• BE EASY TO FOLLOW!

leading:What is my impact on my surroundings?

Do I build people up or tear them down?(what do I do when I hear others?)

Encourage or discourage change (others?)?Are you trying to be heard, or helping

others be heard?

leading:Can I drop my own agenda?

…let’s tell a story

Developing Others

Did You Know…

Two things motivate ALL

people

Motivating your team

Two things motivate all people:

Fear Desire

SHOW UP

Fear

PRESENT

Desire

JUST ENOUGH

Fear

STAY LATE

Desire

SHUT UP & DO JOB

Fear

INVOLVED, VOCAL, & ENGAGED

Desire

NEEDS CONSTANT DIRECTION & CORRECTION

Fear

FINDS OWN WAY; OR BEST WAY(PROBLEM SOLVERS)

Desire

PROBLEM IDENTIFIERS

Fear

PROBLEM SOLVERS

Desire

CAN’T WAIT TO LEAVE

Fear

CAN’T WAIT TO GET HERE

Desire

Motivating your team

Fear or Desire?…attendance to meetings is required in order to

be eligible for complete merit increases…

…if you don’t like it, there’s the door…

…there will be a lot of changes around here for people who don’t follow this policy…

Motivating your team

Fear or Desire?…if we finish this project as planned, the CEO is

gonna love us!...…these meetings will be some fun, it’ll help us

get better at working together……I want to help you improve so you like it better

here……tell me why it’s important to YOU?...

LeadershipSometimes, we think we’re doing okay, but we are ultra-

critical of the leaders around us…

Forgetting that leaders areReally just like us…

LeadershipThink

Parenting

LeadershipWhat about styles?1. Autocratic: (Authoritative, Transactional)

2. Democratic: (transformational)

3. Laisse-Faire:

4. Situational:

LeadershipDeveloping Others…(see handout)

Manager/Supervisor Competencies

Competency BehaviorsActs as Coach/Mentor

adapts various methods to help individuals achieve higher levels of performance

effectively communicates others' strengths and weaknesses in a beneficial manner

Openly builds confidence in others

Builds Teams drives team energy by maintaining tension between goals and current state

changes hats (leader, doer, facilitator) to support outputs of the team

solicits input from multiple team members and encourages participation

Builds Trusting Relationships

takes action to appreciate the contributions of others

demonstrates consistent sincerity, care, and reliability

seeks to understand others; or varying viewpoints

Emotional Maturity maintains optimism and sincerity models how to handle setbacks/failure with grace and renewed determination

expresses self in consistent and transparent moods and behavior

Respect for Others actively listens even when busy is active to help others see how their work is important and valued

can collaborate with others before making decisions that will impact them

Develops People seeks out learning opportunities for employees that will benefit the business

where appropriate, engages people in cross training

knows the career goals of each team member

Empowers Others displays trust by granting others autonomy and/or new responsibilities

displays commitment to others' success by providing clear feedback

shares some decision making when appropriate

Establishes Presence devotes unmixed attention when needed by others

is "accessible" by showing openness to new ideas or input

displays confidence and optimism in times of stress or change

LeadershipTo Develop Others, Start with yourself!

Can you give people a clear roadmap?Can you Follow up?

Can you keep YOURSELF on track?

“do as I say, not as I do”

LeadershipDeveloping Others…(see handout)

WHERE AM I SUPPOSED TO GO?

?

This is the one part of your professional journey where you are on your own…

It doesn’t really matter…

It doesn’t really matter…

Just not this way

Don’t be overwhelmed by the horizon

Do your best to make progress toward it

Leadership

You’re here!

CONGRATULATIONS

You are a difference maker.

What are the take-aways?How do you keep People motivated?

Leadership

References:

Osuagwu & Osuagwu (2006). From Staff Nurse to Manager. BookSurge, LLC

Goldsmith (2007). What Got You Here Won’t Get You There. Hyperion. New York

www.Barnesandnoble.comwww.amazon.com