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Agenda Opening Comments –Reflections-Leadership Journeys Developing Your People Managing Conflict...
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Transcript of Agenda Opening Comments –Reflections-Leadership Journeys Developing Your People Managing Conflict...
Agenda
• Opening Comments– Reflections -Leadership Journeys
• Developing Your People
• Managing Conflict
• Project Teams
• Tour of Campus
Themes
Theme 1: Presence and Presentation
Theme 2: Being Leaderly Is a Behavior
Theme 3: Leaders Are Strategic
Theme 4: Leaders Focus on the Future
GAP analysis…
Where we want to beWe have a shared
interest in working together more effectively
Where we are now
What we can do to“close the gap”
Themes
Theme 5: Leaders Are Catalyst for Change
Theme 6: Focusing on the Important Matters not
the Immediate
Theme 7: Leaders Develop Others
Theme 8: Leading Means Exercising Influence
The Immediate
IMMEDIATE
• Meetings
• Crisis of the Day
• Interruptions
versus the Important
Communication and Persuasion
Develop Your People
Developing People
• Starts with Hiring the Best
• Competency based Interviewing
• On Boarding
• Setting Expectations
• Situational Leadership
• Coaching & Feedback
• Creating a Leaderful Organization
The Conceptual Model
Material from HayGroup/Daniel Goleman
Transition of Emotional Styles
Most Successful Managers and Executives
-0.4
-0.3
-0.2
-0.1
0.0
0.1
0.2
0.3
0.4
0.5
Supervisor Manager Director Vice President Executive
Averaged Standardized Assessment Scores
Ambiguity Composure Empathy HumilityEnergy ConfidenceAmbiguity Composure Empathy HumilityEnergy Confidence
Each emotional competency reveals statistically significant differences between levels. p. <.00001 for each.
Humility
Empathy
Confidence
Composure
Energy
Ambiguity
Developing People
• Starts with Hiring the Best
• Competency based Interviewing
• On Boarding
• Setting Expectations
• Situational Leadership
• Coaching & Feedback
• Creating a Leaderful Organization
What is Conflict?
Win As Much As You Can
What Is CONFLICT?
What are some of the early messages we received regarding
conflict while we were growing up?
CONFLICT Definitions
• A Clash of Feelings or Interests
• To Be at Variance
• A Disagreement That Creates a
Difference When the Situation Calls
for Agreement
Dictionary
Vol.II
Read Me
What Causes CONFLICT?
Thing to Keep in Mind
Conflict is natural and inevitable
Conflict is not necessarily bad, or a sign of failure
Dealing with conflict is critical to our success
• Interpersonal
• Organizational
• Issue Based
CONFLICT X
orY
He’s difficult to get along with?
Resolving Conflict
• Recognize when it exists • Deal with it• Give people space• Calm down• Use guidelines for feedback• Be descriptive and specific• Keep emotions under control• Look for underlying causes• Explore ways to resolve• Identify common ground and build agreements
Negotiation Defined
A process in which two or more participants attempt to reach a joint decision on matters of common concern in situations where they are in conflict or disagreement
Negotiation Styles
• Avoid
• Compete
• Compromise
• Collaborate
• Accommodate
Negotiation Styles
High Concern for Goals
Low Concern for Goals
High Concern for Relationship
Low Concern for Relationship
1/10 Compete Collaborate 10/10
1/1 Avoid Accommodate 10/1
Focusing on Results
• What results are important?
• How do we achieve these outputs?
• What measures will allow us to document the desired results?
Agenda
• Opening Comments• Higher Ed Finances 102• Reflections on Leadership• Program Feedback• Continuing Your Leadership Journey• Affinity Teams• Wrap Up
Leaders Need to Know Finances
University Finances
Comparisons Between Schools-what’s similar? What’s particular to our school?
Seeing the Big Picture-Financial Construct
How to Advance Funding Proposals
Agenda
• Opening Comments
• System Dynamics & Self Preservation
• Be-Do-Learn
• Graduation
The Neuroscience of Leadership
• Managers who understand the recent breakthrus in cognitive science can lead & influence mindful change:
organizational transformation that takes into account the physiological nature of the brain, and the ways it predisposes people to resist some forms of leadership & accept others.
Neuroscience of Leadership
• Focus is Power-the act of paying attention creates chemical & physical changes- brain
• Expectation Shapes Reality- preconceptions have a significant impacton what people perceive
• Attention Density Shapes Identity-
Attention Density
• With enough attention density, individual thoughts & acts of the mind can become an intrinsic part of the individual’s identity, who one is, how one perceives the world & how one’s brain works.
Attention Density
• With enough attention density, individual thoughts & acts of the mind can become an intrinsic part of the individual’s identity, who one is, how one perceives the world & how one’s brain works.
GAP analysis…
Where we want to be
Where we are now
What we can do to“close the gap”
GAP analysis…
Where we want to be
Where we are now
What we can do to“close the gap”
Doing Involves