Chris Barclay- Developing Leaders

8/6/2019 Chris Barclay- Developing Leaders

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Prepared for

Developing Leadersfrom base camp to summit

by Chris Barclay, CEO & Head Coach


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The pathway to power:an ongoing climb

The Premise

Leadership cannot be taught. It can only be

modeled and developed from within.

Leadership development is an ongoing process

of enrolling and coaching people to

courageously examine their current reality and

take purposeful action toward realizing acompelling future.


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Identifying climbersearly

The Interview

Using company leadership values as a guide, awell-structured behavioral interview should

identify a candidates propensity to exhibit

those leadership values in the future. Interviews

should focus on those competencies that willdistinguish him or her from campers or quitters.


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The learning process

First lead yourself, then lead others

Establish strategic direction for your career and life

then set transformational goals.

Identify and commit to those leadership

competencies you will model and acquire.

Develop and execute specific action plans, learning

from failure and keeping a positive future focus. Cascade your success by serving as a model to

others


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The transformation

to leadership

by transformation we mean that you must

gain control over the patterns that govern

your mind: your worldview, your beliefs

about what you deserve and about what's

possible. That's the zone of fundamental

change, strength, and energy -- and the true

meaning of courage.-- Peter Kostenbaum


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A leadership model

The Leadership Diamond, created by Peter

Koestenbaum, Ph.D, is a model of the leadership

mind and a methodology for expanding

leadership. It is a simple model to follow, and

one that has profound results for leaders who

learn to build upon its principles. The Diamond

distinguishes four interdependent leadershipimperatives, or "orientations": Ethics, Vision,

Courage and Reality.


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ETHICSBe of Service

VISIONThink Big & New

COURAGEAct with Sustained

Initiative

REALITYHave No Illusions

GREATNESSPotential for Extraordinary

Results

The leadership

orientations


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Four fundamentals of the

leadership mindset

PersonalAccountabilityPersonalAccountability

Base camp: PersonalAccountability

Leadership begins with personal accountability.

This module focuses on creating sense of

ownership for results and expanding our sphere of

influence. Personal accountability is the measure of

our personal effectiveness, meaning that each of us

ultimately determines the quality of our own

experience.


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,

Personal vs. Collective

Accountability


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Smokey the

Bear ca. 1950


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The Power of VisionThe Power of Vision

Camp One: VisionVision is the power of dreams in action and one of

the most powerful human motivators. Vision

allows leaders to create a compelling future for

themselves and others, inspiring transformational

results.A future orientation distinguishes great

leaders, and this module provides the tools to

create the pathway and a plan to achieve results

that truly matter.


leadership mindset


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Professional EthicsProfessional Ethics

Camp 2: Ethics

Ethics is about being of service and doing

things that benefit the organization and

community. It means acting in alignment withour moral compass, and upholding

consistent values that guide us in our

choices.


leadership mindset


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Camp 3: Courage in Adversity

Leaders face reality by acting with courage

in the face of adversity. Based on John

Stoltzs

Adversity Quotient (

AQ) theory,each of us can train our capacity to get

things done in the face of continuous

change, and respond positively to crisis,

rejection and failure

Courage inAdversityCourage inAdversity


leadership mindset


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Camp 4: Situational LeadershipSituational leadership is about

awareness of self and our

environment, allowing us to draw

upon a range of communicationapproaches and making resourceful

choices based on clearly defined

outcomes.


Situational LeadershipSituational Leadership

Other critical competencies


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Camp 5: Building a Winning Team

Teamwork isnt about slogans or

motivational talks, its about a

commitment to commonly held,meaningful goals that inspire

greatness. This cannot be trained or

forced, and wont happen by

memorizing rules, tricks or

techniques. Teamwork is achieved byeach team member clearly knowing

the value and scope of his or her

contribution to the goal, and sharing

an understanding of the teams

significance.



Building a Winning TeamBuilding a Winning Team



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Camp 6: Performance Coaching

Performance coaching is a

conversation that identifies

barriers to desired results byfocusing on specific behaviors

and their consequences, then

sets a course of action to correct

these behaviors. Through a

process of discovery, goal settingand specific action steps,

coaching enables the realization

of extraordinary results.




Performance CoachingPerformance Coaching



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Camp 7: Work-Life Balance

Balancing our life makes us

happier. When we feel in

control of our life and arespending time on those

things that matter to us, we

are happier and more

productive at work.

Companies experiencefewer sick days, reduced

turnover and a more

motivated workforce.





WorkWork--Life BalanceLife Balance



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Camp 8: Cross-CulturalSkills

This module helps build

confidence, sensitivity andself-awareness among

managers to improve their

self-expression in cross-

cultural environments. Focus

is on conflict managementand resolution, as well as

diversity and mutual respect.






CrossCross--CulturalSkillsCulturalSkills



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Summit: StrategicThinking

From the mountain top thatrepresents a future achieved,

leaders create specific plans

that define markets,

customers, products andservices, turning vision into

purposeful designs that take

prepare the organization to

meet the challenges of

tomorrow.






CrossCross--CulturalSkillsCulturalSkills

StrategicThinkingStrategicThinking



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Background

In Summer 2003, as part of a strategic leadership

development program in partnership with ALTEC,Wrigley deploys a newly devised Behavioral

Interviewing System for new management

trainee hires, and puts successful candidates

into a 10-day military style boot camp at

ALTECs Yangshuo Mountain Retreat in GuangxiProvince.

Case Study: Wrigley Boot

Camp


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Process

In addition to 6 hours each day of classroom

learning, participants complete a timed 6kmmountain run, help serve each other breakfast,

do dishes and laundry. They face such outdoor

challenges as technical climbing, caving,

orienteering, night navigation and building

bamboo rafts to cross the Yu Long River.


Camp


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CampPercentage of time spent on activities

10%

15%

30%5%

25%

10% 5%English

Outdoor leadership

Discussion

Video

Lecture

Role plays/ Simulation

Indoor Activities


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Camp

Some Feedback

It really let me know how to be a man who is

responsible for himself.

Empowered me to breakthrough myself

Inspiring! I feel learned how to be the real

leader.


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Camp

Results

After one year, no candidates have turned over,and Wrigley HR has reported that their

performance is above expectations

Wrigley has used this as an internal case

promoted in the company worldwide.


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Motivation: forward from

the future

The Power of Vision

Leadership development is ongoing, and part of a

managers career plan. By enrolling young managers indefining and refining their vision of the future, a self-

owned career pathway can be created.

The vision serves as a powerful motivator, and

structured learning opportunities serve to support the

ascent to the summit.


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Thank

You!

!

Chris Barclay- Developing Leaders

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