Leadership: Growing Your Capabilities · for her initial work on this topic and framework slide...
Transcript of Leadership: Growing Your Capabilities · for her initial work on this topic and framework slide...
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Paula J. Webb, DNP, RN, NEA-BCNeonatal Leadership ForumNovember 2018
• Identify two benefits to demonstrating personal vulnerability with one’s team
• Identify three strategies to promote personal growth that will enhance their career development
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Contracted Program Coordinator for SynovaAssociates, LLC
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Joan Rikli, MSN, RN, CPNP-PC, NE-BCfor her initial work on this topic and framework slide deck
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Leadership Development
Board Room Presence
Emotional Intelligence
Know Your Why
Laws of Leadership
The Oz principle
The Pickle Pledge
Leadership Challenge
Vulnerability
Personal Balance
Look and Act the Part !
Appearance
Communication Skills
Gravitas (grace under pressure)
(Hewlett, S. 2014)
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Good grooming (dress like a leader: pulled-together, polished)
83% of executives say unkempt attire detracts from EP
73% of executives say too-tight or provocative clothing detracts from EP
Physical attractiveness (Smile! Posture) - 16% say it contributes to EP
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Salient Points to Remember:
Professional dress – for the job aspire to have
Body language
Clean/well fitting
(Pagana, K. D., 2008)
Photo courtesy of Dr. Lisa Campbell, DNP, RN, PHNA-BC
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28% of executives say good communication skills telegraph that you have leadership potential
Three key verbal and non-verbal abilities:1. Great speaking skills (tone of voice, clarity, articulate,
concise, professional)
2. Ability to command a room (confidence, poise, animation)
3. Ability to read an audience (inject humor, diffuse or raise tension)
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Salient Points to Remember:Pecking Order for Introductions
Mention highest ranking person first
Say name of other person & interesting
point/Relate to person of honor
Handshake
Firm handshake
Two or three pumps only
Business Cards
Face up with information readable toward receiver
(Pagana, K. D., 2008)
Key behaviors:
1. Exuding confidence and grace under pressure (no tears!)
2. Acting decisively and “showing teeth” (eye contact, lean in)
3. Showing integrity and “speaking truth to power”
4. Demonstrating emotional intelligence
5. Burnishing reputation (don’t go drinking with your staff!)
6. Projecting vision
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18 characteristics:1. You have a robust emotional vocabulary
2. You’re curious about people
3. You embrace change
4. You know your strengths and weaknesses
5. You’re a good judge of character
6. You are difficult to offend
(Bradberry, T. & Greaves, J., 2009)
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7. You know how to say no (to yourself and others)
8. You let go of mistakes
9. You give and expect nothing in return
10.You don’t hold grudges
11.You neutralize toxic people
12.You don’t seek perfection
13.You appreciate what you have
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14.You disconnect
15.You limit your caffeine intake
16.You get enough sleep
17.You stop negative self-talk in its tracks
18.You won’t let anyone limit your joy
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Know yourself
Tools:• DISC
• EQ Map (21Day Club)
• StrengthsFinders 2.0
• 360 feedback
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TED talk: Simon Sinek
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Slide courtesy of Valerie Gibbs, MSN, RN
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Exercise:Break into groups of three
Each identify an upcoming change in your unit
Identify the why and discuss how you could incorporate it into the change process
(Maxell, J. C., 2007)
1. The Law of the Lid: Leadership ability determines a person’s level of effectiveness.
2. The Law of Influence: The true measure of leadership is influence –nothing more, nothing less.
3. The Law of Process: Leadership develops daily, not in a day.
4. The Law of Navigation: Anyone can steer the ship, but it takes a leader to chart the course.
(Adapted from Maxell, J. C. (2007) by Brandon Bredimus, MSN, RN, CEN, CPEN, CNML, NE-BC)
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5. The Law of Addition: Leaders add value by serving others.
6. The Law of Solid Ground: Trust is the foundation of leadership.
7. The Law of Respect: People naturally follow leaders stronger than themselves.
8. The Law of Intuition: Leaders evaluate everything with a leadership bias.
9. The Law of Magnetism: Who you are is who you attract.
10. The Law of Connection: Leaders touch a heartbefore they ask for a hand
11. The Law of the Inner Circle: A leader’s potential is determined by those closest to him.
12. The Law of Empowerment: Only secure leaders give power to others.
13. The Law of the Picture: People do what peoplesee.
14. The Law of Buy- in: People buy into the leader,then the vision.
15. The Law of Victory: Leaders find a way for theteam to win.
16. The Law of the Big Mo: Momentum is a leader’s best friend.
17. The Law of Priorities: Leaders understand thatactivity is not necessarily accomplishment.
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18. The Law of Sacrifice: A leader must give up to go up.
19. The Law of Timing: When to lead is as important as what to do and where to go.
20. The Law of Explosive Growth: To add growth, lead followers–to multiply, lead leaders.
21. The Law of Legacy: A leader’s lasting value is measured by succession
Creating a Culture of Accountability
The results pyramid
Victim Cycle
Below and Above the Line Behavior
See it, Own it, Solve it, Do it
Exercise: Make your accountability plan
(Conners, R., Smith, T., & Hickman, C.,1994)
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Trigger Words (above the line, below the line, see it, own it, solve it, do it)
Tell stories to inspire others (above and below the line stories)
MBWA- Management by Walking Around
Use this approach in meetings, etc
Develop Role Models of this behavior
(Conners, R., Smith, T., & Hickman, C.,1994)
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Poor Communication
People Development
Empowerment
Misalignment
Entitlement
Work and Personal Life Imbalance
Poor Performance
Senior Management Development
Cross-functional Strife
Programitis
(Conners, R., Smith, T., & Hickman, C.,1994)
(Tye, J., & Dent, B., 2016)
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Turn Complaints into Blessings
Resentment to Gratitude
Turn Complaints into Constructive Suggestion
Replace Passivity with Initiative
(Tye & Dent, 2016)
(Tye, J., & Dent, B.,2016)
Assess and acknowledge the degree of toxic emotional negativity
Decrease membership in the “BMW Club”
Incorporate seven promises that will change your life and workplace
Zero tolerance for Toxic Emotional Negativity –bullying, lateral violence, incivility, passive-aggressive behavior, disengagement
Increase engagement and positivity leading to job, satisfaction and quality outcomes
(Tye, J., & Dent, B.,2016)
Responsibility
Accountability
Determination
Contribution
Resilience
Perspective
Faith(Tye & Dent, 2016)
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“People don’t quit a mission, they will only quit a job.
People don’t leave a team, they will only leave an organization.
People don’t desert a leader, they will only desert a boss.”
Joe Tye
Embed a climate of trust & be the first to trust others
Exhibit genuine concern for the work of others
Share your expertise, knowledge & information
Structure teamwork in projects
Promote self-confidence
Accountability culture
Coach your team
Allow growth and latitude
(Kouzes and Posner, 2017)
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“It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better.
The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood; who strives valiantly; who errs, who comes short again and again, because there is no effort without error and shortcoming; but who does actually strive to do the deeds; who knows great enthusiasms, the great devotions; who spends himself in a worthy cause; who at the best knows in the end the triumph of high achievement, and who at the worst, if he fails, at least fails while daring greatly….”
Theodore Roosevelt
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I must know the answers
I must be strong
I can’t make mistakes, or if I make them, no-one must know!
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I won’t know all the answers, but will use my resources to find out
I will ask for help from others
I will not be afraid to show weakness and uncertainty
I will admit to and learn from my mistakes
I will share my mistakes with others so they can learn as well
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What we know matters, but who we are matters more. Being, rather than knowing, requires showing up and letting ourselves be seen. It requires us to dare greatly, to be vulnerable
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Vulnerability is about sharing our feelings and our experiences with people who have earned the right to hear them.
Being vulnerable and open is mutual and an integral part of the trust-building process
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Vulnerability sounds like truth and feels like courage.
Truth and courage aren’t always comfortable, but they’re never weakness
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“Small changes ripple outward, creating lasting positive change”- Shawn
Achor
TED Talk: Shawn Achor-The happy secret to better
work
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https://www.youtube.com/watch?v=hZ4aT_RVHCs
Break into groups of three (different people than last time)
• Identify three good things and your role in bringing them about
Categories to consider: self-aware, mindfulness, purpose, self care, relationships
• Discuss with your group
• Commit to writing them down within two hours before bed
• Repeat for the next two weeks
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“If you want to build a ship, don’t drum up people to gather wood, saw it, and nail the planks together.
Instead, build in them a passionate desire for the sea.”
-Unknown
Bradberry, T. & Greaves, J. (2009) Emotional intelligence 2.0. San
Diego, CA: TalentSmart.
Conners, R., Smith, T., & Hickman, C. (1994). The oz principle:
Getting results through individual and organizational
accountability. New York: Penguin Group.
Hewlett, S. (2014). Executive presence: The missing link between
merit and success. Australia: HarperCollins Publishers.
Kouzes, J.M., & Posner, B. (2017). The leadership challenge. San Francisco:
Jossey-Bass.
Maxell, J. C. (2007). The 21 irrefutable laws of leadership: Follow
them and people will follow you. Nashville, TN: Thomas
Nelson, Inc.
Pagana, K. D. (2008). The nurse's etiquette advantage: How professional
etiquette can advance your nursing career. Indianapolis, IN: Sigma Theta Tau
International. ISBN: 978-1-930538-80-1
Tye, J., & Dent, B. (2016). Pickle pledge: Creating a more positive healthcare
culture – one attitude at a time. South Carolina: ValuesCoach.
Dr. Paula J. Webb, DNP, RN, NEA-BC
Associate Professor
Texas Tech Health Sciences Center School of Nursing
Program Coordinator
Synova Associates