Talent Leadership Development for MGMA
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Transcript of Talent Leadership Development for MGMA
Kris MaileporsDirector of Organizational Development
Catholic Medical [email protected] 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