1 / 52

Taking the Lead

Taking the Lead. With Jo Miller. I HAVE SOME UNIQUE. KOALAFICATIONS. Our behavior teaches people how to treat us. Taking the Lead. Staying Motivated and Engaged Leadership Presence Your Signature Leadership Qualities Lead From Where You Are Influencing Upward  Going for a Promotion.

jorgem
Télécharger la présentation

Taking the Lead

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Taking the Lead With Jo Miller

  2. I HAVE SOME UNIQUE KOALAFICATIONS

  3. Our behavior teaches peoplehow to treat us

  4. Taking the Lead • Staying Motivated and Engaged • Leadership Presence • Your Signature Leadership Qualities • Lead From Where You Are • Influencing Upward  • Going for a Promotion

  5. Goals for the Workshop

  6. Introductions:Why are you here

  7. Introductions • Name • Role • Goal/s for the workshop • Something we wouldn’t guess about you

  8. What is leadership?

  9. A leader is someone who… Leads the organization in a shared vision. Ensures that all are focused on achieving a collective goal. Effects change. Innovates and problem-solves. Is comfortable dealing with uncertainty. Shows honesty and transparency. Has moral and ethical courage. Is a great communicator. Builds rapport and trust. Motivates others to take action. Invests in others. Brings out a 'can do' positive attitude in others. Inspires others to be successful.

  10. Staying Motivatedand Engaged

  11. Drink more coffee Get 4 hours of sleep Get 10 hours of sleep UNSUSTAINABLE Marathon weekend email catch-ups Afternoon naps

  12. High effort Medium effort Low effort

  13. Arrive at work in a good mood 1

  14. Employees at a call center who arrived at work in a good mood performed better and reported feeling more positive after their calls. Academy of Management, 2011 • Source: "Waking Up on the Right or Wrong Side of the Bed: Start-of-Workday Mood, Work Events, Employee Affect, and Performance," Academy of Management, April 2012.

  15. Be an energizer 2 Those who energize others are much higher performers (and are more likely to be heard and to see their ideas acted upon). “The Hidden Power of Social Networks,” by Robert Cross and Andrew Parker

  16. Tip: “…energizers are not entertainers, or even necessarily very charismatic or intense. Rather, they bring themselves fully into an interaction.” — Robert Cross & Andrew Parker, The Hidden Power of Social Networks

  17. Have friends at work 3 Gallup’s research into highly productive workgroups has repeatedly found that having a best friend at work fuels higher performance, enjoyment and engagement. Source: “Why We Need Best Friends at Work,” Gallup, January 2018.

  18. High effort Medium effort Low effort

  19. Manage your energy, not your time 4 McKinsey’s study of top female leaders found ‘managing energy’ to be a common trait: “Successful women leaders know how to manage their energy: What drains it or replenishes it.” Source: “Centered leadership: How talented women thrive,” McKinsey Quarterly, September 2008

  20. Tip: Understand what drains you and what sustains you. Tip: Maximize productivity with 90 minute intervals and renewal breaks. “Relax! You’ll Be More Productive,” New York Times, February 2013

  21. Know your goal orientation 5 There are two types of goal orientation. Which are you? Mastery/learning orientation Performance orientation Source: “Shaping achievement goal orientations in a mastery-structured environment and concomitant changes in related contingencies of self-worth,” O’Keefe, Ben-Eliyahu, Linnenbrink-Garcia, 2012.

  22. Tip: Tailor your goals to suit the style that best motivates you. Tip: Foster a work environment that promotes mastery.

  23. Negotiate autonomy 6 People who feel a sense of autonomyand responsibility are less likely to burn out. “People want the opportunity to make choices and decisions, use their ability to think and solve problems, and have some input in the process of achieving the outcome for which they will be held accountable.” – Dr. Christina Maslach, The Truth About Burnout

  24. Tip: Negotiate to increase your decision-making authority along with control over your role, goals, and how you complete your work.

  25. High effort Medium effort Low effort

  26. Get into a state of “flow” 7 People who are happiest in their work are those who get into a state of flow when working. — MihályCsíkszentmihályi, Flow

  27. Tip: To get into a state of flow, seek out… • Clear goals • Immediate feedback • Tasks that are a challenge, but doable.

  28. Work well with your boss 8 Form a good working relationshipwith your boss. People quit their boss, not their company or their job. Source: “State of the American Manager: Analytics and Advice,” Gallup, 2015

  29. Develop a new habit 9 “Change might not be fast and it isn’t always easy. But with time and effort, almost any habit can be reshaped.” – Charles Duhigg, The Power of Habit The Power of Habit by Charles Duhigg

  30. Baby animal videos!

  31. Isolate the cue • Identify the routine • Experiment with rewards • Have a plan The Power of Habit by Charles Duhigg

  32. High effort Medium effort Low effort

  33. This presentation is available at BeLeaderly.com/westernalliance

  34. Leadership Presence

  35. What is leadership presence?

  36. “Leadership presence is a quality that is almost impossible to define, yet we all know it when we see it.” — Executive Director, UBS

  37. From the prep survey: “I exude leadership presence”

  38. Is it more important to be liked or respected?

  39. “These are the two primary dimensions along which people evaluate each other — we ask: do I like this person (warmth/trustworthiness)?And do I respect this person (power/competence)?” — Amy Cuddy

  40. Leadership Presence

  41. Is it more important to be liked or respected?

  42. Which will you work on?

  43. You’re the Expert

  44. You’re the Expert • Pair up; appoint Person A & B • Person A = the foremost expert on his or her topic • Person B = non-expert. • Person B asks Person A questions. • Person A answers questions with warmth, authority, or warmthority. • Questions: • Why are you an expert on [selfies]? • Tell me about the origin of [selfies]. • What does the future look like for [selfies]?

  45. You’re the Expert • Pair up; appoint Person A & B • Person A = the foremost expert on his or her topic • Person B = non-expert. • Person B asks Person A questions. • Person A answers questions with warmth, authority, or warmthority. • Questions: • Why are you an expert on [pickles]? • Tell me about the history of [pickles]. • What’s the latest trend concerning [pickles]?

  46. 3 channels for leadership presence 38% 7% 55%

  47. “Trust is the conduit for influence… Having the best idea is worth nothing if people don’t trust you.” — Amy Cuddy

  48. “Meetings are your greatest opportunity to be visible and show your organization what you bring to the table.” — Luann PendySenior Vice President of Global Quality, Medtronic

More Related