Leadership

1. Leadership *Herding Cats is Easier Than You Think! Sherri Funk BBA, MSHRM, MAEd, MTE, AFC

2. Me – the Leader???!!!

3. Objectives: • List some characteristics of good leaders • Review the roles of a leader • Suggestions and tips for being a good leader in any organization • Explore how the organization forms into a working group

4. Brainstorming… • As groups: • List characteristics of who you have found to be good leaders. • On the flip chart, let’s summarize good leadership characteristics from those we’ve encounter before. • Agreement?

5. Types of Leadership Roles: • Futurist • The leader defines the expected direction of the organization. • Historian • Reviewing and creating strong messages around your organization’s origins • Ambassador • The most important role to adopt as leader. You’re the face of your organization. • Analyst • The leader is the forecaster and needs to be versed on trends, opportunities and problems. • Contrarian • Know what you stand for and be able to communicate it.

6. A Good Leader will… • Create an Inspiring Vision and Lead by Example • Empower, Inspire, and Energize People • Build and Lead a Team

7. Reality Check • Set yourself up for success! Some tips: • Review all the paperwork associated with your position • Ask questions about anything you don’t understand, or that isn’t clear. • Make sure you have all the paperwork and documentation you are required to have • *Volunteer Agreements are very important for Private Organizations to have on file, at a minimum for the boards and standing committees. • * Standard Operating Procedures and After Action Reports are important for directions – Both forward and behind you!

8. There might be a little paperwork involved!

9. Come Together… • Forming a group or team takes energy! More suggestions: • Meet with all the board members for the first time before the board year starts. • Review all the documents and positions • Review the responsibilities of each position • Have every board member sign a “Volunteer Agreement” • Set and review Board and Chair Points of Contacts

10. Don’t get caught in the “Storm” • Groups always go through steps/processes/stages: • 1. “Forming” – Individuals are driven by a desire to be accepted by others, and avoid controversy or conflict. Serious issues will be avoided and people will focus on routines (who does what and when). Individuals are also gathering information and impressions – about each other, and about the scope of the task and how to approach it. This is a comfortable stage, but the avoidance of conflict and threat means that not much actually gets done.

11. Team/board stages continued… • 2. “Storming” - Every group will then enter the storming stage in which different ideas compete for consideration. The team addresses issues such as what problems they are really supposed to solve, how will they function independently and together and what leadership model they will accept. • In some cases storming can be resolved quickly. In others, the team never leaves this stage. The maturity of some team members usually determines whether the team will ever move out of this stage. • This stage is necessary to the growth of the team. Tolerance of each team member and their differences needs to be emphasized. Without tolerance and patience, the team will fail.

12. Team/board stages continued… • 3. “Norming” - At some point the team may enter the norming stage. Team members adjust their behavior to each other as they develop work habits that make teamwork seem more natural and fluid. During this stage, team members begin to trust each other. Motivation increases as the team get more acquainted with the projects at hand. • As team members get to know each other better, their views of each other begin to change. • The team feels a sense of achievement for getting so far, however, some members can begin to feel threatened by the amount of responsibility they have been given. • They would try to resist the pressure and revert to storming again!

13. Team/board stages continued… • 4. “Performing” - as a Board and an Organization. Some teams will reach the performing stage. These high-performing teams are able to function as a unit as they find ways to get the job done smoothly and effectively without inappropriate conflict or the need for external supervision. • Team members become interdependent. • They are motivated and knowledgeable. • They are now competent. • Unfortunately, this is also probably the end of the board year! • Group stages information retrieved from various web sites including MindTools. 03/2010

14. “Cats” hear differently than dogs, the tone you set is important. • As you lead your organization, think about how your “tone” affects others in the group. • Environment • “Noise” • Forms of Communication • Image • Preparedness • Expectations

15. Have plenty of “Catnip!” Know what incentives to use and what to reward your volunteers with. • Why do they volunteer? • What motivates each individual? • What do they need in return? • How can you keep great volunteers?

16. Wrap – Up… • We reviewed characteristics and roles of good leaders. • We reviewed the stages that your group will go through, and hopefully not get stuck in the storming! • We went over some tips and suggestions for you to consider as you become lead in any organization. • Any best practices from our attendees that they would like to share? • Questions or comments?

17. Leadership Sherri Funk BBA, MSHRM, MAEd, MTE, AFC