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Middle Manager Programme

Middle Manager Programme. 31 May 2010 – 1 June 2010. Objectives. To gain a better understanding of their roles as middle mangers, the leadership style and influence and how it be applied to their roles as MM.

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Middle Manager Programme

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  1. Middle Manager Programme 31 May 2010 – 1 June 2010

  2. Objectives • To gain a better understanding of their roles as middle mangers, the leadership style and influence and how it be applied to their roles as MM. • To provide opportunities for Middle Manager to interact with Senior Management in a warm and inviting environment • To provide opportunities for bonding amongst staff from both sections.

  3. Day One Programme 0800 – Registration Warm Up activities (Chris Ho/ Adeline) 0845 – Sharing on 5 Levels of leadership (DPST) 1015 – Role expectations of MM (Dir/CPE) 1045 – Break 1115 – Gp Discussion & Presentation (Dir/CPE) 1230 – Conflict Management (SC/Math) 1330 – Lunch 1430 – Barrage Tour 1630 – End of Day

  4. Day Two Programme 0900 – Breakfast 0910 – Servant Leadership (DPST/ CPE) 1100 – Dialogue Session with Dr Hon 1230 – Lunch

  5. Sharing on 5 levels of leadership myths that every leader in the middle faces

  6. Myth 1 : Position I can’t lead if I am not at the top

  7. Myth 1 : Position Level of leadership 5. Personhood 4. People development 3. Production 2. Permission 1. Position

  8. Personhood People follow because of who you are and what you represent. (Respect) NOTE This step is reserved for leaders who have spent years growing people and organizations. Few make it. Those who do are bigger than life. People Development People follow because of what you have done for them. (Reproduction) NOTE This is where long range growth occurs. Your commitment to developing leaders will ensure ongoing growth to the organization and to the people. Do whatever you can to achieve and stay on this level. Production People follow because of what you have done for the organization. (Results) NOTE this is where success is sensed by most people. They like you and what you are doing. Problems are fixed with very little effort. Permission People follow because they want to (Relationship) NOTE People will follow you beyond your stated authority. This level allows work to be fun. Staying too long in this level will caused Highly motivated people to be restless. Position People follow because they have to. (Rights) NOTE your influence will not extend beyond the lines of your job description. The longer you stay here, the higher the turnover and the lower the morale.

  9. Disposition More than position ! Leadership is a choice you make, not a place you sit.

  10. Myth 2 : Destination When I get to the top, then I’ll learn how to lead

  11. Myth 3 : Influence If I am on top, then people would follow me You may be able to grant someone a position, but you cannot grant him real leadership. Influence must be earned.

  12. Myth 4 : Inexperience When I get to the top, I will be in control

  13. Myth 5 : Freedom When I get to the top, I would not be limited.

  14. Myth 5 : Freedom As you move up the ladder, you may even find that the amount of responsibility you take on increases faster than the amount of authority you receive.

  15. Myth 6 : Potential I can’t reach my potential if I’m not at the top.

  16. Myth 7 : All or nothing If I can’t get to the top, then I won’t try to lead.

  17. Activity Self Reflection • Which level of leadership are you at now? • How can you develop to the next higher level of leadership?

  18. Activity Activity Group Discussion Work on the situation assigned to your group. Discuss as a group what you would say or do.

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