Download CIC2-Ses4_Day_OneV2

Agenda
• Opening Comments
– Reflections
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-Leadership Journeys
Developing Your People
Managing Conflict
Project Teams
Tour of Campus
Themes
Theme 1: Presence and Presentation
Theme 2: Being Leaderly Is a Behavior
Theme 3: Leaders Are Strategic
Theme 4: Leaders Focus on the Future
GAP analysis…
Where we want to be
We have a shared interest in
working together more
effectively
What we can do to
“close the gap”
Where we are now
Themes
Theme 5: Leaders Are Catalyst for Change
Theme 6: Focusing on the Important Matters
not the Immediate
Theme 7: Leaders Develop Others
Theme 8: Leading Means Exercising Influence
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The Immediate
versus the Important
IMMEDIATE
Email
Meetings
Crisis of the Day
Interruptions
Communication
and Persuasion
Develop Your People
Developing People
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Starts with Hiring the Best
Competency based Interviewing
On Boarding
Setting Expectations
Situational Leadership
Coaching & Feedback
Creating a Leaderful Organization
The Conceptual Model
Material from HayGroup/Daniel Goleman
Transition of Emotional Styles
Most Successful Managers and Executives
0.5
Confidence
0.4
Averaged Standardized Assessment Scores
Empathy
Energy
0.3
Ambiguity
0.2
Composure
0.1
Humility
0.0
-0.1
-0.2
-0.3
-0.4
Supervisor
Ambiguity
Manager
Composure
Director
Empathy
Vice President
Energy
Executive
Humility
Each emotional competency reveals statistically significant differences between levels.
Confidence
p. <.00001 for each.
Developing People
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Starts with Hiring the Best
Competency based Interviewing
On Boarding
Setting Expectations
Situational Leadership
Coaching & Feedback
Creating a Leaderful Organization
What is Conflict?
Win As Much As You Can
What Is CONFLICT?
What are some of the early
messages we received regarding
conflict while we were growing up?
CONFLICT Definitions
• A Clash of Feelings or Interests
• To Be at Variance
• A Disagreement That Creates a
Difference When the Situation Calls
for Agreement
What Causes CONFLICT?
Thing to Keep in Mind
Conflict is natural and inevitable
Conflict is not necessarily bad, or
a sign of failure
Dealing with conflict is critical to
our success
• Interpersonal
C
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He’s difficult to
get along with?
• Organizational
• Issue Based
Resolving Conflict
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Recognize when it exists
Deal with it
Give people space
Calm down
Use guidelines for feedback
Be descriptive and specific
Keep emotions under control
Look for underlying causes
Explore ways to resolve
Identify common ground and build agreements
Negotiation Defined
A process in which two
or more participants
attempt to reach a joint
decision on matters of
common concern in
situations where they
are in conflict or
disagreement
Negotiation Styles
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Avoid
Compete
Compromise
Collaborate
Accommodate
Negotiation Styles
1/10 Compete
High Concern for Goals
Low Concern
for Relationship
1/1 Avoid
Low Concern for Goals
Collaborate 10/10
High Concern for
Relationship
Accommodate 10/1
Focusing on Results
• What results are
important?
• How do we achieve
these outputs?
• What measures will
allow us to document
the desired results?
Agenda
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Opening Comments
Higher Ed Finances 102
Reflections on Leadership
Program Feedback
Continuing Your Leadership Journey
Affinity Teams
Wrap Up
Leaders Need to Know
Finances
University Finances
Comparisons Between Schools-what’s
similar? What’s particular to our school?
Seeing the Big Picture-Financial Construct
How to Advance Funding Proposals
Agenda
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Opening Comments
System Dynamics & Self Preservation
Be-Do-Learn
Graduation
The Neuroscience of Leadership
• Managers who understand the recent breakthrus in
cognitive science can lead & influence mindful
change:
organizational transformation that
takes into account the physiological
nature of the brain, and the ways it
predisposes people to resist some
forms of leadership & accept others.
Neuroscience of Leadership
• Focus is Power-the act of paying attention
creates chemical & physical changes- brain
• Expectation Shapes Realitypreconceptions have a significant impact
on what people perceive
• Attention Density Shapes Identity-
Attention Density
• With enough attention density,
individual thoughts & acts of the mind
can become an intrinsic part of the
individual’s identity, who one is, how
one perceives the world & how one’s
brain works.
Attention Density
• With enough attention density,
individual thoughts & acts of the mind
can become an intrinsic part of the
individual’s identity, who one is, how
one perceives the world & how one’s
brain works.
GAP analysis…
Where we want to be
What we can do to
“close the gap”
Where we are now
GAP analysis…
Where we want to be
What we can do to
“close the gap”
Where we are now
Doing Involves