Download effective leaders - Caribbean Confederation of Credit Unions

LAINGCONSULTING &
RESEARH GROUP
“Brining Clarity to Issues that Matter to Life, Work and Business”
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Keynote & Motivational Speeches
Leadership Consulting, Training and Coaching
Human Resource Training Seminars
Business Consulting
Personal Development Counselling and Coaching
www.zlaingconsulting.com
OBJECTIVES OF THIS PRESENTATION
1. Sharpen your thinking about leadership so that it might
refine your practice of it.
2. Provide concrete advice about promoting effective
leadership in your organizations.
3. Provide practical advice about developing emerging
leaders in your organizations.
THE CARIBBEAN CHALLENGE
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Our region has had its share of triumphs…
But is present challenges are real, mounting and
daunting…
While many things lay manifest in the face of
those challenges, one thing is glaring, leadership
at so many levels seems ineffectual and
overwhelmed…
Good news is where leadership is the problem, it
can also be the solution…
Credit unions in the region have been
extraordinarily successful over the past few
decades, a clear tribute their leadership,
individual and collective…
Continuing to focus on leadership development
just makes sense for you…A lesson other societal
sectors might adopt…
MY EMERGING LEADERSHIP EXPERIENCE
• In 1985, the president of the student government of the College of The
Bahamas recruited me to succeed her as president and nurtured me along
the way…
• In 1990, a pastor of one of the well known churches in my area recruited
me to assist him and serve as youth director…
• In 1996, the Prime Minister of The Bahamas recruited me to run for political
office and then in 1997 appointed me a member of his cabinet at 29 years
old…
• It was from these vantage points that I saw the issue of leadership up
close…What I saw was both negative and positive…but always
instructive…
UNDERSTANDING LEADERSHIP
OUR LEADERSHIP DILEMMA
1. A certain shallow appreciation, among too many of those
practicing leadership, of the basic/core principles or
tenets of leadership;
2. An entrenched ego-based attitude toward and practice of
leadership; and
3. An unserious approach to the importance of succession
on in leadership.
UNDERSTANDING LEADERSHIP
• At best, leadership is focussed and committed
people successfully influencing other people in a
group to work together to achieve a determined
end…
• At least, leadership is a noble effort to do the
above.
UNDERSTANDING LEADERSHIP
• We must consider both the negative and positive
possibilities of leadership because leadership is a dance
between wills requiring cooperation at a maximum
or compliance at a minimum…
• If we judge effectiveness in leadership simply by achieving
the end result, we have many ineffective leadership
examples in the human enterprise…
UNDERSTANDING LEADERSHIP
• The best and most effective leader can have poor
or no results because followers have a say in the
leadership dance…
• An effective leader ensures that he/she has done all to
maximize his/her contribution to the leadership dance,
that is, his/her influence…
UNDERSTANDING LEADERSHIP
• An effective leader ensures that he/she is not ignoring,
neglecting or resisting doing what must be done and can
be done to influence others to do what they must do and
can do to make the group succeed…
• We maximize leadership influence through
personal development, emotional intelligence and wise
conduct…
• In leadership, the Person of the Leader(s) and
the person(s) of the followers is the Programme
EFFECTIVE LEADERS
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Think sharply…
Speak clearly…
Act wisely…
Live sincerely…
Behaves humbly…
Love deeply…
Practice presence…
PROMOTING LEADERSHIP EFFECTIVENESS
• Because leadership matters so much, those who are responsible for
the growth, development and sustenance of a group, organization
or community must see it as their core function to promote its
effectiveness.
• This means encouraging that effort by all and anyone who is in
leadership position or aspires to it to develop those skills and
practices that make for effective leadership.
• Those in an organization responsible for it who want to promote
leadership effectiveness therefore will:
PROMOTING LEADERSHIP EFFECTIVENESS
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Hone personal skills for effective modelling…
Focus on your people…WHO THEY REALLY ARE…
Recruit discerningly/carefully…
Provide deliberate guidance and instruction…
Provide formal leadership training…
Reward leadership effectiveness through a meritocratic
culture…
• Have a formal mentorship programme…
PROMOTING LEADERSHIP EFFECTIVENESS
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Continuously clarify the purpose/vision/mission of the group…
Emphasize on Goal setting…
Regularly reassess reality (prevailing environment)…
Reinforce teamwork…
Doggedly commit to planning and strategizing…
Courageous confront of challenges…
Inspect regularly…
EXCELLENT LEADERSHIP CANNOT GUARANTEE EFFECTIVENESS BUT THE BETTER
THE LEADER IS THE MORE LIKELY EFFECTIVENESS WILL RESULT…
• EFFECTIVE LEADERS WANT THEIR RESULT TO ENDURE LONGER
THAN THEY DO
MY EMERGING LEADERSHIP EXPERIENCE
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When the then president or the College of The Bahamas and then prime minister recruited me and
others to lead, they acted in the best spirit of leadership.
They supported the notion of the late, great leadership teacher and pastor, Dr. Myles Munroe who
said, “Success without a successor is failure.”
IT TAKES MATURITY IN LEADERSHIP TO SEEK OUT ONE’S REPLACEMENT BEFORE ONE IS READY OR
NEEDING TO GO.
IN FACT, MATURE LEADERSHIP MAY BE THE MOST POWERFUL NEED WE HAVE TODAY.
IT TAKES MATURE LEADERSHIP TO
DEVELOP EMERGING LEADERS
• Mature leadership is the
oxygen of organizational
success…
• John Maxwell is right,
“Leadership sets a cap on
everything” but maturity sets
a cap on leadership….
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Mature leadership dictates the height,
depth and breadth of a organization’s
impact…
Mature leadership is leadership that is
serious, spiritual/conscientious, purposedriven, focused, reflective, charactercentered and transcendent.
Mature leadership focusses on the needs
of present and the demands of the
future.
DEVELOPING EMERGING LEADERS
• Be deliberate about mentoring
– It is foolish for a leader to make success dependent on his/her presence
alone.
– Wise leaders embrace the reality of their own mortality and limitation and
seek out others to carryon beyond them.
– Leaders develop faster and more skillfully when they benefit from the
modelling of a mature mentor.
– Mentorship short of planning is an engineless race car.
– Few things are as beautiful is a human being under the skillful
guide of another more wise and experienced that he or she.
DEVELOPING EMERGING LEADERS
• RECRUITMENT IS THE CRITICAL POINT IN LEADERSHIP
DEVELOPMENT.
• If you begin with the wrong ingredient failure is assured (eg. Lemonade from
sand, oil and grapefruit).
• Take as much time as you need or can to evaluate a potential recruit before
recruiting him or her.
• Because development means change look for their willingness to change as a
critical factor in the selection process.
• We you both first agree on the reason for your recruiting them, stop and examine
carefully whether you really agree. (New Generation of leaders vs. Old)
DEVELOPING EMERGING LEADERS
• Establish expectations
– Expectations set a cap on leadership
– Where expectations are unclear failure is probable
– Expectations are a Google map to destination
• Give them enough room to grow but sufficient boundaries to
protect the organization and themselves
– Comfort is a crutch to leadership development
– Burden skillfully measured defines leadership muscle
– No power or responsibility unchecked by accountability achieve the desired
aim.
DEVELOPING EMERGING LEADERS
• Point out failures and acknowledge achievements
– Where praise and criticism are unbalanced on the scale of life,
character development is deformed in human experience.
– Neither truth nor directness should be sacrificed on the alter of
popularity in the quest to develop leadership.
– That leader who values praise over critique is signally his/her
unpreparedness for leadership.
DEVELOPING EMERGING LEADERS
• Don’t pander to their egos; appeal to their reasoning
– Ego is the most destructive force in the social universe
– Where reason is abandoned leadership is destructive
– A reasoning young leader is entirely more effective than an
unreasonable old manager.
DEVELOPING EMERGING LEADERS
• Don’t micro-management them unless the mission is at
stake
– If you do all for a mentee you do nothing for the growth of your
organization.
– He/she micro-manages who never allows his/her mentee to
succeed or fail by making an independent decision.
– Decision is the especial responsibility of leadership and no
development exist where it is absent in the process.
DEVELOPING EMERGING LEADERS
• Don’t let them play it too safe by leaning on you too
heavily
– The mentee who fears to fail will never have the courage to
succeed.
– The leader who prides in the dependence of his/her mentee
plans the demise of his/her organization.
– Little eagles who stay close to their mothers never become big
eagles teaching little ones how to soar.
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DEVELOPING EMERGING LEADERS
• Don’t let them or you use youth or newness as an excuse
or incuse
– Youth is not a qualification or disqualification for leadership
– Newness can just as assuredly be a reason for insight as it is a
rationale for inexperience.
– The question is not: Is he/she too young to lead but rather is
he/she too unwilling to learn?
DEVELOPING EMERGING LEADERS
• Give them exposure
– No one ever formed a world view of any merit who saw only little of the
world.
– Narrow vision is a certain path to poor leadership development.
– If a young leader makes the office his/her cradle they will make the
marketplace their grave.
• Be deliberate in training
– You will get what you don’t train
– He/she who is trained in a skill can produce that skill on demand
– Where training is absent tragedy is assured.
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IN SUMMARY
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Leadership matters and matters a lot.
Effective leaders remain focussed on people as the basic ingredient in the leadership mix.
Effective leadership makes a noble effort to influence members of the group to do what
must be done and can be done to achieve a desired objective.
Effective leaders maximize their influence by optimizing their own development as a
leader to be sharp thinkers, clear speakers, wise actors, sincere living and practitioners of
presence.
Because they recognize the importance of leadership to their organization, effective
leaders promote leadership effectiveness through modelling, instruction, guidance,
training and inspection.
Because they typically achieve great results and want those results to endure beyond
their tenure, they recruit and development leaders to replace themselves.
LEAD PEOPLE LEAD!
LAINGCONSULTING &
RESEARH GROUP
“Brining Clarity to Issues that Matter to Life, Work and Business”
•
•
•
•
•
Keynote & Motivational Speeches
Leadership Consulting, Training and Coaching
Human Resource Training Seminars
Business Consulting
Personal Development Counselling and Coaching
www.zlaingconsulting.com