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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 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 1. 2. 3. 4. 5. 6. 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 1. 2. 3. 4. 5. 6. 7. 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 • • • • • • 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 • • • • • • • • 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 • • • • 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…. • • • 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. www.PresentationPro.com 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. www.PresentationPro.com IN SUMMARY 1. 2. 3. 4. 5. 6. 7. 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