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The Impact of Leadership

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The Impact of Leadership Rosemarie Peikes Outcomes Identify the behaviours and attitudes which demonstrate positive leadership and team building. – PowerPoint PPT presentation

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Title: The Impact of Leadership


1
The Impact of Leadership
  • Rosemarie Peikes

2
Outcomes
  • Identify the behaviours and attitudes which
    demonstrate positive leadership and team
    building.
  • Value the opportunities you have in your roles to
    positively influence and guide individuals and
    teams.

3
Leadership
  • Effective leaders help to keep the people around
    them connected and energized
  • Clemmer

4
Leadership
  • Leadership is a verb, not a noun. Leadership is
    action, not position. Leadership is defined by
    what we do, not the role we are in.
  • Clemmer

5
Leadership
  • The new story of leadership is based on
    nurturing, teaching, growing, caring, listening,
    empathizing and respecting.
  • Secretan

6
Paired Exercise
  • In a few minutes you will take turns interviewing
    each other
  • Person A will interview Person B for 10 minutes
  • Person B will interview Person A for 10 minutes

7
Interview Process
  • The interviewer will
  • Ask the questions
  • Ask follow-up questions, e.g. tell me more about
  • Listen deeply
  • Take some notes about high points. (Later each
    interviewer will be asked to briefly tell the
    other persons story.)
  • NB It is an interview, not a back and forth
    dialogue

8
Interview Process Contd.
  • You will have 20 minutes to find a quiet spot,
    conduct your interview and return to the large
    group

9
Group Exercise Part 2
  • Form groups of three pairs (same pairs) 6
  • Choose a facilitator
  • Choose a recorder/presenter
  • Choose a timekeeper

10
Group Exercise contd.
  • Each person takes turns briefly (2 minutes each)
    sharing his/her partners story about
    exceptionally positive moments in leadership
  • Discuss agree on the 3 to 5 themes or threads
    that these exceptionally positive moments have in
    common, that hold the most positive energy for
    the group

11
Large Group
  • Each group reports back on their themes
  • Large group discussion

12
Appreciative Inquiry
  • Process for engaging people in building the
    organization they want to work in
  • Assumes that our untapped stories, when explored
    and shared, release positive energy

13
Appreciative Inquiry Contd.
  • Invites people to seek these forces out and
    explore their hopes and dreams for the future
  • Enables people to weave their discoveries into
    the fabric of the organization, enabling it to
    re-conceptualize and transform.
  • Bernard J. Mohr Jane Magruder Watkins

14
As a leader
  • You can bring out the best in people by
  • Discovering, honouring and amplifying the best
  • Developing an appreciative lens
  • You can help others
  • Focus on the positive so that together you can
    create more of the best in the team and the
    organization

15
  • When we change ourselves, we change how other
    people see us and how they respond to us. When we
    change ourselves, we change the world.
  • Robert E. Quinn

16
The Fundamental State of Leadership
  • Other-Focused
  • Externally Open
  • Internally Directed
  • Purpose-Centred
  • Robert E. Quinn

17
Other-Focused
  • Putting the common good and welfare of others
    first
  • Increasing in authenticity and transparency
  • Nurturing trust
  • Enriching levels of connectivity

18
Externally Open
  • Moving outside comfort zone
  • Experimenting
  • Seeking real feedback
  • Adapting

19
Internally Directed
  • Continuously examining oneself
  • Closing the gaps between values and behaviour
  • Reaching higher levels of security and confidence

20
Purpose-Centered
  • Clarifying what result one wants
  • Committed and engaged
  • Holding an unwavering standard

21
  • When we change ourselves, we change how other
    people see us and how they respond to us. When we
    change ourselves, we change the world.
  • Robert E. Quinn

22
Man who waits for roast duck to fly into mouth
must wait very, very long time.
  • Chinese Proverb

23
  • People who want milk should not seat themselves
    in the middle of a field in hope that a cow will
    back up to them.
  • Elbert Hubbard

24
Half this game is 90 mental.
  • -Danny Ozark, Manager
  • Philadelphia Phillies

25
In This Session, We
  • Used an Appreciative Inquiry process
  • Identified how as leaders we have significantly
    influenced individuals and teams
  • Explored characteristics of effective leadership
    via our own experiences and via the literature

26
So, in conclusion...
  • You know how to be good
  • Never lose sight of that vision.
  • Never lose sight of that purpose
  • Meg Wheatley

27
References
  • T. A. Kayser. Mining Group Gold. How to Cash in
    on the Collaborative Brain Power of a Group. 2nd
    Ed. 1995
  • R. E. Quinn. Building the Bridge As You Walk on
    It, A Guide for Leading Change, 2004
  • B. J. Mohr J. Magruder Watkins. The Essentials
    of Appreciative Inquiry A Roadmap for Creating
    Positive Futures. 2002
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