MD-TDP1-MLS

My leadership Style

Trainer: Perry

Learning objectives

Think about your roles as a leader and link them to Lead Work Win;
Explore different leadership theories and their impact on daily leadership tasks
Identify your own leadership challenges and try addressing it by applying the leadership theories learnt in MLS
Reflect on your own leadership style and further define your leadership growth plan

My leadership roles

Management vs. leadership

A Manager	A Leader
Manages do things right	Leadership to the right rights
Work with things and numbers	work with people and feelings
is a problem solver	is a visionary
cares for the day-today business	promotes organizational change
provides order and task clarity	promotes creativity and ideas
makes plans, directs, and controls	inspires and involves
counts on rationality and efficiency	counts on passion and personal initiative

Lead Work Win

My leadership strengths & development goals

Situational leadership

4 development levels

Development level is a combination of competence and commitment:

Competence is
- Demonstrated goal or task specific knowledge and skills, and
- transferable knowledge and skills
commitment is motivation and confidence on a specific goal or task

D1	D2	D3	D4
Low Competence	Low to some Competence	Moderate to High Competence	High Competence
High Commitment	Low Commitment	Variable Commitment	High Commitment
Enthusiastic Beginner	Disillusioned Learner	Capable but cautious contributor	Self-Reliant Achiever

4 leadership styles

Directive leadership behaviors	Supportive leadership behaviors
Action that shape and control what, how, and when things are done	Actions that develop mutual trust and respect, resulting in eased motivation and confidence
Setting SMART goals	Listening
Showing and telling how	Ask for input
Establishing timelines	Providing rationale
Identifying priorities	Sharing information about the organization
Clarifying roles	Sharing information about self
Developing action plans	Facilitating self-reliant problem solving
Monitoring and tracking performance	Acknowledging and encouraging

S1	S2	S3	S4
Directing	Coaching / Enabling	Supporting	Delegating
High Direction, low support	High Direction, high support	Low Direction, high support	Low Direction, low support
Gives direction about what, how and when	Explores concerns and encourages	Asks associate for input about what and how	Acknowledges expertise
Defines goals, timelines, and priorities	Explains why	Listens and encourages	Supports autonomy
Clarifies role and boundaries	Redirects and reteaches	Facilitates problem solving by asking open-ended questions	Invites innovation and ongoing learning
Checks in frequently	Involves in problem solving	Reflects on past successes	Provides opportunities to teach and mentor others
Acknowledges transferable skills and / or commitment	Provides perspectives	Acknowledges high levels of competence and contribution	Values contributions

Motivation

Extrinsic & Intrinsic motivation

There are three basic types of motivation in psychology:

Biological motivation or 1.0: refers to the most primitive type of motivation and the one that helps us to stay alive: thirst, hunger …
Extrinsic motivation or 2.0: which motivates us to move due to external factors, usually due to the existence of penalties and / or rewards.
Intrinsic motivation or 3.0: is the one that encourages us to do things for ourselves, as we enjoy it.

Motivation 3.0

Autonomy	Mastery	Purpose
The urge to direct your own life	The desire to do better and better in something that matters	The meaning to do something in service of something beyound yourself

Positive leadership

Heliotropic effect: “Tendency in all living systems towards that which gives life and away from that which depletes life - towards positive energy and away from negative energy”

OUR CONVICTION-THE BASIS: HUMANISTIC CONCEPTION OF MANKIND

People are willing and able to make a contribution
People only do what they like to do
Our brain focuses on maximizing pleasure and positive stimulation
People only change if they are touched by emotions and motives and if the change is rewarding
People learn above all from those with whom they work or live
People are creative, active, capable of learning and development and ask for meaning

Experience positivity

an understanding of leadership that..is based on scientific principles that represent a change of paradigm from a mechanistic view of the world to a view of human kind and organization as living organisms, systematically perceives the “overall system” in its inner and outer complexity and has the task to work on this complexity, focuses on mobilizing the productive energy of both people and the organization, and tries to create long-term success through creativity, joy, commitment and strength.

Positive Leadership is a management method that consistently focuses on the strengths, resources and potential of people and the organization.

Strategies for positive leadership

Transformational leadership

Full range of leadership

Transformational leadership is the ability certain leader shave to inspire, motivate, and mobilize supporters and followers in order to create change or achieve the seemingly impossible.

Transformational leaders affect followers, who are intended to trust, admire and respect the transformational leaders,by:

Increasing their awareness of task importance and value
Getting them to focus first on team or organizational goals, rather than their own interests
Activating their higher-order needs

4i's of Transformational leadership

Idealized Influence 表率
- Acting as a role model
- Spreading enthusiasm
- Acting with integrity
Inspirational Motivation 激励（大饼）
- Communicating an attractive vision
- Emotionally inspiring
- Leveraging the meaning of goals and tasks
Intellectual Stimulation 激发创新
- Questioning old ways of doing things
- Imparting new perspectives
- Trusting people
Individualized Consideration 个性化
- Considering each employee as an individual
- Developing each employee individually
- Fostering self-confidence

Reference

积极领导力，领导传递正能量实践版

目录