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目录
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
Motivation 3.0
Positive leadership
Experience positivity
Strategies for positive leadership
Transformational leadership
Full range of leadership
4i's of Transformational leadership
Back to my leadership development
Addressing my leadership challenge
Reflecting on My leadership Style
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