Developing Leadership Skills

Agenda Today’s Realities What is Leadership? What Do Leaders Do? Key Leadership Skills Ways to Develop Leadership Skills Summary

Today’s Realities Global Competition is forcing changes in all aspects of our society - Business - Government - Education - Health Care Customers are demanding more We have to change how we work and manage - All aspects of our organizations - All processes we use to do our work

We Live in a New Era Old Paradigm - One Job - Go to work, do your job and come home New Paradigm - We Have Two Jobs - Do your work - Improve on how you do your work Key Issue - How to balance the “ Doing” and “Improving” workloads

Leaders Help Us Make the Needed Changes? Leaders help a group of people move from One paradigm to another "Leadership: the art of getting someone else to do something you want done because he wants to do it." Dwight D. Eisenhower “ Leaders have followers ” Bill Gore, Founder, W. L. Gore and Associates

We have Many Kinds of Leaders Political Military Business Academic Religious Sports Statistical Leaders And many more

Change Requires Both Leading and Managing Leading Moving Between Paradigms Doing Right Things Creating Improvements Leading & Developing People Managing Working Within a Paradigm Doing Things Right Holding the Gains Managing Processes

We Need Both Leading and Managing Lead People Direction Communication Resources Coach Reinforce Manage Processes Happy Customers Feedback - What’s working? - Need to do differently? Healthy processes serving happy customers

Time Spent on Doing and Improving Work Leading Managing Role “Improving” Work “Doing” Work Executives 90 10 Managers 70 30 Others 30 70

So What Do Leaders Do? Provide Direction - Where we are headed Communicate - The “Why” & “Benefits” of the direction Enable, Coach and Counsel Recognize Results and Reinforce Desired Behavior

Providing Direction - Showing the Way Vision - What Success Looks Like Objectives - How we will win Goals - How much, by when Strategies - What we will focus on Initiatives - Specific projects we will undertake

Strategic Planning Example Vision Improvement is part of our culture Objective Implement Six Sigma Goal $30MM in 3 years Strategy Begin in manufacturing, then Move to New Product Development Next initiate work in Admin areas Initiatives BB Wave 1 in Manufacturing BB Wave 2 in New Product Dev BB Wave 3 in Admin processes BB Wave 4 in Manufacturing

Kotter’s Eight Stages of Successful Change Establish a sense of urgency Positive vision of being a premier company Create a guiding coalition Champions Develop a vision and strategy Six Sigma at my company Communicate the change vision Empower employees for broad based action Aggressive results oriented training at all levels Generate short-term wins $50M in six months at Company A Consolidate gains and produce more change Using annual operating plan and communications program Anchor new approaches in the culture - Champions, Master Black Belts, Black Belts, Green Belts

Elements of Successful Change Vision Motivating forces - Burning platform Strong, respected leader Broad participation Communication - Tight networks and patterns Training and Education Reinforcement All Elements Must be Present for the Change to Be Successful

Communicate The Direction Provide Understanding and Hope The direction we are pursuing What benefits we expect to get Progress - Results achieved to date Communication should be clear, concise and continuous Variety of media should be used - People take in and process information in different ways

Enable - Set Up People for Success Provide resources - people, time, $$$ Provide training - build needed skills Provide methods to accomplish assigned tasks Remove barriers Coach and Counsel

Recognize and Reinforce Catch People Doing Things Right Recognize accomplishments and results - Psychological rewards - Financial rewards Reinforce desired behavior - Catch people doing things right People want and need feedback - “How am I doing?” , Ed Koch, Mayor, New York Feedback needed for improvement Key tool - Management reviews

Leaders Lead People Provide Direction - Leaders show the way Communicate - Leaders develop understanding and hope Enable, Coach, Counsel, Provide Resources - Leaders set people up for success Recognize Results and Reinforce Desired Behavior - Leaders catch people doing things right

Dalton Model for Career Development Career Stage Apprentice Colleague Mentor Sponsor Role Helps, follows direction Independent contributor Manager, developer of people, networker Shapes the organization’s direction Leadership skills are required to function as a “Mentor” and “Sponsor” Dalton and Thompson, 1986

George Fisher Plot Technical Skills Note: George Fisher, CEO at Motorola & Kodak, has a Ph.D. In applied mathematics from Brown University Target Statisticians Total Quality Facilitators “ We need employees with both people & technical skills” Low High High People Skills Low mcs

Quotes on Leadership “ The very essence of leadership is you have to have a vision. It s got to be a vision you articulate forcefully on every occasion. You can’t blow an uncertain trumpet .” Rev. Theodore Hesburgh, President Emeritus, Notre Dame University “ Leadership and learning are indispensable to each other.” John F. Kennedy November 22, 1963 “ The speed of the leader determines the rate of the pack” “ It is the capacity to develop and improve their skills that distinguishes leaders from their followers.” Warren Bennis and Bert Nanus

Quotes on Leadership “ The best coaches know what the end result looks like .--If you don’t know what the end result is supposed to look like, you can’t get there.” Vince Lombardi “ Hey, Wait a Minute” John Madden p224 “ Failing to prepare is preparing to fail” John Wooden “ The secret of success is constancy of purpose” Benjamin Disraeli

Quotes on Leadership “ Life is like a dog sled team. If you’re not the lead dog the view never changes.” Anonymous "Leadership: the art of getting someone else to do something you want done because he wants to do it." Dwight D. Eisenhower “ Leaders have followers ” Bill Gore, Founder, W. L. Gore and Associates “ You can manage what you cannot understand, but you cannot lead it.” Myron Tribus

Change Requires Shifts in Knowledge, Skills and Attitudes Habits Behavior Mindset What? Why? Knowledge Want To How To? Skills Attitude and Desire

Key Leadership Skills Business Acumen – Understand how business works Process and Systems Thinking Strategic Planning and Deployment Stakeholder Building Communication – Clear, concise & continuous Reviewing and Coaching Structured Improvement Methods (Six Sigma) Learn to Deal With Teams & Group Dynamics Meeting Design and Facilitation Project Planning and Management Understanding Human Behavior

Core Processes INTERFACES Market Place Business Processes Planning Financial Personnel Mgmt. Info. Sys. Legal Communications Public Relations Product Processes Enterprise Processes Translation Requirements Collections and Definition Market Segment Design Development Manufacturing Delivery Selling Ordering Distribution Billing Collection Service

Elements of Strategic Planning Mission – What the organization does for its customers Vision – What the organization wants to become Values – Principles organization will live by Objectives – What we have to do to be successful Strategy – How we will achieve our objectives Goals – Numerical targets that enable the organization to meet its objectives Initiatives – Actions taken to implement strategies Deployment – Process of taking the strategies and objectives to each level of the organization so that the overall objectives are achieved

Modes of Behavior Acceptance of a New Idea Time Reactive Purposeful Ego Won’t work Costs too much Takes too long I can make this work This will be good for me This will be good for us Let’s get started

Reaction to a New Idea – Modes of Behavior Phase I – Reactive - This will never work - The cost is too high - I don’t have time for this Phase II – Ego - I see some benefit for me - I think that I can make this work Phase III – Purposeful - This can be good for us - Everyone should get this training - Let’s get started Note: Everyone starts in the reactive phase – “Goes Reactive!” - We all pass through the Ego Phase before “ Becoming Purposeful” - People move through the phases at different rates - Some people don’t ever get out of the Reactive phase

“ Shopping the Plan Around” Building Stakeholder Support Continue to get input from stakeholders individually and revise the plan until you are ready to share the Plan with the stakeholders as a group. Plan Development Individual Stakeholders … .Stakeholders Adopt Plan Plan 1 Input 1 Plan 3 Input 2 Plan 2

Leaders Recognize Different Levels of Activity and Job Responsibility . Where we're headed Managerial processes to guide us Where the work gets done Strategic Managerial Operational Executives Managers Others

Running Effective Meetings Well-Defined meeting purpose, desired outcomes, agenda and roles Meeting Roles - Leader – Runs the meeting - Facilitator – Helps the group conduct the meeting - Scribe – Captures ideas and issues on flip chart to keep the group focused including Action List and Parking Lot - Note Taker – Prepares the meeting minutes - Timekeeper – Keeps track of the meeting time

Meeting Roles Scribe Note Taker Meeting Leader Time Keeper Facilitator

DMAIC Six Sigma Process Improvement Model Define the project and its financial impact Measure the gap, listen to the process Analyze data to determine root causes Improve the process – Implement the solution Control the process, standardize, and document – Sustain the gains Control Improve Analyze Measure Define

DMAIC and the Improvement Tools Measure Analyze Improve Control Process Maps Cause and Effect Matrix Measurement Systems Analysis Capability Analysis Failure Modes and Effects Analysis Multi-Vari Studies Design of Experiments Control Plans and SPC

Myths of Leadership Leadership is a rare skill Leaders are born not made Leaders are charismatic Leadership exists only at the top of an organization The leader controls, directs, prods, manipulates Bennis and Nanus 1985

Personal Change Is Required Insanity - Doing the Same Things and Expecting Better Results The Only Person Who Enjoys a Change is a Wet Baby “ If You Can’t Change Your Mind You Can’t Change Anything”--George B. Shaw Those Who Fail to Respond to Their Changing World Will Have Less Influence in It

Ways to Develop Leadership Skills Read books and articles Attend courses Discuss the subject with colleagues Practice, Practice, Practice, ……….. “ Becoming a leader is like learning to play the violin in public” Anonymous

Can I Be Successful? “ Never doubt that a small group of committed people can change the World. Indeed, it is the only thing that ever has” Margaret Mead

My Message Place an increased focus on enhancing your leadership skills Be on the lookout for examples - good and bad - of leadership that you can use as a model Best way to learn to lead is to do it - Be on the lookout for your opportunity ! Do it , Ok

References on Leadership Bennis, W and Nanus, B. (1985) Leaders - The Strategies for Taking Charge , Harper-Row, NY. Bennis has several other books on leadership. Covey, S. R. (1989) The Seven Habits of Highly Effective People” , Fireside, Simon and Schuster, New York, NY Hayword, F. (1997) Churchill on Leadership , Prima Publishing, Rocklin, CA Kotter, J. (1997) Leading Change , Harvard Business School Press, Cambridge, MA. Also see Harvard Business Review, March-April 1995 Kouzes, J. M. and Posner, B. Z. (1995) The Leadership Challenge , Jossey-Bass, San Francisco Phillips, D. T. (1992) Lincoln on Leadership, Warner Books, New York, NY

References on Leadership Skills Bens, I (1999) Facilitation at a Glance , GOAL/QPC, Methuen, MA Brassard, M. (1989) The Memory Jogger Plus , Goal/QPC, Methuen, MA Dalton, G. W. and Thompson, P. H. (1986) Strategies for Career Management , Scott Foresman, New York, NY Dolye, M. and Straus, D. (1982) Making Meetings Work , Jove Books, New York, NY GOAL/QPC (1997) Project Management Memory Jogger , GOAL/QPC, Methuen, MA Hoerl, R. W. and Snee, R.D. (2002) Statistical Thinking – Improving Business Performance , Duxbury Press, Pacific Grove, CA Scholtes, P. R., Joiner, B. L. and Streibel, B. J. (1996) The Team Handbook , Oriel, Madison, WI Snee, R. D. (1998) “Non-Statistical Skills that Can Help Statisticians Become More Effective”, Total Quality Management Journal , Vol. 9. No. 8, 711-722

Developing Leadership Skills

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