The document discusses leadership and leading change. It provides tips for leaders such as focusing on coaching, thinking, example-setting and conversation. Leaders are advised to dream big, take risks, and let their people shine. When leading change, the document recommends staying purpose-driven, communicating constantly, navigating conflict, investing in people, and persisting until success. Leaders must set the tone for change and keep moving forward through challenges.
4. “Great Leaders know how to lead other leaders”
What impact did your leaders have on you or other leaders?
Were those leaders inspired to achieve ambitious goals because
of their leaders?
Were you or others more productive?
Did they…?
Help leaders understand their own unique leadership talents?
How to maximize risk taking?
How to clarify and implement their own vision as leaders?
Did they support failure?
5. Not confined to job titles – Have the biggest thinkers in the
room
Leaders ask “Why not____” instead of “Why”
Leaders dream BIG –
Tommy Johnson (AFLAC) “If you don’t have dreams so big that you
want them with your whole being, dreams so big that nothing will
stand in your way, then as a leader you are dead.”
Alex Kinnier (Google Product Marketing Manager) “My first
instinct is to not just do what I’m told. I do what I think is right for
the business.”
As a leader you have not failed if you have not held onto your
leader
Let them shine, break rules, create disruptive and profitable
breakthroughs and help their peers get over feeling threatened
6. Coaching matters more
Thinking matters more
Your example matters more
Conversation matters more
Influence matters more
7. As Warren Bennis and Burt Nanus noted in Leaders, “The
problem with many organizations, and especially the ones that
are failing, is that they tend to be over managed and underled.”
Expectation is that leaders will lead (no Leaders in Training)
Stop waiting for another leader to tell you what to do
Creating the opportunity for leaders to develop vision for the
future
Let go of control
Allow teams to make decisions and support decisions
“The only failure you need to worry about is the failure to do
something”
8. There are 2 guarantees in life: Taxes and Death
The one guarantee in business: CHANGE
Organizations that dominate the market and competition have
leaders that know how to lead through change as well as bring
out the best in their people during times of uncertainty
Leadership: Leading Change
9. 2013 survey of global senior executives by
Strategy&/Katzenbach Center revealed that the success rate of
major change initiatives is only 54%
WHY??
“Change Fatigue” – making too many changes
A loss of faith – results come too slowly
Not enough input from employees – don’t have the ownership in
the initiatives
10. Stay purpose driven
Create a culture high on purpose
Leverage strengths from existing culture
Bring people together and leverage talent pool in
collaborative manner
Communication must be constant
Great communication is required to create great
relationships
Clear and repetitive communication
Navigate through conflict
11. Invest in your people
Most important people are the ones that work with you and
are expected to carry out the vision
Organizations passionate about developing and building
their people are the ones that win
Protect the people
Find the informal leaders
Persist until you succeed
A detailed plan can only get you so far
Backbone of organizations that thrive during times of
change
Set the tone when leading through change
Face change head on and keep moving forward
12. Actions and Behaviours of Leaders
Why change fails and how Leadership can lead through times
of change.
Tools
Delegation Board
Editor's Notes
Rewarded for sacrifice so others can gain vs rewarded for sacrifices others for personal gain.
Stop at 3:20
Coaching – the role of leadership is complex, need for support, coach, mentor matters more
Thinking – Stop juggling a calendar, the company needs you to think (strategize). Think about the direction of the team, opportunities/challenges in front of them and what they personally need to be doing. Can not do this running from meeting to meeting
Example – people are listening more to words they are watching. Be intentional about the things you say and do
Conversation – Not more meetings…more conversations. Shut up and listen. They know you can talk, but can you listen
Influence – people are looking for those to influence them, make it you and your influence is appropriate and positive
Tool – Delegation Board as a chance to look at putting “control” onto team.
Transparent
What is role through change
Clear vision and goal
Draw energy from existing culture
Actions – asking powerful questions, dreaming big, not waiting to be told
Behaviours – coaching, thinking, example, conversation, influence