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Storm Lake The Labor of Leadership

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Focused Futures

on 9 May 2016

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Transcript of Storm Lake The Labor of Leadership

1. Respect the inevitability of failure

2. Be prepared to handle failure

3. Recognize when failure is happening

4. React to failure in the moment

5. Reflect on why you failed

6. Rebound with confidence

7. Don't forget the failure
The Labor of Leadership
Leading vs Managing
Leadership Styles
What is leadership?

What makes someone a leader?

Keeps the current system operating, to maintain control, order, and predictability while minimizing risks
People are led, Resources are managed.
Challenges the status quo, to create new systems and ways of operating, and to take risks
Turning Good Managers into Great Leaders
Inspire Trust
Focus on People
Long Term Perspective
Ask "What" and "Why"
Becoming a Great Leader Con't...
Have their eye on the horizon
Be your own person
Do the right things
Challenge the status quo
"My way or the highway"
Most common style, but least popular
Leaders make decisions with little or no input from others
Best with employees who lack skills, training, or experience
3 pillars: Discipline, preparation, and victory
Best environments to use: Military, police, hospitals, sports, manufacturing, and restaurants
Potential to be overbearing and demoralizing

Stifles staff and discourage team creativity

Discourages open communication between leaders and subordinates

Causes "I" vs "Them" mentality

Seen as a micro manager

Millennials do not work well in this environment
Effective when decisions must come quickly

Prevent businesses from becoming stagnant

Individuals and teams don't miss important deadlines

Beneficial during stressful situations

Good for people who work well with clear directives
"Do what you want as long as you get the job done right"
Leaders build strong teams based on trust and then stay out of the way
Best environments to use: Advertising, social media companies, research and development departments, or fast paced environments
Leaders make few decisions and allow their staff to choose appropriate workplace solutions
Best with employees who are self-starters, have strong skills and experience, and don't require a lot of feedback
Lack of accountability for organization, groups or teams

You may miss opportunities to properly advise, coach or educate people

Leads to ineffective time management, resulting in missed deadlines

Can cause ambiguous objectives and not able to achieve goals
Allows experts to function productively

Motivates people to perform optimally

Allows a more creative environment

Reinforces successful performance because you have to take personal responsibility for achievements and failures

Higher retention of experts
Roman Empire
Settling the U.S Colonies
The automobile
Ending of Civil War
Abolishing Slavery
Transcontinental Railroad
Panama Canal
Hoover Dam
Interstate Highway System
Kennedy Space Program
Leader distributes responsibility among members, empowering group members, and aiding the group's decision-making process
Expect employees to have in depth experience and to exhibit self confidence
Best with employees who are skilled, educated, and experienced
This style of leadership works well at every level in a company. Works well in organizations focused on growth, research, and talent acquisition
"Let me roll up my sleeves and help"
Leaders can become overly dependent on subordinate's expertise and experiences

Collaboration can consume a lot of time getting input from people who aren't in agreement

Fast, incisive decisions may be difficult resulting in missed deadlines

Relying on consensus from people who are misinformed or lack accurate data can be costly

Leaders can become burdened by by the challenge of overseeing experts on collaborative teams
Employees have increased job satisfaction and sense of empowerment

Relationships are built on mutual trust between labor and management

Absenteeism is lower among employees with stronger commitment

Productivity increases

Creativity and innovation increase among employees through team collaboration
United States Government
Declaration of Independence
Mayo Clinic
Successful Leaders...
Typically exhibit many traits from different leadership styles
Are self-actualizing people with loads of self-confidence
Take responsibility for their actions, they support their teams, and they don't make excuses for failures
Hire good people to surround them
This is the optimal leadership style
LeBron James Effect
If you want to maximize your business impact, you need to hire exceptional game-changer talent.
2x NBA Champion
3x Olympic Medalist
5x NBA Finals in last 5 years
Transformational Performance
Make Others Perform Better
Improved Retention of Employees
They Provide Leadership
Attract Additional Top Talent
Exhibit high performance, exceptional skills, experiences, and their network
They bring along their network and help recruit other top-performing employees
Their reputation encourages other employees to accept their ideas and follow them
Energize and inspire those around them to strive to work at the same level
Current employees are inspired by the new possibilities an innovative leader can bring the company
Place value on their most essential asset - their employee
Remain accessible despite their status
Lead to inspire
What does Failure mean to you?
Failure is an untapped resource that can lead to faster growth, more innovation, and even employee engagement. Learn from Failure:
WD-40 got it's name because WD-1 through WD-39 were all failures
Change your mindset to believe that each failure is a small victory. All failures offer learning opportunities that effective leaders should take advantage of.
Whether you think you CAN or you think you CAN'T, you're right.
Key motivational principle:
Work consists of whatever a body is obliged to do and Play consists of whatever a body is not obliged to do.
Trying to lead a team without a vision is just as difficult as trying to piece together a 1,000 piece puzzle without looking at the box cover
Only 13% of employees are engaged at work.
Take a genuine interest in your employee's future career path
Listen to your employees!
Show your employees respect
How to Motivate
Studies Show...
Give them credit and stand up for your employee
Rewarding an activity will get you more of it. Punishing an activity will get you less of it.
Give praise, encouragement, and feedback
Extrinsic rewards should be unexpected and offered only after the task is complete.
Praise employees for taking initiative, seeing a difficult task through, being undaunted by setbacks, struggling and learning something new.
Don't praise for the "smartest ides" or "brilliant performance."
When you put positive labels on people like "Gifted", we run the risk of robbing them of their zest for challenge and their recipes for success.
What's Your Sentence?
How to create a vision
1. Focus - 3 major concepts MAX! Don't turn your
sentence into a muddled paragraph

2. Keep it Short and Simple

3. Use Vivid Language - Easier to rally behind a
vivid, descriptive, and exciting vision.
Make a Battle Cry

4. Convey a Higher Purpose - People commit to
causes, not plans
Communicate the Vision and Goals
You must be passionate about your vision and goals
Use many sources - the more places staff hear the message, the more they believe and trust in it
Repeat, Repeat, Repeat - it takes a message to be repeated 7 times before it is absorbed
Reinforce through a wide variety of communication channels
Think inside out, People don't buy WHAT you do, they buy WHY you do it
Are you a new leader? Have you been handed a team?
Reverse Team Building
Step 1: Get to know the existing team
Figure out what each team member does
Learn what each team member likes
Determine where they want to go
Step 2: Start setting team goals
Include the team!
Make the goals quantifiable
Know what resources will be necessary
Get individual buy in from each team member
Step 3: Have a little fun
Foster a positive work environment
Allow team to get out of the rut of the usual office environment
Change can be hard...
People adjust at different rates
Employees need support before, during, and after change
Don't expect 100% buy-in at first, but don't let issues go unaddressed
Take a genuine interest in their work-life balance
Are your employees motivated?
Change Management
Develop a process to engage employees
Implement a change program
Allow open communication that goes both ways
You determine the Culture
Staff mirror the actions of their leader
Understanding Emotional Intelligence
= The ability to recognize your own emotions, as well as other people's, understand the powerful effect of these emotions, and to use that information to guide thinking and behavior
Understand Your Response
How do you react when caught in a traffic jam?
Our reactions are based on our thoughts about the adversity.
ABC Model
dversity -
eliefs -
Did You Know?
When we're not experiencing a psychologically or physically intense state, we dramatically underestimate how much it will affect us.
Example: Doctors consistently think their patients are feeling less pain than they actually are.
This is called the Perspective Gap
The Power of Perception
Everyone has a perception that is influenced by a myriad of factors.
People view us much differently than we view ourselves and vice versa.
It's not about right or wrong, it's understanding how perceptions differ and the consequences those differences create.
Perception is reality
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