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Transcript

Harvard Business Review

Chapter 1

The Transition to Leadership

The Transition to Leadership

Core Messages

  • Shifting focus toward helping others acheive their best, rather than individual contributions

  • Difference between Positional Authority & Personal Influence

  • Management vs Leadership

  • Mental & Emotional Challenges of Transition to Leadership

Management Focus

  • The role as managers is to set direction for your team and coordinate resources to meet your organizations goals
  • As individual contributors we are able to very clearly define our contributions to the team
  • As Managers we must find ways help others have success
  • It can be difficult to watch a less experienced person struggle
  • Resist the urge to show how YOU used to do it
  • Help others thrive and develop their own competancies
  • As our management roles grow, and teams become broader, this is increasingly important. OUR personal skills/Doing the work can only scale so far to the point of greatly diminishing returns.

One-On-One

Lou Holtz

Vs

Michael Jordan

  • Greatest Athlete of All-Time
  • 6x N...
  • Never played actual football at a competitive level
  • Career Coaching record 249-132
  • Coached Notre Dame to 1988 National Title

  • Greatest Athlete of All-Time
  • 6x NBA Champ & 6x Finals MVP
  • Acquired Ownership stake in the Charlotte Hornets/(Bobcats) in 2006
  • Charlotte's record under MJ's Tenure = 306-520
  • Never made it past 1st Round of Playoffs

"Ability is what you're capable of doing. Motivation determines what you do. Attitude determines how well you do it."

"On this team, we're all united in a common goal: to keep my job."

Personal Influence

vs

Position...

Personal Influence

vs

Positional Authority

Influence v Authority

  • Managers have formal authority to make decisions, allocate resources, and direct employees
  • Many new Managers may be frustrated when ideas and directives are not readily adopted

  • "In actuality, people won't do something just because you tell them to, and they certainly won't do it well. Although you can use your positional authority to force compliance, your team members won't commit fully or deliver their best work under these conditions."

Influence v Authority

  • When you exercise influence, your people act because they find you personally persuasive
  • You're not making them do something. They're choosing to do it because you are leading effectively.
  • That willingness makes all the difference.

  • Your real power as a manager lies not in your job descriptions, but in the relationships you are able to cultivate with your staff.

Management vs Leadership

Management vs Leadership

Management vs Leadership

  • Management is about responding to complexity
  • To get a job done, managers must focus on control & predictability
  • Managers must organize processes that will produce orderly outcomes

  • Leadership is about producing and responding to change
  • Leaders see opportunities in the instabilities that their managerial alter-egos want to tame
  • Leaders emphasize ideas over process

Management vs Leadership

  • The most successful managers leverage both management and leadership competencies selectively to benefit the organization.

  • While your company may determine when you officially transition to management, opportunities for leadership can present themselves at any time in your career.
  • We as leaders should continually inspire that message and strive to build within our culture
  • Ties back to scale of individual management

Master-of-Managment

Nick Saban

127-20 Record at Alabama

6 National Titles total

Leadership

Transition to Leadership

Mental & Emotional Challenges

Transition to Leadership

Challenges

  • As Managers - particularly as new managers - we are likely to experience great swings in emotions
  • Feelings of self-doubt
  • Peformance anxiety
  • No longer having the control of personal performance

These feelings are perfectly normal

Embrace the Emotions

Embrace the Emotions

  • By recognizing that these are all normal emotions in the transition to leadership, we can embrace and overcome those emotions

  • Label your emotions
  • By actively ackowledging feelings you can moderate your response
  • Find the Source & Solution
  • Once we understand what we're feeling, consider where its coming from

  • Role Strain
  • "Too much work and too little time"
  • Imbrace imperfection, you can't meet every demand.
  • Find people you can depend on to share your load (DELEGATE)
  • Problem-Solving Fatigue
  • Feel pressure to solve difficult problems for other people
  • Coach direct reports on how to solve probelms on their own
  • Isolation
  • You must make unpopular decisions, worry about mistrust and resentment
  • Develop routines for making social connections with direct-reports
  • Imposter Syndrome
  • Feel unable to make mistakes - fear that direct reports' failures reflect on you
  • Admit your mistakes. Honesty isn't a weakness; it makes you more approachable and credible

Take Care of Yourself

  • Don't Neglect your personal Life

  • Protect your Downtime

  • Take care of your health

  • Keep your job in perspective

The End.

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