Dare to Lead

The Manager as Leader:
Accomplishing the organization’s goals through people. Tom Lutz

Leadership is no place for the faint of heart
• The leader does not have to be a tyrant,
but cannot be a friend either. • It is how the human connection is made between leader and follower that determines whether this is a pleasing, pleasant, or at least a tolerable process or not.

Lesson One • Credibility • Honesty • Gaining and giving respect .

Credibility • What is your definition? • State what your philosophy/policy is • Carry it out… • Examples: .

Honesty • Always • If you can’t tell… tell them you can’t tell • If something happens and you haven’t told them and you should have… “fess up” .

Respect (it goes with Dignity) • Gaining and showing…how? • Your examples: both negative and positive • When does it go with dignity • Why does it go with dignity? • When might it stand alone? .

Lesson Two • Empathy • Caring • Sincerity • These have to happen over time… .

Empathy… • What is it and who cares? • Statements of empathy… – Other than.” . “…I feel your pain.

Caring • Why is it important? • When is it real deep? • When is it hollow or shallow? • Statements or acts of Caring… .

Sincerity • Verbal…language of sincerity… • Body…language of sincerity… • Acts of sincerity… .

Lesson Three • Consistency • Fairness • Predictability .

– Do it – Remind them you did it! . every time… – Tell them you are going do it…then.Consistency • Same thing..

ever • When your humanness creeps in…then what? .Fairness • The only way… • No favorites….

Predictability • Empowering. without a doubt. • The results of good leadership: • Our vision was so aligned we could… – Finish each other’s sentences – Make decisions with out him (and get it right) – Drive decisions down to the most appropriate level .

Lesson Four • Accountability • Performance • Why we call it Work .

Accountability – Responsibility (sorry for the sports analogies) • The ball is in your court (hands) • It not only is your ball game to win or lose… – Are you willing to take the hit? – Are you willing to share the credit? • Accountability is not about blame… it is about Growth .

Performance • When one person’s behavior impinges upon the other’s ability to do their assigned tasks in a timely manner… it is now a performance issue. . • See my other presentation…. • Learning from our mistakes…if we are allowed.

(Make work like) Play .Why we call it work • Where do you tell your family you are going when you put on your hat and coat and go out the door each morning? • Does this run counter to “having fun?” • Remember the FiSH! Philosophy? – Choose your attitude. Make their day – Be there (for them).

Why we call it work…. • Leadership is… – Lonely – Exhilarating – Tension filled – Inclined to pay more – WORK .

Lesson Five • Servant Leadership • Diversity/inclusion .

.Servant Leadership • Your definition • Where’d it come from? – Robert Greenleaf – Chuck Colson – It is Biblical “…first you must serve” • Demands work • Rewards excellence • Yields rewards.

Diversity…Inclusion • What is being said here? • Cruising on a ship that is… – Unleakable – Unbreakable – Unsinkable .

Generational Leadership (age specific competencies of leadership) • The Silent Generation… born before 1946 • Baby Boomers or Boomers…1946-63 • Generation X…1964-76 • Generation Y…Since 1977 .

Gen “X”ers • Latch key kids • Parents – high divorce rates • Fewer boundaries…cynical. crave information • Set goals. not rules • Less loyal that previous generations . pessimistic • Short attention spans • Want respect.

Gen “Y”ers • Most education minded in history • Believe in work and meaningful roles • Want work to be fun and social • High financial and personal goals • Very short term view • Thrives on new experiences .

Do you believe this Gen stuff? • What is your experience? • What is correct and what is history repeating itself? • How about mentoring these folks? – What does a mentor do? – How are they selected? .

and… . and….What can you do about it? • People leave bosses not organizations • Skilled leaders can reduce turnover more effectively than anything else • Need the ability to: – Resolve conflicts equitably – Learn from mistakes – Be open to criticism – Listen showing….

please! .Thank you Your questions.

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