Innovative Leadership Practices - Ohio Water Environment ...€¦ · This course is solely for the...

This course is solely for the use of course participants. No part of it may be circulated, quoted, or reproduced for distribution without prior written approval from Metcalf & Associates, Inc..

Innovative Leadership Practices

Presented by:

Maureen Metcalf, MBA

John Newsome, PE, MBA

Maureen Metcalf

2 © Metcalf & Associates, Inc. 2014

We’re scholars and practitioners of what we teach

• OWEA Member

• City of Columbus – Department of Public Utilities

• Environmental Science and Civil Engineer Major

– Graduate of Capital University MBA Leadership Program

• Exposure to “Soft Skills of Management”

John Newsome

Outcomes from Session

• Understand the innovative leadership framework

• Review a case study

• Identify 1-2 personal learning goals

By Choconancy1

Agenda

• Introduction to Innovative Leadership

• 5 Elements of Innovative Leadership – Case Study & Discussion

• Individual Development Planning

• What Next?

What Challenges Are You Facing?

• Faster pace

• Unparalleled complexity

• Global relationships

• Many functions now outsourced

• Exponentially accelerated innovation has shortened the product lifecycle

Global interconnection and technology have changed the drivers of business leadership and success

Leadership Still Matters

Photo credit: www.flickr.com donkeyhotey

Innovate Your Leadership to Meet Complex Challenges

Innovative

Traditional

Innovative leadership means leaders influence by equally:

• engaging their personal intention and action

• with the organization’s culture and systems

Five Elements of Innovative Leadership

For leaders to consistently deliver results there are five key

domains that must all function cohesively at a high level of

competency.

Agenda

• What Next?

Type Helps You…

• Understand why you feel, think, and act certain ways.

• Manage your own emotional reactions and thoughts.

• Develop the ability to understand other people and to put yourself their shoes.

• Become more proficient in managing relationships and building teams.

• More effectively manage change.

Photo credit: Koppeldalaney

What is Developmental Perspective?

Stage Your % USA

Managers

Adults

Diplomat 8% 11%

Expert 48% 37%

Achiever 35% 30%

Individualist 5% 11%

Strategist

(Level 5) 1% 5%

Magician <1% 2%

Ironist <1% <1%

All Levels are Necessary

Strategist/ Individualist

Achiever

Expert/ Achiever

Expert

Achiever

Achiever/ Expert

Expert

Diplomat

Achiever/ Expert

Expert/ Diplomat

Diplomat

Opportunist

Senior Executives

Managers

Line Supervisors

Individual Contributors

Best Fit Acceptable Develop

15 Copyright Metcalf & Associates, Inc..

What is Resilience?

• Remaining flexible in the face of change and the unknown

• while maintaining focus on vision and long term goals

• we change based on the changing environment

Keys to Resilience

Manage

Thinking

Maintain

Physical

Wellbeing

Fulfill Life Purpose

Using Emotional

Intelligence

Harness the Power

of Connection

Situational Analysis

• Increase productivity through

alignment

• Proactively plan adjustments to

all components

• Understand and align your

individual values and goals

• Understand how your behavior

impacts organizational success

Leadership Behaviors

Image: The Leadership Circle Profile

• Leadership behaviors are the observable actions that impact organizational success

• Creative /Proactive behaviors are most effective

• Reactive behaviors inhibit success during times of change

So how does this relate to the technical world?

As we develop as leaders, not all answers are always black and

white (the Engineering idea that any problem can be solved);

especially when it comes to others and personal beliefs

Taking into consideration a holistic approach to manage –

consider influences (both internal and external) beyond the

technical facts alone

Agenda

• What Next?

Create Your Journey

• Now that you have a clearer picture of innovative leadership, look at this staircase. If highly effective leadership is at the top of the stairs, where are you standing today?

• What do you need to do to get to the next step?

• Will you commit to getting to the next step? By when?

• Who do you want to discuss your commitment and progress with? Photo credit: Tim Green

Create Your Journey Considerations

• Change is hard – remain committed to the process

• Seek a mentor that can help you see your “blind spots”

• Keep a journal

• Make sure the change is holistic…and real

Agenda

• 5 Elements of Innovative Leadership – Assessment & Discussion

• What Next?

What Can You Do Next?

• Assess leadership type, developmental perspective, and behavior (360);

• Provide feedback and coaching to promote individual development;

• Update Leadership Development programs to help current and high potential leaders become more aligned with leadership innovation and build on team cohesion;

• Develop interview questions that point to leadership innovation for hiring and promotion;

• Develop teams that demonstrate and support leadership innovation;

• Develop a culture that supports qualities aligned with business success and leadership development;

• Updating performance management system/process to align with leadership development program.

Examples of Initiatives (Personal Perspective)

• Staff Assessment – Have anonymous 360 assessment performed by staff

• Meet with staff on a frequent basis - feedback and coaching to promote individual development – leads to a more production work unit;

• Seek honest and open feedback from Supervisor on Leadership Development;

• Empower team members as they grow and develop – will further enhance the quality of work and continue others in leadership growth and development;

• Get to know your staff/coworkers – will help with ensuring their success and your own

• NOTE: Some of this may be trial and error – despite our best efforts, some individuals will not “buy in” to the program

Copyright Metcalf & Associates, Inc..

The Contract: A Word From the Led

And in the end we follow them – not because we are paid, not because we might see some advantage, not because of the things they have accomplished, not even because of the dreams they dream but simply because of who they are: the man, the woman, the leader, the boss standing up there when the wave hits the rock, passing out faith and confidence like life jackets, knowing the currents, holding the doubts, imagining the delights and terrors of every landfall: captain, pirate, and parent by turns, the bearer of our countless hopes and expectations. We give them our trust. We give them our effort. What we ask in return is that they stay true.

- William Ayot

By James Jordan

In Closing

Based on Fifth Discipline Field book 31

Thank you! Additional assistance and resources are available:

• Leadership Assessments

• Innovative Leadership Workshop Series

• Online Leadership Development Programs

• Coaching

• Books and workbooks (http://www.innovativeleadershipfieldbook.com)

Books & Online Programs

Future Workbooks

2013 - 2014

• Global Leader

• Individual Contributor

• Physician Leader

Innovative Leadership Practices - Ohio Water Environment ...€¦ · This course is solely for the...

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