Foundations of Team Leadership

Foundations of Team Leadership

2a-1


Challenges of Leadership

EQ & Positive Influence Leadership


Emotional Intelligence has been defined as:

The capacity for recognizing our own feelings and those of others, for motivating ourselves, for managing emotions well in ourselves and in our relationships.

D Goleman: "Emotional Intelligence" (Bantam, 1995) & "Working with EI" (Bantam, 1998)

Interpersonal intelligence is the ability to understand other people: what motivates them, how they work, how to work cooperatively with them.

Intrapersonal intelligence is a correlative ability, turned inward. It is a capacity to form an accurate model of oneself and to be able to use that model to operate effectively in life.

Emotional Intelligence

2a-2


Predictors of Effective Leadership


PEOPLE Orientation Emotional intelligence (EQ), the ability to understand and manage ourselves and our interpersonal relationships skillfully - is considered an important leadership differentiator

TASK OrientationIQ and expertise (cognitive intelligence- technical virtuosity- a steely personal style) are no longer considered the sole predictor of leadership effectiveness and success

.

2a-3

• Ability to influence people in a given context.

•In organizations, effective leadership is based on influence AND Authority &Position. .

•It requires matching of two 2 dimensions:

•Top Down - Derived from positional power and characteristics of the leader•Bottom Up- Derived from characteristics and needs of the group

What IS Leadership?

Source :J Shamsie- Michigan State-Unpublished Paper, 04. Also see D Ulrich, J Zenger ,N Smallwood- HBS article 10d1 in Binder Section 10


2a-4


•Both TASK AND PEOPLE elements are key to effective leadership. .

•Ultimately, the degree of influence of a leader with a group is based on the congruence of the match between a leader’s behavior and the needs of the group in a given context

•Emotional Intelligence is what allows the connection between the leader and the people aspect of each situation

What Makes For a Good Leader?

2a-5


Emotional IntelligenceDomains and Competencies

Self Others

•Empathy•Organizational Awareness•Client Service

SOCIAL AWARENESS

•Emotional Self Awareness•Accurate Self Assessment•Self Confidence

SELF-AWARENESS

•Emotional self-control•Transparency•Adaptability•Achievement•Initiative•Optimism

SELF-MANAGEMENT

•Inspirational leadership•Influence•Developing Others•Change Catalyst•Conflict Management•Building Bonds•Teamwork & Collaboration

SOCIAL MANAGEMENT

(Knowing One’s Emotions) (Dealing with Others’ Emotions)

(Managing Self Emotions & Goal Motivation of Oneself)

(Handling Relationships & Goal Motivation of Others)

Impact on Others

2a-6

SMART EQ Leadership

Adapted Dr K Wasylyshyn

Self Awareness

Management (Own Emotions Re Goals)

Attunement (To Others)

Relationship Building (Others Re Goals)

Traction (Impact on People)

2a-7


What is the nature of the Connections Between People and the Leader ?

For a leader, a part of Emotional Intelligence is about Attitude…

•It is about focusing events and people into productive and positive options…by aligning to goals and purpose….

SO…

2a-8

Do emotionally intelligent leaders have positive impact----And if so, how so?

SO?

2a-9


Leadership Style INFLUENCE

QUESTION…

Do leaders who are “high performers” and have a “positive outlook” have INFLUENCE on people around them ?

2a-10


Leadership Style Influence

Research indicates that leaders who have a generally ‘positive outlook’ have impact on the people around them…

Does your experience bear this out?

YES!!!!!

2a-11


When LEADERS drive emotions positively, they

bring out everyone’s best.

This is called RESONANCE

Resonant LeadersLeader us attuned to people’s feelingsSpeaks authentically from deepest values

The group of followers vibrate with leader’s upbeat and enthusiastic energyGroup feels moved in a positive emotional directionResonance amplifies and prolongs the emotional impact of leadership

Dissonant LeadersThere is a lack of harmonyPeople can experience “flooding” to describe fight-or-flight reactionPeople around leader feel emotionally discordant & have a sense of being off-key

Rampant anger, fear, apathy, or even sullen silenceCan be yelling & other kinds of verbal abuseBurnoutPeople take toxicity home


When LEADERS spawn negative emotions, they

undermine the foundations that let people shine.

This is called DISSONANCE..

Leading Groups with INFLUENCE

2a-12


Effective Influence Leadership

Influence is in part determined by trust. If people do not trust, they won’t collaborate

When working with people who do not have to work with you, it is strategic to:

•Increase Psychological Safety•Enhance your predictability by modeling Transparency & Consistency as well as Trust

2a-13


Keys to Effectiveness: Trustworthiness

Transparency + Consistency =

Predictability

Trust

Predictability+ Trust =

Psychological Safety

2a-14


Effective Influence Leadership

Addressing Group & Individual Needs (WIIFM)

•Enhancing influence by empowering, giving credit and recognizing the contributions of team members•Enabling and fostering Synergy in teams

2a-15

*

A Sophisticated Juggling Act

Leading Through Influence & Service

Being of “Service’ to the Group Through Various Means:

•Attentive, and As Needed, Active Listener

•Balancer of Advocacy & Inquiry

•Assuming ‘Facilitating’ Roles in Meetings

•Being the Default Bystander in Group Discussions

•Enabling Co-Creation of Common Vision, Goals & Work Approaches


2a-16

How DO You Inspire Others?

2a-17

If your team keeps its head when your are losing yours Then you have done good work

If your team trust you when you do not act admirably Then you have done good work

If your team likes you when you do not like yourself Then you have done good work

If your team can dream when your dreams run dry Then you have done good work

If your team can keep trying to win, when you feel all is lost Then you have done good work

If your team continues to work the “system” when you are burnt out Then you have done good work

If your team continues to serve the client, when you need a break Then you have done good work

If your team acts out your dream for it Then you have done good work

What Is Your Influence as Team Leader?

IF- (Every Team Leader’s Secret Hope)

2a-18

A laSalle- 2005

Do leaders who are ‘high performers’ and have “a positive outlook’ reap benefits for themselves as well as others?

YES!!!!!Research indicates that leaders who are considerate in their dealings with others are higher performers and are more satisfied with their job…

Schriesheim, Chester A. "The High Consideration - High Structure Leadership: Journal of Social Psychology Myth:April 82

Surprise Impact of Leadership Style

2a-19

Influence of Positive Outlook & Being of “Service”

2a-20

Leadership Effectiveness

How do you stay ‘Positive & of Service’ in a challenging environment where…

•Not Much Acknowledgment•Little Positive Re-enforcement•Quite Unintended Consequences

…sometimes exists…?

2a-21

CohortsFTL Tools

VISION

Coaches

What Keeps Us Going Through the Challenging Times?

2a-22

2a-232a-23

Documents

Foundations of Team Leadership