Essentials forLeaders

H R H A N D B O O K

Let’s get startedBuilding a strong organization that is aligned and working towards a common goal is what it’s all about. To thrive within an organization,certain skills are essential for all leaders. That’s why we developed this overview of topics that are important to share internally. Topics that may seem obvious but can be easily overseen.

Use this to give yourself, and the leaders in your organization, guidance when it comes to building teams.

Contents4

7

9

Strategy & PrioritizationStrategic priorities are typically long term, but will shift over time. Every time you want to revise your strategic plan ask yourself these questions.

1. What are the key drivers?

2. Where do I stand (vs. market/competition)?

3. What should be my strategic priorities?

Help the leaders in your organization to find & analyze the main metrics in order to reach your company goals.

Strategy without Tactics is the slowest route to victory. Tactics without Strategy is the noise before defeat.S U N T Z U

Start prioritization by creating your own Driver Tree

1. Start with your department’s main goal and define what drivers influence that goal.

2. Attempt to make these drivers numeric so you (or someone numerically strong in your team!) can calculate with them

3. Make sure there are no duplicate (sub) drivers in your tree

4. Don’t create more than 3 layers (no deeper than the sub-driver level)

GoalWhat do you want achieve in you strategy?

Driver #1What metric needs to move in order toachieve you goal?

Driver #2

Driver #2

The goal is to full ‘peel off’ your ultimate goal and get insight on what are the most relevant possible levels to influence

•••

Driver #N

Sub-driver #1What lower-levelmetric needs to move?

Your Driver Tree

Fill out your own Driver Tree here

Creating an empowering environment is all about psychological safety, which you, as a leader, contribute to. It is all about creating a supportive and safe team environment where everyone brings out the best in each other.

To keep this top of mind with all leaders in your organization, it’s good to keep them aware of the things they can do to protect that psychological safety.

That is why we added a checklist of things to be aware of when managing a team that you can share with leaders in your organization.

Empower your team

Psychological Safety Checklist

Checklist Present

1. Lead with integrityShow that, when in doubt, it’s good to ask your team members.When making a tough decision, imagine the decision being explained publicly.

2. Encourage vulnerabilityLead your team by example by sharing your personal development priorities.

3. Share informationShare highlights of your management meetings, difficult discussions, etc.

4. Build relationshipsRegularly sit with your team, just work next to them.Be there during ‘life-events’, celebrate ‘personal’ milestones.

5. Recognize good workCelebrate individual accomplishments and make this visible to the team.

6. Engage in conflict fairlyAfter a conflict, always ask the people involved how they would prevent conflict next time.

Meeting MasteryMost of us have probably been in some pretty bad meetings...Strategies for dealing with this are often mixed and ineffective. Prompt meetings with a clear direction and focus can save time and boost morale.

With a little practice and the right tools, Meeting Mastery can be an effective and powerful skill you can carry with you forever!

It starts with determining the quality of the meeting that is currently in place. Therefore it’s valuable to analyze it with the template on the right.

StructureWe have (a) clear...

1. PurposeWe know what to achieve

2. AgendaFeasible & clear prioritization of topics

3. RolesFacilitation of discussion and time-keeping

4. Follow-upFlear process for notes (if needed) & actions

BehaviorWe are...

1. PreparedPrep-work sent on time and done

2. FocusedWe prevent going off-topic (for too long)

3. EngagedWe are on time, not on our phones, or don’t attend when not valuable

4. InclusiveRoom for all to share

Content Level

Procedural Level

Relational Level

Emotional Level

Create your own Switch Box Model

After doing the meeting mastery audit, apply the Switch Box Model to give the right balance.

Content Level:The objectives, results, facts & figures required

ProceduralOrganization, structure, rules, agreements of the meeting

Relational levelInteraction, power, interests, conflicts betweenparticipants

EmotionalThe feelings, beliefs, and values of your organization

Meeting type:

People involved:

Focus points for this meeting:

A new way of learning makes a difference. We train the right skill, at the right time in the right way. Because we like to make an impact. What will be the best talent strategy for your organization?

We’d like to talk it over!

Build your workforce with Power Skills

www.lepaya.com | info@lepaya.com

Start investing in your talent today!