Leading an international team warsaw

Policy into Practice:EURAXESS Researcher Career Skills for Career Development PIPERS

This project has received funding from the European Union’s Seventh Framework Programme for research, technological development and

demonstration under grant agreement No 643330

Helping researchers to pursue their professional ambitions:A workshop for staff assisting researchers’ development

21 – 22 June 2016WARSAW, POLAND

Leading an International Team

This project has received funding from the European Union’s Seventh Framework Programme for research, technological development and demonstration under grant agreement No 643330

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LEARNING OBJECTIVES- Reflect upon what great leadership entails - Differentiate between leadership and management - Learn how leadership skills are developed.- Reflect on the current stage of your own personal

journey by conducting a personal assessment - Reflect on the level out of which your team operates and

learn how to contribute to its evolution- Reflect on what makes diverse (multinational) teams

successful.


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INDIVIDUAL EXERCISE Please take a few minutes to reflect and write down examples of good manifestations of team leadership in your daily life that you would like to see more of. What exactly do you like about them?


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INDIVIDUAL EXERCISE Please take a few minutes to reflect and write down examples of bad manifestations of team leadership in your daily life that you would like to see less of. What exactly don’t you like about them?


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GROUP EXERCISE • Please have a short discussion in your group

and develop your definition of what great leadership is.

• Please also discuss in your group specific people that are examples of that.

• Prepare to share your definitions and examples with the rest.


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SIMPLEST DEFINITIONLeaders are people having (volunteer) followers.


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WHY WOULD ANYONE FOLLOW SOMEBODY ELSE?

People would follow a leader if they believed that he/she leads them towards better future than the one they could achieve on their own.Any person that does exactly that has the chance of becoming a leader.


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MANAGEMENT VS. LEADERSHIPWhy and when did we start differentiating between leaders and managers? What changed?


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21ST CENTURY (VUCA world): Volatility, Uncertainty, Complexity, Ambiguity• ASSUMPTIONS & WAY OF THINKING LAG BEHIND• SOCIAL RESPONSIBILITY & SUSTAINABILITY: new

stakeholders requirements and call for humanity• EMPLOYER- EMPLOYEE RELATIONSHIP CHANGE: job

mobility, flexibility, continuous development and better work-life balance, more competent workforce, anti-oligarchic mindset, desire for transparency, collaboration, inclusion, fairness.


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command• Provides Answers

management• Organizes Complex

Processes on behalf of the shareholder

leadership• Asks the Right

Questions. • Leads through

Change, Chaos & Complexity

• The Ultimate Level of Development of our Consciousness

• Serves humanity

| Situational

Coercion | Physical (physical)

Calculative | Rational (mental)

Normative | Emotional (emotional, spiritual, systems)

Increasing requirements for collaboration

Incr

easi

ng u

ncer

tain

ty

| PersonalHistoric


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GROUP EXERCISE1. Are leaders born or

made?2. Can anybody

become a leader and if yes, how?


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20% DEVELOPMENTAL RELATIONSHIPS

HOW DO LEADERS LEARN?

• Feedback, criticism, advices, opinions,

• mentors, coaches• Role models

• Crucibles –deeply intensive tryouts• Challenging tasks• Personal challenges

70% CHALLENGING EXPERIENCES

• Crucial for new knowledge, understanding concepts


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BEING

DOING

KNOWING

Acquiring Knowledgethrough courses, training and intelligence efforts

Experience /Learning by Doing. Competences that can be gained only by doing things, not by studying or talking with somebody about them.

Awareness, Values & PurposeAware of Self, Others & SystemsAuthentic and Values-drivenLiving and Being our Purpose

TAKE CONTROL OF OWN DEVELOPMENT


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my own journey to LEADERSHIP


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PERSONAL VALUES ASSESSMENTPlease select 10 of the following values that most reflect who you are today and what you believe in, not who you desire to become.


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Find the ten words you selected and mark on which level of the pyramid they are.

PERSONAL VALUES ASSESSMENT


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PERSONAL VALUES ASSESSMENT7 ethics, ease with uncertainty, forgiveness, vision, compassion, future generations, wisdom, humility

6 well-being (physical/ emotional/ mental/ spiritual), making a difference, leadership, personal fulfillment, coaching/mentoring, community involvement, environmental awareness, dialogue

5 humor/fun, fairness, generosity, commitment, integrity, enthusiasm/positive attitude, patience, clarity, creativity, openness, trust

4 courage, entrepreneurial, initiative, independence, risk-taking, perseverance, accountability, adaptability, balance (home/work), continuous learning, personal growth, teamwork

3 personal image (L), ambition, being the best, power (L), reliability, reward (L), professional growth, achievement, competence, efficiency, excellence

2 being liked (L), family, friendship, conflict resolution, listening, caring, recognition, respect

1 health, wealth, job security, self-discipline, financial stability, caution (L), control (L), safety


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Values are a shorthand method of describing what is important for each of us individually or collectively at any given moment in time. They are the energetic drivers of our aspirations and intentions.

Richard Barrett

WHAT ARE VALUES?


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SERVING (Serving to Humanity & the Planet)

MAKING A DIFFERENCE (Collaborating w. Others)

INTERNAL COHESION (Finding Personal Meaning)

TRANSFORMATION (Personal Growth)

SELF-ESTEEM (Self-worth)

RELATIONSHIPS (Belonging)

SURVIVAL (Financial Security & Safety)

STAGES OF DEVELOPMENT


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WHERE DO VALUES COME FROM?

Our values are a reflection of our needs:• The needs of the stage of

psychological development we are currently operating from.

(primary motivations)

• The needs of the stage of psychological development we have passed through where we still did not meet our needs .

(secondary motivations)


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POSITIVE OR POTENTIALLY LIMITING

POSITIVETrust, Collaboration, Creativity, Passion, Honesty, Integrity

POTENTIALLY LIMITINGPower, Blame, Greed, Bureaucracy,Status-seeking, Being Liked, Caution, Control


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SPIRITUAL

MENTAL

EMOTIONAL

PHYSICAL

WHY WE DO WHAT WE DO

Common good(Soul-Emergence)

Transformation(Ego- Soul Alignment)

Self Interest(Ego Development)


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GROUP EXERCISE• Please stand and join the group (level 1

through 7) that most represents where you are in your life today as a person.

• Please discuss with others standing there why you are standing at that level. What is going on right now in your life?


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PERSONAL LEVELS

Foundations for Survival: health, wealth, job security, self-discipline, financial stability, safety, caution, control

Relationships & Connectivity: family, friendship, conflict resolution, listening, caring, recognition, respect, being liked

Self Esteem & Performance: ambition, being the best, reliability, professional growth, achievement, competence, efficiency, excellence, personal image, power, reward

Learning & Continuous Improvement: courage, entrepreneurial, initiative, independence, risk-taking, perseverance, accountability, adaptability, balance (home/work), continuous learning, personal growth, teamwork

Alignment, Authenticity: humor/fun, fairness, generosity, commitment, integrity, enthusiasm/positive attitude, patience, clarity, creativity, openness, trust

Making a Difference / Collaboration & Partnerships: well-being (physical/ emotional/ mental/ spiritual), making a difference, leadership, personal fulfillment, coaching/mentoring, community involvement, environmental awareness, dialogue

Service / Selfless Service: ethics, ease with uncertainty, forgiveness, vision, compassion, future generations, wisdom, humility


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INDIVIDUAL EXERCISEPlease reflect and write down:1. How do you feel at your current stage of

development?2. Is there something that hinders your

development?3. How could you nurture and encourage your

own development?


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Leading a Team


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SERVING

MAKING A DIFFERENCE

INTERNAL COHESION

TRANSFORMATION

SELF-ESTEEM

RELATIONSHIPS

SURVIVAL

WHERE AM I AS A TEAM LEADER?WISDOM/ VISIONARY(spiritual leadership)PARTNER/ MENTOR(values-based leadership)INTEGRATOR/ INSPIRER(authentic leadership)FACILITATOR/ INFLUENCER

MANAGER/ ORGANIZER

RELATIONSHIP MANAGER

CRISIS MANAGER


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What we call "soul" can be viewed as the surplus energy (beyond satisfying our own needs) invested into others, into change and transformation. As such, it is the cutting edge of evolution. Mihaly Csikszentmihalyi

ENERGY INVESTED INTO OTHERS

https://www.facebook.com/hashtag/mihalycsikszentmihalyi?source=feed_text&story_id=1089667024409549


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FULL-SPECTRUM TEAMS

Most successful teams have low cultural entropy and a balanced distribution of values across the Seven Levels.

Cultural entropy is the amount of energy consumed in doing unproductive or unnecessary work. Cultural entropy is the degree of dysfunction (friction and frustration) in any human group structure result of self-serving, fear-based actions.


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Financial Stability: Shareholder value, organizational growth, employee health, safety. Control, corruption, greed

Employee Recognition: Loyalty, open communication, customer satisfaction, friendship, employee recognition, fairness. Manipulation, blame, internal competition

High Performance: Systems, processes, quality, best practices, pride in performance. Bureaucracy, complacency

Continuous Renewal and Learning: Accountability, adaptability, empowerment, teamwork, goals orientation, personal growth

Building Internal Community: Shared values, vision, commitment, integrity, trust, passion, creativity, openness, transparency

Strategic Alliances and Partnerships: Environmental awareness, community involvement, employee fulfilment, coaching/mentoring

Service To Humanity and the Planet: Social responsibility, future generations, long-term perspective, ethics, compassion, humility, sustainability

TEAM LEVELS


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GROUP EXERCISE

• Please stand and join the group (level 1 through 7) that most represents where your team is today.

• Talk about how that level reflects the current reality for your team. Tell each other some stories about it.

• Discuss where would you rather want your team to be and how you could contribute to getting there.


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Leading a Diverse (Multicultural) Team


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HOW DO

PEOPLE

DIFFER?

PERSONALITIES

GENDERS

GENERATIONS

CULTURE, ETHNICITY

BACKGROUNDS &

UPBRINGING

INTELLIGENCIES


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DIVERSITY– GIVING OR TAKING AWAY?Share in your group manifestations of diversity in your work/ team that have led to:a. division and distrust orb. innovation, wisdom, sustainability

Share your conclusions.


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Source: A new paradigm for sustainable success

“above the line” curious, learning (with an open mind)

compassionate, collaborative (with an open heart)courageous, exploring (with an open will)

“below the line” voice of judgement (shutting down the open mind)voice of cynicism (shutting down the open heart)

voice of fear (shutting down the open will)

LOCATION. LOCATION. LOCATION.


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“above the line” we create highly engaged learning systems

open to collaboration & opportunities

“below the line” we create teams that act defensive and function out of

victimhood, blame and self-doubt and denial

LOCATION. LOCATION.LOCATION.


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LEADING TEAMS


We don’t act on purpose from below the line. We go there when our sense of wellbeing is threatened.Our most important task is to self-reflect when we or others are acting from below the line and move above the line.


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LEADING A DIVERSE TEAMTo succeed as teams, we need • a common purpose & universal values,

something bigger than ourselves, which would unite us and act as a source of continuity and coherence, of renewal and sustainability.

• This is the only way to unite highly diverse people while still permitting them to bring their whole selves to work.


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LEADING A DIVERSE TEAMOnly when everybody on the team is functioning above the line, we could create and receive the beauty of different ideas, openness, inclusion, co-creation that diversity naturally brings, and we reach that stage when diversity is not a source of division and distrust, but of strength and inspiration.


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LEADING A DIVERSE TEAMChallenges with diversity are largely due to insufficient attention given to our own and each others values. Only through truly learning why we do what we do, we will all make the most of our soul's potential and flourish individually and collectively.


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THE ULTIMATE CHECKLIST• Do you awaken new opportunities?• Are the eyes of people around you shining?• Do they learn, grow, contribute? • Do they live better?


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INDIVIDUAL EXERCISEWhat are my key learnings from today?What could I / we do differently in the future?


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THANK YOU!NATALIA [email protected]

Self Improvement

Leading an international team warsaw