Management and Leadership Training Workshops
Proven
Leadership Skills The
Leadership Training Institute offers workshops that teach participants
to confidently use proven methods of management leadership
to lead people and help them plan, organize
and control their work assignments. Workshop
participants will also learn to use resources made available to them more
effectively.
On-Site
Workshops: can be tailored to the needs of client
organization and delivered on-site at time and location
of client choice.
Workshop Objectives:
At
the 90-day post-workshop assessment, participants will
have:
- Demonstrated
(on the job) an understanding that the intuitive style
of leadership (self-centered, directive) will only
work in special circumstances and will have made noticeable
improvement in working themselves toward a management
leadership style (participatory, empowering)
- Spent
more time "leading and managing" and less
time "doing"
- Used
the action planning process to plan and implement
at least one important initiative that has a positive
impact on business results
- Used
the decision-making technique on the job to arrive
at sound decisions that have or will have a positive
impact on business results
- Demonstrated
greater ability to function in teamwork situations
- Developed
and successfully used a system of control by exception
For
more information and pricing on our leadership
workshops, please complete
this form
Leadership Workshop: Leadership Style - What Type of Leader Are You? Take A Leadership Workshop and Find Out!
Anyone who has studied leadership knows that there are as many approaches to it as there are people. This is inevitable because, whether people realize it or not, their leadership style is a direct consequence of the way their unique nature expresses itself. So how can we define a model that provides a clear development path to enable you to improve your leadership?
As Ken Blanchard reminded us, "The key to successful leadership today is influence, not authority." In other words, leadership works through people and culture - not the hierarchy and systems which can so limit a company's growth. That's why I believe that one of the most useful approaches to leadership development focuses on the underlying attitude that leaders have to other people, in particular, the need for influencing skills rather than attempts to control. Controlling behavior suppresses the motivation of employees to bring their best to their organizations.
By looking at the approach of leaders in relation to the balance that they adopt between influence and control, we can identify them as falling into one of four types, each of which displays a distinctly different leadership style.
Type 1: Leaders by Title
Many people still operate in a controlling fashion, using their position or title as leverage to get things done. They expect others to follow and demand it when they don't. When a baby's needs are not met it throws a temper tantrum, becoming red in the face and screaming until someone does what it wants. Sadly there are still many leaders that operate in a very similar manner. In this situation, employees will do only what they have to do, when they have to do it. They will never go above and beyond and so will profoundly inhibit their potential. This approach is not really leadership - it is dictatorship.
Type 2: Barterers
Leaders at the level of "Barter" take some time to learn about their team but everything is conditional: an "If you do this then I'll do that" type of approach. What this means is that they are always measuring to ensure that people are conforming to their rules.
People who think this way seldom develop deep relationships that last over time because an event will always occur sooner or later that they consider to have been below the standards expected (their standards). When this happens they will either withdraw their support, expecting the other person to make amends, or migrate back to the dictatorial style of Type 1 and demand more effort. Either way, the negativity that they will communicate makes it very difficult for most people to respond positively. This approach is not real leadership either - it is trading.
Type 3: People-Centered Leaders
People-centered leadership is the first level at which people really start to think of others rather than themselves. Fred Smith stated, "Leadership is getting people to work for you when they are not obligated"; in other words, recognizing that they have the freedom to choose what they do or do not do. You can, to a degree, get people to conform using regulations, but the relationship that you hold with them has much more power to influence their behaviors.
Leaders at this level recognize that:
When I want to, I perform better than when I have to. I want to for me, I have to for you. Self motivation is a matter of choice.
The behaviors which arise from this style of leadership allow the followers to choose, guaranteeing the self-motivation of all who decide to go with the leader. It is the first level at which genuine cultural transformation becomes possible.
Type 4: The Servant Leader
One of the most critical attributes of leadership is the ability to engage the hearts as well as the minds of followers. This is achieved not by force but by focusing on service to tap into the deepest motivators of human behavior. Two of the greatest examples of this type of leader are Mahatma Gandhi and Nelson Mandela, both of whom were prepared to remain committed to their purpose even when they suffered pain - because it was the right thing to do. In the process they mobilized huge numbers of people to put aside short-term personal gain and to follow them.
The goal of a servant leader is not that people will think more highly of them but that they will think more highly of themselves. Improved results will then follow automatically because of their change in self-image.
What Style do You Use?
Whatever leadership means to you, one thing is certain: there is a big difference between supplying someone with the tools necessary to do their job, which is management not leadership, and providing them the encouragement and opportunity to grow and be successful.
The vehicle by which all of the results of a business get delivered is the people in it. Therefore, there can be no better way to maximize performance than to seek the most effective methods of inspiring others to want to do the very best that they can for the business. This requires an evolution of leadership style beyond Types 1 and 2 to produce the people-centered approach that is evident among Type 3 and 4 leaders. High levels of employee engagement and motivation then become the norm rather than the exception.
Source: Michael Nicholas
link
Related: Leadership Workshop
|
Available Programs
