Leadership vs. Management

LEADERSHIP VS. MANAGEMENT

Identifying and Developing the Leaders in Your Organization

“The bedrock of a great business is based on the Human Capital and that Capital is built on Human Relationships” Miti Ampoma

Leader vs ManagerLeading – in the front giving clear directing

Can you name some great leaders? What top three characteristics do these they exhibit?

Managing-having executive or supervisory “control or authority” (self-indulgence/recognition)

We all know Managers. What top 3 characteristics do they exhibit?

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Goals for the Breakout Session

My goal for this breakout session to help you grow and recognize Leadership within your organization to improve your company’s Organic Growth/production based on Great Leadership.

We will discuss three key areas that will help define, recognize and coach your managers into leadership;

1. Leadership vs Management by definition

2. Maximizing your company’s growth potential by investing in the Human Capital they already have

3. Coaching and Training your Management Staff to Leadership Roles and removing the “manager mentality” for your Leaders

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Leadership-People/Human

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· Empathy· Consistency· Honesty· Direction · Flexibility · Collaborative · Visionary · Ethical · Innovative · Managing systems · Influential

Managers-Process/Systems

They have good qualities too…

Creative Structures Intuition

KnowledgeCommitment

But one big downfall.. try to manage people

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Leadership traits to look for when considering promoting or hiring a potential “management’ candidate

Ask interview Questions to find the leaders in your Organization· Clear on the direction of the organization and how you contribute to the Vision,

Mission, Values and Goals of the company

· Interested in building relationships with people

· Pays attention to the “behavior’ of the people and how it affects the organization

· Promotes change, dialogue , ideas

· Different in different situations (flexible)

· Affective communicator/coach/mentor

· Understands and uses KPI to coach a group to success

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Understanding and Acknowledging the Human Capital

Why the Leader is essential to Protect the Human Capital

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Leadership, Human Capital and Organic Growth are connected

The Facts· Leaders are in charge of your most valuable assets

· That asset is defined as Human Capital

· We all have heard the buzz word “Human Capital” in our corporate culture and if you haven’t heard it yet, it’s just a matter of time before you do. Two words that I really want you to understand the importance of; Human, Capital

· Human- of, pertaining to, characteristics of, or having nature of people, human frailty

· Capital-relating to or bring assets that add to the long term net worth of a corporation.

· By this definition People/Humans are the asset that adds to your company’s long term net worth. Does it make sense that we would verify the credentials, abilities, intentions and leadership skills of those caring for/or managing those assets?

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Leadership, Human Capital and Organic Growth are connected

Your Organic Growth can be impacted by poor Leadership

· Organic growth is a long-term strategy. It is a lower risk growth strategy than inorganic growth as it is building on the company’s strengths to increase sales

· The Human Capital in your business directly affects the rate of your Organic Growth

· Organic Growth has been an important avenue in business expansion

· No matter how an Organization grows organically people skills have to grow

· Organizations will want to maximize there rate of return on Human Capital

· To achieve these dual objectives organizations continuously make training and development their focus

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Leadership + Human Capital= Maximum Organic Growth

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Nurturing a Management Staff into Leadership and removing the “Manager Mentality” from your Leadership

Coaching and Training

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Manager Mentality

· The belief that people will do what you say based on your title.

Symptoms –Low morale, high turnover, human resource issues, poor job performance from the immediate reports, lack of clear direction, Cost the company money

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How do we initiate Leadership development? Step 1- Assessment

We start with an assessment. · Below are a list of symptoms· Lack of Communication· Micro-Managing· Poor People Skills· High HR Complaints· High turnover· Low Morale· Low Engagement· Unclear Expectations· Intimidation· Low Production· Toxic Culture · High Absenteeism Please highlight the symptoms you see at your company. Anything you don’t see here that you are currently experiencing?

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Step 2- Identify who needs the development

Individual assessment:

· The individual assessment looks at particular employees to discover their level of performance.

· This analysis identifies the existing skills and qualifications, as well as capacity for learning.

· Individual assessment will show who needs training and what kind of training is needed most.

· It uncovers the strengths of employees and areas for competency improvement.

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Step 3- Present the Data

Things to present;· Turn over reports· Employee Engagement surveys· Statistical Data regarding The cost of poor Leadership· External Customer Satisfaction · Focus on Bad Behavior· Poor turnout at Company events· Low Production

What Else?

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Step 4- A Plan of Action

What tools do you have available to train your leadership staff??

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Continue to implement Leadership Development Moving forward

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Food for thought

Remember The manager’s job is to plan, and coordinate.

The leader’s job is to inspire and motivate the employees to accomplish the above.

My hope is that you will take the information we have discussed back to your organization and evaluate the current state of your leadership by assessing;

Do I have Leaders or Managers?

How is this affecting the Human Capital?

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Think about it

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Training and Coaching the leadership will improve the employee engagement and decrease HR issues. Studies have shown employees to become up to 20% more productive which will increase profits (Organic Growth), less complaints and your company become the Employer Of Choice!

Valetta Wright-Corporate Training ManagerTHANK YOU FOR ATTENDING