The Leader's Edge: Five Success Factors

The Leader’s EdgeFive Success Factors

Every Leader Must Know

An Overview of the NetSpeed Leadership® Approach to Blended Learning

©2012 NetSpeed Learning Solutions

© 2012 NetSpeed Learning Solutions. All rights reserved. 2

Housekeeping

• Close other programs running on your desktop.• Use Chat to send ask a question or send a

message to the Presenters.• Interact using Chat, Polling, and Status Icons• To maximize your screen size, press F11 now.


Learning Objectives

• Identify 6 leader behaviors a first-level manager or supervisor should avoid.

• Explore 5 leadership guidelines (success factors) to keep leaders balanced and effective.

• Overview the components of the NetSpeed Leadership training system


Prizes

• Participate and win!• There will be several chat opportunities in this event.• The first person who “chats” each time will be entered

into a drawing.• Prize: Ten seats in the 2012 NetSpeed Leadership

Webinar Series ($2,500 value).• Must be present to win.


Chat

What is your primary purpose in attending this webinar?


ChatWhat is the biggest management mistake new managers or supervisors make?


If your actions inspire others to dream more, learn more, do more and become more, you are a leader.

John Quincy Adams


Management Myths

Success Factors


Management Myth #1

“Do It Because I Say So” Motivates Others to Perform

What do you get when you mandate compliance?


Management Myth #2

Investing Time and Energy in the Wrong People Eventually Results in the Right Performance

Why do we fall into this trap? How can we avoid it?


Management Myth #3

People Want You to Manage Them

(They Love You Just Because You’re the Boss)

You are the bestBoss ever.

What do people really want?


Management Myth #4

Helping People Correct Their Weaknesses is a Necessary Management Skill


What’s wrong with this assumption?


Management Myth #5

Your People are Accountable for your Team’s Performance

You are the bestBoss ever.Who is really accountable for

your team’s performance?


Management Myth #6

Everyone Can Be Good at Everything with Enough Coaching


If you believe this myth is true, what happens?


Jim Kouzes

The more you’re engaged in learning,

the more successful you are at leading.


NetSpeed Leadership®

1. Face-to-face Classroom Training (3 hour modules) or Webinar Training (90-minute sessions)

2. Post-class reinforcement (Electronic Magazine, NetSpeed On The Job™, and NetSpeed Coach®

3. NetSpeed Administrator™(to report the impact of training)


Gyroscope

A device that keeps you

aligned as you are pulled in

many directions


The Guidelines:Your Leadership Gyroscope

1. Create an Optimistic Climate

2. Promote Collaborative Relationships

3. Encourage Exceptional Performance

4. Focus for High Impact

5. Cultivate Trust


Leadership Guidelines

1. Create an Optimistic Climate

2. Promote Collaborative Relationships

3. Encourage Exceptional Performance

4. Focus for High Impact

5. Cultivate Trust

From Leading at Net Speed


Create anOptimistic Climate

A leader’s mood is contagious and sets the tone for the work climate




1. Do others tell me that I consistently project optimism?

2. Have I demonstrated how to move forwardin the face of obstacles?

3. Do I have evidence that my team feels connected to an inspiring vision of the future?

4. Do I frequently find ways to celebrate the progress made by teams and individuals?

5. Can I describe what I do to build cooperation and enthusiasm to get a tough job done?


1. Do others tell me that I consistently project optimism?

2. Have I demonstrated how to move forwardin the face of obstacles?

3. Do I have evidence that my team feels connected to an inspiring vision of the future?

4. Do I frequently find ways to celebrate the progress made by teams and individuals?

5. Can I describe what I do to build cooperation and enthusiasm to get a tough job done?



Do I frequently find ways to celebrate the progress made by teams and individuals?

Yes – I celebrate both individual and team performance frequentlyYes – I celebrate team performance frequentlyYes – I celebrate individual performance frequentlyNo – There’s not much to celebrate around here




What are your favorite, low-cost, celebration tips?



Promote Collaborative Relationships

Open-handed give and take is mandatory in an effective, fast paced, organization



1. Am I communicating my thoughts openly and honestly?

2. Do I attempt to balance the needs of all the stakeholders involved in a problem?

3. Do I ask the tough questions that need to be asked?

4. Do I actively encourage honest feedback and input from others?

5. Am I non-competitive in my dealings with colleagues?



1. Am I communicating my thoughts openly and honestly?

2. Do I attempt to balance the needs of all the stakeholders involved in a problem?

3. Do I ask the tough questions that need to be asked?

4. Do I actively encourage honest feedback and input from others?

5. Am I non-competitive in my dealings with colleagues?



Do I actively encourage honest feedback and input from others?

5 – Frequently4 – Sometimes3 – Occasionally2 – Rarely1 – Almost Never



Why might someone hesitate to request honest feedback and input?



Encourage Exceptional Performance

The competitive landscape requires that we set and consistently achieve stretch goals



1. How do I encourage people to rely on their strengths and talents to accomplish goals?

2. How do I recognize and reward exceptional performance?

3. How am I coaching others to developskills and solve problems?

4. Am I addressing performanceproblems quickly and constructively?

5. How do I remove barriers to positiveteam performance?



1. How do I encourage people to rely on their strengths and talents to accomplish goals?

2. How do I recognize and reward exceptional performance?

3. How am I coaching others to developskills and solve problems?

4. Am I addressing performanceproblems quickly and constructively?

5. How do I remove barriers to positiveteam performance?



How am I coaching others to develop skills and solve problems?

Chat: Share a recent example.



Focus For High Impact

A disciplined approach enables us to stay on course in the face of unpredictable change


1. Do I paint a clear picture of desired, measurable results?2. Is my team clearly focused on high priority goals and

objectives?3. Do I skillfully plan and execute assignments?4. Do I hold others accountable for results?5. Do I adapt resiliently to changing priorities?



1. I paint a clear picture of desired, measurable results2. My team is clearly focused on high priority goals and

objectives3. I skillfully plan and execute assignments4. I hold others accountable for results5. I adapt resiliently to changing priorities

Which of these leader behaviors is your greatest CHALLENGE?



Cultivate Trust

Lack of trust cripples an organization’s ability to perform


1. Do I do the right thing even when it is difficult?

2. Do I assume people have good intentions?

3. Do I always follow through on promises and commitments?

4. Do I stay focused and balanced in challenging situations?

5. Do I admit that I don’t have all the answers?

Cultivate Trust


1. I do the right thing even when it is difficult

2. I assume people have good intentions

3. I always follow through on promises and commitments

4. I stay focused and balanced in challenging situations

5. I admit that I don’t have all the answers

Which of these leader behaviors is your greatest STRENGTH?

Cultivate Trust


Three Tracks – 24 Modules

Leadership Development – 8 modules

Performance Management – 8 modules

Professional Development – 8 modules


Post-Class Reinforcement

Job Aid Cards

Electronic Magazine

NetSpeed On The Job™

NetSpeed Coach®

NetSpeed Administrator


Distributed at end of f2f class

Emailed after a virtual class

Job Aid Card


NetSpeed Coach™ Learning Center


Electronic Magazine



Online Performance Support Tool



Available 24/7 for one year; can be emailed


NetSpeed Coach®


“All training impact begins with the individual.”

Robert O. Brinkerhoff

Telling Training’s Story


Individual Impact


Manager’s Observations


Evaluation Results


NetSpeed Administrator™

Tracks the progress of each participant per sessionProvides participant evaluation data (Level II)

Shows summary impact information (Level III)ApplicationSkill ImprovementEffectivenessBehavioral Examples


Linking

Link each management myth to a myth-busting leadership guideline.


Management Myth #1

“Do It Because I Say So” Motivates Others to Perform


Management Myth #2

Investing Time and Energy in the Wrong People Eventually Results in the Right Performance


Management Myth #3

People Want You to Manage Them

(They Love You Just Because You’re the Boss)



Management Myth #4

Helping People Correct Their Weaknesses is a Necessary Management Skill



Management Myth #5

Your People are Accountable for your Team’s Performance



Management Myth #6

Everyone Can Be Good at Everything with Enough Coaching



“The central challenge for organizations today is how to

leverage learning consistently, quickly and effectively into improved performance.”

Robert O. Brinkerhoff

Telling Training’s Story


And the Winner Is…


Peer Power

• Published by Jossey-Bass (Wiley & Sons)

• Learn more at our websitewww.netspeedlearning.com/peerpower/book


Survey Link

• Please complete an online evaluation now.• Receive a link to download the PowerPoint

slides (PDF).• First two to respond receive a complementary

copy of Peer Power.


The Leader's Edge: Five Success Factors

Business