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Supporting materials - an effective leader

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Supporting materials - an effective leader

  1. 1. Click to edit Master text styles
  2. 2.  Objectives  PWC Influencing model  An effective Leader | Team, task and individual model  Understanding your team | Belbin  Ladder of perception  Typical team behaviours  Body language and verbal style  Active Listening, feedback and GROW coaching model  Reactions to change and how to support others Contents
  3. 3. 3 The task Individual An effective leader 1. Our usual conscious focus is here… 2. …but we need to ensure that we also attend to the healthy functioning of the team…. 3. …and recognise that, to fully commit, each of us also needs to be clear about how we fit Team behaviour Source: John Adair
  4. 4. 4 Stages of team development  Impersonal  Guarded  Dependent on leader  Tentative  Establishing expectations  Clarifying roles  Developing skills  Open feedback  Listening  Development processes  Emerging group identity/cohesion  Goal-focused  Trusting  Very open  Supportive  Inter-dependent  Collaborative  Mutual commitment 1. FORMING 2. STORMING 3. NORMING 4. PERFORMING  Confronting, blaming  Not listening  Rebelling  Reacting  Trying to control Source: Bruce Tuckman
  5. 5. 5 Leadership styles for each stage 1. FORMING Directive leadership style 2. STORMING Directive & Supportive leadership style 3. NORMING Supportive leadership style 4. PERFORMING Challenge leadership style Source: Bruce Tuckman
  6. 6. Leadership styles for each stage 6 Norming Supportive Leadership Style  Coach more – be less directive  Observe how the team is functioning and provide feedback to encourage independence  Build team knowledge and skills  Revisit team charter if necessary  The team will be ready for more challenge  Start to hand back leadership – trust has grown and the leader feels comfortable handing leadership back  Delegate decisions Performing Challenge Leadership Style  Continue feedback, coaching, delegating decisions and building skills  Reinforce the positive – desirable behaviors and good performance  Stay out of the way – but don’t become laissez-faire  Challenge the team and set the bar high  The team should be sharing leadership and not be dependent on you  Low directive and supportive behaviours needed – get out of their way Storming Directive & Supportive Leadership Style  Address conflict  Don’t assign blame  Give feedback to build competence and confidence  Keep team focused on the task  Put “challenge” on the back burner while you sort out team issues  It is detrimental for teams to get stuck in “storming,” It spirals and team members can become very disruptive. Giving feedback is extremely important Forming Directive Leadership Style  Focus on team goals and objectives  Be clear on roles and responsibilities  Give lots of guidance, direction and information.  Develop a team charter  Emphasize team purpose and values  Describe behavioural norms
  7. 7. www.facebook.com/wearemeplus @wearemeplus http://http://bit.ly/1MWEiGW www.me-plus.co.uk THANK YOU

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