How to lead, inspire and motivate

Dr. Leahcim Semaj
12/8/2016 ABOVE OR BEYOND / WWW.LTSEMAJ.COM 1

“Strategies to Create Highly Motivated Leaders”
Dr. Leahcim Semaj
Annual Conference of the Joint Committee for Tertiary Education (JCTE)
Holiday Inn Hotel, Montego Bay, St. James
December 8 & 9, 2016
THE THEME OF THIS EDU-TVET CONFERENCE IS
“DEVELOPING A QUALITY CULTURE THROUGH EFFECTIVE LEADERSHIP IN
HIGHER EDUCATION & TRAINING TOWARDS SUPERIOR TECHNICAL LEADER
SHIP SKILLS & COMPETENCIES IN EDUCATION & TRAINING”.

Dr. Leahcim Semaj
Intl. Keynote & Motivational Speaker
Above or Beyond
The Transformation Specialist
Give us a call at: 876-948-5726
Visit our website: www.ltsemaj.com
Send us an email: info@ltsemaj.com

Dr. Leahcim Semaj...
Noted among the leading Motivational Speakers, Creative Thinkers and
Problem Solvers in the Caribbean.
This Psychologist combines ancient wisdom with contemporary ‘livity’ to
bring fresh insight to old human problems.
Worked in North America, South America, Europe and across the Caribbean.
The Jamaica Employers’ Federation has recognized Dr. Semaj for “Leadership in Innovative Workplace
Practices”.
Included in Peter Ferguson’s publication CHANGE MAKERS as one of the 101 men who have helped to
define modern day Jamaica.
A graduate of Kingston College (Jamaica) and has a B.A. cum laude (1974) from City College of New York,
M.Sc (1976) & PhD (1978) from Rutgers – The State University of New Jersey and Pre & Post Doctoral
Fellowships from Educational Testing Service, Princeton, New Jersey.

S
An organization is a perfect
system
shaped to be what it is
by the behaviours that are reinforced
This can be by
direct or indirect actions
intended or un-intended
actions
12/8/2016 5
ABOVE or BEYOND /
www.LTSemaj.com

S12/8/2016
ABOVE or BEYOND /
www.LTSemaj.com
6
Strategies for
Organizational
Transformation:
From Linear Change
To Paradigm Shift

12/8/2016
ABOVE or BEYOND /
www.LTSemaj.com
7
Linear Change Paradigm
Shift
S Manager LEADER
S Do the next right thing
Lead organization to a place it wouldn't
go by itself
S "Now" decision making "FUTURE“ DECISION-MAKING
S Best today decision How today's choices play out in
vision, mission, values

www.LTSemaj.com 8
What Kind Of Leader Are You?
S Manley
S PJ
S Seaga
S Portia
S Bruce
S Andrew
S Obama
S Castro
S Trump
12/8/2016
S The Buffet
S “Pick One Trait From Each”
ABOVE or BEYOND / www.LTSemaj.com8

Change Cannot be
Managed
S Leaders will be required to:
S Buy the changes designed
S Live the changes implemented
S Sell the changes to all
S Enforce the changes at all levels
12/8/2016
ABOVE or BEYOND /
www.LTSemaj.com
9

Are You Ready?
S Are willing to live Your mission?
S Do You All share the vision?
S Are You ready to live the values?
SFailure is NOT an option!!
12/8/2016
ABOVE or BEYOND /
www.LTSemaj.com
10

S12/8/2016
ABOVE or BEYOND /
www.LTSemaj.com
11

www.LTSemaj.com 12
LET'S GET RID OF MANAGEMENT
S People don't want to be managed
S They want to be led
S Whoever heard of a world manager?
S World leader, yes
S Educational leader. Political leader. Religious leader.
Scout leader. Community leader. Labour leader.
Business leader. Gang Leader
S They lead. They don't manage
12/8/2016 ABOVE or BEYOND / www.LTSemaj.com12

www.LTSemaj.com 13
THE CARROT ALWAYS
WINS OVER THE STICK
SAsk your horse.
SYou can lead your horse to water,
SBut you can't manage him to drink

www.LTSemaj.com 14
IF YOU WANT
TO MANAGE SOMEBODY,
SManage yourself
S Do that well and you'll be ready to stop
managing
SAnd start leading

Why Leadership?
In turbulent economic times, building leadership capacity is more critical than
ever
Much failure can often be attributed to leadership shortcomings in key areas
such as human resources management, strategy and “soft skills”—such as
employee communication.
Leadership is the key driver of best practices, innovation and productivity.
It's not surprising that there is strong correlation between leadership
development and how organizations perform.
Whether at the helm of a small organization with a few managers or a bigger
player, you can probably benefit from applying best practices in leadership.

Leadership is a Skill
While some character traits indicate an inclination toward leadership capability,
it is still a skill,
◦ and skills must be developed in order to unleash their true power.
One does not wake up one morning and realize that “I was a leader”.
You must have the passion, drive, and vision to start …
◦ and identify people who look to you for direction, inspiration, and
opportunity.
Though passion will guide you,
◦ You also learned leadership through learning from others words or actions.

BUT NO ONE CAN MAKE YOU LEARN TO BE A LEADER

Understand the importance of leadership
A leader with vision makes sure that people have a clear
understanding of where the organization is going and what is
expected of them.
Your role is to be a positive and motivating influencer.
You want to get people excited and behind your goals.
For example,
◦ if you need to improve your customer service, set clear objectives and
rally people to achieve them
That might involve systematic, face-to-face meetings with your team
to monitor progress.

UNDERSTAND YOUR PURPOSE
As a leader you have a large weight on your
shoulders
◦your organization and your team depend on you.
When you fully understand your purpose and role,
◦it breeds confidence,
◦which is very contagious and creates an incredibly
confident team.

“With good leadership
any problem can be
solved”
S William R. "Bill" Rhodes
S Banker to the World
S Former senior international officer and
senior vice chairman of Citigroup and
Citibank
S Served in various senior executive positions
at Citi from 1957 until his retirement from
Citigroup on April 30, 201012/8/2016 ABOVE or BEYOND / www.LTSemaj.com21

EDUCATE
Provide leadership development training or fund the candidate’s return to
higher education through online coursework to instill leadership theory
and practice.
While on-the-job development provides the most effective way to develop
leadership skills, it does not hurt to incorporate a scholarly framework to the
leadership development process.
Use webinars, sabbaticals, industry events, professional associations, and
other learning platforms to further their knowledge, experience, and skill set.

Know Your Weaknesses and Strengths,
Then Delegate
A good leader also has to be aware of his or her skills and personality.
Be sure you have clear insight into your strengths, weaknesses and blind spots.
Once you recognize these, you're better able to focus on what you do best and see exactly
where you may need some help.
Recognize the skills of other people on their team and to tap into those strengths.
Learn how to surround yourself with competent people.
By delegating, you're also developing employees, which is crucial to the long-term
stability of your organization—particularly in challenging economic periods.
People will most often rise to the challenges offered.

FIND OUT WHAT THEY NEED
The only way you are going to know what your
team needs from you in order to be more
successful is to listen to them.
Sometimes simply listening can help you to
identify ways you can provide what is needed.

12/8/2016
ABOVE or BEYOND /
www.LTSemaj.com
25

ASK
Pose questions to the potential leader that can help them to think more strategically or
outside their comfort level.
While they may not be able to immediately answer, this gives them food for thought and ways to
link what they are learning to what it means to be a leader.
This also allows them to leverage their own personal leadership style to a particular issue or
dilemma.
Then talk through that approach with the person or team that is helping them grow into the role
of leader.
To develop leader candidates, the first step is to identify those high potentials you believe will
respond well to these tactics.
Once you identify those prime candidates, then you can leverage these tactics as part of a
thoughtfully implemented leadership development program within your organization.

ASK A LOT OF QUESTIONS
How will you ever know if your team is happy if you don’t ask
them?
How will you know if your team has suggestions that would
benefit the company unless you ask them?
Doing this gives you valuable information and also gives your
team the confidence to follow your lead and ask questions as
well.

LISTEN
Pay close attention to what they say before providing them
with information so you can shape what you tell them.
Their questions may be guide how you develop that leader.
Likewise, show the prospect the fine art of active listening
and teach them why listening is often more important than
talking when it comes to motivating others to achieve
specific results.

Ralph Nichols
“The most basic of all human
needs is the need to understand
and be understood.
The best way to understand
people is to listen to them.” –

COACHING
Leadership training is also important to ensure that employees have the skills to
move a company forward, especially in tougher times
For instance, your people may lack the problem-solving skills needed to help
your company deal with common challenges such as operational inefficiency
and low productivity.
Formal academic training programs may fail to engage people.
A better strategy today is to ensure that the more experienced managers are
coaching other team members and sharing their knowledge with them.
Or get external help.

COACHING
Different than mentoring, a coach observes and determines what a person does well and what
they could do better before creating a game plan to enhance performance.
They may yell, but they will also be the first to congratulate a potential leader when they do
something well.
A coach will wear a person out with constant exercises and training to make incremental
improvements.
This coaching tactic is important because it focuses on the fundamentals of leadership, which
are so important to developing the skills to not only direct and delegate, but that are also
critical to inspiring and motivating people to listen, believe, and do.

MENTORING
A mentor is someone who has already served in the role they are now helping another learn.
They have the experience, skills, and knowledge to share in a consultative role that offers
direction, a listening ear, suggestions, and resources.
It’s a much more nurturing and supportive way to develop a leader but just as effective in its
result.
A mentor is often there to provide a soft landing should mistakes be made and talk it through.
This involves handling the emotional and psychological aspects of failure and providing the
learning lessons and recommendations as a helping hand to get a potential leader back up and
at it again.
Select someone within the organization that can help the prospective leader to see the company
and its members from a different vantage point.

Jack Welch
“Before you are a leader,
success is all about
growing yourself.
When you become a
leader, success is all
about growing others.”
– Jack Welch

BE TRANSPARENT
A good leader allows his or her team to see who they really
are.
There are no smoke and mirrors -- what you see is what you
get.
Transparency also leads to problems being solved faster and a
stronger level of trust being established between the leader
and his or her team.

EARN RESPECT, NOT LOVE OR FEAR
Leadership is not about winning a popularity contest.
Your goal is to be respected but not feared.
You have to show that you are fair in your dealings, competent
and a good coach.
Strong leaders also have to be able to make hard decisions and
focus on getting results.
Get all the cards on the table and address conflicts and challenges
directly and tactfully.
In the end, people will respect you more for your openness.

MORE ON RESPECT
Fancy internal awards and recognition is great,
◦some employees feed off that,
◦but your team will perform much better when they know
that they have your respect.
Show respect for their hard work and dedication
◦it will create a much more productive team.

DON’T IMPOSE FEAR
Your team will not be inspired if you use fear as a motivator.
Great leaders coach and teach their team
◦they are right there with them
◦not on the sidelines screaming and instilling fear.

Max Lucado
A man who wants to
lead the orchestra
must turn his back on
the crowd.” –

REWARD PEOPLE
Another excellent leadership strategy:
◦Do unto others as you would have done unto you.
And always say thanks for a job well done.
The fact is, it simply encourages better performance.
Apart from obvious perks such as compensation and bonuses,
people genuinely need honest feedback.
When you're asking people to pull out all the stops, especially
during difficult times, you want to show your appreciation for a job
well done, which also builds employee loyalty.

SHOW EMOTIONS
Nobody wants to be led by an emotionless robot.
Let your emotions shine
◦smile, laugh and have fun with your team.
Even the most routine task can be viewed with value when
we are in a good mood.
Positive emotions also encourage outside-the-box problem
solving.

EQ

BE DECISIVE
When it comes time to make a decision you have to take a play
out of Nike’s book and just do it.
Your growth and success is dependent upon action.
Procrastination will slow you down.
If you demonstrate decisive actions your team will develop the
same decision-making skills.
WHEN LEADERS NEGLECT MAKING A HARD DECISION
THE PRIZE THEY WIN IS A MUCH HARDER ONE LATER.

NETWORKING
Networking is a leader's best friend.
Leaders often need to connect with other leaders to share
experiences and learn from one another.
Strong leaders know how to reach out and build beneficial
partnerships and alliances.
Networking is also a way to keep abreast of trends and maintain your
visibility in a highly competitive market.
In today's global environment, no one can do it alone.

STOP MICROMANAGING
A true leader will step back and let his team do their
jobs without standing over their shoulders.
If you made the correct hiring decision then you need
to trust your team members to perform.
There is no need for micromanagement
◦if you made the wrong choice you need to take
responsibility and correct it.

LEAD BY EXAMPLE
Your habits and leadership will rub off on your team.
If you disappear for a few hours at lunch time or dip
out early to do your grocery shopping you aren’t
leading by example.
You should never dip below the bar you set and
expect your team to perform at.

DO WHAT YOU SAY
If you don’t plan on doing something, then don’t
mention it.
When you do what you say you will do, you will earn
the respect of your team.
Developing a reputation for following through
establishes you as a respected leader.

Lao Tzu

12/8/2016
ABOVE or BEYOND /
www.LTSemaj.com
51

BE PERSONABLE
Gone is the old stigma of a mean and miserable hard-
ass business owner sitting in his or her corner office
hidden and barely accessible.
If your team knows they can come to you at any
time with a problem, concern or suggestion and you
will hear them out
◦it is going to help create a well-oiled machine.

Colin Powel

Eleanor Roosevelt
“To handle yourself,
use your head;
to handle others, use
your heart.” –

STRESS YOUR COMPANY’S PURPOSE
Setting goals and crushing them with record-breaking
revenue numbers is always great, but you can also inspire
your team by enforcing what your company’s purpose is.
Every successful product or service solves a problem --
remind your team that all of their hard work really makes a
difference -- beyond just the dollar signs.
Constantly remind the of the Mission and Vision.

Steve Jobs

PUSH THEIR LIMITS
If you never push your team, they will remain stagnant.
Sure, the work will get done,
◦but don’t expect to experience excitement and growth
without encouraging them to operate out of their traditional
comfort zone.
You want to achieve excellence and not mediocrity, right?

CHALLENGE
Based on a sink or swim philosophy, throwing a challenging project or impossible problem at
someone with leadership potential is an ideal way to start the ball rolling toward leadership
development.
This type of environment gives a potential leader the space to decide how to approach the
challenge, who can help, how to get that assistance, and if there needs to be alternative
strategies.
While some may argue that it is better to reward than challenge, when it comes to leadership
development, rewards only reinforce existing behavior while challenges help a person to grow
personally and professionally.
The potential leader may succeed or fail at this real-world scenario test, but either way learns
from the experience about what is involved in being a leader and what worked but what needed
further improvement.

John Quincy Adams
“If your actions
inspire others to
dream more, learn
more, do more and
become more, you
are a leader.” –

I DON’T KNOW
You are not going to have the answer for everything,
◦and that is perfectly fine.
Instead of pretending to have the answer,
◦use it as an opportunity to demonstrate effective
problem solving to your team.

HOLD BRAINSTORMING SESSIONS
Keep your mind, as well as the minds of your entire team,
fresh by holding frequent brainstorming sessions.
This inspires and motivates your team to be constantly
thinking of new, innovative ideas.

DEVELOP FUTURE LEADERS FROM WITHIN
As your brand grows you will need additional leaders to step
up.
Give every member of your team the ability to move into
those roles by empowering them to make decisions, both
right and wrong.
This decision-making training prepares them to set up to the
plate when they are needed.

ENCOURAGE PERSONAL GROWTH
Successful leaders encourage personal growth and mentor
their team.
Give your team members personal success books to read and
encourage them to attend business networking events.
Make suggestions that will enrich their own personal
development outside of your organization.

William Arthur Ward
“The mediocre teacher tells.
The good teacher explains.
The superior teacher
demonstrates. The great
teacher inspires.” –

HELP OVERCOME WEAKNESS
If a team member screws up, don’t simply point it out and
not offer a solution to avoid making the mistake in the
future.
Explain what they did wrong and what they can do to
improve and not make the same mistake again.

HOLD YOUR TEAM ACCOUNTABLE
Accountability makes your team feel like they are personally
invested in the success of the company
◦when they see what needs to get accomplished they will do
what is needed to reach specific goals,
◦even if it means navigating around a potential obstacle.

Jim Rohn
“Help those who are
doing poorly to do well
and to help those who
are doing well to do even
better.” –

DEMONSTRATE KNOWLEDGE
You could be the most motivationally inspiring person in the
world, but if you lack knowledge you lack credibility
◦and your team will never take you seriously as a leader if you
aren’t credible.

BE FLEXIBLE
Not every person on your team is going to have the same
personality.
You need to be flexible in how you lead each individual.
Some will require a little more handholding than others while
some will excel when they are given more independence.

MANAGER vs. LEADER
S ADMINISTRATE
S RELY ON CONTROL
S SHORT-TERM VIEW
S EYE THE BOTTOM LINE
S ACCEPT STATUS QUO
S FOCUS ON STRUCTURE
S COMMAND
S IMITATE
S DO THINGS RIGHT
S MANAGE PEOPLE
S INNOVATE
S INSPIRE TRUST
S LONG-RANGE PERSPECTIVE
S EYE THE HORIZON
S CHALLENGE STATUS QUO
S FOCUS ON PEOPLE
S COMMUNICATE
S ORIGINATE
S DO THE RIGHT THING
S LEAD PEOPLE
• Warren Bennis, Managing People is like Herding
Cats, 1997
12/8/2016
ABOVE or BEYOND /
www.LTSemaj.com
70

WELCOME INVOLVEMENT
Your team wants to be involved with your company’s growth and
innovation.
Welcome and encourage them to roll up their sleeves and get involved.
When they feel like they are part of the future it inspires them to be
more productive.
Not only does this help the organization
◦ but it also prepares them for a more meaningful role in the future.

GET TO KNOW YOUR TEAM
When you are with your team make sure that you spend some
time getting to know them.
You will have a much more productive team if they know that
you genuinely care about them and have their best interests
in mind.

Tom Peters

BE ACCESSIBLE
Part of being a leader involves being there for your team.
If they have a question or need your advice, make sure that you make
it easy for them to access you.
With mobile email and cell phones there is no reason your team
shouldn’t be able to get in touch with you when they need to.

ROTATE
Like the challenge tactic, rotating a potential leader into a different
department or job function can highlight their strengths while also providing
them with a different perspective that benefits them now and later on.
By actually working in every department or area of an organization, a potential
leader can use this hands-on experience to understand how every aspect of the
company works as well as what is involved in fulfilling that role.
Even though they are rotating jobs or roles outside of their knowledge or skill
set, they can still ask themselves how it can be done better and incorporate this
into how they would lead this particular group or function later on as a leader.

EXPOSE
While the word expose often brings to mind something that involves risky
contact like being exposed to a virus, the other context for this word involves
experiencing new things that alters perceptions.
Exposing a candidate for leadership to new experiences, situations, technology,
cultures, processes, information and/or people helps to add new facets that
◦ enable that person to lead all types of people and through numerous situations
using different approaches.

EVALUATE
A person can only get better through evaluating what they did and the results of those choices.
An evaluation process points to areas for improvement that can become the focus of ongoing
development efforts.
Knowing strengths and weaknesses is a way to map out a strategy for improvements that
further develop the strengths and overcome the weaknesses of a leader.
Dealing with failure will determine success.

SUPPORT
Often, a leader is viewed as the pillar of an organization and one who has the
strength of many.
However, a leader is human and may make many mistakes and misfires so they
need encouragement from their colleagues to soldier on.
The idea is that the leader was willing to take chances and put themselves out
there.
Therefore, accepting this support is not a sign of weakness; if anything, it shows
that a leader is brave, humble, and understanding with his team when they try
something new or make mistakes.

12/8/2016 81
Dr. Leahcim Semaj
Keep in Touch
ABOVE OR BEYOND / WWW.LTSEMAJ.COM

How to lead, inspire and motivate

Recommandé

Recommandé

Contenu connexe

Tendances

Tendances (20)

Similaire à How to lead, inspire and motivate

Similaire à How to lead, inspire and motivate (20)

Plus de Leahcim Semaj

Plus de Leahcim Semaj (20)

Dernier

Dernier (20)

How to lead, inspire and motivate

Notes de l'éditeur