**These are the notes from my breakout session at the Orange Conference 2017. Power Point or PDF’s Found HERE**
When I say team, I mean a cohesive group of people working together to achieve a mutual goal.
Team doesn’t mean you don’t have personal goals; you just work towards a large common goal.
To get a good foundation for leading people over time we need to start with a foundation. Going back to my academic days, I had to start out with some leadership theory.
Why leadership theory? Sometimes we need a mental hook to organize our thoughts. We need a large scale framework to help us anchor our situation.
Transformational Leadership – In essence, is a process of building commitment to organizational objectives and then empowering followers to accomplish those objectives (Yukl, 1998). The result, at least in theory, is enhanced follower performance (Burns, 1998; Yukl, 1998).
The team feels trust, admiration, loyalty, and respect toward the leader, and they are motivated to do more than they originally expected to do.
Transformational Leaders – inspire others with vision; create excitement through their enthusiasm
4 Behaviors that Establish Transformational Leadership
- Idealized influence – Or charismatic influence – You must be an influencer
- Charismatic element of transformational leadership – leader becomes role models who are admired, respected, and emulated by followers
- Team trust these leaders
- Integrity in form of ethical moral conduct
- Development of a shared vision is an integral component
- Share and take risk
So 1st Behavior : INFLUENCER
SLIDE 6 ::
- Inspirational motivation
- Transformational leaders inspire and motivate others by “providing meaning and challenge to their followers work (it’s not just putting together crafts – it is kids having a craft to retell the bible story which is all about repetition)
- Build relationships with followers through interactive communication, which forms a cultural bond between the 2 participants.
So 2nd Behavior: Motivator
- Intellectual stimulation
- Leaders behavior that encourages followers creativity and stimulates innovative thinking
- Tolerant of peoples mistakes
- Involves others in problem solving and are open to new ideas
- No transactional relationship – you do this because I asked you.
So 3rd Behavior: Intellectual Stimulator
- Individualized consideration
Role leader plays in developing followers potential and paying attention to their individual needs for achievement and growth
- Strives to create new learning opportunities for followers and tend to act as a coach or mentor
- STORY: My dad was coach – Bowling – Showed me how to hold the ball, take three steps, etc. Still to this day think through those steps. He coached me on doing it the right way – Same with our team – Coach them on what to say to parents, how to dress, How do they need to grow as a leader? Pay close attention to coaching them on their individual needs.
So 4th Behavior: Coach (for the individual)
SLIDE 9 :: So Be . . .
Slide: 1 – Know your team
Personalities/Temperaments – Know each member on your team. My favorite way to do this is with a Personality Test. There are many out there:
- Disc, Pep, Strengths, Real Colors – Because a student of your team
- Real colors – My favorite
GOLD: How many of you have people on your team that love to-do list? Most likely they are your gold’s.
- Plans ahead; Likes checking off items on the “to do” list
- Pushes to have things decided and settled
- Sets deadlines and expect them to be met
- Gives and likes to receive precise directions and instructions
- Values Rules
GREEN: How many of you have people on your team that love to push you to deeper thinking? They may be kind of loaner and don’t show much emotion.
- Tries to convince others by logic and objective arguments; uses words like principle, logical, standards, analysis
- Appear most comfortable with topics not related to feelings or relationships
- Has a small number of deep friendships
- Pauses before answering or giving information
- Values independence and time alone
- Needs information and questions answered
- Research Oriented
BLUE: How many of you have people on your team that avoid conflict?
- Talks about possibilities more than what exists
- Likes to do things in new ways; dislikes routine
- Is upset by conflict or disharmony
- Shows concern for the feelings of others
- Chooses a tactful comment over a directly truthful one
- Values family – who is your family?
ORANGE: How many of you have members of your staff that are the life of the party?
- Uses words like flexible, adapt, evolving, and spontaneous
- Does work in a way that makes the process enjoyable
- Shows physical energy in body language, facial expressions, and voice
- Acts or speaks quickly, sometimes without thinking
- Works easily with several other things going on
- Values fun, independence, challenges,
- Rules are guidelines – can be broken
Your job – to communicate in their color. Not your preferred color
Speak in the language of the listener
Example – The Colors and their Roles they play in a meeting
- Gold – on task needs agenda
- Greens – may come just right on time to miss the chitchat, will either be very quiet thinking or will ask probing questions
- Blue – wants to know how everyone is doing/feeling
- Orange – keeps things fun, pushes the boundaries
**If you are interested in having a fun team training around Real Colors, contact me at email@example.com **
Define Roles – “recent studies show that individuals who are more aware of team roles and behavior required for each role perform better than individuals that do not.”
Getting the right people and the right chemistry is more important than getting the right idea.
2 – Boundaries
Professionals and business leaders who carry mobile devices, like smart phones, tend to work more than 70 hours a week.
Phones – Put them away when doing family time or in a meeting
Email – turn the notification off on your phones. Spend a set time in the morning and afternoon for email. Don’t let it control you.
Social Media – what are you posting? Why? How often?
Day’s off – TAKE ONE! Do something fun, rest, DON’T WORK!
Time with the Lord – Every day
Schedule – Block times
3 – Spend 80% of your time with people who produce 80% of the work
It is said that 20% of your people do 80% of the work
If this adage is true than you need to spend 80% of your time with the 20%
To get maximum effect over the long haul you want to pour into your coordinators, you team leads, your staff. Not the once a month nursery worker.
Jason – This is one of our awesome team members who are spending most of our time with and he is blossoming!
4 – Lead Change Well
- Change – Either evokes excitement or fear
- People don’t like to be pushed to change – lead from the front
- Takes time
- Must change thinking for lasting change – go right back to the “old ways of dong things”
- Three types of change agents
SLIDE 21:: 1 – you can try and please everyone
STORY – Cruise Ship director – No change happened.
SLIDE 22:: 2 – you can run over everyone and make demands
SLIDE 23:: 3 – guide through a process getting people there over time
You put those 4 behaviors into action as you lead 1) Influence 2) Motivate 3) Stimulate their brains 4) Coach
SLIDE 24: arc
Growth Mode vs Maintenance Mode
5 – Have Fun – Be in community
Positivity is important
- Celebrate success
- Have a positive attitude