9. Paul J Meyer* recognised as founder of personal, leadership development Paul J Meyer 1928-2009 Background
10. “Today, as organizations emerge from a confidence-draining global recession, many leaders admit they really don’t know what to expect next. Eight in ten CEOs expect their environment to grow significantly more complex…… but fewer than half believe they know how to deal with it successfully. ” 2010 IBM Global CEO Survey
11. Biggest HR Challenges Today 46% 31% 25% Developing Leaders Aligning People Strategies with Business Objectives Employee Engagement and Culture Change 0 10 20 30 40 50 Source: Human Resource Executive
12. Personal Productivity TimeManagement Goal Setting and Measurement Planning and Priority Management Delegationand Team Productivity The Total Leader® Solution
13. TimeManagement Goal Setting and Measurement Planning and Priority Management Delegation and Team Productivity The Total Leader® Solution
15. Personal Leadership Personal Productivity Values and Decision Making Personal Mission and Purpose Total Person Development Personal Growth and Self-Motivation The Total Leader® Solution
16. The Total Leader® Solution Personal Productivity Values and Decision Making Personal Mission And Purpose Total Person Development Personal Growth and Self-Motivation
18. Motivational Leadership Personal Productivity Empowerment and Motivation Vision and Communication Personal Leadership Change and Innovation Coaching and Team Building The Total Leader® Solution
19. Personal Productivity Empowerment and Motivation Vision and Communication Personal Leadership Change and Innovation Coaching and Team Building The Total Leader® Solution
21. Strategic Leadership Personal Productivity Strategic Assessment Organizational Culture Personal Leadership Strategic Development Strategic Execution Motivational Leadership The Total Leader® Solution
22. Strategic Assessment Personal Productivity Organizational Culture Personal Leadership Strategic Development Strategic Execution Motivational Leadership The Total Leader® Solution
24. Strategic Assessment Goal Setting and Measurement Organizational Culture TimeManagement Personal Productivity Personal Productivity Strategic Leadership Strategic Development Planning and Priority Management Delegationand Team Productivity Strategic Execution Personal Leadership Values and Decision Making Empowerment and Motivation Personal Mission and Purpose Vision and Communication Strategic Leadership Personal Leadership Motivational Leadership Change and Innovation Motivational Leadership Total Person Development Personal Growth and Self-Motivation Coaching and Team Building The Total Leader® Solution
25. Honesty 88% (Personal Leadership) Forward-Looking 71% (Strategic Leadership) Competent 66% (Personal Productivity) Inspiring 65% (Motivational Leadership) Jim Kouzes and Barry Posner The Leadership Challenge Survey of hundreds of thousands of people on six continents 15 year study
26. FOCUS PERSONAL INTERPERSONAL SELF ORGANIZATION Strategic Assessment Goal Setting and Measurement Organizational Culture TimeManagement HEAD LOGIC Strategic Development Planning and Priority Management Delegationand Team Productivity Strategic Execution PROCESS Values and Decision Making Empowerment and Motivation Personal Mission and Purpose Vision and Communication HEART EMOTION Change and Innovation Total Person Development Personal Growth and Self-Motivation Coaching and Team Building
27. “On average, employees waste 1.44 hours each day on nonproductive activities.” - Joseph Carroll, Gallup News Service Personal Productivity “50% of the average employee’s time is spent on non-productive work.” - Norton & Kaplan, Balanced Scorecard Personal Leadership “Workers spend, on average, 10.5 minutes on a task before being interrupted. It then takes an average of 23 minutes to return to the original task.” - Karen LeLand, Time Management in an Instant Strategic Leadership Motivational Leadership The Total Leader® Solution
28. “Personal leadership is the most important element of institutional transformation.” - Lou Gerstner Former CEO - IBM Personal Productivity “75 percent of CEOs see personal mastery as the most relevant competency to their leadership effectiveness.” - Kevin CashmanLeadership From the Inside Out Personal Leadership “If you seek to lead, invest at least 50% of your time leading yourself – your own purpose, ethics, principles, motivation, conduct.” - Dee Hock Founder – Visa International Strategic Leadership Motivational Leadership The Total Leader® Solution
29. “Leadership is personal. It’s not about the company, the community, or the country. It’s about you. If people don’t believe in the messenger, they won’t believe the message. If people don’t believe in you, they won’t believe in what you say. And if it’s about you, then it’s about your beliefs, your values, and your principles.” Jim Kouzes and Barry Posner Credibility
30. “Employee motivation is sagging throughout the world – morale has fallen significantly at more than half of all companies.” - Economic Conditions Snapshot McKinsey Global Survey Personal Productivity “Companies with high employee engagement had a 19% increase in operating income and a 28% growth in earnings per share. Conversely, companies with low levels of engagement saw operating income drop more than 32% and earnings per share decline 11%.” - Towers Perrin Global Workforce Study Personal Leadership “By almost a 2 to 1 margin, “Motivating people to higher performance,” was cited as the most important leadership skill in this difficult economic environment. - 2009 Survey by Smart Leadership Strategic Leadership Motivational Leadership The Total Leader® Solution
31. “A bad economy is the test of an organization’s culture. In good times, consumer demand can disguise the lapses in productivity that disengagement causes. But in bad times, there isn’t any way to hide the performance problems of disengagement. When a company is in trouble, employee engagement can be the difference between surviving or not.” James K. Harter12: The Elements of Great Managing
32. 34% 26% 18% The Top 3 Concerns in Today’s Economy Low employee engagement and low productivity 2. Losing top performers 3. Leadership gaps Taleo Research
33. “This really is an enormous test of our leadership. Employee engagement is critical to business performance, and that is built through investing in people and through manager behavior. If we don’t invest in management and leadership development, then we’re not just going to fail to grow out of the current recession, we’re going to be storing up problems for generations to come.” Steve Crabb Strategic Advisor - CIPD
34. 32% 30% 26% 17% Do You Use Your Strengths Everyday? Employees are 8 times more likely to be engaged in organizations that focus on people’s strengths. USA Canada Germany UK 0 10 20 30 40
35. 70% of employees say managers don’t provide clear goals and directions Only 37% of employees feel they have a clear understanding of what their organization is trying to accomplish Only 5% of employees understand their company’s strategy A Harris Interactive study of 23,000 workers found 80% do not understand how their jobs relate to their organization’s goals and strategies Personal Productivity Personal Leadership Strategic Leadership Motivational Leadership The Total Leader® Solution
36. “85 percent of executive teams spend less than one hour per month discussing strategy, with 50 percent reporting that they spend virtually no time on strategy discussions.” R.S. Kaplan and D.P. Norton The Execution Premium
37. “A climate of deep uncertainty and rapid change has become the norm of the new century. Some pessimists tout this uncertainty as a reason for abandoning strategy altogether. Yet, the reality is that strategy has never been more important.” Mike Freedman with Benjamin B. Tregoe TheArt and Discipline of Strategic Leadership
38. “A survey of multinational CEOs and HR executives found that over two-thirds of respondents believed their leadership development programs were ineffective.” Hewitt Leadership Development is Ineffective
39. “Today, leaders are too busy and will not attend leadership programs that ask them to sit in a classroom for long periods of time. Leaders also will not sit through classroom experiences that are full of ‘training games.’ Increasingly we are finding that leaders are tired of this approach and see lengthy training games as silly and irrelevant.” Dr. David S. Weiss & Dr. Vince MolinaroThe Leadership Gap
40. THE UNIQUE LMI PROCESS The Interview We focus on the client’s desired measureable results LMI's Unique Methodology Time Spaced Repetition Mutli-sensory The vital key – Coaching, Facilitation and Debating Process Management & Feedback Where we conduct the Programmes Intense Course Format
41. “68% of UK-based organizations fail to use coaching to address specific business objectives.”Source - London based Hays Senior Finance
42.
43. Only one out of five organizations correlate employee productivity to learning and development.
44.
45. In reality, most organizations measure little beyond the basics, such as course enrollments, completions and learner-satisfaction rates.Chief Learning Officer Magazine 2009 Business Intelligence Industry Report
As organisations move forward into the 21st Century the need for truly effective Leadership has never been greater and yet repeated surveys show the difficulties with meeting this vital goal.Ladies and Gentlemen.. Good afternoon my name is Martin Norbury and our business is Leadership Management UK part of the global LMI businessIn the session I will present some background information relating to this increasing challenge coupled with LMI's Total Leader option to aid solve this problem. I’m also going to reinforce the need for realistic and solid methodology to help key individuals to become effective and productive Leaders and Managers.
So what is leadershipIs it about size and dominanceIts about leading by example … or standing back and watching others make mistakesOr is great leadership about having someone watch your backLet me confirm one thing…. There is NO leadership gene we don’t teach leadership we help people become leaders.
A bit of background if I may
Throughout the presentation I am going to refer to evidence and research to highlight the need for thinking, acting and behaving differently
The Total Leader concept is based on two vital principles:For Organizations to succeed in the 21st century, they must develop leaders throughout the organizationfor leadership development to be effective, it must utilize a complete, integrated, total leadership development process.Too many organizations have attempted to develop leaders with a fragmented, hit-and-miss approach. They focus on only one area, or one attribute, or one facet of leadership believing that is all they need. Leadership is much more complex than that. Trying to develop leaders this way is like trying to become a professional golfer by only practicing your putting. The best golfers are total golfers — they excel at driving, approach shots, sand shots, pitching, chipping, and putting. They also must possess the confidence and mental strength to perform in the heat of competition.The same is true for leaders. The best leaders — Total Leaders — excel at all facets of leadership. The Total Leader concept identifies four broad areas that a person must master to become a Total Leader.
Personal productivity is the ability to manage yourself, manage your time, and manage your priorities to operate at maximum effectiveness.
Personal leadership is the ability to lead yourself — to be a leader of your own life. Most people just let life happen to them and then suffer the consequences. Personal leaders determine the life they want, and then through planning and action make it happen. Personal leadership also means becoming a Total Person™ — a person who is growing and developing in all six areas of life, including Family and Home, Financial and Career, Mental and Educational, Physical and Health, Social and Cultural, and Spiritual and Ethical.
Motivational leadership is the ability to lead and motivate others. A motivational leader understands that people are the source of all progress and innovation, and thus the key to business success in the 21st century. A motivational leader is able to help people develop and use more of their full potential
Strategic leadership is the ability to lead an organization.A strategic leader is able to define and develop the purpose of the organization, the key strategies, the optimum structure, the right people in the right roles, and the most effective processes for the organization to succeed.
The Total Leader concept is a thorough, comprehensive, complete, leadership development process.It literally develops people into Total Leaders! It is difficult to imagine how a top leader in an organization could be effective if he or she were missing one or more of these key components.Many leaders today are frustrated because they haven't had the opportunity to develop in all four areas. They feel like they are standing on the first tee of an important golf tournament and they've never practiced a single swing with their driver. The only thing they have ever practiced is how to putt.That is exactly the problem with leadership development today. When all you have is a hammer, every problem starts to look like a nail. The time has come for a new paradigm — a new process for developing leaders
“In a 15 year study of the qualities people most admire in leaders, only four qualities were chosen by more than 50% of respondents. In other words, the majority of people agreed on only four leadership qualities:
So lets look at each area and more importantly solutions the LMI programs addressFirstly Personal productivity…. And why it is so important as a component in the Total Leader Solution
Our second component is Personal Leadership
Onto the organisational focused solutions firstly effective motivational leadership
Taleo conducted research re top 3 concerns in today’s economy
The final part of our jigsaw to complete the quartet is strategic leadership
I mentioned at the beginning that The time has come for a new paradigm — a new process for developing leaders because having the material backed by research is one thing but a key part is the methodology and this is where LMI is unique
I believe Weiss and Molinaro say it better….
We interview the manager Manager and every participant so that ........ We focus on the client’s Desired Measureable ResultsAs directed by the needs of the Organisation, Management and Participant.A Win – Win Agreement, A Tool we use to focus on real performance improvement goalsTo Achieve - Organisation To Become - Change To Reward - Career or PersonalStep by Step Achievement Through Stretch Goals - Business and PersonalLMI's Unique Methodology – Acknowledged by ‘educators’ as the way which delivers resultsTim - ours is a progressive process, 3 - 16 weeksSpaced Repetition a learning method tried and tested over 40 years.Mutli-sensoryListening - All course lessons are recorded verbatim for convenient learning and for the retention of knowledge.Reading – Read at the same time as listening.The tactile sense of WritingAction application steps and plan of action.The vital key – Coaching, Facilitation and DebatingPersonal one on one Coaching, Group Facilitation and CoachingProcess Management & Feedback - The Participant Feedback Report, after each lesson, to create the communication Triangle. (Participant – Manager/Mentor – LMI Course Director) Mid-term and final evaluationEnd of Course Accomplishment presentation to ManagementSuccess recognition diploma for Leadership Management InternationalMy-Tyme, personal success planners for support during the programme and to ensure continued applicationWhere we conduct the ProgrammesExecutive Development Programmes, open venues, in-house, at clients premisesPeriodic follow up at clients premises with each participating candidate - 6 month and 12 month.
As mentioned we look to the objectives of the business to make the lesson relevant and the application and action deliver measurable business outcomes
Return on investment is keyOur retention rate is in the high 80’s due to the fact we DELIVER return on investment for ALL programmes as we focus on measurable differences
Today I have explained to you the need for a new paradigm in effective leadership development and evidence and research to show why LMI are at the forefront in developing leaders and organisations to their full potentialPlease come and see us at stand 195 and take our test in observation