leadership & change management, lecture 3, by rahat kazmi

LEADERSHIP AND CHANGE

MANAGEMENT REFLECT YOUR PERSONAL EFFECTIVENESS

WITHIN AN ORGANISATION

LECTURE 2

RAHAT KAZMI PREPARED BY: RAHAT KAZMI

SEPTEMBER 2010

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Reflect your Personal

Effectiveness within an

Organisation

Personal Effectiveness in an Organisation

After today you all

will know what is

expected of you

in an organisation

towards your

personal effectiveness

Objectives

OLD PARADIGM

Industrial Age

Stability

Control

Competition

Things

Uniformity

NEW PARADIGM

Information Age

Change

Empowerment

Collaboration

People and Relationships

Diversity

If you do not know where you are , you can’t be in control .

Leadership – New Reality

Leadership : Personality -

Hermann’s Whole brain Model

LOGICAL ANALYTICAL FACT BASED

QUANTIATIVE

HOLISTIC INTUITIVE

INTEGRATING SYNTHESIZING

ORGANISED SEQUENTIAL

PLANNED DETAILED

INTER PERSONAL FEELING BASED

KINESTHETIC EMOTIONAL

HERMANN’S WHOLE BRAIN MODEL

A – UPPER LEFT

B- LOWER LEFT

D- UPPER RIGHT

C - LOWER RIGHT

Directive and authoritative

Conservative and Traditional

Holistic, adventurous, risk taking

Friendly , trusting and empathetic

Work will always expand to take the time allowed – Parkinson’s Law

High Bureaucratic Organization:

Common Approach to Business Problems

DOES THE THING WORK?

DON’T MESS WITH IT

DID YOU MESS WITH IT?

YOU DUMB *#@>!!

DOES ANYONE KNOW?

WILL YOU CATCH HELL?

HIDE IT

TRASH IT

YOU POOR $#@! ~*%$

CAN YOU BLAME SOMEONE ELSE?

NO PROBLEM

YES NO

YES YES

YES NO

• They see NO link between their pay and their

performance.

• They don’t perceive Growth or advancement opportunities

• They do not see their Work as important , or their

contributions are not recognized and valued by others.

• They do not get to use their natural talents.

• They have unclear and unrealistic expectations.

• They will no longer tolerate abusive managers or Toxic

environments.

Why Good Performers Leave List of PUSH FACTORS

“Time in America and most of Modern World is shrinking. Companies have down-sized their staffs and up-sized the workloads of

all the survivors. These people need shortcuts every waking minute of their

lives.”

A New Reality

1. Systematically identifying and isolating the core

negatives driving an individual’s performance.

2. Intentionally eliminating those negatives — indeed,

transforming them into powerful positives.

Our Solution

Developing the ability to think clearly and

logically

Presenting the ideas effectively and in a

way that other person understands the

Some Tips to improve personal effectiveness at workplace

Being confident in conducting oneself and

in presenting the ideas

Time management

Dissolving Conflict

Good planning

Not showing sentimental emotions and

putting off your face

Understanding the priorities

Being a good listener

Understanding

Reducing stress

Being proactive

Motivate your team

Being optimistic

Be a continuous learner

Be a professional

Avoid egoism

Building good relationships

Be flexible

Be matured

Good dressing

Being updated

Task Significance

Feedback Autonomy

Task Identity

Skill Variety

Organization

Design

Group Design

Personal

Characteristics

(skill, knowledge

attitude)

Individual

Effectiveness

Inputs Design Components Outputs

Individual-Level Performance

The Performance measurement cycle –

Four critical Linkages

WHAT GETS REWARDED COUNTS

WHAT COUNTS GETS MEASURED

WHAT GETS MEASURED GETS DONE

WHAT GETS DONE GETS REWARDED

When a valuable employee leaves , it is a signal that something in the system may need fixing

Organization

Design

• Organization design is concerned with

the larger organization within which the

individual job is the smallest unit.

• Group design concerns the larger group

or department containing the individual

• Like organization design, group design is

an essential part of the job context.

Design

Personal

Characteristics

• Personal characteristics of

individuals occupying jobs include

their age, education, experience,

and skills and abilities.

• Personal characteristics can affect

job performance as well as how

people react to job designs.

Autonomy

The degree to which a job provides

freedom and discretion in

scheduling the work and

determining work methods.

Feedback About Results

The degree to which a job provides

employee with direct and clear

information about the effectiveness of

task performance

Task Significance

The degree to which a job has a

significant impact on other

people’s lives

Task Identity

The degree to which the job

requires completion of a whole

and identifiable piece of work

Skill Variety

The degree to which the job

requires a variety of different

activities

Individual- Job Performance

Job Characteristics Model - Hackman/Oldham

Core Job Dimension

Skill Variety

Task Identity

Task Significance

Autonomy

Feedback

Psychological States Personal and Work Outcomes

Experienced

meaningfulness of the

Experienced

responsibility for

outcomes of the work

Knowledge of the

actual results of the

work activities

• High internal work

motivation

• High-quality work

performance

• High satisfaction

with the work

• Low turnover

• What is the design of the larger organization within which

the individual jobs are embedded?

• What is the design of the group containing the individual

• What are the personal characteristics of jobholders?

Individual- Level Performance

• How much skill variety is included in the jobs?

• How much task identity do the jobs contain?

• How much task significance is involved in the jobs?

• How much autonomy is included in the jobs?

• How much feedback about results do the jobs contain?

Individual- Level Performance

Personal effectiveness means making the most at all personal resources at our disposal - our personal talents, energy and time relative to what's most important to us.

Personal Effectiveness At Work

Personal effectiveness Creates Success.

So be a star performer we don’t need only degrees & medals but also self improvement

Need for this Approach

Develop ability to think clearly and logically

Structure thoughts and present ideas cohesively and effectively

Increase levels of confidence in conducting oneself with internal and external customers

Benefits

Topics

- Positive Impact

- Setting Goals

- The trust Factor – Creating Win-

Win Relationship

- Self mastery – A Plan for

Personal Success

- Workplace Etiquettes

- Communication

- Time Management

- Stress Management

- Conflict resolution

- Addressing Emotions at work

Positive Impact

• Set of behaviors that are beneficial at all levels of the organization

• How to be the type of employee successful companies fight to keep, by applying seven high- performance behaviors to their professional life.

7 habits of Highly effective People by Steven Covey :-

1)Be Proactive

2)Begin with the end in mind

3)Put first thing first

4)Think win – win

5)Seek first to understand, than to be understood

6)Synergize

7)Sharpen the saw

Set of Behaviors

Career development is not always about moving up in the organization.

It's more about constantly improving yourself and getting the most out of your job and work life.

To stand out in a good way, you need to be aware of the consequences of what you think, say, and do

Stand Out At Work

Think You can (and will)

succeed

People have confidence

in us when we have

confidence in ourselves,

What To think, or Not

We gain confidence when Skill & knowledge grow

Try New Things Make self development plans

Energy

Enthusiasm

Attitude

Think about your work as more than a Job

Doesn't it feel great to get through the day without challenging

ourselves to learn something new or do something great?

Go beyond the minimum effort, easy way and the safe path.

Work hard

Think Excellence

Don’t complain & Argue too much

Don’t use inappropriate language (like swearing)

What to say or not

Don't talk about personal problems

Don’t talk Politics & Religion

What to Do, or Not to Do

Look and act professional

Be professional by meeting commitments & respecting your responsibilities to others & yourself

What to Do, or Not to Do

Have fun at work, and at the same time, let people know you can handle difficult situations with a level head

• Watch your appearance by being well groomed (bathed, trimmed, combed, etc.) and well dressed (accepted clothing for the position you want, tucked in shirt, clean shoes, matching socks, etc.).

• Be mature by behaving like a reliable grownup.

Build Relationships

Learn From your mistakes

Be flexible - "That's not my job." "I don't want to do that

Create growth opportunities for yourself

• S = Specific

• M = Measurable

• A = Attainable

• R = Realistic

• T = Timely

Setting Goals

Specific – What, Why and How? Measurable – If you can’t measure it , you can’t manage it Attainable – Goals you set which are too far out of your reach, you probably won't commit to doing. Realistic - Realistic does not mean Easy, in this case, means "do-able." Timely :- Set a timeframe for the goal: for next week, in three months, by fifth grade. Putting an end point on your goal gives you a clear target to work towards.

Develop your communication and behavior skills to

create a climate of trust, collaboration and goodwill

with coworkers

Creating Win–Win Relationship

Learn a set of principles and personal management skills that

will change how you view your life and enable you to grow in

personal confidence and effectiveness

Self mastery – A Plan for Personal Success

Say Hello, how are you

Your Physical and Verbal behavior

Etiquettes at work

Sit up straight Your appearance

Etiquettes at work

Be Self aware – Self-awareness is a critical component to

etiquette in any situation.(How many people are Self Aware?)

Taking particular note of coworker annoyance is good place to

start . Use them as rules of thumb for behavior that you find

particularly obtrusive and make a concerted effort not to do

the same.

Use common sense, try not to be too loud and unpleasant

Avoid Strong Cologne & Perfume – Use light and Soft ones

Mind your own business –

Some more Tips

Don’t talk loudly across partitions

Keep cell phone ringers low

Answers phone promptly, don’t let it ring several times

Use speakerphone only for conference calls

Keep Your noise to yourself

This is basic; but many

overlook it

Cover your mouth when you

sneeze & Cough

Don’t pick your nose

Failure to do so is rude,

inconsiderate and stupid

Keep your germs to yourself

Speak with more confidence and listen carefully to build rapport

Analyze and utilize body language to your advantage

Communication

Realize that time management is a myth – We have only 24 hours in a day. Time doesn’t change. All we can actually manage is ourselves and what we do with the time that we have

Find out where you’re wasting time - Many of us are prey to time-wasters that steal time we could be using much more productively. Do you spend too much time 'Net surfing, reading emails, or making personal calls?

Time Management

Prioritize ruthlessly -

Learn to delegate and/or outsource.

Time Management

Stress Management

• Avoid people who stress you out • Avoid hot-button topics • Pare down your to-do list

Listen first; talk second

Keep people and problems separate

Conflict Resolution

Make sure that good relationships are the first priority

Use active listening skills to ensure that you hear and understand other’s positions and perceptions.

When you talk use an adult, assertive approach rather than a submissive or aggressive style

Addressing Emotions At Work

Kick habits that hurt you. Habits such as procrastinating, overeating, being disorganized, avoiding conflict…etc

Learn how to stay calm and clearheaded when you start to lose your temper

Eliminate over-reactive behaviors and replace them with reasonable behaviors

Learn behavior modification skills that people will notice—and will likely want to copy themselves

Take ownership of your emotions and your reactions

Always keep a positive attitude

Talk nicely and be nice

Attitude

1. Thomas Cummings and Christopher Worler, Organization

Development and Change, South Western College

Publishing

2. Stephen Robbins, Organizational Behavior, Prentice Hall

3. Marvin Ross Weisbor, Organizational Diagnosis : A

Workbook of Theory and Practice, Perseus Books Group

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