leadership development - guest lecture @ esb business school 11-27-2013

Leadership Development

Guest Lecture ESB Business School 11-27-2013

Disclaimer

Table of Contents

• Why Leadership? 4-11 • MBA and Leadership 12 • What means Leadership? 13-18 • Learning to become a Leader 19-22 • Leadership Development Process 23-27 • Leadership Development Instruments 28-34 • Challenges 35-38

Why Leadership?

You‘re heading for a management position – or something even more challenging?

Industry Leadership – CEOs 2004

»CEOs across the world are renewing their organizations for growth.« (IBM Global CEO Study 2004)

»Fully 65 percent of chief executives and other leaders say they will have to make fundamental changes in their businesses over the next two years.« (IBM Global CEO Study 2006)

»Organizations are bombarded by change, and many are struggling to keep up. Eight out of ten CEOs see significant change ahead, and yet the gap between expected change and the ability to manage it has almost tripled since our last Global CEO Study in 2006.« (IBM Global CEO Study 2008)

»The world’s private and public sector leaders believe that a rapid escalation of ›complexity‹ is the biggest challenge confronting them. They expect it to continue—indeed, to accelerate—in the coming years. They are equally clear that their enterprises today are not equipped to cope effectively with this complexity in the global environment. Finally, they identify ›creativity‹ as the single most important leadership competency for enterprises seeking a path through this complexity.« (IBM Global CEO Study 2010)

»This year, they identified the overflow of data and information as one of the most important issues influencing their strategic business decisions.« (IBM Global CEO Study 2012)

A signal for Leadership Capability?

»The prevailing mood in the upper echelons of business is ›insecurity and fear‹. They regard their environment as ›VUCA world‹«. (Nobert Sack, Egon Zehnder International @ ESMT Annual Forum 2013)

from κόσμος to VUCA Environment

V – Volatiliy

U – Uncertainty

C – Complexity

A – Ambiguity

=> A Substantial Leadership Challenge

Résumé after some 100 years…

»Business as usual [in MBA education] will not [...] produce the skilled, self-aware leaders who are so desperately needed to tackle global problems, deal creatively with uncertain, ambiguous environments, get things done in complex, multilayered organizations, and act prudently in the face of risk.« (Datar, Garvin et al. 2010 - Rethinking the MBA, 103.)

Führung

»ist eine Kunst, eine auf Charakter, Können und geistiger Kraft beruhende schöpferische Tätigkeit.« (HDv 100/100 - 2007)

Leadership

»is an art, a creative activity based on character, competence, and mental strength.« (HDv 100/100 - 2007)

Leadership is a Personal Issue

Under-standing Leader-ship

6´ Model – Six Dimen-sions of Leadership

Who is making You a Leader?

Your followers will empower you –

or they won‘t. They trust in you – or not. Your Personal Integrity is the Crucial Factor!

Leadership can‘t be taught, but it can be learned • The story behind leadership development is

the story of human growth to maturity – and beyond.

• It‘s a story about self-development! • Every human can grow with the challenges

he is facing – • if he really commits himself to it.

The Hero‘s Journey

Source: Joseph Campbell

The Crucible : Your Assignment

Source: Bennis/Thomas

Learning and Change Model

Leadership Development Process

Needs Assessment

Candidates Assessment

Carry out Development

Measures

Process and Outcome Evaluation

Roles and Actors

• CEO / Managing Director: – Provide Attention and Sponsorship: »People first, strategy

second!« (Jim Collins) – Provide a Leadership Role Model – Develop the Culture of the Organization

• Line Manager: – Identify the gifted – by challenging them. – Develop the gifted – by challenging them.

• HR Manager: – Recruitment – internal and external – Conceptualize, implement, and organize development tracks – Identify, evaluate, and organize means of development

Understanding Needs

Needs Assessment

HR Dev. (generic)

Strategic change process (acute)

Defective Leadership Culture

Recognize Potential

•Leader or Expert? •Character: INTEGRITY / VIRTUE •Competences •Orientation for Action

• Online Self-Assessment • Assessment Center • Development Center • 360° Feedback • LeadershipLabs

Potential Analysis Instruments

Personal Leadership and Career Strategy

Leadership Development Instruments

Leadership Potential

Implementation

Assignment Mgmt.

Mentoring

Leadership Learning

Labs Workshops

Peer Coaching

Executive Coaching

Assignment Management

Real Leadership Assignments* – Projects w/ real budget and real business

objectives

– Disciplinary responsibility *Crucibles: People grow with their assignments. Leadership competencies develop in real world leadership practice.

Mentoring

• Learning doesn‘t necessarily require teachers, but experienced persons, who challenge and benevolently accompany the development processes.

• Mentors are sponsors! • Mentoring facilitates the flow of knowledge

between generations.

CFL LeadershipLearningLabs

Use the spaces and opportunities in “nature“ for experiences that convey key competencies for leadership in four learning scenarios – sea, forest, river, mountain. The extreme levels of abstraction and sensory deprivation of today’s work environment are suspended. One’s actions, their context and their consequences are immediately perceived.

sea departure forest river mountain sea

arrival

Workshops

• All (CFL-) workshops follow a methodology developed from peer coaching techniques which solves the problem of the transfer from class room to real life practice: – Based on client cases individual and concrete

solution strategies are developed collaboratively. – This guarantees effectiveness, the small number of

participants (max. 12) efficiency. – Every workshop is led by two trainers.

Peer Coaching

What‘s the case?

What‘s the situation?

What are the

objectives?

Develop a solution strategy!

Implement!

Evaluate!

Peer Coaching • Helps leaders to learn to

collaborate in a team. • Facilitates better

solutions by integration of different perspectives.

• Fosters the flow of information, experience and knowledge.

• Strengthens the cohesion within the organization.

Executive Coaching

• Enables clients to achieve result they wouldn’t have achieved on their own

• Increases the likelihood of attaining outcomes • Reduces anxiety, stress, and depression • Improves quality of life • Increases insight • Reduces musing

(Research by Prof. Anthony M. Grant, University of Sydney)

Challenge #1

The only human being that actually wants change

is a wet baby. (Manfred Kets de Fries)

Challenge #2

Technology is easy –

people are hard. (John Gage, Sun Microsystems)

Challenge #3

Technology alone is not enough. It's technology married with the

liberal arts, married with the humanities that yields the results

that makes our hearts sing. (Steve Jobs)

Challenge #4

It becomes personal.

Any Questions?

Peter Graeser p.graeser@centre-for-leadership.com

www.centre-for-leadership.com blog.centre-for-leadership.com Führen lernen. Der Weg zur Führungskompetenz und zur persönlichen Karriere-Strategie.

leadership development - guest lecture @ esb business school 11-27-2013

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