Why does leadership matter
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Why does leadership matter?. Lesley Garrick. Community Learning and Development Managers Scotland 2009 Annual Conference. 2 nd June 2009. Questions for the next 30 minutes…. Do we really know what difference leadership makes?

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Why does leadership matter

Why does leadership matter?

Lesley Garrick

Community Learning and Development Managers Scotland 2009 Annual Conference

2nd June 2009


Questions for the next 30 minutes

Questions for the next 30 minutes….

  • Do we really know what difference leadership makes?

    • How does it impact on organisational and partnership effectiveness?

    • How does leadership impact on organisational culture and vice versa?

    • What are the characteristics of well-led organisations?

    • What is required of leaders in the public and Third Sectors?


Do we really know what difference leadership makes

Do we really know what difference leadership makes?

  • Think of the BEST boss you have had……

  • What did they do?

  • How did they behave?

  • Think of the WORST boss you have had……

    • What did they do?

    • How did they behave?

  • How did you fell when you worked for each boss?

  • Who got the most out of you in your role?


Leadership impact how do you measure it

Leadership impact – how do you measure it?


Concepts of leadership styles and climate

Individual motives and competencies

Jobrequirements

Business performance

30% impact

Organizational climate

Leadership styles

70%

impact

Concepts of Leadership Styles and Climate

  • 4 circle model


What is organisational climate

What is organisational climate?

  • colloquially….how it feels to work in a particular environment and for a particular boss

  • more precisely….a measure of employees’ perception of those aspects of their environment that directly impact on how well they can do their jobs

  • first studied 1968 at Harvard (Litwin and Stringer) more recently been linked to emotional intelligence (Goleman, Boyatzis, McKee)

  • determines how well leaders positively impact “discretionary effort” and indicates how energising the work environment is for employees

  • can be quantified, providing a tangible measure of leadership effectiveness

  • Climate can directly account for up to 30% of the variance in key performance measures


  • Climate the dimensions

    Climate – the dimensions


    Climate the feedback graph

    Climate – the feedback graph


    Case studies

    Case Studies

    • Highly Effective Headteachers:

    • Leadership Programme for Serving Headteachers

      • performance measured by national reports (OFSTED) and school climate measured

      • better performers created better climates – the actual climates at the ‘best’ schools were significantly higher than the actual climates reported at the ‘worst’ schools

      • Gaps reported between ideal and actual climate were significantly lower for the ‘best’ schools than for the ‘worst’ schools

        Ward Managers : Being Nice is Not Enough

      • performance indicators were patient satisfaction, absenteeism rates, amount and nature of complaints, number of drug errors and severity, staff turnover rates

      • across range of indicators ‘best’ wards on average 45% improvement of performance over lower performing peers


    How does leadership impact on organisational culture and vice versa

    How does leadership impact on organisational culture and vice versa?

    Leadership Style Inventory


    How does leadership impact on organisational culture and vice versa1

    How does leadership impact on organisational culture and vice versa?

    Organisational Climate Survey – Primary Scales


    How does leadership impact on organisational culture and vice versa2

    How does leadership impact on organisational culture and vice versa?

    Organisational Climate Survey – Additional Scales


    What is required of leaders in public and third sectors

    What is required of leaders in public and Third sectors?

    • That they understand what impact they have – and take responsibility for managing their impact.

    • Why – because it demonstrably affects performance

    • When have leadership without managerial authority still create climate/still have impact

    • Deal with climate dimensions – develop authoritative leadership style

      • ↑excellence

      • ↑ performance based rewards

      • ↑ recognition & praise

      • ↑ mission & direction

      • ↑ improvement

      • ↑ organisation & expectations

  • Be your best boss!


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