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UUCFM Leadership Development Program

UUCFM Leadership Development Program. Session 1 November 6, 2014. Agenda. Thank our Volunteers for providing dinner Thank the B.O.T. and Design Team for this program Welcome to participants Goals for this session Create a safe environment for learning Assess motivations and expectations

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UUCFM Leadership Development Program

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  1. UUCFM Leadership Development Program Session 1 November 6, 2014

  2. Agenda • Thank our Volunteers for providing dinner • Thank the B.O.T. and Design Team for this program • Welcome to participants • Goals for this session • Create a safe environment for learning • Assess motivations and expectations • Provide context for the terms Leader & Leadership • Review the UUCFM Leadership Program • Q & A, next session: Volunteer Motivation

  3. UUCFM • Effective leadership is putting first things first. Effective management is discipline, carrying it out. - Stephen Covey • Good leaders must first become good servants. - Robert Greenleaf • “The single biggest way to impact an organization is to focus on leadership development. There is almost no limit to the potential of an organization that recruits good people, raises them up as leaders and continually develops them.”-John Maxwell

  4. UUA/UUCFM’s GoalConfident and Competent Leaders • Identify: Who is Called to be a Leader? • Invite: Help Potential Leaders Discern Their Gifts & Equip them with Training and Relevant Learning Opportunities • Involve: Help Leaders Find a Way to Serve the Ministry that Best Matches Their Gifts and Calling • Inquire: Create a Culture of Creativity – be fearless

  5. How Does One Become a Leader? • Leadership Competencies (Reading-Defining Leadership) • Four Cornerstones • - Well cultivated self awareness • - Compelling vision • - Real way with people • - Masterful style of execution

  6. Exercise • How do you define “leadership”? • Is leadership a natural born trait, or from acquired skills and training, experiences, ambition, or some combination? • Can leadership abilities be learned? • What 3 words would you use to describe a “good leader”? • What do you hope to gain by exposure to this leadership program?

  7. Working Definition from UUA • “Leadership is defined as the process of people working together to achieve mutual purposes.” • Based on the philosophy of shared or participative leadership (vs. positional or authoritarian) • Based on the concept that leadership abilities can be learned (vs. born leader)

  8. However…. • If you search for “leadership” books on Amazon there are 122,190 titles available • Never will be a single, agreed upon definition • Leadership includes working with people………. Together……to achieve mutual purposes! • How difficult can that be??? • Leadership is a body of knowledge that can be taught and learned

  9. Cornerstones & Competencies • Self Awareness • Living by personal conviction: beliefs, deeply held connections to community, or fundamental sense of morality • Emotional Intelligence: knowledge needed to effectively communicate on an interpersonal level. Understanding others’ emotions while managing one’s own emotional responses

  10. Cornerstones & Competencies • Compelling Vision • Being visionary: capacity to create effective plans based on a clear understanding of trends, uncertainties, risks, and rewards • Communicating vision: the ability to insure the vision permeates so the message is not only heard but discussed. • Earning Loyalty & Trust: accessibility, openness, psychological safety

  11. Cornerstones & Competencies • Real Way With People • Developing Teams: a group of people with common goals whose success involves the interdependence of the group members. • Listening Like You Mean It: active listening or “seek first to understand, then to be understood” • Mentoring Others: actions taken to support the growth of the team members

  12. Cornerstones & Competencies • Masterful Execution • Building Consensus: gaining support for decisions • Cultivating Adaptability: leadership for “now” • Driving Results: ability to stay focused • Generating Informal Power: “servant leadership” or influential leadership vs. formal authority • Making Decisions: who is involved, what information is needed, when to decide • Stimulating Creativity: creative problem-solving

  13. Exercise • 4 teams, each taking a “cornerstone” of competencies • Review each one and formulate a brief “team consensus” on why you do or do not think that it is a “critical” competency for leaders • Provide a brief example of what great leadership in that competency would “look or sound like”

  14. Leadership • Difficult to define • Difficult to describe • Dynamic, fluid, situational, complex and….. • IMPORTANT • How do you take those concepts and make them relevant to UUCFM?

  15. Coming Attractions • Pre-session/post session “homework” to prepare for and reinforce learning from sessions • Topics relevant to UUCFM environment-review • Dynamic speakers • Engaged, motivated participants • Lively discussions, exercises, & case studies • Celebrate, celebrate, celebrate

  16. Reflections • Questions ? • Session evaluation form: your feedback is “gold”. It is what will help improve this program for future participants • Post session assignment: review the UUA model of Leadership Development. Compare and contrast with the 16 Healthcare Critical Competencies & the UUCFM Development Program.

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