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Welcome! building a culture of leadership. The Academy for Advanced Leadership and Development. www.chairacademy.com. Rate the climate in your organization. Building leadership culture. Rate your l eadership c limate Remember what leadership IS and is NOT! The importance of WHO!

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welcome building a culture of leadership

Welcome!building a culture of leadership

The Academy for Advanced Leadership and Development


building leadership culture
Building leadership culture
  • Rate your leadership climate
  • Remember what leadership IS and is NOT!
  • The importance of WHO!
  • Assessing talent needs
    • What to look for
    • What drives potential
    • Organizational leadership challenges
    • Leadership culture
    • Taking stock
  • Know what to look for
  • The WHO is YOU!
  • Develop the leaders around YOU!
  • Lead with honor
leadership is not a solo endeavor
Leadership is not a solo endeavor
  • Identify the adaptive challenge(s)
  • Who is in charge?
    • Clarify authority
  • What to do?
    • Codify type of issue/problem
    • Connect to purpose
    • Classify strengths
    • Claim imperfection(s)
    • Declare core values
  • Commit to adaptive change
  • Conserve energy

First Who . . .

“ . . . Executives who ignited the transformations from good to great did not first figure out where to drive the bus and then get people to take it there. No, they first got the right people on the bus (and the wrong people off) . . . .”

Jim Collins, Good to Great


What to look for

High Potential

Someone with the recognized ability, aspiration, and level of engagement.


What drives potential?

Key Drivers

  • Job Experience
  • Organizational Culture
  • Training and Development
  • Manager
  • Support from Colleagues

“Not surprisingly, a rising leader’s chance of success is higher when they are supported by the people around them and pushed to grow.”

Chief HR Officer, Manufacturing Company


Organizational leadership challenges

  • Lack of a clear vision or future direction
  • Conflicting behaviors: ask for one thing, reward another
  • Inadequate pool or pipeline for future leaders
  • Obsolete leadership competencies — failure to grow competencies to meet challenges
  • Lack of organizational alignment
  • Lack of senior leadership unity
  • Inability to initiate and/or sustain change

Take 10 and review

  • What does your assessment reveal to you?
  • What is/are your areas of greatest concern?
  • What might you do to move things forward?
  • Report back on your key observations.

remember the who is you

What employers look for:

  • Intellect
  • Leadership Ability
  • Integrity
  • Likability
  • Competence
  • Courage
  • Inner Strength

Dispel the myths


  • Position Myth
  • Destination Myth
  • Influence Myth
  • Inexperience Myth
  • Freedom Myth
  • Potential Myth
  • All-or-Nothing Myth


John Maxwell, The 360 ̊Leader


Up, Down, and all around

“Ninety-nine percent of all leadership occurs not from the top but from the middle of an organization.” John C. Maxwell, The 360 ̊ Leader


Invest in Others

“The primary role of an organization in today’s society should be to accelerate the capability building of its members so they can create more value. Institutions that can do the most effective job of building capability will create and capture value – the rest will inevitably fall by the wayside.”

Hagel and Brown, The Only Sustainable Edge


Develop the leaders around you

  • Assess Motivation
    • What do they want/need?
    • Do they have a way to get it?
    • What does success look like?
  • Be a Good Listener
  • Develop a Plan
  • Give them Experience
  • Care to Confront
  • Coach, Mentor

“Grow a leader grow the organization.”

John Maxwell, Developing the Leaders Around You


Be a servant

  • Servant Leaders
  • Seek to serve others
  • Can come from anywhere in the organization
  • Recognize when courage is called for
  • Speak truthfully
  • Encourage others to live up to their potential
  • Are colleagues we can depend on
  • Naturally perform small acts of kindness

Transform the culture

Change is not a natural organizational phenomena — it requires an intentional process.


Remember alignment

Personal Alignment

Organizational Alignment


Lead with honor

Leading Others

  • Clarify/Build Culture
  • Over Communicate
  • Develop People
  • Balance Mission/People
  • Build a Cohesive Team
  • Exploit Creativity
  • Treasure Your Trials
  • Free the Captives

Leading Yourself

  • Know Yourself
  • Guard Your Character
  • Stay Positive
  • Confront Doubts/Fears
  • Be Resilient

Lee Ellis (Former POW), Leading with Honor




  • Leadership is not a solo endeavor, it is a social discipline that involves a complex skill set.
  • First WHO, then WHAT
  • Assess needs, explore talent pool, PLAN ahead
  • Know what to look for
  • Consider your leadership culture
  • Embrace the principles of servant leadership
  • Align your culture
  • Lead with honor




Questions? Comments?




thank you!



Record two or three ideas or issues that came out of the discussion that were most meaningful to you.