Responses | Date | Author |
Hi Rebecca
From the above, it sounds like managers aren't being held accountable for a leadership role. Given that I would almost be tempted to focus on basics with your senior managers - setting SMART goals, evaluating performance, giving feedback - using the specific examples in the organisation, and how you can do this effectively for a management role. You could also use a model like the Leadership Pipeline or 4 Stages of Contribution to talk about how roles shift at different levels. Use this to help them discuss whether they are holding managers responsible for the shift in role from contributor to manager, but also to reflect on whether they have taken the step up into a true business leader role, or are still being the day to day manager. |
| 21/02/2018 | Jane |
| 19/02/2018 | Frances |
Hi Rebecca, you could introduce them to the Emotional Leadership Styles of daniel goleman (6 of them) - get them to review the pros and cons of each and then give them case studies to use them in action and which style fits - then weave in a case study that has this particular situation - which style would be best in this situation? (eg Directive Style)...
www.slidemodel.com (has great infographics on them).
i'll have a think some more too. |
| 19/02/2018 | Andrea |