Courageous U: Women Leading and Living with Courage

Courageous U: Women Leading and Living with Courage Video Clips. Duration : 3.60 Mins.

Courageous U: A dedicated event to emboldening and lifting the skills, strengths and spirits of women leaders. November 9-10, 2012: Radisson Ft. McDowell, Phoenix, AZ themanagerschool.com

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Leading Leaders in Transition

Leading Leaders in Transition Video Clips. Duration : 0.65 Mins.

Charles Moldenhauer of Executive Coaching Group explains why you should turn to them when you're looking to land a new corner office.

Keywords: Executive, Coaching, ceos, Business, Tranistion, Executives

Transformational Leadership Theory - The 4 Key Components in Leading Change & Managing Change

Transformational leadership theory is all about leadership that creates positive change in the followers whereby they take care of each other's interests and act in the interests of the group as a whole. James MacGregor Burns first brought the concept of transformational leadership to prominence in his extensive research into leadership.

"Essentially the leader's task is consciousness-raising on a wide plane. The leader's fundamental act is to induce people to be aware or conscious of what they feel - to feel their true needs so strongly, to define their values so meaningfully, that they can be moved to purposeful action."

Transition Coaching

In this leadership style, the leader enhances the motivation, moral and performance of his follower group. So according to MacGregor - transformational leadership is all about values and meaning, and a purpose that transcends short-term goals and focuses on higher order needs.

Transformational Leadership Theory - The 4 Key Components in Leading Change & Managing Change

At times of organisational change, and big step change, people do feel insecure, anxious and low in energy - so in these situations and especially in these difficult times, enthusiasm and energy are infectious and inspiring.

And yet so many organisational changes fail because leaders pay attention to the changes they are facing instead of the transitions people must make to accommodate them.

In my view it is the responsibility of the director leading the change to supply an infusion of positive energy.
The transformational approach also depends on winning the trust of people - which is made possible by the unconscious assumption that they too will be changed or transformed in some way by following the leader.

The transformational approach also depends on winning the trust of people - which is made possible by the unconscious assumption that they too will be changed or transformed in some way by following the leader.

This is often seen in military commanders and wartime political leaders. An example of this would be the way in which Lady Thatcher - as Prime Minister of the UK Government during the Falklands War in 1982 - was able to engender an enhanced feeling of British national identity amongst the UK population.

Sounds like this leadership style is ideally suited to change management, doesn't it? However - this approach requires absolute integrity and personal behaviour that is consistent and resonant with your vision and message.

I can recall a ridiculous situation, at one UK company I was involved with, where the directors were attempting to effect a culture change of greater inter-departmental trust and communication yet still retained a separate directors dining room and specially allocated car parking places closest to the office front door!

OK here's the important bit - how NOT to apply transformational leadership theory to change management

- Be preoccupied with power, position, politics and perks
- Stay focused on the short-term
- Be hard data oriented
- Focus on tactical issues
- Work within existing structures and systems
- Concentrate on getting the job done
- Focus processes and activities that guarantee short-term profits

Doesn't all this just sound like a description of a typical good project manager with a task driven mentality?

And hey, I have nothing against this style of leadership and management. There is a time and place for the Attila the Hun school of leadership. I have done it many times myself and very effectively - and with no regrets.

But, this leadership style is not enough in a change management situation and particularly in the current climate.

The four components of the transformational leadership style are:

(1) Charisma or idealised influence - the degree to which the leader behaves in admirable ways and displays convictions and takes stands that cause followers to identify with the leader who has a clear set of values and acts as a role model for the followers.

(2) Inspirational motivation - the degree to which the leader articulates a vision that is appeals to and inspires the followers with optimism about future goals, and offers meaning for the current tasks in hand.

(3) Intellectual stimulation - the degree to which the leader challenges assumptions, stimulates and encourages creativity in the followers - by providing a framework for followers to see how they connect [to the leader, the organisation, each other, and the goal] they can creatively overcome any obstacles in the way of the mission.

(4) Personal and individual attention - the degree to which the leader attends to each individual follower's needs and acts as a mentor or coach and gives respect to and appreciation of the individual's contribution to the team. This fulfills and enhances each individual team members' need for self-fulfillment, and self-worth - and in so doing inspires followers to further achievement and growth.

Transformational leadership applied in a change management context, is ideally suited to the holistic and wide view perspective of a programme based approach to change management and as such is key element of successful strategies for managing change.

And, to ensure that you ARE employing successful strategies for managing change - that are appropriate to your organisation - you need to know how to apply: (a) these transformational leadership skills, AND (b) how to apply the supporting programme management based processes - to ensure that you avoid the catastrophic 70% failure rate of ALL business change initiatives.

Transformational Leadership Theory - The 4 Key Components in Leading Change & Managing Change

Executive Coaching - Inexperienced Managers Leading Through Major Change?

Oftentimes leaders are confronted with situations that they are ill-equipped to address - like major changes within the organization. For inexperienced managers, this may be a time to consider executive coaching.

What is Executive Coaching?

Transition Coaching

First, let's clarify what it is not. Executive coaching is not an end in itself. In spite of its apparently robust potential, the very act of taking on a coach will not automatically advance you or your managers' careers. The aim of coaching is to develop leaders in the context of their current jobs, without removing them from their day-to-day activities. Executive coaches confidentially help leaders unravel sensitive and difficult challenges, working with them to develop new and lasting ways to attack old problems. When used as a part of a larger initiative, such as a leadership development program, coaching can yield exceptional results!

Executive Coaching - Inexperienced Managers Leading Through Major Change?

Why is Executive Coaching Vital to Organizational Success?

Coaching is vital to removing roadblocks to the most effective performance and success of the individual. In the case of a business owner, executive or professional, it could literally mean the difference between success and failure of the entire organization. When a leader is able to fine-tune his strategic thinking, communication and decision-making, he is able to operate to his fullest executive potential and positively affect the people around him.

Who Needs Executive Coaching?

Every aspiring business professional can benefit from executive coaching, but it is especially useful for individuals who wish to:

* Overcome leadership shortcomings and fulfill their potential

* Move to higher positions, taking on greater responsibility

* Reduce turnover, cultivate teamwork and inspire improved employee performance

* Balance work, family and personal time in order to excel in all areas

How to Choose an Executive Coach

Choosing a coach is like finding the right person to fill a key position in your organization. You can do initial screening via phone or email. Here are some questions you might ask:

* What coach training have you received?

* What companies have you worked with?

* How will you assess my current skills?

* How will you measure improvement?

Finding the right executive coach to assist you through major organizational or personal changes can help ensure a smoother transition and more productive workplace.

Executive Coaching - Inexperienced Managers Leading Through Major Change?