1

LEADERSHIP!LEADERSHIP!

www.opensourcemanagement.it

OPEN SOURCE MANAGEMENT

Slides www.paoloruggeri.net

2

Generating Value

3

Comfort Zone Uncomfortable = =

Consuming value Creating value

OUT OF THE COMFORT ZONE

Take up a challenge

Make a scary (or hard) decision

SOMETIMES THINGS ARE NOT AS THEY APPEAR

Are the colors of

Square A and Square B

the same???

MANY OF THE PRACTICE AND ATTITUDES THAT

BRING ABOUT PROSPERITY ARE COUNTER – INTUITIVE,

THAT IS TO SAY APPARENTLY GOING

AGAINST LOGIC

13

HIGH PERFORMING HIGH PERFORMING MANAGERMANAGERwww.opensourcemanagement.it

OPEN SOURCE MANAGEMENT

0) Dont hire the wrong people

14

1) Response-ability

15

PROBLEM/DIFFICULTY

•CAUSE(=Source Point)

• EFFECT

(=Receipt Point)

Cause and EffectTo solve a problem or to handle succesfully a situation we need to see ourselves as “the cause” of such difficulty.

• If we aren’t able to do it, it is the situation that is controlling us.

• If we are not capable of seeing ourselves as «the cause» of the performance of our employees, we are indeed leaving the control to them.Case history scuola

Don’t get mad!

Develop a proactive response

18

2) EMOTIONAL RESPONSES Excited

Cheerful Logical

Disinterested/Bored

HostileAngerResentmentAnxiousSad/ComplainingFailure

Internal Customers NeedsTangible Intangible

Salary Salary

Wages Praise

Bonuses Sharing Information Plans

Career Plan Genuine Interest

Hard Factors Soft Factors

WHAT DO THEY WANT1. Appreciation for the work done (PRAISE)2. To feel involved in work related problems 3. Understanding and concern for employee’s

personal problems4. Salary and commissions5. Job Security 6. Interesting Work 7. Job Promotions and growing with the company8. Management loyalty toward the staff 9. Good working conditions10. Non oppressive discipline

MOTIVATION

Get someone to demonstrate his competence and capabilities

YOU ARE THE COACH!

LEADERSHIP

23

24

MANAGER EMOTIONAL STATE

• CHERFULNESS/STRONG INTEREST:

• Happy, productive and motivated people

• LOGIC:

• People are productive but a bit demotivated

• BOREDOM:

• People are productive but sense of belonging/group identity is decreasing

25

• HOSTILITY:• People get the job done because of fear

rather than because of real motivation. They become just «Gofers». Initiative is missing.

• RAGE:• People are just Gofers. Burn out. High

turn over of the best people.• RESENTMENT:• The worst people stay on board.• ANXIETY/APATHY• Anarchy and state of neglect.

26

Strong Interest / Cheerful

• The feeling displayed toward other people when they are ineffective, unproductive or otherwise create problems is Strong Interest.

• Works on his staff’s positive sides.

27

WORK ON PEOPLE POSITIVE SIDES

EXERCISE

28

29

YOU ARE THE SOURCE YOU ARE THE SOURCE OF THE COMPANYOF THE COMPANY

www.opensourcemanagement.it

OPEN SOURCE MANAGEMENT

30

31

SENSE OF ORGANIZATION(focused, knows what to do)

32

SELF MOTIVATION

33

STRESS• Possible sources of worry

and distraction in the individuals’ environment caused by people who oppose their objectives or behave in inappropriate or demotivating ways towards them.

• Below 21 = indicator of possible “toxic relations”.

34

SELF DISCIPLINE(Conscientiousness)

• Measures the reliability, steadfastness and degree of responsibility of the individuals examined

35

DETERMINATION/ASSERTIVE

• Assertive and straightforward in making requests

36

SALES

• Measures the individuals’ aptitude for being persuaders, for influencing others and selling, particularly in classic commercial businesses that include customer visits

37

LEADERSHIP

38

PROACTIVE Measures how far individuals feel they are able to influence their environment and those around them or how far they suffer these instead.

When this trait approaches 0, they stop being proactive, i.e. solution-oriented or prone to mediate in their relationships with others, and they become reactive, i.e. irritable, touchy, jealous and at any rate difficult to deal with)

39

TOLERANCE • This trait indicates the

ability of individuals to build quality long-term relationships.

• Individuals with strong Tolerance are able to feel and perceive the needs and states of mind of those around them,

• Individuals with weak Tolerance tend to create disagreements, be critical or not truly understand the needs of others, particularly their unexpressed needs

40

EXPANSIVENESS

• Measures the ability and willingness of the individuals examined to approach people they don’t know and to put them at ease

ADD NEW EARNING ABILITIES

• In times of change learners inherit the earth; while the learned find themselves beautifully equipped to deal with a world that no longer exists. – Eric Hoffer

41