Empowering Young Leaders To Lead Sa
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Empowering Young Leade John Lewis
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What is true empowerment look like? Young leaders need to be cultivated and given power to make decisions and fail to grow into the leaders of the future. What is your role in the process? This workshop will look at the Empowerment Ladder and talk about practical mentoring roles that you can take.
Transcript of Empowering Young Leaders To Lead Sa
Empowering Young Leaders…John Lewis
Introductions
Name Organization What you hope to get out of today’s training
A Question…
What is your organization’s most valuable asset?
An Answer...
Our existing staff and volunteers within our organization
An Analogy…
The Farm System vs. Free Agency
The Challenge…
Facing Rapid Globalization & Emerging Technologies Is your organization positioned to accept and
develop emerging leaders…or will they leave and go somewhere else?
The Goal…
Increasing Organizational Capacity & Performance Doing more with less Getting the most out of what you’ve got
Lets look to the Research
We have an incredible amount of intellectual & human capital in our midst They know the community They have the experience They have the credibility They are perfect candidates to take leadership responsibility
Ladder of Empowerment
Manipulation Shrewd or devious
management, especially for one's own advantage.
Decoration An emblem of honor, such as
a medal or badge.
Tokenism the practice or policy of
making no more than a token effort or gesture, as in offering opportunities to minorities equal to those of the majority.
there is no real power. they have no power to make change
Assigned but Informed the power of setting goals
and accomplishments to experience success.
Consulted and Informed the process of letting their
voice be heard and valued.
Shared Decision Making what meetings you are
allowed to attend lets you know if your voice is valued.
Young leader initiated and directed
we need to allow THEIR ideas to have a chance to make a difference.
Ready to move on without you
they are truly empowered.
The State of the Union
The sentiment of this generation across the globe: WHO WILL LEAD ME?
Breaking Self-Destructive Traditions Calling Out the Old System
Fear Loyalty base…
Where were you twenty years ago?
New Leadership Styles
“Change almost never fails because it’s too early. It almost always fails because it’s too late.”
“Credit is not the point. Change is.”
We Need You To Lead Us
Tribes (cont.)
The top isn’t the top anymore because the streets are where the action is.
“find the leaders who are doing things differently and making change, and than amplify their work, give them a platform and help them find followers – and things get better. They always get better.”
The organizations of the future are filled with smart, fast, flexible, people who are on a mission.
Starfish and the Spider
The phrase “you should” doesn’t even exist in the apache language. Coercion is a foreign concept. Pg. 20
“In a command-and-control environment, you can closely track what everyone is doing, but being watched and monitored makes employees less likely to take risks and be innovative” pg. 128
MENTORING
Mentor: What does it mean?
Oxford Dictionary (noun) An experienced or trusted adviser An experienced person in an organization
or institution who trains and counsels new employees or students
Summary Someone who invests into a another’s life either directly or indirectly
Looking to the Past for Perspective Think for a moment about the following
questions: Who has had the greatest impact on your
life as a mentor?
What did they do?
When did this occur?
Where did this take place?
Why did this happen?
A Mentoring Quiz
People with mentors make more money than those without mentors. T/F
People with mentors derive greater job and career satisfaction than those without mentors. T/F
People with mentors are promoted more than those without mentors. T/F
People with mentors have greater job mobility than those without mentors. T/F
People with mentors have better work-family balance than those without mentors. T/F
Three Obstacles to Mentoring Finding the Time
A Solid Commitment
Choosing the Right Goals
Mentoring 101
Two Types of Mentoring Formal Mentoring
Informal Mentoring
Mentoring 101
Two Perspectives of Mentoring Multiple Mentors
Professors, Religious Leaders, Executive Directors
Family members, Professionals, Leaders from the past, Authors, ect.
The Mentor as a Guru
The Apprentice Model
Early Leadership Lessons
Tandem Training
Succession Confirmation Permission
To succeed or fail Provision
Question I
What are your strengths as a leader?
Question II
Who can you begin to mentor? Passion Potential
Your Own Philosophy of Mentoring Why do I want to mentor others?
In other words, what’s in it for me?
What is the protégé’s role in setting the tone of the relationship?
What do I expect from the protégé in this relationship?
Mentoring in Action
A Paradigm for Accountability
Advisors
Peers
Emerging Leaders
Advisors
Emotional Support Encouragement Acceptance Friendship
Career Help Coaching Feedback Effective Role Model Visibility & Exposure
Peers
Grounded in Reality Integrity over Competence Community over Individualism Endurance over Impatience Humility over Celebrity
Emerging Leaders
Cultivates humility
Changes one’s methods
Energizes
Starting the Emerging Leader Conversation How do I do this? Who or what is that? Why is that? Can you tell me a story? What kind of relationship do we have?
Empowering Young Leaders…John Lewis
