Lead descriptive version mcp meetings
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Transcript of Lead descriptive version mcp meetings
May MCP meeting LEAD follow up for MCPs not present
Go through the next few slides step by step and do what the slide says, this will help you to:
Lead YOUR SELF to be the best version of
yourself
Lead your MC team better
Lead your LCPs better
This will support you in understanding how to live your FIRST 90 DAYS as an MCP elect The first 90 days are the most important days for any team because the decisions you take, the work you and your team do and your actions can determine the success of your term! While going through this try to make YOUR 90 DAY PLAN as an MCP for: 1. Leading yourself 2. Leading your team 3. Leading your LCPs
“How leaders manage their transition from one role to the other can make all
the difference between success and failure”
- Michael Watkins
Key Objectives Applying Different Styles of
leadership
Building a Collaborative
team
Managing my MC team and
LCP in Q1
IPM Refresh
From IPM to today
Too many thoughts?
What have you learnt
about yourself?
What kind of a leader/who do you want to be
for your MC team and LCP?
Keep a book/journal with you and pen down your thoughts clearly! Do this practice often of asking yourself what have you learnt about yourself and from this learning who do you want to be as a leader to be the best version of you?
You can share this with your coach/mentor
too!
• Your thoughts, learnings, challenges – this is just the beginning of all of this in your term!!
• What is important is that you are aware of this things ALWAYS so that you’re always learning, adapting and improving as a person and this helps your team get better and better too!
Through this LEAD, we hope you feel more PREPARED to live this leadership journey AND ALSO become open to + start learning to ADAPT
to people and situations around you!
IPM Refresh
At IPM, we spoke about using our strengths to be able to lead ourselves, teams and entities better! This is not a one time thing, once you identify your strengths, you consciously start using them and then keep evaluating how it is going Also work with your team so they are doing this! With your team, create a sheet/place in the office where all of you have put down your strengths! Do this also with your LCPs!!
If you don’t remember the strengths you picked at IPM, go through the
MCP Meeting prep package to understand how to do this
What were the key strengths
you identified at IPM 2014?
How frequently have you been using these strengths? When
did you use them?
LCP
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1. How often have you used your strengths?
2. When did you use them?
3. How can you use your strengths more often and more consciously?
4. How (make this concrete) can you use your strengths to lead your :
• MC TEAM • LCPs
Our strengths make us believe in ourselves, feel confident and achieve more in lesser time!!
However, to be the best leader for your team and entity, it is important to ADAPT your leadership style/personality to your
teams!
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To put myself in the shoes of my team,
Understand people on my
MC team and LCP
Adapt my strengths and
Leadership style to
my teams personality
Understand people on my
MC team And the LCPs
Understand them through the Enneagram Find the enneagram test in the MCP meeting preparation package!
Understand people on my
MC team And the LCPs
Understand them through the Enneagram Find the enneagram test in the MCP meeting preparation package! (or on the next slide)
What to do with the Enneagram?
1. You, your MC team and your LCPs take the Enneagram test
2. The enneagram is an assessment that helps you understand your personality and your teams personality
3. Link to Enneagram test - http://similarminds.com/test.html
4. Once you have taken it read about every personality type (9 types) of the enneagram test here - http://www.9types.com/writeup/enneagram.html
Understand people on my
MC team And the LCPs
Make sure you first read every personality type and understand it before moving forward!!
Once you have done that, map out yourself, your MC team and your LCPs in this format :) (find below)
Name of the person
Role Personality types (top 2)
Key Strength of this type (based on enneagram)
Key Limits (based on
enneagram)
Think about what you observed!
Journal your thoughts!
Different personalities need different leadership, Below is an example of some one whose top 2 types are type 1 and type 2
Type 1: Logical (Strength), Detail oriented (strength), self critical (limit)
Type 2: Serving (Strength), Generous (strength), people pleaser (limit)
How will I do this for so many people and
personality styles and know exactly how to lead each
person???
Don’t panic!! We have a solution ☺
Adapt my strengths and
Leadership style to
my teams personality
The different leadership styles!!
S1: The DIRECTIVE style of leadership
High Directive
Low Support
1. Directing, 2. Giving constant
feedback, 3. Monitoring,
4.Telling someone what to do,
Which Enneagram style will this suit
Eg: Type 7 (The Enthusiast)
S2: The COACHING style of leadership
High Directive
High Support
1. Encouraging 2. Leading through
praise 3. Sharing feedback 4. Explaining with
patience and the right tone
5. Asking the right questions
Which Enneagram style will this suit
Eg: Type 3
(Motivators) and Type 8 (Aggressive)
S3: The SUPPORTING style of leadership
High Support
Low Directive
1. Re-assuring, 2. Collaboration, 3. Encouraging
feedback, 4. Listening
5. Appreciation
Which Enneagram style will this suit
Eg: Type 1 -‐ Perfectionist
S4: The DELEGATING style of leadership
Low Support
Low Directive
1. Trusting 2. Empowering 3. Challenging
Which Enneagram style will this suit
Eg: Combination, Type 5 and Type 1
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Name of the person Role Personality types (top 2)
Key Strength of this type Key Limits
1. Pick 5 people from your MC team or LCPs
2. Map out their personality type and next to that add “what leadership style can you best use to lead them?” 3. Who are the people I can lead best using my strengths? (Identified from strengths finder?)
This will make sure you have committed individuals in a team!!
What we need is Committed Individuals IN A COLLABOTATIVE TEAM
Why is a COLLABOTATIVE TEAM important?
Collaborative AIESEC
Collaborative TEAMS
In the context of the term 14-15, AIESEC needs to be a more collaborative organization, Every leadership team needs to ensure FAST IMPLEMENTATION from a global-regional-national-local level! This kind of COLLABORATION and FAST IMPLEMENTATION in AIESEC requires us to have COLLABORATIVE TEAMS!!
Why is a COLLABOTATIVE TEAM important?
Our current context requires teams to go from forming to performing within the first
Quarter/first few months itself
How can I build a collaborative team in Q1?
Common Definition
of Success
Trust
How can I build a collaborative team in Q1?
While there are many things that can lead to a team being successful, collaborative etc, in the context of 14-‐15 and also in context of QUARTER ONE, it is important to build: Common deGinition of Success:
Trust Both these things seem obvious and simple, however a LOT of teams have less of or lack either or both of these. Both common deGinition of success and Trust can only be built strongly in the Girst quarter!
When we ask people what common def
of success means, they
give different answers
Being a happy team
A good team experience No conLlict
What does common
definition of
Success mean?
1. Common understanding of MoS 2. One CLEAR TEAM Purpose
(Being a Purposeful Team) 3.Defined TEAM LEGACY
Why does this matter in Q1?
Common Definition of
Success
• Team to Team Transition • Planning week
• Individual meetings for every team
member to understand their individual contribution to Team success
• Team to team transition, individual transition, individual meetings and planning are the spaces to make sure your team and you have a common definition of success
• During your first conference/virtual meeting/NPM with LCPs, get them on board as well!
Some things you may over look in ensuring your team has a common defini6on of success!
Building Ownership!
Aligning support functions to common definition of success!
TM BD COMMS OD FIN
Making every individual feel that their contribution MATTERS!
Make a clear connection
Team MoS and Individual
MoS
Individual Learning and Development
Trust
How can I build a collaborative team in Q1?
“N!')+$* #& f#&' #& ')% &p%%/ !f TRUST”
Giving and Receiving Trust
Would you trust this person?
Person #1
I’m really Smart, I have the knowledge and the
skills, but i dont have the attitude.
Person #2
I want to help, I have a good intention, but I
don’t have the knowledge and
skill. Would you trust this person?
It is natural for us or our teams to judge ourselves by what our potential is
However not everyone knows each other so well at
the start of the term (Especially when there are internationals and people coming from different
roles)
This makes it IMPORTANT for YOU at MCP elect AND your team to know how TRUST can be built
and that both character (attitude) and competence (knowledge and results) are important!
Person #1
I’m really Smart, I have the knowledge and the
skills, but i dont have the attitude. Has the COMPETENCE
Not the CHARACTER NO TRUST
Person #2
I want to help, I have good intention, but I
don’t have the knowledge and
skill. Has the Character Not the COMPETENCE NO TRUST
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The Trust Tree Competence Level
Character Level
You can read more about TRUST in the book SPEED of TRUST by STEPHEN COVEY!""This book will really help you a LOT in leading yourself and your team better! "
Some facts about TRUST!
What should I do?
• Make sure you trust yourself and your team trusts you because of your actions and intention
• Doing this will make it easier for your team to practice giving and receiving trust!
What should I do?
• Make sure your whole team knows the trust tree and how you as a team can give and receive trust!!
What should I do?
• Practice regular feedback (appreciative and re-directing with your MC team)
• Use the trust tree to give this structure and to allow your team and you to communicate with each other effectively!
What should I do?
Use the emotional bank account as a practice while you and your team are giving each other feedback, giving and receiving trusts create EMOTIONAL DEPOSITS, Lack of trust creates an emotional WITHDRAWAL!
3 Individual changes I will make to make sure my
team trusts me
1. Pick 3 people you feel you will find it challenging to trust on your team (On a scale of 1-10)
2. Why will it be challenging?
3. What element is this individual missing from the
trust tree??
4. How will you ensure he/she can change this?
COLLABOTATIVE TEAM
COLLABOTATIVE TEAM
A successful Q1 is the combination of
The Right Leadership
Managing to achieve
FAST
Keep it Simple!!
Managing to achieve
FAST
Managing to achieve fast
Team Accountability
Running effective meetings
Why is this important? Team Accountability
What is it? Team Accountability
Individual and Team plan with clear MoS and weekly
priorities
Weekly, monthly and quarterly
evaluation
How can I do this effectively?
Team Success and Overall Plan
done in planning week
Project plans with clear KPIs Aligned
Individual plans
Weekly Priorities
Eg: AI GIP Strategy Project
oGIP Teach&Mrk growth
GIP Supply and Demand
TM/OD driving GIP
Align Project Plan to Individual Plan
Aligned Individual plans
Weekly Priorities
BAM!
Team Success and Overall Plan
done in planning week
Project plans with clear KPIs Aligned
Individual plans
Weekly Priorities
Split into groups by MC team size – 10 minutes
• Key challenges I see in ensuring team and individual accountability • How will I ensure complete accountability? • How can I use my strengths in ensuring team accountability? • What leadership style will work best?
Managing to achieve fast
Team Accountability
Running effective meetings
Energized after a good meeting Drained after a pointless meeting
Effective meeting vs. Bad meeting
How to ensure this feeling always?
Energized after a good meeting
Clear OBJECTIVES
Keep it timely and structured
Clear ACTION steps and FOLLOW UP
Your delivery/facilitation style
• Make a check list under which one of the four points men5oned in the previous slide before a mee5ng
• You can involve other MC members in facilita5on too some5mes
• As a leader, you should be very proac5ve about implemen5ng the follow up steps from a mee5ng
• Involve only the people who are required in a mee5ng and not every one always
• Mee5ngs should not take over the working 5me you and your MC team have!
Clear OBJECTIVES
Keep it timely and structured
Clear ACTION steps and FOLLOW UP
• Running NPM • Running Weekly Team Meetings • Running an effective quarter review
1. Pick any one of the 3 meetings above 2. Based on the 4 points of effective meetings,
how will you run the meeting?
Your delivery/facilitation style
How do we make key decisions?
Common Definition of
Success
• The common defini5on of success should help you and your team, also you and your LCPs make key decisions
• The common defini5on of success is the filter to what you priori5ze, focus on, roles and responsibili5es, investments etc!
COLLABOTATIVE TEAM
Team Accountability
Running effective meetings
What did you learn going through this? What will you do?