S11 Leading Yourself by Ilie Camille

8/13/2019 S11 Leading Yourself by Ilie Camille

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Camelia Ilie

ONLINE

SELFDEVELOPMENT

EXERCISES

SESSION 1

AUGUST 1

MANAGING YOURSELF

SESSION 2

AUGUST 3

MANAGINGOTHERS

SESSION 3

AUGUST 5

MANAGINGCONTEXT

SESSION 4

AUGUST 8

LEARNING

SESSION 5

AUGUST 9

GROUPPRESENTATIONS

SESSION 6

AUGUST 10

1-1

COACHINGSESSIONS

PROGRAM STRUCTURE



Camelia Ilie

CONTENT

InspiringLeadership

Vocation

1. INTRODUCTION

2. COMPETENCY MODEL

3. INTENTIONAL CHANGE THEORY

4. INTRODUCTION TO EXERCISES



Camelia Ilie

A program to improve leadership competencies built on each individual’s ownstrengths.

1. INTRODUCTION

LEADING

YOURSELF LEADING OTHERS LEADING CONTEXT LEARNING



Camelia Ilie

HOW DOES IT WORK

COACHING

MY PERSONALVISION

(IDEAL ME)

TEAMDEVELOPMENT

(ROLEASSESSMENT)

LEADINGCONTEXT

(STYLE

ASSESSMENT)

MY

INDIVIDUALDEVELOPMENT

PLAN

1. INTRODUCTION



Camelia Ilie

1. INTRODUCTION

DEVELOPMENT PLATFORM



Camelia Ilie

BENEFITS

TO IMPROVE SELF-AWARENESS IN ORDER TOBETTER LEAD YOURSELF, OTHERS AND SITUATIONS

1. INTRODUCTION

!each person decides howdeep they want to delve!

!in order to raise their personal andleadership competencies to the highest

level.


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The Intentional Change Process isthe most efficient process fordeveloping leadership competencies.

Receiving and analyzing feedbackis essential to personal development.

Adults learn when there is a realneed and when we understand ourown individual learning process.

1. INTRODUCTION

METHODOLOGY



80% of success is just showing up .

Woody Allen



CONTENT

InspiringLeadership

Vocation

1. INTRODUCTION

2. COMPETENCY MODEL

A. EVOLUTION

B. CLASSIFICATIONS

C. CORPORATE APPLICATON

D. PHASES OF DEVELOPMENT

3. INTENTIONAL CHANGE THEORY

4. INTRODUCTION TO EXERCISES



What is a “competency”?

“Underlying characteristic of an individual or teamthat can be shown to predict effective superiorperformance in a job or situation.”

“A capacity that exists in a person that leads tobehaviors that meet the job demands within the

parameters of the organizational environment.”

1. INTRODUCTION

A. EVOLUTION



2. COMPETENCY MODEL

P A R A D I G M 1

Intelligence

=

Job Performance E V O

L U T I O N

70s: “testing for competence ratherthan intelligence”

80s: 200 successful businessbehaviors. Boyatzis and McBeer.

1982: 26 competencies. McBeer. “TheCompetent Manager”.

90s: Competence management,widespread usage.

SCHOOL 1: EVOLUTION OF COMPETENCE MANAGEMENT

“Intelligence is not synonymous with effectiveness.”

2. COMPETENCY MODELS

A. EVOLUTION



PARADIGM 2: EMOTIONAL INTELLIGENCE EVOLUTION

“There is more than one kind of intelligence.”

2. COMPETENCY MODEL

P A R

A D I G M 2

Intelligence

=

Cognitive Intelligence E V O L U T I O N 9 Types of Intelligence. Howard

Gardner. 1983.

Assessments and psychometric

instruments to evaluate different

kinds of intelligence.


A. EVOLUTION


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Multiple

Intelligences –HowardGardner

Logic-mathematics (Einstein)

Linguistics (Garcia Marquez)

Music (Mozart)

Visual (Foster)

Body kinetics (Isadora Duncan)

Nature (K. Lorenz)

Interpersonal (Mandela)

Intrapersonal (Freud)


A. EVOLUTION



PARADIGM 3: CONTINGENCY THEORY EVOLUTION

“Efficiency requires adaptation.”

2. COMPETENCY MODEL

P A R

A D I G M 3

Good Management

=

Standardized Models

E V O

L U T I O NSituational Management

Situation = Maturity of the person

in their work. Hersey & Blanchard.

Situation = Task + Culture +

Superiors + Subordinates. Reding.

“Effective Management”.


A. EVOLUTION



PARADIGM 4: EMOTIONAL COMPETENCY MODEL

2. COMPETENCY MODEL

Paradigm 4

Resonant leadershipdominates emotional

competencies.2002. Boyatzis & Goleman.

Paradigm 1“Intelligence is notsynonymous with

effectiveness”

Paradigm 2“There are different kind

of intelligence” Paradigm 3

“Efficiency requiresadaptation”




COMPETENCIES MODEL

PERSONAL UNDERSTANDING

Emotional Self - Awareness

PERSONAL MASTERY

Emotional self-control, Flexibility,

Achievement Orientation, Optimism

UNDERSTANDING OF OTHERS

Empathy, Organizational awareness

RELATIONSHIP DEVELOPMENT

Influence, Developing others,

Inspiring leadership, Conflict management,Teamwork

STRATEGIC THINKING

PATTERN RECOGNITION

B. CLASSIFICATIONS


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2. COMPETENCY MODEL

C. APPLICATION IN CORPORATIONS

COMPETENCIES

Evaluation ofpotential

Selection

Career andsuccession

planning

OrganizationDesign

PerformanceEvaluation

Job RoleEvaluation

CompensationPolicy

Training &Development



UnconsciousIncompetence

Does not know that he/she doesn’t know ... +

Awareness

Consciousincompetence

Knows that he/shedoesn’t know ... +

Conscious learning

Consciouscompetence

I know that I know ... +

Repetition

Unconsciouscompetence

Action is second nature

2. COMPETENCY MODEL

D. PHASES OF DEVELOPMENT



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