Leadership development

SECTION 8 :LEADERSHIP DEVELOPMENT

SECTION 1 : Competency Development

SECTION 2 : Learning Culture

SECTION 3 : Succession Planning

Section 1 

Competency Development

People follow People

Three levels of leaders:

Senior Executives need to :

see the organisation as a system

understand issues and challenges facing the company

Middle Managers need to:

execute, formulate strategy

link strategy to operations

Front-line Managers need to:

manage performance

focus on efficiency

4

4

Management Skills & Training Needs

5

5

Different styles of managers

6

6

From Technical Expert to Manager

Skills that’s a Manager need :

Delegation

Briefing

Motivation

Communication

Discipline

Recruitment

What the manager need to do :

Do a personal SWOT analysis

Stay away from technical work

Find a mentor

Meet with every team member

Find out what your team expects from you

Learn one skill at a time

7

7

Dysfunctional Leaders

Five signs of a dysfunctional leader:

1.Your desk is a mess

2.You travel without a north star

3.You lead with your moods

4.You’re your parent

5.You stoke fear

•To become a more functional leader :

1.Know your values

2.Get organized

3.What do you want?

4.Be authentic

5. Encourage people

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8

Section 2 

Learning culture

9

9

What is a learning organization?

It balances individual and organizational needs. It allows sharing and collaboration through teamwork.

Allowing people to be innovative, to be free human capital and progress.

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10

HOW?

With the collaboration that allows to have an interconnected working environment

With teamwork, goals and good communication

With dialogue rather than debate so that everyone can get involved

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11

How to Become a Learning Organization?

Confronting fears and replace them with affirmations

Knowing what works or not

Listening without judgment

Learning from mistakes

Fostering relationships and sharing

Collaborating

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12

What values of the learning organization?

Flexibility, Innovation,Inspiration, Creativity, Growth

The work must be fun, enriching and allow to personal improvement.

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13

4 Strengths of learning organization

Learning Leadership

Openness to the environment

Open Culture

Managing change through learning

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14

WARNING OF MISTAKES!

(The most important)

Don’t be fixed on errors

Lack of information sharing

Do not express your disagreement, your opinion to the hierarchy

Lack of credibility of hierarchy

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15

The keys to success

Old people must help the youngest.

Be informed about competition

Be close to customers

Work

Select senior executives

Make no difference

Recognition

Share

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16

To improve your leadership…

(For HR manager)

Be a community

Have the right information

Encourage creativity

Turnover in jobs

Make meetings with sharing of recognitions

Have a good climate in the company

Have external speakers

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17

Learning is not a one-way model

Learning is a sharing of knowledge, a co-creation.

There must be an advantage, a reason.