How Would Management Tasks Change If Leadership Skills Were Integrated?

  • Tasks would engage interests and growth plans for employees, creating ownership and excitement.
  • More purposeful in providing ‘context’ and rationale rather than just duties.
  • Ask for input on processes and systems changes
  • Encourage staff
  • Incorporate work/life balance for staff
  • Ask for and incorporate feedback from employees to supervisors
  • Have employees use Review, Reflect and Deepen
  • Focus on the ‘big picture’, i.e., make decisions to help better employees rather than just getting the work done
  • Manager can focus on higher order work, e.g., setting the example (modeling) for employees
  • More inclusive, engaging and leading to higher level of satisfaction with work
  • Empowering one’s staff through selective delegation, which can lead to their empowerment
  • Encourages staff to engage with their own personal growth and development
  • Connect ‘mundane’ tasks to the VMV
  • Let employees problem-solve themselves for team building
  • Be there as a resource but allow employees to find answers and solutions on their own
  • Managers would be using SMART power rather than just Hard Power
  • Move thought goes into designing conversations which leads to bigger picture outcomes with more meaning
  • Less micromanagement
  • Managers would provide clearer directions and expectations
  • Produce future Leaders to step in and continue the learning/Leadership cycle

How Would Employee Experience Change if Managers used Leadership Skills?

  • Increase employee self-worth
  • Transfer of Leadership skills
  • Employees would be empowered, engaged and more creative
  • Employees would be valued
  • Employee sees what employee needs to be done without being told
  • Employees share their ideas for improvement and fix problems – they are empowered!
  • Employees would have a clear understanding of why they are here, i.e., their purpose
  • Would have a team…a stronger team
  • Higher quality of work with greater appreciation of the work
  • More autonomy to become self-managers and learners
  • Streamlining products, services, processes, etc.
  • Increased satisfaction
  • Better work environment
  • More commitment to the VMV
  • Increase of staff energy
  • Staff feels inspired from finding their passion in their work
  • Staff can identify their own approach to meet the end goals
  • Focus on shared products and better outcomes
  • Get the big picture   

How Do You Be an Engaged, Self-Directed Learner?

  • Think outside the box
  • Seek novel ideas to use tools, practice and follow-up
  • Apply tools to situations you know would be a success
  • Actively use the tools
  • Reach out to people for support who’ve been through this
  • Visual reminders
  • Review materials
  • Adapt the tools (after you learn them)
  • Teach others
  • Set a goal to learn something new every day
  • Make a mistake every day
  • Believe in yourself
  • Have fun learning – laugh a lot
  • Give yourself permission to make mistakes….forgive yourself
  • Understand your learning style and find ways to incorporate that into your self-study
  • Understand the Learning Cycle and how the stages apply to what you are learning