High Performing Leadership

High Performing
Leadership
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Contents
1. Six Trait of Effective Leaders
2. Managerial Grid of Leaders
3. Contingency Model of Leadership
4. Elements of High Performing Leaders
• Leader as Vision Creator
• Leader as Team Builder
• Leader as Task Allocator
• Leader as People Developer
• Leader as Motivation Stimulator
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Six Key Traits of
Effective Leaders
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What is Leadership ?
A leader articulates and embodies a vision and

goals, and enables others to share and achieve
them
Leadership is a state of mind….leadership is

about vision, spirit, and character; getting
diverse individuals to work together as a team
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Six Traits of Leaders
Drive Desire to Integrity

Lead
Self- Intelligence Job-relevant

Confidence Knowledge
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Leaders exhibit a high effort level. They
Drive have a relatively high desire for
achievement, have a lot of energy, show
initiative, and they’re persistent in their
activities
Leaders have a strong desire to influence

Desire to and lead others, they demonstrate the
Lead willingness to take responsibility
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Leaders build trusting relationship between
Integrity themselves and followers by being truthful
and by showing consistency between word
and deed
Followers look to leaders for an absence of

Self- self-doubt. Leaders, therefore, need to
Confidence show self-confidence in order to convince
followers of the rightness of goals and
decisions
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Leaders need to be intelligent enough to
Intelligence gather, synthesize, and interpret large
amounts of information; and to be able
create visions, solve problem, and make
correct decisions
Effective leaders have a high degree of

Job-
knowledge about the company, industry,
Relevant
and technical matters. In-depth knowledge
Knowledge
allows leaders to make well-informed
decisions and to understand the
implications of those decisions.
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Managerial Grid of Leaders
9 1.9.Country
1.9. CountryClub
Club 9.9.Team
9.9. Team
Management
Management Management
Management
Concern 5.5.Middle
5.5. Middleof
ofthe
the
for 5 RoadManagement
Road Management
People
1.1.Impoverished
Impoverished 9.1.Task
9.1. Task
1.1.
Management Management
Management
Management
1
1 5 9
Concern for Tasks
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1.9. Country Club Theleaders

The leadersfocuses
focuseson
onbeing
beingsupportive
supportive
Management
andconsiderate
and considerateof
ofemployee
employeeto tothe
the
exclusionof
exclusion ofconcern
concernfor
fortask
taskefficiency
efficiency
9.1. Task Theleaders

The leadersconcentrates
concentrateson ontask
task
Management efficiencybut
butshows
showslittle
littleconcern
concernfor
forthe
the
efficiency
developmentand
development andmorale
moraleof ofemployee
employee
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9.9. Team Theleader

The leaderfacilitates
facilitatestask
taskefficiency
efficiencyand
and
Management
highmorale
high moraleby
bycoordinating
coordinatingandand
integratingwork-related
integrating work-relatedactivities
activities
1.1. Impoverished Theleaders

The leadersexerts
exertsminimum
minimumof
ofeffort
effortto
to
Management accomplishthe
thework
work
accomplish
Contingency Model of Leadership
Environmental
EnvironmentalContingency
ContingencyFactor
Factor
•• Task
TaskStructure
Structure
•• Formal
FormalAuthority
AuthoritySystem
System
•• Work
WorkGroup
Group
Leader Behavior
• Directive
Outcomes
• Supportive
• Performance
• Participative
• Satisfaction
• Achievement
Oriented
Employee
EmployeeContingency
ContingencyFactor
Factor
•• Locus
Locusof
ofControl
Control
•• Experience
Experience
•• Perceived
PerceivedAbility
Ability
• Lead to greater satisfaction when tasks are
ambiguous and stressful than when they’re
highly structured and well laid out
• Will lead to higher employee satisfaction
Directive when there’s substantive conflict within
Leaders work group
• Will satisfy employees with an external
locus of control
• Are likely to be perceived as redundant
among employees with high perceived
ability or with considerable experience
• Creates high employee performance and
Supportive satisfaction when employees are
Leaders performing structured tasks
• Are needed when the formal authority
relationships are clear and bureaucratic
Participative • Will satisfy employees with internal locus of

Leaders control (those who believe they can control
their own destiny)
Achievement • Will increase employees’ expectancies that

Oriented effort will lead to high performance when
Leaders tasks are ambiguously structured
Elements of High Performing Leadership
High Performing
Leader as Leadership Leader as Team
Vision Creator Builder
Leader as Leader as Leader as

Tasks Allocator People Developer Motivation
Stimulator
Leader as
Vision Creator
Leader as Vision Creator
Monitoring
Creating Setting Developing Action
Vision Goals Action Plan Plan
Execution
"What is our vision for the team/organization

Creating
— where should the team be headed, what
Vision
kind of team/organization do we want to
become?"
Analysis of external
opportunities and
threats
Analysis of internal
capabilities and areas
for improvement
• The purpose of setting goals is to

Setting convert managerial statements of
Goals team vision into specific performance
targets — results and outcomes the
team wants to achieve.
• Setting objectives and then
measuring whether they are
achieved or not help managers track
an team's progress.
Four Characteristics of Goal Setting
• Increasing your employees' goal difficulty
Goal increases their challenges and enhances the
Difficulty amount of effort expended to achieve them
• The more difficult goals lead to increased
performance if they seem feasible
• When given specific goals, employees tend to

Goal
perform higher
Specifity • Telling them to do their best or giving no
guidance increases ambiguity about what is
expected
Four Characteristics of Goal Setting
• Providing feedback enhances the effects of
Feedback goal setting
• Performance feedback keeps their behavior
directed on the right target and encourages
them to work harder to achieve the goal
• Employees who participate in the process,

Participation
in Goal generally set higher goals than if the goals
Setting were set for them
• It also affects their belief that the goals are
obtainable and increases their motivation to
achieve them
• Action plan are the means for accomplishing

objectives
Developing
Action Plan • Action plan must be concrete, measurable
events that must occur
• Plan also establishes a priority for the tasks
• Since many tasks must be accomplished
before another can begin, establishing
priorities helps your team to determine the
order in which the tasks must be
accomplished and by what date.
• The final step is to follow up, measure, and

Monitoring check to see if the team is doing what is
Action Plan required.
Execution • This kind of leader involvement validates that
the stated priorities are worthy of action.
• For the leader it demonstrates her
commitment to see the matter through to a
successful conclusion.
Leader as
Team Builder
Leader as Team Builder
Effective Leaders Great Team

develop and
nurture……
• Clear Goals • Team identity and

spirit
• Clear measures of
performance • Sense of fun and
enjoyment
• Clear job roles
• Open and honest
communication
Task
Task People
People
Cultivateaacohesive
Cultivate cohesiveteam
team
Promoteteam
Promote teamproblem
problemsolving
solving
Leader as Beloyal
Be loyalto
toyour
yourmembers
members
Team Builder
Helpyour
Help yourmembers
membersto tomanage
manageandand
learnfrom
learn fromtheir
theirchallenges
challenges
Careabout
Care aboutyour
yourmembers
members
Cultivateaa
Cultivate • Know when to step in and when to
cohesiveteam
cohesive team
stay out of team conflicts.
• Plan occasional team events that
let people get together without the
pressures of work.
Promoteteam
Promote team • Be accessible for consultation with
problem
problem your employees if problems arise,
solving
solving
but don't micromanage.
• Establish a guideline that whenever

employees bring you a problem,
they are expected to also bring you
at least one possible solution.
Beloyal
Be loyalto
toyour
your • Be the voice of your team at the
teammember
team member
management table.
• Share the credit with your team for

its achievements and ensure that
those above you know about its
successes.
• Don't publicly point a finger when

something goes wrong.
Helpyour
Help your • Find out what gets in the way of
membersto
members to
their doing their best.
manageand
manage and
learnfrom
learn fromtheir
their • Delegate, but don't abdicate.
challenges
challenges
Careabout
Care aboutyour
your • Make small talk with your
members
members employees when the opportunity
presents itself.
• Greet employees by name when

you make first contact each day.
• Be a positive, encouraging force.
Leader as
Tasks Allocator
Leader as Tasks Allocator
Leaders get things done through people……..
Tasks
Result
Leaders
People
Effective leaders, therefore, need to understand the value of

allocating tasks or delegating and know how to do it
• The assignment of authority to

Delegation
another person to carry out specific
activities.
• It allows a employee to make

decisions – that is, it’s a shift of
decision making authority from one
organizational level to another lower
one.
• Recurring and routine tasks

What to
• Tasks that would increase or
delegate
develop an employee’s skills or
knowledge
• Occasional duties or tasks
• Tasks I do that are in someone’s

area of expertise or interest
• A person who is already able and

Who to willing to take on responsibility for
delegate doing a task
to
• A person who wants to learn the
task in order to develop or extend
their skills
• A person who wants to make their

job more interesting and challenging
Steps to Delegate Effectively
Specify the
Clarify the
Employee’s
Assignment
Range of
Discretion
Inform Monitor
Allow the
Others that Results
Employee to
Delegation
Participate
has Occurred
• It’s your responsibility to provide clear

Clarify the
Assignment
information on what is being
delegated, the results you expect, and
any time or performance expectations
you hold.
• Every act of delegation comes with

Specify the
employee’s constrains.
Range of
• You need to specify what those
Discretion
parameters are so that employees
know, in no uncertain terms, the range
of their discretion.
• One of the best way to decide how

Allow the
employee to much authority will be necessary to
Participate accomplish a task is to allow the
employee to participate in that
decision.
Inform • You need to inform the employee’s

Others that colleagues, other supervisors, or
Delegation
senior managers, that you have
has Occurred
delegated a particular task or duty to
someone else.
• Let them know, too, that you have

complete confidence in the
employee’s ability to succeed in the
task.
Monitor • Monitoring allows you to make any

Results necessary adjustments to the way the
task is being done.
Leader as
People Developer
Leader as People Developer
Leadership is about developing

leaders, not followers
Leadership is about creating a legacy,

one that will propel the organization to
new levels of success even when the
leader has moved on
Leader
Employee
Development and
Learning Plan
Employee
• An Employee Development and

Employee
Development Learning Plan is a formal contract
and Learning between a leader and an employee
Plan that identifies specific development
activities that link the employee's
interests and skills to organizational
needs.
• The plan is the outcome of one or
Employee more discussion sessions that
Development
address:
and Learning
Plan • the employee's and manager's
perspective on the employee's
effectiveness in her current role
• mutual suggestions for increasing
impact in the current role
• Things to consider in designing
Employee
Development Plan :
Development
and Learning • Identify the core competencies for
Plan
every level of employee in the
organization.
• Understands that each person learns

differently and that employees need to
have tailored learning plans that suit
their learning styles.
Employees benefit because they can :

Employee
Development • reflect on and communicate their own
and Learning interests, skills, and achievements to their
Plan managers
• volunteer for participation in satisfying
assignments, special projects, and learning
activities
• relate personal goals to the bigger picture of
the organization's long-term business plan
• seek feedback about specific development
needs and interests
Managers benefit because they can:

Employee
Development • share the responsibility for developmental
and Learning planning with employees rather than
Plan assuming full responsibility
• get a clearer picture of employees' interests
and goals and relate those interests to new
tasks and assignments
• energize and retain employees by providing
new challenges in their current roles as well
as preparing them for other roles
Leader as
Motivation Stimulator
Leader as Motivation Stimulator
Leaders establish the vision for the future and set

the strategy for getting there; they motivate and
inspire others to go in the right direction
Motivation = the willingness to exert high level

of effort to reach organizational goals
Collaboration
Three C’s of
Content
Motivation
Choice
People feel more motivated to work hard
Collaboration when they’re inspired to cooperate, when
they have an opportunity to help one another
succeed

Content when they understand how their work add
value to the organization

Choice when they feel empowered to make decisions
about their work
Inspire by Example
Leader as
Motivation
Stimulator
Create and
communicate a clear
vision of the goals
• Be clear and enthusiastic about your own

Inspire by life purpose and goals.
Example
• The most inspiring leaders are
themselves inspired and excited about
the purpose of their lives or their
missions.
• Sharing your excitement is often a

catalyst for others to join in the pursuit of
that mission or to find their own, equally
inspiring purposes.
• Share stories from your own experience.

Inspire by
• People who capture the hearts of others
Example
and leave them feeling uplifted often do
so by sharing stories about their own
struggles, mistakes, and life lessons.
• Be willing to share the human, fallible

side of your life experience rather than
trying to maintain the image of a perfect
leader who never has doubts or
struggles.
• Focus on the dreams and goals of

Inspire by others.
Example
• Get to know your employees and other
people with whom you regularly interact.
Find out what they want to achieve.
Create and • Ensure that you are clear about the goals
communicate that have been assigned to your team by
a clear vision management above you. Communicate
of the goals these goals to your people and listen
carefully to their feedback.
• Have the team develop plans for achieving

these goals. Ensure that everyone has an
opportunity to participate and contribute to
the plan, which will encourage buy-in by all
members.
Create and • Help others to bring out the best in

communicate themselves. Identify the unique talents
a clear vision
and abilities of your employees and
of the goals
ensure that they understand how they
can contribute to the overall plan and
vision.
• Keep the vision front and center. When

things seem to be going off track and
people are losing their focus, remind
the team of what they are working
toward.
Recommended Further Readings:
1. Stephen Robbins and Mary Coultar, Management, Prentice Hall

International
2. Bryn Hughes, The Leader's Tool Kit: Hundreds of Tips and

Techniques for Developing the Skills You Need, Kingsway
Communications
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High Performing

If you find this presentation useful, please consider telling

A leader articulates and embodies a vision and

Leadership is a state of mind….leadership is

Drive Desire to Integrity

Self- Intelligence Job-relevant

Leaders have a strong desire to influence

Followers look to leaders for an absence of

Effective leaders have a high degree of

1.9. Country Club Theleaders

9.1. Task Theleaders

9.9. Team Theleader

1.1. Impoverished Theleaders

Participative • Will satisfy employees with internal locus of

Achievement • Will increase employees’ expectancies that

Leader as Leader as Leader as

"What is our vision for the team/organization

• The purpose of setting goals is to

• When given specific goals, employees tend to

• Employees who participate in the process,

• Action plan are the means for accomplishing

• The final step is to follow up, measure, and

Effective Leaders Great Team

• Clear Goals • Team identity and

• Establish a guideline that whenever

• Share the credit with your team for

• Don't publicly point a finger when

• Greet employees by name when

• Be a positive, encouraging force.

Effective leaders, therefore, need to understand the value of

• The assignment of authority to

• It allows a employee to make

• Recurring and routine tasks

• Occasional duties or tasks

• Tasks I do that are in someone’s

• A person who is already able and

• A person who wants to make their

• It’s your responsibility to provide clear

• Every act of delegation comes with

• One of the best way to decide how

Inform • You need to inform the employee’s

• Let them know, too, that you have

Monitor • Monitoring allows you to make any

Leadership is about developing

Leadership is about creating a legacy,

• An Employee Development and

• Understands that each person learns

Employees benefit because they can :

Managers benefit because they can:

Leaders establish the vision for the future and set

Motivation = the willingness to exert high level

People feel more motivated to work hard

People feel more motivated to work hard

• Be clear and enthusiastic about your own

• Sharing your excitement is often a

• Share stories from your own experience.

• Be willing to share the human, fallible

• Focus on the dreams and goals of

• Have the team develop plans for achieving