Leadership As Service Reflection Paper
What leadership lessons have you gleaned from this course, how does it relate to your work/life setting, and what practical applications will you be implementing?
The paper should the following elements to it:
Cover page (title, name, etc),
Introduction (1 p.),
Main body of work (4-6 pp.)
Conclusion (1 p.)
You are expected to incorporate the three leadership roadmaps (vision, mission, values) in this paper that we will cover throughout the course. Make sure to elaborate on your key learnings and takeaways from this course.
You may want to include your personal observations on leadership as service and how you thought about this topic or approach to leadership prior to taking the course and how that may or may not have changed during the course.
What surprised you about leadership as service when it comes to this approach to leadership. What challenges do you foresee in becoming a servant leader? Do you think it is an effective way to lead? If so, how? Mention one key learning that you received from your group interactions and online group forums.
What specifically challenged your thinking on servant leadership using Jesus as the model for this approach to leading people and organizations? What are some risk taking decisions you will need to make in order to grow as a servant leader?
How might you use the learning from this course in your own workplace or in your future leadership?
TWU Global
LDRS 300
Leadership as Service
Unit #9.1 –
What is Culture?
Today’s lecture
These last two units move us from the individual servant leadership framework to that of the organization.
We want to examine how organizations think, act, create practices and processes that are sustainable, values-driven and servant infused.
If we desire to lead like Jesus and embrace servant leadership, then we need to understand how organizations grow and nurture a service culture with their people, through practices and policies that reflect the beliefs and values of a customer-focused culture.
What is culture?
“Culture is a set of shared and enduring meanings, values, and beliefs that characterize national, ethnic, and other groups and orient their behavior.”
(Faure and Sjostedt, 1993, as cited in Salacuse)
Image retrieved from http://hoodmemorial.org/sermon-category/serving-others/
What is culture?
“Culture is defined as the socially transmitted behaviour patterns, norms, beliefs, and values of a given community.”
(Salacuse, 1998)
The 3 categories of Culture
Individual Enrichment: A process of individual enrichment as we desire to grow as persons through engaging in diverse reading, art, music, events to expand our thinking and perceptions of ourselves and the world.
Culture as an activity: These are activities pursued by means of the museums, concerts, books, and movies. Becoming more knowledgeable about cultural ideas and practices and their connection to people, places and particular histories by interacting with artifacts and events. Rothman, J. (2014, Dec. 26), The Meaning of Culture .
Culture as a group’s way of life: Culture as a group’s “particular way of life,” as when we talk about French culture, Chinese culture, company culture, or multiculturalism. Families have particular cultures as do communities, religious groups, businesses, organizations, etc.
Picture retrieved from http://bydesignmedia.ca/jesus-hands
Williams, Raymond. ‘Keywords: A Vocabulary of Culture and Society, HarperPress (Feb. 14 2013)
https://www.researchgate.net/figure/The-onion-model-of-culture-Hofstede-Hofstede-2005_fig1_230580214
CULTURE MODEL #1
Professor Geert Hofstede
Professor Geert Hofstede, Dutch researcher, analyst, leadership and culture expert spent a great deal of time studying and writing on the intersection of culture and leadership.
He studied people who worked for IBM, a computer company for over 50 years and in offices across the globe.
He identified 6 layers to understanding a culture that is helpful for us as leaders who want to manage cross-cultural relationships and conflict well.
Values are described as the ‘core of culture’ which as ‘broad tendencies to prefer certain states of affairs over others are acquired early in our lives.
Rituals are considered being ‘collective activities, technically superfluous to reaching desired ends, but which within a culture are considered as socially essential’.
Heroes and Symbols mostly have a far shorter life-cycle (an exception seem being ‘religious heroes’ and related symbols).
Heroes are defined as ‘persons, alive or dead, real or imaginary, who possess characteristics that are highly prized in a culture and serve as models for behaviour.
Symbols are words, gestures or objects which carry a particular meaning only recognized as such by those who share a culture.
Practices are the outwardly visible behaviours, artifacts and observable activities that take uniquely take place in response to the culture’s values, rituals, heroes and symbols.
CULTURE MODEL #2
Source: Beyond Culture (1976) by Edward T. Hall
https://www.spps.org/cms/lib/MN01910242/Centricity/Domain/125/iceberg_model_3
In 1976, an American Anthropologist, Edward T. Hall, developed the iceberg analogy of culture. If the culture of a society was the iceberg, Hall reasoned, then there are some aspects that are visible (above the water) but there is a larger portion hidden beneath the surface.
The external, or conscious, part of culture is what we can see (above the surface) and is the tip of the iceberg and includes behaviours and some beliefs.
The internal, or subconscious, part of culture is below the surface of a society and includes some beliefs and the values and thought patterns that underlie behaviour.
Hall suggests that the only way to learn the internal culture (below the surface) of others is to actively participate in their culture.
When one first enters a new culture, only the most overt behaviours are apparent. As one spends more time in that new culture, the underlying beliefs, values, and thought patterns that dictate that behaviour will be uncovered.
What this model teaches us is that we cannot judge a new culture based only on what we see when we first enter it. We must take the time to get to know individuals from that culture and interact with them. Only by doing so can we uncover the values and beliefs that underlie the behaviour of that society.
FORUM Activity 9.1 – What is Culture?
How might you describe your culture? Given the different perspectives presented in the video, what might be a good practice when it comes to understanding a person from a different culture?
What is
Culture?
Pause & reflect
Group Breakout Rooms
How might you describe your culture?
Given the different perspectives presented in the video, what might be a good practice when it comes to understanding a person from a different culture?
Select 1 person from your group to report back to the Class.
You have 10mins.
What is Organizational Culture?
What is corporate culture?
“Corporate [organizational] culture is the way an organization’s members think, act and understand the world around them.”
(Toister, 2017, p. 8)
What is corporate culture?
“Culture is defined as the socially transmitted behaviour patterns, norms, beliefs, and values of a given community.”
(Salacuse, 1998)
Edgar Schein’s Model of Organizational Culture
A Practical Guide to Edgar Schein’s three levels of organizational culture
In 1976, an American Anthropologist, Edward T. Hall, developed the iceberg analogy of culture. If the culture of a society was the iceberg, Hall reasoned, then there are some aspects that are visible (above the water) but there is a larger portion hidden beneath the surface.
The external, or conscious, part of culture is what we can see (above the surface) and is the tip of the iceberg and includes behaviours and some beliefs.
The internal, or subconscious, part of culture is below the surface of a society and includes some beliefs and the values and thought patterns that underlie behaviour.
Hall suggests that the only way to learn the internal culture (below the surface) of others is to actively participate in their culture.
When one first enters a new culture, only the most overt behaviours are apparent. As one spends more time in that new culture, the underlying beliefs, values, and thought patterns that dictate that behaviour will be uncovered.
What this model teaches us is that we cannot judge a new culture based only on what we see when we first enter it. We must take the time to get to know individuals from that culture and interact with them. Only by doing so can we uncover the values and beliefs that underlie the behaviour of that society.
Edgar Schein’s Model of Organizational Culture
FORUM Activity 9.2 – What is corporate Culture?
Organizational Culture Mapping
Download the Organizational Culture Mapping Template from MOODLE
Read this article – https://www.csp.com/chick-fil-a/#.XcMAhS2941I
2. (video) The 9:55 Experience
3. (video) Service and Hospitality at Chick fil A
Using the Culture Mapping template provided in MOODLE, map out the artifacts, values and assumptions you observe in the Chick-Fil-A Organization.
Complete the Culture Mapping Template and submit by end of class.
TWU Global
LDRS 300
Leadership as Service
Unit #10 –
Service Culture Pt2
Today’s lecture
We examined the ways of knowing and understanding culture using Dr. Hofstede’s onion model and Dr. Hall’s iceberg model.
We then introduced Dr. Schein’s model of organizational culture, examining the three layers that comprise any organization’s artifacts, values and assumptions that create the unique conditions in which people undertake the work they are tasked to do.
We now ask, “What does a service culture in an organization actually look like and how can we make it happen?”
benefits
of a service culture
1. Improved Customer Service
2. Increased Employee Engagement
3. Better Bottom-line Results
www.toistersolutions.com
What is a SERVICE culture?
“A service culture is one where employees are obsessed with customer service.”
Jeff Toister
www.toistersolutions.com
“Service culture is an organizational culture where there is a collective way employees think about providing outstanding service, act to provide it, and understand how and why they do it.”
Jeff Toister
“Our entire culture is centred on doing what is right for our customers.”
John Stumpf, CEO
The organization’s culture is focused on helping people enjoy the outdoors,
and the service experience consistently reflects that.
How to get employees obsessed with customer service?
Clearly define your customer vision.
Drive employee engagement
Align your business around a Customer-Focussed Culture
Customer Focused Vision – samples
Powered by Service
Zappos.com
“We are Ladies and Gentlemen serving
Ladies and Gentlemen”
The Ritz Carlton
To make it easy to do business anywhere
PHILIPS
Let’s make things better
Drive Employee Engagement
How would you describe the Sweetwater difference?
What did Sweetwater Company do to drive employee engagement?
Group Breakout Discussion
How would you describe the Sweetwater difference?
What did Sweetwater Company do to drive employee engagement?
10 Minutes
Customer-Focused Alignment
Southwest Airlines Customer-Focussed Culture
https://careers.southwestair.com/culture
How Do Social Norms Affect Service Culture?
“Culture is often developed as groups of people co-develop social norms. These norms can be altered as new people join the team.”
The Asch Experiment
by Dr. Solomon Asch
how to reinforce your company service culture
Recruiting
New employees represent an opportunity to find people who are passionate about your products or services. Even more important than previous job experience or job-related skills, you want people who will love to do what you want them to do. These employees will serve your customers better, work harder, and are less likely to leave the company than someone who is just working for a paycheck.
Onboarding
The on-boarding process is more than just new employee orientation or that pile of new hire paperwork. On-boarding really refers to the period that begins when the employee accepts the job offer and ends when the employee is fully trained. This is a critical time when the employee decides whether they made a good decision to join your company. This is also when they learn about your customer-focused culture and the behaviours that are expected to go along with it.
Picture retrieved from http://bydesignmedia.ca/jesus-hands
The Employee Engagement Cycle, by Jeff Toister
how to reinforce your company service culture
Development
Companies that spend time hiring right and instilling cultural values in new employees can still lose their way if those values aren’t consistently reinforced. In many cases, the cultural norms taught during the on-boarding period don’t match the reality of the new employee’s day-to-day working environment. One way to avoid this problem is to ensure that all employee development includes a culture component as a way of consistently reminding employees about culture (ie; The Container Store video).
Evaluations
Annual performance evaluations don’t have a lot of fans these days. They are often treated as little more than a stack of annoying paperwork designed to give employees seemingly arbitrary ratings on a set of generic qualities such as “teamwork” or “dependability.” Annual performance reviews can become much more impactful when they are used to reinforce company culture.
Picture retrieved from http://bydesignmedia.ca/jesus-hands
The Employee Engagement Cycle, by Jeff Toister
how to reinforce your company service culture
Exits
We’ve all seen the impact of employees who actively work against the company’s best interests. These employees’ behavior becomes so toxic that it impacts other employees’ performance, and they may even attempt to recruit others to join them in their state of discontent. If left unchecked, toxic employees can lower morale, reduce contact center performance, and cause increased turnover.
The best solution to dealing with toxic employees is to make it clear their behavior won’t be tolerated. Give them the choice of aligning their behavior with cultural expectations or leaving the team. Employees who refuse to be a positive part of your culture should be removed from the team as quickly as legally possible. It’s never an easy step to take, but I’ve observed countless managers who immediately saw improvements in morale and productivity after letting a toxic employee go.
Picture retrieved from http://bydesignmedia.ca/jesus-hands
The Employee Engagement Cycle, by Jeff Toister
The Container Store Employee Engagement Video
For our final class
December 7, 2020
Final Group Project
due Mon Dec 7 by 5:00pm
group presentation in class
submit your presentation in Course Resources and Dropboxes after class
Final Reflection Paper
due Mon Dec 7 by midnight
APA writing style (6-8pgs)
submit your paper in Course Resources and Dropboxes
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LDRS 300 Leadership as Service Unit 1.4 Jesus as our Model of Servant Leadership
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Read Blanchard, Hodges & Hendry (2016) Chapters 2,3 & 4 Review and reflect on the following ideas based on these readings
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Why do we look to jesus as a model of servant leadership? When we study the life and work of Jesus we see a remarkable example of enduring influence (almost 2,000 years and counting). The people Jesus inspired by what he did (and did not do) has shaped our world more profoundly than any other leader. Yes, there are brilliant leaders throughout history that have influenced and created movements of peace, change and resistance. But many of them have also been influenced by the life of Jesus. Throughout the course we will peek into the biblical texts and see where and how Jesus models for us things like inclusion, empathy, sacrifice, boldness and compassion. Our world needs good leadership and we need it now. Who will influence you as you step into the world and bring about change and transformation?
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Let’s talk about the bible Photo by Priscilla Du Preez on Unsplash
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https://bibleproject.com
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Video retrieved from YouTube, The Bible Society, “What is the Bible” 2015 https://www.youtube.com/watch?v=XEjDiMjkVRo
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A little background to the Bible The Bible is composed of 66 individual books penned and recorded by 40 different writers over 1500 years yet it has proven to be consistent, enduring and socially, scientifically and historically reliable. Old Testament- 39 books- before Jesus’ life on earth. New Testament – 27 books- during and after Jesus’ life on earth. Gospel – means “good news” Gospels: Matthew, Mark, Luke and John– All focus on Jesus’ life. style.visibility style.visibility style.visibility style.visibility style.visibility style.visibility style.visibility
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Gospel of Mark – a few considerations When looking at Jesus leadership, we will consider what the Bible has to say about Him. We can look to the gospel of Mark for some excellent insight and examples of what Jesus said, and what Jesus did that demonstrated his servant-infused leadership. Have an open mind in getting to know Jesus. Experiment and take a step of faith as you read and consider how Jesus continues to be an enduring model of servant leadership. In this course you will be assigned 1-2 chapters in the book of Mark each unit. As you read and ponder the ideas, sayings and events, filter them with leaders you know and admire. Ask questions. Look up words. Stay curious. Jesus turned the world upside down with his concept of serving others as a leader – instead of ruling over the people. Follow this link to the online bible website called Bible Gateway. Here you will find many different translations and the ability to read the texts in your own language. Feel free to compare versions, look around website for other tools and helpful articles. https://www.biblegateway.com/version s/
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Why Jesus?
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Video retrieved from YouTube, Lead Like Jesus, “Why Jesus” 2015 https://www.youtube.com/watch?v=hfPfDIslP08
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4 basic beliefs about Leadership & Jesus Leadership happens anytime we influence the thinking, behavior, or development of another person. Jesus is the greatest role model of all time. Servant leadership is the only approach to leadership that Jesus validates for his followers. Effective leadership begins on the inside, with our hearts. Leadership is a process of influence. Anytime you seek to influence the thinking, behavior, or development of people in their personal or professional lives, you are taking on the role of a leader. (Blanchard, Hodges, Hendry, 2016, p. 2)
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Pause and reflect 1. Is there anything you doubt about Jesus being a role model for us today in 2020? 2. Consider other leaders you admire. Do you see any similarities between their leadership and what you know of so far about the life and leadership of Jesus? 3. Who are your role models? Why are they roles models to you? 4. Who would you follow and why? Remember…it’s okay to have doubts, to question and maybe even be a bit skeptical! The best learning happens when we are willing to ask questions and look for answers.
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FOR NEXT Class Read: Lead Like Jesus by Blanchard, Hodges & Hendry (2016) Introduction & Part 1 (Intro & Chapters 1-6, pages xi-38) Jesus on Leadership by C. Gene Wilkes (1998): Introduction & Ch.1 (pp. 1-29) Articles posted in the Moodle Review: Syllabus, Guidelines & Moodle docs Review this week’s ppt lecture
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TWU GLOBAL Ldrs 300 Leadership as Service Unit 3.1 Vision, Mission & Values
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vision
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where are you going? How are you going to get there? WHO WILL YOU BECOME along the way? LEADER…
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https://www.azquotes.com/quotes/topics/sight.html
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A Compelling Vision has Three Components: Purpose Picture of the Future Embedded in Values
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A compelling vision… A vision or view of the future, is an ongoing, evolving, hopeful look into the future that stirs the heart and mind of people who know they will never see its end or limit.
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Definition of Vision The power of seeing, foresight, imagination. Vision is discovered not necessarily created. It is what gets you up in the morning. It’s where you are going.
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Personal vision statement examples “I will live each day as though I had all the power and influence necessary to make it a perfect world. Through listening to and serving others, I will learn new ideas and gain different perspectives. I will strive to gain mastery over life’s challenges through increasing my circle of influence and de-emphasizing those areas of concern over which I have no control. https://www.highlandsco.com/personal-vision-examples/
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Vision –where are you heading? Leading like Jesus involves understanding our calling and having vision for where we are headed in life grounded in values that shape and define us.
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Your vision ought to excite you, get your heart racing and be the thing that you can’t stop thinking about. ©brenda.lee.sasaki
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Need some inspiration? Watch this video by Erica Olsen on how to craft a Vision statement before you begin to write your own. https://www.youtube.com/watch?v=7yBUBmciQBk
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Pause & reflect What kind of vision do you have for your life? Not necessarily what you will do but how will you be most fulfilled and bring together your passions and your giftedness? A vision is the big picture that compels you to get up every morning.
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mission
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What’s your mission? Jesus: You know that among the nations of the world the great ones lord it over the little people and act like tyrants. But that is not the way it will be among you. Whoever would be great among you must serve and minister. Whoever wants to be great among you must be slave of all. Even the Son of Man came not to be served but to be a servant—to offer His life as a ransom for others. Mark 10: 42-45 The Voice Translation
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Mission statements are the pathway… the map that will guide you to your destination Jesus’ vision was to reconcile humans back in relationship with God – a vision of wholeness. And his mission while on earth supported that vision with every interaction he had, every town he visited, every sermon he preached, every meal he ate, every person he touched. Image retrieved from https://overviewbible.com/mark/
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Need some inspiration? Watch this video by Dan Heath on how to create a mission statement that does not suck. https://www.youtube.com/watch?v=LJhG3HZ7b4o
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“My mission in life is not to merely survive, but to thrive and to do so with some passion, some compassion, some humour and some style.” Dr. Maya Angelou Writer, Poet, Activist You can only become truly accomplished at something you love.
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The difference between a vision and mission statement For Example – Amazon Mission : We strive to offer our customers the lowest possible prices, the best available selection, and the utmost convenience. Vision : To be Earth’s most customer-centric company, where customers can find and discover anything they might want to buy online. Why it works: Amazon’s mission is cut-and-dry about what they offer to customers. The vision takes the offerings farther, saying their company will offer “anything” customers want. https://www.clearvoice.com/blog/difference-between-mission-vision-statement-examples/
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The difference between a vision and mission statement For Example – Ted Mission : Spread ideas. Vision : We believe passionately in the power of ideas to change attitudes, lives and, ultimately, the world. Why it works: The TED mission to “spread ideas” is a simple demonstration of how they serve. The vision is all about impact, how spreading ideas invokes change in the world. https://www.clearvoice.com/blog/difference-between-mission-vision-statement-examples/
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Pause & reflect What do you do/ what will you do with the time you have here on earth? Whom do you serve/ whom will you serve? How will you achieve your mission on a daily, monthly or yearly basis? What is it that compels you to study, to learn, to get new skills so that you can make a difference and leave your mark in the world? ©brenda.lee.sasaki
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values
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What are values? “Your values are the things that you believe are important in the way you live and work. They (should) determine your priorities, and, deep down, they’re probably the measures you use to tell if your life is turning out the way you want it to. When the things that you do and the way you behave match your values, life is usually good – you’re satisfied and content. But when these don’t align with your personal values, that’s when things feel… wrong. This can be a real source of unhappiness. This is why making a conscious effort to identify your values is so important.” Retrieved from https://www.mindtools.com/pages/article/newTED_85.htm Values are those things that shape our behaviours. If you want to know what you value look at your calendar and look at your bank account. These will tell you what you spend your time, energy and resources on. We can’t honestly say we value friendships if don’t spend the time cultivate and nurturing those relationships. We can’t say that we value justice if we do nothing to work towards the elimination of injustice. Values are not what we hope to be, they tell us who we truly are.
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What are your values? https://www.youtube.com/watch?v=Kz__qGJmTMY&feature=emb_logo Watch this video
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Pause & reflect What is truly important to you? Name 5 things. How do you think your values show up in your life right now? What do you want people to see when they look at your life – will they be able to know what values you life by? What needs to change in your life for your actions to be aligned with what you say you value? ©brenda.lee.sasaki
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The following slides have examples of core values for both individuals and organizations Retrieved from https://www.virgin.com/virgin-management-limited/careers/OurPurposeandValues
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Retrieved from http://www.pwwellservices.com/core-values/ https://michaelhyatt.com/making-vision-stick/ Retrieved from https://citoolkit.com/other-categories/self-development/hand-of-values/
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Putting it all together… vision, Mission & Values Examples Retrieved from https://ecp.engineering.utoronto.ca/about-ecp/our-vision-mission-values/
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PUTTING IT ALL TOGETHER… VISION, MISSION & VALUES EXAMPLES Retrieved from https://www.traveltek.com/about-us/mission-vision-values/ Retrieved from https://www.unitedseminary.edu/about-us/mission-vision-and-values/
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“Values can’t just be words on a page, to be effective, they must shape action.” Jeffrey Immelt “When your values are clear to you, making decisions becomes easier.” Roy Disney
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Pause & reflect Our values tell us what is important in our life. They are the guiding principles that help us make decisions, that tell us how to evaluate our successes and the things we say yes or no to. Our values are a like a compass, they point us in the right direction, guide our decisions, shape our pathways. Where is your compass pointing?
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PUTTING IT ALL TOGETHER…VISION, MISSION, VALUES & GOALS Retrieved from https://www.youtube.com/watch?v=f5L8dNw5PF0
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LDRS 300 Leadership as Service Unit 1.2 Spheres of Influence
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Read Blanchard, Hodges & Hendry (2016) Introduction Chapter 1 Chapter 5 Review and reflect on the following ideas based on these readings
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Leadership is a process of influence. Anytime you seek to influence the thinking, behavior, or development of people in their personal or professional lives, you are taking on the role of a leader.
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Influence #1: LEADING ONESELF OUTCOME = PERSPECTIVE SELF: Whose am I? (who do I belong to) If I follow Jesus then I belong to God and in turn to God to ultimately lead and direct my life. If not Jesus, then who is the ultimate authority in your life? Who am I? My identity My life purpose Where do I find these things? Where does my identity come from? For we are his workmanship, created in Christ Jesus for good works, which God prepared beforehand, that we should walk in them. (ESV) Ephesians 2:10
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PAUSE & REFLECT How would you answer the following questions? 1. Who am I? 2. Based on who I am, what is my life purpose? Do I know my life purpose or have I thought about it? How does my purpose connect to influencing myself or others?
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Influence #2: LEADING ANOTHER OUTCOME = TRUST Trust is built when we are committed to serve and support one another. And trust grows when we engage in trust-worthy behaviors (keeping promises, following through, being available, encouraging each other). Love is the key to build trust, maintain trust and repair trust. But when he saw the wind, he was afraid, and beginning to sink he cried out, “Lord, save me.” Jesus immediately reached out his hand and took hold of him, saying to him, “O you of little faith, why did you doubt?”. (ESV) Matthew 14:30-31
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Pause & reflect Think of a time you lost trust in someone who was leading you. …How did it feel? …Did you forgive that person? Why or why not? …How did it affect you moving forward?
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Influence #3: LEADING OTHERS OUTCOME = COMMUNITY Jesus created a community by empowering his followers to serve and then trusting them to do that. Servant leaders harness the wisdom of everyone to carry on the mission. Honoring diversity. Honoring teamwork. ” You call me Teacher and Lord, and you are right, for so I am. If I then, your Lord and Teacher, have washed your feet, you also ought to wash one another’s feet.” (ESV) John 13:13-14
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PAUSE & REFLECT How do you think the people you interact with at home, work or school would describe your leadership in the following situations: In a time of crisis? In a time of failure? In a time of success? How would their response inform you about the influence you demonstrate? Would it be encouraging? Would it be challenging?
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Influence #4: LEADING ORGANIZATIONS OUTCOME = CULTURE By valuing both relationships and results, Jesus created a culture for an effective organization, the church, to be birthed and carry out his mission of love and hope. Followers of Jesus and the church have for over 2000 years been influencing culture around the globe. Servant led organizations cultivate unique cultures that foster trust, creativity, work-life balance and harmony. ” And Jesus came and said to them, “All authority in heaven and on earth has been given to me. Go therefore and make disciples of all nations, baptizing them in the name of the Father and of the Son and of the Holy Spirit. (ESV) Matthew 28:18-19
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PAUSE & REFLECT When you consider leaders who have significantly impacted cultures (personal cultures, family cultures, organizational cultures, social cultures), who comes to mind? Write their names down. Now think about what they specifically DID that influenced that group, organization or community? Write down what they did to impact culture.
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Key- Takeaways: Leadership can be understood in two ways: leading oneself and leading others PAUSE & REFLECT Think of 2 situations in which you currently act in a leadership role: one as an organizational leader and one in a life role leadership situation. In what ways are these leadership roles different from each other? In what ways are they alike? When is it hard to lead yourself? When is it hard to lead others? Do you consider yourself a leader? Why or why not?
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TWU Global LDRS 300 Leadership as Service Unit #5
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Today’s lecture We will learn about what a leader puts their hands to – the things that they do. Knowing that they are consistently cultivating their inner life, ‘being’ habits, in order to serve and give from that place of a secure identity and abundance. Servant leaders do things that equip and encourage others, giving them tools, resources and empowering them to be all that they can be as they too serve the vision and mission of their life’s calling. We will learn about performance coaching. We will discuss the 4 stages of learning as well as looking at the 8 similarities between a good carpenter and a good leader.
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The hands of a servant leader: what did Jesus actually do? Photo by Jon Tyson on Unsplash
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The Hands of a Great Leader “Through His hands – His effectiveness as a Servant Leader – Jesus was able to communicate to His disciples what was in His heart and His head about Servant Leadership.” (Blanchard, Hodges & Hendry 2016, p. 167) Image retrieved from http://hoodmemorial.org/sermon-category/serving-others/
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The Hands of a Great Leader Jesus’ hands at work: Healed the sick Cleansed the lepers Fed hungry Overturned the tables of the money changers Washed the feet of his disciples Hung from a cross to save sinful human beings. Picture retrieved from http://bydesignmedia.ca/jesus-hands
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The Hands of a Great Leader With his hands, Jesus… reassured the doubting restored the fallen beckoned the already occupied to a higher calling and a special personal relationship with him.
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The Hands of a Great Leader As varied as the work of Jesus’ hands was, it was always motivated by the same purpose… To point people to the holy and loving God To help them recognize their sin And to encourage them to name Jesus as their Savior and Lord, to know His love, His forgiveness and eternal life.
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Jesus and the tax collector https://www.youtube.com/watch?v=kLCSVjHKQjk
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The hands of a servant leader: performance coaching Photo by Priscilla Du Preez on Unsplash
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leader as a Performance Coach Performance planning : providing direction and setting goals. Day-to-day coaching : focuses on the servant aspect of servant leadership. That involves helping people win—accomplish their goals– by observing their performance, praising their progress and redirecting their efforts when necessary. Performance evaluation : leaders sit down with people and evaluate their performance over time.
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Ken Blanchard on the leader as a Performance Coach WATCH THIS https://www.youtube.com/watch?v=rT8GiJdEBfQ
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leader as a Performance Coach Let’s use this class as test case for performance coaching: Performance Planning – how do you know what expectations there are in this class? Day to Day coaching – where do you see that happening? Performance Evaluation – how does evaluation happen in this class?
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For example… Day to day coaching in LDRS 300 In class reflections. In class activities with reflections. Questions asked by the professor. Questions asked by fellow students. Adhering to the guidelines posted in the syllabus, moodle updates and assignment guidelines. Paying attention in class, joining on time and not leaving whenever you feel like it. Treating each other with mutual respect and encouragement. Group projects and working together with people you might know very well in order to meet new people and learn to work in teams and groups. Preparing you for success for future classes and future work experiences. Provide feedback as to what you learned, what is confusing or needs further clarification for both student and professor. Keeping each other accountable for deadlines and completion of work.
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For example… Performance evaluation coaching in LDRS 300 Exams and feedback from assignments. One-on-One conversations between professor and student about specific assignments, expectations, grades, etc… Final grades given in a course. Class feedback at end of course for students to provide feedback to the professor.
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Leader as performance coach Coaching is unlocking a person’s potential to maximize their own performance. It’s helping them to learn rather than just teaching them information. READ THIS https://jeroen-de-flander.com/performance-coaching /
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Three core coaching skills
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Powerful coaching conversations https://www.youtube.com/watch?v=-WHKcMBew34
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Pause & reflect Group Breakout Rooms Explain in your own words what the three core coaching skills are and how are they different from other leadership skills? How can questions help us help others in achieving their goals or working through challenges?
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In-class learning lab activity The Coach Approach to Leading Others
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Coach approach to achieving a goal A COACHING DEMONSTRATION WATCH: Watch the following coaching demonstration. Pay attention to body language, questions being asked and answers being given, what questions you might ask and how you might help your staff, friend, co-worker through the coach approach to achieving a goal or working through a challenge. THINK: Look at the list of powerful questions. Which one might you have asked to help the coachee overcome their challenge? WRITE: Follow the prompts and answer the questions in today’s in-class reflection.
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Coaching Demonstration – watch, observe and reflect https://www.youtube.com/watch?v=A1-0AHiBZLY
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Powerful Coaching Questions (examples) What is the aim of this discussion? What would need to happen for you to walk away feeling that this time was well spent? If I could grant you a wish for this session, what would it be? What would you like to happen that is not happening now, or what would you like not to happen that is happening now? What outcome would you like from this session/discussion/interaction? Can we do that in the time we have available? What do you want to achieve long term? What does success look like? How much personal control or influence do you have over your goal? What would be a milestone on the way? When do you want to achieve it by? Is that realistic? Is that positive, challenging, attainable? Will that be of real value to you? How will you measure it? Retrieved from https://jeroen-de-flander.com/grow-coaching-model-questions/
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Powerful Coaching Questions (examples) What would you rather have? What would you like instead? How can you turn that problem into a goal? What can you do to influence this? What will it look like, sound like, feel like… when you have…? If you could have this right now, on a plate, would you take it? What might be the undesirable or negative consequences of achieving this goal? What’s your first step? Next step? Final step? What resources do you need to support you in this? What would you like to differently? What would you like to see? Where do you see yourself? Where would you like to be? How would you like to feel…? What is your desired outcome? What results do you want? What timescale are we looking at? What’s an appropriate deadline? What are the milestones we can track along the way? On a scale of 1 to 10, how compelled are you to do this? Retrieved from https://leadingwithquestions.com/leadership/killer-coaching-questions-to-use-during-staff-development-sessions/
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The work and the way of a carpenter
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The Work & The Way of the Carpenter “Isn’t this the carpenter’s son? Isn’t his mother’s name Mary, and aren’t his brothers James, Joseph, Simon and Judas?” Matthew 13:55
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The Work & The Way of the Carpenter We do not read anything about Jesus from the age of 12 – 30. So what was Jesus up to during that time? He was being prepared for the very big role he would soon undertake. The time of preparation Jesus had as a carpenter, working with his father Joseph was character, habit forming time. Blanchard, Hodges & Hendry(2016) examine the work and the way of a carpenter in relationship to servant leadership and outline 8 key practices that both share.
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The Work & The Way of the Carpenter Similarities between the work of a good carpenter and the work of a good leader. 1. Good Carpenters and good leaders must be able to envision something that does not yet exist and then commit to do what it takes to create it. 2. Good carpenters and good leaders must be good judges of raw material. The raw material are people, therefore, good leaders must be able to assess both the current condition and the future potential of their people.
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The Work & The Way of the Carpenter 3. Good Carpenters and good leaders must consider the cost before the work begins. You must be realistic about the price of success and they themselves must be willing to pay it, in full, before asking others to do the same. 4. Good carpenters and good leaders have a carefully defined plan for producing specific results. A good leaders serves the mission and values of the organization by focusing on the means, materials, efforts and development of people on the achievement of a specific goal.
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The Work & The Way of the Carpenter 5. Good carpenters and good leaders apply accurate measurements and standards of success to their work. Good leaders accept responsibility for setting standards that reflect a balance between producing practical results and building healthy relationships. 6. Good Carpenters and good leaders must be able to master the use of a variety of tools and know when and how to apply them to get the best results. You must have a teachable spirit and attitude.
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The Work & The Way of the Carpenter 7. Good Carpenters and good leaders must be willing to be both lifelong learners and lifelong teachers. 8. Good carpenters and good leaders know when their work is completed You know when to pass on the torch.
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The Work & The Way of the Carpenter Jesus spent most of His time with those who would comprise the next set of leaders in the movement he inspired. The Bible tells how Jesus walked with them, ate meals with them and got to know their strengths and their weaknesses and their individual personalities.
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The Work & The Way of the Carpenter “People are not born good carpenters or good leaders, they need someone to teach, mentor, coach and help them grow and develop. Jesus himself learned carpentry skills from His earthly father, and He learned to be a master Carpenter from his Heavenly father. He also learned leadership skills He would need to develop his disciples — not to help them become good carpenters, but to help them become fishers of men” (Blanchard, Hodges and Hendry, 2016, p. 177)
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Jesus and peter… The relationship between Jesus and Peter was shaky at first. But through experiencing 3 years of mentorship, friendship, hardship, Peter became one of the most devoted, most effective students of Jesus. He ended up impacting the world in unimaginable ways. But it took time, patience, failure, trust and ultimately faith to get Peter to the place where he was truly a servant-led world changer. https://www.youtube.com/watch?v=Hws8QxWmRLc
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4 stages of learning
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4 stages of learning Novice: someone just starting out. Apprentice: someone in training. Journeyman: someone capable of working independently. Master: someone highly skilled and able to teach others.
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4 Stages of Learning – Novice What are the needs of a novice ? Need basic information on what to do and how to do it, when to do it, where to do it. Need a leader who welcomes them.
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4 Stages of Learning – Apprentice What are the needs of an apprentice ? They have not mastered all the information and skills they need in order to work independently. Need a coach to set goals, provide learning opportunities Make sure they don’t become overwhelmed.
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4 Stages of Learning – Journeyman What are the needs of a Journeyman ? A journeyman may periodically become cautious, lose confidence, or have a diminished sense of enthusiasm for their job. If ignored, the journeyman quietly drift into apathy or retreat from taking risks due to a sense of lost competence.
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4 Stages of Learning – master/ teacher What are the needs of a Master/Teacher? Need to be given the opportunity and challenge to pass on what they know to the next generation of learners– and they need your blessings.
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{4C3C2611-4C71-4FC5-86AE-919BDF0F9419} Learning Stages Leaders Provide Situational leadership Novice Instruction : basic information; what how where, when, why S1-DIRECTING Apprentice Development: Instruction, practice and evaluation S2-COACHING Journeyman Mentoring : Assignment and encouragement S3-SUPPORTING Master Commissioning : Affirmation and autonomy S4-DELEGATING
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{4C3C2611-4C71-4FC5-86AE-919BDF0F9419} D1 Enthusiastic Beginner Low Competence High Commitment D2 Disillusioned Learner Low to Some Competence Low Commitment D3 Capable, but Cautious, Performer Moderate to High Competence Variable Commitment D4 Self-Reliant Achiever High Competence High Commitment S1-DIRECTING • Defining •Planning/prioritizing • Orienting • Teaching/showing and telling how •Checking/monitoring • Giving feedback S2-COACHING • Appreciating • Exploring/asking • Explaining/ clarifying • Redirecting • Sharing feedback • Encouraging • Praising S3-SUPPORTING •Asking/listening • Reassuring • Facilitating self-reliant problem solving • Collaborating • Encouraging feedback S4-DELEGATING Allowing/trusting • Confirming • Empowering • Affirming • Acknowledging • Challenging style.visibility ppt_x ppt_y style.visibility ppt_x ppt_y style.visibility ppt_x ppt_y style.visibility ppt_x ppt_y style.visibility ppt_x ppt_y style.visibility ppt_x ppt_y style.visibility ppt_x ppt_y style.visibility ppt_x ppt_y style.visibility ppt_x ppt_y
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For next class CHECK THE MOODLE! Read: Lead like Jesus (Blanchard, Hodges, & Hendry) Part 5: The Hands of a Great Leader, pp. 165-208. Jesus on Leadership (Wilkes), Principle #6 (pp. 177-205) Graded Assessment: Servant Leadership Portfolio #2 due today Unit #5 – Reflection Paper – Hands of a Leader (Due June 25)
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0 13594 WPS 演示 399 44 0 0 0 false 已用的字体 13 主题 1 幻灯片标题 44 Arial 宋体 Wingdings Tw Cen MT Tw Cen MT Condensed Calibri -apple-system Segoe Print Arial 微软雅黑 Arial Unicode MS Wingdings SignPainter-HouseScript Integral TWU Global LDRS 300 Leadership as Service Today’s lecture The hands of a servant leader: what did Jesus actually do? The Hands of a Great Leader The Hands of a Great Leader The Hands of a Great Leader The Hands of a Great Leader Jesus and the tax collector The hands of a servant leader: performance coaching leader as a Performance Coach the leader as a Performance Coach leader as a Performance Coach For example… Day to day coaching in LDRS 300 For example… Performance evaluation coaching in LDRS 300 Leader as performance coach Three core coaching skills Powerful coaching conversations Group Breakout Rooms In-class learning lab activity Coach approach to achieving a goal A COACHING DEMONSTRATION watch, observe and reflect Powerful Coaching Questions (examples) Powerful Coaching Questions (examples) The work and the way of a carpenter The Work & The Way of the Carpenter The Work & The Way of the Carpenter The Work & The Way of the Carpenter The Work & The Way of the Carpenter The Work & The Way of the Carpenter The Work & The Way of the Carpenter The Work & The Way of the Carpenter The Work & The Way of the Carpenter Jesus and peter… PowerPoint 演示文稿 4 stages of learning 4 Stages of Learning – Novice 4 Stages of Learning – Apprentice 4 Stages of Learning – Journeyman 4 Stages of Learning – master/ teacher PowerPoint 演示文稿 PowerPoint 演示文稿 PowerPoint 演示文稿 PowerPoint 演示文稿 For next class false false false 14.0000
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