Under Your Leadership

Beatrice & Sophie

65% or above

Your strengthsYour achievements

75% or above

Overused strengthswhat’s the impact?

Puzzle Game

YELLOW GREEN

RED BLUE

Driver Fear

People involvement Rejection by others

Recognition Loss of approval

Green energy

Strengths Persuading, innovating

Weaknesses Disorganized, poor follow-through

Main motivators New experiences

Irritations Routine, perfectionism

Under stress Sarcastic

Decisions are Spontaneous

Priority Interaction

Likes others to be Simulating

Driver Fear

Security Sudden change

Stability Losing Security

Blue energy

Strengths Listening, supporting

Weaknesses Indecisive, compliant

Main motivators Stability

Irritations Insensitivity, impatience

Under stress Submissive

Decisions are Consultative

Priority Communication

Likes others to be Pleasant

Driver Fear

Accuracy Criticism of performance

Order Lack of standards

Gold Energy

Strengths Accuracy, logic

Weaknesses Critical, unresponsive

Main motivators Being right

Irritations Carelessness, disorganization

Under stress Withdrawn

Decisions are Deliberate

Priority Process

Likes others to be Precise

Driver Fear

Results Loss of control

Control Being taken advantage of

Red Energy

Strengths Leadership, drive

Weaknesses Impatience, insensitive

Main motivators Winning

Irritations Indecision, inefficiency

Under stress Dictatorial

Decisions are Decisive

Priority Results

Likes others to be To the point

Find your teammates in 30 seconds4-5 people in a group and one group should

have more than 3 colors

₩ Please share what is your color energy first₩ Based on description of your color, please share

one experience to your teammates to prove₩ What misunderstanding do you think other

people will have for your color?

10 mins

What LCP need to do every week?

Tracking

Meeting

Coaching

Being Angry

Tracking

Meeting

Each Group will have one assigned color to discuss the scenario below

YELLOW GREEN RED BLUE

Now LCP is in EBM, your LC performance is QQ. You find that your two GCDP LCVPs didn’t execute their

pipeline precisely. And the support function LCVP have no idea of their positioning and

what to do so they are actually on vacation.

Please discuss from two perspectives

₩ Please discuss based on your boss’s color, what reaction may he/she have while he/she know your functions’ reality? What is the better way to explain to him/her?

₩ What weakness does he/she have in EBM, how can you assist him/her to make the meeting smoother?

₩ What results or following action steps he/she will prefer so that you can continue and reach the consensus?

₩ Please discuss based on your assigned color, what strengths and weakness you have while you are tracking and holding the EBM?

₩ What should be prepared in advance to make sure you can solve problems or reach the consensus in EBM?

₩ What reactions/crisis you may have to hinder you from achieving meeting objectives? If it is happened, how should you adjust and improve?

Let’s have the Role Play

₩ Each group will have Total 8 mins 3 mins for playing the horrible situation. 3 mins for playing the ideal situation 2 mins for feedback

₩ Other groups please be the observers Use posit to write down what is good to maintain and what should be improved during their role play.

₩ 1 LCP, 2 GCDP LCVP, 2 support function LCVP

For high Green AIESEC leaders…

• You like excitement and variety in your job and face to face contact with people

• You respond well to crises, enjoy freedom to decide for your self. • You are good at trouble shooting, and are flexible and able to

negotiate

• You may not be paying enough attention to details, routine and long term planning

• Being more specific in praise and work direction• Listening better to people’s needs• Becoming more organized

Development needs

For high Blue AIESEC leaders…

• You work towards and appreciate harmony• The development of others is important to you • You are supportive and encouraging to your staff and recognize the

importance of the way people work to different values and beliefs

Development needs• You’re likely avoid focusing on the results or being purely

objective in managing people• You may tend to avoid resolving conflict situations• Becoming more assertive and direct• Coping better with change• Not carrying the burden of everyone else’s problems

For high Red AIESEC leaders…

• Enjoy challenges and being responsible and getting results • Like to be in charge and be held accountable for your decisions• Enjoy the status gained from a leadership role• You achieve results by personal drive and determination and by

creating a structured environment

Development needs• You could be reluctant to delegate and fear losing control.• You may also be resistant to change • Developing more patience• Toning down your directness and asking more questions• Spending more time with those you direct

• You could find it difficult to deal with team mate’s emotional problems and lots of crisis.

• You probably do not praise your team mates enough • Accepting differences• Talking more often to those you direct• Encouraging others’ creativity

• You like developing new procedures or gathering data• You have ability to analysis, criticize and understand what is

required of you. • You demonstrate competence• Skilled at seeing the need for and designing new systems and

have high standards

For high Gold AIESEC leaders…

Development needs

Q & A

LEADERSHIP STYLES

CONCERN FOR TASKLow

High

Directive Behaviour

Involves: Clearly telling people what to do, how to do it, where to do it and when to do it, and then closely supervising their performance

LEADERSHIP STYLES

CONCERN FOR TASK

CO

NC

ER

N F

OR

PE

OP

LE

Low

High

High

Supportive Behaviour

Involves: Listening to people, providing support and encouragement for their efforts, and then facilitating their involvement in problem-solving and decision making

Maturity of the those you lead

CONCERN FOR TASK

CON

CERN

FO

R PE

OPL

E

Low

High

High

➢ Low Skills

➢ High Will

➢ Few Skills

➢ Low Will

➢ High Skills

➢ High Will

➢ High Skills

➢ Low Will

Required Leadership Style

Directive behaviour

Supp

ortiv

e be

havi

our

Low

High

High

Directing

Coaching

Delegating

Supporting

Categorize your EB team members to the maturity model

Solve the trouble maker first

₩ Choose one of the EB members who you are struggling to lead him/her now

₩ Analyze the following things a. What is her/his color b. What problem exist between you and him/her c. What is his/her maturity status How should you support him/her d. How do you usually lead or communicate with him/her Does it work or not d. If you want to improve the problem, what should you change from

yourselves? List down you action steps