eq summit march 20 2015-breakout session-leaders as trust builders
TRANSCRIPT
EQ Summit March 20 2015
Leaders as a trust builders
‘Developing emotionally intelligent and inclusive leaders
for business success’
Conor Moss (SHU), Paula Chilton (IMI) and Vincent
Traynor (SHU)
#eqsummit
What we'll cover
• The impact of leadership development on
personal and organisational performance.
• The role of reflection, narrative and artefacts in
developing self.
• 4 ways to build trust as a leader.
• Evaluating the impact of leadership development
programmes using a robust methodology.
SBS Leadership Development Model
Evaluation Methodology
Data collection methods
• There were four methods of data
collection that were employed
throughout the programme to
assess its impact. These were:
– pre and post leadership skills
audit questionnaire (April 2014
and Dec 2015)
– workshop and post programme
feedback questionnaires
– pre and post ECR360 report (April
2014 and January 2015)
– interviews undertaken with 7
programme participants (Feb
2015)
5.
4. Impact-changes in
impact outcomes
3. Application & Implementation-
changes in behaviour
2. Learning-Changes in knowledge, skills and attributes
1. Engagement-indicator of likely changes to behaviour
ROI- Cost V Benefit
Source: abdi Evaluation Methodology- http://www.abdi.eu.com/evalution/
Praxis (noun)- Translating a theory or idea into practice
• Coaching skills for
leaders
• Models and tools for
team development
• The importance of trust
in teams
• Visualisation and
mapping of team
dynamics
• Co-coaching
• Leadership manifesto
Personal Leadership
Manifesto
• A final ‘output’ to commit
the leaders to:
– Identify areas of strength
and development
(vulnerability)
– Share their core values?
– Highlight what others can
expect from them and what
they expect from others.
– Share something personal
about themselves.
The power of narrative, metaphors and
artefacts in building team trust
Leader on the power of the Leadership Manifesto
"So I really found the leadership manifesto really good......sharing more about myself
outside of work with the team but also sharing my expectations of them; because I think
that helped to understand why I approach some things the way that I have done.”
Telling stories through pictures
“I really love it [laughs]. Just to say I have this picture actually, the scan that I have been
sent, is the background of my phone and every time I see somebody and I have a bit of
time, like when we are flying together, sometimes people ask to me, by the way, what’s
this picture? ........... And I go into the details…there’s also a lot of things that you can
bring through these pictures about, yeah, basically what the kind of things I can offer to
people in my team and to the other individual and what I am expecting as well.
Artefacts as a conversation starter
“That was really good [leadership manifesto] and I'm using that. I have it here in my
office…So everybody is, who comes into my office and maybe very often we are talking
about that because they are asking what's that. It's a good summary and the people get a
very fast impression of what they can expect or what I expect and what they can expect
from me, yeah, so is really good.” (Interviewee 7)
