Leadership Detroit XXXIIOrientation Retreat

Building Bridges

September 23 & 24, 2010

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Leadership ConsultantContact Information

Steve Gravenkemper, Ph.D.

Plante & Moran, PLLC

27400 Northwestern Highway

Southfield, MI 48034

(248) 223-3699

Steve.Gravenkemper@plantemoran.com

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The Leadership Experience:Leadership Development

• Introduction

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Leadership DevelopmentCurriculum

• Individual Leadership– Collaborating, Influencing and Leading

• Regionalism– Leading Change

• Transformational Change

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Leadership Lenses

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Three Leadership Lenses

• Who we are

• What we say and do

• How we see things

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Exploring the Three Lenses

• Attitude– Who we are

• Intent vs. Impact– What we say and do

• Perception– How we see things

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Leadership Exercise #1

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Leadership Development Tools

1. Stretch assignments

2. Feedback

3. Training and development

4. Observing others

5. Demonstrating new behaviors

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End Part 1

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Leadership Development Strategies

• Leveraging strengths

• Enhancing development areas

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Buckingham & Clifton’s Premise

… to capitalize on your strengths whatever they may be, and manage around your weaknesses, whatever they may be (page 27)

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Buckingham & CliftonTwo Assumptons

1)Each person’s talents are enduring and unique.

2)Each person’s greatest room for growth is in the areas of his or her greatest strength.

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Leadership Exercise #2

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Three Components of Strength

• Talents

• Knowledge

• Skills

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Talents

• Talent is any (naturally) recurring pattern of thoughts, feeling or behavior that can be productively applied (page 48)

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Examples of Talents

• Instinctively curious

• Competitive

• Charming

• Responsible

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Knowledge

• Knowledge consists of facts and lessons learned. (page 29).

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StrengthsFinder Profile

• … is designed to reveal your five strongest themes or talents (page 32)

• These themes may not be strengths yet. They are areas of greatest potential, areas in which you have the best possible chance to cultivate a world-class strength (page 32)

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Strengthsfinder’s Purpose

• … is not to anoint your strengths, but to find where you have the greatest potential for a strength (page 78)

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Your Top Five Themes

• Probably most helpful to look at these five themes together for meaning

• Listed from high to low, BUT there may not be much differences between the five scores.

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October’s Pre-work

• Complete the Strengthsfinder on-line survey.

• Read select sections of the book identified on your pre-work handout.

• Complete the Now, Discover Your Strengths work sheet identifying your Top 5 themes.

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End Part 2

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Change & Leadership

• Four stages of change

• Change Implementation

• Change readiness

• Three change levers

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Four-stage Change Model

04/19/23 25R

esist Integrat

e

Embrace

Option 1

Deny

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Change Readiness

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Top

Middle

Front Lines

QUESTION 1 QUESTION 2 QUESTION 3

Q-1: Do you know that change is coming?

Q-3: Do you understand what YOU are supposed to do to support this change?Q-2: Do you know what the change will be?

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Change Implementation

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Perceived Skill Gap

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Change Implementation

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Perceived Skill Gap

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Three Change Levers

• Awareness

• Motivation

• Behavior

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In Common Language

• “Head”

• “Heart”

• “Hands”

Awareness

Motivation

Behavior

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Leadership Exercise #3

Thank You