Let’s continue to try out some new perspectives!

Please take a seat in the classroom in a location

that you do not normally sit in.

Social Psychology of

LeadershipMgt 512 – Winter 2013

Barry PosnerAccolti Endowed Professor of

LeadershipJanuary 26, 2013

Agenda

Housekeeping (Questions, Leadership Practices Essay assignments, etc.)

Further lessons from Personal Best Leadership Experiences

Learn how the Five Practices of Exemplary Leadership make a difference

LEADERSHIP PRACTICE ESSAY

1. Read Chapters 2-3 regarding Modeling the Way in The Leadership Challenge.

2. Write an essay providing examples from your workplace or life that illustrates this leadership practice in practice and provides clues about how you can become a better leader.

Model the Way Leadership Essay

The essay will be about a 1,000 – 1,500 words and:

(1) documents your conceptual understanding of Model the Way;

(2) demonstrates your ability to link these concepts with experiences; AND,

(3) applies this analysis and reflection to how you can be (become) an even better leader.

LEADERSHIP PRACTICE ESSAYa. What are the key ideas involved with this leadership practice (refer to the TLC chapters that address this)?b. What happened, and how does this situation (behaviors and actions) illustrate the principles involved in the leadership practice?c. What was the outcome (feeling and/or impact) – especially if you were personally involved yourself?d. What did you learn from these experience (reflection) and analysis that you can apply now to become an even better leader?

Be prepared to share these insights with your colleagues.

“Leadership is not a designation. It is an attitude. An attitude that subconsciously translates to the action that resonates with your core beliefs. Each of us has a

dormant leader within ourselves.”

Girish Kumar

“Growing up, I assumed leaders had certain traits and qualities

that I didn’t seem to have. I thought there were ‘natural’

leaders who were born to lead. I thought leadership was the

description of what these people did…

“I would like to describe a situation where I found to my

surprise, that I had those leadership traits. While I think we

can learn to become better and more effective leaders, I think

everyone has a history of leading.”

Gowri Narayanaswami

“What I learned is that almost anybody can be a leader if the

situation calls for it. I never considered myself a

leader, but when I was needed to step up and take control of a situation, I was able to summon

up the ability to lead.”

Deanna Bolio

“I would tell others that they do not necessarily need to be in a position

of leadership to be a leader. To be an effective leader, they have to believe in themselves, take risks, and challenge themselves to reach

their full potential.” Janna Ciabattari

“I learned that leadership comes in different forms. You don’t

necessarily have to be in senior management to be a leader. You can lead a team, a process or a

project …. and influence without authority.”

Sharmeen Hassan

“Believe in yourself and others will too. I would enforce the idea that

any new challenge is a growth experience, and showing confidence in one’s self will help others accept

your leadership role.”

Sandria Tran

“Writing down and going through this personal best

really helped me identify the areas for improvement and really reflect on how I was

effective as a leader.” Horia Grosu

“There are thousands of secrets to help you become a successful

leader.

And the most guarded secret of all is that there is no magic

secret for a successful leader.”

Nipporn Limdulpaiboon

Leaders

Make a Difference

“When we ask employees in great workplaces to

describe what it is like to work there, they begin to

smile…”Michael Burchell and Jennifer

Robin

“…and they talk about how they are excited to get to work, and, at the

end of the day, are surprised to discover

that the day has already disappeared.”Michael Burchell and Jennifer

Robin

“They share their belief that what they do

matters in the organization—that their team or the organization would be less successful

if it weren’t for their efforts.”Michael Burchell and Jennifer

Robin

“(Engagement is) a heightened emotional connection that the

employee feels for his/her organization, that, in turn, influences him/her to apply

additional discretionary effort to his/her work.”

The Conference Board

How would you measure engagement?

What are the elements or dimensions you

would want to tap into?

KOUZES & POSNER’sPositive Workplace Attitudes

1. My work group has a strong sense of team spirit.2. I am proud to tell others that I work for this

organization.3. I am committed to this organization’s success..4. I would work harder and for longer hours if the

job demanded it.5. I am highly productive in my job.6. I am clear about what is expected of me in my

job.7. I feel that my organization values my work.8. I am effective in meeting the demands of my job.9. Around my workplace, people seem to trust

management.10. I feel like I am making a difference in this

organization.

(a) How their leaders

behave?

(b) Who people are and

what they do?

What Explains Why Constituents are Engaged (Positive Work Attitudes)?

Leadership Practices Inventory (LPI)

Conceptually based upon The Five Practices of Exemplary Leadership

30 behavior–based statements

5 independent leadership scales (each with 6 statements)

Responses range from 1 to 10 in terms of frequency of use

Internal reliability > . 87

Who People Areand What They Do

1. Age

2. Gender

3. Educational Level

4. Functional Area

5. Hierarchical Level

6. Org’l Size

7. Length of

Time with

Company

8. Industry

9. Country

What percentage of people’s work engagement is accounted for by:

1. Less than 1%

2. 1% to 5%

3. 6% to 10%

4. 11% to 20%

5. 21% to 30%

6. More than 30%

Leadership?Who people are and what they do?

1. Less than 1%

2. 1% to 5%

3. 6% to 10%

4. 11% to 20%

5. 21% to 30%

6. More than 30%

Empirical Analysis from the ONLINE LPI

Over 2.1 million respondents in past 5 years• 312,000 Leaders• 1.8 million Observers

(constituents)

Respondents have the option of providing:• Demographic information• Workplace attitudes and feelings

PWA and LPI Scores

Model Inspire Challenge Enable Encourage

Low Moderate

42.16

39.69

40.14

45.25

40.85

47.16

44.18

45.12

49.81

46.25

High

51.40

49.20

49.47

53.39

51.01

Demographics Leadership

Explaining Engaged WorkforceExplaining Engaged Workforce

COUNTRY DEMOGRAPHICS LEADERSHIP

United States 0.1% 28.2%

Europe 0.3% 31.4%

Asia 0.3% 36.3%

Latin America 0.8% 44.6%

Middle East 0.5% 46.6%

OVERALL 0.1% 29.8%

Explaining Engaged WorkforceExplaining Engaged Workforce

Demographics = 0.1%

Leadership = 29.8%

The Bottom Line:Use The Five Leadership

Practices!Strongly Weakly Practiced PracticedNet Income Growth 841% -

49%Stock Price Growth 204% 76%

Source: Richard Roi. Leadership, Corporate Culture, and Financial Performance (2006).

The more frequently leaders use The Five Practices the more their constituents

report being engaged in the workplace.

People are people and despite their

differences, their workplace engagement is a result of how their

leaders behave!

Leadership Research Abstracts

1. What was the objective of your study?

2. What was the sample/setting?

3. How were constructs measured?

4. What were the findings?

5. What the implications from this research… for practicing leaders?

“It’s not about the leader’s personality;

it is all about that person’s leadership

behaviors.” Caroline Wang

Social Psychology of Social Psychology of LeadershipLeadership

Barry Z. PosnerBarry Z. Posner

Mgt 512Winter 2013

© 2013. James M. Kouzes and Barry Z. Posner. All rights reserved. © 2013. James M. Kouzes and Barry Z. Posner. All rights reserved. Please do not reproduce without express written permission.Please do not reproduce without express written permission.