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Savvy Leader Practicum WebinarDr. Steve FriemanFederal Consulting GroupU.S. Department of the Interior(303) 317-7386 Steven_Frieman@ios.doi.govThe Savvy Leader Practicum:

A Proven Approach to Increasing Leader EffectivenessWhat types of leadership challenges are you facing that keep you up at night? Part I

Leader Development vs Leader Effectiveness4The Current Formula for Increasing Leader EffectivenessThe current working model is that leader effectiveness is only influenced by levels of knowledge and skillPoor leader effectiveness is a lack in one of these factorsAnd so the role of leader development is to make leaders smarter and more skillful

CapabilityIncreased Leader Effectiveness(Increases in leader knowledge or skill)(Successfully resolving leader challenges)5The Current Formula for Increasing Leader EffectivenessThe hidden assumption of leader development is that the situation we see is a truth and not a narrative (perspective) we have constructedCapabilityIncreased Leader Effectiveness(Increases in leader knowledge or skill)(Successfully resolving leader challenges)6A New Formula for Increasing Leader EffectivenessThat would mean that the process of increasing leader effectiveness is mostly effected by the perspective you hold!Capability x Perspective10 = Increased Leader Effectiveness7A New Approach for Increasing Leader EffectivenessSLP is the first program to work on the premise.Your perspective controls your range of acceptable choices And

Your choice controls your range of acceptable actions

And the results have shownLeader Effectiveness to increase back on the job during the time of the program!!!Regardless of the leaders age, experience, leadership level or skill levelA New Definition of Highly Effective LeadersHighly Effective Leaders rapidly adapt their perspective to new situations, when past approaches no longer work, in order to have a wider range of choices

They have discovered that perspective controls choice, and choice controls actions

9Leadership InsanityHow can you tell you hold the best (correct) perspective on a situation at work?When the situation is ImmediateFeel anxiety at thought of worst case happeningWhat has worked in the past in no longer getting results

Because you tell yourself it is true?For most of us, under those conditions, we cling more tightly to our perspective

Leadership SanityHighly effective leaders have accepted that their perspective is always flawed to some degree

Under stress and anxiety, their first move is to check out the accuracy (truth) of their perspective

Because what makes them more effective is ensuring that they hold the best (most accurate) perspective possible Even if it means giving up their initial viewpoint!!!

Part II

Savvy Leader Practicum:A Proposed Approach to Increasing Leader Effectiveness

By helping leaders to manage their perspective under stress

12Savvy Leader PracticumWhat SLP Does Do: SLP is specifically designed to help leaders raise their levels of leader effectiveness.Increases control over the thinking process by which choices are formed in dealing with highly difficult and stressful leadership challenges.

What SLP Doesnt Do: SLP does no development of leadership behavioral competencies or skills. For many leaders that is not what is currently holding them back from resolving difficult challenges.What Most Participants Reported Experiencing by the End of the SLPSuccessfully dealt with highly difficult and stressful leader challenges Became less stressed, less anxious, and more relaxed back on the job on a daily basis (reported by approximately 40% of participants) Became more open to hearing and considering other opinions and ideasFelt less isolated and alone when not sure what to do Became more effective in developing employees Successfully promoted and/or facilitated positive work culture change

Sample Participant Comments on What It Meant To Be a More Effective LeaderBefore SLP: I took pride in solving any problem my staff came to me with. Resulted in staff not being developed, and me having to be at work longer hours.

After SLP: Had a situation where the staff were calling me and freaking out. Instead of solving it for them, I had them take a breath, speak to the client, and just explore what was happening. Staff was able to come up with a solution that worked. I did not have to fix it for them.

Before SLP: I fought against any assignment that looked like I did not have adequate staff. I was highly reactive. Resulted in friction with my boss.

After SLP: I challenged my perspective to discover other ways to get the work done with existing staff. I remained calm. By adopting a different perspective I did not become over-reactive. My relationship with boss has improved.

Sample Participant Comments on What It Meant To Be a More Effective LeaderBefore SLP: My staff meetings were one-sided, with me lecturing staff over lunch-time. I did not trust staff to come up with solutions. Staff hated the meetings, and would do anything to not show up. Morale was low in the unit and problems continued.

After SLP: I now ask them to create the agenda (of issues to discuss). My role is to ask what-if questions and hold them accountable for their solutions. Now, half the staff is staying past lunch to continue the meeting.

Before SLP: I had my door closed most of the time, focused on my work and avoided the distraction of staff and others. Resulted in low staff morale and frustration with me.

After SLP: People are coming into my office more now, and I am not feeling anxious about it. I am listening more for understanding, even when it looks like they are trying to manipulate me. Staff is accepting my decisions better now as a result.Part III

Savvy Leader Practicum:Some Approaches to Increasing Leader Effectiveness17Savvy Leader Components: In-Class trainingOfferingDescriptionSavvy Leader IParticipants learn to increase their leader effectiveness by recognizing and managing certain commonly held mindsets (perspectives) which can stop the leader from seeing more effective approaches to use. Savvy Leader IIParticipants learn to increase their leader effectiveness by identifying early signs their current perspective is not working, and then finding new choices to consider. In particular for highly challenging leadership situations under conditions of high stress and anxiety.Savvy Leader IIIParticipants review what they have learned and experienced through the SLP and then explore what strategies and approaches can they use to help sustain the momentum they have gained from being a participant in the SLP. Competing Beliefs (Part of SL-I)Half-Day workshop where participants explore if they have a competing belief system (perspective) that is sabotaging their ability to be an effective leader. Savvy Leader Components: Peer CoachingOfferingDescriptionPEG Peer Coaching (Perspective Exploration Group)A non-dialogue small group format (4-6 participants) in which peer leaders help each other to work through approaches to difficult leadership challenges. Once started up, the group is self-managed. The PEG process can replace Executive Coaching 60% of the time at a fraction of the cost. LEE

(Leader Effectiveness Exchange)A large group (peer) half-day workshop in which leaders share lessons learned in meeting past leader challenges and discuss applications to current leader challenges being faced.

The LEE is divided into peer consulting and peer coaching segments. Savvy Leader Practicum FAQsSLP Sessions in FY161 sessions exclusively for Federal Executives (in DC)2 sessions for Federal Managers & Supervisors (in DC & Denver)1 session TBD

Tuition and Time$4,950 tuitionApproximately 60 hours spread out over four months

SLP FormatMeet one week a month for 4 monthsEach Meeting Week is 1 - 2 days in lengthHalf-day peer coaching session1 or 2 days of training

For More Information on SLPDr. Steve Frieman303-317-7386, steven_frieman@ios.doi.govwww.fcg.gov/events

Final QuestionsDr. Steve FriemanFederal Consulting GroupU.S. Department of the Interior(303) 317-7386 Steven_Frieman@ios.doi.govwww.fcg.gov/eventsThank You for your TimeAbout the Federal Consulting Group (FCG)

FCG is a fee-for-service organization in the Department of the Interior that provides services in the areas of executive coaching, organizational development & consulting, leader development, performance measurement and customer satisfaction measurement to Federal agencies. Go to www.fcg.gov for more information.22