LEADERSHIPUNLEASHING

SO

LEADERSHIP

Leadership

MVPS

MVPS

overINDIVIDUAL ORGANISATIONS

MVPS

MVPSOverworked

Burnt-out

Demoralised

MVPS

Tester

DevManager

QHow can the Organisation deliver Leadership,

appropriate for its future?

QHow can Leadership support the

Organisation, appropriate for its future?

GAPS

+ -

GAPS

‣ Leaders' Aspirations vs Current Organisational Reality [Unrealistic]

‣ Leaders' Aspirations vs Current Organisational Capacity to Respond [Lack of Capacity]

‣ Relationships between Key Individuals [Teamworking]

‣ Relationships between Departmental Functions [Silos]

GAPS‣ Organisation's Legitimate System vs the underlying Shadow System [Politics, for a better word]

‣ Organisation's Awareness about What It Needs to Know vs What It Actually Does Know [Organisation Learning Opportunity]

‣ Organisation's Awareness about What It Doesn't Know It Needs to Know and What It Actually Knows [Blind Spot]

‣ Leaders' Public Rhetoric vs Private Values and Beliefs [Hypocritical]

WASTE

““

If the capacity of the system is the work and its waste, the way to improve capacity is to get rid of the waste [...] the waste is caused by the regime.

– Taiichi Ohno

WASTE

Defects

Over-Production

Waiting

Employee Talent Transporting

Inventory

Movement

Excessive Processing

DEFECTS‣ Substandard outcomes ‣ Failure to meet specification ‣ Imbalanced effort on change management processes instead of inspecting results

‣ Deficit of leadership capability > Inadequate leaders ‣ Individual's skills / role mismatch ‣ Premature promotion ‣ Favouritism ‣ Promotion based on the length of service (Buggins' Turn) ‣ Promotion based on success in current role rather on abilities required for the next role (Peter Principle) ‣ Late new employee onboarding

OVERPRODUCTION‣ Supply in excess of actual Demand

‣ Developing too many leaders ‣ Hiring too many supervisors / managers (e.g. imbalanced ratio of project managers to software engineers)

WAITING‣ Underutilisation ‣ Time Efficiency Issues ‣ Procrastination

‣ Unnecessary Decentralisation (from a communication standpoint) ‣ Unnecessary Centralisation (from a communication standpoint) ‣ Delayed Backfilling (usually after departure) ‣ Waiting for committee decisions ‣ Waiting for long approval processes ‣ Delays, queues and bottlenecks

EMPLOYEE TALENTNON-USED

‣ Competence Mismatch ‣ Inappropriate Assignments

‣ Nepotism vs Meritocracy

TRANSPORTING‣ Cost of Separation of the Parts Involved

‣ Excessive Travelling Cost ‣ Timezone Differences ‣ Inappropriate Means to Disseminate Leadership Messages

INVENTORY‣ Stock mismanagement ‣ Unsuitable stock ‣ Appropriate stock levels

‣ Distorted view of resource availability ‣ Allocating resources incompatible with the skills required ‣ Misusing hierarchy as an available resource ‣ Non-instant availability ‣ Available competencies not suitable for customers' needs ‣ Allowing development providers to impose their views on what the organisation needs

MOVEMENT‣ Effort and Time spent on Networking and Lobbying activities, and establishing Connections inside and outside the organisation to achieve Goals ‣ Resource Mobilisation

‣ Excessive Travelling Time

PROCESSINGEXCESSIVE

‣ "Doing things right" vs "Doing the Right Things"

‣ Inappropriate leader swarming (in too many baton passes, approval steps) ‣ Allowing the urgent –however trivial– to shadow the important ‣ Micromanagement ‣ Perfectionism vs healthy striving ‣ Measuring success based on individual rather than systemic criteria ‣ Spontaneous decisions w/out plan ‣ Expecting managers to speculate what the organisation's needs are

WASTE

Defects

Over-Production

Waiting

Employee Talent Transporting

Inventory

Movement

Excessive Processing

http://j.mp/LeadershipWaste

Perceive Deficiency

Identify Solutions

Force-Field

Analysis

Bring Change

“ “Where customers (leaders, managers, employees) can 'pull' what they need from the

organisation without friction or barriers, wasted effort can be rigorously stripped out and,

critically, the capacity of the system increases

– Simon Caulkin

EMPOWER

“ “[Organisations] that make a lot of noise about

[empowerment] generally lack it: they have been spending too much of their own past

disempowering everybody.

– Henry Mintzberg

““

Empowerment is a weaker expression of Leadership.

MVPS

overLEADERSHIP EMPOWERMENT

MVPS

Leadership

Empowerment

DIMENSIONS

Self-determination Impact

Meaningfulness Competence

DIMENSIONS

QIs the system optimised to foster or

inhibit empowerment?

Q What is people's actual experience when they put

their decision-making into action? How does the system respond? Does it allow? Does it prohibit?

QWhat are people's perceptions in the case they decide to take action, especially when the move

bears some risk or is relatively bolder?

LENS

“ “Systems tend to suppress anything perceived as a

threat. The more dysfunctional the system, the more likely the distortion of trust and 'dark' behaviour

becomes, including possible 'illegal' activity.

– John Renesch

1

SYSTEM 1

Operational System

Delivering Today

21

SYSTEM 2

Securing Tomorrow

Kaizen Culture

SYSTEM 2

External Internal

3

1

2

SYSTEM 3

Accountability

Systemic Change

SYSTEM 3

Pull

SYSTEM 3

Pull

SHADOW

3

1

24

SYSTEM 4

High Potency EQ

ELEMENTS

‣ Directives ‣ Strategic Plans ‣ Organisation Charts ‣ Job Titles ‣ Policies ‣ Training Courses ‣ Budgets

‣ Trust ‣ Friendships ‣ Jealousy ‣ Abuse ‣ Fear & Insecurity ‣ Power ‣ Ambition ‣ Grapevine

RationalNon-

Rational

FACTORS

‣ Announcements ‣ Mission Statement ‣ Goals & Objectives ‣ Strategies ‣ Systems ‣ Job Titles ‣ Job Descriptions ‣ Appraisal Procedures

‣ Culture & Climate ‣ Greed & Ambition ‣ Power Issues ‣ Turning a Blind Eye ‣ Bullying, Intimidation ‣ Sabotage & Ploys ‣ Self-Interest ‣ Territorial Disputes

RationalNon-

Rational

END

““

The organisation is a beast that needs taming and understanding. And a lot of TLC…

“ “We all have our darker side. We do our best to conceal

it, to disguise it –show our positive, well-mannered selves. Beware of the shadow. The brighter the

spotlight, the denser our shadow becomes.

““

Just embrace it . Be aware of it. Fall in love with it. It is a part of ourselves, after all...

THANKS