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Leadership

EXECUTIVE SUMMARY/PREAMBLE


Leadership is an enormous issue for all types of businesses and organisations.  Some of the material is available for you to download FREE of charge.

There are individual modules for sale:
Teams and Teamwork
Leadership - Making the Difference
Developing Leadership People Skills
Developing Relationships and Trust
Motivation
Coaching and Counselling
Delegation
Problem Solving and Decision Making

Each module includes an Executive Summary which you can access free of charge.  If you're interested, you can then proceed to purchase the module.

You can purchase all of the Leadership modules for an upfront payment of $352 (incl GST), a saving of $44 (incl GST).

FREE MATERIAL

  • Leadership - Index and Introduction    FREE    <Click Here>
  • Leadership Academy - Company Profile    FREE    <Click Here>
  • Evaluation Survey Consideration And Conduct - Overview    FREE    <Click Here>

Click here to view the recording of the webinar, "Developing SME Leaders", free of charge.

 

THE PACKAGE

Complete Leadership Package:
If you wish to purchase the complete Leadership package, comprising Facilitator's Guidance paper/powerpoint slides and Participant's Follow Up paper/powerpoint slides for the following:

  • Teams and Teamwork
  • Leadership - Making the Difference
  • Developing Leadership People Skills
  • Developing Relationships and Trust
  • Motivation
  • Coaching and Counselling
  • Delegation
  • Problem Solving and Decision Making

<Click Here > to download.

OR

Individual Modules:
1.    Teams and Teamwork       
Understanding what makes a good team gives team members a benchmark for which to strive.  A useful approach is to get participants to think for themselves about what the indicators might be.

The session includes information and advice on:

  • What makes a good team?
  • Why some teams are less successful.
  • Team dynamics - the forces that tend to produce activity and change.  
  • Stages of team growth - Forming, Storming, Norming, and Performing.
  • Dealing with People: Situations & Leadership Styles.
  • Desired Behaviours – Actual Examples.
  • Adapting to Change.
  • Common Teamwork Traps for Team Members.
  • Common Teamwork Traps for Team Leaders.
  • Characteristics of Effective Teams.      

Facilitator's Guidance paper and PowerPoint slides    900-005   
Participant's Follow Up paper and PowerPoint slides    900-006   

$49.50 (incl GST) <Click Here> to download.


2.    Leadership - Making the Difference       
The session includes analysis and discussion on:

  • Leadership or Management?  Management and leadership are different but complementary.  One cannot exist without the other.
  • Managers do things right, while leaders do the right thing".
  • The best leaders are also credible managers who are respected for their professional capabilities as well as their personal characteristics and behavior.
  • Functional Leadership- (The What To-Dos)
  • Interrelated Areas of Need - Achieving the Task, Developing and Maintaining the Team, Developing and Motivating the Individuals.
  • Introduction to People Skills: Leader Qualities, Characteristics & Capabilities.
  • What team members look for in their Leaders?
  • Key Leadership Skills.
  • Leadership Checklist.   

Facilitator's Guidance paper and PowerPoint slides    900-007
Participant's Follow Up paper and PowerPoint slides    900-009

$49.50 (incl GST) <Click Here> to download.


3.    Developing Leadership People Skills     
The session includes information and advice on:

  • How to provide guidance on the people skills that are essential for leaders, at all levels, to create the environment in which team members work willingly together to achieve common goals.
  • Why leaders need to be genuine in their relationships with people.
  • How lack of integrity or honesty or to try to manipulate people will quickly result in lack of respect and influence.
  • Why it is good advice to be fair, firm and friendly but avoid being familiar, which, in this sense, means a special and constant closeness with an individual which is seen by other team members as giving the receiver special status and perhaps even special treatment.
  • That your attitude will influence your behavior and you should strive to gain the respect of your team members.
  • It is not necessary to be popular to be a good leader, however it is essential to be respected.     

Facilitator's Guidance paper and PowerPoint slides    900-010 
Participant's Follow Up paper and PowerPoint slides    900-011                                                                                                                                                                                    

$49.50 (incl GST) <Click Here> to download.


4.    Developing Relationships and Trust     
The session includes information and advice on:

  • Why trust is fundamental to the development of good relationships and good relationships are essential to the development of trust.
  • How trust between individuals, or within groups of people, is not possible unless the individuals know each other.
  • Clearly, mutual knowledge and understanding are fundamental to the development of trust and therefore continued improvement in interpersonal relationships.
  • Trust is a function of character and competence.
  • The core essentials of trust are boundaries which provide confidence, behaviors which provide certainty and emotions which indicate genuineness.

Supporting information is also contained in lists and diagrams on:

  • Achieving good communication that is essential to good teamwork and leadership.
  • Key dimensions of Trust.
  • The performance characteristics of high-trust teams.    

Facilitator's Guidance paper and PowerPoint slides    900-012
Participant's Follow Up paper and PowerPoint slides    900-013

$49.50 (incl GST) <Click Here> to download.


5.    Motivation    

  • What Motivates You and Your Team Members?
  • Motivation Theory X & Y and Maslow's Theory on the Hierarchy of Needs.
  • Assumptions about People – Generations X and Y.
  • Assumptions about People – Generation Z.
  • Assumptions about People – Generation X Leadership Challenges.
  • Assumptions about People - Generation Y & Z Leadership Challenges
  • Intrinsic Motivators “inherent”, “basic”, “essential”, “real” and “genuine” and they also help satisfy the higher motivational levels of self-worth, self-esteem and self-actualisation.
  • Extrinsic on the other hand, is defined as “coming from outside”, and “inessential”.  In the motivational context extrinsic motivators are those that usually are ‘purchased’ from outside and include benefits such as club memberships, physical fitness sessions, massages, gifts of various types.

Supporting information is also contained in lists and diagrams on:

  • Involve team members in developing motivation and don’t expect people to be motivated just because you tell them to be.
  • Be motivated and enthusiastic but don’t expect that people will be motivated just because you are – however it will help!
  • Maximise your employment of the intrinsic measures – they cost little and are very effective.
  • Be aware of and avoid those things that de-motivate people.
  • Develop your people skills and implement the Key Motivational Factors.
  • Ensure that the key leadership functions are implemented with and through the other members of your team.
  • Key Points for Leaders    

Facilitator's Guidance paper and PowerPoint slides    900-014
Participant's Follow Up paper and PowerPoint slides    900-015

$49.50 (incl GST) <Click Here> to download.


6.    Coaching and Counselling        
Good leaders get to know their team members and are responsible to ensure they are developed to their potential.  Counselling and coaching are skills that enable leaders to better develop their people.

The session includes information and advice on:

  • Main Causes Of Performance Problems. Surveys reveal that apart from poor leadership, skills deficits, performance deficits and resource deficits are the main causes of problems in the workplace.  
  • Counselling And Coaching – The Differences - Counselling helps with personal issues while coaching helps overcome skill deficiencies.  They are applied differently but often have related issues to be dealt with.
  • Counselling - Counselling is often sensitive and care must be taken to understand the nature and depth of the performance problem/s being addressed.  This means that preparation and planning will be required before a counselling session is arranged.  The counsellor must be open minded and neither try to anticipate what the person being counselled might say, nor press for solutions.  Careful listening is essential and mutual understanding confirmed by asking open-ended questions or paraphrasing what the person being counselled has said.
  • Coaching - Coaching is a most important skill for leaders to possess.  Individual team member’s skills can be developed and improved and people can be cross trained to improve flexibility.  Leaders do not necessarily have to do all coaching themselves and can arrange for skill transfers between other team members under the leader’s encouragement and overview.

Supporting information is also contained in lists and diagrams on:

  • Counselling Pitfalls
  • The Art of Coaching
  • Planning Your Coaching
  • Coaching Tips
  • High Performance Insights
  • Key Points For Leaders        

Facilitator's Guidance paper and PowerPoint slides    900-016
Participant's Follow Up paper and PowerPoint slides    900-017

$49.50 (incl GST) <Click Here> to download.


7.    Delegation        
Leaders are responsible for employing their team members effectively to accomplish organisational goals.  The more they develop team members and the more they delegate to them, the more they can help you meet required objectives.  Managers are often reluctant to delegate; they feel they might lose control, or they feel that the work delegated won’t be up to their own standard.  Both these feelings are leadership weaknesses as they reflect a lack of trust in their team members and that they have not spent enough time and effort developing individuals’ skills and confidence.  A greater weakness is giving work to people just because you can’t or don’t want to do it, or can’t be bothered with it.  This is commonly known as ‘duck shoving’.

The session includes information and advice on:

  • Why leaders should delegate and what and to whom.
  • The benefits to both the delegate and the leader.
  • Delegation can build trust and increase skills and confidence.

Supporting information is also contained in lists and diagrams on:

  • Prerequisites
  • Process
  • What and To Whom
  • Planning and Control
  • Levels of Authority Table
  • Evaluation and Following Through
  • Key Points for Leaders        

Facilitator's Guidance paper and PowerPoint slides    900-018
Participant's Follow Up paper and PowerPoint slides    900-019

$49.50 (incl GST) <Click Here> to download.


8.    Problem Solving and Decision Making        
Leaders are continuously faced with the need to solve problems.  Many are technical in nature and special problem solving tools are available for these purposes.

Leaders will also face problems that are more general in nature but are at the same time fundamentally different.  While the use of special tools might not be appropriate or necessary for their solution, some form of problem solving methodology will assist leaders and their team members make reasonable decisions.

Different problems require different approaches to their solution.  Remember, when examining ways to approach solving problems be flexible, consider possible contingencies (the ‘what ifs’) – think outside the box!

The purpose of the session is to improve participants’ problem solving and decision making abilities which will enable them to develop better plans.

The session includes information and advice on:

  • One Way – Wrong Way – Turn Back!!  A light hearted approach which is purely for FUN – although some poor managers who leap to blame others might operate this way!  There are too many around – why?
  • Many methods of solving problems exist.  The following are general methods that can be used when group problem solving is undertaken:
    1. Brainstorming Method - a "right brain" creative approach.
    2. Logic or Appreciation Method - a "left brain" or logical approach.
    3. Composite Method

The Composite Method involves first using the Logic Method to identify the key or critical issues that are integral to the problem, then brainstorming them to seek possible solutions and arrive at possible courses of action.  These are examined in terms of achieving the objective and against each other to assess what might go wrong during their implementation.

    • Select the best course, which is then developed into the plan of action to be followed.  Note that the course chosen might be a compromise between, or a combination of, elements of the initial courses.  

Once implementation of the plan has commenced, progress must be evaluated and necessary changes made (hopefully for foreseen contingency ‘what ifs’).

    • Develop an implementation plan.

Supporting information is also contained in lists and diagrams on:

    • Selection of possible courses and "war gaming" them.
    • Developing Implementation Plans.
    • Key Points For Leaders.        

Facilitator's Guidance paper and PowerPoint slides    900-020
Participant's Follow Up paper and PowerPoint slides    900-021

 $49.50 (incl GST) <Click Here> to download.