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Applying the Leadership Development Process Map

By Guest Author On February 14, 2011 Under Setting Goals, Success Secrets

By Arthur F Carmazzi


Before reading this, Download the Leadership Development Mind Map.This is a flowchart of how to build leadership across all levels of your organization using Directive Communication Psychology and methods.

Nourishing a leadership transformation for strategic organizational capability requires attention in 4 areas which are as follows:

1. Organizational Awareness:

The need to become Aware of the Organizational affairs influencing competency and leadership concern itself with the perceptions, communication and emotions of the people in your organization. The fundamental components are:

a. Foundations for Blame:

Blame is a fundamental part of recognizing the intensity of emotional discontentment, low motivation, and gaps in competence potential and anticipations. An Organizational Culture with plenty of Blame, is dysfunctional and operating from fear instead of innovation.

b. Organizational Communication Assessment:

The structures and basic understanding of the communication processes and how communication gaps influence competence and cooperation are necessary to recognize before working through a proper strategy for organizational competence.

 

2. Alignment of the Senior Team:

One of the biggest barriers in strategic organizational competence is that the senior team find it difficult to align vision, processes and leadership styles to achieve the overall organizational goals. This results in each pulling in various ways or on some occasions just conforming to the big boss due to the fact that its easier and not because they assume it will make a positive difference. The two areas for alignment are:

a. Creating a Leadership Improvement System:

Within the senior management team themselves, the establishment of autonomous projects to improve operational structure, feedback and strategy that each senior manager will take on as part of the objective to gain a better perception of each other and prevail over the obstacles of what is essential to work effectively and harmoniously together.

b. Creating a Leadership Evolution System:

Here leaders create a system that has an effect on the organization by applying Directive Communication Psychology to enlist others and set examples of “success enhancement” behaviour where employees learn and make progress by virtue of their work.

 

3. Cultivating an Ideal Leadership Identity:

a. Personal Awareness:

Before we can move forward we must know what directs us, how we communicate and the difference between our own reality and the reality of others. This is only how we can look outside of what we know to create what is unfathomable.

b. Personal Character Assessment:

What areas of your personal character are affecting your success as a leader? By recognizing the multiple aspects of your identity and the affects of environment, you will be able to list existing competencies and how to unveil them in others also.

c. Affects on Organization:

You are currently affecting the organization in one way or another. What are the impacts of your leadership techniques in building trust, loyalty, commitment, success…?

d. Leadership Identity:

Who are you at your best? What are the environmental factors that bring out the best of who you are? What roles do you play when you are at your best, what emotional gratifications do you achieve and who do you need to be to influence the environmental factors that bring out the best in you and others.

4. Creating a Leadership Enriched Environment:

a. Vision:

This is a matter of fact that all employees share a general vision, the difficulty is that they fail to perceive it. By assisting them to find and concentrate on the general aspiration to create a better more cooperative and more respectful working environment as part of overall strategic competency, they are primed to succeed.

b. Guiding Principles:

When employees develop their own rules for achieving a cohesive greater goal; they will be far more passionate about being the best they can be in the working environment that supports their success.

c. Evolution Catalysts:

Once we have an consciousness of ourselves and the organization, its communication and its leadership flaws, we can create the foundations to build leaders throughout the organization. These leaders turn out to be the revolutionaries that have an effect on other to become more successful in their work and upgrade competence throughout the organization. 

 

NEXT: see Arthur F. Carmazzi, Principal Founder of the Directive Communication Methodology and Voted as one of the world’s top 10 Leadership Professionals by Global Gurus International on FREE Leadership Training videos at the BeTheGuru Organizational Development Portal. Also see Arthur’s Leadership Development Tools

www.directivecommunication.com and www.carmazzi.net

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