Example Leadership Team Development Approachhensenassociates.com/wp-content/uploads/Example... · Example Leadership Team Development Approach “Behaviours eat competencies for breakfast”

Example Leadership Team Development Approach

“Behaviours eat competencies for breakfast”

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Three Track Approach

Individual

Leading Others

Team

Understanding Drivers & Derailers

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More than a collection of talented individuals

Performance = Mindset + Behaviours

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Approach Ingredients & Tools

Discourse

Science & ResearchData

Practical Exercises

Case for Change VisionSustained Capability Execution Plan

InterviewsLMAP AssessmentsHappiness Tracker

Books & Journals TED TalksNeuroscience & Psychology

Building collaboration Trust Experimentation

Facilitated discussionsPlaybacks

Success reviews

Fun

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Escape Room Activities

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5 Dysfunctions of a TeamModel


Happiness Tracker


LMAP360 Assessment

The report typically runs to around 85 pages and contains threedifferent kinds of data:

The report provides compelling narrative feedback, laid out in 5 sections. It includes suggestions on how to start making conscious choices through increased self-awareness.

1. Personality Profiles. These are formal, standardisedpsychological measures. The results are plotted andexplained in narrative reports in the Self and FeedbackReports sections. Detailed ratings are shown in the ItemLevel Feedback section.

2. Effectiveness Ratings. These are non-psychological measures.They are co-workers' ratings of your job performancecompared to others in a similar position.

3. Comments by Raters. These are what team members describeas your strengths and development opportunities in theirown words.

The item level results show the score numerically and in barformat. The self-assessment score is compared to other raters’feedback and the sample average from an external comparisongroup.


Personality & Behavioural Traits of Leaders


Effective leaders understand the impact they have on other people and are able to manage and control that impact positively. However, most people are promoted into leadership and senior management positions based on their professional skills and competencies only.

In the same way that parents’ behaviours are copied and mimicked by their children, so too are the behaviours of an organisation’s leaders. How they behave not only sets the behavioural norms for the organisational culture, but the behaviours they exhibit spread contagiously.

Sadly, research shows that only 15-20% of leaders are naturally equipped with the behavioural style required for optimal success. The other 80% are operating sub optimally where cognitive, emotional and behavioural patterns are simply habits: unconscious,ingrained actions and reactions to situations; default behaviours that are manifest without conscious thought. Managing this external behaviour is the key to increasing leadership effectiveness. Leaders must become aware of, and learn to change, counterproductive habit-patterns while building upon existing strengths.

Unfortunately self-assessment doesn’t work. Our biology and in-built cognitive biases get in the way; they contort our own thinking. Cornell University psychologists Kruger and Dunning identified that difficulties in recognizing one's own incompetence lead to inflated self-assessments1. We need the input from those who see us in operation to get a truly valid perspective.

The good news is that after extensive research, we have selected a scientifically validated assessment tool that helps leaders see ‘howthey show up’ in the work environment that provides the catalyst for developing and enhancing those leadership behaviours that drivesuccess.

1. Kruger, J. & Dunning, D. (1999). “Unskilled and Unaware of It: How Difficulties in Recognizing One’s Own Incompetence Lead to Inflated Self-Assessments”. Journal of Personality and Social Psychology.

Overview

Workshop 1

KOMeeting

Data Gathering

Pre-work

Comms

Sys set-up

• 1:1 Interviews• LMAP Assessments• Happiness Lab

• LMAP Review• Legacy Book• Activity diary• Exercises

Workshop 2

Experimentation

Data Gathering

• 1:1 Reviews• Happiness Lab

Circa 4 weeksCirca 4 weeks

LMAP Workshop3Pulse

Experimentation

Data Gathering

Circa 8 weeks

Team workshop support

• 1:1 Reviews• Happiness Lab

Check-ins


• Similarities

• Variations

• Spread and breadth

• Comments

• Insights

Data Playback (format examples)

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Example Leadership Team Development Approachhensenassociates.com/wp-content/uploads/Example... · Example Leadership Team Development Approach “Behaviours eat competencies for breakfast”