Top to Bottom Leadership
Top to Bottom Leadership
Kathy Pillow-Price [email protected]
Three Things You Need to Know
Lead Yourself Lead Others Lead Teams/Organizations
Thinking About Values
The beliefs people have about what is right and wrong
Standards or qualities considered worthwhile
Principles that guide our decisions and actions
The foundation for behavior
The Lighthouse Model
A lighthouse exists to project a clear and intense signal to others until they take notice, even if they are not looking for you.
Behavior: How you act. Character: Who you are. Faith: What you believe.
Values: The foundation.
Kathy’s Values
GROWTH AND DEVELOPMENT - One thing I have developed in myself is a desire for seeing others succeed. I believe investing in others is a sign of a mature leader.
BALANCE - I am happiest and most energetic in my work as a leader when all areas of my life are balanced. I am dedicated to balancing my time and effort between my work, home, and other important facets of my life.
PASSION/ENERGY - I believe energy influences everything in a work place and may sometimes be a greater driving force than experience, knowledge, and skills.
FAITH - I desire to be faithful today in making a difference by always keeping tomorrow in mind. INTEGRITY - I am who I am, no matter where I am, or who I am with and I am steady when facing both opportunities and challenges.
Five Levels of Leadership
“Leadership is influence. Nothing more, nothing less.” John Maxwell
“Sustained influence.” Kathy Coder
Insights
You can move up a level, but you never leave the previous one behind.
The higher you go, the easier it is to lead.
Not climbing the levels limits you and your people.
The higher you go, the greater return.
You cannot climb the levels alone.
Moving up levels occurs slowly, but going down can happen quickly.
Think – Pair - Share
Think about the best leader you ever worked for.
What words or phrases would you use to describe that person to another person?
Level 1 - Position
The level of RIGHTS.
People follow because they have to. You are the boss.
They don’t have a choice. They HAVE to follow whether they want your leadership or not.
Your influence will not extend beyond your job description.
The longer you stay here – the higher the turnover and the lower the morale.
Think – pair - share
Think back to the first managerial or supervisory role you had. Or if you haven’t had a position with direct reports – a position with influence.
Share a little about that position.
What were the positive aspects of positional leadership? What were the upsides?
What specific challenges did you face learning to lead in that position? What were the downsides?
Level 2 - Permission
Level 2 is based entirely on RELATIONSHIPS.
People follow because they want to follow you.
They BELIEVE in you. They TRUST you.
Even if they don’t have to – they want to follow you.
People will follow you beyond your stated authority.
This level allows work to be FUN.
Think – Pair - Share
Answer one of these question sets below.
Have you ever known someone who just didn’t seem to like people? What was it like to be with this person?
Have you ever followed someone who you liked but who was not a very capable leader? What was that like?
Level 3 - Production
This level is about RESULTS.
People follow because of what you have done for the organization.
Accomplishments.
This is where success is sensed by most people. They like you and what you are doing.
Problems are fixed with very little effort because of momentum.
Use these questions to rate yourself (privately) on how well you are doing on helping your team. Give yourself a score of 1 of not so good up to a 10 which means your killing it!
How effective am I when supporting other team members in their work?
How effective am I in training and developing others?
How effective am I in giving feedback to others?
How effective am I in getting to know my team; knowing their strengths and weaknesses?
Level 4 – People Development
This is the level of REPRODUCTION.
People follow because of what you have done for them. What’s in it for them.
This is where long range growth occurs. Your commitment to developing leaders will ensure ongoing growth to the organization and to the people.
Do whatever you can to achieve and stay on this level.
How to Develop People
It takes a leader to KNOW a leader. Recruiting Positioning
It takes a leader to SHOW a leader. Modeling Equipping
It takes a leader to GROW a leader. Developing Empowering Measuring
Who developed you? How did they do it?
Level 5 - Position
The level of RESPECT.
People follow because of WHO you are and WHAT you represent.
Your VALUES show here.
This step is reserved for leaders who have spent years growing people and organizations.
Just a few make it to this level. Those who do can be bigger than life.
Closing Time! – Leadership Priorities
The crux of time management is to avoid the tyranny of the urgent and concentrate on the important. Time, the great equalizer, is managed by continually setting priorities.
This leads us to ask: Do my current choices actually reflect what is of greatest value to me? How can I clarify what is of greatest value to me and have my time usage reflect my priorities?
These two questions are crucial to leaving a legacy.
Your 100th Birthday
Pair off with a partner. One person acts as an interviewer for the first couple of minutes and the second person acts as him/her self on their one hundredth birthday. After a few minutes switch roles and the other person is interviewed.
The interviewer asks – What have you accomplished in your lifetime?
2-3 accomplishments
What advice would you give to others?
I’m so glad we had this time together…..
Do I have any volunteers willing to share what you are taking away from this session?
What stands out for you?
What will you remember? What will you do differently?
Thank you for allowing me to be here today. I hope you feel you have some “new” tools to help you out.
Kathy Pillow-Price [email protected]
Three Things You Need to Know
Lead Yourself Lead Others Lead Teams/Organizations
Thinking About Values
The beliefs people have about what is right and wrong
Standards or qualities considered worthwhile
Principles that guide our decisions and actions
The foundation for behavior
The Lighthouse Model
A lighthouse exists to project a clear and intense signal to others until they take notice, even if they are not looking for you.
Behavior: How you act. Character: Who you are. Faith: What you believe.
Values: The foundation.
Kathy’s Values
GROWTH AND DEVELOPMENT - One thing I have developed in myself is a desire for seeing others succeed. I believe investing in others is a sign of a mature leader.
BALANCE - I am happiest and most energetic in my work as a leader when all areas of my life are balanced. I am dedicated to balancing my time and effort between my work, home, and other important facets of my life.
PASSION/ENERGY - I believe energy influences everything in a work place and may sometimes be a greater driving force than experience, knowledge, and skills.
FAITH - I desire to be faithful today in making a difference by always keeping tomorrow in mind. INTEGRITY - I am who I am, no matter where I am, or who I am with and I am steady when facing both opportunities and challenges.
Five Levels of Leadership
“Leadership is influence. Nothing more, nothing less.” John Maxwell
“Sustained influence.” Kathy Coder
Insights
You can move up a level, but you never leave the previous one behind.
The higher you go, the easier it is to lead.
Not climbing the levels limits you and your people.
The higher you go, the greater return.
You cannot climb the levels alone.
Moving up levels occurs slowly, but going down can happen quickly.
Think – Pair - Share
Think about the best leader you ever worked for.
What words or phrases would you use to describe that person to another person?
Level 1 - Position
The level of RIGHTS.
People follow because they have to. You are the boss.
They don’t have a choice. They HAVE to follow whether they want your leadership or not.
Your influence will not extend beyond your job description.
The longer you stay here – the higher the turnover and the lower the morale.
Think – pair - share
Think back to the first managerial or supervisory role you had. Or if you haven’t had a position with direct reports – a position with influence.
Share a little about that position.
What were the positive aspects of positional leadership? What were the upsides?
What specific challenges did you face learning to lead in that position? What were the downsides?
Level 2 - Permission
Level 2 is based entirely on RELATIONSHIPS.
People follow because they want to follow you.
They BELIEVE in you. They TRUST you.
Even if they don’t have to – they want to follow you.
People will follow you beyond your stated authority.
This level allows work to be FUN.
Think – Pair - Share
Answer one of these question sets below.
Have you ever known someone who just didn’t seem to like people? What was it like to be with this person?
Have you ever followed someone who you liked but who was not a very capable leader? What was that like?
Level 3 - Production
This level is about RESULTS.
People follow because of what you have done for the organization.
Accomplishments.
This is where success is sensed by most people. They like you and what you are doing.
Problems are fixed with very little effort because of momentum.
Use these questions to rate yourself (privately) on how well you are doing on helping your team. Give yourself a score of 1 of not so good up to a 10 which means your killing it!
How effective am I when supporting other team members in their work?
How effective am I in training and developing others?
How effective am I in giving feedback to others?
How effective am I in getting to know my team; knowing their strengths and weaknesses?
Level 4 – People Development
This is the level of REPRODUCTION.
People follow because of what you have done for them. What’s in it for them.
This is where long range growth occurs. Your commitment to developing leaders will ensure ongoing growth to the organization and to the people.
Do whatever you can to achieve and stay on this level.
How to Develop People
It takes a leader to KNOW a leader. Recruiting Positioning
It takes a leader to SHOW a leader. Modeling Equipping
It takes a leader to GROW a leader. Developing Empowering Measuring
Who developed you? How did they do it?
Level 5 - Position
The level of RESPECT.
People follow because of WHO you are and WHAT you represent.
Your VALUES show here.
This step is reserved for leaders who have spent years growing people and organizations.
Just a few make it to this level. Those who do can be bigger than life.
Closing Time! – Leadership Priorities
The crux of time management is to avoid the tyranny of the urgent and concentrate on the important. Time, the great equalizer, is managed by continually setting priorities.
This leads us to ask: Do my current choices actually reflect what is of greatest value to me? How can I clarify what is of greatest value to me and have my time usage reflect my priorities?
These two questions are crucial to leaving a legacy.
Your 100th Birthday
Pair off with a partner. One person acts as an interviewer for the first couple of minutes and the second person acts as him/her self on their one hundredth birthday. After a few minutes switch roles and the other person is interviewed.
The interviewer asks – What have you accomplished in your lifetime?
2-3 accomplishments
What advice would you give to others?
I’m so glad we had this time together…..
Do I have any volunteers willing to share what you are taking away from this session?
What stands out for you?
What will you remember? What will you do differently?
Thank you for allowing me to be here today. I hope you feel you have some “new” tools to help you out.
