Who are you? Really?

Randy KrauseFire Chief

Port of Seattle Fire Department

Developing Your PERSONAL Leadership Philosophy

We lead from the essence of who we are as a person: Lillas Brown

Overview

Elements of Leadership Credibility – Consistency – Trust – Integrity

What is leadership? Five levels of leadership Personal mission statement Why have a leadership philosophy? Continuous cycle of leadership

Take a moment and think about the roles you fill in your life.

How Many Hats Do You Wear?

Parent LeaderDaughterSon Chief

Firefighter

Team Leader

Follower

Committee Member

Team Member

Coach

Mentor

Sister

Brother

FriendFinancial Consultant

Lawyer

Facilitator

Chairman

PeerGrandparent

Captain

Relative

Associate

ColleagueTeacher

StudentServant

Credibility

- To be persuasive, we must be believable;

- To be believable, we must be credible;

- To be credible, we must be truthful.

Edward R. Murrow

Characteristics of credible leaders?

They do what they say they will do. They keep their promises and follow through on their commitments. (DWYSYWD)

Their actions are consistent with the wishes of the people they lead. They have a clear idea of what others value and what they can do.

They believe in the inherent self-worth of others. And they learn "how to discover and communicate the shared values and visions that can form a common ground on which all can stand."

They are capable of making a difference in the lives of others-and liberating the leaders in everyone.

They admit their mistakes. They realize that attempting to hide mistakes is much more damaging and erodes credibility. But when they admit to making a mistake, they do something about it.

They arouse optimistic feelings and enable their people to hold positive thoughts about the possibilities of success.

They create a climate for learning characterized by trust and openness.

Source: Credibility: How Leaders Gain and Lose It, Why People Demand It, by James M. Kouzes and Barry Z. Posner, Jossey-Bass Inc., Publishers, 350 Sansome St., San Francisco, CA 94104 Reprinted from: Communication Briefings - VoL XV, No. IlL

L E A D E R S H I PThe leader always establishes a clear & consistent path for others to follow

Consistency: Is consistency important?When do you start being consistent?

The “First Encounter” How important are first impressions?

There are no “do-overs” It is important to get it right the first time,

every time.

A leader with a good sense of self is able to be confident and comfortable when presented with new encounters, relationships, and challenges allowing for consistency = Integrity.

Image building or Integrity building

Are you the same person no matter who you are with? Yes or no.

Do you make decisions that are best for others when another choice would benefit you? Yes or no.

Are you quick to recognize others for their efforts and contributions to your success? Yes or no.

Trust = Positive Change

LowTrust

InspireTrust

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*Adapted from Covey Leadership Center

“Facing the Giants”

Leadership/Motivation

Are you a good follower?

You cannot be a great leader without being a great follower.

Subject Leader Manager

Essence Change Stability

Focus Leading people Managing work

Have Followers Subordinates

Horizon Long-term Short-term

Seeks Vision Objectives

Approach Sets direction  Plans detail

Decision Facilitates Makes

Power Personal charisma Formal authority

Appeal to Heart Head

Energy Passion Control

Dynamic Proactive Reactive

Persuasion Sell Tell

Style Transformational Transactional

Exchange Excitement for work Money for work

Likes Striving Action

Wants Achievement Results

Risk Takes Minimizes

Rules Breaks Makes

Conflict Uses Avoids

Direction New roads Existing roads

Truth Seeks Establishes

Concern What is right Being right

Credit Gives Takes

Blame Takes Blames

WARNING!

Sometimes it is NOT easy to LEAD

Leadership is……….Influence…..

“nothing more and nothing less”John C.

Maxwell

My Adaptation: Leadership is “positive” influence.

Influencing and providing a positive environment unleashes the FULL potential of everyone.

Five Levels of Leadership

Developing the Leader Within You: John Maxwell

PositionRightsPeople follow becausethey have to

NOTE: Your influence will not extend beyond the lines of your job description. The longer you stay here, the higher turnover and the lower morale.

1

PermissionRelationshipsPeople will follow becausethey want to.

NOTE: People will follow you beyond your stated authority. This levelallows work to be fun. Staying too long at this level can cause highlymotivated personnel to become restless.

2

ProductionResultsPeople follow becauseof what you have done for the organization

NOTE: This is where success is sensed by most people. They like you and what you are doing. Problems are fixed with little effortdo to momentum.

3

People Development

ReproductionPeople follow becauseof what you have done for them

NOTE: This is where long range growth occurs. Yourcommitment to developing leaders will inspire ongoinggrowth to the organization and to people. Do what-ever you can to achieve and stay at this level.

4

PersonhoodResultsPeople follow because of who you are and what you represent

NOTE: This step is reserved for leaderswho have spent years growing people and organizations. Few make it; those that do are bigger than life.

5

Increasing Levels of Influence

Must know what level you are on

Apply the qualities needed to be successful at each level

Developing the Leader Within You: John Maxwell

Level 1: Position/Rights Know your job description thoroughly Be aware of the history of the organization Relate to the organization’s history to the

people of the organization (team player) Accept responsibility Do more than expected Offer creative ideas for change and

improvement

Developing the Leader Within You: John Maxwell

Level 2: Permission/Relationships

Possess a genuine love for people Make those who work with you more successful See through other people’s eyes Love people more than procedures Do “win-win” or don’t do it Include others in your journey Deal wisely with difficult people

Developing the Leader Within You: John Maxwell

Level 3: Production/Results

Initiate and accept responsibility for growth Develop and follow a statement of purpose Make your job description and energy an integral part of

the statement of purpose Develop accountability for results, starting with you Know and do the things that give a high return Communicate the strategy and vision of the organization Become a change agent and understand timing Make the difficult decisions that will make a difference

Developing the Leader Within You: John Maxwell

Level 4: People Development / Reproduction

Realize people are your most valuable asset Place a priority on developing people Be a model for others to follow Pour your leadership efforts into the top 20% of your

people Expose key leaders to growth opportunities Be able to attract other winners/producers to the

common goal Surround yourself with an inner core that complements

your leadership

Developing the Leader Within You: John Maxwell

Level 5: Personhood/Respect Your followers are loyal and sacrificial You have spent years mentoring and molding leaders You have become a statesman/consultant, and are

sought out by others Your greatest joy comes from watching others grow,

develop, and succeed You transcend the organization

Developing the Leader Within You: John Maxwell

Leadership Development

Awareness(I’m not perfect)

50%

Motivation(I care about it)

25%

Skill-building(I want some help)

25%

Mercer Delta Consulting

What type of leader are you?

Have you given it consideration?

Do you know?

Do you care?

In today’s environment caring is not an option and knowing where you lead from is essential for success and growth.

Leadership Styles

Autocratic Bureaucratic Charismatic Participative People-oriented Servant Task Oriented Transactional Transformational

Ten Servant Leadership Characteristics

Listening Conceptualization

Empathy Foresight

Healing Stewardship

Awareness Commitment to the growth of

people

Persuasion Building Community

Servant Leadership

Is not just one great big “group” hug

Why a philosophy?

Leaders' and their constituents must quickly mesh in their organizations. A philosophy of leadership whether written or verbal is an appropriate mechanism for the members of the organization to get to understand you as the leader. The philosophy should be from your heart and in your own words.

A clear philosophy provides the best opportunity upfront to state your priorities, goals and areas of emphasis for your organization and life. Ultimately, whatever leadership philosophy you select, You must live the philosophy. Remember, there is no one recipe for success as a leader. However it is your own core values that will form the bedrock of your philosophy

Defining Yourself(Finding Your Voice)

Yearning for self discovery (Hardest Part) Strong chore values (The maker of your own life) Role models

Do you have role models in life? in work? in play? Are your role models someone you would like to follow? Are you a role model for others? Would you follow you?

Remember this……ALWAYS

Some ideas to help you with defining yourself. Personal reflection….(meditation) Reading about “great leaders” (as you define them) Reading books on leadership Take courses on leadership

It takes courage to grow up and become who you really are.  ~e.e. cummings

What defines you? Write down at least five things you really like about

yourself.• Consistent• Strong faith• Curious about self & others• Confident & competent• Try to do the right thing in all situations• Ability to see the big picture• Supportive of others

Write down at least five things others would say about

you. • Loyal • Ethical• Competent• Supportive• Caring and kind

And remember, no matter where you go, there you are.  ~Confucius

How do you view others?

Does this matter? How you view others is critical in how they

react to you as a person and/or leader. Do you try to define them? Do you trust others? Do you promote, support, and let them excel and

grow by being who they are? Autonomy……

Is this giving something away? Or, unleashing talent and potential?

Personal Mission Statement Take a moment and think about some of the leadership

characteristics that you find most appealing in good leaders.

(strong, honest, loyal, competent, good listener, true to self and others, compassionate, strategist, good communicator, builds community, servant, etc)

Can you put together (develop) a statement that captures all you want to be as a leader?

Your mission statement should be in writing and something you look at often trying to make it the best representation of capturing who “you” are and who “you” want to be.

“The Golden Rule”

“do unto others as you would have them do unto you”

“The Platinum Rule” “do unto others as they would like you to do unto them”

Mission Statement (Example)

To live a faith centered life striving to be a better husband, father, friend, leader, and employee by first serving others and setting a daily example in guiding, coaching, and mentoring others to reach their true and full potential in life.

My Leadership Philosophy

Elements Self-discovery Relationships Building Community Empowerment Humility Servant Path finding (Strategy)

Empowerment

Humility

ServantBuild

Communities

Path Finding(Strategy)

Relationships

SELFDISCOVERY

Leadership Journey(Continuous cycle)

Experience 1 gets processed - growth and learning takes place.

Multiple Leadership opportunities = experience and ability to grow as a leader.

1

2To the next experience with growth and learning from each previous experience.

The Continuous Cycle of Leadership

Cycle of Leadership for growth: Each experience is compounded for positive growthand reflection

Moving Leadership experiences forwardOngoing

Growth

Reflection

The Goal

If as leaders we commit to a personal mission statement and the development of a leadership philosophy that is sincere and genuine we can adapt to any situation and hold true to our core values ALL the time and wear only one hat.

Conclusion

Whatever your leadership level or type of organization you lead, you owe it to those who work for you to develop a thoughtful, comprehensive, and realistic leadershipphilosophy. No leadership philosophy can address all of the issues you will confront, but it will serve as a solid starting point that will not only be understood by you but, more importantly, by those you lead.

Resources

Thank You