1、Skill-Will Model,HIGH,LOW,WILL depends on desire to achieve, confidence, security & engagement,SKILL depends on knowledge, experience and understanding,HIGH,SKILL,WILL,HD: High DirectionHS: High SupportLD: Low DirectionLS: Low Support,Leaders Spark Action in Others,What business impact can these typ
2、es of interactions have on you and your team? When you consider the work of your org and its overall strategic priorities, what might be the business impact of having effective interactions?,2,Two Kinds of Needs,Two Kinds of Needs,The “human” needs that people bring to their work and to an interacti
3、on.,The objectives to be accomplished through an interaction.,What risks do you take if you focus on only one of those needs?,Course Journal, p. 3,Interaction Essentials (to meet personal and practical needs),Esteem Empathy Involvement Share Support,Course Journal, p. 3,Key Principles (to meet perso
4、nal needs),Maintain or enhance self-esteem.,Share thoughts, feelings, and rationale. (to build trust),Listen and respond with empathy.,Provide support without removing responsibility. (to build ownership),Ask for help and encourage involvement.,Course Journal, p. 4-5,Team Activity: Teaching Your Key
5、 Principle,Refer to Course Journal: Esteem: pages 6-7 Empathy: pages 8-9 Involvement: page 10-11 Share: page 12-13,Add other points related to use.,KEY PRINCIPLE,How could using this Key Principle help the business? How could it help you spark action in others?,Write phrases and sentence starters.,W
6、hat image could represent effective use of this Key Principle?,Key Principles (to meet personal needs),Maintain or enhance self-esteem.,Share thoughts, feelings, and rationale. (to build trust),Listen and respond with empathy.,Provide support without removing responsibility. (to build ownership),Ask
7、 for help and encourage involvement.,What effect will these KPs and learning how to use them have on your job and your success as a leader?,Effective Feedback - STAR,What is STAR / AR? ST = Situation or Task A = Action R = Result A/R = Alternative action / enhanced Result Read examples on p. 30 31.,
8、Profitability,Productivity,People,Course Journal p. 2,Types of Coaching Coaching,Why do you think proactive coaching is more prominent? Where do you spend most of your time coaching? Why?,Team Success Factors, Development Dimensions International, Inc., MMXIV. All rights reserved.,13,Team Success Fa
9、ctors, Development Dimensions International, Inc., MMXIV. All rights reserved.,14,Team Success Factors, Development Dimensions International, Inc., MMXIV. All rights reserved.,15,Success Factor Page 5 in Participant Workbook,Checkpoints Page 7 in Participant Workbook,Conflict Continuum, Development
10、Dimensions International, Inc., MMXIV. All rights reserved.,18,Refer to course prep & table charts Course Journal, p.1,Conflict Continuum, Development Dimensions International, Inc., MMXIV. All rights reserved.,19,Course Journal, pgs.30-31,Coach When Someone asks for your help. You want to encourage
11、 someone to take the lead. You want to develop someones ability to resolve the conflict. People are capable of working it out. People are willing to take ownership.,Mediate When People involved are at a stalemate. Coaching didnt work, and the conflict is escalating. Productivity and morale are affec
12、ted; people cant work it out themselves. People refuse to work it out themselves. People wont take ownership., Development Dimensions International, Inc., MMXIV. All rights reserved.,20,Course Journal, p. 4,Team Scroll -Blank,Lous Business Network,Net Reps,Philip,Catherine,Sylvie,Carlos,Paul,Manager
13、,Lou,What does the law of reciprocity mean?,How does trust and credibility impact relationships?, Development Dimensions International, Inc., MMXI. Revised MMXII. All rights reserved.,23,Course Journal, p. 1 Job Aid,Applying ANALYSIS Skills, Development Dimensions International, Inc., MMXI. Revised
14、MMXII. All rights reserved.,24,Refer to Job Aid & Resource Guide, p. 4-5,In your job, what are some early signs of a problem or opportunity? What actions can you / your team take to be more proactive in seeing problems / ops in their early stages? What sources could you develop / check more often to
15、 identify them?,GATHER Information Team 1 (page 4),Instructions: Answer your teams questions using your flip chart. Allow yourself 5 minutes. Select a spokesperson to share your answers with the group.,INTERPRET Information Team 2 (page 6),Pitfalls Entire Group (pages 4 and 6), Development Dimension
16、s International, Inc., MMXI. Revised MMXII. All rights reserved.,25,Refer to Job Aid, Resource Guide p. 11, 24,Agree or Disagree . . .,“Every employee makes decisions that affect the business.”, Development Dimensions International, Inc., MMXI. Revised MMXII. All rights reserved.,26,Decision Criteri
17、a p. 19,Cost (money, people, resources) Quality (short- and long-term benefits, impact on organization, alignment with strategic goals and mission) Quantity (how much is needed) Time (to purchase/launch/implement), Development Dimensions International, Inc., MMXI. Revised MMXII. All rights reserved.
18、,27,Impact/Effort Grid Example,DECISION GOAL: To agree on which action we will take to accommodate growth in our distribution center., Development Dimensions International, Inc., MMXI. Revised MMXII. All rights reserved.,28,Applying New Skills, Development Dimensions International, Inc., MMXI. Revised MMXII. All rights reserved.,29,
