Presentation on theme: "High Impact Leadership"— Presentation transcript:
1 High Impact Leadership TASSCUBOPresented by Ben D. Welch, Ph.D.Assistant Dean for Executive EducationMays Business SchoolTexas A&M University
2 Inducements from the Organization The Psychological ContractContributions fromthe IndividualInducements from the Organization
3 The Person-Job FitThe specific aspect of managing psychological contracts is managingThe person-job fit: The extent to which the contributions made by the individual match the inducements offered by the organizationWhat should a manager do if he or she discovers that an employee is not a good “fit”?
4 What is the nature of individual differences? Individual differences are personal attributes that vary from one person to another.Managers must be aware of their emotional intelligence (EI).What are individual differences?
5 EI – Being Intelligent about Emotions Competencies:Self-awarenessSelf-regulation (managing your feelings)Self-motivationEmpathyEffective RelationshipsEmotional Intelligence Resource:The Emotional Intelligence Quickbook, Dr. Travis Bradberry, Dr. Jean Greaves
6 The Nature of Conflict when Dealing with Emotions How would you define conflict?A disagreement between two or more:IndividualsGroupsOrganizationsIs conflict positive when building effective relationships?
7 * Thomas-Kilmann Conflict Mode Instrument (A) * According to research by Kenneth W. Thomas and Ralph H. Kilmann, individuals handle conflict on two dimensions:Assertiveness – The extent to which the individual attempts to satisfy his or her own concernsCooperativeness – The extent to which the individual attempts to satisfy the other person’s concerns* Thomas-Kilmann Conflict Mode Instrument (A)
8 The Five Conflict-Handling Modes AssertiveCOMPETINGCOLLABORATINGAssertivenessCOMPROMISINGAVOIDINGACCOMMODATINGUnassertiveUncooperativeCooperativeCooperativeness
9 Managing Change and Transition By Dr. Ben Bissell (W. R Managing Change and Transition By Dr. Ben Bissell (W.R. Shirah Publisher, )I. Introducing the dynamics of changeA. Significant Emotional Event (S.E.E.)B. Five stages of the change process:1. Shock (or denial)2. Flood of emotion (usually anger)3. Bargain4. Depression (grief)5. Acceptance (intellectual/emotional)C. Takes 1-1½ year minimum to work through the five stagesD. Results of not dealing with change within two years:1. Burnout and quit job2. Become difficult3. Become emotionally or physically ill
10 Managing Change and Transition By Dr. Ben Bissell (W. R Managing Change and Transition By Dr. Ben Bissell (W.R. Shirah Publisher, )II. Critical Steps in Dealing with ChangeA. Stages are feelings – not behaviorsB. Employees will not move through the stages quicker than the managerC. All low morale is an anger problemD. All change produces fearE. Increase information flowF. All perceptions are distorted
11 Managing Change and Transition By Dr. Ben Bissell (W. R Managing Change and Transition By Dr. Ben Bissell (W.R. Shirah Publisher, )III. The Importance of Creating the FamiliarA. Keep things familiarB. People need stability when going through changeC. Grieving is normal and necessaryD. Build a new support system
12 Managing Change and Transition By Dr. Ben Bissell (W. R Managing Change and Transition By Dr. Ben Bissell (W.R. Shirah Publisher, )IV. Coping with the Stress of ChangeA. Take care of yourself physically and emotionallyB. Four physical signals to be aware of:1. A body part2. Breathing3. Eating pace4. Sleeping patternC. You must have some time to be a child again