STS International, Inc. PERSONAL LEADERSHIP A framework for exploring and evaluating Leadership Competency for the 21 st Century. COMMUNICATION Visioning Inspiring STRATEGY DevelopingEnabling STEWARDSHIP Accounting Holding Accountable ACCOMPLISHMENT Acting Empower

STS International, Inc. Personal Leadership Overview  Personal Leadership is:  An assessment and growth process for current and future leaders.  Designed to identify and evaluate the leadership competencies.  Flexible enough to apply to both selection and long term development of key leaders.  A continuous, 360 degree evaluating and planning process.

STS International, Inc. Objectives   Identify your personal strengths and developmental needs in fulfilling essential team leadership requirements.   Share leadership within a team and assess your abilities in various roles.   Learn and manage the paradigm shifts required to fulfill the leadership roles of high performance organizations and teams.   Receive direct, active and live feedback to help you set new goals for personal development.

STS International, Inc. Leadership Workshop Outline  Understanding the principles of “Success Dialogue” -- Establishing a Learning Team  Personal Styles – Personal Assessment  Leadership Competencies – A Framework  Communication  Strategy  Accomplishment  Stewardship and Accountability  Making Success a Habit

STS International, Inc. Success Dialogue  Each Participant becomes part of a ‘learning team’ that will stay together for the entire workshop.  Learning teams will help the individual:  Balance each other’s perceptions  Gain a picture of their personal impact on the group  Share responsibility and accountability for individual and group success.  Share direct, actionable, and success oriented feedback.  Each Learning Team will go through a forming process to build clarify their purpose, guidelines, and begin using “Power Coaching.”

STS International, Inc. Power Coaching  Understand your Basic Style.  Understand your Style under pressure.  Understand Available Styles.  Employ the style which achieves win/win.  Do what is uncomfortable.  Never Seek “comfort” -- choose the style to:  Grow you -- Grow others -- Integrate -- Win/Win.  Be straightforward with yourself and with others.

STS International, Inc. Personal Styles  Each individual will participate in a battery of self and group evaluation processes including several of the following:  Meyers Briggs – MBTI-M  FIRO – B  LifeScripts – an Inventory of Personal Strengths  Thomas Kilman – Conflict Mode  Individuals will have the opportunity to share their own data, interact with the group, and learn about other “styles” during the interaction.

STS International, Inc. Leadership Competencies  Includes both Personal competency and Inter-Personal competency in four specific areas:  Communication  Accomplishment  Strategy  Stewardship and Accountability  The Learning Team will first build an understanding of the overall framework, provide initial feedback to each other as a baseline, and gain clarity around each of the areas.  This module also includes integration of the Jack Welch – Right Way – Right Results model and an exploration of Transformational Leadership which will be used in greater detail later in the workshop.

STS International, Inc. Personal Leadership Framework Personal Leadership requires a long term commitment to Self Evaluation, Receiving Feedback & Continual Learning. This grows supports and promotes capability in each competency. COMMUNICATION Visioning Inspiring STRATEGY DevelopingEnabling STEWARDSHIP Accounting Holding Accountable ACCOMPLISHMENT Acting Empower

STS International, Inc. Balancing Competencies PersonalCompetencyInter-PersonalCompetency COMMUNICATION VisioningInspiring STRATEGY DevelopingEnabling STEWARDSHIP AccountingHolding Accountable ACCOMPLISHMENT ActingEmpowering

STS International, Inc. Understanding and Using the Competencies in Evaluation  In the following slides, each area is explored for common understanding in 3 ways:  A general description of the area and the skills which help enable these competencies.  A description of both the “Personal” competency side of this area and the “Inter-Personal” side.  A list of evaluative questions which may be placed in a formal evaluation setting to determine the relative effectiveness of a person in this area. (Please note – for this example – only 1 of the examples has been detailed. An internal team will assist in reviewing this competency and detailing the other 3)

STS International, Inc. COMMUNICATION VisioningInspiring  Through simulated exercises the Learning team has an opportunity to demonstrate both their vision of the future and work with the group to enhance that vision into a greater, common vision.  This areas includes the skills of:  Brainstorming  Sorting and Prioritizing information  Questioning (5 Whys)  Detailing and describing  Projecting the consequences both positive and negative  Facilitating group discussions

STS International, Inc. COMMUNICATION VisioningInspiring  Personal Competency  Seeing in detail where you and the organization should go.  Imagining opportunities and options  Combining paradoxical elements into a new potential  Understanding the “Why”  Integrating broad information from today to intuit the trends of tomorrow.  Inter-Personal Competency  Communication – specific, vivid and actionable by others  Drawing out the vision others have.  Stretching the belief of what can be.  Building an understanding of “Why” things must occur.  Encouraging explorations  Challenging current paradigms  Building a common understanding with others

STS International, Inc. COMMUNICATION VisioningInspiring  Personal Competency  Inter-Personal Competency Possible 360 degree Evaluative Questions in this Area

STS International, Inc. 360 Degree Leadership Evaluation Process  General Communication and initial workshop on the Evaluation Process for Leaders  Selection of Evaluators for each person. These should include:  Individual themselves  At least one “boss” or “superior” in the organization  At least 2 “peers” who connect regularly with the person  At least 3 “subordinates” who connect regularly with the person.  Each evaluator will fill out the evaluation on the web site and a summary will be provided to the participant. The summary will include:  Average score from all evaluators  Individual score  “Boss” score  Written comments  Each Leader will meet with his group of evaluators briefly to ask questions and gain insight into any questions they have from the session  Each leader will prepare a summary of strengths and weakness along with a 2-3 point action plan for improving overall effectiveness.