1. Leadership Series: Fostering a Leadership Development Culture
Holly Moore
Vice President | Growing Leaders

2. How would you describe the culture you want to build on your teams?

3. If you want to know the temperature of an organization, put a thermometer in the leader’s mouth.

4. Mirror Effect

5. .
As a leader, your followers will be a reflection of you. Not only will you attract others like yourself, but over time, those who follow you will mirror both your negative and positive characteristics

6. The Number One Management Principle in the World.
The Number One Management Principle in the World
People do what people see.

7. Nuts & Bolts: Insights into The Mirror Effect.
Nuts & Bolts: Insights into The Mirror Effect
The leader’s attitude at the launch of a project will impact the team’s attitude more than anything.
After eighteen months, a new leader cannot blame the flaws of a team on past leadership.
A leader’s hypocrisy diminishes team morale, productivity and passion as much as anything else.

8. Nuts & Bolts: Insights into The Mirror Effect.
Nuts & Bolts: Insights into The Mirror Effect
People seek a job, and join a team, but they quit a leader due to the mirror effect.
A leader’s example will either drown out the leader’s words, or amplify the leader’s words.
A leader who fails to initiate and model a difficult task will forfeit his influence to someone else.

9. Nuts & Bolts: Insights into The Mirror Effect.
Nuts & Bolts: Insights into The Mirror Effect
When a leader’s talk and walk don’t match, that leader’s words become cheap and empty.
By default or design, team members will reflect their leader’s:
Attitude
Qualities
Atmosphere
Values

10. Velvet Covered Brick

11. Brick vs. Velvet The Brick The Velvet Tough Tender

12. Brick vs. Velvet The Brick The Velvet Doing Right Being Real

13. Brick vs. Velvet The Brick The Velvet Confronts Disruptive Problems
Considers Diverse Perspectives

14. Brick vs. Velvet The Brick The Velvet Demonstrates Strength & Courage
Demonstrates Sensitivity & Care

15. A Stickler for Relationships
Brick vs. Velvet
The Brick
A Stickler for Results
The Velvet
A Stickler for Relationships

16. Extremely Professional
Brick vs. Velvet
The Brick
Extremely Professional
The Velvet
Extremely Personal

17. Brick vs. Velvet The Brick The Velvet Secure Enough to take Criticism
Secure Enough to Serve the Critic

18. Brick vs. Velvet The Brick The Velvet
Possesses Convictions About Principles
The Velvet
Possesses Compassion for People

19. Brick vs. Velvet The Brick The Velvet
Always Embraces the Responsibility
The Velvet
Rarely Enforces the Rank of Position

20. If We Are Secure Leaders, we:
Emotional Security
If We Are Secure Leaders, we:
Are able to receive criticism from others.
Can celebrate the victories and progress of others.
Act instead of react to problems and troubled people.
Don’t feel the need to project our self-worth.
Resist the temptation to constantly compare ourselves with others.
Don’t become jealous but are at peace with ourselves and others.

21. Confrontation 101 Wait until your initial anger subsides.
Initiate the contact.
Affirm them as you begin.
Tell them you are struggling with a problem.
Outline the problem; admit you don’t fully understand.
Share the principle that is at stake.
Encourage them to respond.
Seek reconciliation.
Affirm your care for them as you conclude.

22. Choir Director

23. Choir Director
Choir directors are a good picture of leadership and team building. They recruit, audition, assign parts, rehearse and direct music. But at the end of the performance, the applause goes to the choir.

24. What Do Choir Directors Do?
Recruit players
Audition and assign parts
Create Harmony
Rehearse and Prepare
Direct Them
Deflect the Applause

25. What does healthy leadership culture on a team look like?

26. A Healthy Team… Cares for one another.
Knows and practices what is important.
Grows together.
Places individual rights below the team’s best interest.
Realizes everyone plays a special role.

27. Talk It Over With Your Team
Can you say “yes” to these questions?
Do we respect and trust each other?
Are we concerned for each other?
Do teammates feel free to communicate openly?
Do we understand our team’s goals?
Are we committed to those goals?
Do we make good use of our abilities?
Do we handle conflict well?
Does everyone participate?
Do we respect our individual differences?
Do we like being members of this team?

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