1. Leadership Detroit XXXII Orientation Retreat Building Bridges September 23 & 24, 2010

2. 1 Leadership Consultant Contact Information Steve Gravenkemper, Ph.D. Plante & Moran, PLLC 27400 Northwestern Highway Southfield, MI 48034 (248) 223-3699 Steve.Gravenkemper@plantemoran.com

3. 2 The Leadership Experience: Leadership Development Introduction

4. 3 Leadership Development Curriculum Individual Leadership –Collaborating, Influencing and Leading Regionalism –Leading Change Transformational Change

5. 4 Leadership Lenses

6. 5 Three Leadership Lenses Who we are What we say and do How we see things

7. 6 Exploring the Three Lenses Attitude –Who we are Intent vs. Impact –What we say and do Perception –How we see things

8. 7 Leadership Exercise #1

9. 8 Leadership Development Tools 1.Stretch assignments 2.Feedback 3.Training and development 4.Observing others 5.Demonstrating new behaviors

10. 9 End Part 1

11. 10 Leadership Development Strategies Leveraging strengths Enhancing development areas

12. 11 Buckingham & Clifton’s Premise … to capitalize on your strengths whatever they may be, and manage around your weaknesses, whatever they may be (page 27)

13. 12 Buckingham & Clifton Two Assumptons 1)Each person’s talents are enduring and unique. 2)Each person’s greatest room for growth is in the areas of his or her greatest strength.

14. 13 Leadership Exercise #2

15. 14 Three Components of Strength Talents Knowledge Skills

16. 15 Talents Talent is any (naturally) recurring pattern of thoughts, feeling or behavior that can be productively applied (page 48)

17. 16 Examples of Talents Instinctively curious Competitive Charming Responsible

18. 17 Knowledge Knowledge consists of facts and lessons learned. (page 29).

19. 18 StrengthsFinder Profile … is designed to reveal your five strongest themes or talents (page 32) These themes may not be strengths yet. They are areas of greatest potential, areas in which you have the best possible chance to cultivate a world-class strength (page 32)

20. 19 Strengthsfinder’s Purpose … is not to anoint your strengths, but to find where you have the greatest potential for a strength (page 78)

21. 20 Your Top Five Themes Probably most helpful to look at these five themes together for meaning Listed from high to low, BUT there may not be much differences between the five scores.

22. 21 October’s Pre-work Complete the Strengthsfinder on-line survey. Read select sections of the book identified on your pre-work handout. Complete the Now, Discover Your Strengths work sheet identifying your Top 5 themes.

23. 22 End Part 2

24. 23 Change & Leadership Four stages of change Change Implementation Change readiness Three change levers

25. 24 Four-stage Change Model 9/7/201524 Resist Integrate Embrace Option 1 Deny

26. 25 Change Readiness 25 Top Middle Front Lines QUESTION 1QUESTION 2QUESTION 3 Q-1:Do you know that change is coming? Q-3:Do you understand what YOU are supposed to do to support this change? Q-2:Do you know what the change will be?

27. 26 Change Implementation 26 Perceived Skill Gap

28. 27 Change Implementation 27 Perceived Skill Gap

29. 28 Three Change Levers Awareness Motivation Behavior

30. 29 In Common Language “Head” “Heart” “Hands” Awareness Motivation Behavior

31. 30 Leadership Exercise #3

32. Thank You