1. Leadership 101 Brought to you by: UTSA Career Services Brought to you by: UTSA Career Services Morris Ellington Professional Development Program Manager

2. Leadership 101 Many factors will impact your success as a manager, but your employees will always be the overwhelming key to your career. How you treat them, and your expectations of them, will ultimately determine your level of success. Handled poorly, they will be your biggest source of headaches and problems. But handled properly, they will be your greatest asset and a key ally in your career success! Many factors will impact your success as a manager, but your employees will always be the overwhelming key to your career. How you treat them, and your expectations of them, will ultimately determine your level of success. Handled poorly, they will be your biggest source of headaches and problems. But handled properly, they will be your greatest asset and a key ally in your career success!

3. Leadership 101 There are no “born leaders”. Leadership is a learned skill. Developing leadership skills also requires experience. Great leaders are years – sometimes a lifetime – in the making. Today’s presentation will not teach you everything, but hopefully will give you some good ideas that will set you off on the right path. There are no “born leaders”. Leadership is a learned skill. Developing leadership skills also requires experience. Great leaders are years – sometimes a lifetime – in the making. Today’s presentation will not teach you everything, but hopefully will give you some good ideas that will set you off on the right path. Let’s start by testing your knowledge of some basic leadership concepts…

4. True or False?  The #1 reason people leave companies is because they are “Bad Hires” – they were not a “Good Fit” and never should have been hired in the first place. FALSE!

5. True or False?  If companies pay more money, more people will stay. FALSE!

6. True or False?  Employees emulate their manager’s traits, personality and attitude. TRUE!

7. True or False?  If we in senior management could survive, new- hires should too – if they can’t hack it, they shouldn’t be here in the first place. FALSE! The new-hires companies are dealing with today, for the most part, are members of Generation Y – their ideals and goals are very different than Baby Boomers and Gen X’ers…

8. Gen Y Characteristics Seek immediate gratification – don’t think long-term Value Team over Individual, but like recognition Work / Life balance more important than earnings Family & personal interests come before career Want to do meaningful work that makes a difference Want “comfortable” work environments, free from confrontation Desire flexibility in scheduling Measure own success – based on their values and criteria, not others Seek immediate gratification – don’t think long-term Value Team over Individual, but like recognition Work / Life balance more important than earnings Family & personal interests come before career Want to do meaningful work that makes a difference Want “comfortable” work environments, free from confrontation Desire flexibility in scheduling Measure own success – based on their values and criteria, not others

9. Generational Mottos BABY BOOMERS (born 1946 – 1964): “Live to Work” GEN Y (born 1980 – 1994): “Work to Live” BABY BOOMERS (born 1946 – 1964): “Live to Work” GEN Y (born 1980 – 1994): “Work to Live”

10. Being Different is Good! Differences – like those resulting from different generational characteristics, are not a bad thing! Differences make us unique – and that can make us more successful. They also help us see things differently – which results in differing viewpoints and perspectives, and that’s a good thing too! In leadership, it’s important to remember that people are motivated differently depending upon what generation they are a member of – as well as other differences, such as cultural, geographic and other. Differences – like those resulting from different generational characteristics, are not a bad thing! Differences make us unique – and that can make us more successful. They also help us see things differently – which results in differing viewpoints and perspectives, and that’s a good thing too! In leadership, it’s important to remember that people are motivated differently depending upon what generation they are a member of – as well as other differences, such as cultural, geographic and other.

11. Leadership Style Great leaders are constantly adapting their leadership style to adapt to changing times as well as new generations. Each new generation has different ideals, goals and motivators. Great leaders will adapt their style to those changing motivating factors while the poor manager demands that employees conform to his or her rigid and inflexible style. Great leaders are constantly adapting their leadership style to adapt to changing times as well as new generations. Each new generation has different ideals, goals and motivators. Great leaders will adapt their style to those changing motivating factors while the poor manager demands that employees conform to his or her rigid and inflexible style.

12. What is the #1 reason people quit? A) Pay B) Hours C) Better Offer D) Dissatisfaction with Management A) Pay B) Hours C) Better Offer D) Dissatisfaction with Management Employees don’t quit the company, they quit their Manager

13. Dissatisfaction with Management Lack of training Lack of personalized attention from management Poor example setting / role modeling Public criticism Lack of recognition & appreciation Self-centered management Mixed signals / contradictions Intimidation – management by threats & fear Employee used as a “means to an end” Lack of training Lack of personalized attention from management Poor example setting / role modeling Public criticism Lack of recognition & appreciation Self-centered management Mixed signals / contradictions Intimidation – management by threats & fear Employee used as a “means to an end”

14. Financial Impact of Poor Leadership (Turnover) Experts estimate that it costs somewhere between $10,000 - $12,000 to replace one entry-level employee who leaves an organization during the first year of employment. Experts estimate that it costs somewhere between $10,000 - $12,000 to replace one entry-level employee who leaves an organization during the first year of employment.

15. What Kind of Leader are You? Most people fit into one of two basic leadership styles – Theory X or Theory Y. Although some people display traits of both, most people will fall strongly into one of these two management styles. Let’s look at the basic philosophies of each… Most people fit into one of two basic leadership styles – Theory X or Theory Y. Although some people display traits of both, most people will fall strongly into one of these two management styles. Let’s look at the basic philosophies of each…

16. Theory X vs. Theory Y Theory X Managers believe: The average person has an inherent dislike of work and will avoid it when they can. Because of their dislike for work, most people must be controlled and threatened before they will work hard. The average person prefers to be directed, dislikes responsibility, and desires security above everything. The most effective way to manage people is through fear, threats and intimidation. Theory X Managers believe: The average person has an inherent dislike of work and will avoid it when they can. Because of their dislike for work, most people must be controlled and threatened before they will work hard. The average person prefers to be directed, dislikes responsibility, and desires security above everything. The most effective way to manage people is through fear, threats and intimidation.

17. Theory X vs. Theory Y Theory Y Managers believe: The expenditure of physical and mental effort in work is as natural as play or rest. If a job is satisfying, then the result will be commitment to the organization. The average person learns, under proper conditions, not only to accept, but to seek responsibility. The most effective way to manage people is through high expectations, positive reinforcement, and employee involvement in the decision making process. Theory Y Managers believe: The expenditure of physical and mental effort in work is as natural as play or rest. If a job is satisfying, then the result will be commitment to the organization. The average person learns, under proper conditions, not only to accept, but to seek responsibility. The most effective way to manage people is through high expectations, positive reinforcement, and employee involvement in the decision making process. The most effective way to manage people is through high expectations, positive reinforcement, and employee involvement in the decision making process.

18. Theory X vs. Theory Y STATED SIMPLY: Theory X managers make people do things. Theory Y managers make people want to do things. STATED SIMPLY: Theory X managers make people do things. Theory Y managers make people want to do things. Motivated employees who like and want to do their job will always perform at a higher level than employees who do the job because they are forced to.

19. Theory X vs Theory Y Management All managers are either Theory X or Theory Y managers and, again, some display characteristics of each. By better understanding this technique, managers can begin to discard bad Theory X habits and more successfully channel their energies into being effective Theory Y managers. All managers are either Theory X or Theory Y managers and, again, some display characteristics of each. By better understanding this technique, managers can begin to discard bad Theory X habits and more successfully channel their energies into being effective Theory Y managers.

20. The Pygmalion Effect: The Power of the Supervisor's Expectations In George Bernard Shaw’s Pygmalion, Eliza Doolittle explains: “You see, really and truly, apart from the things anyone can pick up on – the dressing and the proper way of speaking, and so on – the difference between a lady and a flower girl is not how she behaves, but how she’s treated. I shall always be a flower girl to Professor Higgins, because he treats me like a flower girl; but I know I can be a lady to you, because you treat me like a lady” In George Bernard Shaw’s Pygmalion, Eliza Doolittle explains: “You see, really and truly, apart from the things anyone can pick up on – the dressing and the proper way of speaking, and so on – the difference between a lady and a flower girl is not how she behaves, but how she’s treated. I shall always be a flower girl to Professor Higgins, because he treats me like a flower girl; but I know I can be a lady to you, because you treat me like a lady”

21. Pygmalion Management The Pygmalion Effect:  Every manager has expectations of the people that report to them.  Managers communicate those expectations – consciously or unconsciously.  Subordinates “pick up” on these expectations from their manager.  Subordinates perform in ways that are consistent with the expectations. The Pygmalion Effect:  Every manager has expectations of the people that report to them.  Managers communicate those expectations – consciously or unconsciously.  Subordinates “pick up” on these expectations from their manager.  Subordinates perform in ways that are consistent with the expectations.

22. Pygmalion Management  Stated simply, your expectations of the people that report to you dictates how you treat them and ultimately, how they perform.  If you truly and sincerely believe an employee is going to be a superstar, they will be! Because that is the way you’ll treat them.  But on the other hand, if you truly and sincerely believe they will be a failure, they will be – for the same reason.  Stated simply, your expectations of the people that report to you dictates how you treat them and ultimately, how they perform.  If you truly and sincerely believe an employee is going to be a superstar, they will be! Because that is the way you’ll treat them.  But on the other hand, if you truly and sincerely believe they will be a failure, they will be – for the same reason.

23. Pygmalion Management  ALL managers practice the Pygmalion Effect.  Successful managers understand the effect, and channel it in a positive way. The key is what you expect and believe an employee is capable of.  Pygmalion is a very well known, highly documented and proven management technique that gets results!  ALL managers practice the Pygmalion Effect.  Successful managers understand the effect, and channel it in a positive way. The key is what you expect and believe an employee is capable of.  Pygmalion is a very well known, highly documented and proven management technique that gets results!

24. Simple Steps in becoming a Great Leader Teach! Share your Knowledge Be POSITIVE – attitude is EVERYTHING! Get to know your people – show a personal interest in them. Be a Role Model – set the example Honesty & integrity = loyalty & respect Show them you CARE about their Career – take ownership! Be connected to the “pulse” of your people and your business. Be flexible – adapt / adjust your leadership style PRAISE and RECOGNIZE at every opportunity. Be a “Pygmalion Manager” – believe in your people! Teach! Share your Knowledge Be POSITIVE – attitude is EVERYTHING! Get to know your people – show a personal interest in them. Be a Role Model – set the example Honesty & integrity = loyalty & respect Show them you CARE about their Career – take ownership! Be connected to the “pulse” of your people and your business. Be flexible – adapt / adjust your leadership style PRAISE and RECOGNIZE at every opportunity. Be a “Pygmalion Manager” – believe in your people!

25. Trivia Question George Bernard Shaw’s Play, Pygmalion, was later made into an Academy Award winning musical staring Audrey Hepburn. Name the movie. George Bernard Shaw’s Play, Pygmalion, was later made into an Academy Award winning musical staring Audrey Hepburn. Name the movie. My Fair Lady

26. In Conclusion… “There are many elements to effective Management… Leadership is number one, Everything else is number two” - Anonymous “There are many elements to effective Management… Leadership is number one, Everything else is number two” - Anonymous

27. THANK YOU and GOOD LUCK! THANK YOU and GOOD LUCK! Morris Ellington Professional Development Program Manager UTSA Career Services utsa.edu/careerservices