Compassionate Leadership - Leading with a Tech Mind and Heart

As a supervisor, manager, director or team member, there are many management styles and approaches that are used to lead teams and organizations. Technology-based teams are unique and can be challenging to lead given the variety of areas that serve client needs. Leadership with diverse teams requires a unique blend of desire, openness to learning, self-awareness and compassion. During this active engagement workshop session, participants will evaluate/identify their current technology management approach, review the principles of compassionate leadership with a lean to diverse tech teams, learn techniques to integrate compassionate leadership in to their day-to-day work and develop a team development strategy with a focus on: 1) learning; 2) standards; 3) bulldozing barriers; 4) leveraging influence; 5) fueling passion and reinforcing the value of a team.

Transcript

1. Compassionate Leadership: Leading with a Tech Mind and Heart Tuesday, February 26, 2019 12:30pm - 2:45pm Knowledge Room Adam Smeets Chief Technology Officer, Indian Prairie School District 204
2. About This Workshop Leadership with diverse teams requires a unique blend of desire, openness to learning, self-awareness and compassion. During this active engagement workshop session, participants will evaluate/identify their current technology management approach, review the principles of compassionate leadership with a lean to diverse tech teams, learn techniques to integrate compassionate leadership in to their day-to-day work and develop a team development strategy with a focus on: 1) learning; 2) standards; 3) bulldozing barriers; 4) leveraging influence; 5) fueling passion and reinforcing the value of a team.
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5. TECH 2019 | May 7, 2019 Student Technology Showcase Join students, teachers, and volunteers to demonstrate the power of educational technology resources to legislators and other policy makers. Apply by Friday, March 8, 2019 at bit.ly/ILtech19
6. Our Workshop Agenda Self-Evaluation Understanding your style and compassionate leadership approach. Not high stakes, but a reflection opportunity. with two instruments. Compassionate Leadership and Self-Compassion Exploring the in’s and out’s of this leadership style and why the self is also important. Techniques and Practice Scenarios We’ll work through several scenarios and discuss ways to work through challenges. Team Development Strategy Together we’ll review two approaches to team development and options/alternatives. We’ll take 5 minute scheduled breaks between major topics.
7. Workshop Shared Goals All Connected • Relax and be yourself • Participate enthusiastically • Ask for clarification if needed • Have fun! All Ideas • Be open to new ideas or concepts • Listen to all sides (+/-) • Be supportive rather than judgemental • Use parking lot for “off-road” but shared “down the road” ideas All Voices • Let’s hear from everyone • Your experiences are valuable • Understand other needs and interests
8. Introductions Name Role District / Business Character and TV Show
9. Revisiting Our Agenda Self-Evaluation Understanding your style and compassionate leadership approach. Not high stakes, but a reflection opportunity. with two instruments. Compassionate Leadership and Self-Compassion Exploring the in’s and out’s of this leadership style and why the self is also important. Techniques and Practice Scenarios We’ll work through several scenarios and discuss ways to work through challenges. Team Development Strategy Together we’ll review two approaches to team development and options/alternatives.
10. Think about a supervisor that you valued... What attributes or qualities made them a supervisor that you respected or valued? • This may be a supervisor from a past, current or future job. • Share these qualities at your tables and elect a table speaker. • We’ll share out as a group, by table.
11. Leadership Style Assessment Using the handout provided, answer each question honestly by circling the number that best represents the statement - don’t overthink! 1. to almost no extent 2. to a slight extent 3. to a moderate extent 4. to a great extent 5. to a very great extent This instrument will provide feedback on your leadership style and preferences, including: directing, coaching, facilitating and delegation.
12. Leadership Style Outcomes • Provide detailed instructions • Give staff specific goals and objectives • Check frequently with staff to keep them on track • Demonstrate the steps involved in doing the job Directing • Involve staff in making the decisions which will affect their work • Make staff feel free to ask questions and discuss important concerns • Hold frequent staff meetings • Help staff locate and support their own developmental activities • Listens to staff problems and concerns without criticizing or judging Facilitating • Represents management’s position in a convincing manner • Try to motivate people to make decisions • Sell staff in their own ability to do the job • Praise staff for their good work • Provide staff with a lot of feedback on how they are doing Coaching • Delegate broad responsibilities to staff and expect them to handle the details. • Expect staff to find and correct their own errors. Delegating
13. Compassionate Leadership Assessment Answer each question honestly. After you take the assessment, you will get a report outlining where you can improve, along with practical tips for becoming a more compassionate leader. http://bit.ly/TESTBEFORE SESSION Skip questions 17 - 28 Harvard Business Review - https://hbr.org/2018/05/assessment-are-you-a-compassionate-leader
14. Example Result Set
15. Revisiting Our Agenda Self-Evaluation Understanding your style and compassionate leadership approach. Not high stakes, but a reflection opportunity. with two instruments. Compassionate Leadership and Self-Compassion Exploring the in’s and out’s of this leadership style and why the self is also important. Techniques and Practice Scenarios We’ll work through several scenarios and discuss ways to work through challenges. Team Development Strategy Together we’ll review two approaches to team development and options/alternatives.
16. Oprah’s Super Soul Sunday Featuring Jeff Weiner, LinkedIn CEO June 26, 2018 - https://vimeo.com/277204769
17. Oprah’s Super Soul Sunday Featuring Jeff Weiner, LinkedIn CEO June 26, 2018 - https://vimeo.com/277204769
18. Qualities and Traits Connected to Compassionate Leadership Help others and make no room for selfishness on the teams you lead. Success is less about riches or fame and more about having a deep and lasting positive impact on all who you serve. Impact Trust team members will live up/down to expectations. Set the bar high on quality but keep it within reach. When quality is expected, team efforts will increase. Standards Modesty to continually seek feedback under the belief system they can only grow their team to the extend they grow themselves. Leadership requires learning. Learning Seek influence, not authority. Use the power of your role to lead others to discovery of their own unique power. Influence Assist team members work through their defeatist thoughts (i.e. pessimism) and encourage new patterns of thinking to help them be more successful going forward. Removing Barriers Determination and focus on how team members feel and what they’re getting out of their work experience. Passion Excellence achieved with a team. Leaders who support and guide to stay focused. Coach on the side. Team & Vision
19. Using the handout provided identify one action area that you can work towards next week and one next month that focuses on each facet of compassionate leadership. Share at each table and we’ll share out as a group the summative findings. Setting Personal Goals and Intentions
20. Qualities and Traits Connected to Compassionate Leadership Help others and make no room for selfishness on the teams you lead. Success is less about riches or fame and more about having a deep and lasting positive impact on all who you serve. Impact Trust team members will live up/down to expectations. Set the bar high on quality but keep it within reach. When quality is expected, team efforts will increase. Standards Modesty to continually seek feedback under the belief system they can only grow their team to the extend they grow themselves. Leadership requires learning. Learning Seek influence, not authority. Use the power of your role to lead others to discovery of their own unique power. Influence Assist team members work through their defeatist thoughts (i.e. pessimism) and encourage new patterns of thinking to help them be more successful going forward. Removing Barriers Determination and focus on how team members feel and what they’re getting out of their work experience. Passion Excellence achieved with a team. Leaders who support and guide to stay focused. Coach on the side. Team & Vision
21. As we watch the video, observe moments of compassionate leadership. Jot down notes to share out to the larger group when we share back. Identifying Compassionate Leadership, At Work
22. “Our every interaction every day shapes our world. To the extent that we are present with and pay attention to all those we interact with, understand their challenges, empathise with them, and take action to help them, we create a more compassionate world. To have the capacity and resilience to show compassion to others, we must first practice self-compassion.” Professor Michael West, Lancaster University Management School & Kings Fund Thought Leader, 2017
23. It’s not selfish. • When you lack consideration for others and are primarily concerned with your own personal gain. It’s not self-pity. • When you perceive yourself as victim of negative situations. It’s not over-indulgent. • When you fall to short term gratification without concern about the long-term consequence. What Self-Compassion Is Not... Image: https://www.highlandernews.org/25434/25434/
25. What Self-Compassion Is… Based on / Adapted From the Research of Dr. Kristin Neff Connectedness Remember everyone makes mistakes and experiences difficulties at times - you are not alone. Mindfulness Recognize when you’re stressed or struggling without judgement or over-reading your abilities. Being Present Taking a moment to pause and breathe when you need to re-center or re-focus on the situation or yourself. Self-Kindness Being supportive and understanding to ourselves when we’re having a hard time, rather than being overly critical or harsh.
26. Using the handout provided identify one action area that you can work towards next week and one next month that focuses on how you’ll work towards active self-compassion. Setting Personal Goals and Intentions
27. Revisiting Our Agenda Self-Evaluation Understanding your style and compassionate leadership approach. Not high stakes, but a reflection opportunity. with two instruments. Compassionate Leadership and Self-Compassion Exploring the in’s and out’s of this leadership style and why the self is also important. Techniques and Practice Scenarios We’ll work through several scenarios and discuss ways to work through challenges. Team Development Strategy Together we’ll review two approaches to team development and options/alternatives.
28. You are part of a team that is preparing a presentation for a major conference. The final meeting on the presentation is this morning at 9 a.m. in your classroom/office. There are four participants: Mia, Julio, James and yourself. You arrive in the meeting room at 8:55 and James is there. Julio arrives at 9:02. You continue to wait for Mia to arrive so you can begin. No one has heard from her. You are getting irritated and feeling anxious. At 9:10 you can feel your muscles tightening and breathing increasing. James and Julio are visibly angry and talking about how stressed they are. You NEED to get this done today. At 9:20, all of you are fidgeting and decide to begin. At 9:23, Mia arrives with no apology or explanation. Scenario #1 - How do you respond? What questions do you ask?
29. • What signs of impatience are team members exhibiting? • What is the root cause of the impatience? • What can the team members do to manage their impatience? • How does the reaction of the team members make Mia feel when she arrives? • How does Mia’s lack of concern for the other team members make them feel? Scenario #1 - Key Questions
30. You’re in a meeting with your coworkers, brainstorming ideas for a big upcoming project. Most of your co-worker’s ideas are being rejected by the project leader. He seems to be waiting for that one really great idea. You think you have it, but are afraid of speaking up because the idea of speaking in front of groups is nerve-wracking for you. If your idea is chosen, it would make a great impression with your new manager. Scenario #2 - How do you respond? What questions do you ask?
31. • Should you share your idea? Why or why not? • What kind of positive self-talk can you use to increase your confidence? • What could the team leader do to make the atmosphere more comfortable for sharing ideas? • What can you do in the future to help co-workers feel free to share ideas? • What can co-workers do for you to help increase your self-confidence? Scenario #2 - Key Questions
32. Revisiting Our Agenda Self-Evaluation Understanding your style and compassionate leadership approach. Not high stakes, but a reflection opportunity. with two instruments. Compassionate Leadership and Self-Compassion Exploring the in’s and out’s of this leadership style and why the self is also important. Techniques and Practice Scenarios We’ll work through several scenarios and discuss ways to work through challenges. Team Development Strategy Together we’ll review two approaches to team development and options/alternatives.
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