Leadership Development Through the Seven Disciplines
Leadership Development Through the Seven Disciplines
You noticed the rave reviews and accolades kept pouring in so you bought yourself a copy of SevenDisciplines of a Leader. You were inspired, you were motivated, you thought to yourself, “This is such practical, pragmatic information – how can I convey it to all the leaders that I’m trying to grow and groom within my own firm?”
“Despite the fact that lawyers are intelligent and highly qualified professionals, they seem inherently ill-adapted to leadership and management roles.”(Thompson Reuters, Legal Insight)
“It is well documented by industry commentators that lawyers are simply not hardwired to be managers or leaders. In fact, the very qualities and thinking patterns that make us good lawyers are the things preventing us from succeeding in management roles.
Compounding this, lawyers who assume management roles generally have no prior experience, formal training or mentoring. More often than not, managing partners are appointed solely on the basis of seniority or success in building a client base.” (Thompson Reuters, Legal Insight)
Welcome to Seven Disciplines of aLeader – The LeadershipDevelopment Solution!
What happens during the program? The training weaves lecturette, individual and experiential group activities, case studies, and exercises into every session so that participants can practice newly-learned skills in a safe environment, receive feedback from their peers, and experience a solid transfer of the skills to their daily practice as leaders. Between sessions,1-on-1 coaching is provided to help solidify the skills learned for sustainable behavioral change. In addition, participants are given a360º feedback assessment that measures their leadership effectiveness.
How long is the program? The program is highly customized to suit your timeframe, specific needs, firm culture and you rbudget. It can be delivered in one intensive 5-day session; it can be delivered in 6 workshops over an interval of 12-18 months; it can be delivered half virtually (webinars) and half classroom. All with the coaching component built in to address real-time issues and change behavior. In addition, our program can easily be integrated into existing leadership development programs your firm already has in place.
What topics does the program cover? The program follows the same structure as the book and has participants examine and practice the Seven Disciplines first, followed by the ElevenPractices of an Effective Leader for a mastery of the skills needed to be an effective leader in today’s legal environment.
Introduction: What Makes Certain Leaders Highly Effective?
Identify behaviors which separate the mere manager from the leader people want to follow
Evaluate your own strengths and weaknesses vis-à-vis these behaviors
I: TheNature of Highly Effective Leadership
Explore why leadership is important to your firm and what it looks like to “do it right”
Emulate leaders whose behaviors foster open, two-way communication with the team
Identify how ego gets in the way of effectiveness; analyze fears that may hold you back
Learn to borrow leadership attributes from situations on the world stage
Analyze and recalibrate yourself in terms of the “Seven Deadly Leadership Sins”
Create a plan to weave discipline into your daily life to improve your leadership
Discipline 1: Initiative and Influence ~ Identify your personal vision -- bridging the gap with current reality -- while crushing your own self-defeating myths
Discipline 2: Vision, Strategy, and Alignment ~ Strategize a plan for articulating your vision in a manner that creates engagement and dissipates negativity
Discipline 3: Priorities, Planning, and Execution ~ Tackle a tough systemic problem utilizing priorities to redirect energies and focus ~ Avoid sabotage due to lack of planning; identify planning’s value and how to do long-term and project planning ~ Devise a checklist so your team executes your plan accordingly
Discipline 4: Social/Emotional/Political Intelligence ~ Demonstrate seeking valuable feedback from your team to aid your growth as a leader ~ Exercise the Self-Awareness and Self-Management domains of Emotional Intelligence
Discipline 5: Reciprocation, Collaboration, and Service ~ Identify what you have to offer others in the Law of Reciprocity ~ Learn the true meaning of “collaboration” and how to demonstrate it ~ Translate values into action to serve your community
Discipline 6: Love and Leverage ~ Enumerate your passions and shatter fears that may be derailing you
Discipline 7: Renewal and Sustainability ~ Navigate a course through change by managing the transition stages
III: Eleven Practices of Highly Effective Leaders
Practice 1: Hire People Like a Casting Director ~ Attract and hire the best people for your unique team using a thorough analysis of the job and its requisite skills; identify and avoid common hiring biases
Practice 2: Never Stop Developing People ~ Demonstrate how to nurture team growth and empowerment through comprehensive delegation techniques
Practice 3: Understand the Value of Coaching ~ Differentiate between and practice conducting a Development Coaching conversation versus a Performance Improvement Coaching conversation
Practice 4: Motivate and Inspire People ~ Identify the roots of motivation and ascertain what motivates your team members
Practice 5: Master Communication ~ Become a congruent communicator –one whose verbal and non-verbals are in alignment and who listens both actively and reflectively to the team
Practice 6: Build an Optimal Team ~ Assess your current team according to 10 key effectiveness factors and begin the processing of (re)building an engaged and collaborative team according to a 4-step plan
Practice 7: Deliver Excellence and Satisfy Clients ~ Strategize how to collect valuable customer data, analyze it, and use it to build a strong client service mentality in your team
Practice 8: Balance Your Work and Personal Life ~ Practice planning your work and life, from various perspectives, to incorporate vital rejuvenation; select and utilize planning tools that work for you
Practice 9: Nurture Your Leaders and Retain High Performers ~ Recognize the signs that high-potentials/performers are disgruntled and execute a plan to retain and revitalize them
Practice 10: Lead Desired Change ~ Understand why people resist change, how they demonstrate resistance, and learn a tool for guiding your team/firm through change – whether you are the initiator or the “messenger”
Practice 11: Manage a Multigenerational Workforce ~ Recognize the fundamental different worldviews of the generations currently in the workforce and how to tailor your message to each
REAL ANSWERS, REAL RESULTS
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