Behavioral Competencies & Leadership Strategy Flashcards
Meritocracy
Definition: A system in which promotion is based on individual ability or achievement.
Explanation: people earn success based on their skills and hard work, not who they know or where they’re from. It’s like a fair game where everyone has a chance to succeed.
Kotter’s 8 step model
- Establishing a sense of urgency
- Forming a powerful guiding coalition
- Creating a vision
- Communicating the vision
- Empowering others to act on the vision
- Planning for and creating short-term wins
- Consolidating improvements, produce more change
- Institutionalizing new approaches
Explanation: It’s a roadmap to make sure important company changes go smoothly.
ADKAR Model for Change
Five-step process for managing change for individuals:
A - Awareness,
D - Desire,
K - Knowledge,
A - Ability,
R - Reinforcement
Context: Toolkit for guiding employees through a change process.
Lewin’s Change Management Model
Three stages for planning change:
(1) Unfreezing - current values and beliefs are challenged and people understand need for change
(2) Change - action phase, people develop new values and beliefs
(3) Refreezing - change is stabilized, patterns are solidified
Power Bases
Legitimate Power: Manager/supervisor. Comes with job title.
Expert Power: The expert in their field. Have specialized knowledge or skills in one area.
Referent Power: Charisma and someone everyone likes and respects.
Coercive Power: Based on ability to punish or issue sanctions.
Reward Power: Based on the ability to give out rewards or perks.
Context: Influence and Persuasion tactics.
Communication Styles in Persuasion
Assertive - Clearly stated needs/expectations.
Collaborative - Working together to find a solution.
Inspirational - Storytelling and using emotive language to connect.
Logical - Presenting reasoned arguments supported by evidence.
The Negotiation Process
- Preparation - Know your organization’s limits and objectives. Develop a BATNA
- Discussion - Open dialogue with the party.
- Clarification - Summarize each party’s wants and needs. Identifying common ground.
- Bargaining - Trading value-for-value. Create additional value through mutual concessions.
- Closure - Documenting agreed terms and ensuring they’re legal.
- Implementation - Execute the terms, monitor compliance.
BATNA (acronym)
Best Alternative to a Negotiated Agreement
Context: Prepared prior to negotiation with labor union.
Types of Negotiation
(1) Distributive Negotiation - also known as “win-lose” negotiation, where parties compete to claim the most value from a fixed set of resources. You aim to get the best deal for yourself, often at the expense of the other party. (i.e. Salary negotiation)
(2) Integrative Negotiation - also known as “win-win” negotiation, is a collaborative approach where both parties work together to find mutually beneficial solutions.
Consumer Price Index
Economic indicator gauging the inflation or deflation in the cost of living for the average household.
Negotiation Techniques
- Anchoring - Set the stage. Start with initial offer.
- Bracketing - Make your initial demands higher or lower than your actual comfort zone to bring the other party closer to your target.
- Silence - Allowing a pause can push the other party to fill the silence, often revealing more about their position.
Conflict Resolution Tactics
- Identify the root cause
- Mediation - with neutral third party (HR)
- Facilitative Communication - active listening, summarizing, reframing.
- Negotiation (distributive or integrative) maybe refer to BATNA
- Policy Adherence - Make sure it’s legal
Thomas-Kilmann Conflict Resolution Styles
Tool used to assess an individual’s preferred approach to handling conflict. There are 5 (five) conflict resolution styles:
- Competing (or Forcing): Assertive and uncooperative, where one pursues their own concerns at the expense of others.
- Collaborating: This style is both assertive and cooperative. It involves finding solutions that satisfy the concerns of all parties. Collaborators are willing to invest time and effort to understand the other party’s concerns and work together for a mutually beneficial solution.
- Compromising: In this style, individuals seek a middle ground. It’s a moderate level of assertiveness and cooperation, where both parties give up something to reach an agreement. Compromising may involve finding a solution that is acceptable to all parties but may not fully satisfy anyone.
- Avoiding: The avoiding style is characterized by low assertiveness and low cooperativeness. It involves sidestepping the issue, postponing the conflict, or withdrawing from the situation. Avoidance may be appropriate when the issue is trivial or when confrontation could be detrimental.
- Accommodating: This style is low in assertiveness and high in cooperativeness. Accommodators are willing to sacrifice their own needs for the sake of maintaining harmony and preserving relationships. It may involve selfless generosity or yielding to the wishes of others.
Individualism Vs. Collectivism
Individualism and collectivism are cultural, social, and philosophical concepts that describe the degree to which individuals prioritize their own interests versus the interests of the group.
High context vs. low context communication
High-context and low-context communication are cultural communication styles that refer to the amount of information that is explicitly communicated in a message. These concepts were developed by anthropologist Edward T. Hall and are particularly relevant in cross-cultural communication.
Context: North America tends towards low-context communication, meaning we are direct and explicit.
Latin America and Asian would tend toward high-context communication, meaning they rely on gestures, non-verbal cues and shared understandings.
Power Distance
Refers to the extent to which the less powerful members of a society accept and expect that power is distributed unequally.
High Power Distance - greater acceptance of hierarchical order, and individuals accept significant inequalities in power and authority. Respect for authority. (China)
Low Power Distance - preference for more equality in power and a belief that authority figures should justify their positions.
challenging authority, and there is often a more relaxed and informal approach to communication. (United States)
Hofstede’s Cultural Dimensions
Framework that identifies six cultural dimensions to help understand and compare the cultural differences between societies.
- Power Distance Index (PDI):
- Individualism vs. Collectivism (IDV):
- Masculinity vs. Femininity (MAS): the extent to which a society values assertiveness, competition, and material success (masculinity) versus nurturing, relationships, and quality of life (femininity).
- Uncertainty Avoidance Index (UAI): Measures the extent to which members of a society are uncomfortable with uncertainty and ambiguity.
- Long-Term Orientation vs. Short-Term Normative Orientation (LTO): Focuses on the degree to which a society values future-oriented behaviors such as perseverance, thrift, and adaptability (long-term orientation) versus past and present-oriented behaviors such as respect for tradition and social obligations (short-term orientation).
- Indulgence vs. Restraint (IND): the extent to which a society allows or restrains gratification of basic human desires related to enjoying life and having fun.
The GLOBE study
Extension of Hofstede’s cultural dimensions theory. The GLOBE study contributes valuable insights into the dynamic interplay between culture, leadership, and organizational practices.
Third-culture model
This “third culture” emerges as people from different backgrounds come together, creating a shared culture that incorporates elements from each original culture.
Cross-Cultural Training
Inclusive Leadership
Open Communication Channels
Shared Values and Goal
Team Building Activities
Glocalization Strategy
Glocalization recognizes the importance of adapting global products and services to meet the specific needs and preferences of local markets.
Egalitarian societies
Social structures characterized by a
- equal distribution of resources, opportunities, and privileges among their members.
- strong emphasis on minimizing social and economic disparities
- promoting equal access to resources, and discouraging the concentration of power and wealth in the hands of a few.
- commitment to fairness, justice, and the idea that everyone should have equal opportunities and rights.
Waterfall Model for project management
Traditional, linear, and sequential. Ideal for well-defined requirements like annual enrollment.
Agile Model for project management
Flexible and adaptive. Ideal for complex projects that have changing requirements like organizational change management.
Six Sigma for project management
Focuses on process optimization and is highly data-driven. Ideal for talent acquisition processes for maximum efficiency.
Define, Measure, Analyze, Improve, and Control.
PRINCE2 for project management
(Projects IN Controlled Environments)
Emphasizes continuous improvement and is best for large, complex projects like enterprise-wide L&D program.
Scrum
A subtype of Agile model. Often used in software development
It provides a flexible and iterative approach to software development and is widely adopted in various industries for managing complex projects. Scrum emphasizes collaboration, adaptability, and transparency among team members.
Belbin Team Role Inventory
Team Dynamics Technique
Used for identifying the strengths and weaknesses of team members, which aids in role allocation.
Bruce Tuckman’s Forming-Storming-Norming-Performing Model
Team Dynamics Technique
Helps understand the stages that a team goes through and what leadership styles are effective at each stage.
Appreciative Inquiry
Team Dynamics Technique
Focuses on leveraging a team’s core strengths rather than fixing weaknesses.
Psychological Safety
Team Dynamics Technique
Ensuring an environment where employees feel they can voice opinions and take risks without fear of retribution.
SMART Goals
Team Dynamics Technique
Specific, Measurable, Achievable, Relevant, Time-bound. Helps the team stay focused and accountable.
How to Lead by Example
- Emotional Intelligence (showcasing interpersonal skills)
- Continual Learning (showcasing an appetite for learning)
- Ethical Conduct (adherence to ethical guidelines)
