Leadership - Leadership & Navigation Flashcards
Understand the key concepts for Leadership & Navigation behavioral competencies
People management techniques
What are 5 examples of people management techniques?
directing
coaching
supporting
delegating
mentoring
Who created situational leadership theory and what is it?
Hersey and Blanchard (1-min manager)
Asserts that the most effective style of leadership changes from situation to situation. To be most effective and successful, a leader must be able to adapt his style and approach to diverse circumstances
Situational leadership
What are the four main leadership approaches in Situational Leadership?
M1 - Telling: Directive and authoritative approach. The leader makes decisions and tells employees what to do.
M2 - Selling: The leader is still the decision maker, but he communicates and works to persuade the employees rather than simply directing them.
M3 - Participating: The leader works with the team members to make decisions together. He supports and encourages them and is more democratic.
M4 - Delegating: The leader assigns decision-making responsibility to team members but oversees their work.
Situational Leadership
What are the 4 levels of follower maturity that correspond to the 4 types of Situational Leadership approaches?
Level M1: Followers have low competence and low commitment.
Level M2: Followers have low competence, but high commitment.
Level M3: Followers have high competence, but low commitment and confidence.
Level M4: Followers have high competence and high commitment and confidence.
What are the 3 behavioral competencies in the Leadership cluster?
Leadership & Navigation
Ethical Practice
Diversity, Equity & Inclusion
How is Leadership & Navigation from the Leadership behavioral competency defined?
KSAOs needed to create a vision and mission for the HR function that aligns with strategic direction and org culture to
1) accomplish HR and org goals
2) lead and promote org change
3) manage the implementation of HR initiatives
What are the sub competencies of Leadership & Navigation?
1) navigating the organization
2) vision
3) managing HR initiatives
4) influence
leadership & navigation
describe transformational leadership
is a leadership style that can inspire positive changes in those who follow.
focus on helping members of the group support one another and provide them with the support, guidance, and inspiration they need to work hard, perform well, and stay loyal to the group
primary goals of transformational leadership are to inspire growth, promote loyalty, and instill confidence in group members.
leadership & navigation
What are the 4 main elements of transformational leadership?
1) Intellectual stimulation: encourages followers to explore creativity my means of new ways of doing things and new opportunities to learn.
2) Individualized consideration: supporting and encouraging individual followers; keep lines of communication open so that followers feel free to share ideas and so that leaders can offer immediate recognition of the unique contributions of each follower.
3) Inspirational motivation: can articulate clear vision that motivates followers to fulfill goals
4) Idealized influence: serves as a role model for followers that followers emulate.
leadership & navigation
What are the positive effects of transformational leadership?
1) better performance
2) better well-being
3) sense of empowerment
leadership & navigation
When to use and not use transformational leadership style?
Use when creativity and innovation are important to success
Do not use if group members need more guidance and direction (i.e. entry level employees or low competent employees)
leadership & navigation
Describe participative leadership and possible outcomes of using this leadership style
Direct reports are intentionally involved in decision making so that employees have an increased sense of ownership in their work.
Suggested outcomes are improving overall decision making and integrating employees’ personal goals with those of the organization
leadership & navigation
Who first introduced participative leadership and what were the 3 main principles this person outlined?
Rensis Likert
3 main principls:
1) mutual support - leaders and employees have trust and confidence in each other to determine and pursue goals together
2) group decision principle - commitment to group decision making
3) high standards principle - fosters collective responsibility for achieving excellence
leadership & navigation
What determines whether a leader or organization adopts a participative leadership style?
Experienced leaders and leaders who leaders who rate high on self-awareness. Also, the more similar leaders and followers are to each other, the more likely they seem to be to engage in participative leadership.
leadership & navigation
How does Participative Leadership affect employees?
generally benefits employees’ psychological well-being
increases their organizational commitment
makes them more trusting of their leaders
leadership & navigation
How does participative leadership positively and negatively impact organizations?
Positive: improves organizational performance and innovation
Negative: reduces efficiency, time senstive bc requires significant time to explaining possible options so that followers are equipped with the information they need to contribute to sound decisions. Followers need time to weigh options, and leaders must spend time analyzing suggestions and proposals from subordinates. Potential conflict
leadership & navigation
What is inclusive leadership?
capacity to manage a diverse group of people efficiently, while respecting their uniqueness in an empathetic, bias-free way. It is an authentic leadership style that rules out discrimination, bias and favor based on color, race and other protected characteristics and allows employees to feel valued for their own input.
leadership & navigation
describe leader-member exchange theory
aka - LMX or vertical dyad linkage theory;
focuses on the relationship that develops between managers and members of their teams and that all relationships go through 3 stages
leadership & navigation
What are the 3 stages of Leader-Member Exchange Theory?
1) Role-taking - occurs when team members first join the group. Managers use this time to assess new members’ skills and abilities.
2) Role-Making - New team members then begin to work on projects and tasks as part of the team. In this stage, managers generally expect that new team members will work hard, be loyal and prove trustworthy as they get used to their new role.
The theory says that, during this stage, managers sort new team members (often subconsciously) into one of two groups. (in-group - those the manager trusts most and out-group - those the manager does not trust or deems unmotivated or incompetent)
3) Routinization - routines between team members and their managers are established.
a) in-group - In-Group team members work hard to maintain the good opinion of their managers, by showing trust, respect, empathy, patience, and persistence.
b) out-group - members may start to dislike or distrust their managers. Because it’s so hard to move out of the Out-Group once the perception has been established, Out-Group members may have to change departments or organizations in order to “start over.”
leadership & navigation
How should leaders use the leader-member exchange theory to get the out-group back on track?
1) Identify Your Out-Group - analyze why these people have fallen “out of favor.”
a) Did they do something specifically to lose your trust? Do they exhibit bad behavior at work? Are they truly incompetent, or do they have low motivation?
b) Analyze what they’ve actually done, and compare the facts with your perceptions. Do these match, or have you (perhaps subconsciously) blown things out of proportion?
2) Reestablish the Relationship - meet each team member one-on-one. Take the time to find out if they’re happy with their job. What are their career goals? What can you do to make their work more challenging or engaging?
- Provide Training and Development Opportunities
leadership & navigation
Describe servant leadership
Servant leadership is a leadership style that prioritizes the growth, well-being, and empowerment of employees. It aims to f**oster an inclusive environment **that enables everyone in the organization to thrive as their authentic self to grow the organization through their commitment and engagement.
When implemented correctly, servant leadership can help foster trust, accountability, growth, and inclusion in the workplace.
leadership & navigation
Describe servant leadership
a leadership style that prioritizes the growth, well-being, and empowerment of employees. It aims to foster an inclusive environment that enables everyone in the organization to thrive as their authentic self (expressing themselves freely whch allows them to be more nurturing to coworkers and teams).
puts employees first to grow the organization through their commitment and engagement.
trust, accountability, growth and inclusion are the results when executed well
leadership & navigation
what is a major aspect of servant leadership?
acceptance of others
encourages a forgiving and understanding attitude that allows employees to make mistakes, learn from their mistakes, and channel that into personal and professional growth in the organization.
this allow workers to relate to leaders and vice versa, creating more trust and autonomy for workers.
leadership & navigation
What sevant leader mentality did Robert Greenleaf propose in his book that introduced the servant leadership concept “The Servant as Leader?”
“I serve because I am the leader (altruism),” and “I am the leader because I serve (ambition).”
leadership & navigation
accordint to Larry Spears (frmr pres of robert greenleaf center for servant leadership), what are the qualities a servant leader needs to be impactful?
empathy
listening
healing
awareness
persuasion
conceptualization
foresight
stewardship
commitment to the growth of people
building community.
leadership & navigation
what are the 7 pillars of servant leadership?
Person of character
Puts people first
Skilled communicator
Compassionate collaborator
Has foresight
Systems thinker
Leads with moral authority
leadership & navigation
transactional leadership defined
Transactional leadership is a style of leadership that focuses on order, structure, and goal-oriented planning. A transactional leader will tell their team what to do and use rewards and punishments to motivate them. This leadership style works well with self-motivated employees and in situations that require rules and regulations. Transactional leadership is more concerned with maintaining the status quo than with challenging it
leadership & navigation
in what types of organizations is transactional leadership most seen or best fit?
medium- or large-sized company that’s well-established and not searching for change within the organization. operations require little leeway or creativity to get the job done
ex: sales (use commissions as motivation/reward), sports teams
leadership & navigation
what is trait theory as it relates to leadership?
The trait theory of leadership postulates that successful leadership arises from certain inborn personality traits and characteristics that produce consistent behavioral patterns.
leadership & navigation
what is trait theory of leadership tied to?
“great man” theory of leadership first proposed by Thomas Carlyle in the mid-1800s
ability to lead is something that people are simply born with, Carlyle believed, and not something that could be developed.
leadership & navigation
define contingency theory of leaderhip
effective leadership is dependent upon the interaction between a leader’s behaviors and the situation itself.
Contingency theories suggest that there is no one best style of leadership. Successful and enduring leaders will use various styles according to the nature of the situation and the followers.”
leadership & navigation
what are 3 models of contingency theory?
1) Fiedler’s contingency theory: one of the first situational leadership theories; contingent on how well a leadership’s style matches the situation; task v people-oriented leaders; success of leadership style depends on how well the role is defined, level of authority and relationship bt leader and follower
2) Evans and House Path-Goal theory: focuses on how leadership behavior can help followers achieve the group’s goals.
3) Hershey and Blanchard’s Situational Theory
leadership & navigation
what are the 4 types of behavior that can help followers achieve group goals according to the Evans and House Path-Goal Theory?
1 Supportive leadership: This approach involves assessing each team member’s goals and preferences in order to help maximize productivity.
2 Participating leadership: This involves leaders working with and supporting team members.
3 Directive-clarifying leadership: This approach involves giving directions, explanations, and instructions to keep team members on task.
4 Achievement-oriented leadership: This approach gives team members more independence, but also comes with high goals and expectations.
leadership & navigation
Describe Directing management technique
instructing, guiding, inspiring, counselling, overseeing and leading people towards the accomplishment of organizational goals
leadership & navigation
describe coaching
management technique
coaching refers to a form of development to reach a goal; less telling more suggesting
leadership & navigation
Supporting people management technique
focused more on the relationship for high competence low commitment
leadership & navigation
what is Goal-setting theory
motivation theories
Goal-setting theory was developed by Edwin A. Locke - Toward a Theory of Task Motivation and Incentives
explored the relationship between goals and task performance
specific goals inspire a higher level of performance than easy goals with a “do your best” approach
considered the foundation for SMART goals
leadership & navigation
5 principles of goal-setting theory
motivation theories
- Clarity
- Challenge
- Commitment
- Feedback
- Task complexity
leadership & navigation
What is expectancy theory? (Vroom)
motivation theories
individual chooses their behaviors based on what they believe leads to the most beneficial outcome.
This theory is dependent on how much value a person places on different motivations.
This results in a decision they expect to give them the highest return for their efforts.
leadership & navigation
3 key elements of the expectancy theory of motivation
motivation theories
Expectancy (belief that if an individual raises their efforts, their reward may rise as well)
Instrumentality (belief that the reward you receive depends on your performance in the workplace; mngrs should clearly communicate rewards)
Valence (the importance you place on the expected outcome of your performance).
leadership & navigation
the most common factors associated with your level of expectancy include:
motivation theories
- Self-efficacy: The belief in your ability to successfully perform can impact your motivation levels.
- Goal difficulty: The difficulty level of your goal may influence the outcome you expect from your work.
- Control: The level of control you feel you have over your performance can influence the efforts you make.
leadership & navigation
Attribution (inference behind the cause of event or behavior) theory of motivation
motivation theories
a person’s attribution of success or failure determine the amount of effort the individual will expend on a task
leadership & navigation
3 stages of attribution
motivation theories
the person must perceive or observe the behavior,
2) then the person must believe that the behavior was intentionally performed, and
3) then the person must determine if they believe the other person was forced to perform the behavior
leadership & navigation
self-determination
motivation theories
According to self-determination theory, people need to feel the following to achieve psychological growth:2
Autonomy: People need to feel in control of their own behaviors and goals. This sense of being able to take direct action that will result in real change plays a major part in helping people feel self-determined.
Competence: People need to gain mastery of tasks and learn different skills. When people feel that they have the skills needed for success, they are more likely to take actions that will help them achieve their goals.
Connection or relatedness: People need to experience a sense of belonging and attachment to other people.
leadership & navigation
ppl with self-determination feel more satisfied at work. how can you build self-determination in employees?
motivation theories
By allowing team members to take an active role
Not overusing extrinsic rewards since this can undercut intrinsic motivation, a phenomenon known as the overjustification effect
Offering employees greater responsibilities
Offering support and encouragement
Providing employees with meaningful feedback
leadership & navigation
(Adams Equity theory
motivation theories
Equity Theory calls for a fair balance to be struck between an employee’s “inputs” (hard work, skill level, acceptance, enthusiasm, and so on) and their “outputs” (salary, benefits, intangibles such as recognition, and more)
employees become de-motivated, both in relation to their job and their employer, if they feel that their inputs are greater than the outputs they receive.
leadership & navigation
how to use Adams Equity Theory to spot ways to improve employee’s job satisfaction and level of motivation (employees are content when inputs and outputs are in balance)
motivation theories
consider the balance or imbalance that currently exists between your employee’s inputs and outputs, as follows:
Effort.
Loyalty.
Hard work.
Commitment.
Skill.
Ability.
Adaptability.
Flexibility.
Acceptance of others.
Determination.
Enthusiasm.
Trust in superiors.
Support of colleagues.
Personal sacrifice.
Outputs typically include:
Financial rewards (such as salary, benefits, perks).
Intangibles such as:
Recognition.
Reputation.
Responsibility.
Sense of achievement.
Praise.
Stimulus.
Sense of advancement/growth.
Job security.
leadership & navigation
Herzberg’s Two-Factor Theory
motivation theories
two sets of factors influence job satisfaction: hygiene factors (dissatisfaction) and motivators (satisfaction).
leadership & navigation
Give examples of motivation factors of Herzberg’s 2 factor theory of motiviation
motivation theories
Acheivement
Recognition
the work itself
job advancement opportunities
growth opportunities
leadership & navigation
hygiene factors of Herzberg’s theory of motivation
motivation theories
relationships with peers
company policies
physical workspace
working conditions
salary
status
security
supervision
leadership & navigation
Personal Appeal
influence and persuasion
Soft Influence Tactic;
involves asking a favor or relying on interpersonal relationships to influence behavior.
By leveraging personal connections and emphasizing relationships, this tactic aims to create a sense of trust and shared values.
leadership & navigation
Rational (Appeal or) Persuasion
influence and persuasion
Assertive tactic
Rational persuasion relies on logical arguments, facts, and evidence to persuade someone.
presenting a well-reasoned case and providing relevant information that supports the desired outcome.
leadership & navigation
forming coalitions
influence and persuasion
Coalition is a tactic that leaders use to leverage employees who support them. They form alliances with these employees and use them to try to influence others. As a push tactic, it’s fairly ineffective.
leadership & navigation
leading by example
influence and persuasion
To lead by example means to guide others through your behavior instead of your words. Your intention is to inspire others to copy your behavior.
leadership & navigation
Why is it important to lead by example?
influence and persuasion
boosts employee morale
builds trust and respect
fosters positive work culture
increases productivity
Leadership
what is ethical practice
competency of leadership cluster
KSAOs needed to maintain high levels of personal and professional
integrity, and to act as an ethical agent who promotes core values, integrity and accountability
throughout the organization
leadership
what are the sub-competencies of ethical practice?
sub-competencies of leadership cluster
personal integrity
professional integrity
ethical agent
ethical practice
conflict of interest
Ethical business principles and practices
Conflict of Interest arises when our interest conflicts with another’s to whom we owe a duty.
ethical practice
what are the 3 phases of an employee investigation?
internal ethics controls
1) preliminary
2) fact-finding
3) resolution
ethical practice
describe the preliminary stage of investigation
internal ethics controls
company will need to review the complaint or other allegation and determine whether an investigation is needed
Throughout this stage, the company also must determine whether it should take any immediate action to protect an employee or the company.
leadership & navigation
what are the subcompetencies of leadership & navigation?
subcompetencies
navigating the organization
vision
managing hr intiatives
influence
leadership & navigation
describe navigating the organization for advanced hr pros
navigating the organization subcompetency
uses understanding of organization’s 1) relationships among leaders, 2) political environment, 3) structure/systems/process to facilitate design of HR’s strategic direction and initiatives
leadership & navigation
describe the vision subcompetency of leadership & navigation
vision - subcompetency
Defines and supports a coherent vision and long-term goals for HR that support the strategic
direction of the organization
leadership & navigation
describe what vision looksl like for advanced hr pros
vision - subcompetency
Envisions the current and ideal future states of the HR function, organization and culture to identify gaps and areas for
improvement and develops plans to close the gap
Seeks feedback from exec stakeholders on direction and pivots strategy in response to internal and external changes
leadership & navigation
Managing HR Initiatives
Managing HR Initiatives - leadership & navigation subcompetency
implements and supports HR projects that align with HR and organizational objectives.
leadership & navigation
describe managing hr intiatives for advanced hr pros
Managing HR Initiatives - leadership & navigation subcompetency
1) translates HR’s vision, strategic direction and long-term goals into specific projects and initiatives with clear timelines and
goals and monitors progress & effectiveness;
2) Collaborates with leadership to remove obstacles to the successful implementation of HR initiatives and
3) Ensures accountability for the implementation of project plans and initiatives
leadership & navigation
influence
influence - leadership & navigation subcompetency
Inspires colleagues to understand and pursue the strategic vision and goals of HR and the organization.
leadership & navigation
what does influence look like for advanced HR pros?
influence - leadership & navigation subcompetency
1) Advocates for the implementation of evidence-based HR solutions and Uses HR knowledge and skills to influence business strategy
2) serves as influential voice and promotes the role of the hr function in achieving the organization’s business strategy
3) empowers leaders to create environment where ppl are comfortable sharing ideas