Preface & Introduction Flashcards
The people management cycle
Integration of leadership styles
1) take right people on board and pursue continuity
2) inspire people for goals and drive them towards results
3) support & follow them
4) sustainable career
5) balance application of leadership
Current challenges in the organisational context
Transactional leader
Transformational leader
Servant leader
Empowering leader
Authentic leader
Diff styles for diff skills and challenges.
What is the iceberg metaphor
Visible part : behaviours
Invisible part : people management skills, beliefs and values about management model
Research as a building block
Organisational behaviour, sociology, economics, philosophy, psychology & HRM.
Where do we find leader and how to define it in the context of organisation
All types of organisations / all levels
Leaders create a positive impact on the wellbeing and performance of people in an organisation by tapping into various motivational mechanisms.
Bad view on them : 40% think leader have interest for organisation / 78% not admit mistake / 33% strong
Companies worldwide spend 40$ billon annually on leadership development
Why is shortage of good leaders a pb VUCA context
Volatile (changeable)
Uncertain
Complex
Ambiguous (vague)
Changes
Human skills importance : IA, robotics & automation. Increasing demand for social & cognitive skills
Need for leader w/ ppl management skills
Globalisation : compete / work together = exponential digitalisation.
Interpersonal / relational skills
Effective skills for leaders
Technical skills = not necessary but pb for hospital.
People management skills : necessary
Make employee satisfaire and involved = successfull goal + customer & shareholders satisfaction
100% companies to work for // organizational performance + more profit on stock market in long term.
Why are leaders lost ?
Blinded by gut feeling : many assumptions about leadership & human behaviour.
Mental model : own preferences, values & beliefs.
Make simplified representation of complicated reality.
It is related to current challenges.
Internal process model
Rational goal model
Human relation model
Open system model
Corporate social responsibility model
Narrow-minded ideas : block us from seeing different and new views. Need to be conscious about your own behaviour and mental model.
What is the Peter Principle
Good at first job then grow. When stop performing stop growing. Skill overestimated and promoted for level of incompetence.
People growth as manager thanks to technical skill but lack management ones. Lack of training.
Why is there a lack of leader in organisation
Imposter syndrome: Believe other think are better. Feel insecure. Not clear communication.
More common for successful women in men fields.
Lack of them bcs ppl don’t have the leadership idd. Friends w/ colleagues etc.
Leadership self-efficacy : beliefs in one’s own ability low = no position.
Childhood + other role models.
Cambridge Analytica case
Jump to leadership :
Wylie denounced illegal use of data for Trump elections.
Fired from Facebook + reprisal. Opponent of Putin in coma (being poisoned.
To lead is to live dangerously
People management skills
Robert & Lynn case :
Appraisal conversation = risk for lose respect. HRM = necessary competency
Symbiotic relationship between leadership competencies & the leader HRM competencies. Impact on well being & performances.
People management skills = broad leadership skills X HRM skills.
What are the 5 leadership styles and how do you define them
1) transactional leaders : order & structure. Internal focus. Monitor employees. They issue contingent pay and emphasise processes and system to control outcomes. Classic efficient manager
Transformational leaders : focus on future, give meaning by envisioning this desired future. True leader.
Servant leaders : positive relationship w/ others by addressing legitimate needs of others. Strong relational leaders but are always seen as true leader by the environnement.
Empowering leaders : focus on creative problem-solving methods by coaching their employees to take their responsibilities
Authentic leaders start from personal values, ideological mission and strong moral compass
What are the skills for each leader styles ?
Transactional : managing distraction / job analysis / selecting personal / expectation management / conducting STARR conversations
Transformational : articulating and communicating vision / charisma / goal setting and monitoring / providing strength based feedback/ conducting appraisal conversations
Servant : modesty / emotional intelligence/ communicating effectively / mindfulness / conducting feedforward conversations
Empowering : political skills / orchestrating conflicts / accountability / coaching careers / conducting career conversations
Authentic : avoiding extreme / striving for balance / embracing cognitive complexity
Which skills can share transformational & transactional
Setting and monitoring
Which skills can be shared by servant & authentic
Self-awareness,
Which skills can be shared by empowering and servant
Feedforward conversation (one is for promote innovation the other for well being)
Ultimate objective include wellbeing as satisfaction and health, organisational performance and social impact. What are the vision of each leadership styles ?
Transactional : where they stand and feel treated fairly
Transformational : ensure great performance bcs feel committed to their goals
Servant : mentally healthy and feel committed
Empowering : employee finds meaning, intrinsic motivation to dvlp and innovate
Authentic : open & honest, sense of responsibility based on awareness of complexity of contemporary organisational issues.
The LMX : Leader-Member Exchange what it is and which value is associated with/ each style ?
Extend to which the employee experience a constructive, trustful relationship w/ the leader. Depend on how the leader behaves toward employees.
Core of relational leadership theory
Mutual contributions, affection, respect, loyalty
Trust : cornerstone (ladder métaphore)
Transactional : justice
Transformational : job performance
Servant : health affective commitment
Empowering: innovation
How each leadership act w/ employees and how are they perceived ?
Transactional : rewards + clear vision = employee feel leader want them to be successful. Safe context. Clarity & justice.
Transformational : inspire & challenge. High performance expectations in safe context. Rely on guidance + benefits performance
Servant : give attention, respect and trust. Feel appreciated. Idd w/ orga and feel part of family. Affectionately commitment
Empowering : find meaning, can have an impact. Competent & autonomous. Safe and motivated to express ideas and pursue innovation.
Authentic : strong confidence bcs of their concern to balance values. Employees feel optimistic hopeful and resilient
How to create a psychologically safe environnement and why
Performance. Highly-quality relationship.
Research found that: the most the relationship LMX is high to most result augmentation in turnover the company experience.
Leads to hard business results
What is the role of HRM practices to motivate people when LMX has so much impact ?
HRM affect employee performance
Best effect when challenging job requirements + investment in human capital (job security, training, education, career management)
Important for wellbeing of employees and for innovative employee behaviour.
For both income : impact of leader is stronger than impact of HRM. But both need to invest in the employee.
HRM : offering growth opportunities, career management, training and participation.
LMX compensate for HRM that invest little in the employees.
Right to left thinking
We are input oriented. Orga often invest in wrong development pathways
A leadership style are situationally effective : can be efficient in one but not in another.
🚨 toxic destructive behaviour exist.
Steve job often portray as examplary leader but dominant. Micro management, isolate employees (divide-and-rule principle)
Work only if push through their vision and if his goal is to put the orga in a specific direction faster.
Empowering = effective if innovation needed
