Leadership and ethics chapter 2

service learning.

Leadership programs should be multidisciplinary and should cultivate values

Perception and Observation

Observation and perception both deal with attending to events around us.

The action-observation-reflection (A-O-R) model shows that leadership development is enhanced when the experience involves three different processes:

Action, observation, and reflection also known as the Spiral of experience

To make enduring behavioral changes, leaders must provide positive answers to five questions:

Do leaders know which of their behaviors need to change? Is the leader motivated to change these behaviors? Do leaders have plans in place for changing targeted behaviors? Do leaders have opportunities to practice new skills? Are leaders held accountable for changing targeted behaviors?

Program content depends on the organization level of participants:

First-level supervisors Mid-level managers

According to Peterson and Hicks, the best informal coaching generally consists of five steps:

Forging a partnership Inspiring commitment Growing skills Promoting persistence Shaping the environment

Mid-level manager programs use individualized feedback, case studies, presentations, role playing, simulations, and in-basket exercises to improve the following:

Interpersonal skills Oral and written communication skills Time management skills Planning Goal setting

Such programs share common features:

The one-on-one relationship between manager and coach lasts from six months to more than a year. The process begins with an assessment of the manager to clarify development needs. The coach and manager meet monthly to build skills. Role plays and videotape are used extensively, and coaches provide immediate feedback.

Perceptual sets can influence any of our senses:

They are the tendency or bias to perceive one thing and not another. Feelings, needs, prior experiences, and expectations can all trigger a perceptual set.

Programs for first-level supervisors use lectures, case studies, and role-playing exercises to improve supervisory skills:

Training Monitoring, Giving feedback Completing performance reviews

Attributions

are the explanations we develop for the behaviors or actions we attend to.

There are two types of coaching:

informal and formal.

The return on investment (ROI)

investments in leadership development are both positive and substantial.

action learning

involves the use of actual work issues and challenges as the developmental activity itself.

Mentoring

is a personal relationship in which a more experienced mentor (usually someone 2-4 levels higher in an organization) acts as a guide, role model, and sponsor of a less experienced protégé.

Development planning

is a process that helps leaders to accelerate the development of their own leadership skills.

Coaching

is the "process of equipping people with the tools, knowledge, and opportunities they need to develop and become more successful."

A self-serving bias

is the tendency to make external attributions for one's own failures, yet make internal attributions for one's successes.

Fundamental attribution error

is the tendency to overestimate the dispositional causes of behavior and underestimate the environmental causes when others fail.

Single-loop

learners seek relatively little feedback that may significantly confront their fundamental ideas or actions.

Double-loop

learning involves being willing to confront one's own views and inviting others to do the same.

The self-fulfilling prophecy

occurs when our expectations/predictions play a causal role in bringing about the events we predict.

Formal coaching

programs are designed for the specific needs and goals of individual executives and managers in leadership positions.

Case studies, role playing, simulations, and games

provide opportunities for self-discovery and practice.

The actor/observer difference

refers to the fact that people who are observing an action are much more likely than the actor to make the fundamental attribution error.

Informal coaching

takes place whenever a leader helps followers to change their behaviors.