Leadership Seminar with Gerasimos Tzamarelos - keak.gr - in co operation with Innovathens.

1. Leadership In 2020
Gerasimos Tzamarelos, PhD
16.10.2017

2. WELCOME 2020
Participative
Revolution

3. Revolutions are Happening
Everywhere

4. Agenda
•Three trends in the 2020 Workplace
•Impact on Leadership Development
•What are forward thinking companies Doing
•What can you do Now?

5. Revolutions are Happening
1880
Industrial
Revolution
1980
1990
2010
Information
Revolution
Internet Revolution
Computer
Revolution

6. Participative Revolution
2020
2050
2100
2150
?
?
?

7. Three trends
Globalization
Social
Technologies
Demographics

8. Generations in the Workplace
What Generation Are U?
Traditionalists : Born prior 1946
Baby Boomers : Born 1946-1964
Generation X : Born 1965-1976
Millennials : Born 1977-1997

9. Learning, Learning, Learning
Inside Future
N
I O
C A T
D U
E

10. Person-centered practice

11. The main leadership challenge….
“One of the main challenges is to deliver improved
services through a motivated workforce”

12. Who is a leader?
A one who has Leadership Qualities
He is the one who influences others
Has a Communication Model
Can set Specific Goals

13. Leadership Qualities
Technical Skills
Human Skills
Conceptual Skills

14. Leadership is Action – not Position
Leadership Myths
_Leaders Are Born
_Leaders are Heroic
_Leaders Performance is Measured by RESULTS and VICTORIES

15. Attributes of a Leader
Authenticity
Character
Vision
Will
Wisdom
Concern

16. Be a Leader – Not a Boss
The Boss drives his Men, a Leader inspires THEM !
Boss says ‘’I’’, a Leader says ‘’WE’’
Boss says who is wrong, Leader says what is wrong

17. Best Practices in
Leading Change

18. Process Change Is Multi-Dimensional
• More Than
• Designing a Process
• Writing Procedures
• Doing Some Training (If You’re Lucky)
• Involves People
• May Affect Their Day-to-Day Activities
• Can Change the Perception of Power
• What’s in It for Me?
• Requires More Than Bodies, Need the Souls Also

19. Change Can Be Perceived As Positive or Negative
• Getting a Job After Graduating From College
• Getting Married
• Having a Child
• Child Leaving for College
• Getting a New Computer
• Losing a Job
• Divorce
• Death of a Parent

20. Why Do We Resist Change
• Self-interest
• Fear of the Unknown

21. Managing Change Requires Looking at All the
Dimensions
• Past History in Putting Change in Place
• Organizational and Individual Current Stress
• Who Will Be Impacted by the Change
• Cultural Fit of the Change
• Communication of the Change and Its Progress

22. Change = Motivation X Vision X Next Steps
• Motivation – Some Good Reason to Give up the Status Quo
• Vision – A Clear and Practical Vision of the Desired Future State
• Next Steps – an Understanding of the Next Steps Required to Progress
Toward the Vision
• If One Is Missing, Little Change Will Take Place

23. Best Practices/Lessons Learned

24. # 1: Develop a Compelling Vision
• How Things Will Be Better With the Change
• More Than Sloganeering
• Leaders and Change Agents Need Their Own Individual Visions and Need
to Know How That Fits Into the Organization’s Vision
• People Need to See How They Fit Into That Vision

25. # 2: Change Is a Journey
• Develop Detailed, Multi-dimensional Plans
• Change Description
• Business Objectives
• Human Objectives
• Key Role Map
• Vision
• Detailed Activities, Resources, Timelines
• Measurements
• Recognize That This Is a Journey
• Will Need to Adapt Plan As Needs Change

26. # 3: Understand and Own the Past
• The Past Bounds Future Success
• Identify Critical Success Factors From Previous Successful Changes
in the Organization
• Surveys
• Interviews
• Lessons Learned Sessions
• Acknowledge Past Failures
• Explicitly Plan on Countermeasures

27. # 4: Identify All the People Who Are Affected or
Who Need to Be Involved
• Create a Key Role Map of the Formal Organization
• Sponsors (at All Levels)
• Change Agents
• Targets
• Augment With Identification of Informal Organization Key People
(Understand Why They Have This Influence)
• Opinion Shapers
• Gate Keepers
• Idea Champions
• Develop an Understanding of Their
• Level of Influence
• Level of Commitment to the Change

28. # 5: Analyze Their Readiness for Change
• Assess the Organization on Their Readiness for This Particular Change
• Surveys
• One-on-One Discussions
• Understand Where People Are
• Early Adopters
• Late Adopters
• Laggards
• Are There Outside Organizations That Are Influencers?
• Understand Their Frames of Reference and Develop Communication
Strategies

29. # 6: People Don’t Resist Their Own Ideas
• Get People Involved Early in the Planning
• Even If They Can’t Plan “What”, They Can Plan “How”
• They Are Changed by the Act of Participating in Planning the Change
• Surfaces Resistance Early and Can Potentially Manage It

30. # 7: Say It Once, Say It Twice, and Say It Again
• Keep It Simple – No Jargon
• Use Language of the People
• Use Storytelling
• Use Different Mediums
• Memos
• Group Meetings
• Stories in Newsletters
• One-on-one Meetings
• (Have Different Levels of Impact)
• Change Style of Communication Depending Upon
• Where You Are in the Change
• Who You Are Communicating With
• Walk the Talk, Be Honest

31. Leadership competencies required in 2020:
• Collaborative orientation
• Developer of people
• Digitally proficient
• Global mindset including cultural agility
• Conscious capitalist/green focus
• Future focus
• Adaptability/change orientation
• Innovative/creative champion
• 360 communicator

32. Questions?