Foundation
Components of Organizational Greatness
1 Sustained Superior Performance – superior performance over competitors
2 Intensely Loyalty Customers – How to identify loyalty customer is key
3 Winning Culture – win-win with objective to achieve organization’s goal rather than personal goal (learn to overcome personal ego)
4 Distinctive Contribution – depend on whether employee trust and be proud to be part of the organization – how to improve level of engagements – If we gain full level of engagement, they will be willing to contribute over 100%
In order to be able to create the above components; organization need to have
- Great Execution & system – system that can support both high performance & low performance staff
- Great Leadership
- Great People - Effective people
Issues that become obstacles for developing organizational greatness
1 Underutilized Talent & Potential – lead to no contribution, no loyalty, no responsibility & turn over
2 Low trust – Self defense by blaming others, no co-ordination, no information sharing
3 No shared purpose/vision – Unstable goals/objective, no clear explanation on the objective of the assignment, political issue
4 Misaligned systems – system not support, no end-to-end process lead to lack of coordination & inefficiency
Different generation VS Different expectation
Most leaders are in gen X while new subordinates are in gen Y and we are now living in the gen Y, leader must learn to adapt to gen Y instead of expect gen Y subordinates to adapt – Gen Y – expect the balance between life and work with more concern on life.
Character of Gen Y “Knowledge Age”
1 Unique contribution – do not give JD but give assignment and let them find the way – we as a leader will only give recommendations if they go to the wrong track
2 Volunteers/Partners – No boss and subordinates relationship, so we cannot just give them order but need to explain reason of why we need to do and let’s them be part
3 Release – like to have freedom
4 Prefer leaders to managers – To give recommendation instead of order
Whole Person Paradigm
In order to get full contribution/engagement (Level 6 of Engagement) from members, we need to fulfill members in 4 different dimensions – “Gen Y”
1 Spirit – Need to create trustful environment by being an example
2 Mind – Need to provide space to find out solution – no need to give step of how it to be done but just give the assignment with clarify purposes. Due to the fact that we live among the plenty of source of information, it is possible to them to do research and learn by themselves
3 Body – Need to be fulfilled with new process, instrument and system to reduce work load
4 Heart – Need to be loved and cared – by focus on their personal life or interrelationship
Gen Y are expected to be fulfilled as a whole in term of body, mind, heart & spirit, if we can treat them as a whole, they will be volunteer to put highest effort. – Avoid treating people as things
Characteristics of Great People
1 Be proactive – we always have choices
2 Begin with the end in mind – Identify aim or objective in life
3 Put first thing first – Choose to be differentiate
4 Think Win-Win – Learn to offer help first in order to get help & coordination in return
5 Seek to understand, then being understood – learn to listen to what others say and feel
6 Synchronize – Learn the fact that everyone is different and look for the good points of others and -
7 Sharpening the saw – Learn to give a break on both physical and mental
4 Main Mission to become Great Leader
- Clarify purposes – สร้างอนาคต
- Develop alignment system – สร้างระบบ
- Unleash talent – สร้างคน
- Inspire Trust – สร้างศรัทธา *** Most important ***
*** If we break trust, then the other components will not be developed ***
To be leader – learn to lead both ourselves and others
To achieve organization goal, it does not mean that we always have to be leader – led other person who’s more knowledge and skill to lead
3 Main Focus Area in class
1 Change mind set to be proactive
2 Inspire Trust – Be able to sit in their mind in exchange for unconditional cooperation
3 Clarify Purpose
How to develop ourselves – need to change
1 Mind set – Example: ความเชื่อที่ว่าไม่มีใครวิ่ง 100 m. ได้เร็วกว่า 10 Sec ซึ่งปัจจุบันทุกคนที่แข่งสามารถทำได้หมด
2 Skill Set – Example : เปลี่ยนท่ากระโดดเพื่อให้กระโดดสูงขึ้น
3 Too Set – Example : เปลี่ยนวัสดุเพื่อให้กระโดดสูงขึ้น
Mind-Set
Reactive Behavior Proactive Behavior
Allow outside factors which are uncontrollable such as competitor, environment, boss, customer, subordinates etc. to influence responses (Circle of concern)
Be pessimistic มองโลกแง่ร้าย
Always blame external factors
Prey of the environment and always looking for the limitations/obstacles
Example
Come to work late – always blame traffics instead of leave home early
Always have choice to choose to response to the external factors or environment (Circle of influence)
Controllable factors is ourselves therefore try to change ourselves to cope with external factors
Always have choice and solution to fix problem but consider consequence before select choice
Focus on what we can influence instead of putting concern on what we have no or little influence
Be optimistic มองโลกแง่ดี
Example
Do not want to be late – choose to leave early
Do not understand – choose to ask
Do need help – choose to ask for help
How to gain better results or performance – need to change mind set to be more proactive
- We always have choices – Always have way to get it done
- Always looking for & identifying alternatives not obstacles
- Focus on what we can influence
- Don’t limit resources
*** With proactive mind set, we will be able to deal with and to overcome unexpected situation***
Inspire Trust
Great leader get thing done by using personal influence & credibility instead of formal authority
Trust need to be in 2 ways – We trust them and they must also trust us
To trust = Take risk but much more risky if chose to trust no one at all
Trust need to be created from inside out
Trust Culture - How to gain trust or creditability from others
- Character - characteristics whether he is good person or not = Integrity + Intent
- Competency – whether he has skill or not = Capability + Result
Example: Andy Ruddick VS Patient – Good person but no skill – no one is going to choose Andy to do the surgery
Trust Components Subcomponents
Character Integrity
(Key Foundation) Congruence – พูด & ทำ ให้ตรงกัน & ทำเป็นตัวอย่าง
Eg. Case เด็กเป็นเบาหวาน ซึ่งแม่ไปปรึกษา Khandee เพื่อให้บอกให้เด็กเลิกกินของหวาน
Humanity – ถ่อมตน อย่ามี Ego สูง
Courage – มีความกล้าที่จะยืนบนหลักการของความถูกต้อง ซึ่งในช่วงต้นอาจจะไม่เป็นที่เข้าใจโดยคนอื่น
Intent Motive
Agenda – อย่าให้รู้สึกว่าเราทำตนเอง
Behavior – พฤติกรรมที่แสดงออก
*** บางครั้ง Motive & Behavior ขัดแย้งกัน เช่น ต้องการสอน แต่พูดด้วยคำพูดที่ไม่ดี ***
We judge ourselves from intention while other judge us from behavior – Do not expect others to understand our behavior unless we explain the objectives เช่น เราดุลูกน้อง โดยพื้นฐานทุกคนจไม่ชอบถูกดุและจะเกิด Bad Perception กับเรา ควรอธิบายทำไมเราถึงดุ อย่าคิดว่าลูกน้องจะเข้าใจ
Competence Capability – ควรเปลี่ยนแปลงและพัฒนาไม่หยุด Talent – ความสามารถพิเศษ บางครั้งเราไม่ทราบว่ามี หรือ ใช่เพราะทำจนเป็นปกติ
Attitude *** Most important *** -ต้องเป็นคนดีก่อน ส่วนความเก่ง Skill สามารถสร้างได้
Skill & Style – ต้อง Adapt กับ Environment
Knowledge
Result
Character VS Competence: To choose people – เลือกคนดี แต่อาจจะยังไม่เก่ง > เลือกคนเก่งอย่างเดียว แต่ไม่ดี
5 Levels of Trust
1 Self Trust ***
2 Relationship Trust
3 Organizational Trust – Share same organization goal
4 Market Trust – Branding Trust
5 Social Trust
*** Self Trust can have impact on both organization and social: Example case ลงแขกข่มขืนใน India มีผลกระทบต่อ Image ของประเทศ ***
13 Behavior of High-Trust Leader
Talk Straight – Don’t lie Demonstrate Respect – Respect everyone Create Transparency – Be open with no hidden agenda “what you see is what you get”
Right Wrongs – Apology if we are wrong Show Loyalty – Always be honest – don’t talk negatively behind their back Deliver Result – Show actual outcomes with track result – don’t promise if cannot deliver
Get Better – keep development with feedback system on both formal and informal
*** Feedback help to improve Confront Reality – Face problem and find solution to fix Clarify Expectation – Give exact expectation without keep changing expectation
Open for discussion & negotiation on the expectation
Practice Accountability – Take full responsibility on both positive & negative result Listen First – Talk less and listen more with ears, eyes & heart
(Show respectful) Keep Commitment – Keep promise – not to break confidence
Extent Trust – Learn to trust others first – Willing to trade trust with acceptable & manageable risk level
Key is to have all 13 behaviors and learn to adapt appropriate behaviors to different situation or problems. Sometime problem itself might occurred because we are lack of any of 13 behaviors
Case 1 เ
Foundation
Components of Organizational Greatness
1 Sustained Superior Performance – superior performance over competitors
2 Intensely Loyalty Customers – How to identify loyalty customer is key
3 Winning Culture – win-win with objective to achieve organization’s goal rather than personal goal (learn to overcome personal ego)
4 Distinctive Contribution – depend on whether employee trust and be proud to be part of the organization – how to improve level of engagements – If we gain full level of engagement, they will be willing to contribute over 100%
In order to be able to create the above components; organization need to have
- Great Execution & system – system that can support both high performance & low performance staff
- Great Leadership
- Great People - Effective people
Issues that become obstacles for developing organizational greatness
1 Underutilized Talent & Potential – lead to no contribution, no loyalty, no responsibility & turn over
2 Low trust – Self defense by blaming others, no co-ordination, no information sharing
3 No shared purpose/vision – Unstable goals/objective, no clear explanation on the objective of the assignment, political issue
4 Misaligned systems – system not support, no end-to-end process lead to lack of coordination & inefficiency
Different generation VS Different expectation
Most leaders are in gen X while new subordinates are in gen Y and we are now living in the gen Y, leader must learn to adapt to gen Y instead of expect gen Y subordinates to adapt – Gen Y – expect the balance between life and work with more concern on life.
Character of Gen Y “Knowledge Age”
1 Unique contribution – do not give JD but give assignment and let them find the way – we as a leader will only give recommendations if they go to the wrong track
2 Volunteers/Partners – No boss and subordinates relationship, so we cannot just give them order but need to explain reason of why we need to do and let’s them be part
3 Release – like to have freedom
4 Prefer leaders to managers – To give recommendation instead of order
Whole Person Paradigm
In order to get full contribution/engagement (Level 6 of Engagement) from members, we need to fulfill members in 4 different dimensions – “Gen Y”
1 Spirit – Need to create trustful environment by being an example
2 Mind – Need to provide space to find out solution – no need to give step of how it to be done but just give the assignment with clarify purposes. Due to the fact that we live among the plenty of source of information, it is possible to them to do research and learn by themselves
3 Body – Need to be fulfilled with new process, instrument and system to reduce work load
4 Heart – Need to be loved and cared – by focus on their personal life or interrelationship
Gen Y are expected to be fulfilled as a whole in term of body, mind, heart & spirit, if we can treat them as a whole, they will be volunteer to put highest effort. – Avoid treating people as things
Characteristics of Great People
1 Be proactive – we always have choices
2 Begin with the end in mind – Identify aim or objective in life
3 Put first thing first – Choose to be differentiate
4 Think Win-Win – Learn to offer help first in order to get help & coordination in return
5 Seek to understand, then being understood – learn to listen to what others say and feel
6 Synchronize – Learn the fact that everyone is different and look for the good points of others and -
7 Sharpening the saw – Learn to give a break on both physical and mental
4 Main Mission to become Great Leader
- Clarify purposes – สร้างอนาคต
- Develop alignment system – สร้างระบบ
- Unleash talent – สร้างคน
- Inspire Trust – สร้างศรัทธา *** Most important ***
*** If we break trust, then the other components will not be developed ***
To be leader – learn to lead both ourselves and others
To achieve organization goal, it does not mean that we always have to be leader – led other person who’s more knowledge and skill to lead
3 Main Focus Area in class
1 Change mind set to be proactive
2 Inspire Trust – Be able to sit in their mind in exchange for unconditional cooperation
3 Clarify Purpose
How to develop ourselves – need to change
1 Mind set – Example: ความเชื่อที่ว่าไม่มีใครวิ่ง 100 m. ได้เร็วกว่า 10 Sec ซึ่งปัจจุบันทุกคนที่แข่งสามารถทำได้หมด
2 Skill Set – Example : เปลี่ยนท่ากระโดดเพื่อให้กระโดดสูงขึ้น
3 Too Set – Example : เปลี่ยนวัสดุเพื่อให้กระโดดสูงขึ้น
Mind-Set
Reactive Behavior Proactive Behavior
Allow outside factors which are uncontrollable such as competitor, environment, boss, customer, subordinates etc. to influence responses (Circle of concern)
Be pessimistic มองโลกแง่ร้าย
Always blame external factors
Prey of the environment and always looking for the limitations/obstacles
Example
Come to work late – always blame traffics instead of leave home early
Always have choice to choose to response to the external factors or environment (Circle of influence)
Controllable factors is ourselves therefore try to change ourselves to cope with external factors
Always have choice and solution to fix problem but consider consequence before select choice
Focus on what we can influence instead of putting concern on what we have no or little influence
Be optimistic มองโลกแง่ดี
Example
Do not want to be late – choose to leave early
Do not understand – choose to ask
Do need help – choose to ask for help
How to gain better results or performance – need to change mind set to be more proactive
- We always have choices – Always have way to get it done
- Always looking for & identifying alternatives not obstacles
- Focus on what we can influence
- Don’t limit resources
*** With proactive mind set, we will be able to deal with and to overcome unexpected situation***
Inspire Trust
Great leader get thing done by using personal influence & credibility instead of formal authority
Trust need to be in 2 ways – We trust them and they must also trust us
To trust = Take risk but much more risky if chose to trust no one at all
Trust need to be created from inside out
Trust Culture - How to gain trust or creditability from others
- Character - characteristics whether he is good person or not = Integrity + Intent
- Competency – whether he has skill or not = Capability + Result
Example: Andy Ruddick VS Patient – Good person but no skill – no one is going to choose Andy to do the surgery
Trust Components Subcomponents
Character Integrity
(Key Foundation) Congruence – พูด & ทำ ให้ตรงกัน & ทำเป็นตัวอย่าง
Eg. Case เด็กเป็นเบาหวาน ซึ่งแม่ไปปรึกษา Khandee เพื่อให้บอกให้เด็กเลิกกินของหวาน
Humanity – ถ่อมตน อย่ามี Ego สูง
Courage – มีความกล้าที่จะยืนบนหลักการของความถูกต้อง ซึ่งในช่วงต้นอาจจะไม่เป็นที่เข้าใจโดยคนอื่น
Intent Motive
Agenda – อย่าให้รู้สึกว่าเราทำตนเอง
Behavior – พฤติกรรมที่แสดงออก
*** บางครั้ง Motive & Behavior ขัดแย้งกัน เช่น ต้องการสอน แต่พูดด้วยคำพูดที่ไม่ดี ***
We judge ourselves from intention while other judge us from behavior – Do not expect others to understand our behavior unless we explain the objectives เช่น เราดุลูกน้อง โดยพื้นฐานทุกคนจไม่ชอบถูกดุและจะเกิด Bad Perception กับเรา ควรอธิบายทำไมเราถึงดุ อย่าคิดว่าลูกน้องจะเข้าใจ
Competence Capability – ควรเปลี่ยนแปลงและพัฒนาไม่หยุด Talent – ความสามารถพิเศษ บางครั้งเราไม่ทราบว่ามี หรือ ใช่เพราะทำจนเป็นปกติ
Attitude *** Most important *** -ต้องเป็นคนดีก่อน ส่วนความเก่ง Skill สามารถสร้างได้
Skill & Style – ต้อง Adapt กับ Environment
Knowledge
Result
Character VS Competence: To choose people – เลือกคนดี แต่อาจจะยังไม่เก่ง > เลือกคนเก่งอย่างเดียว แต่ไม่ดี
5 Levels of Trust
1 Self Trust ***
2 Relationship Trust
3 Organizational Trust – Share same organization goal
4 Market Trust – Branding Trust
5 Social Trust
*** Self Trust can have impact on both organization and social: Example case ลงแขกข่มขืนใน India มีผลกระทบต่อ Image ของประเทศ ***
13 Behavior of High-Trust Leader
Talk Straight – Don’t lie Demonstrate Respect – Respect everyone Create Transparency – Be open with no hidden agenda “what you see is what you get”
Right Wrongs – Apology if we are wrong Show Loyalty – Always be honest – don’t talk negatively behind their back Deliver Result – Show actual outcomes with track result – don’t promise if cannot deliver
Get Better – keep development with feedback system on both formal and informal
*** Feedback help to improve Confront Reality – Face problem and find solution to fix Clarify Expectation – Give exact expectation without keep changing expectation
Open for discussion & negotiation on the expectation
Practice Accountability – Take full responsibility on both positive & negative result Listen First – Talk less and listen more with ears, eyes & heart
(Show respectful) Keep Commitment – Keep promise – not to break confidence
Extent Trust – Learn to trust others first – Willing to trade trust with acceptable & manageable risk level
Key is to have all 13 behaviors and learn to adapt appropriate behaviors to different situation or problems. Sometime problem itself might occurred because we are lack of any of 13 behaviors
Case 1 เ
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