5 Level Leadership

5 Level Leadership

INTRODUCTION PERMISSION PRODUCTION PEOPLE DEVELOPMENT PERSONHOOD

m i
Insight Institute
 Perilaku
Kepemimpinan

Keterampilan
Manajeman

Pengetahuan Pekerjaan

1-2 
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maximumimpact
InsightInstitute
 MENGAPA ANDA PERLU UNTUK TUMBUH
SEBAGAI SEORANG PEMIMPIN?
Apa yang telah Anda capai saat ini tidak akan langgeng.
Suatu organisasi tidak dapat tumbuh melampaui pertumbuhan orang-
orangnya.
Para pemimpin harus mengembangkan orang-orangnya agar dapat
mengembangkan organisasinya.
Orang-orang tidak akan tumbuh kecuali pemimpinya tumbuh
Persaingan atau ujian akan menumbuhkan anda
Kepemimpinan menentukan tingkat efektifitas seseorang.

1-4  InsightInstitute
HUKUM PENGARUH : UKURAN UTAMA DARI SEORANG PEMIMPIN
ADALAH PENGARUH TIDAKLEBIH,TIDAK KURANG.

Komitmen

Efektifitas Kepemimpinan
Derajat pengaruh

Kepatuhan Waktu

1-5  InsightInstitute
KARAKTERISTIK LIMA TINGKAT KEPEMIMPINAN
Komitmen

5. Pinnacle
Derajat Pengaruh

4. Orang

3. Produksi

2. Izin

1. Posisi

Kepatuhan Waktu

1-6  InsightInstitute
PRINSIP-PRINSIP DARI LIMA TINGKAT KEPEMIMPINAN

Semakin tinggi posisi anda, semakin lama waktu yang anda perlukan
Semakin tinggi posisi anda, semakin besar komitment anda
Semakin tinggi posisi anda, semakin mudah anda memimpin
Semakin tinggi posisi anda, semakin besar pertumbuhan pribadi anda
Anda tidak akan bisa meninggalkan tingkat sebelumnya.
Sangat mungkin untuk berada di tingkat berbeda dengan orang-orang
yang berbeda pada waktu yang sama.
Anda harus berusaha mengajak orang lain bersama dengan anda
Anda harus melewati tingkat demi tingkat kepemimpinan (akan ada
bahaya bila berusaha melewati tingkatan)

1-7  InsightInstitute
Behaviors That Increase Influence
INTRODUCTION
Commitment

5. PERSONHOOD
Degree of Influence

4. People ( Reproduction)

3. Production ( Results)

2. Permission ( Relationships)

1. Position

Compliance Time

1-8  InsightInstitute
 HUKUM PROSES DIKEMBANGKAN SETIAP HARI
HUKUM PROSES:
TIDAK DALAM SEHARI

PERISTIWA : PROSES :

Mendorong keputusan-  Mendorong pengembangan

keputusan  Mendewasakan orang-orang
 Merupakan persoalan
Memotivasi orang-orang
kebudayaan
 Merubah orang-orang
Berdasarkan penanggalan  Sulit

Menantang orang-orang

Mudah
1-9  InsightInstitute
 Perilaku
Kepemimpinan

Keterampilan
Manajeman

Pengetahuan Pekerjaan

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maximumimpact
InsightInstitute
LEVEL DUA: KEPEMIMPINAN ATAS IJIN (HUBUNGAN)

Komitmen

5. Kepribadian
Derajat Pengaruh

4. Orang

3. Produksi

2. Izin

1. Posisi

Kepatuhan Waktu

2-1  InsightInstitute
 HUKUM HUBUNGAN
“PEMIMPIN MENYENTUH HATI
SEBELUM MEREKA MEMINTA BANTUAN”
Untuk membangun relasi anda harus BERHUBUNGAN dengan orang.

 Berhubungan dengan orang di mulai oleh peduli terhadap orang lain

 Anda bisa peduli dengan orang lain tanpa memimpin mereka tetapi anda
tidak dapat memimpin mereka tanpa peduli dengan mereka
 Orang tidak peduli berapa banyak anda tahu sampai mereka mengetahui
seberapa besar anda peduli
Untuk mempertahankan hubungan anda, berikan sesuatu terhadap
orang lain untuk :
 Dirasakan
 Dipelajari
 Tetap berhubungan (silaturahmi)

2-2  InsightInstitute
 PENILAIAN HUBUNGAN
INSTRUKSI:
Nilailah pernyataan berikut dari 1 sampai 5: (Menurut bagaimana setiap individu menilai anda.)
1 – Jarang2 – Tidak sering3 – Kadang-kadang 4 – Sering5 – Selalu1.
1.Penilaian Pernyataan Nama Nama Nama

Orang ini percaya kepada saya.

Orang ini menaruh kepercayaan pada
saya.
Orang ini berpikir Saya melakukan
apa- yang saya katakan.
Orang ini berpikir saya
memperlakukan- setiap orang dengan
adil.
Orang ini merasa saya orang yang
positif.
Total Nilai Hubungan
Buruk 6—13 Cukup 14—19
Solid 20—25 Kuat 26—30

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Attitude and Leadership
PERMISSION

Executive Reasons for Firing Employees

 Incompetence 30%
 Inability to Get Along With Others 17%
 Dishonesty or Lying 12%
 Negative Attitude 10% 53%
 Lack of Motivation 7%
 Failure/Refusal to Follow Instructions 7%
 All Other Reasons 17%

2-8  InsightInstitute
Attitude Assessment
PERMISSION

EXERCISE
E X E R C I S E – 5 min.

 What leadership behaviors must I change in order to improve

my attitude?
 What challenges within the organization impact my attitude?
 What can I change?

2-9  InsightInstitute
Level Two: Permission -
A Review of Key Points
PERMISSION

 You can care about people without leading them but you
can’t lead them without caring about them
 People will only follow you if you have connected and
communicated with them
 You can be in a position of great responsibility and authority
and have a lousy attitude, but you can’t have a lousy attitude
and earn a position of great responsibility and authority
 The last of one’s freedoms is to choose one’s attitude in any
given situation

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The Law of Solid Ground –
Trust is the Foundation of Leadership
PERMISSION

“Trust is the glue that holds

an organization and its leader together.”

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Integrity and Leadership
PERMISSION

EXERCISE
E X E R C I S E – 3 min.

“When my words and my deeds match up,

I am who I am no matter where I am or who I’m with.”
John Maxwell

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Understanding the Leader Within You
PERMISSION

EXERCISE
E X E R C I S E – 20 min.

Knowledge

Personal
Growth
Legacy Independence

Status VALUES Fitness

Money Faith
Achievement Recognition Family Integrity

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Level Two: Permission -
A Review of Key Points
PERMISSION

1) Connection
 You must love people to lead them
 People follow leaders who connect and communicate with them
 You always have the freedom to choose your attitude

2) Integrity
 Your words match your deeds
 Inconsistency leads to compliance – consistency to commitment

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Level Three: Production Leadership
(Results)
PRODUCTION
Commitment

5. PERSONHOOD
Degree of Influence

4. People

3. Production ( Results)

2. Permission

1. Position

Compliance Time

3-1  InsightInstitute
 Cooperation vs. Collaboration
PRODUCTION

Part 1: rate on a scale of 1(poor) to

4(great)
John Smith Kim Sanderson Chris Stafalino

R
e Y
s
u
l
t
X
s
Relationshi
p

3-2  InsightInstitute
Pareto Principle
PRODUCTION

1 1
2 2
20% of your relationship will 3
give you 80% of your results 3
4
IF you spend your time, 5
4
energy, money and 6
5
7
personnel on the top 20% of 6
8
your people 7
8
9 9
10 10

3-3  InsightInstitute
Bringing Focus to the Quality
of Your Relationships
PRODUCTION

 Evaluate

 Eliminate

 Estimate

3-4  InsightInstitute
Level Three – Production:
A Review of Key Points
PRODUCTION

 20% of your relationships produce 80% of your results IF you

spend your time and energy on the right people

 As you develop and sustain Quadrant II relationships, you

increase your effectiveness in dealing with a Quadrant I

 Focus on those relationships that give you the greatest ROTI

 Focus on doing what is required of you as a leader in your

organization and achieve results through the selection and
development of the right relationships.

3-5  InsightInstitute
Developing The Individual –
It’s Not Just a Matter of Motivation
PRODUCTION

Valued
Clear Contributions
Expectations

Motivation
Personal
Recognition Accomplishment
of Shared Goals
Positive
Dissatisfaction

3-6  InsightInstitute
What Motivates You?
PRODUCTION

EXERCISE
E X E R C I S E – 5 min.

My Motivators

1. _______________________
2. _______________________
Motivation 3. _______________________
4. _______________________
5. _______________________

3-6a  InsightInstitute
Leadership – And the Role of Vision
PRODUCTION

Great leaders:
 Know where they are going
 Are able to persuade people to follow them

3-7  InsightInstitute
 The Law of Navigation
PRODUCTION

THE LAW OF NAVIGATION –

Anyone can steer the ship,
but it takes a leader to chart the course

Four Vision-Levels of People:

 Wanderers
 Followers
 Achievers
 Leaders

 InsightInstitute
Vision – Telling the Story Ahead of Time
PRODUCTION

EXERCISE
E X E R C I S E – 15 min.

 Where will we be in 2010?

 What will we have accomplished?
 Who are our customers/competitors?
 What recognition have we received?

 InsightInstitute
The Law of Buy-In – People Buy
Into the Leader, Then the Vision
PRODUCTION

LEADER = VISION = RESULTS

Don’t Buy In Don’t Buy In Get Another Leader

Don’t Buy In Buy In Get Another Leader

Get Another Vision

Buy In Don’t Buy In

Get Behind the

Buy In Buy In Leader

3-9  InsightInstitute
Communicating Your Vision
PRODUCTION

EXERCISE
E X E R C I S E – 10 min.

 What originally attracted me to this organization?

 Why have I stayed?
 What would I consider a “selling point” for joining this
organization?
 Investing in this organization?

3-10  InsightInstitute
Vision – A Review of Key Points
PRODUCTION

 Great leaders know where they are going and can persuade
others to follow them
 Vision provides the energy
 It is a force that can remove obstacles
 An effective vision drives the mission and provides focus
 It creates enthusiasm and encourages growth
 Vision unites people and increases morale

LAWS OF LEADERSHIP
 Law of Navigation • Law of Buy-In

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Level Four: People Development Leadership
(Reproduction) PEOPLE
DEVELOPMENT
Commitment

5. PERSONHOOD
Degree of Influence

4. People (Reproduction)

3. Production

2. Permission

1. Position

Compliance Time

4-1  InsightInstitute
Thinking It Over PEOPLE
DEVELOPMENT

EXERCISE
E X E R C I S E – 5 min.

Think of some whose mentoring significantly impacted your

personal growth

 What practices have I adopted from this individual?

 How have those practices improved my effectiveness as a
leader?

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Five Step Equipping Process PEOPLE
DEVELOPMENT

People do what people see – and their minds are changed

more through observation than instruction.

4-3  InsightInstitute
Step One – I Model PEOPLE
DEVELOPMENT

 It is easier to TEACH what is right than to DO what is right

 People DO what people SEE
 Work on yourself BEFORE you work on others
 Work on yourself MORE than you work on others
 The example of OTHERS has profoundly influenced YOU

4-4  InsightInstitute
Law of the Lid – Leadership
Determines the Level of Effectiveness PEOPLE
DEVELOPMENT

10 Success
9 WITHOUT
WITH Leadership
Leadership

8
Leadership Ability

7
6
5
4 Effectiveness
3 INCREASES
2
Effectiveness
1
1 2 3 4 5 6 7 8 9 10
Success Dedication

4-5  InsightInstitute
Step Two – I Mentor PEOPLE
DEVELOPMENT

FOR THE APPRENTICE:

1. Capacity
2. Commitment
FOR THE MENTOR:
1. Experience
2. Excellence
FOR THE APPRENTICE AND THE MENTOR:
1. Relationship
2. Respect

4-6  InsightInstitute
Law of Priorities PEOPLE
DEVELOPMENT

EXERCISE
E X E R C I S E – 10 min.

20%
“If you don’t take the
time to develop your
people today,
you will never find the
time to produce results
tomorrow.”

4-7  InsightInstitute
Step Three – I Monitor PEOPLE
DEVELOPMENT

THE LAW OF REPRODUCTION –

It takes a leader to raise up a leader.

 Handles
 Laboratories
 Roadmaps
 Roots
 Wings

4-8  InsightInstitute
Step Four – You Move Forward PEOPLE
DEVELOPMENT

EXERCISE
E X E R C I S E – 5 min.

LAW OF EMPOWERMENT –
Only Secure Leaders Give Power to Others.

“The only way to make yourself indispensable

is to make yourself dispensable.”

4-9  InsightInstitute
 Step Five – We Multiply PEOPLE
DEVELOPMENT
THE LAW OF EXPLOSIVE
GROWTH –
To add Growth, Lead Followers
To Multiply, Lead Leaders

Leader’s Math vs. Follower’s Math

 Add 10 followers to your organization, and you have the
power of 10 people.

 Add 10 leaders to your organization, and you have the power

of 10 leaders times all the followers and leaders they
influence

4-10  InsightInstitute
 Developing the Leader Within You

 Write a tribute to the most effective, influential Leader you

have known.

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Developing the Leader Within You

 The Best Leaders lead Volunteers…

 “Until people like you, they won’t follow
you…”
 What’s your plan to develop yourself?
 What’s your plan to develop others?

4-15  InsightInstitute
 5 Level Leadership

INTRODUCTION PERMISSION PRODUCTION PEOPLE DEVELOPMENT PERSONHOOD

m i
Insight Institute