LEADD01: Transformational Leadership

1. LEADD01: Transformational Leadership Jack Hedrick, Coach Choctaw Nation of Oklahoma Learning & Development Jack Hedrick Curriculum Designer Choctaw Nation of Oklahoma Learning & Development Lisa Howie Editor Choctaw Nation of Oklahoma Learning & Development

2. "Sometimes, I think my most important job as a CEO is to listen for bad news. If you don't act on it, your people will eventually stop bringing bad news to your attention and that is the beginning of the end." Bill Gates

3. Leadership Story Swap When is the last time you employed your leadership skills?

4. 212°…the extra degree 212° Self-Assessment

5. Agenda • Theories of Leadership Behavior • Understanding Transformational Leadership • SWOT Analysis • Turning Threat into Transformation • Creating Organizational Vision

6. The Leadership Grid

7. Leadership Behavior Theory • Transactional vs. Transformational • Theory introduced in 1978 • James McGregor Burns • Servant Leadership • Theory introduced in 1977 • Robert Greenleaf

8. Transactional Leadership • A system of transactions between the supervisor and subordinate • Extrinsic Motivation • Rewards and Punishment • Grounded in fundamental management principles and techniques

9. Transformational Leadership • Followers “buy-in” to the leaders values, mission, and vision for the organization • Intrinsic Motivation • Performance based on organizational success not individual rewards or punishment • Minimal research on how transformational leaders emerge

10. Servant Leadership • Strive to serve first, then lead • Focus on needs and development of others • Focus on personal and professional needs after development of others • Colleen Barrett, President of Southwest Airlines on Servant Leadership

11. Colleen Barrett on Servant Leadership

12. “[Servant leadership] goes beyond transformational leadership in selecting the needs of others as its highest priority [stressing] that to serve others is the leaders’ main aim [whereas] transformational leaders strive to align their own and others’ interests with the good of the group, organization, or society.”

13. According to Robert Katz Leadership-Management Includes: • Technical Skill • Human Skill • Conceptual Skill • Design Skill % of job function

14. Why Transformational? • Encourages visionary leadership • Inclusive of all team members • Challenges our way of thinking • Provides opportunity for team ownership • The Choctaw Nation promotes leadership growth and new ideas!

15. Four Dimensions of Transformational Leadership • Charismatic • Inspiration • Intellectual Stimulation • Individualized Consideration

16. Transformational Leaders • Oprah Winfrey’s Characteristics of Transformational Leaders: • Create shared vision • Provide motivation • Are inspirational • Are influential • Focus on overcoming obstacles • Demonstrate and promote integrity • Develop potential • Serve as a mentor • Serve as “empowerment enablers”

17. How is Oprah a Transformational Leader? • How has she transformed social environments? • In 1991, she testified before Congress and started the National Child Protection Act • In 1996, she started Oprah’s Book Club – over 15 years, she recommended 70 books • In 1997, Oprah’s Angel Network began to encourage people to donate to charity and volunteer • In 2007, she started the Oprah Winfrey Leadership Academy for Girls in South Africa and has provided over $40 million in support

18. Who has recognized Oprah? • Her viewers! In 2000, she launch O, The Oprah Magazine, it now has two million monthly subscribers • In 2005 Time Magazine named her one of the top 100 most influential people of the year

19. Transformational Leaders The Ruth Bell Story

20. SWOT Analysis • Strength – what we do well • Weakness – where we can improve • Opportunity – where can we grow • Threat – potential challenges

21. Sample SWOT – L&D • Strengths • Develop high-level, rigorous curriculum to develop Choctaw Associates • Connect Associates with training resources • Our services are free to all Choctaw Nation Associates • Highly qualified curriculum development and delivery team

22. Sample SWOT – L&D • Weaknesses • The department was created in the Summer of 2011 (still developing policy and procedures; all while trying to roll out a new program) • Participation has not been as high as anticipated • Short implementation timeframe

23. Sample SWOT – L&D • Opportunities • The first tribe to develop management and leadership courses that could be accredited by higher education • High demand for the trainings being offered • Positive reception by new participants

24. Sample SWOT – L&D • Threats • Outside training consultants • Loss of a key staff member in the next year will hurt the program implementation

25. Turning Threats into Transformation • Threats are • Outside training consultants • Transformational Strategy: Building an Advisory Committee made of all CNO entities that will help reduce the amount of money spent on outside consultants. • Loss of a key staff member in the next year will hurt program implementation • Transformational Strategy: Build a cohesive team who works well together. Actively work to create growth professionally and financially for those who meet the department objectives. Ensure that all team members know their value to the department (especially during this timeframe).

26. Transformational Leadership Self-Assessment

27. Transformational Leadership Case Study • Group 1 CNHSA • Group 2 Choctaw Nation Housing Authority • Group 3 Choctaw Casinos • Group 4 CMDC • Group 5 CNO Human Resources

28. How to begin: • Research articles distributed to each group. • Determine the mission and function of each group. • Identify critical issues and trends facing the industry. • Interview staff from the respective department to determine the biggest challenges facing their department. (i.e. turnover, technology, law/policy) • You will present your transformational plan in Class 10 – October.

29. Assignment for Month 1: Sage • Identify a sage. • Prepare a 1-page flyer with information about the sage. • Prepare a 3-5 minute presentation for the next class about your sage. Refer to the handout.