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Leadership Styles Enhancing Disaster Preparedness Operations

Leadership Styles Enhancing Disaster Preparedness Operations Sheriff Kem Kimbrough, J.D. Clayton County (GA) Sheriff’s Office Professor Bill Lowe, Ph.D. Jacksonville State (AL) University. “How important is it that today’s emergency management leaders actually lead?”.

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Leadership Styles Enhancing Disaster Preparedness Operations

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  1. Leadership Styles Enhancing Disaster Preparedness Operations Sheriff Kem Kimbrough, J.D.Clayton County (GA) Sheriff’s Office Professor Bill Lowe, Ph.D. Jacksonville State (AL) University

  2. “How important is it that today’s emergency management leaders actually lead?”

  3. Emergency Managers – What is YOUR Profession?

  4. What motivation do you need to get started on YOUR leadership development?

  5. Mentoring Phases • Preparing • Explore personal motivation • Readiness and willingness to commit • Clarity of expectations and roles • Negotiating • Establish agreements of mentoring goals • Define contact and process of relationship • Address confidentiality and boundary limits

  6. Mentoring Phases • Enabling • Longest phase • Nurturing, learning, and development occurs • Trust reinforced, positive climate with constructive feedback • Closure • Provides evaluation, acknowledgment, and celebration of mentoring objectives established in the negotiating phase. • Evaluate personal learning outcomes • Establish post-mentoring contact and communication possibilities

  7. Effective Leadership Traits • Ability to motivate and influence positive outcomes • Strong organizational ability • Strong interpersonal competencies • Willingness to commit time

  8. Successful Subordinate Motivations • Able to accept and address constructive feedback • Strong communicator • Willingness to commit time to the relationship

  9. Legitimate Power Legitimate power is the authority a supervisor has by virtue of his or her position in an organization’s hierarchy. There are many elements whereby everyone in the agency knows by recognition who they are subordinate to, equal to, or superior to in the agency hierarchy.

  10. Reward Power Reward power represents the authority and ability of supervisors to grant or withhold rewards. Some of the rewards are tangible such as pay increases, performance bonuses, preferred job assignments, or desirable training opportunities. Additionally, intangible rewards are also available and represent items such as verbal praise, a pat on back, or demonstrating respect.

  11. All that is necessary for the triumph of evil is that good men do nothing.Edmund Burke

  12. Coercive Power Coercive power represents the explicit authority that supervisors have to discipline or punish others. Punishment can range from verbal reprimands, suspensions, reassignments to less desirable shifts or units, demotions, taking away privileges, or even termination.

  13. Expert Power Expert power represents the knowledge, skills, and abilities a supervisor possesses. There is often tremendous good will and trust when a leader has “walked the talk” or “been here, done that, got the t-shirt” especially in emergency management.

  14. Referent Power Referent power is perhaps the highest compliment subordinates and coworkers can show for supervisors they respect and admire. It should be no surprise that supervisors who are likable and admired by their subordinates will possess referent power. Being likeable and admired does not mean that a leader is weak and soft. On the contrary, leaders can increase their referent power by being concerned about their subordinates and showing a genuine interest in their welfare.

  15. Search out challenging opportunities to change, grow, innovate, and improve. Experiment, take risks, and learn from the accompanying mistakes. Challenging the Process

  16. Envision an uplifting future. Enlist others in a common vision by appealing to their values, interests, hopes, and dreams. Inspiring a Shared Vision

  17. Foster collaboration by promoting cooperative goals and building trust. Strengthen people by giving power away, providing choice, developing competence, assigning critical tasks, and offering visible support. Enabling Others to Act

  18. Set the example by behaving in ways that are consistent with shared values.Achieve small wins that promote consistent progress and build commitment. Modeling the Way

  19. Recognize individual contributions to the success of every project. Celebrate team accomplishments regularly. Encouraging the Heart

  20. It is possible to fail in many ways...while to succeed is possible only in one way.Aristotle

  21. ?

  22. THANKS and ENJOY the Conference! Kem & Bill

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