[Ailist] Essentials of (Appreciative) leadership

[relationshipresources at fuse.net]

Hi Neil and Mike
I am so glad to see you mention the VIA - I use it in every Ai experience I provide.  It has the most extensive research behind it of anything I have found and it's free!!!  I find that it really helps people to think about larger issues than talents which is what the Gallup process assesses.  If you think of it as virtues first, strengths second and talent third you get a sense of how the discussion goes.  In my work, I ask people to put together a plan for the next six months in which they describe how they plan to use their signature strengths, that way people have a very concrete take away.

Great to see you in Orlando, Neil.  Hope this is helpful, Mike

Warm Regards
Joan 

Joan Colleran Hoxsey D.Min., MSed
Principal, Relationship Resources LLC
Co-owner AIC

"Be the change you wish to see in the world"...Gandhi


--
On the WEB at www.relationshipresources.net

---- "Neil D. Samuels" <neil at profoundconversations.com> wrote: 
> Hi Mike, here is some top of head stuff.
> First, what a wonderful opportunity--a full day and a half to engage this
> group in a great conversation about their own leadership. I am surprised
> they didn't ask to do it in 3 hours :-)
> What about instead of asking them about what they find most demanding, you
> ask them instead to talk about what they find most invigorating, energizing,
> and enjoyable about their leadership role. Then ask them what would make it
> even moreso. Then ask them if they could magically become even more gifted
> in some areas of their leadership what those would be? You might also ask
> them to complete the VIA Signature strengths assessment on
> www.authentichappiness.com and bring the data with them. This would lay some
> great groundwork for the 1-1 interviews and into the design phase. 
> I am a little hesitant about doing the pre-survey with the Gallup-12 without
> this group really owning that decision. Seems like part of the session you
> have with them will be to design the measurement; i.e., how will they know
> they are making progress. You can always offer the Gallup-12 as an option
> but better if they ask for it (or something like it).
> Happy to talk voice-to-voice about this as well.
> Good luck,
> Neil
> 
> 
> Neil D. Samuels
> President
> Profound Conversations, LLC
> 1003 Creekside Circle
> Naperville, Il  60563
> 630-605-4610
> neil at profoundconversations.com
> Skype: neil.samuels
> 
> -----Original Message-----
> From: ailist-bounces at lists.business.utah.edu
> [mailto:ailist-bounces at lists.business.utah.edu] On Behalf Of Michael
> Holdstock
> Sent: Saturday, September 29, 2007 10:31 AM
> To: ailist at lists.business.utah.edu
> Subject: [Ailist] Essentials of (Appreciative) leadership
> 
> I am in need of help again. What better place to turn the the AI list?
> 
> I have been asked to do the seemingly impossible:
> "The manager of our department with responsibility for care of senior
> citizens and her 29 unit managers are asking for a 1-1½ day training on
> "Developing from manager to leader" '.
> "The best possible outcome of the training would be that the managers take
> home with them instruments which will help them in their function as
> leaders".
> 
> Our current best thinking is to:
>  - pre-course invite all managers to write down what situatioins they find
> most demanding in their leadership role (so we get an idea as to what tools
> are most required)
>  - pre-course do some survey with the people these 29 are managing -
> possibly based on gallups 12-questions about commitment in the workplace -
> which could serve as a base line to measure, every second month say, their
> movement after the course towards these goals (or create the survey based on
> targets developped in the course during Dream and more specifically Design)
> 
> Interview/Discover around experiences of OWN leadership and OTHERS
> successfully leading.
> 
> Apply whatever has come out of the 4D process to some hard core leadership
> tools such as (appreciative) staff performance appraisals.
> 
> "All contributions will be gratefully received".
> 
> Thanks in advance.
> 
> Mike
> 
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