LEADERSHIP AS SERVICE
Ada Yu
SUM20_Unit5HandsofaLeader.pptxTWU Global LDRS 300 Leadership as Service
Unit #5
Today’s lecture
We will learn about what a leader puts their hands to – the things that they do. Knowing that they are consistently cultivating their inner life, ‘being’ habits, in order to serve and give from that place of a secure identity and abundance.
Servant leaders do things that equip and encourage others, giving them tools, resources and empowering them to be all that they can be as they too serve the vision and mission of their life’s calling.
We will learn about performance coaching.
We will discuss the 4 stages of learning as well as looking at the 8 similarities between a good carpenter and a good leader.
The hands of a servant leader: what did Jesus actually do?
The Hands of a Great Leader
“Through His hands – His effectiveness as a Servant Leader – Jesus was able to communicate to His disciples what was in His heart and His head about Servant Leadership.”
(Blanchard, Hodges & Hendry 2016, p. 167)
Image retrieved from http://hoodmemorial.org/sermon-category/serving-others/
The Hands of a Great Leader
Jesus’ hands at work:
Healed the sick
Cleansed the lepers
Fed hungry
Overturned the tables of the money changers
Washed the feet of his disciples
Hung from a cross to save sinful human beings.
Picture retrieved from http://bydesignmedia.ca/jesus-hands
The Hands of a Great Leader
With his hands, Jesus…
reassured the doubting
restored the fallen
beckoned the already occupied to a higher calling and a special personal relationship with him.
The Hands of a Great Leader
As varied as the work of Jesus’ hands was, it was always motivated by the same purpose…
To point people to the holy and loving God
To help them recognize their sin
And to encourage them to name Jesus as their Savior and Lord, to know His love, His forgiveness and eternal life.
Jesus and the tax collector
https://www.youtube.com/watch?v=kLCSVjHKQjk
The hands of a servant leader: performance coaching
Photo by Priscilla Du Preez on Unsplash
leader as a Performance Coach
Performance planning: providing direction and setting goals.
Day-to-day coaching: focuses on the servant aspect of servant leadership. That involves helping people win—accomplish their goals– by observing their performance, praising their progress and redirecting their efforts when necessary.
Performance evaluation: leaders sit down with people and evaluate their performance over time.
Ken Blanchard on
the leader as a Performance Coach
WATCH THIS https://www.youtube.com/watch?v=rT8GiJdEBfQ
leader as a Performance Coach
Let’s use this class as test case for performance coaching:
Performance Planning – how do you know what expectations there are in this class?
Day to Day coaching – where do you see that happening?
Performance Evaluation – how does evaluation happen in this class?
For example… Day to day coaching in LDRS 300
In class reflections.
In class activities with reflections.
Questions asked by the professor.
Questions asked by fellow students.
Adhering to the guidelines posted in the syllabus, moodle updates and assignment guidelines.
Paying attention in class, joining on time and not leaving whenever you feel like it.
Treating each other with mutual respect and encouragement.
Group projects and working together with people you might know very well in order to meet new people and learn to work in teams and groups.
Preparing you for success for future classes and future work experiences.
Provide feedback as to what you learned, what is confusing or needs further clarification for both student and professor.
Keeping each other accountable for deadlines and completion of work.
For example… Performance evaluation coaching in LDRS 300
Exams and feedback from assignments.
One-on-One conversations between professor and student about specific assignments, expectations, grades, etc…
Final grades given in a course.
Class feedback at end of course for students to provide feedback to the professor.
Leader as performance coach
Coaching is unlocking a person’s potential to maximize their own performance.
It’s helping them to learn rather than just teaching them information.
READ THIS https://jeroen-de-flander.com/performance-coaching/
Three core coaching skills
Powerful coaching conversations
https://www.youtube.com/watch?v=-WHKcMBew34
Pause & reflect
Group Breakout Rooms
Explain in your own words what the three core coaching skills are and how are they different from other leadership skills?
How can questions help us help others in achieving their goals or working through challenges?
In-class learning lab activity
The Coach Approach to Leading Others
Coach approach to achieving a goal A COACHING DEMONSTRATION
WATCH: Watch the following coaching demonstration. Pay attention to body language, questions being asked and answers being given, what questions you might ask and how you might help your staff, friend, co-worker through the coach approach to achieving a goal or working through a challenge.
THINK: Look at the list of powerful questions. Which one might you have asked to help the coachee overcome their challenge?
WRITE: Follow the prompts and answer the questions in today’s in-class reflection.
Coaching Demonstration -
watch, observe and reflect
https://www.youtube.com/watch?v=A1-0AHiBZLY
Powerful Coaching Questions (examples)
What is the aim of this discussion?
What would need to happen for you to walk away feeling that this time was well spent?
If I could grant you a wish for this session, what would it be?
What would you like to happen that is not happening now, or what would you like not to happen that is happening now?
What outcome would you like from this session/discussion/interaction?
Can we do that in the time we have available?
What do you want to achieve long term?
What does success look like?
How much personal control or influence do you have over your goal?
What would be a milestone on the way?
When do you want to achieve it by?
Is that realistic?
Is that positive, challenging, attainable?
Will that be of real value to you?
How will you measure it?
Retrieved from https://jeroen-de-flander.com/grow-coaching-model-questions/
Powerful Coaching Questions (examples)
What would you rather have?
What would you like instead?
How can you turn that problem into a goal?
What can you do to influence this?
What will it look like, sound like, feel like… when you have…?
If you could have this right now, on a plate, would you take it?
What might be the undesirable or negative consequences of achieving this goal?
What’s your first step? Next step? Final step?
What resources do you need to support you in this?
What would you like to differently?
What would you like to see?
Where do you see yourself?
Where would you like to be?
How would you like to feel…?
What is your desired outcome?
What results do you want?
What timescale are we looking at?
What’s an appropriate deadline?
What are the milestones we can track along the way?
On a scale of 1 to 10, how compelled are you to do this?
Retrieved from https://leadingwithquestions.com/leadership/killer-coaching-questions-to-use-during-staff-development-sessions/
The work and the way of a carpenter
The Work & The Way of the Carpenter
“Isn’t this the carpenter’s son? Isn’t his mother’s name Mary, and aren’t his brothers James, Joseph, Simon and Judas?”
Matthew 13:55
The Work & The Way of the Carpenter
We do not read anything about Jesus from the age of 12 – 30. So what was Jesus up to during that time? He was being prepared for the very big role he would soon undertake.
The time of preparation Jesus had as a carpenter, working with his father Joseph was character, habit forming time.
Blanchard, Hodges & Hendry(2016) examine the work and the way of a carpenter in relationship to servant leadership and outline 8 key practices that both share.
The Work & The Way of the Carpenter
Similarities between the work of a good carpenter and the work of a good leader.
1. Good Carpenters and good leaders must be able to envision something that does not yet exist and then commit to do what it takes to create it.
2. Good carpenters and good leaders must be good judges of raw material.
The raw material are people, therefore, good leaders must be able to assess both the current condition and the future potential of their people.
The Work & The Way of the Carpenter
3. Good Carpenters and good leaders must consider the cost before the work begins.
You must be realistic about the price of success and they themselves must be willing to pay it, in full, before asking others to do the same.
4. Good carpenters and good leaders have a carefully defined plan for producing specific results.
A good leaders serves the mission and values of the organization by focusing on the means, materials, efforts and development of people on the achievement of a specific goal.
The Work & The Way of the Carpenter
5. Good carpenters and good leaders apply accurate measurements and standards of success to their work.
Good leaders accept responsibility for setting standards that reflect a balance between producing practical results and building healthy relationships.
6. Good Carpenters and good leaders must be able to master the use of a variety of tools and know when and how to apply them to get the best results.
You must have a teachable spirit and attitude.
The Work & The Way of the Carpenter
7. Good Carpenters and good leaders must be willing to be both lifelong learners and lifelong teachers.
8. Good carpenters and good leaders know when their work is completed
You know when to pass on the torch.
The Work & The Way of the Carpenter
Jesus spent most of His time with those who would comprise the next set of leaders in the movement he inspired.
The Bible tells how Jesus walked with them, ate meals with them and got to know their strengths and their weaknesses and their individual personalities.
The Work & The Way of the Carpenter
“People are not born good carpenters or good leaders, they need someone to teach, mentor, coach and help them grow and develop. Jesus himself learned carpentry skills from His earthly father, and He learned to be a master Carpenter from his Heavenly father.
He also learned leadership skills He would need to develop his disciples -- not to help them become good carpenters, but to help them become fishers of men”
(Blanchard, Hodges and Hendry, 2016, p. 177)
Jesus and peter…
The relationship between Jesus and Peter was shaky at first. But through experiencing 3 years of mentorship, friendship, hardship, Peter became one of the most devoted, most effective students of Jesus. He ended up impacting the world in unimaginable ways. But it took time, patience, failure, trust and ultimately faith to get Peter to the place where he was truly a servant-led world changer.
https://www.youtube.com/watch?v=Hws8QxWmRLc
4 stages of learning
4 stages of learning
Novice: someone just starting out.
Apprentice: someone in training.
Journeyman: someone capable of working independently.
Master: someone highly skilled and able to teach others.
4 Stages of Learning - Novice
What are the needs of a novice?
Need basic information on what to do and how to do it, when to do it, where to do it.
Need a leader who welcomes them.
4 Stages of Learning - Apprentice
What are the needs of an apprentice?
They have not mastered all the information and skills they need in order to work independently.
Need a coach to set goals, provide learning opportunities
Make sure they don’t become overwhelmed.
4 Stages of Learning - Journeyman
What are the needs of a Journeyman?
A journeyman may periodically become cautious, lose confidence, or have a diminished sense of enthusiasm for their job.
If ignored, the journeyman quietly drift into apathy or retreat from taking risks due to a sense of lost competence.
4 Stages of Learning – master/ teacher
What are the needs of a Master/Teacher?
Need to be given the opportunity and challenge to pass on what they know to the next generation of learners– and they need your blessings.
| Learning Stages | Leaders Provide |
| Novice- someone just starting out | Instruction: basic information; what how where, when, why |
| Apprentice- Someone in training | Development: Instruction, practice and evaluation |
| Journeyman- Someone able to work on his or her own | Mentoring: Assignment and encouragement |
| Master- Someone able to teach others | Commissioning: Affirmation and autonomy |
| Learning Stages | Leaders Provide | Situational leadership |
| Novice | Instruction: basic information; what how where, when, why | S1-DIRECTING |
| Apprentice | Development: Instruction, practice and evaluation | S2-COACHING |
| Journeyman | Mentoring: Assignment and encouragement | S3-SUPPORTING |
| Master | Commissioning: Affirmation and autonomy | S4-DELEGATING |
D1
Enthusiastic
Beginner
Low
Competence
High
Commitment
D2
Disillusioned
Learner
Low to Some
Competence
Low
Commitment
D3
Capable,
but Cautious,
Performer
Moderate to High
Competence
Variable
Commitment
D4
Self-Reliant
Achiever
High
Competence
High
Commitment
S1-DIRECTING
• Defining
•Planning/prioritizing
• Orienting
• Teaching/showing
and telling how
•Checking/monitoring
• Giving feedback
S2-COACHING
• Appreciating
• Exploring/asking
• Explaining/
clarifying
• Redirecting
• Sharing feedback
• Encouraging
• Praising
S3-SUPPORTING
•Asking/listening
• Reassuring
• Facilitating self-reliant
problem solving
• Collaborating
• Encouraging feedback
S4-DELEGATING
Allowing/trusting
• Confirming
• Empowering
• Affirming
• Acknowledging
• Challenging
For next class
CHECK THE MOODLE!
Read:
Lead like Jesus (Blanchard, Hodges, & Hendry) Part 5: The Hands of a Great Leader, pp. 165-208.
Jesus on Leadership (Wilkes), Principle #6 (pp. 177-205)
Graded Assessment:
Servant Leadership Portfolio #2 due today
Unit #5 - Reflection Paper - Hands of a Leader (Due June 25)
