Leadership Development: Building Your Personal Plan Lisa B. Horowitz Senior Manager of Professional Development ABA Commission on Women Women in Law Leadership Academy March 31, 2006 Boston Brussels Chicago Düsseldorf London Los Angeles Miami Milan Munich New York Orange County Rome San Diego Silicon Valley Washington, D.C. 2004 McDermott Will & Emery McDermott operates its practice through separate legal entities in each of the countries where it has offices.
Introduction Leadership means not only having a dream but claiming that dream and the role you want to play in it» Bennis and Goldsmith, Learning to Lead p. 132
Overview What is leadership planning and why do it? 6 Step Planning Process Individual Preparation, Goal setting, Action planning and beyond! Getting started Exercises Initial plan
What is Leadership Planning?
Why Develop a Leadership Plan? Benefits Challenges
Why develop a Leadership Plan? Written leadership plan is the vehicle through which you: Articulate your vision Define specific annual goals Commit to specific action steps to be achieved within a set time period
Planning Process Step 1 Individual preparation/self-assessment Step 2 Articulate vision Step 3 Got Goals! Step 4 Action plan your way to success Step 5 Communicate your plan Step 6 Monitor progress
Step 1: Individual Preparation Identify Core Leadership Skills/Competencies Self-Assessment Consider which skills to target for achievement over next year
Core Leadership Competencies Are there universal leadership characteristics? Authenticity is key: Be yourself: Walk the walk Good leaders have certain core cognitive, emotional and interpersonal competencies Sources: see bibliography
Leadership Competencies and Behaviors Self-Awareness Accurate self-assessment, self-confidence, emotional self-awareness Self-Management Self-control; ability to create a vision and pursue opportunities; ability to let go of past to create future Aspire to Excellence Understand core practice skills; participate in substantive professional development training
Leadership Competencies and Behaviors Versatility and adaptability Ability to adjust leadership style to meet needs of different individuals and teams Relationship management Relate well to people at all levels; develop, empower others; team player Communicate with meaning Foster open dialogue; keep others informed; listen actively; provide feedback Express ideas clearly; question effectively Inspire trust Communicate clear values through behavior; maintain high standards of personal integrity; value diversity; treat others fairly Exercise good judgment
Leadership Competencies and Behaviors Social Awareness Ability to understand environment; empathize; organizational awareness Systems thinking Transform strategies into action; realize intentions through action; assume personal responsibility for improving organizational achievement; question and overcome roadblocks; challenge the process; be optimistic; persevere
Step 1 cont d: Self-Assessment Assess your existing leadership competencies Identify strengths and weaknesses Decide which competencies to enhance this year Draw on and develop your strengths Exercise 1 SWOT analysis
SWOT Analysis Strengths Opportunities Weaknesses Threats
Step 2: Articulate your vision Vision for Success Overall vision for upcoming year and following 3-5 years Vision of your organization Vision for yourself where do you fit in your organization Exercise 2: Articulate your vision
Step 3: Got Goals! Make vision happen Define SMART goals for upcoming year
Goal Setting: What is a Goal? An end toward which you direct specific effort
Why Set Goals? Establish direction for your career Challenge your growth Raise your confidence Raise levels of achievement and accomplishment
Effective Goals are SMART Specific Measurable Acceptable Realistic/Results- Oriented Timeframe
Specific Goals To set a specific goal, answer 4 questions: What do you want to accomplish? When do you expect to achieve this goal? Why do you want to accomplish this goal? How will you accomplish this goal?
Measurable Goal should incorporate concrete criteria to determine success or failure Targets keep you on track Reflect tangible evidence of completion
Acceptable You must set your own goals not someone else You know your strengths and weaknesses
Realistic A goal must represent an objective toward which you are both willing and able to work You decide how high your goal should be Plan to do things you are likely to do
Timeframe Determine when you plan to work on your goal Limit timeframe
Write down your goal(s):
Step 4: Action Plan Your Way to Success Write down your goals and your plan: Template Identify specific action steps (consider 4 questions above and two more: Where? Who? Include time frame and resources Consider obstacles and alternatives
Template Competency Goals (what) Action Steps (how) Time Frame (when) Resources (who) Benefits (why) (where) Obstacles
Step 5: Communicate your plan Share your plan and seek feedback Discuss plan with your mentor or personal Board of Advisors Discuss plan with your Department Head
Step 6: Monitor Progress Monitor progress monthly/bi-monthly Make adjustments
Best Practices Own responsibility for your development Seek regular feedback be receptive Monitor your progress Be proactive!! Seek opportunities! Network internally Initiate opportunities to grow Be authentic be optimistic persevere!
Conclusion Planning is key to becoming a successful leader
Questions?
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