Welcome to Session 9 of the Primary Leadership Development.
Section 9 – PERSONAL LEADERSHIP DEVELOPMENT: EMOTIONAL INTELLIGENCE & SELF-AWARENESS, TIME MANAGEMENT, AND GOAL SETTING.
In this session, we are going to take a look at the subject of Personal Leadership Development. We will dive into the aspects of emotional intelligence, self-awareness, time management and goal setting as key factors in making you a better leader.
As a new leader, learning and employing emotional intelligence (EI) and self-awareness are crucial for building strong relationships, inspiring trust, and effectively leading teams. Emotional intelligence refers to the ability to recognize, understand, and manage both our own emotions and those of others. Here’s why it’s essential for new leaders to prioritize developing these skills:
Firstly, emotional intelligence enables new leaders to cultivate positive relationships and foster a supportive work environment. By understanding their own emotions and how they impact others, leaders can communicate effectively, resolve conflicts constructively, and inspire collaboration among team members. This enhances morale, trust, and camaraderie within the team, leading to greater job satisfaction and productivity.
Moreover, emotional intelligence empowers new leaders to navigate challenging situations with empathy and resilience. In high-pressure environments, leaders must be able to manage their own emotions and respond to the emotions of others in a calm and composed manner. By developing self-awareness and self-regulation skills, leaders can maintain their composure, make rational decisions, and provide support to team members during times of stress or uncertainty.
Additionally, emotional intelligence enhances leadership effectiveness and influence. Leaders who demonstrate empathy, authenticity, and emotional insight are more likely to earn the respect and loyalty of their team members. By connecting with others on an emotional level, leaders can inspire motivation, drive engagement, and empower individuals to perform at their best. This fosters a culture of trust, openness, and collaboration that fuels organizational success.
Now, let us take a look at three examples of emotional intelligence:
Active Listening:
Example: During a one-on-one meeting with a team member who is expressing frustration about a project deadline, a new leader demonstrates emotional intelligence by actively listening to their concerns without interrupting or dismissing them. By providing a supportive and nonjudgmental space for the team member to voice their feelings, the leader shows empathy and validates their emotions, which helps strengthen the relationship and builds trust.
Conflict Resolution:
Example: In a team meeting where tensions arise between two team members with differing opinions, a new leader uses emotional intelligence to facilitate constructive dialogue and resolve the conflict. By acknowledging the emotions underlying the disagreement and encouraging open communication, the leader helps both parties understand each other’s perspectives, find common ground, and reach a mutually acceptable solution.
Motivating Others:
Example: Recognizing that morale is low due to a recent setback, a new leader demonstrates emotional intelligence by inspiring and motivating their team to persevere and stay focused on their goals. By expressing confidence in the team’s abilities, providing encouragement, and recognizing individual contributions, the leader boosts morale and fosters a sense of resilience and determination among team members.
In conclusion, learning and using emotional intelligence and self-awareness are essential for new leaders seeking to build strong relationships, navigate challenges, and inspire high performance in their teams. By developing these skills, leaders can effectively manage their emotions, connect with others, and create a positive and supportive work environment that drives organizational success.
TIME MANAGEMENT
As a new leader, learning and effectively using time management skills is crucial for maximizing productivity, prioritizing tasks, and achieving organizational goals. Time management involves planning, organizing, and allocating time to tasks and activities in a way that optimizes efficiency and effectiveness. Here’s why it’s important for new leaders to prioritize developing these skills:
First, effective time management allows new leaders to make the most of their limited time and resources. In leadership roles, there are often numerous demands and competing priorities vying for attention. By mastering time management skills, leaders can prioritize tasks based on their importance and urgency, ensuring that critical objectives are addressed promptly and efficiently.
Time management helps new leaders avoid procrastination and minimize distractions. In today’s fast-paced work environment, it’s easy to get sidetracked by emails, meetings, and other interruptions. By establishing clear goals, setting deadlines, and creating a structured work schedule, leaders can stay focused and disciplined, making steady progress toward their objectives.
Effective time management fosters a sense of control and empowerment. When leaders are able to manage their time effectively, they feel more confident and in control of their workload. This reduces stress and anxiety, enhances job satisfaction, and enables leaders to approach their responsibilities with clarity and purpose.
Now, let’s explore three examples of time management:
Prioritization:
Example: A new leader begins each day by reviewing their task list and identifying the most important and time-sensitive tasks. Using techniques such as the Eisenhower Matrix or ABC prioritization, the leader categorizes tasks based on their urgency and importance. By focusing on high-priority tasks first, the leader ensures that critical objectives are addressed promptly and efficiently.
Time Blocking:
Example: A new leader allocates specific blocks of time on their calendar for different types of tasks, such as project work, meetings, and administrative tasks. By dedicating uninterrupted time to each category of work, the leader can minimize distractions and maximize productivity. This allows for deeper focus and concentration, leading to more effective use of time.
Delegation:
Example: Recognizing that they cannot do everything themselves, a new leader delegates tasks to team members based on their skills, expertise, and availability. By effectively delegating responsibilities, the leader frees up time to focus on higher-level strategic initiatives and tasks that require their unique expertise. Delegation also empowers team members, fosters their professional development, and promotes a culture of trust and collaboration within the team.
Learning and effectively using time management skills are essential for new leaders seeking to maximize productivity, prioritize tasks, and achieve organizational goals. By mastering techniques such as prioritization, time blocking, and delegation, leaders can make the most of their time and resources, ensuring that they are able to focus on what matters most and drive success in their roles.
GOAL SETTING
As a new leader, learning how to set goals for yourself and your team is essential for guiding your efforts, aligning priorities, and driving success. Goal setting provides clarity, direction, and motivation, helping you and your team focus on what truly matters and track progress toward desired outcomes. Here’s why it’s crucial for new leaders to prioritize mastering the art of goal setting:
Firstly, setting goals enables new leaders to establish a clear vision and direction for themselves and their teams. By defining specific, measurable, achievable, relevant, and time-bound (SMART) goals, leaders can articulate their aspirations and communicate expectations effectively. This clarity helps ensure that everyone is working toward a common purpose, reducing ambiguity, and fostering alignment within the organization.
Moreover, goal setting empowers new leaders to prioritize tasks and allocate resources strategically. By identifying key objectives and breaking them down into actionable steps, leaders can determine where to focus their time, energy, and resources for maximum impact. This enables leaders to make informed decisions, optimize productivity, and achieve desired results efficiently.
Additionally, goal setting promotes accountability and performance excellence within the team. When goals are clearly defined and shared, team members are more likely to take ownership of their responsibilities, track progress toward objectives, and hold themselves and others accountable for results. This accountability fosters a culture of high performance, continuous improvement, and achievement within the organization.
Now, let us look at three examples of how to set goals for yourself and your team:
Individual Development Goals:
Example for Yourself: As a new leader, you set a goal to enhance your leadership skills by attending leadership training workshops, reading relevant books, and seeking mentorship from experienced leaders.
Example for Your Team: You set a goal for each team member to participate in at least one professional development activity per quarter, such as attending industry conferences, completing online courses, or pursuing certifications relevant to their roles
Project Milestone Goals:
Example for Yourself: You set a goal to launch a new product within six months, breaking down the project into specific milestones such as completing market research, developing prototypes, conducting user testing, and finalizing marketing strategies.
Example for Your Team: You set a goal to deliver the first phase of a project within three months, defining clear objectives, tasks, and timelines for each team member, and establishing regular progress checkpoints to monitor and adjust the project plan as needed.
Performance Improvement Goals:
Example for Yourself: You set a goal to improve customer satisfaction ratings by 10% within the next year, identifying areas for improvement such as enhancing product quality, streamlining customer service processes, and implementing feedback mechanisms.
Example for Your Team: You set a goal to increase team productivity by 15% by the end of the quarter, implementing strategies such as optimizing workflows, eliminating bottlenecks, and providing training and support to address skill gaps.
Learning how to set goals for yourself and your team is essential for new leaders seeking to drive success, foster accountability, and achieve desired outcomes. By setting clear, actionable, and measurable goals, leaders can provide direction, motivate performance, and create a roadmap for continuous improvement and growth within the organization.
HOMEWORK
(click here to download Session 9 Homework Worksheet in PDF)
Here is your session 9 homework assignment: In your note pad or journal, please write, the first draft of your personal and professional development goals and the plan to achieve those goals in the next 90, 120, and 180 days.
See there are built in check points to this assignment.
At least three paragraphs should suffice but remember this is something you will use for future reference and implementation.
At least three paragraphs should suffice but remember this is something you will use for future reference and to build upon as we move through the sessions here
LINKS MENTIONED IN THIS SESSION: