There are more than 300 definitions of leadership but these resonate in the public sector:
Successful leaders don’t start out asking, “What do I want to do?” They ask, “What needs to be done?” Then they ask, “Of those things that would make a difference, which are right for me?” They don’t tackle things they aren’t good at. They make sure other necessities get done, but not by them. Successful leaders make sure that they succeed! They are not afraid of strength in others. (Drucker, 1994).
Management is about coping with complexity. Leadership, by contrast, is about coping with change (Kotter, 1990).
A definition of leadership that would be widely accepted by the majority of theorists and researchers might say that “leadership is a process of social influence in which one person is able to enlist the aid and support of others in the accomplishment of a common task” (Chemers, 1997).
Leaders know themselves, they are self-aware, they hire for talent, not just jobs, they develop leaders who develop other leaders, they know how to make connections and to influence and they are accountable for results.
Leadership Development Approach and Services
Ken Haycock & Associates Inc. works with libraries to develop leadership potential in current senior staff and emerging leaders/managers. Dr. Haycock established a major staff development division in a $500m not-for-profit organization with 7,000 employees, transforming single-shot workshops to training institutes with follow-up coaching. Programs were based on research and evidence.
For the past twenty years he has been a lead program planner and trainer/facilitator for the Northern Exposure to Leadership Institute, the premier program for emerging library leaders.
Working with libraries and other institutions, Ken has developed extension leadership development and succession management plans and programs. His approach to succession management (rather than simply planning for replacement) has these critical steps:
- Align succession management with strategic directions; identify the necessary
- Skills and competencies; identify high potential employees to develop talent pools;
- Develop those employees; monitor and track the process.
Ken’s approach is about alignment, competencies, coaching and results. Ken is a certified by the Center for Applications of Psychological Type for use of the Myers-Briggs Type Indicator, by Team Coaching International for Team Development and Coaching and draws especially on the work of Buckingham and Rath for building and using leadership-based strengths.
Leadership Development Sample Projects
- Development of competencies for urban library leaders, from entry level to CEO, aligned to graduate programs.
- Succession management plans for libraries.
- Executive coaching and mentoring.
- Team Development and Coaching (we are certified by Team Coaching International) with seven criteria for productivity and seven criteria for positivity or connectedness
- Definition of criteria for successful leadership development institutes, with program design and implementation.
- Sample speeches, presentations, training sessions, webinars:
- Building Advocacy and Influence
- Effective Meetings
- Leadership Styles
- Managing Change
- Self-Awareness for Leaders
- Working in Teams
All work is research- and evidence-based.