Program Agenda
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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
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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
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Overview
ƒ
What is leadership planning and why do it?
ƒ
6 Step Planning Process
– Individual Preparation, Goal setting, Action
planning and beyond!
ƒ
Getting started
– Exercises
– Initial plan
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What is Leadership Planning?
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Why Develop a Leadership Plan?
ƒ
Benefits
ƒ
Challenges
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Why develop a Leadership Plan?
ƒ
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
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Planning Process
Step 1—Individual preparation/self-assessment
ƒ Step 2—Articulate vision
ƒ Step 3—Got Goals!
ƒ Step 4—Action plan your way to success
ƒ Step 5—Communicate your plan
ƒ Step 6—Monitor progress
ƒ
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Step 1: Individual Preparation
ƒ
Identify Core Leadership Skills/Competencies
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Self-Assessment
– Consider which skills to target for achievement
over next year
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Core Leadership Competencies
ƒ
Are there universal leadership characteristics?
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Authenticity is key: Be yourself: Walk the walk
ƒ
ƒ
Good leaders have certain core cognitive,
emotional and interpersonal competencies
Sources: see bibliography
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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
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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
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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
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Step 1 cont’d: Self-Assessment
ƒ
Assess your existing leadership competencies
– Identify strengths and weaknesses
ƒ
Decide which competencies to enhance this year
– Draw on and develop your strengths
ƒ
Exercise 1
– SWOT analysis
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SWOT Analysis
Strengths
Opportunities
Weaknesses
Threats
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Step 2: Articulate your vision
ƒ
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
ƒ
Exercise 2: Articulate your vision
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Step 3: Got Goals!
ƒ
Make vision happen
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Define SMART goals for upcoming year
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Goal Setting: What is a Goal?
ƒ
An end toward which
you direct specific
effort
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Why Set Goals ?
ƒ
Establish direction for your career
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Challenge your growth
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Raise your confidence
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Raise levels of achievement and
accomplishment
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Effective Goals are SMART
ƒ
Specific
ƒ
Measurable
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Acceptable
ƒ
ƒ
Realistic/ResultsOriented
Timeframe
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Specific Goals
ƒ
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?
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Measurable
ƒ
Goal should incorporate concrete criteria to
determine success or failure
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Targets keep you on track
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Reflect tangible evidence of completion
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Acceptable
ƒ
You must set your own goals—not someone else
ƒ
You know your strengths and weaknesses
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Realistic
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A goal must represent an objective toward which
you are both willing and able to work
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You decide how high your goal should be
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Plan to do things you are likely to do
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Timeframe
ƒ
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Determine when you plan to work
on your goal
Limit timeframe
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Write down your goal(s):
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Step 4: “Action Plan” Your Way to
Success
ƒ
Write down your goals and your plan: Template
ƒ
Identify specific action steps (consider 4 questions
above and two more:
– Where?
– Who?
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Include time frame and resources
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Consider obstacles and alternatives
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Template
Competency Goals
(what)
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Action
Steps
Time
Frame
Resources
(who)
(how)
(when)
Benefits (why)
(where)
Obstacles
Step 5: Communicate your plan
ƒ
Share your plan and seek feedback
– Discuss plan with your mentor or personal Board of
Advisors
– Discuss plan with your Department Head
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Step 6: Monitor Progress
ƒ
Monitor progress monthly/bi-monthly
ƒ
Make adjustments
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Best Practices
ƒ
Own responsibility for your development
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Seek regular feedback—be receptive
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Monitor your progress
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Be proactive!! Seek opportunities!
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Network internally
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Initiate opportunities to grow
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Be authentic—be optimistic—persevere!
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Conclusion
Planning is key to becoming a successful leader
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Questions?
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Welcome
I HOPE YOU ENJOY YOUR DOSE OF
LEADERSHIP AND LAW AT THE
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New York University
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