Page 317 - Just Promoted A 12 Month Road Map for Success in Your New Leadership Role

302 Index

Emotional intelligence, job requirements for, 95 Innovation as vision indicator, 177–181
Empathy, optimal performance and, 60–61 Insensitivity, leadership derailment due to, 239
Employee involvement: Intelligence, emotional, job requirements
in organizational analysis, 152–154 for, 95
organizational change and, 204, 211–212 Interviews to assess potential team members,
Employees: 98–99
competence of, as vision indicator,
173–174 Job definition, 94–97
getting the most from, 112–113 Just Promoted Leader Tools:
illusion of impotence in, as reason for Accelerating Your Job Learning, 41–50
resistance to change, 199–200 Building Stakeholder Partnerships, 63–66
performance of (see Performance) Confirming Your Appointment Charter,
resistance to organizational change and, 78–80
reasons for, 195–203 Developing a Motivational Profile of Each
retention of, as vision indicator, 176 Team Member, 113
terminating, 100–101 New Leader and Team Assimilation
(See also Leadership teams; Staff; Staffing; Process (NLTAP), 32–36
Team building; Team selection) Selection Model for Determining What the
Empowerment, 52–61 Individual Brings to the Position and
communication creating, 57 Leadership, 98–100
creating conditions for optimal perfor - Strengths and Overused Strengths Exercise,
mance and, 59–62 119–120
empowering and diminishing behaviors Team Integrity and Capability Grid,
and, 58–59 101–103
lack of, resistance to change and, 195 Your Personal Pie Chart, 285–289
leaders’ view of others and, 57–58 Your Personal Political Inventory, 214–219
staff self-concepts and, 56–57 Your Personal Stress Inventory,
Entropy, failed organizational change efforts 278–280
due to, 212 Your 12-Month Road Map, 80–81
Exiting gracefully, 36–37 Your Work/Life Integration Assessment, 265
Expectations:
of boss, 72–74 Key staff, learning from, 44–47
inappropriate levels of, failed organiza-
tional change efforts due to, 213 Laws as vision indicator, 181–183
Leadership:
Fairness, mutual, in dual-career families, importance of developing as leader
283–285 and, 245
Family (see Work/life integration) lack of support from, failed organizational
Follow-up, inadequate, as reason for resistance change efforts due to, 211
to change, 203 reasons for derailment of, 238–245
strengths of (see Strengths)
Goals as vision indicator, 158–164 superior, as daily goal and primary work
value, 234–235
Health (see Work/life integration) as vision indicator, 164–167
Honeymoon period, 7 Leadership and talent development:
plan for, 15
Incentives as vision indicator, 170–171 as vision indicator, 173
Inclusion of staff, 30 Leadership role:
Influence, formal and informal, 167–169 fine-tuning, 229–233
Information sources for job learning, 44–50 learning, 11–12
Initial impressions, 12, 38–39 for organizational change, 205–206