Leadership As defined by Peter Drucker

1
Leadership(As defined by Peter Drucker)
The ability to recognize and align strengths
toward a purpose in such a way that weaknesses
become irrelevant.
2
Ap-preci-ate, v.

• Valuing the act of recognizing the best in
  people
• or the world around us affirming past and
  present
• strengths, successes, and potentials to perceive
• those things that give life (health, vitality,
• excellence) to living systems.
• To increase in value.
• Synonyms VALUE, PRIZE, ESTEEM, HONOR

3
In-quire, v.

• The act of exploration and discovery.
• To ask questions to be open to seeing new
• potentials and possibilities.
• Synonyms
• DISCOVER, SEARCH, STUDY, EXPLORE
• SYSTEMATICALLY

4
Appreciative Inquiry

• A cooperative search for the best that people and
  their organizations have to offer. Appreciative
  Inquiry focuses on ways to amplify what has
  worked and is working well.
• Organizations achieve more when they pose
  questions of possibilities, rather than questions
  about pain.
• People have more confidence and comfort
  journeying towards the unknown (future) when the
  carry forward the best parts of the known (past).
• What we focus on becomes our reality. The nature
  and content of the questions we ask become key
  because they influence the group in some way.

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Appreciative Inquiry and CHANGE
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EXAMPLENeed to Build Enthusiasm and Camaraderie
in Our Staff

• 1. Identify the causes of low morale and search
  for ways to eradicate the causes?
• 2. Identify moments of highest enthusiasm and
  teamwork and search for ways to restore these
  moments?
• DISCUSS
• If you had to choose ONE of the above approaches
  as best, which would you lean towards? Why?

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EXAMPLE Negative Effects of Gender Bias in Our
Agency

• 1. How can we eradicate sexism and the tensions
  caused by gender bias in our workplace?
• 2. How can we create a 21st century model of
  high-quality cross gender relationships in our
  workplace?
• DISCUSS
• Whats the difference between question 1 and 2?
• How might the outcomes differ for Agency 1 and 2?
  

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Two Approaches to Change

• APPRECIATIVE MODEL
• Organizations are sources of unlimited
  potential
• Appreciate what iswhat gives life to the
  endeavor
• Imagine what might beenvision whats possible
• Determine what should be
• Create what will be

• DEFICIT ONLY MODEL
• Organizations are problems to be solved
• Identify problems
• Analyze root causes
• Brainstorm solutions and analyze
• Develop action plans

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The Appreciative Process
DISCOVER Appreciate What is
DREAM Imagine What could be
APPLY Create What will be
PLAN Determine What should be
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CARTAS Strategic Planning Process

• DISCOVER
• Scan the external and
• internal environment
• Document data and ideas

• DREAM
• Establish vision
• Establish guiding principles
• Set direction
• Establish success criteria

• IMPLEMENT
• Build commitment
• Focus attention and resources
• Monitor, evaluate and refine

• PLAN
• Revisit and update mission plan
• Select program goals
• Design strategy for each goal
• Establish tactical plans/action steps