SELF-LEADERSHIP BEHAVIOURAL STRATEGIES TO INFLUENCE OURSELVES

Dr. V. Thanikachalam (vthani2025@yahoo.in)

Development Opportunities in 21st Century

• Opportunities for achieving human capital development.

. If we take stock of the positive opportunities that exist for institutions and their faculty, it is difficult to be blind to all of the potentials.

• Our educational methods have become very complicated and they are changing at an unprecedented rate.

The Need for Super Leadeship

• Unfortunately many of our management practices have not kept up with these changes.

• One of the greatest opportunities for change and advancement centres on the meaningful mobilization of human effort and innovative behaviour.

The Need for Super Leadership…

• In fact, many of these change innovative ways of leading and organizing faculty at work.

• The potential payoffs are immense.

A General Conclusion

• Traditional management-leadership methods simply do not fit todays – faculty members.

• Faculty are committed to their profession than to their institute.

• All this means that most faculty won’t stand for being ordered around all the time.

• They would probably be wasting their unique talents and capabilities if they would.

FACULTY COMMITTMENT

Self-Leadership

• Self-leadership is an extensive set of strategies focused on the behaviours and thoughts that faculty use to influence themselves.

A Super Leader

• A super leader is one who leads others to lead themselves.

All Control Over Faculty

• Is ultimately self-imposed.

Self-Evaluation

• Faculty themselves provide and experience standards, evaluations and rewards and punishments.

• Faculty have expectations regarding their own performance, and react positively or negatively toward themselves in response to their self-evaluations.

Faculty Control

• Organizational attempts at faculty control do not recognize the important role of the person’s ‘self’.

• Organizational standards will not significantly influence faculty behaviour if they are not accepted.

Faculty Control…

• Organizational rewards/ punishments will not produce their desired effects if they are not valued by the faculty receiving the rewards/ punishments.

• Regardless of how faculty performance is appraised, the performance evaluation that will carry the most weight will be the evaluation that faculty make of themselves.

Effective Leader

• To be effective leader must successfully influence the way faculty influence themselves.

Self-Leadership

• Self-leadership is an extensive set of strategies focused on the behaviours and thoughts that people use to influence themselves.

Super Leader

• A super leader is one who leads others to lead themselves.

Super Leadership

• Super leadership is about a fundamentally different approach that stimulates and facilitates self-leadership in others…. That recognizes self-influence as a powerful opportunity for achieving excellence, rather than as a threat to external control and authority.

Main Task of the Super Leader

• To help develop, encourage, improve, reinforce, and coordinate the self-leadership practices of others.

Assumptions about Leadership Practices

• The apparent contradictions inherent in leading others to lead themselves require some mental adjustment…

• This approach challenges leaders to rethink their fundamental assumptions about leadership practices and authority relationship.

Self-Leadership

• Self-leadership is the essence of effective followership.

Super Leadership

• Super leadership inspires and facilitates self-leadership in faculty members.

• Self-set goals.• Management of cues.• Rehearsal.

Self Leadership

Necessary Information for Effective Self-Leadership

• Self-observation.• Self-administered rewards.• Self-administered punishments.

• Self-administered rewards and punishments are instrumental in this process just on are the consequences received from others.

Cognitive Focused Strategies

• Building natural rewards into tasks.

• Right approach usually involves seeking out and facilitating the natural rewards of tasks.

Cognitive Focused Strategies…

• A natural reward… is so closely tied to a given task or activity that the two can not be separated.

• Activities that are naturally rewarding tend to enhance our feelings of competence, self-control, and purpose.

Self-Redesign of Tasks

• Building more naturally enjoyable features into our tasks.

• Making the naturally rewarding aspects of work the focus of thinking about our own jobs.

• Work and life can be more naturally rewarding if faculty take them seriously enough to play at them and to build in enjoyment.

Managing the Focus of One’s Thoughts

• Tapping the power of natural rewards.• Centers on the way faculty think while they

perform tasks.• Focus on the rewards from performing

work (such as money, praise, recognition and so on).

• Focus on the naturally enjoyable aspects of your work and enjoy the activity for whatever immediate value it might be.

Establishing Constructive Thought Patterns

• A complete treatment of the self-leadership process requires a significant emphasis on thought.

• Beliefs.• Imagined experience.• Self-talk.

THANK YOU!Any questions, Please ?

(vthani2025@gmail.com)