Authentic Leadership for Women

outline

Ms. Robin Gerber

Time Allocation - Topics

15% Understanding Authenticity • What is authenticity and when do you feel authentic as a leader • Steps for finding and building authenticity 20% The elements of developing self-knowledge • Tools for personal assessment • Values, principles and ethics 15% External pressures • Conventional wisdom and expectations • Stereotypes and negative reinforcing feedback 10% Internal Drivers • Purpose and passion • Defining and accepting your leadership role and style 20% Self-discipline and taking personal responsibility • The power of persistence • Passing the “mirror” and “cable news” test 20% Taking the continuous journey • Developing yourself as you develop others • Handling workplace challenges with authenticity

Seminar Description

If you are like many successful leaders you didn’t have years of preparation and training before assuming a leadership role. Stepping into unfamiliar leadership territory, you will be tempted to emulate styles and actions of leadership that may hamper, rather than enhance your success. Influential and successful leaders like Eleanor Roosevelt or Washington Post publisher, Katharine Graham, were true to their core values and beliefs. They led through personal conviction, gaining power beyond their formal authority. Participants will examine their personal value propositions, assess their strengths and identify their leadership style. Questions and practice sessions will focus on leadership challenges drawn from participants’ experience. Participants will leave this session empowered to be authentic leaders.

Guide to Participant Selection

Department

Admin

Distrib

Engr

Finc

H.R.

Legal

Mktng

IT

Opr

Plng

Pchsg

R&D

Sales

Senior Executive
(Pres, Exec & Sr VP) 3 3 3 3 3 3 3 3 3 3 3 3 3

Executive
(VP & Gen'l Mgr)
2 3 3 3 2 2 2 3 3 3 3 3 2

Senior Managers
(Div & Reg. Mgrs) 1 1 1 1 1 1 1 1 1 1 1 1 1

Middle Managers
& Superintendents 2 2 2 1 1 1 1 2 2 2 2 2 1

APPLICABILITY:
1 indicates primary target audience.
2 indicates a good fit if the level of material is appropriate.
3 indicates (in the opinion of the institute and the faculty) very limited applicability.


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