 Hello Hi My name is Marina and welcome in the session how to use your strengths to become a great leader So how was your DrupalCon so far? Good bet Good great I'm really happy to see you here. I'm really happy to stay here and deliver this presentation It's each and every time for me is an amazing experience And I'm really grateful for the Drupal community to have a chance actually to stay here Me the girl from the middle of nowhere has the opportunity to talk about things that really matter to me It's just amazing. So let's give a huge round of applause to Drupal community and to each one of us Thank you. I Guess it would be fair if I introduce myself first before I start with my content for you to have an idea Why have I chosen this topic and actually what experience I have about it? So my name is Marina and I come from Russia Quite a small city somewhere in the middle of Siberia and I work there in the company desise solutions And I'm responsible for organizational development. So During my professional experience. I've been a team member of many teams and I also had an Honor to lead several of them and through each and every of those experiences I somehow reinvented myself to find out what kind of leader is needed to lead the team to great success, but Nothing is good from the first time sometimes. So my first membership experience was the failure So I was like this little puppy in the new team. I didn't know what to do. I didn't know How to do it home to us. So back then it was the second or third year of university. I guess I joined a youth international youth NGO, which was about doing international student exchange. So I I The same as other new business team were assigned to Different students from different cities and I was supposed to find an internship for them But I didn't know how to do this. I didn't know how the platform of this searching for internship works So actually the team leader of our team didn't do that much bonding of us So I didn't know is it okay to approach someone else is it okay to ask for help? And so I was really confused that time but Somehow I managed to find an internship for this goal and I understand I wanted to keep going to invest more in myself development and I joined another team So if this time I was a team member of a team of a local chapter of international organization So next step was to be in a team that led this local chapter of this international organization And that was completely different experience because from the first days of this team the leader of it Treated us completely differently. She treated us as unique personalities. She helped us through all the processes She helped us to get to know each other. She helped us to trust each other So we met each week and we talked about every successes and what most importantly all failures we had so we shared it openly and if When we started this experience our local chapter wasn't even recognized by the capital Local chapter so we weren't even on the map of our organization that small we were that time But in the year we were that dedicated We were so that bonded that we managed to become the best level chapter in our country And it was like when we did it we didn't believe it ourselves because we were just you know third-year students knowing nothing about how to deal with this stuff, but The attitude that the leader brought to our team changed everything So she helped us understand how we can unleash our own potential while achieving our common goals and that brought us very strong commitment towards achieve the achieving them and that we did So later on when I was moving on with my career I started to analyze the previous experience I had I started to think what was the difference between those two different approaches to managing a team and I understand understood for myself that I I call it value-based team management works better. So if in the first team the manager were more of Delegating tasks and putting the project goals above our personal goals So on the second team the leader behaved differently So she helped us to connect our personal goals our personal values to the project goals and that Bonset us that made us a really strong team and so we could benefit from our common strengths together So I was digging deeper on this value-based approach and tried many mythologies many techniques in my next teams and so on and I realized that They're actually two main components of becoming a good leader and the first one is self-assessment and development. Why? Because I do believe that a true leader should start from their cells So you should know who you are and where you go before leading others somewhere It's at least honest because if you're leading someone somewhere without knowing where you're going yourself So you're all lost, you know, and so that is the first step and then when you are done with your self-assessment Go further to self-development because you can actually become some become better at some points of leadership of team management experience to become a better leader for your team. So When you're done with this It's important to be able to transmit your values transmit your vision to other people and therefore the second component is Communication so if you're able to communicate properly with your team members with other people to share your values to share your goals To unite people by them Your leader, but if you are a great personality great professional But you're not able to communicate with different people you cannot find right approach to different people So it will be very difficult for you to create a bonded good team At least in my opinion. So during this presentation We will cover those two points with our agenda and we will start with golden circle model designed by Simon scenic It will help us understand why we want to be leaders then we will move on to our You know natural features natural strengths and weaknesses with PAI leadership styles model that will help us understand which leadership styles exist and what Wish of them we demonstrate then we will do some self-assessment and see how we can communicate with representatives of different styles Right. So I have introduced myself. I have introduced our agenda So I really want to know whom we have here. Is it okay for me to ask if we have any developers in the room? Can you please wave? Yeah, that's amazing. Can we do we have project managers, maybe? Okay, good Marketing managers Good HR managers Yeah, what one one chef HR manager great. Who do I mean CEOs? Nice anyone designers. I forgot designers. Oh, yeah, we got one great I really hope the the session will be helpful for you somehow And before we start and if I'm starting speaking too fast or not understandable It's clearly heard that I'm not a native English speaker So please don't hesitate to raise your hand and slow me down or just ask to repeat something It's okay. I really want this hour to be productive and efficient for you and for me as well So if something goes wrong, just let me know well Let's start with a golden circle model. It is designed by Simon scenic I think answers to three main questions that can you that help you assess yourself hasn't even heard about this model before Yeah, the designer right Great So this model answers three three main questions why how and what so in terms of doing something What's more important? Why are you doing this? How are you going to do this or what are you going to do actually? So who's for why who thinks that why are you doing things is the most important? Uh-huh. Thank you Who thinks that how are you going to do this is the most important? And who thinks that what are you going to do is most important? Okay, thanks. Thank you for participating in my small interactions But I'm sorry to disappoint you, but you all are wrong The main point is that you need to apply two main principle to this model to make it work and the first principle is balance So you need to have all three questions. Yes, it is easy as this So you need to answer all these three questions in order to become an influential leader So if you know why you do things, but you don't know what are you doing? You won't be able to channel your personal values your personal vision to your activities and people won't understand What kind of person you are and on the other hand if you know what you do But you don't know why you still miss this connection and people won't understand who you are out of what you do And Simon scenic claims that if you have answers to all those three questions You will be able to have to build this strong connection between your personal values and your actions And that will help you to surround yourself. It's like minded people Who will join you or because of who you are because of why you do things? And this is what he calls influential leadership and The second principle of this model is order. So you should always start from why so in this terms Those who rose hands on why we were partially right because this is the first touch point with this model This is the first question you should ask yourself why are you doing this really? So why is it important? Why is it that valuable to you what? It brings to your life So if to finalize you should always have the clarity of why where why is your set of your personal beliefs your personal values Then you need move to move on and find your discipline of how where how are the concrete steps to realize your why and Finally, you need to have consistency of what where what are what is some Tangible results some physical manifestation Manifestations of your why in the real world so having answers answered all those three questions you will be able to Reflect yourself to your activities and build the team who share common values But unfortunately nowadays life is so fast and people don't really have time to stop and think about those things and usually if you ask others like Tell me something about yourself people answer something like I study in this university. I work in this company I do this I have this kind of hobby and that's it. They usually not sharing not share with you Why this is it's important to them? Why they why have they chosen this job? Why have they chosen this hobby and so on? But actually the point is that people don't buy what you do they buy why you do it and Bones in people by why I will build much stronger commitment much stronger connection Among your team members, so I think this quote is very true so Does anyone knows their while really? actually It's hard at first at least answer this question, but it's okay So if you're struggling I suggest you to answer two more questions that will help you to find your why to understand What your why is and the first question is what would you do if you have unlimited amount of money? so just imagine money is not an issue anymore at all and Think about the list of things that you would do then and once you come up with a list of things That you would do if you have unlimited amount of money Then at the same day or on another day to clear your mind think about the list of things that you would do even if you're not paid for it so what are you that passionate about that you would do it no matter what and Then look at those lists and think what is similar among all those activities? What do they have in common and then imagine yourself doing those things and think about what you feel what? What value those activities bring to your life? This might be not the direct answer to your why but this will be a source of insight to you to find it and Yeah, I find my why the hard way so As I shared with you. I was a member of this NGO. I Was I was there for four or five years or so and you cannot be a member of NGO without knowing why you're there So it's an NGO. You're not paid for it. That's why if you join it if you it is your conscious choice so if you join any NGO you want to contribute to its mission and the mission of our NGO was to Make my country Russia a better place and I did want to contribute to this mission because I want my country to be a Better country. I want my children to be raised in the better world And I really wanted to contribute to this mission and therefore During those four or five and really remember years It wasn't the question to me why I'm doing this. I knew why I'm doing this but then since its use and student organization then I finished my university and Started working in the commercial company and at first it was very interesting Everything was new for a self of the year was very overwhelming. I really loved it. But then I found myself Not knowing why I'm there anymore. So tasks were like too easy for me I didn't feel like I'm really bringing some value to this company I didn't feel that the work in this company brings value to myself. So I didn't really see the point of me being there anymore, but and that was really unusual and Let's say unnatural to me not knowing my why I didn't know how how can I not answer this question about myself? I'm the one who it was supposed to know myself, right? But So I was struggling for months. I was trying to push this why out of myself, but it didn't appear anyhow and then Even without knowing about this model of Simon scenic I somehow made up a list of things that I'm really as I really enjoy doing and I included there all the things in my Life that really brought me happiness and fulfillment. I included there as the educational events that I created and was then I was in university the Brand of international internships that I launched when I was working in this NGO all the sessions that I prepared and delivered even my Weird hobbies such as home gardening baking and knitting and stuff like this and I was looking at this list and thinking why Why I love doing all those things and then Simply but not easy one statement came to my mind I realized that all those things are united by the one process of creation of doing something out of nothing of Like fixing something that isn't working properly and I just really realized that yes, this is it So I remembered myself standing on the stage of the event That was the idea of my mind in my mind that became The actual event that 200 people attended and I was standing on the station thinking wow I Did something that never existed before it's so cool and It really brought me fulfillment. I got really motivational out of it and I Was ready to do even more and I know that I Can create much more value for others if I'm in this Inspired state so I really wanted my everyday job to become something like this and I put effort to Change my job description a little to fit it to make it more to make it fit more my why and So as I told you in the beginning I'm doing organizational development Which literally means that I create business processes that haven't existed before or I fix business processes that aren't working properly So that's how finding my why helped me in my everyday life And I hope that if you will answer this question any time even you will need to answer To decide whether to do something or no knowing your why will be much easier to you to understand What it will bring to you and what can you give back? so that's about the this kind of personal values assessment part and Now let's talk about how you can Channel your vision to your team. What's how to become this leader that can really? Lead the team to the great success. What role the leader should play and we're moving closer to this PA y leadership styles model It is designed by dr. Adiz's He's an amazing scientist. He is amazing book writer I really enjoyed reading his works and watching his videos and I want him to Introduce to you the role of the leader because I'm sure after watching the video you will like him too What is a leader? Please look at my hand. You see that the hand is five different fingers Five different fingers and we need the five different fingers in order to get a hand Because every finger does something different than another finger If you had five fingers like the pointing finger, would you have a good hand? This is the best finger there is no you will not have a good hand because you will need things that this finger can do that This finger cannot do Now in another segment. I also told you that in the Middle East When the five fingers are together, that's called a hamster. That's a blessing When the five fingers are separate That occurs so if you put it in front of somebody's face five fingers like this You're actually cursing them What is the difference between a blessing and a curse? Probably two inches are we different and together? That's a blessing What are we different and separate? That's a curse So what is the role of leadership then? Look at my hand. Which finger is the most important one? This one, you know why? Because the thumb is what makes is the only finger that works with every other finger If you don't have a thumb, you don't have a hand It's a matter of fact if you you lost your thumb by some accident A surgeon will have to break your healthy finger To make it perform like a thumb so that you can have a hand You know what the leadership is? It is a title of my future book Or a chapter in my present book Being a leader is being a thumb Make us work together Make our differences work as a hand So I told you he's amazing Yeah, so The role of the leader is to act like a thumb to make different people to work together And this is what we will understand under the role of the leader at least within this session So but what it takes to make different people to work together That means that you need to appreciate Differences and that is very important stuff important step of becoming a leader to appreciate each other's differences because the communication of people with different points of view can Lead to amazing ideas and efficient ways to realize them, but it only applies to constructive conflict so constructive conflicts are things that actually drive organization to evolve to change and develop and Again the quote of dr. Adiz's if all of people think alike none of them is thinking too hard Right, so if you agree with everybody all the time you don't move forward You don't go any further. You don't evolve. You just stuck in one place Actually, is it okay to how do you pronounce the name of the doctor Adiz's so I tried to Google it and I didn't find it in English at all. So in Russian we say it's hug so the same okay, so Because I was really confused because I didn't I couldn't Google something. Why? Yeah So we were talking about constructive conflicts. So that is the source of evolution But unfortunately or fortunately, I don't know destructive conflicts happen as well And that is the time when the leader should step up and to show the team how powerful and resultative constructive conflicts Can be and but there is the only way to make this Disagreeing process not exhausting and destructive is to create the atmosphere of trust and respect and when respect is if to rephrase of Kant is the recognition of the right of the other person to think differently and trust is being 100% sure that each and every time other team members do anything to contribute to your common goals So to sum it up the role of the leader is to act like a thumb to make to bring different people to work together In the atmosphere of trust and respect So what are those PAI leadership styles are again the question has anyone heard about this model? Okay, so this is an acronym where p stands for producer a stands for administrator e stands for entrepreneur and I for integrator Let's see what are those styles and more details? So the first role of the organization is to produce results So you need to produce some product of service to offer to your customers and then the producer is responsible to this And for this producer is very hard-working person producers are always They always have a lot of tasks They work from very early morning to the midnight every day and they really can produce good results under this pressure But sometimes being that snowed under work. They lack the big picture. They don't see how their current tasks Contribute to the final company's goal But on the other hand, they're very responsible. They Really accurate they do every task and they try to make it by deadline and they tend to control everything and sometimes they become Some kinds of control freaks because they don't trust their team members some bigger tasks because they don't know whether they will do this fine But so they delegate some minor things and they still check it all So therefore the more team members and the producers team the more work with the producer because anyway He does something like this. It's because producers don't really know how to Manage the team producers think that all education team buildings and personal talks are the destruction from work And that's why the team members of the producer don't develop themselves They cannot do bigger tasks the producer can delegate the bigger tasks and this endless circle goes over and over and Producers are ambitious. They know what results they need to achieve and they won't accept any smaller things So that's about the producer the next hero is administrator administrator the administering role is About how things are done. So administrators are responsible are responsible for Things being controlled organized Structured and stuff like this and for this purpose administrators have strong analytical skills They are great at working with data. They can analyze it. They can draw right conclusions and they really love doing this They are also very meticulous and they are working with numbers. They check it They double check it They never do any mistakes because they're very accurate at this point. They have steady and structured approach They do first thing first second things second never a different order and Therefore sometimes they put procedures over efficiency. So even though Their team members might come up with some efficient way to do something They won't allow it to start doing this until the team members will do instructions and of this process of this new process and But sometimes market situations changing very fast and the company doesn't really have time to write Instructions for each and every new process and in these terms slow decision-making process of the administrator can be Not the good point for the company For the company Yeah, so the administrator have the slow decision-making process because they really are they always need more data So when the administrator needs to decide something they require more data and then even more data and only after that They may be decide or request more data. So And they bound team with too many rules So after some time team members will come up with new ideas and suggest them But they will stop soon because they will know that right after they create something new they will need to write instructions for this next guy next Style is an entrepreneur Entrepreneur in role helps organization to successfully adapt to change and for this entrepreneurs really full of ideas They pop up with ideas all the time They pop up with ideas while popping up with ideas really they have many of them They're really innovative and they know how to bring some new things to organization But the point is they don't really filter those ideas They consider all of their ideas as the most brilliant ones and they actually expect the team members be on this ideas right after they say them but team members don't really do this because they never know whether it was the final idea or It will change you next five minutes so As the entrepreneurs think that their ideas are the most brilliant ones They don't really listen to others because they're really scared that someone else will be I will create something even better than they did But they have strategic insights So they are really good at creating strategies They somehow a little bit foresee the future and can distinguish opportunities from threats And this is the only style that can handle big risks because entrepreneurs are good at working in very unstructured conditions in uncertain situations They are really fine with changing environments and so on But they have implementation issues So they like creating strategies and popping up with ideas. They don't like implementing them And therefore entrepreneurs should remember then sometimes Media occur but implemented idea is better than the most brilliant one but never implemented And the final style we have that is the integrator so integrating role creates It helps to create the bonded team that makes organization last during the long term and work efficiently so For this purpose integrators have strong empathy. They are really good at working with different people. They are really good at working with The finding approach to different people so effective communications is their main feature and those other guys that create the atmosphere of trust and respect that we were talking about But of course there are some but so the backfire of the integrators empathy is that they're really scared of conflicts even of the construct constructive ones so they are constantly searching for a compromise and It slows up their decision-making process so they need to know each and every one's opinion before deciding something but Sometimes it's really unlike situation to have everyone to come to agreement especially if the team is very big So they put relationships over efficiency again So they need to communicate with all the people and to make everyone comfortable But sometimes it's really impossible or if the company is big and the decisions should be made fast and they can't take a stand so but The leader really should take a stand should have should make a decision and then act upon it because if the leader Doesn't take a stand that someone else will and It will be the leader Well, so we have described briefly all those four styles Let's see how they are correlated with each other So maybe it's not that visible in the in the back But as presentation the slides are available at the Drupal condo website the page of my session So there are four dimensions with which we can compare those styles which is focus perspective speed and approach So focus can be result oriented or process oriented perspective can be global or local speed can be slow or fast And approach can be structured or unstructured So I guess it's obvious that organization need to Have all the extents of those dimensions in order to develop So for example, you need to think globally to come up with a viable strategy But you need to act locally to implement it and you need to produce results But you cannot do it or at least you cannot scale it up if you don't have well-built processes and It's a hardly Situation when one person can combine all the extents of all those dimensions in oneself and therefore To manage the organization efficiently the complementary team is needed They are complementary teams that will combine all those four styles in order to benefit from their common From their collective strength, but to manage those team of different individuals who needs who is needed the leader who is acting like a thumb and brings all those four styles to work together and That's why the appreciation of difference is that important only in this case the team will benefit from the collective strengths and All of those styles have their own strong sides, but unfortunately all of them don't really matter if People cannot communicate with each other cannot build a good team So therefore I would propose a general recommendation to representatives of all styles is for producer administrator and the Entrepreneur to develop empathy because they all need it of course due to different reasons to produce her need empathy to Work with the team properly to delegate properly the administrator needs to have empathy to put people over the procedures and the entrepreneur needs empathy to listen to others and As what about the integrator? I won't say the integrator should stop being empathetic at all of course not but integrator should balance the empathy because some Yes, people's feelings are important. No one will argue that but sometimes in different situations it's not the most important things and integrator should take a stand and act upon it so Actually those descriptions of leadership styles and those recommendations are very brief and there are much more Details about each and every styles and the lists of recommendations to representatives of different styles and also list of Recommendations to how to communicate with different leadership styles So if you want to know more about your style of style of your colleagues, I've created a blog post which has very detailed Description of all this because we're now limited in time and I cannot tell you all I want Unfortunately, so you can I will share with you the link further So Have you seen some similarities with yourself or your colleagues in those leadership styles? Yeah, I think people nodding but actually for me personally It wasn't that easy to understand what style what leadership style I have just after reading the descriptions So I complete the self-assessment test that is available on the Odysseus online Institute I will also share with you a link that you can complete this test and be sure what style of leadership you demonstrate So once you know what leadership style you demonstrate you should go further to from self-assessment or self-development and see whether You can develop different style other styles For to become a better leader to your team members So I'm an entrepreneur at least according to the test and so you can imagine how much entrepreneur likes working with documents So but I decided that this is the feature I want to develop in myself This is the process I need to do because I know that it's important even though I don't like it So I decided to develop in myself this part of administrator Administrating style Second question can be can you delegate parts of your work to your team members or to other? representatives of your company I Also delegated some parts of my processes to my team members and at first Entrepreneur it was very hard to keep my mouth shut without telling them all the time how to do better because I know how to do better, right? but I Now I'm glad that I let it go that time because I see that they really Managing it pretty well, and I'm really grateful for them to for taking those part of my responsibilities and finally look at your other team members and see maybe you can build this complimentary team that I really can Add value to each other Well, so we have Find out why we need to be leaders. We have described all the leadership styles We drafted a strategy how we can develop other leadership styles in ourselves So now let's see how to communicate with representatives of different styles So this table Clearly shows how different people react to such easy simple words as yes and no So for example the producer for him for producer. Yes is yes and no is no Producer is easy, but then it's not that easy anymore. So for administrator. Yes is yes, but no is maybe which means that if Administrator says you yes Says you know, I'm sorry. It means Give me more data and if you give the administrator more data They can say maybe or even yes and for entrepreneur on the other hand Yes is maybe so if today the entrepreneur says yes Tomorrow it might be not even maybe It may be no and for integrator. Yes is maybe no is also maybe because integrator doesn't know what is yes And what is no until the integrator consults with all the other team members So of course there are much more dimensions with which you can compare different styles and prepare yourself to communications with Representatives of those different styles. For example the dimension time focus for producer. It is immediate So producer focuses on what's going on right now. What tasks are urgent right now. So administrator Administrators looks look in the past to data to some researchers to facts and stuff like this Entrepreneurs live in the future in the future strategies opportunities new ideas and stuff like this and integrators Care about present. So Do we have a compromise now? Is everything okay now? Is there any conflict somewhere and so on and Many other of them. So we won't stop right now on each and every one of them but if you will if you know that your Colleague or your boss is for example Administrator you just see what's important for the administrator and prepare yourself to the talk Well Then how to build this effective and efficient communication. So first you need to know yourself You need to know why you why are your leader why you want to be a leader then you need to find out what leadership style you have and then embrace all your Strengths and all the areas of improvement you have You need to know actually that know this in order to improve it or develop it Then you need to know your people Talk to them ask them. Why are they in your team? Why it is important to them to be in your team and keep in mind Keep in mind that actually money or experience are not really the final answer the final reason of people to do something Just try to gently understand Why your team members for example need money for so some people need money to travel some people need money to help parents And those are two different motivations to be in your team and two different approaches that leader should demonstrate towards two different people Because as I already told you in this value-based approach a leader should find The way to connect personal goal of the team member to the project's goal in order to create a stronger commitment and Then I'd also recommend you to test your team members and find out what their leadership styles are because it will help you to Delegates more efficient. So for example, I bet after the session you won't Delegate the account in tasks to the interpreneur. You would want the administrator to do your account And finally plan talks in buildings and education for your team members I know many companies that provide education for team members I know some companies that also provides in buildings and maybe it's just me But I know just a few companies that have structured And well-built approach towards personal talks with certain members But I promise you each minute spent on communicating with your team members with pay you back When it's time to get results because if people feel that you care about them But you really want them to unleash their potential through the project to show them the opportunity that they have They will pay you back with commitment with results with loyalty and team goes through different stages of its development from the starting of the project till the end and On different stages of team development different support is needed from the leader So for example at first stages the team members need a lot of education They need a lot of team building team bonding and some very you know intense periods of Projectualization some people might need emotional support or again knowledge support and stuff like this and if you Would be interested in planning this structured approach of these talks in buildings and educating your team based on the team Development stages, I would suggest you to Google Takman stages of team development And here it's very basics of team management where it's explained how the team goes from forming to the adjoining stage Well as I promised the self-assessment test that I was talking about This full link is available in the slides that are attached to my session page of the Drupal con website And there is a short link as well if you want to do it right now. It's bit.leagy-paui paui test and the blog post and medium where There are much more detailed description of each and every styles and recommendations to all those different leadership styles so Well, this is pretty it That's all I wanted to share with you today. I'm really looking for feedback and ready to answer your questions Well, if someone has questions, I guess in order it to be recorded. It should be asked in the microphone, right? Is this sort of testing and defining something you apply to Every member of your team or organization or just select group that are identified as the leaders of the organization Thank you for the question How I work so in my company in not in my company Sorry, so I have a team and I usually test the new initiatives on them And then if it's successful, I like Replicate success. I try at least to replicate the success to other teams in my in the company so now I started to do this so When I delegate some tasks, I see what the person is really How to say what's the leadership style the person is demonstrating and I see whether it will be a good to delegate this task to this person I know so now I'm just seeing how it's working and it's working pretty well So I guess in future we will be able to apply this to more teams in our company and actually This PA UI model is based on There like basic works of Carl Jung Which and many models that come from this very initial model have this four different leadership style But the advantage of this model is that it's really Let's say understandable. So the advantage of it is that anyone in your company from the first day intern to see you can understand and apply it so it's It really was Implementing Have answered any other questions. We have time. Well in case you don't have questions Then thank you very much. I really appreciated this Session and you coming to hear what I'm gonna say and yeah If you have time just to submit feedback to my session It will be really valuable to me You can just do it personally or the page of my session at RuPaulCon website. So Thank you very much