INSP All lectures and notes:
What is the module about?
- What inspires people in an organization?
- What is the role of supervision and HRM policy?
- What this means to the sense of leadership.
Inspiring leadership:
1. Learn to see:
- Understand relationships
- Build relationships
2. Improve your vision:
- Know yourself & others
- Empower effective teams
3. See beyond:
- Set direction
- Work the plan
- > inspiring leader
Week 1 assignment preparation:
A. Describe: what makes a company an inspirational employer? > criteria based on base
article + self-gathered articles + 3 articles (1 per team) and info of guest lectures.
B. Indicate how this can be expressed best through job market communication.
C. Point out 2 preferred employers by your team
- Visit their websites
- Give an advice for improvements
D. Complete the leadership test
E. Elaborate on this in a document of 2 A4 pages.
Week 1 during seminar:
- Explain content of article
- Justify the criteria of what makes a good employer
- What its effects are on the job market
INSP Lecture 1:
Why leadership and motivation?
Motivations and leadership are connected
How can leaders inspire?
Allowing professionals to grow in their own role
Top 10 leadership competencies:
1. Strong ethics & safety: High ethical and moral standards
2. Self-organizing: Provides goals & objectives with loose guidelines and direction
3. Clearly communicates expectations
4. Efficient learning: has the flexibility to change opinions
5. Nurtures growth: is committed to ongoing training
, 6. Connection & belonging communicates often and openly
7. Is open to ideas and approaches
8. Creates a feeling of succeeding and failing together
9. Help me grow into a next generation leader
10. Provides safety for trial and error
Inspired= leadership + motivation
How to inspire your team?
- Just be your authentic self
- Listen and learn
- Continual feedback
- Admit your failings
- Make sure everyone has opportunities to shine
- Take the time to socialize
- Always be positive
- Lead by example, help solve problems rather than pass blame
- Be flexible
Trait theory:
What traits makes a leader?
- Charismatic power
- Be trusted and respected
- Self confidence
- Need for achievement
- Emotional intelligence
Why to be inspired by them?
X and Y theory of McGregor:
Theory X: The human don’t like to work and want to avoid it
Theory Y: The human likes to work and are capable to identify itself with working
Situational leadership model Hersey & Blanchard:
WILL/ Willing: Self-confidence, Motivation.
SKILL/ Capable: Competencies.
The engaging transformational leadership model:
4 dimensions in order to transform the way of leadership
Motivation:
Employees are motivated by:
- Responsibility, Autonomy, Feedback, (Job characteristics Hackman)
- Work environment (Herzberg)
- Career possibilities (Herzberg)
- Performance (Need theory Mc Cleland)
, - Rewards (financial / non-financial)
- Relation and interaction (Need theory Mc Cleland / Herzberg)
Model Herzberg:
Satisfactors and dissatisfactors
Model Hackman:
Job characteristics, quality of work, link between core job dimensions outcome and personal
outcome. Job characteristics affect your critical personal state.
Motivation:
Performances that should be aimed towards achieving well.
Guest lecture INSP 1:
Landal Green Parks:
How to motivate employees:
- Possibilities to grow by buying trainings and courses from Landal
- Reward non-financial when target and goals are met (party, recognition, day-out,
etc)
- Funnel down main targets into smaller targets per department and then funnel
down those targets into target per employee to be met.
- In their strategy a focus 8 to always keep in mind and work towards to. This will give
more directions and clarity for employee on what they are working on.
- Employer branding: New content for jobsite with focus on informal, work-life
balance, home office, flexibility.
- Focus on UPS of working as an employee at Landal.
- Focus on onboarding process, because: it is a very complicated company, use
different structures for parks. Therefore, company level: app, location level, buddy,
management checklist.
- Talent Management: Performance cycle, Learnit! platform -> courses, trainings,
modules, etc.
INSP Lecture 2:
Self-management & Inspiration:
An organizational structure defines tasks, competencies, and responsibility, and sets out
the pattern of relationships between positions. -> divide work and align it again.
Management levels:
Classical organization:
Top-> Very little Executing tasks & Much Policy forming tasks
Middle management -> Much Executing tasks & Little Policy forming tasks
Lower management -> All Executing tasks
Modern organization:
What is the module about?
- What inspires people in an organization?
- What is the role of supervision and HRM policy?
- What this means to the sense of leadership.
Inspiring leadership:
1. Learn to see:
- Understand relationships
- Build relationships
2. Improve your vision:
- Know yourself & others
- Empower effective teams
3. See beyond:
- Set direction
- Work the plan
- > inspiring leader
Week 1 assignment preparation:
A. Describe: what makes a company an inspirational employer? > criteria based on base
article + self-gathered articles + 3 articles (1 per team) and info of guest lectures.
B. Indicate how this can be expressed best through job market communication.
C. Point out 2 preferred employers by your team
- Visit their websites
- Give an advice for improvements
D. Complete the leadership test
E. Elaborate on this in a document of 2 A4 pages.
Week 1 during seminar:
- Explain content of article
- Justify the criteria of what makes a good employer
- What its effects are on the job market
INSP Lecture 1:
Why leadership and motivation?
Motivations and leadership are connected
How can leaders inspire?
Allowing professionals to grow in their own role
Top 10 leadership competencies:
1. Strong ethics & safety: High ethical and moral standards
2. Self-organizing: Provides goals & objectives with loose guidelines and direction
3. Clearly communicates expectations
4. Efficient learning: has the flexibility to change opinions
5. Nurtures growth: is committed to ongoing training
, 6. Connection & belonging communicates often and openly
7. Is open to ideas and approaches
8. Creates a feeling of succeeding and failing together
9. Help me grow into a next generation leader
10. Provides safety for trial and error
Inspired= leadership + motivation
How to inspire your team?
- Just be your authentic self
- Listen and learn
- Continual feedback
- Admit your failings
- Make sure everyone has opportunities to shine
- Take the time to socialize
- Always be positive
- Lead by example, help solve problems rather than pass blame
- Be flexible
Trait theory:
What traits makes a leader?
- Charismatic power
- Be trusted and respected
- Self confidence
- Need for achievement
- Emotional intelligence
Why to be inspired by them?
X and Y theory of McGregor:
Theory X: The human don’t like to work and want to avoid it
Theory Y: The human likes to work and are capable to identify itself with working
Situational leadership model Hersey & Blanchard:
WILL/ Willing: Self-confidence, Motivation.
SKILL/ Capable: Competencies.
The engaging transformational leadership model:
4 dimensions in order to transform the way of leadership
Motivation:
Employees are motivated by:
- Responsibility, Autonomy, Feedback, (Job characteristics Hackman)
- Work environment (Herzberg)
- Career possibilities (Herzberg)
- Performance (Need theory Mc Cleland)
, - Rewards (financial / non-financial)
- Relation and interaction (Need theory Mc Cleland / Herzberg)
Model Herzberg:
Satisfactors and dissatisfactors
Model Hackman:
Job characteristics, quality of work, link between core job dimensions outcome and personal
outcome. Job characteristics affect your critical personal state.
Motivation:
Performances that should be aimed towards achieving well.
Guest lecture INSP 1:
Landal Green Parks:
How to motivate employees:
- Possibilities to grow by buying trainings and courses from Landal
- Reward non-financial when target and goals are met (party, recognition, day-out,
etc)
- Funnel down main targets into smaller targets per department and then funnel
down those targets into target per employee to be met.
- In their strategy a focus 8 to always keep in mind and work towards to. This will give
more directions and clarity for employee on what they are working on.
- Employer branding: New content for jobsite with focus on informal, work-life
balance, home office, flexibility.
- Focus on UPS of working as an employee at Landal.
- Focus on onboarding process, because: it is a very complicated company, use
different structures for parks. Therefore, company level: app, location level, buddy,
management checklist.
- Talent Management: Performance cycle, Learnit! platform -> courses, trainings,
modules, etc.
INSP Lecture 2:
Self-management & Inspiration:
An organizational structure defines tasks, competencies, and responsibility, and sets out
the pattern of relationships between positions. -> divide work and align it again.
Management levels:
Classical organization:
Top-> Very little Executing tasks & Much Policy forming tasks
Middle management -> Much Executing tasks & Little Policy forming tasks
Lower management -> All Executing tasks
Modern organization:
