Leadership

 &  Talent  Development  

Managing
Leading
Engaging towards
Turkcell
Goals

Facilitated  by   Powered  by  

Suresh  Gunaratnam  
Özer  Koç  
Leadership  &  Talent  Development  

LEAD  the  Organiza0on  

LEAD  my  Team  
LEAD  Myself  
 CreaEve  
Excitement  

HearIelt  
Commitment  

Cheerful    
CooperaEon  

Compliance            

Obedience  

Quit  or  Proceed  

Everest Video Case Study
Video Case Study Worksheet: Everest

§  How was trust created? How was it

enhanced throughout the journey?
§  What was the team’s purpose?
§  What systems did they put in place to
ensure success?
§  What talent was unleashed during this
climb?
Four Chronic Problems and Their Solution
The 4 Imperatives of Great Leaders
Great Leadership Defined

New Mind-Set New Skill-Set & Tool-Set

Whole-Person Paradigm The 4 Imperatives

Leadership Competencies

Clarifying Purpose
Command Skills
Perspective
Your Opportunity for Greatness

§  What team (organization, etc.) do you lead?

§  What are the most important results your
team is responsible for achieving? Be
specific.
§  What challenges get in the way of achieving
these results?
§  What would you like to be different three
months from now? one year from now?
§  What is the annual economic (or other)
impact of achieving these results?
How Your Team’s Purpose Connects
Clarify Team Purpose and Strategy

A clear purpose and strategy

answers three questions:
§  Job to be done. What is
the specific job your are
being “hired” to do?
§  Strategic link. How does
your division/team connect
with the organization’s
mission and strategy?
§  Financial/resource
model. How does your
division/team contribute to
the economics or
resources of the
organization?
 Leadership Competencies

Building
Effective Teams
Caring About
Direct Reports
Coaching for
Performance
Developing
Direct Reports
Engaging Talent
Having Difficult
Conversations
Drive for Results
Three Leadership Conversations
Materials Overview
Dynamic Interaction between the leaders and the Team
Leadership Competencies

Aligning Systems
Customer Focus
Delegation
Managing and
Measuring Work
Team Execution
Process
Management
Building Blocks of Process Excellence
Leadership Competencies

Modeling
Personal Character
Integrity
Trust From the Inside Out

THE 5 WAVES OF TRUST

Organizational Dividends and Taxes
The 4 Cores of Trust
Self Trust Builder
Extend Smart Trust (Relational trust)
Great Leadership Defined: Begins with a new mindset

New Mind-Set New Skill-Set & Tool-Set

Whole-Person Paradigm The 4 Imperatives

Leadership  &  Talent  Development  

LEAD  the  Organiza0on  

 LEAD  my  Team  
   LEAD  Myself