2. Purpose● Characteristics of an effective leader
● Identify leadership style and philosophy
● Areas for growth and improvement
● Challenges
● Diversity is the spice of life
3. Characteristics of Effective Leaders
“Leaders are individuals who guide, direct, motivate or inspire others”
(Barrett, 2014, p. 3).
Effective Leaders are:
Trustworthy
Credible
Able to motivate and inspire
Able to drive a group toward accomplishment of goals
Are willing to lead by words & actions
6. My Leadership Style
Philosophy:
A leader should be willing to do everything that they expect their
employees to do
A leader should lay out the path for success
Failing to plan, is planning to fail
Leadership style:
A compliment of visionary and coaching
According to Barrett (2014), leadership styles may differ from leader to
leader, situation to situation or organization to organization.
7. Areas for Growth
1. Improve aspects of “democracy”
Democratic leaders are “adept at including others in idea generation and
problem solving” (Barrett, 2014, p. 344).
1. Actively work to show credibility and build trust
Team builders / exercises
3. Work to improve Emotional Intelligence
Engage in bi-weekly trust building activities and practices (Lencioni, 2002)
and (Maxwell, 2001).
8. Challenges
Prejudice:
Person of color
Female
Research by Lopez, et. al, revealed that “individuals’ perceptions about a typical
man and a typical leader had several similarities, but there were few perceived
similarities between a typical woman and a typical leader” (Lopez, et. al, 2012, p.
98).
This sets men up to be as forward and carefree in their perceived leadership
roles and causes women to have to chose between being viewed as a “lady” or
a leader.
10. Skills Approach
A leader-centered perspective that emphasizes
the competencies of leaders
Three-skill approach: technical, human and
conceptual
Adapted and tested in the military
11.
12. Situational Approach
The situational approach is constructed
around the idea that employees move
forward and backwards along the
developmental continuum, which represents
the relative competence and commitment of
subordinates.
Success:
1. Determine where employees are on the
continuum
2. Adapt leadership to developmental level
3. Set goal
4. Adjust as necessary
13. Transformational Leadership
Transformational leadership is a process that changes and transforms people.
• Concerned with emotions, values, ethics, standards and long-term goals
• Treat employees as full human-beings
• Moves followers to accomplish more than is usually expected
14. Servant Leadership
Emphasis: ethical
leadership, attentive to
the concerns of followers,
able to empathize, able
and willing to empower
followers, capable of
developing full personal
and professional
capacities.
22. References
Barrett, D. J. (2014). Leadership Communication. New York: McGraw Hill
Education.
Maxwell, J. (2002). The five levels of leadership. New York: Center Street.
Lencioni, P. (2002). The five dysfunctions of a team. San Francisco, CA.
Jossey-Bass.
Lopez-Zafra, E., Garcia-Retamero, R., & Berrios Martos, M. P. (2012). The
relationship between transformational leadership and emotional intelligence
from a gendered approach. The Psychologocial Record, 62, 97-114.
Editor's Notes
Ask people to say or describe the types of leaders that they’ve noticed preferenced?
Names and characteristics of persons are fine too...
Level 5 Leadership
Servant Leadership
Authentic leaders >>”Warm demanders”
An example…
Describe….
Leadership styles will vary by situations. According to Barrett (2014), any one of these styles might be effective in the right situation. “They style of communication complements the leadership style and will differ from leader to leader and from organization to organization” (Barrett, 2014, p. 341).
Democracy- to avoid coming on too strong. Taking input to build team consensus. Showing them that I value their input, even though I have a wealth of experience
Team builders from the Five Dysfunctions of a Team and John Maxwell’s, Level 5 Leadership. ex: life work’s/ life maps, Where the Wind blows/ challenges, success, dreams, vision for the year, personal goals, favorite food, etc. 0
I tend to second guess myself or be self-critical
Definition
Characteristics
Challenges
Test
Skills inventory: p. 69-70
Leadership can be crafted and modeled, learned and developed. Personality plays a secondary role. A step away from the believe that leaders had to be naturally charasmatic.
Technical: knowledge about and proficiency in a specific type of activity or area of work . good at completing tasks. Attention to detail.
Human:knowledge about and ability to work with people. Social competence. Ability to read social cues, being sensitive to the needs and motivations of other people.
Conceptual: ability to work with ideas and concepts; this leader is comfortable talking about the ideas that shape an organization and the intricacies involved. A visionary. Good at putting goals into words
Challenges
Weak in predictive value. Not always viable for all other leadership contexts.
Style Approach
Show graphic and discuss.
(+): Involves the behaviors of leaders instead of only physical or characteristic traits.
(-): The behaviors of leaders are not always associated with employee outcomes such as morale, job satisfaction and productivity.
Assessment on P. 93
Activity
Discuss:
Select two employees. Diagnose their current developmental level on 3 different tasks and your style of leadership in each situation. Is there a match? If not, what specifically can you do for them as a leader to ensure that they have what they need to succeed?
Elite CY model
Masters degree at Bethune Cookman.
New wave of leadership
Keys to success:build a vision, be authentic and personable,the mix of support, accountability, expectations.
Criticism: has the potential to be abused. Transformational leadership is concerned with changing people’s values and moving them to a new vision.
Who is to determine what a person’s value system should be? The leader? An org?
Leaders should be aware of how their own behavior relates to the needs of their subordinates and the changing dynamics w/i their own organizations.
Assessment on p. 213
Criticisms: whimsical, implies that following and leadership are opposites, implies that good leaders put others first (sometimes people need to be cut off).
Case study on page 237-239
Assessments: page 245-249
New age
Formative phases
Genuine
Benefits:People feel apprehensive and insecure about what is going on around them, and as a result, they long for bona fide leadership they can trsut and for leaders who are honest and good.
Criticism: new
P. 280-281
Characteristics lead to behaviors
Characteristics of an effective leader
Identify leadership style and philosophy
Areas for growth and improvement
Challenges
How does your identified leadership style promote diversity and challenge cynacism
questions
comments
thoughts
reflections
major take aways
How can we make this better
