This document contains lecture notes from a political science course on presidential leadership. It discusses several models and theories of presidential leadership, including:
1. A model of presidential leadership that examines skill, leverage, and outcomes.
2. James David Barber's presidential typology that analyzes style, worldview, and character.
3. Criteria for evaluating presidential leadership, including communication, organization, political skill, vision, and emotional intelligence.
4. Theories on different aspects of presidential leadership such as strategic communication, organizational capacity, political skill, and cognitive style.
When you meet someone, what are some of your initial assumptions? Do these assumptions impact the way you interact with them? Our brains naturally place people into larger groups or categories. These assumptions are helpful to some, yet harmful to others. In business, subtle biases can become major roadblocks to fair and inclusive diversity practices. We gravitate toward certain types of people, or simply forget to acknowledge others. As women of color, these biases create challenges that may include racial and gender stereotypes that cause our contributions to be ignored or diminished. How do we become examples of fair and inclusive practices? How do we challenge our culture to move toward greater levels of awareness? Studies have shown that men become less bias toward women when they discuss needs and are forced to challenge assumptions. This seminar will challenge your personal biases and address ways to engage in conversations that test faulty thinking and increase cultural awareness.
At the end of this seminar, participants will be able to:
a. Define unconscious and subtle bias.
b. Identify personal biases and behaviors that support faulty cultural norms.
c. Explore specific ways that race and gender impact achievement.
d. Discuss communication strategies to encourage productive conversations.
e. Examine behaviors and cultural practices that create diversity challenges.
Introduction to behavioural psychology - Alex Chesterfieldmore onion
Presentation from ECF Europe 2019: https://europe.ecampaigningforum.com
A chance to find out more about the emerging science of behavioural psychology - the study of why people do what they do. Behavioural scientist Alex will introduce some of the key concepts, studies and methodologies that are used to understand human behaviour, and the implications for campaigners and communicators who seek to influence people and change what they think and do.
When you meet someone, what are some of your initial assumptions? Do these assumptions impact the way you interact with them? Our brains naturally place people into larger groups or categories. These assumptions are helpful to some, yet harmful to others. In business, subtle biases can become major roadblocks to fair and inclusive diversity practices. We gravitate toward certain types of people, or simply forget to acknowledge others. As women of color, these biases create challenges that may include racial and gender stereotypes that cause our contributions to be ignored or diminished. How do we become examples of fair and inclusive practices? How do we challenge our culture to move toward greater levels of awareness? Studies have shown that men become less bias toward women when they discuss needs and are forced to challenge assumptions. This seminar will challenge your personal biases and address ways to engage in conversations that test faulty thinking and increase cultural awareness.
At the end of this seminar, participants will be able to:
a. Define unconscious and subtle bias.
b. Identify personal biases and behaviors that support faulty cultural norms.
c. Explore specific ways that race and gender impact achievement.
d. Discuss communication strategies to encourage productive conversations.
e. Examine behaviors and cultural practices that create diversity challenges.
Introduction to behavioural psychology - Alex Chesterfieldmore onion
Presentation from ECF Europe 2019: https://europe.ecampaigningforum.com
A chance to find out more about the emerging science of behavioural psychology - the study of why people do what they do. Behavioural scientist Alex will introduce some of the key concepts, studies and methodologies that are used to understand human behaviour, and the implications for campaigners and communicators who seek to influence people and change what they think and do.
Panel at Carbon Five:
Join us for a panel conversation and open discussion about unconscious bias with Natalie Sue Johnson and Sonya Green. We'll discuss what it is, how it affects our workplaces and how we can learn to prevent it from negatively affecting our interactions with others.
Please bring your curious questions and experiences for sharing!
This is my presentation for my Final Major Project Proposal and Thesis research done examining potential and fun solutions that the tech workplace can adopt to mitigate unconscious bias that is potentially counteracting diversity efforts and negatively impacting the capacity for innovation.
An investigator’s job is to come to an unbiased conclusion about something that has occurred. But if the investigator is impacted by unconscious biases, staying impartial can be challenging. It’s important, therefore, for anyone conducting investigations to recognize the potential for bias and work towards eliminating it. The more we understand our own biases, and the vulnerability we all have to be influenced by cognitive biases, the more we can do to prevent these biases from impacting our decision making.Join Amy Oppenheimer, attorney, author and leading expert on workplace investigations, teaches investigators to conduct impartial investigations that aren’t affected by unconscious biases or the influence of external forces. Webinar attendees will learn:
To identify the different forms of unconscious bias
The impact that bias can have on an investigation
How to recognize the signs of unconscious bias
What the Implicit Association Test (IAT) can teach us about unconscious bias
What studies have taught us about bias in different segments, such as law and education
What confirmation bias is and how to avoid it
New & Next Webinar Series | Unconscious Bias: Leveraging Differences to Colla...Converge Consulting
Unbiasing has been a topic of discussion at Google for many years. The people analytics team in Google’s human resources department have shared insights on their journey to understand how decisions are made at work and how inclusive organizational cultures are built and sustained.
Julie Staggs, managing principal at Korn Ferry, discusses how to leverage the differences that make a difference and encourage collaboration through awareness of unconscious bias and its role on your campus.
Humans communicate on many levels: spoken language, tone, body language, style and personality. The fact that we have complex cultural identities and a host of differing past experiences increases the probability of cross-cultural miscommunications. This workshop presents major cross-cultural communication theories, ways that cultural values, power, privilege and differences affect the way we communicate, tools for questioning assumptions, and ways to improve cross-cultural communications skills.
Did you know that our brains are naturally biased? Let's explore the functions of unconscious bias together and navigate their impact on our decision-making processes. We will examine our own background and identities so we can interact more authentically with colleagues, consumers, and the community at large.
What is bias? How did we develop it? And, most important, what can you do about your own personal bias? Join us for an interactive presentation that will draw upon videos, vignettes, and personal experiences to help you better understand “unconscious bias,” explore how it shows up in your life at work and beyond, and make a specific action plan to counteract your biases.
· Identify three leadership role models. These leaders can be livi.docxalinainglis
· Identify three leadership role models. These leaders can be living or deceased; business or non- business; even prior bosses for any team member. I prefer the role models NOT come from entertainment or sports. Each team will write a 5 – 6 page paper addressing the following questions.
1. Why are they role models?
2. What are the key personal attributes of these leaders, and how do the attributes make them a better leader? (An attribute is defined as a quality or feature regarded as a characteristic or inherent part of someone or something.)
3. What is the dominant leadership style of each role model, and how is the style manifested? Identify a secondary style if appropriate.
4. What are three key insights about leadership your team learned from working on this assignment?
Jay Shetty
1. Why are they role models? Comment by Kelley Shae: I will do these
· After meeting a monk when he was 18, Jay switched his life perspective to fulfilling a life of service, impact, and passion as opposed to money, fame, and power. For three years after shadowing and living with a monk, he helped build sustainable villages, food programs distributing over 1 million meals per day and coached millennials across the world about consciousness, wellbeing, and success. He now works with the biggest brands in the world. He has been invited to keynote at leading companies including Google, L’Oreal, Facebook, Coca Cola, HSBC, EY, Microsoft and Accenture. In 2016 he won the ITV Asian Media Award for Best Blog and came 3rd in the Guardian Rising Star Award in 2015.
2. What are the key personal attributes of these leaders, and how do the attributes make them a better leader? (An attribute is defined as a quality or feature regarded as a characteristic or inherent part of someone or something.):
Some of his key personal attributes include:
· Helps people find their passion and purpose.
· Shares positive messages via Youtube and at Conferences.
· Self-manages by waking up early through regulating his time, regulates his attention, emotions, and is aware of his strengths, weaknesses and potential sources of bias.
· Flexible in his mindset to trying new approaches and ideas
· Focuses on the future
· Maintains a positive outlook in everything
· Is an effective communicator
· Has visions for the future
· Fosters creativity
· Creates long lasting relationships
All of these attributes has made him a better leader because they shape his character into a charismatic, dedicated, loyal, honest individual which has resulted in him gaining world success. He started from nothing, and now has a huge platform and would not have been able to get there without having these key attributes.
3. What is the dominant leadership style of each role model, and how is the style manifested? Identify a secondary style if appropriate.
· Jay Shetty is a Charismatic leader. He influences others through power of personality. He acts energetically, and motivates others to move forward. He .
Panel at Carbon Five:
Join us for a panel conversation and open discussion about unconscious bias with Natalie Sue Johnson and Sonya Green. We'll discuss what it is, how it affects our workplaces and how we can learn to prevent it from negatively affecting our interactions with others.
Please bring your curious questions and experiences for sharing!
This is my presentation for my Final Major Project Proposal and Thesis research done examining potential and fun solutions that the tech workplace can adopt to mitigate unconscious bias that is potentially counteracting diversity efforts and negatively impacting the capacity for innovation.
An investigator’s job is to come to an unbiased conclusion about something that has occurred. But if the investigator is impacted by unconscious biases, staying impartial can be challenging. It’s important, therefore, for anyone conducting investigations to recognize the potential for bias and work towards eliminating it. The more we understand our own biases, and the vulnerability we all have to be influenced by cognitive biases, the more we can do to prevent these biases from impacting our decision making.Join Amy Oppenheimer, attorney, author and leading expert on workplace investigations, teaches investigators to conduct impartial investigations that aren’t affected by unconscious biases or the influence of external forces. Webinar attendees will learn:
To identify the different forms of unconscious bias
The impact that bias can have on an investigation
How to recognize the signs of unconscious bias
What the Implicit Association Test (IAT) can teach us about unconscious bias
What studies have taught us about bias in different segments, such as law and education
What confirmation bias is and how to avoid it
New & Next Webinar Series | Unconscious Bias: Leveraging Differences to Colla...Converge Consulting
Unbiasing has been a topic of discussion at Google for many years. The people analytics team in Google’s human resources department have shared insights on their journey to understand how decisions are made at work and how inclusive organizational cultures are built and sustained.
Julie Staggs, managing principal at Korn Ferry, discusses how to leverage the differences that make a difference and encourage collaboration through awareness of unconscious bias and its role on your campus.
Humans communicate on many levels: spoken language, tone, body language, style and personality. The fact that we have complex cultural identities and a host of differing past experiences increases the probability of cross-cultural miscommunications. This workshop presents major cross-cultural communication theories, ways that cultural values, power, privilege and differences affect the way we communicate, tools for questioning assumptions, and ways to improve cross-cultural communications skills.
Did you know that our brains are naturally biased? Let's explore the functions of unconscious bias together and navigate their impact on our decision-making processes. We will examine our own background and identities so we can interact more authentically with colleagues, consumers, and the community at large.
What is bias? How did we develop it? And, most important, what can you do about your own personal bias? Join us for an interactive presentation that will draw upon videos, vignettes, and personal experiences to help you better understand “unconscious bias,” explore how it shows up in your life at work and beyond, and make a specific action plan to counteract your biases.
· Identify three leadership role models. These leaders can be livi.docxalinainglis
· Identify three leadership role models. These leaders can be living or deceased; business or non- business; even prior bosses for any team member. I prefer the role models NOT come from entertainment or sports. Each team will write a 5 – 6 page paper addressing the following questions.
1. Why are they role models?
2. What are the key personal attributes of these leaders, and how do the attributes make them a better leader? (An attribute is defined as a quality or feature regarded as a characteristic or inherent part of someone or something.)
3. What is the dominant leadership style of each role model, and how is the style manifested? Identify a secondary style if appropriate.
4. What are three key insights about leadership your team learned from working on this assignment?
Jay Shetty
1. Why are they role models? Comment by Kelley Shae: I will do these
· After meeting a monk when he was 18, Jay switched his life perspective to fulfilling a life of service, impact, and passion as opposed to money, fame, and power. For three years after shadowing and living with a monk, he helped build sustainable villages, food programs distributing over 1 million meals per day and coached millennials across the world about consciousness, wellbeing, and success. He now works with the biggest brands in the world. He has been invited to keynote at leading companies including Google, L’Oreal, Facebook, Coca Cola, HSBC, EY, Microsoft and Accenture. In 2016 he won the ITV Asian Media Award for Best Blog and came 3rd in the Guardian Rising Star Award in 2015.
2. What are the key personal attributes of these leaders, and how do the attributes make them a better leader? (An attribute is defined as a quality or feature regarded as a characteristic or inherent part of someone or something.):
Some of his key personal attributes include:
· Helps people find their passion and purpose.
· Shares positive messages via Youtube and at Conferences.
· Self-manages by waking up early through regulating his time, regulates his attention, emotions, and is aware of his strengths, weaknesses and potential sources of bias.
· Flexible in his mindset to trying new approaches and ideas
· Focuses on the future
· Maintains a positive outlook in everything
· Is an effective communicator
· Has visions for the future
· Fosters creativity
· Creates long lasting relationships
All of these attributes has made him a better leader because they shape his character into a charismatic, dedicated, loyal, honest individual which has resulted in him gaining world success. He started from nothing, and now has a huge platform and would not have been able to get there without having these key attributes.
3. What is the dominant leadership style of each role model, and how is the style manifested? Identify a secondary style if appropriate.
· Jay Shetty is a Charismatic leader. He influences others through power of personality. He acts energetically, and motivates others to move forward. He .
Ethical issues for administrators power point session 3.bb.fa2017brucemiller9901
I understand the importance of considering other points of view.
I understand the importance that countering opinions are OK and may even be helpful.
I can define the principle of ends-based thinking and can apply it to ethical dilemmas.
I can define the principle of care-based thinking and can apply it to ethical dilemmas.
I can define the principle of rule-based thinking and can apply it to ethical dilemmas.
Companion PowerPoint slides for the book Leadership: Texas Hold 'em Style. Out of the 52 chapters, the following subjects are covered: The Goal of Leadership; Leadership by Example; Organizational Goals; Followership; integrity; Leadership versus Management; morale courage; Interventions; Vision; Power; Empowerment; Determination and Adversity; Communication; and, innovation.
Your Leadership Is Unique Good news There is no one le.docxdanielfoster65629
Your Leadership Is Unique
Good news: There is no one "leadership personality."
by Peter F. Drucker
I have been working with organizations of all kinds for fifty years or more-as a teacher
and administrator in the university, as a consultant to corporations, as a board member, as a
volunteer. Over the years, I have discussed with scores-perhaps even hundreds-of leaders their
roles, their goals, and their performance. I have worked with manufacturing giants and tiny
firms, with organizations that span the world and others that work with severely handicapped
children in one small town. I have worked with some exceedingly bright executives and a few
dummies, with people who talk a good deal about leadership and others who apparently never
even think of themselves as leaders and who rarely, if ever, talk about leadership.
The lessons are unambiguous.
The first is that there may be "born leaders," but there surely are far too few to depend on
them. Leadership must be learned and can be learned …
The second major lesson is that "leadership personality," "leadership style," and
"leadership traits" do not exist. Among the most effective leaders I have encountered and worked
with in a half century, some locked themselves into their office and others were ultragregarious.
Some (though not many) were "nice guys" and others were stern disciplinarians. Some were
quick and impulsive; others studied and studied again and then took forever to come to a
decision. Some were warm and instantly "simpatico"; others remained aloof even after years of
working closely with others, not only with outsiders like me but with the people within their own
organization. Some immediately spoke of their family; others never mentioned anything apart
from the task in hand.
Some leaders were excruciatingly vain-and it did not affect their performance (as his
spectacular vanity did not affect General Douglas MacArthur's performance until the very end of
his career). Some were self-effacing to a fault-and again it did not affect their performance as
leaders (as it did not affect the performance of General George Marshall or Harry Truman).
Some were as austere in their private lives as a hermit in the desert; others were ostentatious and
pleasure-loving and whooped it up at every opportunity. Some were good listeners, but among
the most effective leaders I have worked with were also a few loners who listened only to their
own inner voice.
The one and only personality trait the effective ones I have encountered did have in
common was something they did not have: they had little or no "charisma" and little use either
for the term or for what it signifies.
What leaders know
All the effective leaders I have encountered-both those I worked with and those I merely
watched-knew four simple things:
1. The only definition of a leader is someone who has followers. Some people are
thinkers. Some are prophets. Bot.
We are familiar with the stigma against individuals with ASD, introverts, and INFJs. This would likely diminish the chances of any of these individuals of being elected in elections. I address these issues and explain some of the benefits of ASD, introversion, and the INFJ personality style in politics.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
4. Personality,Traits, and Character
Interactions of Leaders with Others
Societal and Organizational Context
Problems/Tasks of Leader and Successors
Leader’s Interpretative Judgment
Means to Attain Ends / Followers’ Goals
Effects or Results of Leadership
5. ClassificationTool
What is it good for?
Forming and Refining Concepts
Sorting Cases
Creating Categories for Classification
Qualitative and QuantitativeApproaches
6. CHAOS MUPPETS
Out of control, Emotional,
Volatile
ORDER MUPPETS
Neurotic, Risk-Averse,
Regimented
http://www.slate.com/articles/life/low_concept/2012/06/what_kind_of_muppet_are_you_chaos_or_order_.html
Cookie Monster is most definitely a Chaos Muppet Richard Termine/PBS.org.
Every Last One of Us Is a Chaos Muppet or an Order Muppet
By Dahlia Lithwick | Posted Friday, June 8, 2012, at 9:12 AM ET
| Posted Friday, June 8, 2012, at 9:12 AM ET Slate.com
A Unified Theory of Muppet Types.
Every once in a while, an
idea comes along that
changes the way we all
look at ourselves forever.
Before Descartes, nobody
knew they were thinking.
They all believed they
were just mulling. Until
Karl Marx, everyone
totally hated one another
but nobody knew quite
why. And before Freud,
nobody understood that all
of humanity could be
classified into one of two
simple types: people who
don’t yet know they want
to sleep with their
mothers, and people who
already know they want to
sleep with their mothers. These dialectics can change and shape who we are so profoundly, it’s hard to imagine life
before the paradigm at all.
The same thing is true of Muppet Theory, a little-known, poorly understood philosophy that holds that every living
human can be classified according to one simple metric: Every one of us is either a Chaos Muppet or an Order
Muppet.
Chaos Muppets are out-of-control, emotional, volatile. They tend toward the blue and fuzzy. They make their way
through life in a swirling maelstrom of food crumbs, small flaming objects, and the letter C. Cookie Monster, Ernie,
Grover, Gonzo, Dr. Bunsen Honeydew and—paradigmatically—Animal, are all Chaos Muppets. Zelda Fitzgerald
was a Chaos Muppet. So, I must tell you, is Justice Stephen Breyer.
Order Muppets—and I’m thinking about Bert, Scooter, Sam the Eagle, Kermit the Frog, and the blue guy who is
perennially harassed by Grover at restaurants (the Order Muppet Everyman)—tend to be neurotic, highly
regimented, averse to surprises and may sport monstrously large eyebrows. They sometimes resent the responsibility
of the world weighing on their felt shoulders, but they secretly revel in the knowledge that they keep the show
running. Your first grade teacher was probably an Order Muppet. So is Chief Justice John Roberts. It’s not that any
one type of Muppet is inherently better than the other. (Order Muppets do seem to attract the ladies, but then Chaos
Muppets collect the chicken harems.) It’s simply the case that the key to a happy marriage, a well-functioning
family, and a productive place of work lies in carefully calibrating the ratio of Chaos Muppets to Order Muppets
within any closed system. That, and always letting the Chaos Muppets do the driving.
7. Central Elements of Model:
Skill: What presidents wants and ability to get it
Leverage: Tools, resources, political capital
Outcome: General objective (e.g. legislation)
Skill Leverage Outcome
8. Model Skill Leverage Outcome
Ideal Leadership + + +
Indiana Jones + - +
Pseudo-Leadership - + +
Right Place,
RightTime
- - +
No-Win Situation + + -
Wrong Place,
WrongTime
+ - -
Incompetent President - + -
Undistinguished President - - -
9.
10. INSTRUCTIONS
What traits and characteristics are important
for presidential leadership? Write a list.
You will share your thoughts with the class.
11. Self-Reliant President
POTUS in Charge
Weakness: Narrow Scope
Minimalist President
“Chairman of the Board”; NOT Passive
Weakness: Overestimate Power/Judgment
Strategic Competence
Importance of Plan
Three Elements
15. What is style?
(1) Rhetoric, (2) Personal Relations, (3) Homework
What is world view?
Politically Relevant Beliefs
What is character?
Personal Conduct
16. ACTIVE-PASSIVE
How much energy does
the president invest in
their job?
POSITIVE-NEGATIVE
How much does the
president enjoy their job?
17. Barber argues that the first four presidents fit nicely
into the four categories of the typology…
Active-Positive
Thomas Jefferson
Active-Negative
John Adams
James Madison
Passive-Positive
GeorgeWashington
Passive-Negative
Presidential
Character
Credit given to Dr. James M. Curry, GVPT 475, University of Maryland
18. Can we categorize recent presidents?
George W. Bush? Barack Obama?
Active-Positive
Thomas Jefferson
Franklin D. Roosevelt
Teddy Roosevelt
JFK
Active-Negative
JohnAdams
LBJ
WoodrowWilson
Richard Nixon
James Madison
Ronald Reagan
William H.Taft
Passive-Positive
G GeorgeWashington
Calvin Coolidge
Dwight D. Eisenhower
Ulysses S. Grant
Passive-Negative
Presidential
Character
Credit given to Dr. James M. Curry, GVPT 475, University of Maryland
19.
20. MAIN CRITERIA
Public Communication
Organizational Capacity
Political Skill
Vision
Cognitive Style
Emotional Intelligence
21.
22. Presidency lacking in strategic communication
Three Main Dimensions:
#1: Prepared Speeches
#2: Off-the Cuff Remarks and Press Interactions
#3: Staying on Message
POTUS communicates goals, vision, priorities to
citizens, media, members of Congress,WH staff
23.
24.
25.
26. Is communicating ability “born or bred?”
Can be product of effort and eloquence
Case Study:
George H.W. Bush
27.
28. Main Dimensions:
#1: Hiring Good, Competent People
#2: Right Amount of Information
#3: Delegate Appropriately
Modern Development
Nineteenth century presidents almost no staff
29.
30. Important Questions:
Can and will POTUS cross lines to achieve goals?
How well does he interact with Congress?
What is his reputation in political circles?
What do Neustadt and Edwards argue
about political skill?
31. #1: Electoral Skill
Importance of Election
WinningVotes (e.g. Mandate)
#2: Coattails
Ability to get others of party elected into office
#3: Efficacy
AccomplishingGoals; Hinges on Legislative Strategy
Different ways to accomplish this
32.
33. Ability to Inspire Others
Understanding Policies and Feasibility
Articulation of National Goals
34.
35. Cognitive style assesses:
(1) Strength of POTUS intelligence, Problem-Solving
(2) Ability to Process Advice and Information
Cognitive style does NOT equal simple IQ
Background and prior experiences
36.
37. Five Main Dimensions:
#1: Does the president know strengths/weaknesses?
#2: Does the president relate well with others?
#3: Does the president have a strong support system?
#4: Is the president disciplined?
#5: Does the president exhibit normal emotions?
38. Excellent Satisfactory Poor
Eisenhower F.D. Roosevelt Johnson
Ford Truman Nixon
GeorgeW. Bush Kennedy Carter
Reagan Clinton
Do you agree with Greenstein’s
assessment? Why or why not?
39.
40.
41.
42.
43.
44.
45.
46.
47.
48.
49.
50. Articulate Goals/Mission of Predecessor
POTUS of Same Political Party as Predecessor
Examples:
James K. Polk
Ulysses S. Grant
Lyndon B. Johnson
George H.W. Bush
51. Presidents who get elected from opposition
party but do not change anything.
Wilson Eisenhower Nixon Clinton
52. Presidents at end of reconstructive process.
None of these executives were re-elected.
