Effective Community Leaders through Shared LeadershipRebecca Parks M.Ed, CRC

Leadership Alamance Retreat

September 2009

Stand by your quote

Read quotes Stand by quote that resonates with you Explain why you picked this quote

Perceptions of Leadership

Who are some people you would identify as great leaders?

What do you think makes them great leaders?

The next slide will show people who may or may not be considered great leaders. What do you think? Are they great leaders? Why? Why not?

Great Leaders????

When you were a child

Did you play follow the leader? How may were the leaders? Followers? What do you remember about the game?

How to play follow the leader

First a leader or "head of the line" is chosen, then all children line up behind the leader.

The leader then moves around and all the children have to mimic the leader's actions.

Players who mess up or do not do what the leader does are out of the game.

The last person standing other than the leader is now the new leader.

What you learned about Leadership from the game There has to be a leader The leader must be chosen There must be followers Those who follow must mimic the leader Those who do not mimic the leader are left behind A new leader always emerges at the end of the

game The cycle continues Do you think all of these lessons are true?

What is your definition of Leadership? Write down your personal definition of

leadership Why is it important?

Leadership Defined

In any case, the leader always takes an active role in making something happen with others

Directing activity of a group or influencing the activity of group as it moves towards its goal

Developing your own Leadership Potential Acquire broad experience Model effective leaders Self-develop leadership traits Become integrated human (know thyself) Practice a little leadership Help your leader lead “If your actions inspire others to dream

more, learn more, do more and become more, you are a leader”-John Quincy Adams

Servant Leadership Robert Greenleaf (1970) Wanting to serve others Non materialistic Not focused on power and control Focus on growing people Desire to give the underprivileged a voice and help them

succeed Believe they have a higher calling Encourages collaboration, trust, foresight, listening, ethics, and

influence Inspire personal growth in themselves and others Listen and build a sense of community Treat others as they would be treated

Are you a Servant Leader?

SEE Handout

Leadership is…

Development of a vision and strategies Alignment of relevant people behind those

strategies Empowerment of individuals to make the

vision happen despite obstacles

John Kotter-What Leaders Really Do

Visionary Leadership Skills Visionary leaders literally create the future. Visionary leaders function in four roles:

1. Direction Setter: Is mission-oriented, focused, and buildson strengths.

2. Change Agent: Sets high expectations, thinks strategically,and exhibits a “burning desire to succeed.”

3. Spokesperson: Personifies vision, generates trust,and develops consensus.

4. Coach: Maintains a productive environment, assistsothers in achieving peak performance, and practiceshands-off management.

Source: Visionary Leadership, Burt Nanus, (San Francisco, CA, Jossey-Bass Publishers, 1992)

Shared Leadership: Through

Generations

Generational Boundaries (approximate)

Veterans (1925 – 1945) 63-82

Baby Boomers (1946 – 1964) 44-62

Gen X (1965 – 1980) 28-43

Millennial, Gen Y (1981 – 1999) 9-27

Homeland??? (2000 – 20??) 8

Population

Silent = approx. 37 million

Baby Boom = approx. 77 million

Gen X = approx. 49 million

Millennial = approx. 74 million

FYI: Projected population of people 65 and older in 2050? 86.7 mil

Understanding Generational Differences Recruiting and working with new leaders/volunteers

requires an understanding about why they get involved andstay involved.

It is helpful to understand general characteristics, butimportant to remember that each individual is unique andshould not be judged or stereotyped based solely on thesegenerational traits

USA WEEKEND (2005). Teens and Volunteering. Retrieved April 27, 2005

Generational Differences:Veterans Veterans (born between 1909 and 1945) Have a sense of accomplishment and strong sense

of self Are motivated by their pride in knowing what they

can accomplish Act to take charge, make decisions and delegate

responsibility Operate in a command-and-controldecision-making

system – may translate to others as “having all the answers”

You know you are a Veteran if… You know how to entertain yourself without a TV

You were amazed at the advent of aircraft-detecting radar You grew up with a military draft Your generation most often led by principles not power Significantly disillusioned by the Vietnam War and Watergate

scandal You remember the first McDonald’s hamburger stand The big news in 1940 was the introduction of color television You use a computer but you’re still afraid you’ll break it You remember doing ballroom dancing instead of

watching it on TV

Source: Bridging the Generation Gap; Gravett & Throckmorton

Generational Differences:Boomers(born 1945 – 1965)

Get involved because it is the right thingto do, because one should give back totheir community

Hold a strong sense of hope Value tradition, teamwork and loyalty Have time to give to volunteer

Lindblom, D. (2001). Baby Boomers and the New Age of Volunteerism. Washington,DC: Corporation for National Service.

You know you’re a Boomer if…. You had to get up to change the channel on the TV You thought you might one day join the Mickey Mouse

Club You knew who Elvis was before he wore sequins You used a typewriter to type your term papers You saw the first showing of The Wizard of Oz on TV You are old enough to have watched man’s first trip to

the moon on TV and you remember it You remember Woodstock You remember Alaska and Hawaii becoming states You saw every episode of Leave It To Beaver

Source: Bridging the Generation Gap; Gravett & Throckmorton

Generational Differences:Generation X (1965-1980) Drawn to opportunities that offer them opportunities to

learn, enjoy, and be recognized Have been described as tough to motivate, too expectant,

lazy, skeptics and loners Describe themselves as caring, committed and seeking

opportunities for learning and leadership Value frequent feedback on their performance, recognition,

increased responsibility and exposure to decision-makers Attracting and retaining these members will depend upon

an organization’s ability to be flexible, adaptive and responsive to their needs.

Peter Brinkerhoff. (2006). Generations: The Challenge of a Lifetime for Your Nonprofit

You know you’re a Gen Xer if… You wore shirts growing up that had an alligator or a horse on

the chest and they cost much less than $79 You remember Atari (Pong or Asteroids) You couldn’t wait until 1999 to play the song by Prince Road trips with the family meant riding backwards in the

station wagon You totally remember “gag me with a spoon” You typed your term papers on a word processor You witnessed a movie star elected president of the United

States You watched Brady Bunch, Cosby Show, Love Boat, or Happy

Days “All skate” and “change directions” means something to you You can picture in your mind the “Where’s the beef?” lady

Source: Bridging the Generation Gap; Gravett & Throckmorton

Generational Differences:Generation Y (1980-1994) Most valued traits are individuality and uniqueness Have a global and diverse perspective that other generations did

not have Can be cynical and driven by a need for instant gratification Strengths are their adaptability, innovativeness, efficiency,

resiliency, tolerance and commitment Challenge is motivating them to get involved and retaining them

for a sustained period To engage this group, organizations need to tell the truth, explain

the why, tune in to their frequency, make them a star, and look for rewarding opportunities

Peter Brinkerhoff. (2006). Generations: The Challenge of a Lifetime for Your Nonprofit

You know you’re a Gen Y if….

You were using a computer by the time you learned to read You’ve always had voice mail but hate to use it You grew up on video games – Nintendo, PlayStation, and

even PC games You were really disappointed in Milli Vanilli You had a virtual pet to feed, water, and play games with, lest it die A record player is an antique and an MP3 player is a given You sleep with your cell phone You never had to wait until Saturday morning to watch

cartoons You always had cable TV and remote control You’ve considered piercing something besides your ear

Source: Bridging the Generation Gap; Gravett & Throckmorton

Generational Differences GenXers perceive that Boomers are:

Resistant to change

More traditional in approach to leadership

Baby Boomers and the New Age of Volunteerism. Washington, DC: Corporation for National Service

Generational DifferencesGen Yers Need: Detailed work plans with specific goals Positive eliciting of their ideas Connection between what they do and the

organization’s mission Recognition for their ethnic diversity: 1 in 3 is

a person of color Opportunities for multi-tasking

Generational DifferencesBoomers perceive that GenXers are: Materialistic Independent Technologically savvy Without loyalty to employers…”job hoppers” Resistant to micromanagement Working to live not living to work Sometimes undervaluing of GenXers ability to lead

Lindblom, D. (2001). Baby Boomers and the New Age of Volunteerism. Washington, DC:

Corporation for National Service.

The way we see the worldSilent Boomers Xers

Millennials__

Outlook Practical Optimistic Skeptical Hopeful----------------------------------------------------------------------------------------------------------------Work Ethic Dedicated Driven Balanced Determined

Loyal Long hours Work smarter Impatient------------------------------------------------------------------------------------------------------View ofAuthority Respectful Love/hate Unimpressed Polite----------------------------------------------------------------------------------------------------------------Leadership By Hierarchy Consensus Competence Pulling

together----------------------------------------------------------------------------------------------------------------Relationships Personal Personal Reluctant to Inclusive

sacrifice gratification commit----------------------------------------------------------------------------------------------------------------Communication In-person Phone E-mail

Text/IM Voicemail

Source: Generations at WorkManaging the clash of veterans, boomers, xers, and nexters in your workplace.

Shared Leadership For What? For social change For community betterment For community problem-solving For better quality of life For the future And I am sure we can add quite a bit to this

list. All of the above require capacity building.

Essential Elements of Shared Leadership

1. Balance of power-webs of influence vs chain of command

2. Shared information

3. Shared responsibility and accountability

4. Shared purpose-find common ground

5. Respect

6. Embrace differences

7. Value partnerships

Shared Leadership:A Working Definition We define shared leadership as

“the co-creation of an environment by a group

of individuals, organizations, and communities with the intent to accomplish a

common vision and collaborative goals.”

Allen, Beverlyn and Lois Wright Morton 2003

Quantum Leadership: Change in Motion

Quantum Leadership

The power of community in action

Once you master the shift of quantum leadership, it opens up a whole new world…

The power of community in motion Real social change never happens without

leadership. Is leadership in the individual or the community?

ANSWER: YES!!!!

The allure of leadership – the power to marshall collective, effective movement toward change – increases when one imagines it not limited to a few individuals, but spread synergistically throughout a community.-community provokers” or “community catalyzers.”

Dynamics of Quantum Leadership For a long time what we knew and

understood about Leadership focused

on the individual

No individual leader exists in a vacuum,but instead part of a community community in motion

Quantum Leadership Model Engaged community-Active interrelationships

and connections among community members

Individual leadership in this context isComprised of actions that foster a group’sLeadership as found in the communities self-Awareness, interrelationships and actions

Tapping power of Quantum Leadership Not: How can I move this Mountain? How can I help us to move this

Mountain?

Puzzle activity

How Does Quantum LeadershipReally Work?

Seven Drivers

TRANSFORMING THE COMMUNITY1. Build Strong Community Relationships -

Meeting Community Members Where They Are

Constituting the Community as a Driving Force

Forging Connections Through Listening and Dialogue

2. Open the Space for Community InitiativeInviting Empowerment: Fostering Community Voice

Inviting Participation: Fostering Community Ownership

3. Find the Deep Sources of StrengthOwning a History of Advocacy Lessons and Stories

Tapping the Sustaining Power at the Spiritual, Moral, or Cultural Center

TRANSFORMING THE COMMUNITY’S ENVIRONMENT

4. Face the Wind and Bend Without Breaking Being the Change You Wish to See

Respecting the Chaos and Allowing Order to Emerge

Feeling the Pain and Anger Inherent in Advocacy

5. Stretch and Build the Relationships Outward

6. Encourage Purposeful Learning

7. Bring the Future into the Present

Looking through the Lens of Seven Drivers we can see that quantum leadership involves:

Long-term work with a community Fostering a particular kind of relationship with the

community: one of listening, respect, agency, and empowerment

Calling a community to ever-greater leadership, and building in practices through which members can develop themselves as leaders

Building a Winning Team

Teamwork isn’t about slogans or motivational talks; its about a commitment to commonly held, meaningful goals that inspire greatness. This cannot be trained or forced and won’t happen by memorizing rules, tricks or techniques. Teamwork is achieved by each team member clearly knowing the roles and scope of his or her contribution to the goal and sharing an understanding of the team’s significance