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Leadership FundamentalsMay 2005 Page 1

LeadershipLeadershipFundamentalsFundamentals

Understanding ourselves so wecan better understand others

Presented by Joyce Schaben

EASFAA Conference

May 18, 2005

Whats a leader look like?Whats a leader look like?

Focused

Powerful

Compassionate

Organized

Courageous

D e t e r mi n e d

Inspir ing

Visionary

Encourager

Wise

Who can be a leader?Who can be a leader?

Everyone has the opportunity and ability to be

a leader, but

to be a good leader you must firstunderstand yourself


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What makes a leader?What makes a leader?

People love (respect, respond to)others not for who they are, but for

how they make us feel

Sawa bona

I see you

Leadership FundamentalsLeadership Fundamentals

Trust

Communication

Creativity/Critical Thinking

Learning Styles

Conflict Management

Motivation

Six leadership considerations:


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Trust its elusive and fragile

Trust MeTrust Me

Four Levels of Self-Disclosure

Superficial

Fact

Thought

Feeling

Some people never get past first two levels

Trust MeTrust Me

Self -di sclosur e

Trus

t


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Trust MeTrust Me

Points to ponder:

It takes courage and vulnerability to trust

If you trust others, theyre more likely to

trust you

If you want people to share information with

you, share information with them

Trust MeTrust Me

Ask yourself these questions:

At what level do I generally communicate?

How strong are my relationships with others?

Do the people I interact with communicate ata deeper level than I do?

How can I demonstrate more openness in

these relationships?


Communication Styles: whats

your comfort zone?


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Two aspects of communicationTwo aspects of communication

Direct vs. Indirect

Task vs. People

DriverDriver

Takes charge

Quick-paced/impatient

Direct, not a lot of small talk

Decisive/too many details slow down

progress

Prefers rational over emotional approach

Focus: TaskApproach: Direct

Just do it!

AnalyticalAnalytical

Likes facts, logic, detail

Wants certainty, not a big risk-

taker

Asks a lot of questions

Quiet/thoughtful

Guarded/shows little emotion

Focus: TaskApproach: Indirect

Just the facts


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ExpressiveExpressive

Expressive speech andgestures

Stimulates creativeexchange of ideas

Risk taker

Emotional/excitable

Big picture, doesnt likedetails

Focus: PeopleApproach: Direct

Move that bus!

AmiableAmiable

Builds trust

Quiet/patient/good listener

Doesnt respond to facts/figures

Creates friendly environment

Concerned with how decisions impact

others

Focus: People

Approach: Indirect

H ow does thatmak e you f eel?

It takes all kindsIt takes all kinds


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Creativity/Critical Thinkin g: whats

under your hat?

What are the facts?

Benefit: is logical; canbe explained; increases

chances of success

Tell it like it is.

Ben ef i t: legiti mi zesemoti ons; energi zes

It wont work because

Benefit: tests

thinking; increaseschances of decision

actually working

Which thinking hat fits you?Which thinking hat fits you?

Benefit: opt imism;posit iv e; ener gizin g;t eam w orkLets make it happen!

Ben ef i t: ensur es bestpr ocess i s usedThere must be a better way.

Benefit: ensur esbest u se of

peoples tim e

Lets step back and think

about how to do this.

Which thinking hat fits you?Which thinking hat fits you?


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Sometimes good guys wear black hatsSometimes good guys wear black hats


Learning Styles: what makes

your light bulb go on?

How you learn/process informationHow you learn/process information

- Relies on feelings, values,empathy to make conclusions

- Dislikes a lot of theory

Sensor

SensorLearning Style

My gut tells me


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- Listens and watches

- Dislikes role-playing

Assessor

AssessorLearning Style

Just the facts


- Likes to learn from analysis

- Dislikes unstructured, open-ended discussions

Thinker

ThinkerLearning Style

Look before

you l eap


- Learns by hands-on and groupdiscussions

- Dislikes lectures and passive

learning

Doer

DoerLearning Style

Just do it!


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Presentation isPresentation is

everythingeverything


Conflict Management: everyones

favorite subject

Fight or F l ight

Conflict ManagementConflict Management


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ConflictConflict

What is it?

-

state of Disharmony

How did we get there?

- Different styles, ideas,perspectives

How do we get to

Harmony?

- Discussion: talk over;

consider or examine

- Dialogue: theartofthinking together

Driver - control

Analytical avoid

Expressive attack

Amiable acquiesce

Conflict ManagementConflict Managementand your Communication Styleand your Communication Style

Fear of confrontation has slowed,

and in some cases, stymied

participation in a just future

Conflict ManagementConflict Management


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Motivation: what makes you tick?

What motivates you?What motivates you?

Celebration

Bob

I saw how hard youworked on theproject. Thank you!

Your Boss

Personalachievement

Money, time off, etc.

Certificate ofAchievement

This certifies thatYOU

are an excellentemployee!

Congratulati ons!

Public recognition

I made adifference

today!

Working for the good of

the cause

When it comes to motivationWhen it comes to motivation

One size

doesnt fit all


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Leading requires that one know

where one is taking oneself from

the being that has been - to the one

that wishes to be


Different Drums andDifferent Drums and

Different DrummersDifferent Drummers

Sawa bona


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Joyces PicksJoyces Picks

LEADERSHIP

The Leadership Challenge-James M. Kouzesand Barry

A. Posner

Leaders Warren Bennisand Burt Nanus

CONFLICT MANAGEMENT

Getting to Yes RogerFisher and William Ury

Difficult Conversatons Douglas Stone, Bruce

Patton, Sheila Heen

MOTIVATION

Bringing Out the Best in PeopleAlan Loy McGinnis

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