Leadership Development: Developing the Leaders Within Your SGA © Vicky Owles, Ed.D. Leadership Development Consultant & Diversity Trainer

Thoughts on Leadership It’s terrible to look over your shoulder when you are trying to lead – and find no one standing there. Lao-Tzu Management is doing things right. Leadership is doing the right thing. – Peter F. Drucker Never tell people how to do things, tell them what to do and they will surprise you with their ingenuity. – George Patton Leadership is the art of getting someone else to do something you want done because he wants to do it. – Dwight Eisenhower. Delegating work works. Provided the one delegating works, too. – Robert Half The leadership instinct you are born with is the backbone. You develop the funny bone and the wishbone that go with it. – Elaine Agather. http://www.famous-quotes-and-quotations.com/leadership-quotes.html

Developing the Leader within you: by John Maxwell (2001) According to J. Maxwell, “Leadership is not an exclusive club for those who were ‘born with it.’ The traits that are raw materials of leadership can be acquired. Leadership is developed, not discovered. The truly ‘born leader’ will always emerge; but, to stay on top, natural leadership characteristics must be developed. Leaders fit in one of four categories/levels of leadership 1. The Leading Leader 2. The Learned Leader 3. The Latent Leader 4. The Limited Leader

The Leading Leader The Learned Leader: Is born with leadership qualities Has seen leadership modeled throughout life Has learned added leadership through training Has self-discipline to become a great leader *three out of four of these qualities are acquired The Learned Leader: Has seen leadership modeled most of life Has learned leadership through training Has self-discipline to be a great leader. *all three qualities are acquired.

The Latent Leader The Limited Leader Has just recently seen leadership modeled Is learning to be a leader through training Has self-discipline to become a good leader. *All three qualities are acquired. The Limited Leader Has little or no exposures to leaders Has little or no exposure to leadership training Has the desire to become a leader. *All three can become acquired.

5 Levels of Leadership Position Production People Development *Rights – people follow because they have to Permission *Relationships – People follow because they want to Production *Results – People follow because of what you have done for the organization People Development *Reproduction – People follow because of what you have done for them Personhood *Respect – People follow because of who you are and what you represent

An advisor’s role in Leadership development Be active in the leadership development of your students (past the initial retreat) Be a good role model or example for leadership Be a hands on leader willing to demonstrate the behaviors you are asking for Know not only your advising style but your leadership style (which is different than management) Make leadership development a priority Maker leadership development an ongoing activity within your organization Familiarize yourself with theorists and experts on leadership

A Glimpse into the millennial mindset Also called Generation Y, Net Generation, Digital Generation, Baby Busters Techno-savvy; always connected Self-confident, optimistic, hopeful, goal-oriented, and success-driven They are diverse and inclusive More global, civic, and community-minded than Generation X Entrepreneurial Approach learning from a collaborative approach Believe that education is a good thing Thrive on flexibility and space to explore Value guidance and partner well with mentors Source: “Who Are the Millennial?” - Fact Sheet by Deloitte Consulting (2007).

Using assessments MBTI: Myers Briggs Type Indicator Keirsey Temperament Sorter Now, Discover Your Strengths (Buckingham & Clifton, 2001) *there is a student version

Using existing Leadership Development models James Kouzes & Barry Posner, The Leadership Challenge (San Francisco: Josey-Bass, 1987) The Five Practices of Exemplary Leadership®. They are: 1. Model the Way 2. Inspire a Shared Vision 3. Challenge the Process 4. Enable Others to Act 5. Encourage the Heart http://www.ask.com/bar?q=Leadship+Challenge+Kouzes+&page=1&qsrc=0&ab=0&u=http%3A%2F%2Fwww.leadershipchallenge.com%2F

Using existing Leadership Development models Susan Komives: Leadership Identity Development Abstract This article describes a stage-based model of leadership identity development (LID) that resulted from a grounded theory study on developing a leadership identity (Komives, Owen, Longerbeam, Mainella, & Osteen, 2005). The LID model expands on the leadership identity stages, integrates the categories of the grounded theory into the LID model, and develops how the categories of the theory change across stages of the model. The model has implications for working with individuals as they develop their leadership identity and for facilitating groups as they develop empowering environments for shared leadership. http://muse.jhu.edu/journals/journal_of_college_student_development/v047/47.4komives.html

Using Experiential training Experiential Ropes or Training Courses Multiple Training Resources for indoor and outdoor training (at varying degrees of difficulty) Continual assessment of the group needs is critical http://www.ultimatecampresource.com/site/camp-activities/ice-breakers.html

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