1. + EDAD 779 & 789 Superintendent Internship Modeling The Way: Topic #1: The Power of Role Models Empowering Thinking Equipping Leaders Transforming Cultures …one person at a time.

2. + The “Shift” From and “I” Focused to a “We” Focused Learning Culture “WE” “I” Traditional School Model Thinking

3. + Servant Leadership Model Shared Leadership Value People Develop People Build Community Provide Leadership Display Leadership Servant Leadership Coaching System® The Genius of creating a thriving culture is in Simplicity! Equip & Empower DON’T Control! The Genius of creating a thriving culture is in Simplicity! Equip & Empower DON’T Control!

4. + 1. The current “system” of thinking limits leadership The traditional system limits leadership to traits, natural qualities, personality, role, education, special training, etc. It is not “if” you are a leader, but “how” you are a leader. 2. Today’s aspiring leaders replicate the poor “habits” they observe in others ”Leadership is more caught than taught”. We imitate what we see modeled. We lead as we have been led. We just “wing” it. Leadership is a “mindset”! 3. Today’s aspiring leaders lack “good” role models and mentors Leaders don’t see their top priority to create leadership capacity. We don’t have what Jim Collins called Level 5 Leaders (Servant Leaders) 4. Today’s aspiring leaders lack the skills of transformational leadership demands Leaders don’t know how to live from the inside out to cultivate a growth mindset and culture. (Encourage, Equip & Empower, don’t control). Why do we need Servant Leader role models?

5. + Hierarchy of Leadership (Good to Great-Collins 2001) Assessment Leadership Potential Indicator (LPI) one of the DEREK L.A.P. (267 Assessments-2015) 1. Highly Capable Individual - productive contributions 2. Contributing Team Member - Works effectively with others in a group setting 3. Competent Manager - Organizes People and resources toward objectives 4. Effective Leader - Clear and compelling vision & high performance standards. 5. Executive (COO) Servant Leader - personal humility & professional will Why do we need Servant Leader Role Models? 1.5 % 8.6% 68% 9% 12.8% 89.8%

6. + The Power of Role Modeling The mirror neurons is the brain feature that makes empathy and the ability be other focused possible. (The internal mind maps to detect the behavior of others and emotional states.) If our leadership role models are TASK/Management focused we build internal maps like those that are modeled. Some neurologists have hailed their discovery in the 1990s as the equivalent for the science of the mind of what the discovery of DNA has been for biology. Resonance Circuits Mirror neurons are activated both when one does something and when one observes somebody else doing the same thing. Thus, they represent the neurological mechanism that allows us to put ourselves in the shoes of others. We are in sync or resonate with the other person by being intune with another’s internal state or NOT! Mirror Neuron Network Principle: “Neurons that fire together wire together.” Developmentally, we mimic the patterns, behaviors, and emotions of our “care” givers. (Parents, family, teachers, coaches, leaders, schooling, etc). We learn and mirror what we see demonstrated before us. Our mind using the brain functioning creates internal maps of what we perceive and relate to others and the world.

7. + INFO- GRAPHICS The Kouzes-Posner Characteristics of Admired Leaders checklist. over one hundred thousand people around the globe, and the results are continuously updated This one-page survey asks respondents to select the seven qualities, out of twenty, that they “most look for and admire in a leade r, someone whose direction they would willingly follow.”

8. + Top 4 Trustworthy Honesty is a sense that a leader can be trusted. His/her word and actions are in alignment. When a person is perceived as honest, they bring a sense of trust to others. Credibility People believe the leader knows where he/she is going. They bring clarity and vision for the future. They have to make sense out of the present and give hope for the future. Expertise Leaders have the knowledge, skill, and experience to lead through routine issues or extremely difficult situations. Dynamism They are passionate and enthusiastic about who they are and what they do. They have an energy that is contagious. Honest 1 Forward Looking 2 Competent 3 Inspirin g 4 The Kouzes-Posner Characteristics What people most look for in a leader (a person whom they would be willing to follow) has been constant over time. This research documents that this pattern does not vary across countries, cultures, ethnicities, organizational functions and hierarchies, genders, levels of education, and age groups. For people to follow someone willingly, the majority of constituents believe the leader must be:

9. + Kouzes-Posner’s 2 Laws of Leadership It they don’t believe the messenger they won’t believe the message. When it comes to deciding whether a leader is believable, people first listen to the words, then they watch the actions. They listen to the talk, then they watch the walk. They listen to the promises of resources to support change initiatives, then they wait to see if the money and materials follow. They hear the pledge to deliver, then they look for evidence that the commitments are met. DWYSYWD DO WHAT YOU SAY YOU WILL DO ! Modeling is about clarifying values and setting an example for others based on those values. The consistent living out of values is the way leaders demonstrate their honesty and trustworthiness. It’s what gives them the moral authority to lead. Law 1 2 Modeling the Way

10. + Reflection on : Reviewing The Power of Role Modeling: Why we need Servant Leader role models? With a partner reflect and answer the following: After reviewing the power of role modeling and the need for Servant Leader role models, what actions have or do you need to take to advance a servant leadership mindset?

11. + Using the acronym LEARN, go around the room and ask people to speak to the letters of the word: L = E = A = R = N = Like: what did you like most about this session? Excite : what excited you most? Anxiety : what created the greatest anxiety? Reward: what can we celebrate about the way we handled this session? Need: what are the next steps we need to take to stay on track?

12. + Presented by: Michael J. Stabile, Ph.D. FutureNow Consulting For more information: Contact Mike Stabile at mstabile@futurenowed.com or visit our website at www.futurenowed.com