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

2. 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.

3. 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

4. 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.

5. 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.

6. 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

7. 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

8. 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).

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

10. 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

11. 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.

12. 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

13. Thank you for coming! Enjoy the rest of your stay!
Questions?
Thank you for coming! Enjoy the rest of your stay!