Leadership

Fundamentals
Understanding ourselves so we
can better understand others

Presented by Joyce Schaben

EASFAA Conference
May 18, 2005

What’s a leader look like?

Inspiring Wise

Compassionate
Courageous
Visionary
Determined
Powerful Organized

Focused Encourager

Who can be a leader?

§ Everyone has the opportunity and ability to be
a leader, but…
§ …to be a good leader – you must first
understand yourself

Leadership Fundamentals
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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 Fundamentals
Six leadership considerations:
§ Trust
§ Communication
§ Creativity/Critical Thinking
§ Learning Styles
§ Conflict Management
§ Motivation

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Leadership Fundamentals

Trust… i t’s elusive and fragile

Trust Me…
Four Levels of Self-Disclosure
§ Superficial
§ Fact
§ Thought
§ Feeling

Some people never get past first two levels

Trust Me…
Trust

Self-disclosure

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Trust Me…
Points to ponder:

§ It takes courage and vulnerability to trust

§ If you trust others, they’re more likely to
trust you
§ If you want people to share information with
you, share information with them

Trust 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 at
a deeper level than I do?
§ How can I demonstrate more openness in
these relationships?

Leadership Fundamentals

Communication Styles: what’s

your comfort zone?

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Two aspects of communication
§ Direct vs. Indirect
§ Task vs. People

Driver
Focus: Task
Approach: Direct

§ Takes charge
§ Quick-paced/impatient “Just do it!”
§ Direct, not a lot of small talk
§ Decisive/too many details slow down
progress
§ Prefers rational over emotional approach

Analytical
Focus: Task
Approach: Indirect

§ Likes facts, logic, detail

§ Wants certainty, not a big risk-
taker “Just the facts…”

§ Asks a lot of questions

§ Quiet/thoughtful
§ Guarded/shows little emotion

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Expressive
Focus: People
Approach: Direct

§ Expressive speech and

gestures
§ Stimulates creative
exchange of ideas “Move that bus!”

§ Risk taker
§ Emotional/excitable
§ Big picture, doesn’t like
details

Amiable
Focus: People
Approach: Indirect

§ Builds trust “How does that

make you feel?”
§ Quiet/patient/good listener
§ Doesn’t respond to facts/figures
§ Creates friendly environment
§ Concerned with how decisions impact
others

It takes all kinds

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 Leadership Fundamentals

Creativity/Critical Thinking: what’s

under your hat?

Which “thinking hat” fits you?

Benefit: is logical; can

be explained; increases
“What are the facts?” chances of success

Benefit: legitimizes
“Tell it like it is.” emotions; energizes

Benefit: tests
thinking; increases
chances of decision
“It won’t work because…” actually working

Which “thinking hat” fits you?

Benefit: optimism;
positive; energizing;
“Let’s make it happen!” teamwork

Benefit: ensures best

“There must be a better way.” process is used

“Let’s step back and think Benefit: ensures

about how to do this.” best use of
people’s time

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Sometimes good guys wear black hats…

Leadership Fundamentals

Learning Styles: what makes

your “light bulb” go on?

How you learn/process information

Learning Style Sensor…

Sensor - Relies on feelings, values,

empathy to make conclusions
- Dislikes a lot of theory

“My gut tells me…”

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How you learn/process information

Learning Style Assessor…

Assessor - Listens and watches

- Dislikes role-playing

“Just the facts…”

How you learn/process information

Learning Style Thinker…

Thinker - Likes to learn from analysis

- Dislikes unstructured, open-
ended discussions

“Look before
you leap…”

How you learn/process information

Learning Style Doer…

Doer - Learns by hands -on and group

discussions
- Dislikes lectures and passive
learning

“Just do it!”

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 Presentation is
everything

Leadership Fundamentals

Conflict Management: everyone’s

favorite subject …

Conflict Management

Fight or Flight

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Conflict
§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: the art of
thinking together

Conflict Management
and your Communication Style
§ Driver - control
§ Analytical – avoid
§ Expressive – attack
§ Amiable – acquiesce

Conflict Management

Fear of confrontation has slowed,

and in some cases, stymied
participation in a just future

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Leadership Fundamentals

Motivation: what makes you tick?

What motivates you?

Bob…

I saw how hard you

worked on the
project. Thank you!

Celebration Your Boss

Personal achievement

Money, time off, etc. I made a

difference
today!
Certificate of
Achievement
This certifies that
YOU
are an excellent
employee!
Working for the good of
Congratulations!
the cause
Public recognition

When it comes to motivation…

One size
doesn’t fit all

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Leadership Fundamentals

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 and

Different Drummers

Sawa bona

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Joyce’s Picks…

LEADERSHIP CONFLICT MANAGEMENT

§The Leadership Challenge -
James M. Kouzesand Barry
A. Posner
§Leaders – Warren Bennis
and Burt Nanus
§Getting to Yes – Roger
Fisher and William Ury
§Difficult Conversatons –
Douglas Stone, Bruce
Patton, Sheila Heen

MOTIVATION
§Bringing Out the Best in People –
Alan Loy McGinnis

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