Professional Documents
Culture Documents
LEADERSHIP
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1. An Introduction to Leadership
Questions to ponder
• How do you see
yourself?
• How do you see others?
• How do you see
situations and the
world?
• How do you see
yourself in the situations
you are facing in your
world?
• What do you think
about life?
• How do you “frame”
issues, questions, and
situations? How are you
framing your life story?
Today, the
leadership
bench is
alarmingly
thin. What
will you do
about it?
Quick Activity A
1. Think of a leader …
Warning:
Derailment Transformation
can happen in from “I” to “We”
this zone
▪ As long as your ego is at the centre, and as long
as you are in this journey for yourself, your
leadership will never truly reach its peak level,
and never fully become authentic or
transformative.
▪ Real, true leadership is about what you give,
whom you serve, and the legacy you leave
behind. Technique, style, and positional power
will only get you so far. The rest will be the true
test of your values and character. People will
respect and follow authenticity over the long
term. This is how you transform from “I” to “We”.
Source: George, B. (2007). True North –
Discover Your Authentic Leadership. San
Francisco, CA: Jossey-Bass, p. xxxv
▪ Leadership as music – each life is an “unfolding
story”, a narrative, a musical composition
consisting of specific movements (a movement
within, a movement towards others, a movement
towards the world). The movies use this idea
very well.
▪ Leadership as the “hero’s journey” – using our
mythology, folklore, popular stories, fairy tales,
superhero and fantasy epics, we can see parts of
ourselves in these stories.
▪ Leadership expressed through arts, crafts, and
other mediums – our learning journey this
semester will utilize the concept, vehicle, and
medium of the ‘magazine’.
▪ This is a famous model or framework introduced by
researcher Joseph Campbell in classic The Hero with
a Thousand Faces.
▪ Campbell’s in-depth, extensive global studies
investigated and examined all the world’s ancient to
modern cultures for their mythology, folklore,
legends, children’s fairy tales and stories and
uncovered a striking pattern and set of similar
themes running like a pattern in and through all of
them.
▪ We can see these patterns, these same themes
and phases playing out even in our national
stories, mythology, local legends, folklore, fairy
tales, politics, things we hear on the news and,
very clearly and interestingly, in our movies. We
see different symbols used in similar ways.
▪ We love our heroes. We are drawn to stories of
heroes and heroines. We need to ask ourselves
why. Is it because we see part of ourselves in
them? Is it because they stir a longing inside of us
to do something with our lives? Is it because our
lives and our present world have become so dark
that deep inside, we yearn for hope? Silently, deep
inside the human psyche, we dream of a better
world.
Special
World
(Crucibles)
Ordinary
world
▪ Combined with the lenses of psychology, other social
sciences, the humanities and the arts, Campbell’s model
serves as a tool to help us see our lives as following
similar patterns and phases in our personal quest for
meaning and our desire to make a difference. In fact, it
is never a one-time journey for most of us. We go
through it, again and again, simply because we keep
growing and new challenges arise in life.
▪ What the model can teach us is that like what Gandhi
taught: Instead of worshipping heroes, we must focus on
heroic acts. Everyone can learn to grow and exercise acts
of leadership on a daily basis. We can start in small ways.
▪ Key idea: Leadership is not about titles and positions.
Leadership is a choice to know yourself, to grow, to
express your true self and to act ethically with others
as agents of change through genuine relationships.
1) Leadership is a concern of all of us.
2) Leadership is viewed and valued differently by
various disciplines and cultures.
3) Conventional views of leadership have
changed.
4) Leadership can be exhibited in many ways.
5) Leadership qualities and skills can be learned
and developed.
6) Leadership committed to ethical action is
needed to encourage change and social
responsibility.
Shared mindset that
represents a fundamental
way of thinking about,
perceiving, and
understanding the world
32
▪ Our times involve change that is rapid and
unpredictable.
▪ Conventional ways of approaching problems
no longer work.
▪ Instead of individual determinism,
competition, and predictable structures, we
seem to need organizations that are:
❖Nimble and able to respond quickly
❖Collaborative
❖Aware of shared values that honor our
diversity
▪ Focus on the leader. ▪ Focus on the
relationships and
▪ Assumption that the processes between
manager of the everyone in the
group is the one group.
person doing
leadership.
▪ The leader has the ▪ Group purposes are
vision and mutually
motivates the determined with
followers to work to input from everyone
achieve it. in the group.
35
It seems woefully inadequate to call group
members by the term followers, implying
they are following someone or something,
unable to think for themselves, or remaining
indifferent to the group’s goals, when actually
they are creating and shaping the context
themselves.
Rather than follower, which implies a passive
role in the group, scholars are searching for
new terms.
▪ Constituents
▪ Co-creators (my personal favourite)
▪ Co-adventurers
▪ Collaborators
▪ Participants
Two different meanings for leader:
▪ Positional leader
❖The person filling a position in an
organizational structure (elected, selected,
or hired)
❖Usually has a title (president, chair, team
captain)
▪ Anyone actively engaging in the leadership
process (the meaning used in this course)
❖Can be operating from a position or not
▪ In this course, leadership is assumed to have
an intentional purpose.
❖To make a positive difference in some way
❖To engage in the community
❖To advance the welfare and quality of life
for all
▪ This is in contrast to other leadership studies,
aimed at learning how to achieve a position
of power or authority and keep it.
▪ Leadership is a social construction.
▪ The context in which it happens plays a role
in how it is analyzed.
❖For example, academic discipline or field
of study
Leadership development requires taking on a
life-long attitude of being open to learning.
▪ Taking personal responsibility for one’s
learning and self-development
▪ Maximizing learning from experience
❖Take on challenging new roles.
❖Reflect on those experiences.
❖Form new theories to operate from.
One definition of leadership …
Influence-based relationship
among leaders and followers
who intend real changes and
outcomes that reflect their
shared purposes
What are the pros and cons of both
definitions? Are there better definitions?
Can you come up with a better one?
44
▪ … influencing others to come together
around a common vision
❖Multi-directional
❖Non-coercive
▪ … is reciprocal in nature
▪ … involves creating change
▪ … understanding and accepting that
qualities required for effective leadership are
also needed to be an effective follower
45
▪ Effective followers are:
❖Self-thinkers who do assignments with
energy and enthusiasm
▪ Leaders are:
❖Committed to the common good rather
than self-interest
❖Firm in their beliefs
46
Source: Based on John P. Kotter, A Force for Change: How Leadership Differs from Management (New York: The Free Press, 1990) and ideas in Kevin
Cashman, Lead with Energy, Leadership Excellence, (December 2010) :7; Henry Mintzberg
47
Great man theories
Trait theories
48
Behavior theories
• Leaders’ behavior correlated with leadership
effectiveness or ineffectiveness
Contingency theories
• Leaders can analyze their situation and tailor their
behavior to improve leadership effectiveness
• Known as situational theories
• Emphasized that leadership cannot be understood
in a vacuum separate from various elements of the
group or organizational situation
49
Influence theories
Relational theories
Source: Level 5 Leadership – The Triumph of Humility and Fierce Resolve, by Jim
Collins, Harvard Business Review, 1 January 2001, available at:
https://hbr.org/2001/01/level-5-leadership-the-triumph-of-humility-and-fierce-
resolve-2
Phenomenon wherein individuals
can’t advance further because of a
mismatch between job needs and
their personal skills and qualities
54
Performance problems
• Failing to meet business objectives because of too much time
promoting themselves and playing politics, a failure to fulfill
promises, or a lack of hard work
Difficulty changing
• Not learning from feedback and mistakes to change old
behaviors
• Defensive, unable to handle pressure, and unable to change
management style to meet new demands
Difficulty building and leading a
team
• Poor management of direct reports
• Inability to get work done through others
• Not identifying and hiring the right people