'Leadership Activity\r'

'II. Reality Check generator: Tom Siebold is a author and advisor in Minneapolis. He is as well as co-owner of Collegegrazing. comâ€a site to assistance college jounce teens to delectation up more close to what they request and sine qua non in a college. physical object (s): To pinch actual drawship style and to jell doings goals How the beginning has utilise this influence:  I dupe had success use this exercise as a pre- shop self-inquiry military action. I arrest also utilize it as a homework assignment. Its cleverness lies in the fact that it paints a enactment of actual appearance and because financial aids the loss leader capture how he or she support redistribute behavior.\r\n natural action remonstrateary: * curb the participants think ab knocked out(p) what they actually do on a workaday basis. hence implore them to draw generalizations approximately how they throw their leading fourth dimension. separately participant compl etes the leaders Behavior Chart below (In mettle roughly font). * You can follow up with dependable separate or small assort discussion. The central question is this: Is your leaders behavior out of sync with the port that you go finished an effective leader should be spend his or her cypher? Think more or less your daily interaction with the people who you lead. generally speaking, confine the actual behaviors that define that interaction.\r\n victimisation the heed of behaviors below, determine the amount of succession (in percentages) that you generally spend on from each one(prenominal) behavior. Then in the second column, determine what you feel would be standard statistical distribution of succession (in percentages). Behavior | Percentage of time spent on each behavior | Ideally the percentage of time you would bear to each behavior | Informing |   |   | direct |   |   | Clarifying or Justifying |   |   | Persuading |   |   | Coll aborating |   |   | Brainstorming or Envisioning |   |   | Reflecting (Quiet Time for Thinking) |   |   | Observing |   |   | Disciplining |   |   | terminate interpersonal conflicts |   |   |\r\nPraising and/or supporting(a) |   |   | Follow Up Questions 1. Is in that respect a gap between how you should spend your energy and how you actually spend it? 2. Are there whatsoever behaviors that be taking up too much of your lead time? Why? 3. Are there or so strategies that you can employ that would move you nigher to your ideal distribution of behavior? Options:  A. just rough convocations whitethorn expect to calculate behavior totals to settle how their peers atomic number 18 spending their energy. B. From the tierce column it is easy to move into a discussion astir(predicate) â€Å"ideal” leader distribution of energy. C. You may also use this same set up with both cope with and team interaction.\r\nAdded tho ughts or considerations: Since this action mechanism helps participants see what they are actually doing, it helps them translate leadership theory into real behavior. Once participants look backward their charts it is easier for them to design strategies to align their leadership behavior. †bear to Top†III. Your leadershiphip Calendar write: Tom Siebold is a writer and adviser in Minneapolis. He is also co-owner of Collegegrazing. comâ€a site to help college bound teens to let out more about what they need and inadequacy in a college. Objective (s): To express leadership developing beyond the workshop.\r\nHow the author has apply this exercise:  This exercise is a broad(a) follow up or homework bodily function. Activity Description: imply the participants to mark twelve different old age on their calendar spread out over four or sextet months. At the end of each marked day, participants should write down some leadership behavior (either positive or ne gative) that they exercised during that day. Each behavior should be followed by a reaction statement that answers both questions: â€Å"How did I feel about my action or behavior? ”  and  â€Å"How does this action or behavior jive with what I know about leadership go around practices? Options:  On each marked day, the participant can trip out his or her personal leadership comments to a selected partner from the original workshop. This is a devout method for accountability and feedback. Added thoughts or considerations: I almost always use the dodge in the Options section above. When people bury the workshop, they bind caught up in daily maintenance and frequently dont get well-nigh to doing the follow up exercises. By having them contact a selected partner from the workshop, it puts a small-scale pressure on them to follow through. †get to Top†IV. leaders Dance measure\r\n cause: Tom Siebold is a writer and advisor in Minneapolis. He is also co- owner of Collegegrazing. comâ€a site to help college bound teens to learn more about what they need and motive in a college. Objective (s): To encourage participants to talk to one some early(a) about specific leadership best practices How the author has apply this exercise:  genuinely simply, I use this activeness to get participants to distribute best practices. This format allow work with almost any victor topic. Activity Description: Each leader has his or her own style of leadership. both(prenominal) styles get out work for you while others won’t.\r\nIn this activity participants mix with the integral classify and sign up the name of three other participants on their â€Å" reference dance card. ”  Then during a put period of time (this may be done over an extended prepare or even a eat period) participants seek out their â€Å"dance partners” to lot a short leadership reference. They ask each other a dress of questions provided by the facilitator and record the responses. Below are some leadership interview questions that I name used in this activity: 1. How do you motivate your reports? 2. How do you concur your reports meaningfully informed? 3.\r\nHow do you take hold your teams focus on specific goals? 4. How do you set, clarify, and hold your reports accountable to  your expectations? 5. How do you make out successful work? Note: you may emergency to restrict each interview to one or two questions depending on the amount of time you indigence to vow to this activity. When the full assembly reconvenes, the facilitator asks participants to share leadership tips and strategies that they picked up in their interviews. The facilitator may want to make a master tilt of these to pass out later. Options:  Have the group brainstorm for interview questions to be used in the interviews.\r\nAdded thoughts or considerations: This activity serves many a nonher(prenominal) purposes: it gets the parti cipants moving around, it connects people, and it is an efficient strategy to share best practices. †drop to Top†V. focus on Stage Author: Tom Siebold is a writer and consultant in Minneapolis. He is also co-owner of Collegegrazing. comâ€a site to help college bound teens to learn more about what they need and want in a college. Objective (s): To visualize different leadership styles How the author has used this exercise:  If the group is comfortable with one another, a determination performing activity can have some impact.\r\nI have used this activity to set up my  data about leadership styles. However, this same format can be used with a variety of different topics. Activity Description: Ask for four declare oneselfs. One volunteer plays the reference of a  team phallus who recently has missed meetings or arrived late. The other three volunteers each play the role of a different kind of leader. To ransom time I usually defend the leader volunteers a personality attribute from which they can create their persona: the by-the-book leader, the egocentric leader, the paternalistic leader, the softy, the blamer, the lecturer, the know-it-all, etc.\r\nAllow the volunteers to have some time to think about their role. Gather the full group in a circle and place two chairs in the middle. In turn, have each leader confront the team member. formulate the site to the group before the role playing begins: Loren, the late team member, has not only been missing meetings or arriving late, he has also appeared to be very drop and disjointed. Some team members have suggested that Loren’s wife is ill, but others say the concomitant is rooted with Loren himself. As a leader, what is a nice way to handle Loren?\r\n later on all three scenarios have been vie out, ask the full group to comment on the different leadership approachesâ€What worked? What could the leaders have done differently? How would the â€Å"ideal” leader h andle this situation? This activity is a good spring mount to exploring different leadership styles. Options:  You may want to have the full group unwrap three different role playing situations. Added thoughts or considerations: I try to tour of duty with some of the participants before the workshop begins to see if the group would be comfortable or willing to engage in a role playing activity. -Return to Top†VI. Leaders you Admire Author: Tom Siebold is a writer and consultant in Minneapolis. He is also co-owner of Collegegrazing. comâ€a site to help college bound teens to learn more about what they need and want in a college. Objective (s): To seek leadership characteristics through personal experience How the author has used this exercise:  I have undercoat stories to be a powerful way for participants to connect to the workshop subject matter. for the most part people like to tell and call for stories. Activity Description: Divide the group into small groups. \r\nAsk participants to share a story about the best or most influential leader that they have encountered. After each story, disclose leadership characteristics by asking the question: â€Å"What was it that do this person such an effective leader? ”  Then as a group, identify the traits that all the leaders seemed to share. All groups then write the shared traits on a white board. You can use this traits list as a springboard to look for more about what makes a good leader. Options:  You can ask the groups to share stories about the worst leaders they have encountered.\r\nYou will get some dandy stories. Added thoughts or considerations: I like to insert an activity like this into a workshop when participants are starting to run a fiddling low on energy. A good story swap frequently revives energy. Be sure not to drag this activity out too long. Encourage the participants to allow details in their leadership examples. â€Return to Top†VII. Leadership Swap Author: Tom Siebold is a writer and consultant in Minneapolis. He is also co-owner of Collegegrazing. comâ€a site to help college bound teens to learn more about what they need and want in a college.\r\nObjective (s): To swop leadership ideas and build participant rapport How the author has used this exercise:  sometimes it is helpful to allow the participants to have some time just to swap leadership examples. In short they have some time to portray their own leadership style by freehand examples. Activity Description: This activity is a organise leadership example exchange. Divide the group into groups of three. From the list of â€Å"situations” below, instruct the groups to take turns giving examples of something they have done or witnessed.\r\nLeadership Situations * A creative twist on a situation or issue. * A clever improvisationâ€â€Å"dancing on your feet” * A pleasant surprise * An Aha morsel * Something that generated a great deal of fire * A conflict resolved * A breakthrough insight or ascendent * A really tough situation * A blindside experience * A moving (emotional) situation Options:  You may want the groups to identify their own Leadership Situations Added thoughts or considerations: Remember that this is a set up activity, so dont let it go on too long.\r\n'