As I mentioned in an earlier post, the development of leadership skills is an essentially never ending process. It is a crucial skill that I have always struggled with. So though I feel I have made many personal gains both through the learning and application of new skills and strategies (in outdoor ed and at work), a plan for the future will continue this process. In order for me to feel like I really achieved something and have developed as a leader I would like to....
By the end of the year, be able to take on a role within a group other than just as a support. As a shyer, more quiet person I've often found it difficult to instigate conversations and initiate decision making. By working at taking a more active role in group discussions I think I will be able to help minimize confusion within the group and be a more solid part of the group versus a bystander/supervisor.
Not be as worried about embarrassing myself. Though it might sound kind of funny, I thought what Tiffany Hodgson had to say about leadership in the outdoors had some real merit. Showing vulnerability may be uncomfortable, but it allows a group to trust in their leader more and subsequently work as a cohesive unit more effectively. A more cohesive group will communicate better, trust in each other more and this will all help minimize risk.
Have more confidence in my abilities as a leader. Without the confidence that you can do something, you have no conviction, therefore no one else will believe you can do it either. This applies to leadership as much as anything else. By displaying a certain confidence in oneself, it allows others to have confidence in you and your abilities, ultimately leading to more trust within the group and a solid respect for the leader. This sets the tone for all future interactions and allows a person to lead a group without having to take on the role of "superior".
Leadership Development Blog
Tuesday, 24 March 2015
Readings
For my reading I chose "Vulnerability and Leadership in Outdoor Education" by Tiffany Hodgson (2000) from the Australian Journal of Outdoor Education. Hodgson's book specifically looks at leadership and how it affects education in the outdoors and the multitude of variants that change that relationship, as well as what kind of role vulnerability plays.
Lessons:
Hodgson begins with a collection of a few simple yet key lessons for any leader. She discusses the fact that leadership is a difficult thing to outline in a few simple criteria, it is incredibly variable depending on situation, group dynamic, personality of the leader and task to be executed. Each unique situation requires a slightly different set of skills, so it is really impossible for someone to be the "perfect" leader. This applies very directly to our situation in Outdoor Ed. I have found that each trip, and each class requires a slightly different role to be played, constantly changing due to the natural progression of learning through out the year, not only on the class' part but on our part as peer tutors. So to say that I am learning to be one really good type of leader would be incorrect. I should be instead trying to expand my skills to encompass as many traits of a leader as possible. Now this learning process will never truly end as my experiences will continue to develop these skills as time goes on.
As the book progresses, Hodgson makes a very good point, stating that as an outdoor education leader, there are very real pressures to be the most fit, the best camp cook, best fire lighter, best shelter builder, and to know what to do in every situation. I do believe that in our situation there is a certain expectation that as a leader you fit within a number of those criteria. However, I think that if anyone expects it, it is ourselves. Hodgson goes on to say that these expectations will sometimes keep us from letting on when we don't know how to do something, or are truly worried. She discusses the idea that in these situations a little vulnerability could be helpful. It would potentially encourage new learning and improve group cohesion. The fear is always that showing that vulnerability creates doubt in the leader and fosters a degradation of the group. However, I think if used appropriately, vulnerability is a trait that couldn't hurt to have as a strong leader, and instead of demonstrating weakness proves a confidence in the group that could be very empowering.
Lessons:
Hodgson begins with a collection of a few simple yet key lessons for any leader. She discusses the fact that leadership is a difficult thing to outline in a few simple criteria, it is incredibly variable depending on situation, group dynamic, personality of the leader and task to be executed. Each unique situation requires a slightly different set of skills, so it is really impossible for someone to be the "perfect" leader. This applies very directly to our situation in Outdoor Ed. I have found that each trip, and each class requires a slightly different role to be played, constantly changing due to the natural progression of learning through out the year, not only on the class' part but on our part as peer tutors. So to say that I am learning to be one really good type of leader would be incorrect. I should be instead trying to expand my skills to encompass as many traits of a leader as possible. Now this learning process will never truly end as my experiences will continue to develop these skills as time goes on.
As the book progresses, Hodgson makes a very good point, stating that as an outdoor education leader, there are very real pressures to be the most fit, the best camp cook, best fire lighter, best shelter builder, and to know what to do in every situation. I do believe that in our situation there is a certain expectation that as a leader you fit within a number of those criteria. However, I think that if anyone expects it, it is ourselves. Hodgson goes on to say that these expectations will sometimes keep us from letting on when we don't know how to do something, or are truly worried. She discusses the idea that in these situations a little vulnerability could be helpful. It would potentially encourage new learning and improve group cohesion. The fear is always that showing that vulnerability creates doubt in the leader and fosters a degradation of the group. However, I think if used appropriately, vulnerability is a trait that couldn't hurt to have as a strong leader, and instead of demonstrating weakness proves a confidence in the group that could be very empowering.
Initial Reflection
Based on my experiences to date in the peer tutoring course I've definitely gained a better sense of my own leadership style, strengths and weaknesses. Based on what I've written in my journals and what feedback I've received so far I can say that my number one weakness is being an engaged part of the decision making process and group discussions, particularly when I am to be leading said discussion. I have on more than one occasion found myself in a situation where discussions turned off topic due to my reliance on the group being much more self directed than they were. In all of these situations I had a considerably difficult time trying to regain their attention, principally because I wasn't wanting to appear superior or take on a stricter role than before. This brings us back to what the No Doze quiz had to say about my leadership style, specifically about how maintaining relationships is a high priority and how this can cause a breakdown in group productiveness. This was particularly true for the seminar.
On the other hand, I am fairly confident in my ability to act as more of a supporter, helping foster a positive group atmosphere and allow the group to succeed primarily through self direction . My experiences on the past few trips and the feedback I received specifically after the hiking trip have helped to reinforce that idea. This is however not always the most appropriate or best strategy depending on the group dynamic and the situation.
On the other hand, I am fairly confident in my ability to act as more of a supporter, helping foster a positive group atmosphere and allow the group to succeed primarily through self direction . My experiences on the past few trips and the feedback I received specifically after the hiking trip have helped to reinforce that idea. This is however not always the most appropriate or best strategy depending on the group dynamic and the situation.
No Doze
So I ended up placing myself somewhere within the lower left quadrant, or "Relationship Master" section. This is because I don't feel I tend to outwardly express my opinion very strongly , especially if I'm in a new situation or with new people, and because I know that my emotions are typically fairly easy to read, and I am fairly upfront about them.
Relationship Master:
+Excellent at building and sustaining community.
+Work well on a team.
+Great at building rapport, consensus and seeking feedback.
+Support, praise and feel concern.
+Display high regard for others' wishes, viewpoints and actions.
-May not take an unpopular stance if it puts a relationship at risk.
-Can put so much emphasis on relationship that tasks and decision making fall behind
-Can forget to downplay their own needs, to their detriment.
Some Effects on the Group:
You cannot have too much caring and respect as part of your capacity-it's the glue that's essential for a group to function. As a leader, it is powerful when combined with other quadrant functions. If it is the only style a group has, the group may not take enough risks or make enough decisions to move forward significantly. The group may also avoid conflict to the extent that there is lack of depth in genuine connection and innovation.
(http://www.wyopmo.org/upload/LEADERSHIP%20STYLES%20-%204%20QUADRANTS.pdf)
My Thoughts:
I do agree with these generalizations for the most part. I do believe I have more strength when it comes to being a more mediator style figure who works more at fostering a positive group atmosphere conducive to team work. However, I know I am weaker when it comes to inspiring decision making, or simply making decisions myself.
+Work well on a team.
+Great at building rapport, consensus and seeking feedback.
+Support, praise and feel concern.
+Display high regard for others' wishes, viewpoints and actions.
-May not take an unpopular stance if it puts a relationship at risk.
-Can put so much emphasis on relationship that tasks and decision making fall behind
-Can forget to downplay their own needs, to their detriment.
Some Effects on the Group:
You cannot have too much caring and respect as part of your capacity-it's the glue that's essential for a group to function. As a leader, it is powerful when combined with other quadrant functions. If it is the only style a group has, the group may not take enough risks or make enough decisions to move forward significantly. The group may also avoid conflict to the extent that there is lack of depth in genuine connection and innovation.
(http://www.wyopmo.org/upload/LEADERSHIP%20STYLES%20-%204%20QUADRANTS.pdf)
My Thoughts:
I do agree with these generalizations for the most part. I do believe I have more strength when it comes to being a more mediator style figure who works more at fostering a positive group atmosphere conducive to team work. However, I know I am weaker when it comes to inspiring decision making, or simply making decisions myself.
Wednesday, 11 February 2015
Baseline
So before I started trying to analyse my personality and how it relates to leadership in the outdoors, I wanted to first get a bit of baseline information. To do this I thought I'd do a personality test, and chose to do the one on the site below:
http://www.16personalities.com/free-personality-test
According to the test I am type ISFJ
As they describe it:
The ISFJ personality type is quite unique, as many of their qualities defy the definition of their individual traits . Though possessing the Feeling (F) trait, ISFJs have excellent analytical abilities; though Introverted (I), they have well-developed people skills and robust social relationships; and though they are a Judging (J) type, ISFJs are often receptive to change and new ideas, As with so many things, people with the ISFJ personality type are more than the sum of their parts, and it is the way they use these strengths that defines who they are.
Now though I agree with the majority of what they have to say about my personality type I do believe its hard to categorize such a variable aspect of ourselves, but it will serve as a good reference point later on.
I also thought I should have a specific definition of leadership that I could refer to, just for consistency. When looking up a definition, there were many to chose from, however I felt this one related best to my particular case.
Leadership: 'The action of leading a group of people or an organization.'
http://www.16personalities.com/free-personality-test
According to the test I am type ISFJ
As they describe it:
The ISFJ personality type is quite unique, as many of their qualities defy the definition of their individual traits . Though possessing the Feeling (F) trait, ISFJs have excellent analytical abilities; though Introverted (I), they have well-developed people skills and robust social relationships; and though they are a Judging (J) type, ISFJs are often receptive to change and new ideas, As with so many things, people with the ISFJ personality type are more than the sum of their parts, and it is the way they use these strengths that defines who they are.
Now though I agree with the majority of what they have to say about my personality type I do believe its hard to categorize such a variable aspect of ourselves, but it will serve as a good reference point later on.
I also thought I should have a specific definition of leadership that I could refer to, just for consistency. When looking up a definition, there were many to chose from, however I felt this one related best to my particular case.
Leadership: 'The action of leading a group of people or an organization.'
Tuesday, 10 February 2015
Purpose
The purpose of this blog is essentially to document the learning done over the next couple months about leadership, particularly as it relates to my specific personality. To get an in depth understanding of how leadership strategies might change in my specific situation, I will do in depth research online to understand the scientific perspective . This may allow insight into the specific behavioural differences between leadership styles, and the reactions they incite. I may further my learning by interviewing a professional in a leadership position (either a teacher at school, or even my dad). This would allow me a better understanding of how an introverted leadership applies in a work environment.
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