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A Path to Leadership Success Discovering and Developing
the Leader Within
Vicki Whiting, Ph.D.
Gore School of Business
Westminster College
1840 South 1300 East
Salt Lake City, UT 84105
(801) 832-2640
© Vicki Whiting, Ph.D. 2007
Session Goals
Define leadership
Lay out a path for leadership discovery
Provide tools and techniques to bring out leadership capabilities in others
Develop your own leadership capacity
© Vicki Whiting, Ph.D. 2007
Leadership is the ability to
influence the behavior of
others in a goal directed
manner
© Vicki Whiting, Ph.D. 2007
Leadership Development Path
Establish
Vision
Implement
Change
Generate
Momentum
Reflect
© Vicki Whiting, Ph.D. 2007
• Define values
• Identify strengths
• Manage perceptions
• Prioritize goals
• Create action plans
• Execute plans
• Eliminate obstacles
• Engage mentor networks
• Enable the team
The Leadership Development Process
Identify leadership vision
Articulate values
Identify talents and passions
Manage perceptions
Define goals and dreams
Create action plans
Overcome obstacles
Establish network of mentors
Support followers
Celebrate successes
Reflect on leadership journey
© Vicki Whiting, Ph.D. 2007
Identify Leadership Vision
Write down three accomplishments over the past five years of which you are especially proud, and share these with someone you trust.
Write down two magic moments that you have experienced over the past five years. Describe these to someone new.
Write down an obstacle that you thought would keep you from achieving one of these moments or achievements. Explain to someone who would like to learn from you how you overcame this obstacle.
© Vicki Whiting, Ph.D. 2007
Leaders will be most successful influencing the behaviors of others in the areas of their life where they find the greatest sense of achievement and
magic. As you consider your leadership legacy, be certain that it resonates with past successes.
Articulate Values
Conduct a values sort
Review your list of values
Rank order your values
Share your top three values with those you work with
Ask those with whom you interact about their values
Discuss as an organization how personal values align
with organizational values
© Vicki Whiting, Ph.D. 2007
When developing leadership skills it is important to have value alignment between the leader and the follower. You must be trusted to be a leader mentor.
A critical piece of trust is to hold shared fundamental values.
Identify Talents and Passions Individuals who are successful in influencing the behavior of others find their “Sweet Spot”,
that is, the place where their talents and passions align.
High Talent + High Passion = Success!
High Talent + Low Passion = Lost
Low Talent + High Passion = Whiner
Low Talent + Low Passion = Blamer
Clarify your talents
Conduct a strengths analysis, what comes easily to you
Ask 10 people who know you well what you offer to them
List your knowledge, skills and abilities
Identify your passions
If you had a day all to yourself with no one to whom you were accountable, what would you do?
If you had a magic wand and could be anything you wanted, what would it be?
What are your passions? What are your talents? In developing your leadership legacy you must use your signature strengths and apply them to something you care deeply about.
© Vicki Whiting, Ph.D. 2007
People choose to be influenced by those who have passion for the project
being undertaken and an ability to be successful in that project.
People will follow you if you are fulfilling your high talents and high passions.
Manage Perceptions
Clarify how you will establish your credibility. List how each component of credibility can strengthen how others look at you. Reputation
Expertise
Composure
Humility
Trustworthiness
Ten judgments are made within the first 30 seconds of meeting someone. Consider the judgments others are making of you and consider if these are the
judgments you would like others to have of you
Seek feedback from trusted others as to how others might judge you
Acknowledge the judgments you make of others, then look for confirming or disconfirming data
© Vicki Whiting, Ph.D. 2007
Perception is reality
Identify Goals
Write down what is it that you are trying to accomplish
You need to know what it is that you are leading others to follow
Make a list of individuals who can assist you in achieving
your vision
Share your goals with those who can assist you
Give examples, paint a picture, tell a story so that others
might share your vision
Explain what is in it for them if they choose to follow you
© Vicki Whiting, Ph.D. 2007
Leaders know where they are going. They have a vision of what might be. Leaders are successful when goals are shared and others become excited
about the opportunity to be part of something meaningful.
Engage Others in the Action Plan
Ask others for input
Establish milestones and clear actionable steps leading
toward goal accomplishment
Resonate with those who buy into your goal
List shared desires and outcomes
Identify what is in it for them
Provide positive reinforcement
Ask how they feel about the progress being made
Be open to ideas for ways to improve
© Vicki Whiting, Ph.D. 2007
Resonate with those who are working with you toward the shared goal.
Establish a path for those who have joined you in your vision.
Enable people to take action toward goal accomplishment.
Overcome Obstacles
List obstacles that stand in the way of goal
accomplishment
Determine how to address each obstacle
Focus on the problem, not the people
Turn to your mentors for ideas and support
Work ON the business, not IN the business
Brainstorm solutions with those invested in the outcome
Be tenacious
© Vicki Whiting, Ph.D. 2007
There will be setbacks and mistakes. Leadership development involves a high
level of resilience, self-esteem and tenacity. The greatest leadership lessons
come from failures.
Remain positive with people, but realistic about problems.
Establish a Mentor Network Mentors challenge, protect, direct, instill confidence, take
risks, encourage responsibility and inspire others
Write down the names of people who have crossed your path that played a major role in making you the person you are.
Consider leadership skills in which mentors can assist your growth.
Write down the names of individuals that have something to offer your leadership development.
Engage these mentors in conversation
Listen to the lessons they offer by asking questions such as:
“What keeps you awake at night?”
“How did you get to where you are today?”
“How did you know to make that choice?”
© Vicki Whiting, Ph.D. 2007
Begin mentor interaction asking yourself, “I wonder. I wonder what story this person can tell me. I wonder who this person has been influenced by. I wonder what this person can offer me because I know that my journey is
not yet complete.
I wonder what this person can teach me.”
Enable the Team
Bring people engaged in your leadership vision together
Ask questions relating to their ability to accomplish the goal
Do they believe they can accomplish the tasks?
Is the reinforcement they receive perceived as fair?
Do they value the rewards they are receiving for their contribution?
Offer encouragement
Provide mentoring
Allow for shared leadership
List the skills needed for goal accomplishment
Identify individuals who possess the needed skills
Ask the individual to lead in their areas of strength
© Vicki Whiting, Ph.D. 2007
A leader is only as effective as those who choose to follow. Allow for
participation, delegation and growth. Identify complimentary talents, and let
others lead within their area of expertise.
A leader of everything is a leader of nothing.
Celebrate milestones
Write thank you cards
Bring flowers
Buy lunch
Say “Thanks for…”
Brag about a person’s contribution
Give a gift certificate
Celebrate creatively and liberally
© Vicki Whiting, Ph.D. 2007
As milestones toward the final goal are met, take time to celebrate intermediate wins. Success breeds success. Don’t wait until you have
arrived at your goal to acknowledge the contributions and progress being made. Thank them and encourage continued success through individual,
sincere positive feedback.
Reflect on Leadership Development
List the initiatives that you have the talent and passion to
lead
Review your leadership vision
Conduct progress checks throughout the leadership path
Ask for 360 degree feedback
Don’t be afraid to fail. Ask yourself, “What is the worst
that could happen?”
© Vicki Whiting, Ph.D. 2007
Leaders fail at every single goal they don’t pursue. Reflection on vision,
implementation and momentum will allow for leadership adjustments along the path
to success.
“You will miss 100% of the shots you don’t take.”
– Coach John Wooden
Leadership Development
As a department, determine where you should introduce
the leadership development framework
Be clear on the learning outcomes you would like to
emphasize with regard to leadership development
Consider how to make leadership development personal
and meaningful for students
Focus on the value of leadership development for the
student, the department and the industry
© Vicki Whiting, Ph.D. 2007
Instill in others the belief that each of them is a leader.
Establish
Vision
Implement
Change
Generate
Momentum
Reflect
© Vicki Whiting, Ph.D. 2007
• Define values
• Identify strengths
• Manage perceptions
• Prioritize goals
• Create action plans
• Execute plans
• Eliminate obstacles
• Engage mentor networks
• Enable the team
A Path to Leadership Success Discovering and Developing
the Leader Within
For more information contact: Dr.Vicki Whiting, Ph.D.
Gore School of Business
Westminster College
1840 South 1300 East
Salt Lake City, UT 84105
(801) 832-2640
© Vicki Whiting, Ph.D. 2007