Leadership &

Group Dynamics
Goal and objectives:
• To promote leadership and teamwork among the
students
• To instill a sense of leadership to the students
• To recognize the importance of the youth in
leadership in many aspects of life.
• To guide the students on how to become a good
leader
• to help students build themselves to become
good leaders, inspire and influence others by their
advocacies.
• To promote empowerment
What is your understanding
about Leadership?
“ We cannot always build the future
for our youth, but we can build our
youth for the future”
– Franklin D. Roosevelt
Leadership
“Leadership is the process of inspiring and influencing people or
group of people to achieve a common goal.”

Note:
• Good leaders are made, not born. If a person can have the desire
and willpower, you can become an effective leader.

• While leadership is learned, a leader's skills, knowledge can be

influenced by his or her attributes or traits, such
as beliefs, values, ethics, and character.
CORE CONCEPTS OF LEADERSHIP

- some of the core concepts of leadership that we need to be

working on ourselves as well as sharing with that next leaders behind
us:

• Competence
• Courage
• Clarity
• Coaching
• Character
CORE CONCEPTS OF LEADERSHIP

COMPETENCE
• Observation. Observing those around you is a key step to improving what you do.
• Help. Asking for help is always a difficult but important element to gaining competence.
• Familiarity. Ensure you are familiar with what you are doing. ...
• Improvement.
• Flexible.

• Develop emotional intelligence.

• Build relationships with your team.
• Strengthen your conflict management skills.
• Practice making decisions.
• Become comfortable delegating tasks.
• Take time to self-reflect.
• Practice taking responsibility.
CORE CONCEPTS OF LEADERSHIP

COURAGE
• Confront reality head-on. Ditch the rose-colored glasses and face the facts about the state of your organization
and business. Only by knowing the true current state can you lead your team to a better place.

• Seek feedback and listen. We all have blind spots that impact the way we interact with others. Unfiltered 360-
degree feedback is not always easy to hear, but it can breathe new life into your relationships and leadership style if you listen
and act.

• Say what needs to be said. Real conversations can be awkward and uncomfortable, especially if conflict is
involved. Having crucial conversations helps cut through the smoke and move through issues. This also means having the
courage to put your opinions on the table, even if they are unpopular.

• Encourage push-back. Many leaders feel pressure to have all the answers. By encouraging constructive dissent
and healthy debate, you reinforce the strength of the team and demonstrate that in the tension of diverse opinions lies
a better answer.

• Take action on performance issues. Confronting people issues is hard, which is why so many leaders
ignore them until they become a toxic threat to the team or company’s performance. By taking swift action to reassign or
exit underperforming employees, you are helping yourself, the team and organization.

• Communicate openly and frequently. Keep the lines of communication open, even when you don’t know
all the answers. Courageous leaders refuse to hide behind jargon and wiggle-words – they use straight-talk and are not
afraid to say “I don’t know.” They also share information instead of hoarding it.
CORE CONCEPTS OF LEADERSHIP

COURAGE
• Lead change. In fear-based environments, it's all about protecting the status quo. Envision a better way, a better
solution, a better product - and approach it with determination and an open mind, knowing that it will be messy and
that a mid-course correction may be necessary. Remember that you need to bring people along the change process for
them to truly engage.

• Make decisions and move forward. Especially in environments of fear and intense change, it feels unsafe to
commit to a decision and move ahead. Avoid the crutch of ‘analysis paralysis’ and make the decision. Forward
movement is always better than being stuck in place.

• Give credit to others. Let go of the need for praise and instead give the credit to those around you. At first it
feels scary – will I be rendered irrelevant or unnecessary if my people are doing all the good stuff? Remember that a good leader
takes more than their fair share of the blame and less than their fair share of the credit.

• Hold people (and yourself) accountable. Expect people to perform and deliver on their commitments,
and have courage to call them out when they don’t follow through. Remember that accountability begins with you –
holding yourself responsible for modeling the behaviors you expect of others.
CORE CONCEPTS OF LEADERSHIP

CLARITY
Every leader needs clarity to accomplish their vision. It gives a clear understanding of
what their goal is, what they must do to reach the goal and what obstacles their team may
have to face while trying to reach for the goal. Clarity makes it possible to make a solid plan
to turn vision into reality.

COACHING
Coaching leadership is one characterized by collaboration, support, and guidance.
Coaching leaders are focused on bringing out the best in their teams by guiding them
through goals and obstacles. This leadership style is very much opposite to autocratic
leadership, which is focused on top-down decision making.
CORE CONCEPTS OF LEADERSHIP

CHARACTER

When it comes to leadership, competencies determine what a person can

do. Commitment determines what they want to do, and character
determines what they will do

A person's character, good or bad, can inspire others to greatness or

discourage them from trying. In small business, the role of leadership character
can't be understated. Authentic leaders lead from a strong, personal, moral
value that can have a profound effect on your organization.
LEADERSHIP STYLES

Autocratic Style

The phrase most illustrative of an autocratic leadership style is "Do as I say." Generally,
an autocratic leader believes that he or she is the smartest person at the table and
knows more than others. They make all the decisions with little input from team
members.

This command-and-control approach is typical of leadership styles of the past, but it

doesn't hold much water with today's talent.

That's not to say that the style may not be appropriate in certain situations. For
example, you can dip into an autocratic leadership style when crucial decisions need
to be made on the spot, and you have the most knowledge about the situation, or
when you're dealing with inexperienced and new team members and there's no time
to wait for team members to gain familiarity with their role.
LEADERSHIP STYLES

Authoritative Style

The phrase most indicative of this style of leadership (also known as "visionary") is
"Follow me." The authoritative leadership style is the mark of confident leaders who
map the way and set expectations, while engaging and energizing followers along
the way.

In a climate of uncertainty, these leaders lift the fog for people. They help them see
where the company is going and what's going to happen when they get there.

Unlike autocratic leaders, authoritative leaders take the time to explain their
thinking: They don't just issue orders. Most of all, they allow people choice and
latitude on how to achieve common goals.
LEADERSHIP STYLES

Pacesetting Style

"Do as I do!" is the phrase most indicative of leaders who utilize the
pacesetting style. This style describes a very driven leader who sets the pace
as in racing. Pacesetters set the bar high and push their team members to run
hard and fast to the finish line.

While the pacesetter style of leadership is effective in getting things done

and driving for results, it's a style that can hurt team members. For one thing,
even the most driven employees may become stressed working under this
style of leadership in the long run.
LEADERSHIP STYLES

Democratic Style

Democratic leaders are more likely to ask "What do you think?" They share
information with employees about anything that affects their work responsibilities.
They also seek employees' opinions before approving a final decision.

There are numerous benefits to this participative leadership style. It can engender
trust and promote team spirit and cooperation from employees. It allows for
creativity and helps employees grow and develop. A democratic leadership style
gets people to do what you want to be done but in a way that they want to do it.
LEADERSHIP STYLES

Coaching Style

When you having a coaching leadership style, you tend to have a

"Consider this" approach. A leader who coaches views people as a
reservoir of talent to be developed. The leader who uses a coach
approach seeks to unlock people's potential.
LEADERSHIP STYLES

Affiliative Style

A phrase often used to describe this type of leadership is "People come first." Of all the
leadership styles, the affiliative leadership approach is one where the leader gets up
close and personal with people. A leader practicing this style pays attention to and
supports the emotional needs of team members. The leader strives to open up a
pipeline that connects him or her to the team.

Ultimately, this style is all about encouraging harmony and forming collaborative
relationships within teams. It's particularly useful, for example, in smoothing conflicts
among team members or reassuring people during times of stress.
LEADERSHIP STYLES
Laissez-Faire Style

The laissez-faire leadership style is at the opposite end of the autocratic style. Of all the
leadership styles, this one involves the least amount of oversight. You could say that the
autocratic style leader stands as firm as a rock on issues, while the laissez-faire leader
lets people swim with the current.

On the surface, a laissez-faire leader may appear to trust people to know what to do,
but taken to the extreme, an uninvolved leader may end up appearing aloof. While it's
beneficial to give people opportunities to spread their wings, with a total lack of
direction, people may unwittingly drift in the wrong direction—away from the critical
goals of the organization.

This style can work if you're leading highly skilled, experienced employees who are self-
starters and motivated. To be most effective with this style, monitor team performance
and provide regular feedback.
LEADERSHIP STYLES

Choosing Leadership Styles

Knowing which of the leadership styles works best for you is part of being a good
leader. Developing a signature style with the ability to stretch into other styles as the
situation warrants may help enhance your leadership effectiveness.

1. Know yourself.
Start by raising your awareness of your dominant leadership style. You can do this by
asking trusted colleagues to describe the strengths of your leadership style. You can
also take a leadership style assessment.

2. Understand the different styles.

Get familiar with the repertoire of leadership styles that can work best for a given
situation. What new skills do you need to develop?
LEADERSHIP STYLES

3. Practice makes a leader.

Be genuine with any approach you use.Moving from a dominant leadership style to a different
one may be challenging at first. Practice the new behaviors until they become natural. In other
words, don't use a different leadership style as a "point-and-click" approach. People can smell a
fake leadership style a mile away—authenticity rules.

4. Develop your leadership agility.

Traditional leadership styles are still relevant in today's workplace, but they may need to be
combined with new approaches in line with how leadership is defined for the 21st century.

Today's business environments are fraught with challenges due to the changing demographics
and the employee expectations of a diverse workforce. This may call for a new breed of leader
who is an amalgam of most of the leadership styles discussed here.

As the Chinese proverb goes, the wise adapt themselves to circumstances, as water molds itself
to the pitcher. An agile leadership style may be the ultimate leadership style required for leading
today's talent.
TIME MANAGEMENT FOR LEADERS

“Time management” is the process of organizing and planning how to

divide your time between specific activities. Good time management
enables you to work smarter – not harder – so that you get more done
in less time, even when time is tight and pressures are high.
TIME MANAGEMENT FOR LEADERS

Time management skills:

• Prioritizing
• Delegation
• Decision-making
• Goal setting
• Multitasking
• Problem solving
• Strategic thinking
• Scheduling
• Managing appointments
• Record keeping
CHARACTERISTICS OF A GOOD LEADER

• Integrity
• Ability to delegate
• Communication
• Self-awareness
• Gratitude
• Learning agility
• Influence
• Empathy
• Courage
• Respect
CHARACTERISTICS OF A GOOD LEADER

Integrity
The importance of integrity should be obvious. Though it may not necessarily be a
metric in employee evaluations, integrity is essential for the individual and the
organization. It’s especially important for top-level executives who are charting the
organization’s course and making countless other significant decisions. Our research
shows that integrity may actually be a potential blind spot for organizations. Make
sure your organization reinforces the importance of integrity to leaders at various
levels.

Ability to Delegate
Delegating is one of the core responsibilities of a leader, but it can be tricky to
delegate effectively. The goal isn’t just to free yourself up — it’s also to enable your
direct reports, facilitate teamwork, provide autonomy, lead to better decision-
making, and help your direct reports grow. In order to delegate well, you also need to
build trust with your team.
CHARACTERISTICS OF A GOOD LEADER

Communication
Effective leadership and effective communication are intertwined. You need to
be able to communicate in a variety of ways, from transmitting information to
coaching your people. And you must be able to listen to, and communicate
with, a wide range of people across roles, social identities, and more. The quality
and effectiveness of communication across your organization directly affect the
success of your business strategy, too. Learn how better conversations can
actually improve your organizational culture.

Self-Awareness
While this is a more inwardly focused skill, self-awareness is paramount for
leadership. The better you understand yourself, the more effective you can be.
Do you know how other people view you or how you show up at work? Take the
time to learn about the 4 aspects of self-awareness and how you can strengthen
each component.
CHARACTERISTICS OF A GOOD LEADER
Gratitude
Being thankful can make you a better leader. Gratitude can lead to
higher self-esteem, reduced depression and anxiety, and even better
sleep. Few people regularly say “thank you” at work, even though most
people say they’d be willing to work harder for an appreciative boss.
Learn how to give thanks and practice more gratitude in the workplace.

Learning Agility
Learning agility is the ability to know what to do when you don’t know
what to do. If you’re a “quick study” or are able to excel in unfamiliar
circumstances, you might already be learning agile. But anybody can
foster learning agility through practice, experience, and effort. Explore
how great leaders are great learners, with strong learning agility to get
started.
CHARACTERISTICS OF A GOOD LEADER
Influence
For some people, “influence” feels like a dirty word. But being able to convince people
through logical, emotional, or cooperative appeals is a component of being an
inspiring, effective leader. Influence is quite different from manipulation, and it needs to
be done authentically and transparently. It requires emotional intelligence and trust.
Learn more about how effective influencing can be a game-changer.

Empathy
Empathy is correlated with job performance and is a critical part of emotional
intelligence and leadership effectiveness. If you show more inclusive leadership and
empathetic behaviors towards your direct reports, our research shows you’re more
likely to be viewed as a better performer by your boss. Plus, empathy and inclusion are
imperatives for improving workplace conditions for those around you.
CHARACTERISTICS OF A GOOD LEADER

Courage
It can be hard to speak up at work, whether you want to voice a new
idea, provide feedback to a direct report, or flag a concern for someone
above you. That’s part of the reason courage is a key skill for good
leaders. Rather than avoiding problems or allowing conflicts to fester,
courage enables leaders to step up and move things in the right
direction. A workplace with high levels of psychological safety and a
strong coaching culture will further support truth and courage.

Respect
Treating people with respect on a daily basis is one of the most important
things a leader can do. It will ease tensions and conflict, create trust, and
improve effectiveness. Respect is more than the absence of disrespect,
and it can be shown in many different ways. Explore how you can
cultivate a climate of respect at work or learn more about becoming an
ally to others.
CHARACTERISTICS OF A GOOD LEADER

Note:
• leadership is a social process. If you demonstrate several of the characteristics of a good
leader but fail to grasp this, chances are you won’t get very far on your own. You may be
well-liked and respected, but it will be challenging to accomplish team or organizational
goals.

• leadership isn’t a destination — it’s something that you’ll have to work at regularly
throughout your career, regardless of what level you reach in your organization.

• Leadership is less about a strong or charismatic individual and more about a group of
people working together to achieve results. That’s why we say that leadership is a journey
— different teams, projects, situations, and organizations will require you to apply these
skills in different ways.
TEAMWORK IN LEADERSHIP

• Leadership and teamwork have a direct impact on the ability for an

organization to carry out its mission.

• Teamwork is the ability to work cooperatively with others to achieve group

objectives. This competency is fundamental because leadership is not an
individual sport. The essence of leadership is accomplishing worthy goals
through the combined efforts of others, and teamwork capabilities are
crucial.
TEAMWORK IN LEADERSHIP

You need leadership to make sure everyone on your team is going in the same
direction and working towards the same goal. Good leadership:

• Provides a clear vision for the team.

• Provides a strategy for achieving the vision.
• Motivates team members to use their talents.
• Challenges the team to be innovative and enhance their skills.
• Monitors progress and directs the team to keep them on track.
• Your team is the vehicle to help you reach the goal.
TEAMWORK IN LEADERSHIP

5 Reasons Why Teamwork is Important

1. Teamwork motivates unity in the workplace

2. Teamwork offers differing perspectives and feedback
3. Teamwork provides improved efficiency and productivity
4. Teamwork provides great learning opportunities
5. Teamwork promotes workplace synergy
TEAMWORK IN LEADERSHIP

Note:
Just like a bike needs to have all of its parts working together for a smooth ride, a team
needs to have all members working together to be efficient. When there is a problem,
team members need to be respectful of each other and be able to work through
conflicts. Bad feelings and bad attitudes are harmful to the people involved, and break
down the trust and confidence in the team. This slows down team's progress because
their attention is focused on problems.

A bike is made of more than a seat and a couple of tires. It has many parts that perform
a function to make it work. Similarly, teams are made up of people with different talents
that contribute to reaching a goal. Each team member needs to understand their role
and responsibility as part of the team.
DECISION MAKING IN LEADERSHIP

• Utilizing effective processes to make decisions. Leaders with a well-

developed decision-making ability can make quality, informed choices from
a number of options.

Note:
• The ability to make decision and stick to it is the cornerstone of
good leadership skills. Making good decisions are never easy, but they are integral to
both goals and objectives. And they are key ingredients to success. Decision making is
one of the most important aspects of good leadership.

• Decisions, large and small, can make or break both management and leadership.
Making the right decisions for the right reasons makes the team and the organization
stronger. Doing it well makes sense for everyone.
DECISION MAKING IN LEADERSHIP

the process of making decisions that would help leaders and managers
in organizations to solve problem involves the following six steps:
(1) Defining the Problem,
(2) Develop Alternatives,
(3) Evaluate the Alternatives,
(4) Make the Decision,
(5) Implement the Solution,
(6) Monitor your Solution.
DECISION MAKING IN LEADERSHIP

7 Key Ingredients for Leadership Decision Making

• Take the time: As was stated earlier, speed is critical in many decision-
making situations. But haste is never a consideration. Assess all aspects
of the problem, and then make the choice.

• Adhere to mission: The corporate core values, guiding principles and

mission are all integral to decision making motives. Doing what is right
for the organization is just as critical as the doing.

• Look at choices: The first idea might not be the best one in every
scenario. Create a number of viable alternatives and, with guidance,
choose the best of them.
DECISION MAKING IN LEADERSHIP
7 Key Ingredients for Leadership Decision Making

• History is critical: Many decisions have a history to fall back on; past decisions.
Look at the past to ensure the present and the future.

• Choose and move forward: Taking the right action after making the right decision
makes sense. Once certainty is reached, carry the decision forward.

• Do something: It is okay to get help and support when an important decision is

about to be made. If there is a problem, it will never go away by doing nothing.

• Total agreement: When a team or group is 100% behind a decision with no

discussion or disagreement, it might not be the best decision. Groupthink can
pose problems and hearing some disagreement can make the final decision
even stronger.
Assignment: reflection paper (to be submitted next meeting)

1. Who are you as a youth leader?

2. Who is your role model in leadership? consider someone in your life

as a leader? Why? Give at least two qualities he/she possessed as a
leader that you admire most and why?