The Last Piece of The Puzzle

How have you been able to apply what you have learned about leadership?

Since taking this course, I have begun to view leadership in a very different manner. I have transitioned from a static, task-oriented approach to completely different and dynamic relationship-focused viewpoint. Through the StrengthsQuest assessment I realized that I am very purpose and information focused. This doesn’t mean that I disregard other’s feelings and ideas, of course, but when working in a group setting, accomplishing a goal is my primary objective.

Different strengths contribute to the group in their unique ways. The greater the number of words are represented, the more complex and dynamic a group is.

Throughout the past nine weeks, I have adopted a new relational leadership model, in which I now focus on the process of working in a group and empowering the members. I have learned that not only is this approach more effective in long-term groups, but it also results in an overall better moral and eagerness to accomplish a task. Recently I joined a sorority, and I have already noticed that I focus on the relations in the group, rather than a linear series of tasks. (Well, I guess that also may be a necessity anyways when dealing with over 130 girls in a group.) With this new organization that I have become a part, I have also gained a significant amount of confidence that there are no “followers” in the group and the participants can still take an active leading role.

How are you more aware of yourself?

Like previously mentioned, StrengthsQuest has allowed me to become more aware of my strengths and how they contribute to the group. In conjunction with this, the course has challenged me to reassess my traditional views of leadership and realize all of the different possibilities that exist for leading a group and that varying styles work better in different scenarios. Growing up in a rather homogenous community, I have also become more sensitive to diversity through my readings in the book and class discussion. I already knew that diversity and greatly enhance the product of a group, but this was reinforced and explained during class.

A large emphasis in the book was also placed on change. I learned a lot about how to approach change when the group is confronted with it. Few of us actually look forward to change; for a variety of reasons discussed in class, we can fear and resist change. Through this discussion in class, I identified my own fears of change. As a leader, I need to be aware of these hesitations and confront them. It will be difficult to include and encourage participants to accept a change if I am unwilling to do so myself.

What things do you now see differently? How are you changing?

I have noticed that I view others’ leadership very differently. Unfortunately, I have become a little critical when I notice that others are leading in an inefficient way or are unaware of the dynamics in the group. For example, yesterday I attended a large workshop call Fraternal Futures, for all new Greek life members. About 1000 people were broken down into smaller group and led by two or three facilitators. Now that I am aware of the Relational Leadership Model, as a participant I was able to spot challenges the facilitators had with each other that they probably weren’t even aware existed.

(So maybe this isn't the most effective way to handle a conflict. As I look outside it's unfortunately snowing, so I felt this was appropriate :) A lot of suggestions were provided in the book how to build relationships and resolve conflicts - I don't think that initiating a snowball fight was one of them, however.)

I am not only changing as a leader, but as a person as well. I now appreciate the value of the “process” and relations that I have with those around me. Our daily lives are made up of both informal and formal groups, and I have noticed that I now actively try to empower those around me. As a first year student, I have little formal authority in my organizations, but I feel like I built a toolbox for the near future. In the upcoming years, I will undertake roles in which I will need to implement change and deal with conflict. I feel well prepared to calmly handle almost any situation – the book even explains what to expect with group reactions to both negative and positive change.

How will you continue your learning about leadership?

With my newfound awareness, I think experience will be now be the best medium to use my new tools in my toolbox. I now know how to confront a variety of problems, so I will be able to continually learn from others and experience first-hand how I can personally put these techniques to use. My awareness will significantly aid in progressively developing and learning as a leader. We have discussed numerous times in class that leadership is not a static process, and I believe that constant learning will support an ever-evolving group.

 I can gain this new knowledge in a variety of ways. I can primarily gain experience by continuing to be an active participant within my current organizations and seeking to fulfill available leadership positions. I recently learned that I will be on executive board next year for one of the student orgs I am a member. I am excited about this challenge, and I know that it will be a great learning experience, especially as a second-year student. I also plan to stay involved in a statewide organization (that develops leadership in high school student council members) during a summer workshop. People say that the best way to learn is by teaching, and by staffing previous workshops, I know that I grow as a leader just a much as the delegates do.

What is your own philosophy of leadership?

For the past several years, I have supported the idea that strong leaders know when to take a step back and others lead. I think this philosophy has been supported continuously throughout the book and course. I had no idea at the time when I first said it, but I was actually describing the “empowerment element” of the Relational Leadership Model. Leaders must be open to new ideas – even if they are not their own – in order to find a solution to a problem that will most significantly lead to a positive change.

With this idea of empowerment, I will once again stress my new appreciation for the process.  This concept frequently reminds me of popular quote, “Life is about the journey, not the destination.” Yes, an overall outcome is important, but is it worth it if members are hurt or degraded while a solution is derived? As leaders, we must be constantly observing and aware of the relations within a group. The life cycle of a group will be relatively short if the leaders and members cannot function with consideration for each other, which can ultimately lead to beautiful synergy.

This silly commercial for Toyota emphasizes how two people working together can sometimes be better than the individuals working separately. Hence, 2+2=5.