91505 - Contemporary Leadership Principles Recap
Reflect on your prior knowledge of leadership. What qualities make a good leader? What type of leader are you?
Explore the different leadership principles
(Reference your ideas)
Define the leadership principles from your research.
& who? (Ref)
Process examples of how you think this leadership principle will look in practice?
Communicate why you are applying these principles? Did they work how you expected them to? How did the players actually respond?
Create lesson plans which will meet the players needs & have opportunities for you to apply different leadership principles.
Situational Leadership
The most successful leaders consider each situation before deciding the most appropriate type of leadership to use. Using the right type of leadership to respond to the needs of the person/ group.
Motivating students in the group to participate who are lacking enthusiasm to do the activities.
Teaching Yr 6’s vs Yr 8’s. How did you alter your leadership style to suit the different age groups? Why did you have to alter your leadership style between the two groups?
Adapting the drills to the abilities of the group.
Affiliated leadership
The leader is concerned with building relationships more than skill development. Why? How will this benefit the groups involved? How will this hinder students?
By giving praise to the players.
Spending more time on the fun team building activities.
Transactional Leadership
Focusing on the performance of the students.
Giving out rewards and punishments.
Might not be good for the future (relationships)
Distributed Leadership
Also known as shared leadership. Having faith in your players to take responsibility and giving them specific jobs to help build them as leaders.
Getting the students to help by having a small job.
Coaching Leadership
Where the leader develops players by getting to know their strengths and weaknesses. They are able to recognise talent and how to best develop it. Focusses on the needs of the individual.
Providing specific feedback and feedforward.
Working with individuals to help them set their own goals.
The Empowerment Leadership
Empowering the players and giving them a chance to step up and be the teacher/ leader. (Ako)
Using players as a demonstrator to show the rest of the group how to perform the technique.
Getting the players to be the captain in a game and step up and be the leader. How will this impact them?
Collaborative Leadership
How the group gained a consensus, or how they made decisions and everyone contributed.
Encourage suggestions and ideas from the team where each person has a turn at talking.
Getting the team to reflect on how they went in the game and how they can improve on this.
http://intenseminimalism.com/2015/the-six-styles-of-leadership/
Daniel Goleman’s Leadership That Gets Results, a landmark 2000 Harvard Business Review study.
Goleman and his team completed a three‐year study with over 3,000 middle‐level managers. Their goal was to uncover specific leadership behaviors and determine their effect on the corporate climate and each leadership style’s effect on bottom‐line profitability. The research discovered that a manager’s leadership style was responsible for 30% of the company’s bottom‐line profitability! That’s far too much to ignore. Imagine how much money and effort a company spends on new processes, efficiencies, and cost‐cutting methods in an effort to add even one percent to bottom‐line profitability, and compare that to simply inspiring managers to be more kinetic with their leadership styles. It’s a no‐brainer.
The affiliative leader works to create emotional bonds that bring a feeling of bonding and belonging to the organization. If this style were summed up in one phrase, it would be “People come first.” The affiliative style works best in times of stress, when teammates need to heal from a trauma, or when the team needs to rebuild trust. This style should not be used exclusively, because a sole reliance on praise and nurturing can foster mediocre performance and a lack of direction.
The coaching leader develops people for the future. If this style were summed up in one phrase, it would be “Try this.” The coaching style works best when the leader wants to help teammates build lasting personal strengths that make them more successful overall. It is least effective when teammates are defiant and unwilling to change or learn, or if the leader lacks proficiency.
Bottom line? If you take two cups of authoritative leadership, one cup of democratic, coaching, and affiliative leadership, and a dash of pacesetting and coercive leadership “to taste,” and you lead based on need in a way that elevates and inspires your team, you’ve got an excellent recipe for long‐term leadership success with every team in your life.
https://www.ted.com/playlists/140/how_leaders_inspire
https://books.google.co.nz/books?id=S4nUAgAAQBAJ&pg=PA40&lpg=PA40&dq=contemporary+leadership+principles+in+real+life&source=bl&ots=SYqESuWOdR&sig=ndM1Jz7sHAq23FGXgtYgn-KCxk4&hl=en&sa=X&ved=0CEwQ6AEwCGoVChMI28Wc_peKxwIVgyOmCh3_owxS#v=onepage&q=contemporary%20leadership%20principles%20in%20real%20life&f=false Contemporary Leadership in Sport Organizations
http://zengerfolkman.com/media/articles/ZFA-Coaching-as-Management-Style.pdf
Coaching leadership
http://literacy.kent.edu/coaching/information/Research/NHS_CDWPCoachingEffectiveness.pdf Coaching style of leadership
https://www.fastcompany.com/1838481/6-leadership-styles-and-when-you-should-use-them