Achsahs-Springs Blog Post 2 : Assigned vs Emergent Leaders & Managers vs Leaders
Question Posed in Post: Does growing in leadership skills and abilities demand releasing the managerial skills and abilities?
My Response:
Hi there,
I thoroughly enjoyed reading your post. I especially could connect and relate to your experience finding “leading from the floor” to be more effective than your previous assigned leadership role. I too would like to delve more into this later and examine why we find this to be true.
As far as your question about releasing managerial skills and abilities goes in order to grow as a leader, my immediate response is “not at all”. I think that some of us inherently have these organizational skills and they help enable us to foresee, plan and share a vision. I think organizational skills can enhance our leadership abilities, however, the mistake a lot of people make I think (based purely on personal experience with some leaders) is when people in positional leadership roles use their managerial skills to try and micro-manage others instead of empowering them or creating opportunities for them to build their own skills and be successful. I think true leaders surround themselves with people who are able to bring skills to the table that enable everyone to be successful in working towards a common goal. If someone in a position of power does everything (or attempts to do everything) or takes credit for everything, those people will never be true leaders.
Maddison Olsen Post – Unit 1, Learning Activity 5
Link: https://create.twu.ca/maddisonolson/2018/05/06/unit-1-learning-activity-5/
Discussion Question: How can I ensure I’m listening to my team members and effectively communicating with them when our paths do not cross on a regular basis?
My Response:
Great communication question! I don’t know how this would work in a kitchen (or how this might be perceived), but perhaps, leaving little personal handwritten notes every now and again for your team letting them know that you care, you appreciate them and acknowledge that amazing things that they do and that you’re checking in to see if there is anything that they might need… might be a good way to keep in touch.
Our staff team has a group message system that we use. I also stay in touch with students through an app called Remind. It’s a great way to get a message out to a whole group or just specific individuals. It is also a safe way to communicate with students as all messages are recorded.
Achsahs-Springs Post 3 – Principles of Servant Leadership
Link: https://create.twu.ca/achsahs-springs/2018/05/05/blog-post-3-three-principles-of-servant-leadership/
Question Posed: “So I have preconditioned myself to believe that influencing individuals, groups and situations is more difficult, challenging, and, well… unlikely. So my closing question to invite further comment and discussion is this: are there others who have wrestled with this mindset? And does this mindset put limits on one’s ability to lead?”
My Response:
I really enjoyed reading your post. I especially liked your question about mindset. I believe our mindset dictates a lot and it’s something that I wrestle with a lot. There’s a Henry Ford quote that is one of my favourites and I learned it in a karate dojo. I was nervous about having to break a piece of wood for the first time building up to one of my early gradings. My Sensei took me aside and told me that I needed to believe that I could do it. If I didn’t believe it, then I definitely wouldn’t be able to achieve it. This is when he shared with me what Henry Ford once said; “If you think you can, then you can. But, if you think you can’t, then you can’t.” It’s something I share with my students each year as well and try to remind myself when I’m feeling doubtful and questioning my abilities to make a difference.
Maddison Olson – Follow the Leader: Simon Sinek
Link: https://create.twu.ca/maddisonolson/2018/05/06/follow-the-leader-simon-sinek/
Question/Discussion: The concept Simon is most known for is the Golden Circle. He believes that the most successful people do not get that way by talking about what they are doing but instead by talking about the why behind what they do. The best leaders communicate the why behind their organizations goals.
My Response:
I really enjoyed reading your post. I love Simon Sinek too! I use his videos quite a bit in the classroom with my students and the conversations that we generate as a result are amazing and so insightful! I especially like his discussion of the importance of knowing your why. There is another video that I love, by Michael Jr. if you haven’t seen it yet that also demonstrates the difference when you know your why. The link for it is https://youtu.be/LZe5y2D60YU. I love it so much that I have it set to stay on my website as a daily reminder to myself as to why I’m here! I also have used it during staff meetings with the team as a motivation as to the difference between just showing up at school and teaching, and knowing your personal reason why you come to school and teach. I also use it with my Grade 12’s to help them prepare for the transition from high school to the ‘real world’ to help them understand their purpose.
One of my favourite places to visit (besides Pinterest) to be inspired and build my professional learning network is Twitter. I joined Twitter back in September 2012. One of my jobs in 2012 was working as an Instructional Services Teacher in the School Board Office. As part of my role, I would work one on one with teachers or conduct workshops on the use of technology and how to incorporate its use seamlessly into teaching practice and classrooms. Twitter was where I turned to for tips and ideas! Over the years, I have been able to connect with and follow people that I have found inspirational and who have shared the same philosophy of teaching. If you’re on Twitter as well, I would love to connect with you! You can find me 
What is it about this man and his posts that has attracted so many followers? He has a common goal with the rest of us, he truly wants to make a difference! His banner on Twitter reads “I want to do something that MEANS something”, and isn’t that what it’s all about? What makes him stand out from others who spout the same language, is that Danny Steele shares how he tries to make a difference both in his blog and Twitter posts. He goes beyond just words and demonstrates his words through actions. He is willing to be vulnerable and has the courage to share not just his successes but also his failures and how he has learned from them. People appreciate his willingness to put himself out there and to express what so many of us are thinking or wanting in ourselves, our community and in our leaders. He tackles those difficult conversations and asks thought provoking questions that promote self reflection and change. He’s not afraid to share his vision and is quick to acknowledge and give credit where credit is due. He puts his students and his staff above himself and his own needs.
“Letter to a Discouraged Student”
My family all knew how hard my Dad worked. He would often take phone calls from people in crisis well into the night and on weekends. When he passed away in 2007, the line up at each viewing stretched out the door of the funeral home and around the corner. Person after person would share with me stories of how my Dad had touched their lives and things he had done (mostly without anyone else ever knowing) to help others be successful. My Dad knew how to listen, was extremely empathetic, took care of others and was fully committed to helping others grow. Thursday was the anniversary of his passing, and 11 years after his death, people still share stories with me of how my Dad reached out to them. I am extremely lucky to have had this example set before me, because it has affected how I have approached every opportunity and relationship in life.
If I can listen first, I will essentially be putting others first. By demonstrating the ability to listen not just with my ears but with my heart, I will be able to genuinely acknowledge that I am receptive to others opinions and perspectives. I have worked with many leaders who model this example. They are the people who put away their devices, stop what they are doing and provide their full attention to the speaker. They listen without interrupting and without judgement. This is something that I believe so firmly in and try and practice in all areas of my life. By listening, we learn more than we ever could by talking. An example of this, is when a student comes to talk to me about a problem they are having with an assignment during my lunch hour. Even though it’s the first time, I’ve sat down all day for a second, I know that by putting aside my sandwich, and stopping what I was doing to focus wholly on them, I am demonstrating that they matter to me. Often times, it is during these moments, that the topic of conversation shifts from the minor assignment issue to what is really troubling them in other areas of their life. By listening, we show we care more than we ever could by jumping in and trying to problem solve. It is sometimes hard to not want to problem solve, especially if we’ve been there and done that. A funny example of listening without trying to problem solve is this 
Another principle of servant leadership that is most dear to my heart is empathy. Empathy according to Northouse (2019) is, “being able to stand in the shoes of another person and attempting to see the world from that person’s point of view. Empathetic servant leaders demonstrate that they truly understand what followers are thinking and feeling. When a servant leader shows empathy, it is confirming and validating for the follower. It makes the follower feel unique (p. 229)”. When I think of empathy, I automatically think of Brené Brown. I love her message and have read all of her books and watched all of her Tedtalks on Youtube. If you haven’t had the opportunity to check out some of her writing, I strongly recommend her! She talks about empathy in one of her Tedtalks. 
one point even writing the word ‘YES!’ in huge capital letters with a huge exclamation point and underlined twice for special emphasis in the blank space at the side of the page. What I was reading made perfect sense to me! I could personally relate to what he was referring to on several levels.
and align the people to build the teams. He was inspiring and energizing to listen to and his employees were empowered to be creative. Once a vision was established, Steve Jobs left the rest of the day to day organizational tasks to his management team and he continued to concentrate on creating positive change. 
Do you ever find yourself chafing at what feels like stifling organizational rules that you see as limiting potential and being reactive instead of proactive? As it pertains to Bennis and Nanus’ quote “Managers are people who do things right and leaders are people who do the right thing (2007, p. 221).” How would you (after giving it some time to observe and reflect) as an emerging leader (or an assigned leader) question process and promote change respectfully?
I love the use of the word process as it suggests an ongoing journey and emphasizes that it is not a one-stop ideal. It isn’t restricted to inbred traits, or positional titles and can be learned. I especially appreciated the reference to leadership being a “transformational process that moves followers to accomplish more than is usually expected of them (Northouse, 2019, p. 5)”. I immediately thought of the football coach from the death crawl scene in Facing the Giants who during practice one day challenged a player to carry another player on his back and crab walk 25 metres while blindfolded. The player wanted to quit so many times, however, the push and encouragement of his coach caused the player to dig deep and apply grit he never knew he had and as a result, (to the player’s own amazement and the rest of the team who were watching), the player ended up crab walking the length of the entire football field! 
least for me anyways) like Hitler, the Taliban and even Donald Trump. The kinds of people who use influence to negatively control other people. However, after reading Northouse’s (2019) description of the two different kinds of power, (personal and positional) and how they fit into the six different bases of power, I began to view the word power from a different lens. Instead of viewing it as something negative, I began to see it as something positive and a way that leaders can help make a genuine difference in helping influence others to achieve a common goal. To be clear, power is not dominance over others. True power comes from the building of relationships and the ability to communicate effectively. Northouse (2019), discusses power as a way to promote meeting collective group goals. What I most appreciated was the emphasis on the interrelationship between followers and leaders when it comes to the perception of power; “Leaders are not above or better than followers. Leaders and followers must be understood in relation to each other (Hollander, 1992) and collectively (Burns, 1978). They are in the leadership relationship together and are two sides of the same coin (Northouse, 2019, p.6)”. As I read further, I began to make personal connections to myself and leaders I have known and worked with. It never ceases to amaze me, how some people are drawn to the myth of power like moths to a flame. A title, while providing positional power, does not guarantee that the person holding said title is a genuine leader or respected as one. As an educator, I work in a system where there are individuals in roles who hold legitimate positional power over others, like Principals and Vice-Principals or the Superintendent of Education. I have worked with a lot of administrators who I deeply admire and respect for their actions, their ability to inspire change and to create vision and their ability to bring people together. However, there are others, who through their titles, have the capacity to reward or punish certain team members, who are the gatekeepers of important information which they can choose to dole out as they see fit and who have also been known to be coercive to push their own agendas (which are not necessarily beneficial for the team as a whole). On the “other side of the coin” (Northouse, 2019, p. 6), there are also leaders on staff who don’t have a formal title but due to their knowledge base and likability factor they have amassed a following of their own, whether they are aware of this or not. They are looked up to because their followers believe that these leaders have something of value to share that benefits the team and the common goals. These people according to Northouse (2019), possess personal power. I have had the opportunity to have been on both sides of this coin and will discuss that more in our next post on assigned and emergent leaders.
In order to be a leader, you need to have a group. If you don’t have a group, you don’t have anyone to influence towards a common goal. Without anyone to influence, you don’t have leadership. “Leadership occurs in groups. Leadership is about one individual influencing a group of others to accomplish common goals (Northouse, 2019, p. 6)”. Groups of people are always interesting to observe. There are always the loud, outspoken individuals, the quiet ones, the knowledgable ones, the creative ones, the skilled ones and the confident ones. In order to stand out as leader and be able to influence others, one be must able to communicate. Communication is key to building relationships, asking questions, sharing knowledge, initiating new ideas and keeping informed. Communication is essential in determining the will of a group and setting and working towards a common goal. If a person is unable to communicate, they will not be able to gain the confidence of the group or be viewed as helpful in the development of a common goal to work towards. People naturally are drawn to those who have referent and expert power bases and who use that power to work towards the common goals of the group. I know those are the people that I am drawn to and look to for guidance and direction. The more a leader can communicate that they are in tune with the group prototype, the more a person will be perceived as an emerging leader (Northouse, 2019, p. 8) and be able to successfully influence others.
My take away from Northouse’s introduction to leadership is that influence, power, process, groups and goal attainment are all necessary pieces of the leadership puzzle. You can’t fit it all together if one piece is missing. Without a group, there is no one to influence. Without a common goal to work towards, it’s not leadership, but coercion at best. And most importantly, leadership is a process, not a one stop deal.
I’m sure we all know leaders who have positional power but who also hold large influence due to their likability and knowledge base (former US President, Barack Obama comes to mind). Do you think these referent and expert based positional leaders are in the minority? What has your experience been with positional leaders possessing these power bases?
Thanks for joining me on my walk through the woods and my educational journey of self-discovery. I can’t wait to get started!
