Reflective Leadership

Reflective exercises

Andrew

Just as a starting point, you might want to visit this post of mine: http://www.unfoldingleadership.com/blog/?p=171.

That won’t give you exercises, per se, but does suggest some things that your course could be about, such as reflection on what effective, trust-based relationships are like, what people don’t share about themselves and why not, the impacts of personal blindspots, and how to ask for feedback from others in ways that generate useful data. It might engage people in talking about their finest moments — when they really experienced their own leadership and what that was like for them — as well as the leadership dilemmas they now face. These "dilemmas" should not be about "external" techniques to better control or motivate others but have a lot to do with their own inner challenges, such as confidence, arrogance, taking joy in their work, etc — their own motivations and growth needs that are not about "the other people" but about themselves. In effect, your course might help people generate their own questions about themselves and their leadership, and facilitate their design of experiments to get that data via feedback from others or through other reflective tools, such as readings and activities that access different "intelligences," such as physical movement, various forms of art and music, storytelling, etc.

If you’d like to talk further about any of these ideas, please feel free to contact me: dan@unfoldingleadership.com.

Thanks, and good luck!

Best

Dan

3 Responses

User deleted says:

August 15, 2012 at 10:19 pm

Reflective exercises

Andrew

Just as a starting point, you might want to visit this post of mine: http://www.unfoldingleadership.com/blog/?p=171.

That won’t give you exercises, per se, but does suggest some things that your course could be about, such as reflection on what effective, trust-based relationships are like, what people don’t share about themselves and why not, the impacts of personal blindspots, and how to ask for feedback from others in ways that generate useful data. It might engage people in talking about their finest moments — when they really experienced their own leadership and what that was like for them — as well as the leadership dilemmas they now face. These "dilemmas" should not be about "external" techniques to better control or motivate others but have a lot to do with their own inner challenges, such as confidence, arrogance, taking joy in their work, etc — their own motivations and growth needs that are not about "the other people" but about themselves. In effect, your course might help people generate their own questions about themselves and their leadership, and facilitate their design of experiments to get that data via feedback from others or through other reflective tools, such as readings and activities that access different "intelligences," such as physical movement, various forms of art and music, storytelling, etc.

If you’d like to talk further about any of these ideas, please feel free to contact me: dan@unfoldingleadership.com.

Thanks, and good luck!

Best

Dan
Dominic Andrew says:

August 17, 2012 at 3:47 pm

Reflective Mgt

Hi Andrew

Our lead trainer on equality laws and diversity issues(self proclaimed anorak lol) has created an exercise on his management and corporate governance courses linking 5 extremist management styles to their detrimental impact on equality and diversity in the workplace and indeed cascasding through to service delivery.It might not be your horse for the course although you could tweak I guess.Anyway drop William,the trainer,an e mail at trainingqed@aol.com He’ll send it and answer any questions etc

GOOD LUCK!

QED Training qedworks.com
User deleted says:

January 18, 2013 at 1:01 am

Best wishes!
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