Three exercises about leadership,Due day is tomorrow,before 12:00am

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   1.  Experiential Leadership Exercise #2:

   use it.

   This
   exercise is designed to help you develop a personal definition of leadership and
   clarify your assumptions and expectations about leadership and
   effectiveness.

   Complete
   the following tasks:

    TASK
   1:
    Describe Your Ideal Leader.

   List
   five desirable and five undesirable characteristics of your ideal
   leader.

   TASK
   2:  Develop Your Personal Definition of Leadership.

   Explain
   and defend your list of desirable and undesirable characteristics and develop
   your personal definition of leadership.

   TASK
   3:  Distinguish Between Leadership and Management

   Explain
   how your personal definition of leadership would differ from your personal
   definition of management.

   Please
   make sure you fully support your responses to the exercise
   questions.

3.  Experiential Leadership
   Exercise #2:

• EXPERIENTIAL
  LEADERSHIP EXERCISE #4

  ARE YOU A CHANGE
  LEADER?

  PLEASE COMPLETE THE FOLLOWING TASKS:
  

  TASK 1:  COMPLETE A BRIEF “CHANGE LEADERSHIP”
  SURVEY

  Complete the following questions based on how you act in a typical leadership
  situation at work or school.  For each item, circle the number that best
  describes you.

           
   DISAGREE     
  AGREE

   
      1   2        3 
   4   5 

  1. 
  I have a clear sense of mission
  for change, which I   1  2 
  3  4  5

   repeatedly describe to others. 

  2. 
  I signal the value of a change
  and improvements with    1  2 
  3  4  5

   various symbols and statements. 

  3. 
  One of my strengths is to
  encourage people to frequently   1  2 
  3  4  5

   express ideas and opinions that differ from my
  own.

  4. 
  I always celebrate the “effort” to improve things, even
  if the  1  2  3  4 
  5

    final outcome is disappointing.

  5. 
   I see my primary job as
  “inspiring” others toward improvements  1  2 
  3  4  5

    in their jobs.

  6. 
   Sometimes I use dramatic
  flourishes – a brainstorming session,  1  2 
  3  4  5

    stop work, go to
  an off-site – to signal an important change

    to
  people.

  7. 
   Often I take risks and let
  others take risks that could be a 1  2  3 
  4  5

    problem if the idea
  failed.

  8. 
   I spend time developing new
  ways of approaching old problems.  1  2 
  3  4  5

  9. 
   I always believe the “effort”
  to improve something should be  1  2 
  3  4  5

    rewarded,  even
  if the final improvement is disappointing.

  10. 
   I frequently complement others
  on changes they have made.  1  2  3 
  4  5

  11. 
   I am personally involved in
  several improvement projects at   1  2 
  3  4  5

    one time.

  12. 
   I try to be a good listener and
  be patient with what people  1  2 
  3  4  5

   suggest, even when
  it is a “stupid” idea.

  13. 
   I like to support change
  efforts, even when the idea may not  1  2 
  3  4  5

   work.

  14. 
   I work at the politics of
  change to build agreement for ideas  1  2 
  3  4  5

   for
  improvement.

  15. 
   I am able to get higher-ups to
  support ideas for improvement.  1  2 
  3  4  5

  TASK 2:  SCORING YOUR “CHANGE LEADERSHIP”
  SURVEY

  Add the numbers you circled for your total “change leadership” score.  Your
  score indicates the extent to which you are a positive force for change.  The
  questions represent behaviors associated with successful change
  leadership.

   TASK 3:  INTERPRETING YOUR TOTAL
  CHANGE LEADERSHIP SCORE

  Use the following key to interpret your total change leadership
  score:

   60 – 75:  Great – You are a dynamo for leading
  change.

  45 – 60:  Good – You are a positive change
  leader.

  30 – 45:  Adequate – You have a typical attitude
  toward change.

  15 – 30:  Poor – You may be dragging down change
  efforts.

   TASK 4:  DEVELOP A PLAN TO DEVELOP AND
  IMPROVE AS A LEADER

  Go back over the questions on which you scored the lowest and develop
  a detailed plan to improve your approach to change.  Please make sure your plan
  includes specific goals and actions steps to improve as a leader.

• Experiential Leadership Exercise
  #8

  Are You a Team Player?

  Let’s face it, some people find it easier to
  work in teams than others.  Are you already a “team player,” or have you not yet
  developed the skills needed to work effectively with others in teams?  Knowing
  where you stand along this dimension may come in handy when it comes to
  understanding a new job or planning your next work assignment.  The following
  questionnaire will give you insight into this question.

  Directions:

  1. Read each of the following statements and
     carefully consider whether or not it accurately describes you on the job most of
     the time.
  2. Then, on the line next to each statement,
     write “Yes” if the statement describes you most of the time, or “No” if it does
     not describe you most of the time.  If you are uncertain, write a questions mark
     (“?”).
  3. Do your best to respond to all items as
     honestly as possible.

  Most of the
  time, on the job, I …..

  _____ 1.  demonstrate high ethical standards.

  _____ 2.   deliver on the promises I
  make.

  _____ 3.   take initiative, doing what’s
  needed without being told.

  _____ 4.   follow the norms and standards of
  the group without being told.

  _____ 5.   put team goals ahead of my
  own.

  _____ 6.  accurately describe my team to
  others in the organization.

  _____ 7.  pitch in to help others learn new
  skills.

  _____ 8.   do at least my share of the
  work

  _____ 9.  coordinate the work I do with
  others.

  _____ 10.  try to attend all meetings and
  arrive on time for them.

  _____ 11.  come to meeting prepared to
  participate.

  _____ 12.  stay focused on the agenda during
  team meetings.

  _____ 13.  share with others new knowledge I
  may have about the job.

  _____ 14.  encourage others to raise questions
  about the way things are.

  _____ 15.  affirm positive things about others’
  ideas before noting concerns.

  _____ 16.  listen to others without
  interrupting them.

  _____ 17.  ask questions to others to make
  certain I understand them.

  _____ 18.  make sure I attend to a speaker’s
  nonverbal messages.

  _____ 19.  praise others who have performed
  well.

  _____ 20.  give constructive, nonjudgmental
  feedback to others.

  _____ 21.  receive constructive feedback with
  acting defensively.

  _____ 22.  communicate ideas without threats or
  ridicule.

  _____ 23.  explain the reasoning behind my
  opinions.

  _____ 24.  demonstrate my willingness to change
  my opinions.

  _____ 25.  speak up when I disagree with
  others.

  _____ 26.  show disagreement in a tactful,
  polite manner.

  _____ 27.  discuss possible areas of agreement
  with others with whom I am in conflict.

  Scoring Your
  Questionnaire

  1. Count the number of times you responded by
     saying “yes.”
  2. Then, count the number of times you responded
     by saying “no.”
  3. Add these two numbers together.
  4. To determine your team player score, divide the
     number of times you say “yes” (step 1) by the total (step 3).  Then, multiply by
     100.  Your score will be between 0 and 100.  Higher scores reflect greater
     readiness for working in teams.

  Answer the Following
  Questions:

  1. What was your score?
  2. What underlying criteria or team success are
     assessed by this questionnaire?
  3. What does this questionnaire reveal about the
     ways in which you are best equipped to work in teams?
  4. What does this questionnaire reveal about the
     ways you are most deficient when it comes to working in teams.
  5. What do you think you could do to improve your
     readiness for working in teams?  Please develop a specific plan to improve your
     readiness for working in teams.

  Fully
  support your responses to the exercise questions.