CHAPTER 2
Leader
Development
John Brian Lo
Topics
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KEY ASPECTS OF LEADERSHIP DEVELOPMENT
Key Aspects of Leadership
Development
The Action–Observation–Reflection
Model
The Action-Observation-Reflection (AOR) model is a framework commonly used in leadership
development and education to help individuals improve their leadership skills and abilities. This model
emphasizes the importance of taking action, observing the outcomes, and reflecting on those experiences
to enhance one's leadership capabilities.
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Action: The first step in the AOR model is taking action. This involves actively engaging in leadership
situations, making decisions, and implementing strategies.
Observation: After taking action, the next step is to observe the consequences and outcomes of your
actions. This includes paying attention to how your decisions and behaviors impact others, the
organization, or the task at hand.
Reflection: Reflection allows leaders to gain insights into their own leadership style, strengths,
weaknesses, and areas for improvement. It helps them refine their approach to leadership and make
better-informed decisions in future situations.
The Spiral of Experience
The Spiral of Experience is a concept often applied in leadership development and experiential learning.
It represents a cyclical process through which individuals gain experience, learn from it, and continually
refine their skills and understanding.
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Perception
Perception is the cognitive process through which individuals make sense of the sensory information they
receive from the world around them. It involves the brain's ability to organize, interpret, and create a
subjective experience of the environment, influencing thoughts, emotions, and behaviors.
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Observation
Observation in leadership refers to the practice of actively watching, listening, and gathering
information about people, processes, and situations within an organization. Leaders use
observation as a fundamental tool for gaining insights, making informed decisions, and
effectively managing their teams and the workplace environment.
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Reflection
Reflection in leadership refers to the practice of intentionally pausing, thinking, and critically
analyzing one's experiences, actions, and decisions as a leader. It involves self-assessment
and self-awareness, allowing leaders to gain insights, learn from their experiences, and
improve their leadership skills and practices.
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Actions
In leadership, actions refer to the behaviors, decisions, and initiatives that leaders take to
guide, motivate, and influence their team or organization toward achieving specific goals
and objectives. Actions are a fundamental aspect of leadership and are closely linked to a
leader's ability to inspire, drive change, and create a positive work environment.
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Leadership Development
Leadership development is a systematic and intentional process designed to enhance the
leadership skills, abilities, and qualities of individuals within an organization. It focuses on
preparing individuals to take on leadership roles, be more effective leaders, and contribute to
the success of the organization. Leadership development programs aim to nurture and grow
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leaders at various levels, from entry-level supervisors to senior executives.
Archetypes of
Leadership
Archetypes of Leadership
The Visionary Leader:
Characteristics: Visionary leaders are known for their ability to articulate a compelling vision
for the future. They inspire and motivate others with their clear and ambitious goals.
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Archetypes of Leadership
The Servant Leader:
Characteristics: Servant leaders prioritize the well-being and development of
their team members. They lead by serving others and are often seen as humble
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and empathetic.
Archetypes of Leadership
The Transformational Leader:
Characteristics: Transformational leaders are charismatic and inspirational.
They have a strong influence on their followers and can inspire them to exceed
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their own expectations.
Archetypes of Leadership
The Transactional Leader:
Characteristics: Transactional leaders focus on the exchange of rewards and
punishments for performance. They emphasize structure, rules, and achieving
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specific goals.
Archetypes of Leadership
The Authentic Leader:
Characteristics: Authentic leaders are genuine and true to themselves. They lead
with honesty, integrity, and transparency. They build trust through their actions.
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Archetypes of Leadership
The Laissez-Faire Leader:
Characteristics: Laissez-faire leaders adopt a hands-off approach, allowing their
team members considerable autonomy and freedom to make decisions.
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The French phrase laissez faire literally means "allow to do," with the idea being "let people
do as they choose."
Archetypes of Leadership
The Situational Leader:
Characteristics: Situational leaders adapt their leadership style to fit the specific
needs of a situation or team. They are flexible and responsive.
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LEADERSHIP
LEARNING
Single & Double Loop Learning
Single-loop learning is a concept often discussed in the context of organizational learning
and leadership. It refers to a basic form of learning where individuals or organizations
make incremental adjustments or corrections to their existing strategies and behaviors
without fundamentally questioning or changing their underlying assumptions, beliefs, or
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goals.
Problem-Solving
Decision-Making
Change Management
Performance Improvement
Single & Double Loop Learning
Double-loop learning involves not only correcting errors or making adjustments to
existing strategies and behaviors but also questioning and challenging the underlying
assumptions, beliefs, and mental models that guide decision-making and actions.
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Deep Reflection
Challenging Assumptions
Exploring New Perspectives
Embracing Change
Innovation and Transformation
Single & Double Loop Learning
Double-loop learning involves not only correcting errors or making adjustments to
existing strategies and behaviors but also questioning and challenging the underlying
assumptions, beliefs, and mental models that guide decision-making and actions.
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Deep Reflection
Challenging Assumptions
Exploring New Perspectives
Embracing Change
Innovation and Transformation
Action Learning
Action learning is a problem-solving Real Problems: You start with a real issue or challenge in your
work or organization.
and learning approach often used
in leadership and organizational Teamwork: You work in small teams with diverse members.
development.
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collaborative and experiential
Ask Questions: You ask lots of questions and reflect on what's
process where individuals or teams
happening.
work together to address real-
world challenges or issues while Help Each Other: You help each other learn by asking questions
and giving feedback.
simultaneously learning and
developing their skills. Keep Improving: You use what you learn to make things better
and keep improving.
Leadership Growth: It helps you grow as a leader and find
solutions to real problems.
Action learning is all about learning by doing, working together,
and solving actual challenges while becoming better leaders in the
process.
Coaching
Coaching in leadership is a process where a leader, often referred to as a coach, works
closely with an individual or a team to support their personal and professional growth,
development, and performance improvement. The coach provides guidance, feedback,
and encouragement to help the coachee(s) reach their goals and maximize their potential.
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TYPES OF COACHING:
Formal coaching in leadership involves structured, goal-oriented sessions led by a
trained coach, often with clear objectives, to develop leadership skills and achieve
specific career or performance goals.
Informal coaching in leadership refers to spontaneous, unstructured interactions or
advice-sharing within existing relationships to provide guidance, share insights, and
address immediate challenges.
Coaching
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Mentoring
Mentoring in leadership is a professional relationship where an experienced and
knowledgeable individual, known as a mentor, provides guidance, support, and wisdom to a
less experienced or junior individual, known as a mentee, to help them develop their
leadership skills, achieve career goals, and navigate their professional journey.
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REFERENCES:
MCGRAW
JOURNALS
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AI
GOOGLE IMAGES
CANVA
CHAPTER 1
DONE!
20 MINUTES
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