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HDF 190:



Hannah Licarie
Spring 2017

Strengths SLIDE # 3
Opening Statement SLIDE # 4
Section 1: Self Leadership SLIDE # 5
**Section 1: Self Leadership SLIDE # 6
Section 2: Leadership Theories SLIDE # 7
Section 3: Inclusive Leadership SLIDE # 8
Section 5: Interpersonal/Organizational Leadership SLIDE # 9

**If you do not have one outcome from each area of the Inventory completed,
you may opt to choose 2 from one of the sections.
Signature Strengths

Values in Action Strengths

Appreciation of Beauty and Excellence

In HDF 190, I have learned a lot of about myself and the

developing leader I am becoming. Throughout this
semester, I have identified my strengths and values,
learned leadership styles and patterns, and through
projects, speeches, and service I became aware of how to
use all of what I learned into my everyday life as a leader.
From self leadership to servant leadership I have grown as
an individual and can confidently identify how I can use the
theories and models to implement them into how I lead.
Outcome #8: Student will express a personal values statement
Though the VIA program, I was instructed by my HDF 190 professor to complete a survey that ranked my top values based
on various questions. My results came out to be appreciation of beauty and excellence, fairness, humor, perseverance, and
zest. Having my top values brought to my attention, it made me think about how I have used them in my daily life previous to
HDF 190. All of these top values I have used in many different situations but the two I can relate to the most are fairness and
humor. When I think about times that I was in the position as a leader, I can always pin point a time when I used these values to
better myself and my group. In high school I participated in SkillsUSA, the olympics of technical high school where I worked on
a team of 3 to create and present an original community service project. Through my experience working with my teammates,
especially through the brainstorming phase, I made sure that everyones thoughts and opinions were heard. I thought that this
was fair for everyone because it was a group effort and someone who might not want to speak up over others could have very
good ideas. This aspect of fairness that I incorporated in the group was accompanied by comfort in expressing opinions and
getting work done faster and more efficient. Since everyone in the group was comfortable and confident with each other we
started to get along really well as friends and my value of humor was present. Having humor when working in a group can
release tension and stress and create better bonds with the individuals you are working with. By using both of these values
through the school year we completed our project and presentation aspect and through hard work and dedication we won a
National Gold Medal in our competition. In the future, I hope to use this tactic again in other leadership roles I hope to acquire.
Along with fairness and humor I want to develop my values so that I can incorporate the other three into the way that I am as a
leader to become a better version of myself. See evidence #1.
Outcome #15: Student will describe personal leadership style and/or personality style
including strengths and weaknesses and examples of application
In HDF 190, I took the Gallup survey and discovered my top strengths of Honesty, Includer, Developer, Activator, and Consistency.
Having identified my strengths, I can see how they play out in my life as a leader. In high school I was the captain of my varsity
cheerleading team both my junior and senior year. Through the first 2 years of high school, I looked up to the older girls for not only
inspiration but guidance and acceptance as a younger teammate. I noticed some great leaders and some not so great leaders that gave
examples on the kind of upperclassman and hopeful captain that I wanted to be.When the time came that I was awarded the position, I
made it very clear that I wanted to be accepting and motivating to the younger girls. This correlates with my Developer and Consistency
strengths identified from the Gallup survey. As a developer, I look for potential in others and base how I lead off of what I believe others
can achieve. I used this strength to motivate my teammates to work harder so we could all aspire to the same goals. For consistency, I
made an effort to keep balance throughout the season, I didnt want to over work or under work anyone because that is were injury or
loss of interest can start to appear. During my last 2 years of high school, I led my team by being kind and accepting of the younger girls
by not being intimidating and mean just because I was older than them. I feel as though I did this as an Includer by making sure that I
was including all of my teammates in bonding activities and academic study sessions. I believe that by making everyone feel included
and part of the team, everyone will be more inspired to work together to be a more efficient team. Through my hard work, we won many
titles in our division and even made it to the Massachusetts state competition. I look back on my team and how well we did together and I
am proud of myself and the way that I led them as their captain. Since Im not cheering anymore, I probably wont get another opportunity
being a captain but being in a sorority comes being a mentor as well. Hopefully later in my college career I will be able to use these skills
in my sorority to include in new members into our loving sisterhood. See evidence #2
Leadership Theory and Models
Outcome # 40: Student will show knowledge of the Relational Leadership model by
Komives, McMahon & Lucas
In HDF 190 I was introduced to the Relational Leadership model where I was taught the models 3 principles
and 5 components to understand how to lead in a more relational manner. The three main principles of this model
is knowing, being, and doing. The knowing view is understanding yourself and how others look at things
differently than you might. Being relates to being open, caring, and inclusive throughout the model. Finally, doing
is acting in social responsible ways, consistently and congruently as a participant in the community. All three of
theses principles have one thing in common of putting people first. The five components of this model include
ideas of inclusive, empowering, ethical, and purposeful. All of those components wrap up into the fifth one of
process orientation. Each of these components have a meaning that build off of one another to produce what the
relational leadership model is. Inclusive means knowing others differences in order to create a diversity of
perspectives in the group. Empowering in this model has two meanings of knowing that you belong and the effort
to show others that they belong and be heard. Ethical focuses on the values and standards of others and how
your leadership is driven by them in a good manner. Purposeful is being committed to a goal and finding common
ground with others to create positive change. Finally, process oriented is how a group works together to complete
their goal or purpose. These five components come together to framework the relational leadership model
working within a group. This model focuses on how leaders can use relationships with participants in a group in
order to create a better and more effective outcome. See evidence #7
Inclusive Leadership / Diversity and its application to leadership

The inclusive leadership model emphasizes the importance of making sure others are included when being a leader. When others feel
included in a group, they are more willing to participate and be an active member instead of feeling like they dont belong. The six
traits of inclusive leader ship are cognizance, curiosity, cultural intelligence, collaboration, commitment, and courage. All of these come
together to create the theory that by including others you are establishing a better relationship with your team. Cognizance is being
aware of situations. When leading a group you have to be aware of how the members are participating and acting towards the
activities. If they are distant and not active they might not feel included fro whatever reason. Curiosity is a trait where leaders should
remember that everyone in the group could have ideas or thoughts and that in order to create a more cohesive group, all of them
should be heard. Since different people have different ideas and view points, cultural intelligence is an important trait when using
inclusive leadership. If there is a cultural diversity in the group, some individuals may see things differently based on how they were
raised culturally. Their values and strengths may be used slightly different than how other cultures use them, but that makes the group
more diverse and well rounded. Collaboration is important to remember because the only way to get good efficient work done is when
team works together. Having different view points and ideas isnt useful unless the group takes them all into consideration when
executing a project. Leaders following the inclusive leadership model should emphasize commitment because if everyone is trying to
work together, the group needs to remain enthusiastic and intrigued in order to create a good outcome. Lastly courage is important
when including others. As a leader, its important to be courageous in your actions and influence others to have courage in what they
do whether its speaking up in a group or being confident in your individual knowledge during a group presentation. We learned the
relational leadership model in HDF 190 and part of that was inclusiveness. Using this aspect of the model and the six traits of the
Inclusive Leadership model I can use my top strength of Includer and value of Fairness to make sure as a leader that everyones
voice is heard and emphasize that everyones opinion is valid and needed in a group environment. See Evidence #15

Inclusive Leadership Model. (2015, May 08). Retrieved May 01, 2017, from
Interpersonal and Organizational Concepts and Skills
Outcome #99: Student will demonstrate knowledge of active listening techniques
I was introduced to the techniques of active listening at the HDF 190 Retreat. It was broken down into a chart
separating techniques of encouraging, restating basic ideas, reflecting feelings, clarifying, and summarizing with the goal,
process, and example of each technique. Starting with encouraging, the goal of this is to show that youre interesting in
what the other person is saying this will encourage them to talk more and that will keep the conversation going. The
process to this is to have a positive tone of voice as well as an open mind on the subject to avoid agree or disagreeing on
what they are saying. Encouraging a conversation would result in the listener saying I see or I understand. Restating
basic ideas will result in the listener showing that they understand the topic and it also checks that you are in check with
the facts and interpretations. In order to do this the listener would say If I understand, your idea is. or In other words,
you think which restates the speakers original ideas and places emphasis on the most important aspect from the
conversation. Reflecting feelings would sound like you feel that or you were pretty annoyed by this which has the
goal of showing that you are listening and helps the other person evaluate the feelings that they are expressing. Clarifying
information would be asking specific questions in order to get additional information and help the speaker see all sides of a
problem. Finally, summarizing has the goal of bringing together what the speaker had previously said. This would be done
by stating manor ideas while also reflecting and summarizing them. Summarizing would sound like these seem to be the
main idea you have expressed or if I understand you, you feel this way about so that the speaker can hear what
they have said and summarize a conclusion that could possibly result in a solution. Knowing how to be an active listener
can help promote and strengthen interpersonal leadership skills to help others through problems or dilemmas. See
evidence #10