The document discusses how to build trust, empower others, and be a dynamic leader. It defines leadership as a social influence process that maximizes others' efforts to achieve goals. It states that leaders build trust through transparency, follow-through, and modeling behaviors. Leaders empower others by facilitating communication, setting challenges, and delegating responsibilities. They also respond dynamically by moving with purpose, learning from mistakes, and taking responsibility.
4. “Leadership is a process of social
influence, which maximizes the efforts
of others, towards the achievement of
a goal.”
-Kevin Kruse, Forbes | April 9, 2013
11. “[Empowerment means] lifting others
up, helping them advance, and making
them a part of something bigger than
themselves.”
-Jake Wilder, Mission.org | March 28, 2018
16. dynamic adjective
marked by usually continuous and
productive activity or change
Merriam-Webster https://www.merriam-
webster.com/dictionary/dynamic
20. Keep learning. Keep leading.
You Don’t Need a Title to Be a Leader: How anyone, anywhere, can make a positive
difference / Mark Sanborn (2006)
Daring Greatly: How the Courage to Be Vulnerable Transforms the Way We Live, Love,
Parent, and Lead / Brene Brown (2012)
Managing Oneself / Peter Drucker (2008)
The Dip: A Little Book That Teaches You When to Quit (and When to Stick) / Seth Godin
(2007)
Outliers: The Story of Success / Malcolm Gladwell (2011)
Does someone want to take a crack at defining leadership?
Anyone can have this impact
Good place to start
Trust = critical
Behaviors that demonstrate trust
Behaviors that demonstrate lack of trust
You need trust to get things done at all levels
So how do exceptional leaders build trust?
Honesty, but not all the things
More candor = more trust
More variety the better
Increase participation.
Example of failed transparency/participation: Piscataway Makerspace
Example of teams that cut across organization: Teaneck
Increase communication
Mass: emails, newsletters, public speaking
Individual: calling people, stopping to see them, individual emails
Break down walls!
Transparency is holistic. It’s not one thing, it’s all of the things together.
Bake transparency in to the culture.
When you say you’re going to do something, make sure you do it
James’ story about how to get opportunities on committees
People pay more attention to your actions than your words
Consistency takes time
You build trust when people see you show up
Exceptional leaders don’t tell people, they show people
Especially in the beginning - you need to show people what you want to see
Example of mopping floors and emptying mouse traps
Visibility is a huge part of leadership
What does that mean to empower others?
You can’t do it all alone
we > me
Lack of communication is devastating to a team
People will communicate regardless, make it positive
Regular feedback meetings
Teams that cut across the organization
Low performers vs. high performers
Performance evaluations and goal setting
Set goals and track progress
Strategic Plan
Annual Report
Expanding expectations is like stretching
Separates leaders from Leaders
How people get to formal leadership positions by being extremely high individual performers
Meaningful delegation is not giving people work, it’s giving them responsibility
Match responsibilities with strengths
Delegate the things you like to do first (blind spots)
Dynamic as cliche. What does it mean to be dynamic?
You can’t do it all alone
we > me
Responsive not reactive
Feedback/input vs. instincts
Lasting change requires flexibility, but steady perseverance
Planning - Ruthless Objectives
Small vs. Big things
Examples of first public library makerspace or strategic plan
This may sound counterintuitive, but it’s incredibly important to make mistakes.
If you’re not making mistakes, you’re not growing.
Take action, make adjustments, take action again.
Failures > Successes
Big, public failures > Reframing (LMx Unconference)
Example: Instagram Story
Exceptional leaders own everything they’re involved in
Mistakes > present, corrective action
We don’t remember the thing that went wrong, we remember how leaders respond
Dynamic as changing roles - not always from the front
Leaders step up, visible, present