Tag Archives: Power

Sophomore Year Recap

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If someone would have told me that we would be living with the current circumstances, I never would have believe them. Although these circumstances are not ideal, I believe the outcome can still be extremely powerful. How we all choose the react and handle what is going on is completely up to us. With that being said, I understand that everyone’s situation and experience regarding COVID-19 is different, therefore, there is not a specific way that an individual or group of people can go about this situation. Clearly, we all come from different backgrounds which means that everything going on right now impact everyone differently. The hard reality is that for some, this has been much easier to cope and handle, (being able to work remotely, continuing to be paid, having a SAFE place to live and “quarantine,” etc.), while for others, it has resulted in much harder and more severe cases (unemployment, inability to receive unemployment, mental health illness increase, diagnosis with nowhere safe to quarantine from others, death of a love one, etc.). It is very simplistic to say that we can all make light of this situation and it can be handled by taking very simple precautions. However, we do not live in a simplistic world. These matters are very complex and require folks to understand that their way of life is different from many, many others. This is what sophomore year has been teaching me.

Before coming into sophomore year, I was very ignorant to a lot of the topics that we have discussed in courses like PHL 118, COM 461, HST 221, CGL 145, and CGL 445. These courses have educated me on very important issues in our world, how to discuss them with others, and most importantly, how to take action in battling these issues (solidarity). I have never felt so educated, yet uneducated in my life. I’m learning so much and it makes me realize how much I do not know, and I love it. I can honestly say that I have never felt so passionate about education in my life after working with instructors like dr. jared halter, Dr. Elizabeth Carlson, Andy Blom, Shannon Jolliff, and others. These gritty dialogues, discussions, and sessions have turned into a burning passion of mine. I have fallen in love with not only fighting against the forms of oppression that I possess but also for other target/marginalized groups. The fight for others, in my opinion, is so empowering and humbling at the same time. But it’s not about me, it’s about them. I’ve grown such a passion for this work that I applied and been accepted to be a facilitator for CGL 145 and could not be more excited.

Coming into this year I was excited to be mentoring two fine young men!;) One of which I knew well from competing in track and field with since we were in the same conference and then also being able to come in a mentor someone completely knew that I had never met before! After working for a mentorship program over the summer and being absolutely humbled by the experience, I was very excited to continue in the role for others. My mentees are two awesome guys that I’ve loved getting to know and that I am very grateful for. Jackson and Luke have made my sophomore year very special and I am very excited to see how to these two grow over time and through their experiences at CMU!

This year I also experience a lot of changes on the track that have started to shape more of who I am. At the end of last year, I lost my event coach and it was very hard for our group to adjust to going into championship season. This year, having a new coach was a blessing. My coach is perfect for our group as a whole and myself individually. I am very grateful to him and our program for bringing in who I believe is one of the best coaches in the country. It has been amazing to have a coach who I can talk to about real things that don’t only consist of track but real life issues. (I’m just going to end it there on him because I could talk about my experiences with him for days).

This year I have faced many struggles of my own this year regarding mental health issues. I’m very grateful to my coach, RHD, and Tracy Castellon for assisting me through this time and getting me set up with the resources that I have. Through this, we decided the best course was to take on counseling and having me get set up with a service dog. So I now have a 4 month old service dog in-training that my sister, who trains military dogs (her foundation is 1 of 9 of the US Military’s vendors for dogs), police dogs, service dogs, therapy dogs, and normal house dogs, and I are working on training his together.

I am very grateful for what sophomore year has taught me and I am ready to take on the future.:))

Identify

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There are many ways in which people identify themselves. People identify by race, gender, economic class, age, culture, religion, personality, etc. It is very possible for people to identify with multiple identities. There are identities that people can choose to identify by; however, other identities people are born with. Some of these identities give people power over others and some give others power over them. The identities people claim by help write their story and impact them on a day to day basis whether they realize it or not. I see myself identifying as a Christian, black and white, culturally diverse, open-minded, extraverted, outgoing, focused, young male. 

These characteristics have not only enhanced my way of life but also have impacted the way I lead. Some of them have given me privilege, while others have done the exact opposite. Ultimately, my identities have gaged me towards leading people to positive social changes. In the article, “Five Ways Leaders Can Reclaim their Identity,” by Glenn Llopis, the idea of leaders rounding their identity (or identities) around this spectrum of responsibilities and roles in leadership to help craft humanity and community is portrayed. These five areas help to open and grow leadership qualities through one’s identity and it will help to engage others and cater to their needs as well. This spectrum is universal which is great because people claim different identities and have different styles of leadership, making this all unique to our differences.

Many people today struggle with the desire and ability to be unique; however, this is what makes us special and different. It emphasizes the importance of our differences in identities which enhances our differences in leadership styles. Too often, people view leadership on one platform and that is an attractive white male with an extraverted, outgoing personality. Although I am not an attractive white male, I am still male with an extraverted, outgoing personality and this gives me privilege over other leaders. However, since I do not receive the privilege of being a good-looking white male, this diminishes people’s desire to listen to me. Due to the fact of my physical appearance, people are less likely to be open to approach me, listen to me, and trust me. Once people get over their ignorance, this is when the privilege I possess comes into play. After they see that there is nothing wrong with me due to the physical appearance, they are able to easily identify with me because of the characteristics of my personality. From the article referred to earlier, the first way a leader reclaims their identity is by defining their own style of leadership. To utilize the strengths of my personality and identities, I am a leader who builds other people up and creates a space of comfort for them. A leader’s style of leadership stems from their identities. The second way is for a leader to learn how to tell their story. This is important because it makes their style of leadership unique to others. This is another way of connecting to people. Through vulnerability, people feel comforted because leadership is a very personal thing and about serving others. Through one’s story, others are able to feel motivated and empowered. Leaders must allow others to connect to them through their story, which will express their identities and how that has impacted them.

Identity in leadership goes farther than one’s physical characteristics but how willing a person is to build others up, listen to them, and make them know that they are valued. For myself, I make it a point to engage with everyone who is willing to accept me for all my identities and empower them to be the best that they can be. Exactly that is what identify in, making others feel empowered, especially those who are too weak to stick up for themselves. It is important for leaders to surround themselves with people who are different from them. This will teach them to never stop growing and learning, which is the third point of the article. If leaders don’t surround themselves with others who are different than them and do show up with an open-mind, they will merely be the same person for their lifetime. Leaders have to identify in others, how they can help them and how others can help them. This develops a relationship with those who leaders are trying to lead. This relationship is very important because outsiders are able to see how a leader treats those who follow them. This ties into the fourth point of leaders needing to discover their executive presence. Leaders know they are successfully doing their job when their followers comfortably identify and trust them. 

Leadership is to ultimately serve others by empowering and creating comfortable settings for them. This is why leaders must possess identities that shape them to do this effectively and efficiently, which looks different for each leader because everyones journey and deeper purpose for leadership is different. Which is the fifth and final point, for leaders to identify the bigger picture, to see how their journey can help others and to fulfill their purposes within the leadership realm.

Works Cited

Llopis, Glenn. “5 Ways Leaders Can Reclaim Their Identity.” Forbes, Forbes Magazine, 22 Apr.

2013, www.forbes.com/sites/glennllopis/2013/04/22/5-ways-leaders-can-reclaim-their-identity/#3471f3d9a7bb. 

Collaborative Leadership

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There are many ways to view the relationship between leadership and followership. The two share many of the same characteristics that indicate that they are closely related, and one desires the presence of the other. Leadership and followership are like one another but are not the same thing, although they do work in collaboration with one another.

There is an immense amount of power in both leadership and followership and they work together in a coercive manner but, again, they are not the same. Leaders and followers collaborate to get different tasks accomplished but it is not always as simple as the leader leading and the follower following. It is a relationship in which the two people learn from each other, teach each other different things, guide one another, and build each other up. It is not a one-way relationship in which the leader does all these things and the follower listens and does them. They merge in this way but ultimately the leader is the person who is deemed to carry more wisdom, passion, and power, but must also remain open-minded to what their followers have to offer them. To assist in proving that these two ideas utilize one another and are very similar. The following will be used to do so: the article “The Leader-Follower Partnership: It’s a New Day,” and the two leadership models/theories, Blake and Moutons’ Managerial Grid/Leadership Grid, which doesn’t effectively describe followers and Situational Leadership Model which limits followers and leaders to be one of four ways.

As stated before, this bond between leader and follower is very close-knit and reciprocated. One does not work without the other. They have very similar characteristics. According to the article, “The Leader-Follower Partnership: It’s a New Day,” there are five dimensions of courageous followership. These elements apply not only to followers but are very important to leaders as well. The five dimensions are as followed: (1) “the courage to assume responsibility-” both leaders and followers assume and pick up responsibility for others who do not, the difference is that followers do not receive as much credit for doing these things. (2) “The courage to serve-” the leader and follower coincide to serve one another just for different reasons: the leader to motivate and the follower to make sure the leader will accomplish their goals. (3) “The courage to challenge-” the leader challenges their followers to make them grow as individuals, while the follower uses their voice to challenge the direction of leader and to voice opinions. (4) “The courage to participate in transformation-” leader change in order to encourage their followers and teach/learn from them the best way possible and the follower transforms to assist the leader and build them up and teach/learn as well. (5) “The courage to take morale action-” both the leader and the follower take stand when something is not morally correct that the other is doing. Although the reasons might be different behind why they do what they do, but leaders and followers do very similar things. After analyzing these characteristics, it is evident that followers and leaders are not the same because they have different purposes for doing what they do but they do a lot of the same things.

There have been methods that have been developed to declare good leaders and the relationship between leader and follower. However, these assume that a leader is only used to direct and tell their followers what to do. For example, Blake and Moutons’ Managerial/Leadership grid doesn’t even take followers into account. It only discusses the benefits of different leadership styles, tasks, and behaviors. Since leaders and followers possess similar characteristics, it is safe to assume that followers do a lot of these things as well. This is not a great use to measure leadership because it uses terms that are exclusive, doesn’t say anything about followers or situations, and grades and suggest that certain types of leadership are not acceptable, but again never takes situations into account. On the other hand, the Situational Theory is also very inaccurate by implying that leaders are only used to teach followers and followers are only there to do what they’re told to and by way of saying that there’s only one possible method to handle a situation. Neither of these charts suggest the greater meaning behind the leadership and followership relationship and what they both have to offer one another and how they are very similar.

Through cooperation leadership and followership work together and are very similar but not the same. These people generally do a lot of the same actions but have different reasons on why they do them. Leaders and followers must understand that they are here to serve one another in very similar ways and no person is better or higher up than the other.

The Power of Leadership

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Power is a word that is very flexible and is used both positively and negatively when related to leadership. It is obvious that there are many leaders who abuse the power they are given whether its in a formal or informal situation. Power is seen as the influence and persuasion that a person carries when being related to leadership and is a necessity to have as a leader.

Whether or not they realize it, all leaders have power. It is used dangerously by some and has the power to ruin relationships, economies and society. However, it should be used to motivate and build people up. This power is something that some people are born with but is also taught. For everyone who poses this skill, it is certain that they must continuously shape and develop their use of power. Throughout the remainder of this article, the following will be covered: the influence of different types of leaders and how it impacts those around them and how leaders leverage power effectively. 

As stated before, the power that leaders possess will either tear people down or build them up. There are different types of leaders that portray characteristics of one side or the other. A coercive leader is a person that possess leadership qualities and potential but is not truly a leader. These people are demanding and are corrupt. They use their power in a demanding way and influence people through manipulation. They have a great amount of influence and power but they do not use it to motivate people. More than likely this is someone who was born with or developed a sense of power at a young age and never sought to develop it. These people have closed/fixed mindsets and are do not seek to change. They demand things from those who follow them and are not willing to learn from anyone other than themselves. Examples of people who behave this way are a boss, teacher, coach, etc. who has had success doing things their way a good majority of the time and have never wanted to learn something different and grow. These people are generally not well respected or admired. On the flipside to that, there are referent leaders: people who lead out of respect for those around them, seeking to build up those around them who also have a mutual respect for the leader. It is obvious that these leaders, who are human, make mistakes, however, the difference is that these leaders are willing to stop, dissect, and reflect what they must change. They are aware of their power and are willing to learn from what others around them have to offer. It is clear to them that leadership is not a one-way street. Their power is developed by those who follow them but also by those who mentor them. They seek change, growth, and development. Those who follow them see this and develop a great level of respect for these people. Examples of people who lead in this way: a boss, coach, or teacher who listens to their followers, values what they say, and address/change their methods due to this. These leaders understand people and what it takes to get things done properly with a sense of self-fulfillment.

 Since power, in terms of leadership, is used for both negative and positive reasonings, it is valid that leaders are taught ways to use their power effectively. Many of the methods demonstrate a valid indication of others over self. This is key for followers to see from the one who is leading them because it develops the perception of humbleness and respect which is a positive form of power. The following are top methods used to productively use power: 

  • “Make relationships a priority.” Not everyone is meant to have a strong relationship with one another. It is valid for a leader to be connecting with the right people. Both people with similar and different interest. People that will build them up and assist them to make change in the lives of others around them. Gaining trust from others as well as trusting them and how the two parties influence one another is a key component of developing relationships.
  • “Develop your brand of charisma.” Leaders must be willing to change small things that consist of behavior, not major characteristic changes that jeopardize their authenticity as a person. Seeking a mentor to assist in changing or growing these skills is essential in this objective of powerful leadership.
  • “Tailor your power to reward others.” Leaders must recognize, acknowledge, and congratulate people who achieve success. Focusing on praising their process and journey versus their success in the end encourages them to continue to work hard and stay motivated. 
  • “Teach others.” It is important for leaders to not hold in what they have to offer. They must let it out and develop those who follow them so they will have the same power and build up others as well. 

These methods of developing a leader that used their power effectively are mandatory in doing so properly and in an impactful way. 

People are starting to see more and more how closely related power and leadership are, and how power is the rooted from persuasion. However, power and leadership are not the same. Everyone must seek a leader that motivates and empowers them to be the best they can be.

Works Cited

Bal, Vidula, et al. The Role of Power in Effective Leadership. 2008, http://www.ccl.org/wp-Content/uploads/2015/04/roleOfPower.pdf.

“Relationship between Leadership and Power | Public Administration.” Political

Science Notes, 31 May 2017, http://www.politicalsciencenotes.com/essay/public-administration/relationship-between-leadership-and-power-public-administration/13638.