leadership class assignment

39 best leadership activities and games

Good leaders can make or break a team. While more and more people are being asked to step into leadership roles, the path to becoming a good leader is long and not always straightforward . This is where leadership activities come in.

Leadership activities are a great way of developing the skills and competencies needed to be an effective leader . It's not easy to learn these skills, especially when so many leaders don't receive effective training or support. In this article, we'll explore the leadership activities you should master in order to lead a high-performing team and become a better leader!

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What are leadership activities?

Leadership activities are exercises designed to help develop leadership skills and enable leaders to be more effective in their roles. They can include activities that help train new leaders and improve core leadership skills like problem-solving, active listening, or effective group management.

You’ll also find that the best leadership development activities give leaders tools and techniques they can use on the job. It’s one thing to know that leaders need to be good listeners, but quite another to be given a framework and toolkit that means you are a great listener who always helps their team feel heard and understood.

The exercises below are not only great to use when training leaders, but they are practical techniques leaders can use with every team member immediately, whatever their leadership style.

What are leadership activities used for?

While managers might approach tasks differently based on their leadership style, there are skills and competencies that all leaders should learn in order to best service their team. Learning how to be a good leader can be difficult, so using exercises and activities to improve leadership skills in a safe, experiential environment can help leaders be more effective in their role.

If you’re running a leadership development program, you might use these activities during the training program. For example, after conducting a self-assessment and deciding how they want to develop as a leader, participants might work on improving their leadership skills with these activities.

Whether you’re running such a program and developing managers internally with workshops or simply want to brush up on your own leadership skills, these exercises are a great place to begin.

A bespoke leadership development workshop (like the one featured in this leadership template! ) is also a natural place to include these activities.

In SessionLab, it’s quick and easy to design a leadership workshop fit for your needs. Start by dragging and dropping blocks to design your outline. Add minute-perfect timing and instructions to each activity to refine your agenda.

When you’re ready to share with collaborators or participants, export your workshop agenda in PDF, Word, Powerpoint or invite them directly to the session.

A screenshot of a leadership development workshop designed and built in SessionLab.

Leadership training activities for building a positive work climate

Leaders are role models to their colleagues and organization. Their leadership styles, principles, and values determine the culture that drives their organization’s behavior.

That is why a competitive, paranoid leader can easily create an organization where team members are similarly competitive and less open to collaboration. While a leader who is open and inclusive will create a climate of openness and inclusiveness. How they behave, and what they consider the norm, also affects which kinds of behaviors are enforced and celebrated and which behaviors are punished.

The following leadership activities can help you in recognising important leadership behaviors that result in a productive workplace. They can also be used by leaders to set the stage for team bonding and a great workplace environment with their team. A must for all leaders!

Leadership Envelopes

Leadership games like this help groups translate abstract leadership principles into practical on-the-job behaviors. Participants work in groups to come up with real-life applications of different leadership principles.

The groups conduct multiple rounds of discussion to build upon each others’ ideas, and in the end, evaluate the best ideas to identify the most useful behaviors. This is also a great activity to run with all your team members. Seeing how they consider and respond to different leadership styles can help you focus on the right approach as a leader!

Leadership Envelopes #leadership #issue analysis #thiagi Leadership exercise in groups, working with practical leadership principles. This activity helps groups to translate abstract leadership principles into practical on-the-job behaviours. Participants work in groups to come up with real-life application of leadership principles. The groups take multiple rounds to build upon the ideas of each other, and in the end, evaluate the best ideas to identify the most useful behaviours.

Your Favourite Manager

In this activity, participants take on three different employee personas and list the behaviors of a positive leader or manager and a negative one from the perspectives of those employees. After some individual reflection, participants compare their lists, first in pairs and then in groups. Finally, they collect the ultimate do’s and don’ts for managers and leaders.

Any activity that encourages deep reflection on your own leadership style and those of your role models is a wonderful way to grow. I’ve been especially inspired by how some of my old bosses approach problem solving while I was a team member working beneath them.

My Favourite Manager #management #leadership #thiagi #teamwork #remote-friendly Participants work individually, assuming the roles of three different people and brainstorming their perceptions of three most favourite managers and three least favourite managers. Later, they work with a partner (and still later, in teams) to prepare a list of dos and don’t-s for improving employees’ perception of a manager’s style.

Leadership Pizza

This leadership development activity offers a self-assessment framework for people to first identify the skills, attributes and attitudes they find important for effective leadership, and then assess their own development in these areas. This framework is also a great tool to set individual leadership development goals in a coaching process.

We love activities that allow team members to reflect on different leadership styles and assess their own skills and preferences. The visual format makes it easy to share and reflect on leadership styles later too!

Leadership Pizza #leadership #team #remote-friendly This leadership development activity offers a self-assessment framework for people to first identify what skills, attributes and attitudes they find important for effective leadership, and then assess their own development and initiate goal setting.

Playing with Status

The best leadership training activities often allow managers to work on their leadership skills while also providing an opportunity to reflect on their leadership style and how it might affect other employees.

Playing with Status is a role playing game where pairs enact a job interview or coaching session and enact different versions of the conversation based on whether each person has high or low status. By experiencing the effect of status on the relationship, would-be leaders can consider how they interact with other members of their team and create a more positive workplace culture.

Playing with Status #teambuilding #communication #team #thiagi Participants are given a short script of 8-10 lines of neutral dialogue. The scene may depict a job interview (see the sample below) or a coaching session. Pairs take turns enacting the scene, playing with the status relationships through non-verbal behaviours.

Heard Seen Respected

Standing in the shoes of others, practicing empathy and ensuring that everyone on a team is able to be heard is a necessity for great leaders and your team in general. In this activity, participants shift between telling stories where they were not heard, seen or respected and then being listeners who do not pass judgment.

Remember that leadership training should often start with the fundamentals of respect and empathy. If you can’t respect and empathize with your team members, how can you expect them to do the same for you? Keeping things simple with an activity like Heard Seen Respected can be an especially effective option whether you’re working online or offline.

Heard, Seen, Respected (HSR) #issue analysis #empathy #communication #liberating structures #remote-friendly You can foster the empathetic capacity of participants to “walk in the shoes” of others. Many situations do not have immediate answers or clear resolutions. Recognizing these situations and responding with empathy can improve the “cultural climate” and build trust among group members. HSR helps individuals learn to respond in ways that do not overpromise or overcontrol. It helps members of a group notice unwanted patterns and work together on shifting to more productive interactions. Participants experience the practice of more compassion and the benefits it engenders.

Team building leadership activities

Every leader has an integral role in the formation of the teams they work with. Whether you are consciously working on it or not, your attitude and actions as a leader will significantly influence team cohesion, communication and the team spirit of the people you work with.

This comes through in small everyday actions, the way you share responsibilities, the way you empower colleagues, and the way you foster a cooperative work environment as opposed to a competitive one.

Sometimes, it can also be effective to run team building activities with your company that are expressly focused on helping teams come together and bond. Try using the following leadership team building activities with new teams, or groups that need to spend a little time getting to know each other better.

Marshmallow challenge

The Marshmallow Challenge is a team-building activity in which teams compete to build the tallest free-standing structure out of spaghetti sticks, tape, string, and the marshmallow that needs to be on the top. This leadership activity emphasizes group communication, leadership dynamics, collaboration, and innovation and problem-solving.

It’s a wonderful game that allows participants’s natural leadership qualities to shine through, and it helps teams have a lot of fun too!

Marshmallow challenge with debriefing #teamwork #team #leadership #collaboration In eighteen minutes, teams must build the tallest free-standing structure out of 20 sticks of spaghetti, one yard of tape, one yard of string, and one marshmallow. The marshmallow needs to be on top. The Marshmallow Challenge was developed by Tom Wujec, who has done the activity with hundreds of groups around the world. Visit the Marshmallow Challenge website for more information. This version has an extra debriefing question added with sample questions focusing on roles within the team.

Blind Square Rope Game

This activity is a tried and tested game that asks teams to communicate well and solve a problem as a team. Not only is this a fun team building activity, but it’s a great way for potential leaders to step up and help their team win! Start by tying a length of rope into a circle and then instruct participants they will have 20 minutes to turn it into a square, with fifteen minutes to plan their actions and five minutes to implement. Here’s the catch – no one may touch the rope until you begin, and every team member is blindfolded during implementation. This is an effective leadership game that is great with both small groups and larger teams separated into breakouts.

Blind Square – Rope game #teamwork #communication #teambuilding #team #energiser #thiagi #outdoor This is an activity that I use in almost every teambuilding session I run–because it delivers results every time. I can take no credit for its invention since it has existed from long before my time, in various forms and with a variety of names (such as Blind Polygon). The activity can be frontloaded to focus on particular issues by changing a few parameters or altering the instructions.

Tower of Power

All leaders need to work closely with other members of their organization in order to succeed. This leadership game encourages groups to work together in order to build a tower with specific (and sometimes tricky!) rules before than reflecting on what worked, what didn’t and what they would do next time.

It’s a wonderful activity for leadership training, as it provides an experiential way to explore leadership concepts, all wrapped in a fun game!

Tower of Power #team #teamwork #communication #leadership #teambuilding #skills This teamwork activity requires participants to work closely together to build a tower from a set of building blocks. The players need to coordinate their actions in order to be able to move the wooden blocks with the crane they have, and this can only be solved by precise planning, good communication and well-organised teamwork. You may use this exercise to emphasise the following themes and outcomes: In Leadership training : identifying interdependencies in systems, leadership communication, dealing with risk, giving feedback In Team building : communicating effectively, cooperating, being an active listener, maintaining the balance, working with values In Project management : simulating strategic planning, working under time pressure In Communication training : meta communication, facilitating, dealing with different perspectives

When teams work together well, something magic happens. But what elements constitute a high performing team? As a leader, how can you help ensure those conditions are met? In this leadership game, participants must work together to get every team member across an obstacle while blindfolded.

It’s a simple concept that creates a perfect space for exploring how teams operate and the role leaders have within them. Bring plenty of fun obstacles (squeaky toys are best) and encourage groups to think strategically for best results!

Minefield #teampedia #teamwork #action #team #icebreaker A fun activity that helps participants working together as a team while teaching the importance of communication, strategy and trust.

Crocodile River

The Crocodile River is a team-building activity in which group members need to support each other in a task to move from one end of a space to another. It requires working together creatively and strategically in order to solve a practical, physical problem. It tends to emphasize group communication, cooperation, leadership and membership, patience and problem-solving.

Crocodile River #hyperisland #team #outdoor A team-building activity in which a group is challenged to physically support one another in an endeavour to move from one end of a space to another. It requires working together creatively and strategically in order to solve a practical, physical problem. It tends to emphasize group communication, cooperation, leadership and membership, patience and problem-solving.

This is a simple game to help team members learn how to work together (better). It can also focus on the group’s understanding of communication, leadership, problem-solving, trust or persistence. Participants stand in a circle, close their eyes and put their hands into the circle to find two other hands to hold. Then they open their eyes and the group has to try to get back into a circle without letting go, though they can change their grip, of course.

Human Knot A physical-participation disentanglement puzzle that helps a group learn how to work together (self-organize) and can be used to illustrate the difference between self-organization and command-control management or simply as a get-to-know-you icebreaker. Standing in a circle, group members reach across to connect hands with different people. The group then tries to unravel the “human knot” by unthreading their bodies without letting go of each other people’s hands. As a management-awareness game to illustrate required change in behavior and leadership on a management level (e.g., illustrate the change from ‘task-oriented’ management towards ‘goal/value-oriented’ management).

Who are you? The pirate ship exercise

Every member of a group occupies a different position in the team. An effective team leader is one who considers their role and is aware of where employees also stand.

This leadership training activity is an effective method of getting a group to consider their roles with the metaphor of a pirate ship. Start by sharing the image and invite each person to consider which person on the deck they most identify with. Is it the captain, or perhaps is it the person repairing damage to the hull? What follows is an effective conversation on roles within a team.

Who are you? The pirate ship exercise (dinámica del barco pirata) #team alignment #team #remote-friendly #teamwork #warm up #icebreaker This an easy but powerful exercise to open a meeting or session and get participants to reflect on their attitudes or feelings about a topic, in the organization, team, or in the project.

Collaborative leadership activities

Whether you’re leading a small group or working across a massive organization, part of your role of a leader is to help their team work together more effectively. Removing obstacles to effective collaboration and creating frameworks for better teamwork is something you’ll be doing as a leader.

Use the activities below to develop the skills necessary to facilitate better collaboration and working habits between team members.

Circles of Influence

Effective teamwork is often about identifying where each member of a team can have the most impact and use their skills best. Leaders often need to find ways to identify where to direct their team and consider how different skills and working styles fit together to make a cohesive team. This activity makes it easy to facilitate this process and encourage employees to reflect and be proactive too!

We love that this leadership exercise encourages every team member to take responsibility and action. When looking for leadership qualities in a group and considering who you might want to develop into a future leader, this is also a great place to start!

Circles of Influence #hyperisland #team #team effectiveness A workshop to review team priorities and made choices about what to focus on individually and collectively. The workshop challenges members to reflect on where they can have the most impact and influence. Use this workshop to refine priorities and empower ownership among team members.

Team of Two

Whether you’re leading a team of just a few people or hundreds, the reality is that many of your discussions and interactions with the people you will lead will be interpersonal and one-on-one in nature. Developing the skillset you need to solve issues in your team when they arise and finding ways to ensure these conversations are productive is one of the most important things you can do as a leader.

Use Team of Two whether working online or as part of an in-person session to help your working pairs and interpersonal relationships go from strength to strength. By articulating needs and consequences clearly, this leadership exercise helps people communicate efficiently and see the results they need – a must for anyone in a leadership role!

Team of Two #communication #active listening #issue analysis #conflict resolution #issue resolution #remote-friendly #team Much of the business of an organisation takes place between pairs of people. These interactions can be positive and developing or frustrating and destructive. You can improve them using simple methods, providing people are willing to listen to each other. “Team of two” will work between secretaries and managers, managers and directors, consultants and clients or engineers working on a job together. It will even work between life partners.

What I Need From You

One of the most important leadership skills to cultivate is clarity: being clear in what you expect and need from others in your organisation or group is an integral component of high-functioning teams. With What I Need From You, each team member involved in the exchange is given the chance to articulate their core needs to others and respond in a structured way.

This kind of clear, direct action is great at unblocking conversational roadblocks in both large and small groups, and is something all leaders should have in their toolkit.

What I Need From You (WINFY) #issue analysis #liberating structures #team #communication #remote-friendly People working in different functions and disciplines can quickly improve how they ask each other for what they need to be successful. You can mend misunderstandings or dissolve prejudices developed over time by demystifying what group members need in order to achieve common goals. Since participants articulate core needs to others and each person involved in the exchange is given the chance to respond, you boost clarity, integrity, and transparency while promoting cohesion and coordination across silos: you can put Humpty Dumpty back together again!

Generative Relationships STAR

The relationships between the members of a team can make or break the work you do together. In this leadership training activity, leaders learn how to help a group understand their current working patterns and identify possible changes.

Each participant will individually rate the current performance of the group on the 4 points of the STAR compass tool included. Next, small groups will discuss their choices and find points of alignment and disagreement. Finally, the whole team will discuss the first steps they can take to improve relationships and performance for the group.

Generative Relationships STAR #team #liberating structures #teamwork You can help a group of people understand how they work together and identify changes that they can make to improve group performance. All members of the group diagnose current relationship patterns and decide how to follow up with action steps together, without intermediaries. The STAR compass tool helps group members understand what makes their relationships more or less generative. The compass used in the initial diagnosis can also be used later to evaluate progress in developing relationships that are more generative.

Team Canvas

When it comes to enabling true collaboration throughout your organization, it pays to involve your team members in helping shape the way you want to work together. Different leadership styles may call for a different approach to this process, but it’s always helpful to see a complete example of how you might define your team culture and working processes.

In this workshop template, you can see a complete agenda for a team canvas workshop. This will take a team through a process of co-creating and defining everything from your goals, values, assets, and rules. Effective leadership often means tapping into group intelligence and enabling your team to take shared ownership of their success. Team Canvas great way of achieving this!

Team Canvas Session #team alignment #teamwork #conflict resolution #feedback #teambuilding #team #issue resolution #remote-friendly The Team Canvas is Business Model Canvas for teamwork. It is an effective technique to facilitate getting teams aligned about their goals, values and purposes, and help team members find their role on the team.

Inspirational leadership activities

Great leaders inspire others. However, there are many different reasons why someone will find a leader inspirational. Developing the skills to inspire team members and lead with this energy is important, whatever your leadership style.

In order to grasp what facilitates inspiring leadership, try the following exercises. You’ll be surprised at how thinking more deeply about your own role models or what your values can help you in all of your leadership interactions!

Leadership Advice from your Role Model

Everyone is asked to think of a role model they look up to and ask themselves: If a young person would ask these role models for leadership advice and what kind of advice that would be.

Facilitate a group conversation where these pieces of advice are shared and contradicting points are discussed and reconciled. Given diverse enough responses, this structured sharing activity might be a good introduction to the concept of situational leadership.

Leadership Advice from Your Role Model #skills #leadership #thiagi #role playing This structured sharing activity provides a faster, cheaper, and better alternative to buying and reading a lot of books: You tap into the wisdom of the group—and of their role models.

Living Core Values

The core values of your organization are a great place to look when you want to inspire your team members. Leaders should be involved in defining and exemplifying their core values and also helping create space for the team to share how they’re living those values. The result is an inspiring leadership exercise that allows a leader to help the group celebrate their wins and also suggest places for improvement.

Start by choosing one of your core values and asking activity participants to share a story of how they have been practicing this core value. After sharing, ask the team to reflect on what inspired them from the story. As with any leadership development game, be the first one to share a story to help guide the discussion. Running this exercise will not only help inspire a team to greater heights but also surface any areas that need improvement – it’s a great method to have in your leadership toolbox!

Living Core Values #culture #values #core values, #connection #inspiration #virtual_friendly #team #team alignment #energizer #remote-friendly For use with a team, organization or any peer group forum. Can be done in person or virtual This is designed to create a conversation that brings Core Values alive. This is great for a team that knows what values they stand for. Through this exercise they will celebrate their values in action and therefore be energized to magnify them further. It will also help bring along anyone that is new so they can understand that the group really walks the talk

Throughout human history, stories have been a consistent source of inspiration. Whatever your leadership style, finding time to share more about your own story and create space for others to share theirs can be massively useful as a leader.

In Campfire, start by creating a selection of 10-20 sticky notes relating to a concept you wish to explore with the group. Put these on the wall and then invite your group to review them and consider stories they might tell related to one of those words. Start the storytelling session yourself and think about how you might inspire and elicit further stories from the rest of the team before passing the torch to the next person around the campfire!

This is a great activity to run during leadership training or when team building. Creating safe spaces for people to share their experiences is a leadership skill you absolutely want to cultivate and practice!

Campfire #gamestorming #team #remote-friendly #storytelling Campfire leverages our natural storytelling tendencies by giving players a format and a space in which to share work stories—of trial and error, failure and success, competition, diplomacy, and teamwork. Campfire is useful not only because it acts as an informal training game, but also because it reveals commonalities in employee perception and experience.

Letter from the Future

Leaders are often called upon to inspire their team members about the future of their product or organization. Employees who are excited about where you’re going are more likely to work together well and be energized to see results. This activity is useful for helping inspire a team, or even just to inspire yourself as a leader and get your vision for the future down on paper!

Begin by asking your team to speculate on what the world will look like in five years. Next, ask them to write a letter from the future detailing what the group has accomplished in that time and how they overcame any challenges.

Share the results to inspire the group for what you might accomplish and also start creating plans for how you’ll create your desired future. You might even find that running this activity solo is effective when thinking about how you want to develop as a team leader!

Letter from the Future #strategy #vision #thiagi #team #teamwork Teams that fail to develop a shared vision of what they are all about and what they need to do suffer later on when team members start implementing the common mandate based on individual assumptions. To help teams get started on the right foot, here is a process for creating a shared vision.

Leadership activities for personal development

A good leader is one who helps uplift and upskill the members of their team. These leadership activities are designed to help you encourage participants to be more autonomous, take initiative and work on their personal development.

If you’re new to a leadership role or trying on various leadership styles, these can also be great activities to practice on the road to leading a team. Growth and development is a vital aspect of employee happiness and fulfilment – be sure to bring ideas for enabling others to your leadership role.

Roles in a meeting

Learning by doing is an important aspect of effective leadership. Sometimes, you have to try something new and approach the task with an open mind while working to the best of your ability. This simple method is a great way of encouraging participants to take an important role during a meeting and also take part in developing and refining those roles.

If you’re running a leadership development program and want to start upskilling participants, this is a great way of delegating some simple leadership roles. Plus, it helps encourage the group to contribute and engage with how a successful meeting is put together too!

Roles in a meeting #meeting facilitation #remote-friendly #hybrid-friendly #skills Organize the day’s meeting by co-creating and assigning roles among participants.

Alignment & Autonomy

One of the most impactful things a leader can do is get out of a team’s way and allow them to perform more autonomously. Doing so effectively means people can take ownership of their work, be more invested, and develop their skills too. But how can you do this without creating chaos or misalignment?

In this activity, you first help every team member align on your goals and then reflect on where they can take more ownership and be more autonomous in their work while still contributing to the goals of the team. Not only is this a great way to help your team develop, but it also takes work off your plate as a leader and can enable you to get out of the trenches if necessary.

Alignment & Autonomy #team #team alignment #team effectiveness #hyperisland A workshop to support teams to reflect on and ultimately increase their alignment with purpose/goals and team member autonomy. Inspired by Peter Smith’s model of personal responsibility. Use this workshop to strengthen a culture of personal responsibility and build your team’s ability to adapt quickly and navigate change.

15% Solutions

One of the biggest barriers to personal development is being overwhelmed by what you need to do to achieve your goals. As a leader, you can help your team by enabling them to take the small, important actions that are within their control.

Start by asking participants to reflect on where they have the discretion and freedom to act and how they might make a small step towards a goal without needing outside help. By flipping the conversation to what 15% of a solution looks like, rather than 100%, employees can begin to make changes without fear of being overwhelmed.

15% Solutions #action #liberating structures #remote-friendly You can reveal the actions, however small, that everyone can do immediately. At a minimum, these will create momentum, and that may make a BIG difference. 15% Solutions show that there is no reason to wait around, feel powerless, or fearful. They help people pick it up a level. They get individuals and the group to focus on what is within their discretion instead of what they cannot change. With a very simple question, you can flip the conversation to what can be done and find solutions to big problems that are often distributed widely in places not known in advance. Shifting a few grains of sand may trigger a landslide and change the whole landscape.

The GROW Coaching Model

The best leaders are often great coaches, helping individual team members achieve their potential and grow. This tried and test method is a wonderful way to help activate the development of everyone from a new start to an established leader.

Begin by teaching your mentee or group the GROW acronym (Goal, Reality, Obstacles/Options, and Will.) and guide them through a process of defining each section and collectively agreeing on how you’ll make progress. This is an effective leadership activity that is great for leadership training and is equally useful when it comes to help any team member grow.

The GROW Coaching Model #hyperisland #coaching #growth #goal setting The GROW Model is a coaching framework used in conversations, meetings, and everyday leadership to unlock potential and possibilities. It’s a simple & effective framework for structuring your coaching & mentoring sessions and great coaching conversations. Easy to use for both face-to-face and online meetings. GROW is an acronym that stands for Goal, Reality, Obstacles/Options, and Will.

Decision-making leadership activities

An important aspect of leadership development is learning how to make informed and intelligent decisions while also ensuring you listen to your team. A leader who bulldozes their team into a decision without first listening to their expertise is not going to make their team feel valued.

The outcomes of uninformed decisions are often poor or frustrating for those involved too. While leaders are justifiably responsible for making final decisions, it’s integral to find methods to do so in a well-reasoned way.

These leadership activities are useful when it comes to making good decisions while involving your team members in the process and developing a leadership style that creates space for others.

When solving problems as a team, it’s common to have various options for moving forward. As a leader, it often falls to you to make the decision for which solution or direction to pursue. But how can you do that while also creating space for the opinions of your team to be heard?

Dotmocracy is a tried and tested facilitation method for making informed decisions with the help of your team. After presenting the available options, give everyone on your team a number of dots to indicate which option they prefer. You’ll want to adjust the number of votes based on the number of options there are to choose from. A good rule of thumb is to have fewer dots than there are options, giving just a few for every team member.

Leaders want to be on hand to break any ties and to facilitate discussion around what is chosen, but when it comes to making decisions with your team, this method is hard to beat.

Dotmocracy #action #decision making #group prioritization #hyperisland #remote-friendly Dotmocracy is a simple method for group prioritization or decision-making. It is not an activity on its own, but a method to use in processes where prioritization or decision-making is the aim. The method supports a group to quickly see which options are most popular or relevant. The options or ideas are written on post-its and stuck up on a wall for the whole group to see. Each person votes for the options they think are the strongest, and that information is used to inform a decision.

Impact and Effort Matrix

The hallmark of a good decision making process is transparency. Leaders should know why a decision is made and should be able to clearly explain their thinking to team members. As such, the best decision making activities make the process open and easy to understand.

Start this activity by creating a 2×2 matrix and then place possible options on the matrix based on the expected impact and effort it would take to achieve them. This makes it easy to prioritize and compare possible decisions while also including team members in the process.

An inclusive leadership style means bringing your own knowledge to the table while also listening to the opinions of the team. When running this activity, be sure to combine these aspects to ensure items are placed in the appropriate place on the matrix.

Impact and Effort Matrix #gamestorming #decision making #action #remote-friendly In this decision-making exercise, possible actions are mapped based on two factors: effort required to implement and potential impact. Categorizing ideas along these lines is a useful technique in decision making, as it obliges contributors to balance and evaluate suggested actions before committing to them.

Level of influence

Making the right decision is often a process of weighing up various factors and prioritizing accordingly. While there are many methods for doing this, being an effective leader often means making this as simple as possible.

We love this decision making activity because it asks the group (and its leader!) some simple questions to narrow down possible options and makes it easy to prioritize too. Start by asking the level of influence a team has to make possible actions happen and ranking them accordingly.

Next, choose those items that you have the most influence on and then prioritize the ones you really want to happen. This simple, two-step process is a great activity for leadership development as it is something any leader can use with ease!

Level of Influence #prioritization #implementation #decision making #planning #online facilitation This is a simple method to prioritize actions as part of an action planning workshop, after a list of actions has been generated.

Fishbone Analysis

Making good decisions requires a complete knowledge of the problem at hand. For leaders who may no longer be on the frontlines of their department, it’s important to surface insights from their team and understand the root cause of any problem before making a decision.

In this leadership activity, start by choosing a problem area and adding it to the head of the fish. Next, brainstorm ideas that might cause the problem and add these as categories to the skeleton. Brainstorm on each of these categories and ask why is this happening in order to dive deeper and fully understand the issue at hand before making an informed decision as a group.

Fishbone Analysis #problem solving ##root cause analysis #decision making #online facilitation A process to help identify and understand the origins of problems, issues or observations.

Leadership exercises for setting team values

Usually, the values of a leader are mirrored in the organization. If shortcuts are common practice for the leader, then she will see shortcuts made by her team members all across their projects. But if learning and self-improvement are important to the leader, then this will be a good foundation for these values in the whole organization, too.

To be more aware of your own values as a leader and then bring these ideas to your team, try these leadership exercises!

Explore Your Values

Explore your Values is a group exercise for thinking on what your own and your team’s most important values are. It’s done in an intuitive and rapid way to encourage participants to follow their intuitions rather than over-thinking and finding the “correct” values.

It’s a good leadership game to use to initiate reflection and dialogue around personal values and consider how various leadership styles might chime with some values more than others.

Explore your Values #hyperisland #skills #values #remote-friendly Your Values is an exercise for participants to explore what their most important values are. It’s done in an intuitive and rapid way to encourage participants to follow their intuitive feeling rather than over-thinking and finding the “correct” values. It is a good exercise to use to initiate reflection and dialogue around personal values.

Your Leadership Coat of Arms

In this leadership development activity, participants are asked to draw their own coat of arms symbolising the most important elements of their leadership philosophy. The coat of arms drawings are then debriefed and discussed together with the group.

This activity works well with equally well with leadership and team members. Creating a visual representation of what you stand for in the form of a coat of arms can help create a memorable asset you can refer to and rally behind in the future.

Your Leadership Coat of Arms #leadership #leadership development #skills #remote-friendly #values In this leadership development activity, participants are asked to draw their own coat of arms symbolising the most important elements of their leadership philosophy. The coat of arms drawings are then debriefed and discussed together with the group. After the exercise you may prepare a coat of arms gallery, exhibiting the leadership approach and philosophy of group members

Team Purpose & Culture

Ensuring all group participants are aligned when it comes to purpose and cultural values is one of the jobs of a leader. Teams and organizations that have a shared and cohesive vision are often happier and more productive and by helping a group arrive at these conclusions, a good leader can help empower everyone to succeed. Even with multi-discipline teams and organizations with different leadership styles, this method is an effective way of getting everyone on the same page. This is a framework you’ll likely use again and again with different teams throughout your career.

Team Purpose & Culture #team #hyperisland #culture #remote-friendly This is an essential process designed to help teams define their purpose (why they exist) and their culture (how they work together to achieve that purpose). Defining these two things will help any team to be more focused and aligned. With support of tangible examples from other companies, the team members work as individuals and a group to codify the way they work together. The goal is a visual manifestation of both the purpose and culture that can be put up in the team’s work space.

Leadership communication activities

Leaders are usually viewed as the parents of the organization. It is expected from them that they take care of their people and make sure that proper norms and rules are followed. One of the key areas where a leader has a large influence is the style and amount of communication between people.

Active Listening and giving effective feedback are critical skills to have as a leader but are also crucial for your team members. In fact, the issue that leaders rank as one of the biggest barriers to successful leadership is avoiding tough conversations, including giving honest, constructive feedback .

Develop good communication practices with the following leadership games and activities.

Active Listening

This activity supports participants in reflecting on a question and generating their own solutions using simple principles of active listening and peer coaching. It’s an excellent introduction to active listening but can also be used with groups that are already familiar with this activity. Participants work in groups of three and take turns being “the subject” who will explore a question, “the listener” who is supposed to be totally focused on the subject, and “the observer” who will watch the dynamic between the other two.

Active Listening #hyperisland #skills #active listening #remote-friendly This activity supports participants to reflect on a question and generate their own solutions using simple principles of active listening and peer coaching. It’s an excellent introduction to active listening but can also be used with groups that are already familiar with it. Participants work in groups of three and take turns being: “the subject”, the listener, and the observer.

Trust battery

Every time you work together with someone, your trust battery – the trust you have towards a certain person, or the ‘emotional credit’ that person has in your eyes – either charges or depletes based on things like whether you deliver on what you promise and the social interaction you exhibit. A low trust battery is the core of many personal issues at the workplace.

This self-assessment activity allows you and your team members to reflect on the ‘trust battery’ they individually have towards each person on the team and encourages focus on actions that can charge the depleted trust batteries. It also works great when promoting virtual leadership and working with online teams!

Trust Battery #leadership #teamwork #team #remote-friendly This self-assessment activity allows you and your team members to reflect on the ‘trust battery’ they individually have towards each person on the team, and encourages focus on actions that can charge the depleted trust batteries.

Feedback: Start, Stop, Continue

Regular and constructive feedback is one of the most important ingredients for effective teams. Openness creates trust, and trust creates more openness. This is an activity for teams that have worked together for some time and are familiar with giving and receiving feedback. The objective of Start, Stop, Continue is to examine aspects of a situation or develop next steps by polling people on what to start, what to stop and what to continue doing.

For those in charge of online leadership, it’s vital to find ways of having difficult conversations in constructive ways virtually – try this method when working to resolve issues with your distributed team!

Feedback: Start, Stop, Continue #hyperisland #skills #feedback #remote-friendly Regular, effective feedback is one of the most important ingredients in building constructive relationships and thriving teams. Openness creates trust and trust creates more openness. Feedback exercises aim to support groups to build trust and openness and for individuals to gain self-awareness and insight. Feedback exercises should always be conducted with thoughtfulness and high awareness of group dynamics. This is an exercise for groups or teams that have worked together for some time and are familiar with giving and receiving feedback. It uses the words “stop”, “start” and “continue” to guide the feedback messages.

Reflection: Team

All leaders know the value of structured and considered reflection. Teams that take the time to reflect and improve are those that can grow and by creating an environment of reflection, team leaders and managers can help their group move forward together. This method is effective for both offline and virtual leadership development. It helps a group progress from individual reflection through to full group discussion in a way that encourages constructive thought and minimizes potential frustration or antagonistic conversation.

Reflection: Team #hyperisland #team #remote-friendly The purpose of reflecting as a team is for members to express thoughts, feelings and opinions about a shared experience, to build openness and trust in the team, and to draw out key learnings and insights to take forward into subsequent experiences. Team members generally sit in a circle, reflecting first as individuals, sharing those reflections with the group, then discussing the insights and potential actions to take out of the session. Use this session one or more times throughout a project or program.

Leadership conflict resolution activities

One of the most important leadership skills you’ll want to develop is the ability to mediate and resolve team conflicts. Even the most connected and effective teams can run into conflict and it will fall to managers and team leaders to help get things back on track.

Even for established leaders, navigating conflict can be difficult! These leadership development activities are designed to help groups manage and resolve conflicts more effectively.

Giving leaders a framework they can trust and use with their team right away is always a good use of time, and we’d recommend teaching these methods to all new leaders!

What, So What, Now What?

It’s easy to get lost in the woods when it comes to managing conflict. Helping a group see what happened objectively and without judgment is an important leadership skill, and this framework helps make this process easy.

Start by working with the group to collect facts about what happened before moving towards making sense of them. Once everywhere has been heard and given space to process these facts, you can then move towards suggesting practical actions. By following this kind of framework, you can manage a conflict in a pragmatic way that also ensures everyone in a group can contribute.

W³ – What, So What, Now What? #issue analysis #innovation #liberating structures You can help groups reflect on a shared experience in a way that builds understanding and spurs coordinated action while avoiding unproductive conflict. It is possible for every voice to be heard while simultaneously sifting for insights and shaping new direction. Progressing in stages makes this practical—from collecting facts about What Happened to making sense of these facts with So What and finally to what actions logically follow with Now What . The shared progression eliminates most of the misunderstandings that otherwise fuel disagreements about what to do. Voila!

Conflict Responses

All of us can be guilty of handling conflicts in a less than ideal manner. Part of developing as a leader is identifying when something didn’t go well before finding ways to do things better next time.

In this leadership activity, ask the group to provide examples of previous conflicts and then reflect on how they handled them. Next, ask everyone to reflect on how they might change their behavior for a better outcome in the future. As a leader, use this opportunity to lead the way and be honest and vulnerable. It’s your role to provide a model for interaction and its always worthwhile to see how you can do better as a people manager dealing with conflict too!

Conflict Responses #hyperisland #team #issue resolution A workshop for a team to reflect on past conflicts, and use them to generate guidelines for effective conflict handling. The workshop uses the Thomas-Killman model of conflict responses to frame a reflective discussion. Use it to open up a discussion around conflict with a team.

Bright Blurry Blind

Finding opportunities to reframe conflict as an opportunity to solve problems and create clarity is a very useful leadership quality. Often, conflict is a signifier of a deeper problem and so finding ways to surface and work on these issues as a team is a great way to move forward and bring a group together too.

In this leadership activity, start by asking the group to reflect on the central metaphor of bright to blind issues or topics, based on whether the problem is out in the open or unknown. Next, invite small groups to ideate on what issues facing the team are bright, blurry, or blind and then discuss them as a group. By working together to illuminate what is blurry or blind, you can create a one-team mentality and start resolving problems that can lead to conflict too.

Bright Blurry Blind #communication #collaboration #problem identification #issue analysis This is an exercise for creating a sense of community, support intra and inter departmental communication and breakdown of “Silos” within organizations. It allows participants to openly speak about current issues within the team and organization.

The Art of Effective Feedback Workshop

All leaders will need to give effective feedback in order to help their team develop and do great work. The best leaders also solicit feedback from their direct reports and use this is an opportunity to grow. But how can you teach these feedback skills and help leaders develop this important skill?

Check out our Effective Feedback Workshop template for a complete agenda you can use to develop this leadership skill. You’ll find a ready-to-go workshop with a guide and PowerPoint presentation you can use to help anyone in a leadership role give and receive better feedback.

Workshop design made easy

Designing and running effective workshops and meetings is an important leadership skill; whether it’s staying organized and on time during your daily stand-ups or planning more involved sessions.

With SessionLab, it’s easy to create engaging workshops that create impact while engaging every member of your team. Drag, drop and reorder blocks to build your agenda. When you make changes or update your agenda, your session timing adjusts automatically , saving you time on manual adjustments.

Collaborating with stakeholders or clients? Share your agenda with a single click and collaborate in real-time. No more sending documents back and forth over email.

Explore how you and your team might use SessionLab to design more effective sessions or watch this five minute video to see the planner in action!

Now over to you…

I hope you have found some useful tips for leadership development workshops above. Now we’d love to hear from you!

What are your favorite leadership workshop ideas and training exercises for leadership development? Did you incorporate any of them into your facilitation practice?

Have you tried any of the activities above? Let us know about your experiences in the comments.

23 Comments

Thank you for sharing such great activity ideas. It is greatly appreciated and a perfect example of how the internet can and does serve the greater good!

Thank you, Jeanne! Great to see that you have found some useful ideas here!

Thank you this is very helpful in building new activities and revitalising teaching.

You’re welcome, Christine! Great to see that you’ve found the post helpful!

Thank you for the magnanimity of sharing these activities. We will choose and run and I am sure they will be very effective.

You are welcome, Roofi – enjoy using these activities at your sessions!

Thank you for sharing such great activity ideas. I will use in my leadership training programme

You are welcome man, happy to see that you’ve found some useful inspiration in this post!

Awesome resources for leadership coaching. Thank you so much! Cheers Marion (From Australia)

You’re welcome, Marion! I’m happy to hear you’ve found interesting the techniques above :-)

Thank you so much . I am really having a hard time thinking about what activities to include for my leadership training talk . This is of great help .

That’s nice to hear – I hope your training talk with go great! :-)

These exercises sound great. Does anyone have any feedback as to how these exercises have worked with their teams? Thanks!

Thank you for the question, Jennifer. We’ve used some of these activities at our own team meetings at SessionLab, and I’ve used other ones earlier on at different training workshops. Which one would you be interested to hear more about?

Thank you for these activities, I have used some of them already in my classes when teaching about leadership and leadership styles. Köszönöm!

That’s great to hear, you’re welcome, Réka! If you have any suggestion on how to tweak or run better these activities, we’d love to hear your thoughts :-)

Thank you for these activities. I was struggling to find activities to work on with groups as small as 1-5, but this should work well.

You’re welcome, Albert – Indeed, most of these activities do work well in small groups as well. Wishing best with your next sessions!

wow! this great! very helpful for trainers like me…. thanks you for sharing …

You’re welcome, I’m happy you’ve found these activities useful!

Hi I am trying to find an online simulation for a course I am designing for a college in Ontario, Canada. I am hoping to find something like your Leadership Envelope but in a virtual format or game. The ’rounds’ aspect is particularly interesting as I would like the students to work with one team over 14 weeks and then submit assigned work based on their experiences related to the course concepts.

Please let me know if you provide something like this or can help in any way.

Hey Rick! Thanks for your comment :)

Leadership Envelope is a great method! Sadly, there’s nothing quite like it in our remote-friendly section of the library currently, though there are a heap of virtual team building activities that could be adapted to go for multiple rounds.

We did have some thoughts on how you might perform the Leadership Envelope in a remote format, which I hope will help!

– Use breakout groups in Zoom for each group. – Have each team pass their virtual “envelope” with responses to the facilitator, either over Slack, PM or email – The facilitator then “passes” the leadership principle to the next team, though keeps the responses back – Play continues, with the facilitator collecting the responses under each leadership principle for later distribution – we’d recommend setting these up in an online whiteboard such as Mural or a Google Doc so teams can review them during the evaluation round – In the evaluation round, share the online whiteboard/Google Doc with the teams – they can then score them in the shared online space and present back to the group from there :) – For the final round, everyone returns to a single Zoom session, each team reclaims their cards (or the facilitator can distribute them back) and then you can debrief :)

Hope that helps, Rick! Using a shared online space such as Mural is also a great shout for an ongoing course, as you can collect and display artifacts generated by the teams throughout :)

Let us know how you get on!

Thank you for having the time and effort on sharing this amazing blog with us! I’ll probably read more of your articles.

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83 Leadership Activities, Building Games, and Exercises

Leadership activities are associated with benefits to business, including increased performance and productivity.

However, perhaps the sign of a truly successful leader is a happy, healthy workplace. Interested in what leadership activities can do for your workplace or school? Read on.

With the activities below, there may be some overlap with activities found under certain headings – for example, activities suitable for adults may also be useful for groups, or with employees.

Before you continue, we thought you might like to download our three Positive Leadership Exercises for free . These detailed, science-based exercises will help you or others adopt positive leadership practices and help organizations thrive.

This Article Contains:

What are leadership activities, what are they used for, 8 examples of leadership activities, 4 leadership workshop ideas, 2 activities that showcase different leadership styles, 3 situational leadership activities and scenarios, 8 games and activities for kids to learn leadership skills, 6 leadership development activities for teens and youth (pdf), 3 classroom leadership activities for students in elementary and middle school, 6 leadership activities and games for high school students, 3 activities and exercises for college students (pdf), 7 leadership games and activities for adults, 5 leadership group and team activities, 8 leadership training activities for employees, 5 leadership building exercises for managers, 11 leadership exercises for team building in the workplace, a take-home message.

Increasingly, people are assuming positions of leadership in the workplace (Cserti, 2018). However, the journey to becoming a leader is lengthy (Cserti, 2018). Leadership activities are valuable on the journey to becoming an effective leader , and also develop confidence in leadership teams (Cserti, 2018; Stepshift, 2016).

Leadership activities may be conducted on or off site, and be physical or sedentary (Stepshift, 2016). Leadership activities can either be performed by a leader in their own team, or with an external facilitator (Cserti, 2018). They may take the form of specially organized themed events, such as scavenger hunts (Stepshift, 2016). Or, they may be smaller, office-based tasks built into an ordinary workday.

For example, leadership activities could consist of meeting openers or conference break activities (Stepshift, 2016).

Leadership activities can be an effective way for individuals to practice and strengthen their leadership and team-building skills (Cserti, 2018). They can also be fun!

The structure of leadership activities is essential. It is important that the participants can relate the activity to the workplace setting (Stepshift, 2016).

The 10 Skills Every Leadership Coach Should Teach

The working style, principles, and values of a leader is a crucial aspect in determining the behavior within an organization (Cserti, 2018). Leadership training can help leaders become role-models (Cserti, 2018). The behavior of leaders and what they consider the “norm” determines which behaviors are enforced and those which are punished (Cserti, 2018).

Given the importance of a leader’s behavior, it is also essential that they learn skills, such as:

Communication

Leaders need to develop the ability to clearly, succinctly explain to employees everything from the goals of a company to the details of specific work-tasks (Doyle, 2019). Many components are important for effective communication , including active listening, reading body language and written communication such as emails (Doyle, 2019).

Leaders need to inspire employees. They may do this by increasing worker’s self-esteem , by recognizing effort and achievement, or by giving a worker new responsibilities to further their investment in the business (Doyle, 2019).

Leaders can achieve this by identifying the skills that workers have, and as such assign tasks to each worker based on the skills they have (Doyle, 2019).

Being positive helps develop a happy , healthy work environment, even when the workplace is busy or stressful (Doyle, 2019).

Trustworthiness

By demonstrating integrity , workers will feel at ease to approach their leader with questions or concerns (Doyle, 2019). Building trust is one of the most essential leadership skills.

Good leaders are willing to try novel solutions or to approach problems in a non-traditional way (Doyle, 2019).

Leaders are constantly on the lookout for opportunities to provide team members with information about their performance, without ‘micromanaging’ their work (Doyle, 2019).

Responsibility

A good leader accepts mistakes or failures and instead look for solutions for improvement of a situation (Doyle, 2019). This skill also includes being reflective and being open to feedback (Doyle, 2019).

A leader should strive to follow through with everything that they agree to do (Doyle, 2019). It also involves applying appropriate feedback and keeping promises (Doyle, 2019).

Flexibility

Leaders need to be able to accept changes and creatively problem-solve, as well as being open to suggestions and feedback (Doyle, 2019).

While these skills are explained in a workplace context, they can easily be applied to other leadership situations such as sports or community groups.

Now that you have more clarity as to what leadership activities are, and what they are used for, let us look at a wide selection of activities. While some of the activities and games may not immediately appear to be ‘leadership activities,’ the chosen activities might develop and promote the leadership skills outlined above.

7 Ways to Practice Leadership Without Actually Being a Leader

Here are eight such activities:

Sports Sports provide the experience of being a team member and developing leadership skills (Flavin, 2018).
Cross-cultural experience Experiences with a different culture provide new, potentially uncomfortable situations and help develop communication skills that may not be learned elsewhere (Flavin, 2018). Overseas travel, or working with a different cultural group within your community can provide an opportunity to learn new skills, or may involve barriers that must be overcome – all teaching leadership (Flavin, 2018).
Social groups Involvement in social activities helps potential leaders develop a well-rounded, confident personality which enhances their capacity to lead a team (Flavin, 2018).
Internships Taking an internship position demonstrates initiative in finding opportunities to learn and seeking practical work – valuable skills in leadership (Flavin, 2018).
Volunteering As well as showing ambition, volunteering shows that you are willing to commit yourself to something that you are passionate about (Flavin, 2018).
Student government and organizations Specifically considering students, being involved in co-curricular organizations help individuals develop leadership (Flavin, 2018). Being involved in student government or organizations can provide opportunities to demonstrate leadership and have an impact on those around you (Flavin, 2018).
‘Passion projects’ Showing commitment to a passion for better communities; for example, mentoring shows that you are likely to focus on the greater good for a team (Flavin, 2018).
‘Teamwork’ This can be anything at all, from helping out with planning a family event or participating in a volunteer day, will demonstrate and develop leadership skills (Flavin, 2018).

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Effective leaders are aware that continuing professional and personal development is the key to ongoing success (Higgins, 2018). As such, they recognize that leadership workshops are important (Higgins, 2018). What activities can be used in such a workshop?

Here are four suggestions:

Idea 1: ‘Tallest Tower’ (from Stepshift, 2016)

Participants are provided with everyday items such as toothpicks, wooden blocks, uncooked pasta and so on. The task is to build the tallest possible free-standing structure from the materials provided. This activity is designed to encourage creative problem-solving and developing collaboration skills.

Idea 2: ‘Centre Stage’ (from Higgins, 2018)

Select four team members as volunteers. One team member plays the role of an employee who has missed meetings or been late to work in recent times. Each of the other three participants demonstrates a different style of leader (to save time, nominate the particular personality trait). Ask all participants to form a circle, and put two chairs in the middle of the circle.

After each demonstration of how to deal with the employee, ask the whole group to reflect on the different leadership approaches. For example, the group could consider what worked and what did not. Finally, to conclude this activity, ask the group to consider what the ‘ideal’ leader would do in the scenario.

Idea 3: ‘Minefield’ (from Stepshift, 2016)

This activity helps build trust and improve communication skills. It involves participants working in pairs, with one team member being blindfolded. Then, using only specified communication techniques, the pair negotiate their way around or over a ‘minefield’ of obstacles.

So, for example, the participants may be told they are only able to use commands such as the words ‘left’ or ‘right,’ ‘forwards’ or ‘backwards.’ The aim is to help the blindfolded team member to navigate the ‘minefield’.

Idea 4: ‘Magic Carpet’ (from Higgins, 2018)

Provide a small tarp or rug, which has enough room for all workshop participants to stand within its boundaries. Then, inform the group that their task is to work together to flip the rug or tarp over without any participant stepping off. If (or when) a participant steps off the teams have discussed all of the paragraphs or tarp, the team must begin again.

These are: autocratic (also known as authoritarian), delegative (also called ‘free reign)’ and democratic (which is also called participative) (Clark, 2015; Johnson-Gerard, 2017).

An autocratic leader makes decisions without first consulting others, while a delegative leader allows the staff to make the decisions (Johnson-Gerard, 2017). Finally, a democratic leader consults with the staff in making workplace decisions (Johnson-Gerard, 2017).

Here is an excellent resource for exploring different leadership styles.

The workbook also provides some helpful worksheets.

The following two activities help participants think more deeply about styles of leadership. The group should be divided into small groups of 3 – 4 participants. The participants work in groups for the first activity, and then they work individually on the second activity.

Activity One (Clark, 2015)

Provide a list of approximately 10 – 12 scenarios displaying the three different leadership styles. For example, “a new supervisor has just been put in charge of the production line. He immediately starts by telling the crew what change needs to be made. When some suggestions are made, he tells them he does not have time to consider them”.

The group then works together to figure out which leadership style is used in each scenario and to talk about whether it is effective, or if a different style could work better.

Encourage participants to think about themselves in a similar situation and their reaction to the particular leadership style.

Activity Two (Clark, 2015)

Provide participants with the statement ‘consider a time when you, or another leader, used the authoritarian (autocratic), participative (democratic) or delegative (free reign) style of leadership’.

Ask participants to reflect on the statement and make a few comments, such as: was it effective? Would a different leadership style have worked better? What were the employees’ experiences? Did they learn from the leadership style? What was it they learned? Which style is easiest to use (and why)? Alternatively, nominate the style which the participant prefers (and why).

To conclude these two activities, come together as a whole group and discuss what was learned about the three styles of leadership.

Leadership building activities – Project management training – ProjectManager

Situational leadership is when a leader is flexible in their approach and uses different leadership strategies depending on the situation (Johnson-Gerard, 2017). The following three games, from Johnson-Gerard (2017) provide an opportunity to explore situational leadership:

1. ‘Jumping Ship’

The aim of this game is for participants to reflect upon different leadership styles and come up with a list of actual workplace scenarios which would need a leader to abandon a natural leadership style for one that is more effective (i.e., to ‘jump ship’).

Each group is given three large pieces of paper. Ask the teams to write one style of leadership on each (i.e., autocratic, delegative, democratic). Then, allow the groups 45 minutes to come up with real work situations for which employing the particular leadership style would be disastrous.

Ask the groups to place the sheets of paper up on the wall, and to discuss the sheets as a team. As a whole group, review the posters.

2. ‘Who Ya Gonna Call’

Each participant begins by writing a one-paragraph description of a work situation that is not going well. Collect these, and at the top of each page, number them in consecutive order. Then, divide the participants into two teams.

Give each team half of the paragraphs. Then, ask the teams to choose the style of leadership that would be the least and the most effective in solving the problem. Have the teams note their answers on a piece of paper, being sure to identify the paragraph number on the top of each page, and their choices.

Then, ask the teams to swap paragraphs and repeat the activity.

When the teams have discussed all the paragraphs, discuss the scenarios and review the choices as a group. Where the team’s choices are different, discuss as a group.

3. ‘Ducks in a Row’

This particular activity enables participants to devise a 3-to-5 step decision-making process they can use when challenging leadership situations occur.

Ask participants to form pairs. Then, ask them to come up with the steps that an effective leader goes through in order to work out how to manage a difficult situation. After about 30 minutes, ask each pair to review the steps they have come up with for the group, and to write them on a large piece of paper.

Ask every pair to review their process, and after all the pairs have done so, have a group discussion that enables a consensus to be reached about the three to five most effective steps to take in a difficult leadership situation.

Edsys (2016) provides eight suggested activities for children to learn leadership skills:

1. ‘Create a New You’

Provide children with materials such as textas, crayons, poster/construction paper, magazines, and scissors. Then, ask them to draw themselves, using things that clearly show that the picture is theirs – such as using cut-outs of their most favorite things to do, foods they like, pets, and whatever else makes them unique.

Once the children have finished their posters, they can show their completed work to the other children – helping kids to improve their confidence to lead.

2. ‘Same or Different’

The children sit in a circle. Ask the first child to point to another child in the circle who is similar to them, either in appearance, hair-style or clothing color. Then, when the child has chosen someone, ask them to note other differences and similarities they have with the child they have chosen.

3. ‘Move the Egg’

Ask children to form groups of four or five. Then, have the children select a leader for their team. Each participant is given a spoon and an egg. The leader has the task of finding an effective way to move the eggs from one point to another. For example, one option may be for children to form a line to pass each egg along.

Another leader may suggest forgetting about the spoons altogether and merely tell their group to make a run for it. The winner of the game is the group that can get their egg safely across the finish in the most creative way.

4. ‘Lead the Blindfolded’

This game requires a large indoor or outdoor area. Divide the children into two groups and give them enough blindfolds for everyone except one member to put on. The teams are placed at opposite sides of the space. The child who is not blindfolded is required to lead their team to the other side of the designated space, using clear commands.

Ensure that each member of the team has an opportunity to lead their team. The winner is the team that sees its members successfully cross the finish line.

5. ‘Charity Support’

Help children support a charity by organizing a fundraiser. Each child can have a different task. For example, one child may select the charity, another may find a suitable space to hold the fundraising activity, and another child can collect donations.

6. ‘Planning Strategies’

Teach children to divide a large task into smaller steps. Set the children a large task, such as holding a class function. Show the children a plan that enables them to achieve the task step by step. This activity can involve a number of children sharing tasks. Suggest to the children how they may be able to improve.

7. ‘Volunteer Roles’

Volunteering plays a role in leadership. Discuss with children how they would like to help someone in need. Older children may be interested in taking a role in an organization in their community. The children should be helped to select a volunteer opportunity that gives them a chance to practice leadership and work with other children.

8. ‘A Quick Quiz’

In this task, ask students to be prepared to evaluate an experience when it is over. Then, after the experience, ask the child questions. For example, inquire “Do you remember the name of the dog we saw?”, “What was it?”, “Did you touch the dog?”, “What is the owner’s name?” and so on.

This is an excellent introduction to leadership for kids in grades 4 – 6 (children aged approximately 9 – 12 years).

The following resources are appropriate for helping teens and youth to develop leadership:

1. “Leaders are, can, and think”

This looks at what a leader is, and what their role can and should be.

2. “Who do you admire and why?”

This worksheet examines leadership role models and the qualities we see in them that we want to develop in ourselves.

3. “4 Ways leaders approach tasks: Leaders Motivation”

This handout focuses on leadership attitude.

4. “Lesson Planet”

Links to 45+ reviewed resources for teen leadership which can be accessed free by registering your details.

5. The Women’s Learning Partnership

This partnership has created a comprehensive manual for promoting leadership for teens aged 13 – 17 years. The manual outlines a number of sessions which guide leadership development activities.

6. “I Care Values Activity”

This is a fun, engaging and introspective activity . It is suitable for students aged 13 and upwards, so it can be used with older students or adults too.

Examples of such activities are:

1. ‘Just Listen’ (Edsys, 2016)

Make an agreement that you and the student(s) will refrain from talking about yourselves for a whole day. Ask them, rather, to listen to others, and if they do talk to another person, it should be about the person whom they are talking to. This game helps children to learn how important it is to focus on other people rather than themselves, which forms the basis of ‘relational leadership’.

2. Silence Classroom Leadership Game (Stapleton, 2018).

To begin the activity, the teacher divides students into two teams, and the teams move to either side of the classroom. The desks may be pushed aside to create more space. The teacher instructs the students to, for example, ‘line up according to the first letter of your surname’ or ‘arrange yourselves into age order by the month your birthday is in’. The students then follow the directions without speaking a word to one another.

Students are permitted to use hand signals, or even write instructions down on paper. The teacher’s instruction to the students is that they are not allowed to talk. The winning team is the one that completes the task successfully.

3. ‘The Cup Game’ (Tony, 2018)

Divide students into pairs and select one student to be the leader. Each team should face each other standing up, with a plastic cup in the middle. The leader calls out simple directions, such as ‘touch your knee’, ‘close one eye’ and so on.

When the leader calls out “cup” the students should try and be the first to grab the cup. The player who successfully grabs the cup should pair up with another player who also got the cup. Those without a cup sit down and watch.

Once the new teams of two have formed, the cup is put in between the players and the game begins again. This process continues until only one person is left standing – and the resulting winner becomes the new leader… and play can begin all over again.

By high school, students are more sophisticated. Here are some interesting activities for high school students to develop leadership.

1. Brainstorming for change (Stapleton, 2018)

The teacher puts students into groups of 4 or 5. The goal is for students to come up with possible solutions to social, political or economic problems. Working together, students brainstorm both small- and large-scale solutions to a given problem topic.

Once the groups have finalized their list of detailed solutions, the teacher facilitates a discussion with the whole class, and together they examine which of the identified solutions could be a viable option and why.

2. Leadership characteristics (Stapleton, 2018)

The teacher puts students into pairs or groups of three. Then, each group member shares a story about someone whom they consider to be an influential leader. After each story has been shared, students discuss the characteristics that they think made the person in the story an effective leader.

Once each student has shared a story, students compile a list of all the characteristics of an influential leader they identified. Post these characteristics on the walls around the classroom.

3. Blindfold leader game (Stapleton, 2018)

The teacher arranges the students into a single line, and comes up with a starting point and finishing point. Then, the teacher places a blindfold on every student except for the student who is at the front of the line.

The teacher tells each student to put their left hand on the left shoulder of the person in front of them. Next, the teacher says “go”. The aim is for the leader (who is not blindfolded) to walk towards the finishing point, providing instructions to students behind, who are blindfolded.

An extra challenging game sees the teacher putting obstacles in the path – the leader must direct followers on how to avoid the obstacles and successfully reach the finish line. When this goal is achieved, a different student takes a turn of being the leader.

4. Buckets and balls (Cohen, 2017)

This game aims to move all the balls from one box to another. The catch is, team members cannot use their hands or arms. In equal-sized teams, players choose one ‘handler’ per team. This is the only person who can touch the balls with their hands.

The handler must remain behind the start line throughout the game. Team members attempt to get balls from their bucket at the finish line, and get them to the team’s handler without the ball touching their hands or arms.

The handler places the balls into the empty bucket at the start line. If a team member touches the ball, they are disqualified and can no longer participate. Give teams a 5-minute time limit. All teams play at the same time, and the team that has the most balls in the handler’s bucket at the end of the game wins.

5. Team jigsaw (Cohen, 2017)

Two teams have to complete a jigsaw puzzle within a 20 – 30-minute time limit. Give each team a box containing a puzzle. At first, A body will assume that their task is to complete the puzzle. As they work on it, however, teams will realize that the puzzle is missing some of its pieces and has some additional pieces that do not fit their puzzle.

Teams then have the task to communicate with one another, and they will eventually realize that they need to work together to complete the puzzle. Teams are only allowed to exchange pieces of the puzzle one at a time.

6. ‘Sneak-a-peak’ (Cohen, 2017)

Divide participants into two teams. Build a structure out of Lego. Make it complicated, but able to be replicated. Ensure that there is sufficient Lego left to build two similar copies of the structure.

Make sure that this structure is kept out of eyesight.

A player from each team is allowed to see the structure for 10 seconds. Then, the players will return to their respective teams and have 25 seconds in which to give his/her team instruction as to how to build the structure. Then, the teams have 1 minute to build the structure.

When that minute is up, another team member takes a look at the structure for 10 seconds and has a further 25 seconds to deliver their instructions to their team.

This process continues until all the team members have had a chance to examine the structure and provide instructions. The team that successfully built the structure is the winner.

Leadership and team building exercised for students

“ The Leadership Training Activity Book ” by Lois. B. Hart and Charlotte S. Waisman (2005) contains 50 handouts for leadership activities that would be suitable for college students. Find it on Amazon .
This resource provides helpful leadership tip sheets that are suitable for college students. Examples of tip sheets are “ten keys to effective listening” and “basic confrontation guidelines”.
Another valuable resource that can be used to develop team-building – an aspect of leadership.

A wide range of leadership activities are suitable for adults:

1. The Marshmallow Challenge

In this activity , teams use spaghetti sticks, tape and string to construct the tallest free-standing structure. They are given one marshmallow, which must be placed at the top of the structure. Devised by Tom Wujec.

2. ‘Stand up’ (Landau, 2018)

This game is convenient in that it requires no materials. It involves two people. They sit on the floor, facing one another. They hold hands, and the soles of their feet are placed together. Then, the task is for both people to stand up at the same time. This game builds trust and teamwork, and also develops skills in problem solving and collaboration.

3. Zoom (Stepshift, 2016)

A set of randomly provided sequential pictures are given to the participants. The task requires participants to put the pictures in the correct order to recreate the story, without knowing which pictures the other participants have. This activity can be an effective way to improve communication, patience, and tolerance.

4. ‘You’re a Poet’ (Landau, 2018)

To harness creativity and reflect on leadership concepts, one activity for adults is to write a poem. This activity can be done individually or in small groups. The aim is to consider leadership in creative ways to find new perspectives.

5. ‘Leadership Pizza’ (Cserti, 2018)

This activity can help adults develop leadership. It does so by providing a self-assessment tool. People begin by identifying the skills, attitudes, and attributes that they consider being important for successful leadership. The individual then rates their own development in the defined areas. The framework can also provide a helpful tool in assisting adults in identifying their leadership development goals in a coaching session.

6. Leadership advice from your role model (Cserti, 2018)

Each participant considers a role model who they admire. They then think about a young person they know. If the young person was to ask the role model for leadership advice, what kind of advice would the role model give?

In groups, discuss and share the sort of advice identified and talk about contradicting points and how they can be reconciled. This sharing discussion may be a practical introduction to the idea of situational leadership.

7. ‘Crocodile River’ (Cserti, 2018)

This outdoor activity challenges a group to physically provide support to the group members’ behavior move from one end of a designated space to the other.

Participants are told to pretend that the whole team must cross a wide river which contains dangerous crocodiles. Magic stones (which are represented by wooden planks) provide the only supports to be used to cross the river (which has ‘banks’ that are marked out by two ropes).

These ‘stones’ only float on the water if there is constant body contact. These ‘stones’ (i.e., the wooden planks) are placed next to the ‘river bank’ – there should be one less plank than the total number of participants. As part of the game, if a participant’s hand or foot touches the ‘water’, it will be bitten off (if this happens during the challenge, the participant must hold the hand behind their back).

The facilitator then pretends to be the ‘crocodile’, keeping a close eye on the group as they attempt to cross the river. When one of the stones (the planks) is not in body contact, it is removed. When participants mistakenly touch the ground with their hands or feet, tell them that the limb has therefore been bitten off and the player must continue without using it.

This activity continues until the group succeeds in getting all group members to the other side of the ‘river’. If anyone falls in, the group is deemed to have failed, and they must begin the river crossing attempt again.

1. ‘Feedback: Start, Stop, Continue’ (Cserti, 2018)

Openness creates trust, which then promotes further openness. This activity is designed to be used by a group that has spent sufficient time together in order to have a range of shared experiences they can draw from when they are providing feedback.

Each participant takes a post-it and writes the name of the person who they are addressing on it. Then, they write on the post-it:

“To…. Something I would like you to START doing is…. something I would like you to STOP doing is…. something I would like you to CONTINUE doing is……Signed: ___________”

In groups of around 4 to 6 people, participants complete these sentences on one post-it for the other participants in their group.

If they cannot think of relevant feedback for one of the prompts (i.e., start, stop, continue), they do not need to include it. Once the group has finished writing, they provide the feedback verbally, one at a time, and afterward hand the post-it to the relevant person.

2. Round Tables (Stepshift, 2016)

Four tables are set up with different tasks. Each task has separate steps that participants can be responsible for carrying out. The group select a team member, who is only allowed to communicate and delegate tasks but not take a part in the task. Each table is timed to record how long the task takes to be completed. Round Tables improves leadership and delegation skills.

3. ‘Pass the hoop’ (Landau, 2018)

This game requires participants to stand in a circle and hold hands. One person in the group has a hula hoop around their arm. The game aims to pass the hula hoop the whole way around the circle.

As well as promoting teamwork and problem-solving, this game develops communication skills. Being able to communicate effectively is a crucial skill for any successful leader to have.

4. ‘Improv night’ (Landau, 2018)

One key responsibility of the leader of a team is to encourage team bonding. One way to facilitate bonding is improvisation. ‘Improv’ develops skills in communication – helping teams to listen and pay attention. It also builds self-awareness, self-confidence, and creativity.

Arrange the group into ‘audience’ and ‘performers’. Then, members of the audience take turns in calling out the specified location, profession, and scenario (e.g., coffeehouse, cop, and purchasing a donut). Chosen suggestions are fun and should promote creativity.

5. ‘Shape-Shifting’ (Landau, 2018)

This game requires a rope that is tied at both ends to form a loop. The loop needs to be big enough for all group members to hold onto with both hands as they stand in a circle. The group is instructed to make a chosen shape (e.g., circle, square, triangle). The group attempts to create the shape on the floor.

Progressively, ask the group to make more complex shapes – e.g., a dog, or a tree. To add another layer of difficulty, instruct the team to communicate without talking – i.e., to rely on hand gestures. Afterward, have the group reflect on their experience and discuss the importance of communication.

Leadership is an integral feature of any workplace. Here are some activities to promote leadership in employees:

1. Your favorite manager (Cserti, 2018)

To begin this activity, employees individually take the role of three different people and brainstorm the particular behaviors that each person’s most favorite and least favorite managers demonstrate, from the chosen person’s perspective. After the employees have had the chance to reflect, the participants compare their list of behaviors – in pairs, and then subsequently, in groups.

The teams then prepare a list of ‘dos and don’ts’ for developing better employee perceptions of the leader’s style.

2. Explore your values (Cserti, 2018)

The values of a leader are reflected in their organization. In this activity, each participant writes ten things that they value most in their lives, each one on a post-it. Then, ask the employees to spread the Post-its in a way in which they can see them all clearly. Then, explain to them that they will have 30 seconds to select the three Post-its that are of least importance to them.

It is essential to time strictly, so that the participants rely on their gut feelings.

Repeat the process, this time allowing participants to have 20 seconds to discard two more values. Finally, give the participants a further 20 seconds to throw another two away. Participants should have three Post-its in front of them, showing their top three important values.

Following the activity, have participants reflect individually for about 15 minutes about what was found, and then to discuss reflection questions in pairs or groups of three.

Because this activity is done quickly, participants are encouraged to follow their own intuition – rather than over-thinking and finding what they perceive to be the ‘right’ values.

3. ‘Leadership Coat of Arms’ (Cserti, 2018; Landau, 2018).

Each leader has their own values and the things that they consider valuable and important. These values guide the behavior of the leader and make up a person’s unique leadership philosophy.

This activity sees participants drawing their own ‘leadership coat of arms’ embodying their leadership philosophy.

Individuals have 10 – 15 minutes to draw their coat of arms. They can divide the coat of arms (or ‘crest’) into four sections. To fill each section, consider the categories of leadership skills, values that help influence others, recent achievements/accomplishments and what you like most about your current work.

They should be encouraged not to be overly concerned with how visually appealing their picture is but rather that it expressed what they personally believe to be important aspects of a leader.

Once the drawings are complete, the participants can show their drawings to the others in the group and explain their unique coat of arms. It is also helpful to reflect on the activity – consider which section was easiest to complete and whether your crest reflects your company’s values.

4. Communication: Coach the Builder (Goyette, 2016)

Divide employees into groups of four to seven people. Each group should be given two sets of blocks (such as Lego). Each set should have a minimum of 10 blocks.

Beforehand, you should construct a sample object (e.g., a house) from one of the sets of blocks. In each group, select a leader, a delegator, a builder and a note-taker. The note-taker watches and records the group’s behavior during the task. They take note of what appeared to be done well and how employees could improve.

The leader is given the item that you built – however, they are the only group member to see the object. Set a timer for ten minutes. To begin with, the leader describes to the delegator how the builder should build a replica of the item. However, the delegator does not see the object, and at this stage of the activity, the builder should not hear the instructions.

The delegator can speak with the leader as often as necessary during the 10 minutes. The builder attempts to build the same item that the leader can see. However, they are only relying on the delegator’s instructions. At this stage, the delegator should not see the object that the builder is constructing.

When the time is up, reveal both objects to all participants and see how closely they match. Finally, to wrap up the activity, employees can discuss what was either frustrating or easy about the process and discuss how they may do things differently in order to achieve better results.

5. Accountability (Goyette, 2016)

Begin a meeting by saying to the group – “the seating arrangement is totally wrong for today’s meeting. You have 60 seconds to improve it”. If the employees ask further questions, only repeat the instructions. While some employees may continue asking questions, others may start moving the furniture around straight away. Observe the team and what they do without giving any further information, feedback, or instructions.

After 1 minute, let the employees know to stop. Then, ask them whether the objective was achieved, and how. Discuss with employees how and why a lack of clarity makes it challenging to complete a task.

Then, discuss who asked for clarification and how they felt when the leader refused to give further details. Use this opportunity to highlight to employees how if they fail to ask questions, and when the person in charge of a project doesn’t provide the necessary clarification, the whole team is at risk of making mistakes or even not completing a task.

Finally, ask how the time pressure affected behavior. Discuss how employees may be more likely to respond to pressure, or stress, by taking action without first confirming a plan and the significant problems this approach can lead to.

6. The “what if” game (Deputy, 2018)

Present different hypothetical problematic scenarios to employees. Either individually or by providing a document that requires written answers, present situations such as “you didn’t follow the rules, and subsequently lost an important client. You have lost a lot of money for the company. How do you justify this? What is your solution?”.

The questions only need to be rough, and employees should only receive a short time with which to think of their responses. If there is a particularly challenging question, provide a time limit of five minutes.

7. ‘Silver Lining’ (Cohen, 2017)

Employees form teams of at least two people who have shared a work experience – e.g., working on a project together. One person shares an experience from working together that was negative for them.

Then, the second person reflects on the same experience but instead reflects on the positive aspects of the experience (i.e., the ‘ silver lining ’). Then this same person shares their own negative experience, and this time it is up to the other person to focus on the positive aspects of it.

Often, when people reflect on an experience, they do so with a particular perspective . By looking at the positive aspects of a ‘negative’ experience, this helps individuals shift perspectives. Furthermore, by sharing experiences, employees develop deeper relationships, and team bonding is promoted.

8. My favorite brand (Training Course Material, n.d.).

Ask employees to bring three or four printed logos/brands that they use regularly or admire most. Then, form groups of 3 – 4 people. Teams have a period of ten minutes to share and discuss their chosen logos.

Their task is to agree upon the team’s top 2 logos or brands which is their team’s choice. The team also selects a team spokesperson who will report to the bigger group about why the team chose the specific brands/logos.

Participants are encouraged to share personal experiences or stories that they had with their chosen brand. After the ten minutes elapses, each spokesperson presents the logos that the team began with as well as their two top chosen logos/brands. It is their role to explain to the group why the team voted on their top brand/logo.

1. Manager or leader? (Training Course Material, n.d.)

Small groups of managers work together to create two tables, one titled ‘leader’ and one titled ‘manager’. In each table, the group writes statements describing either management behavior or leadership behavior.

For example, the ‘manager’ table may contain statements such as “schedules work to be done” or “delegates tasks”. On the other hand, statements in the ‘leader’ table could be “motivating staff” and “creating culture”.

The purpose of this activity is to demonstrate to managers the difference between management versus leadership, and show that while ‘every leader can be a manager, not every manager can be a leader’. However, by brainstorming leadership behaviors, managers begin the process of becoming a successful leader.

2. The race of the leaders (Deputy, 2018)

This activity encourages leadership behaviors. To begin with, write a list of leadership qualities – approximately 10 – 20 statements – on a piece of paper. Describe the qualities – e.g., ‘I determine everything that happens to me’, and ‘I will not blame others for my problems’.

Read these statements out loud, and participants take a step forward if they believe a statement describes them. They must be prepared to give reasons as to why they think they possess each quality. Continue reading the statements until there is a definite ‘winner’.

3. The best team member (Training Course Material, n.d.).

Divide the group into teams of about 4 – 5 participants. Give each team a large, blank piece of paper and markers. Each group has the task to come up with as many characteristics of their ‘ideal’ team member as they can. Teams should consider what this ‘best team member ever’ would be like.

After ten minutes, the groups should examine the characteristics that they have written and work out the portion which are ‘technical’ skills and those which are ‘interpersonal’. The aim is to work out whether most of the traits can be classified as technical or interpersonal skills.

Teams usually come to realize that interpersonal skills in employees are especially critical and that these have a tremendous impact on the quality and quantity of workplace performance.

This activity can be adapted according to the setting. For example, if the focus is on leadership development, teams could discuss their ideal leader/supervisor.

4. The importance of feedback (Training Course Material, n.d.).

Divide the group into three teams. Provide each team with poster paper and markers or pens.

Team A is required to consider as many reasons as they can that would make them apprehensive to provide feedback to another person.

Team B is asked to consider what feedback can help them so, i.e., what feedback will help them accomplish.

Team C comes up with as many things as they can that would make a feedback session effective.

Each team has 15 minutes to brainstorm their ideas, then, each team can present their ideas.

Point out to Team A that the hurdles they suggested are self-imposed ideas that will lead to the manager fearing the worst. Instead, managers should be encouraged to share feedback on a more regular basis to gain the necessary experience in having such conversations. Furthermore, by having an awareness of the most effective way to prepare and deliver feedback can help a manager conquer the issues holding them back.

Point out to Team B that providing constructive feedback as needed is imperative for developing a productive work environment. A feedback discussion that is well-planned and thought out delivers an opportunity to share what you have noticed about another person’s job performance and bring about productive change.

Finally, after Team C has shared their ideas, point out that effective feedback is specific, honest, and backed up with evidence. The feedback will help others to come up with goals, make and reinforce positive changes, promote self-confidence and encourage action in the workplace.

Thank all the teams for their participation and input.

5. ‘Shark Tank’ (Deputy, 2018).

This activity is derived from a famous TV show that gives people a chance to show their entrepreneurial skills. Managers may work individually or in groups. The aim of this activity is for employees to come up with a business plan that outlines the steps of how to build a successful company from ‘startup’.

Once the managers have a plan, they can create a ‘pitch’, which should contain the brand’s name, its’ tagline (or slogan), a detailed business plan, a detailed marketing plan, financial predictions (sales, profits and market) and potential problems (competition, lack of resources).

In a role play, appoint a few chosen managers to be the ‘sharks’ (the ones who consider the projects’ merit and offer imaginary ‘investments’). The winning group, or individual, is the one who raised the most money from the ‘shark’.

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1. The Human Icebreaker (Stepshift, 2016).

This is a simple activity that can alleviate tension and promote discussion and contribution. Participants devise a list of questions that relate to people generally – for example, “who is left-handed?”. Participants then discover which team members meet the question’s criteria. After 10 minutes, the participant who has the most answers wins. This activity promotes communication and helps team members build inter-personal skills.

2. ‘Office trivia’ (Cohen, 2017)

This quick activity can help as an ice-breaker and provides a flexible option for team building. Create a list of trivia questions that are related to the workplace. For example, “how many people named ‘John’ work in the accounting department?” or, “how many people work in the IT department?”. Read the questions out loud to the whole group. The employee with the most correct answers at the end is the winner.

3. Plane crash (Stepshift, 2016)

The participants imagine that they are on a plane which has crashed on a deserted island. They are allowed to select a specified number of items from around the workplace that would help the group to survive. Each chosen item is ranked in importance. The whole group must agree on their decision. This activity helps with creative problem solving and collaboration.

4. ‘Magazine story’ (Cohen, 2017)

Each team works together to come up with an imaginary cover story of a magazine, about a successful project or business achievement. The team designs the images, headlines, and come up with quotes.

5. The Human Knot (Stepshift, 2016)

Relying on cooperation, this is a good problem-solving and communication activity. Participants stand shoulder to shoulder in a circle. Then, they put their right hand in the hand of a person who stands across from them. They then put their left hand in the hand of another different person (but not someone standing directly next to them).

Participants are required to untangle the human knot without breaking the chain. If the chain is broken, the participants must start over.

6. Make your own movie (Cohen, 2017)

This is a fun activity that is suitable for both indoors and outdoors. Although it requires the necessary equipment (i.e., camera, tripod, and microphone), teams enjoy it. Employees should work in large groups (more than eight people) and divide responsibilities. Teams work together to come up with scripts for a 5 – 7-minute movie.

7. Radio Play (Cohen, 2017)

This activity can provide an alternative to making a movie. Employees work together, spending about one-hour planning and writing a play and taking a further 15 – 20 minutes to ‘perform’ it, keeping in mind that it is designed for radio.

Each participant places their chair, in no particular order, around the room. The room should be cleared of tables and other furniture. Each person should sit on their chair, pointing in a different direction. Then, request one manager to volunteer and come to the front of the room. Their task is to walk slowly back to their empty chair and sit down.

If their chair is occupied, they can move to the next empty chair available and sit on it. However, everyone else has the task of stopping the volunteer from sitting down.

Only one person at a time can stand and move. No one can make two consecutive moves. A person cannot sit on the chair that they have just left. Once the activity begins, the room is required to be silent. No one is allowed to touch the volunteer.

Give the managers 2 minutes to come up with their strategy. After every round, the participants should discuss what happened and select a new volunteer for the next round. The team is given 2 minutes preparation time each round. It is important that the volunteer’s movement is kept at a slow walk.

At the conclusion of the activity, it is beneficial for the team to discuss the activity. They may reflect upon whether they need a leader, what made planning difficult, whether everyone agreed on the plan, and what would make the task easier.

9. Back to back drawing (Cohen, 2017)

Provide vector shapes on separate pieces of paper (they can be shapes of signs, objects or merely abstract shapes). Participants sit in pairs, back-to-back. Employee A is given a sheet of paper and a pen, and employee B is provided with one of the printed shapes.

The aim of the activity is for employee A to draw the shape relying only on verbal instructions from employee B. Person B cannot only tell the other person what the shape is – he/she is only able to provide directions about how to draw it, or to describe its uses. Each team has two 2 minutes to draw the shape.

10. ‘All Aboard’ (Stepshift, 2016).

Teams use various materials, for example, pieces of wood or mats, to build a pretend ‘boat’. All the participants must stand on the ‘boat’ at once. Then, pieces of the ‘boat’ should be removed. The team should still strive to stand in the diminished space on the ‘boat’. All Aboard can promote communication, problem-solving and critical thinking.

11. Body of words (Cohen, 2017)

Participants are divided into teams of between four and eight people, and each team elects one leader. To prepare the activity, record words that have one less letter than the number of people in the team (i.e., if there are five people in the team, a suitable word could be ‘book’ which has four letters). Randomly select a word, and then the teams have the task of making the word using only their bodies.

Each team member moves and bends their body to form a letter. The team leader can direct their team.

What stands out to me from this article is the complexity of leadership. This article demonstrates that even if one is not a ‘natural’ leader, there are plenty of activities that can promote leadership skills. Even children can develop leadership, and what’s more, have fun with activities at the same time.

What do you think espouses leadership? Do you think that there are people who might tend to be leaders more than others? Perhaps you have a story about a leadership activity you have participated in or delivered – I would dearly like to hear about your experiences.

Thank you for reading.

We hope you enjoyed reading this article. Don’t forget to download our three Positive Leadership Exercises for free .

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Cohen, Esther (2017). 31 Team building activities your team will actually love . Retrieved from https://www.workamajig.com/blog/team-building-activities
Cserti, Robert (2018). 12 Effective leadership activities and games . Retrieved from https://www.sessionlab.com/blog/leadership-activities/
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Johnson-Gerard, M. (2017). Situational Leadership Games . Retrieved from https://bizfluent.com/list-6762581-situational-leadership-games.html
Landau, P. (2018). The 9 best leadership games for skill development . Retrieved from https://www.projectmanager.com/blog/the-9-best-leadership-games
Stapleton, S. (2018). Leadership activities for High School classrooms . Retrieved from https://classroom.synonym.com/leadership-activities-high-school-classrooms-7855904.html
Stepshift (2016). Leadership Training Activities . Retrieved from https://www.stepshift.co.nz/blog/developing-team-performance-with-senior-leadership-teams/strategic-planning-with-an-independent-facilitator/leadership-training-activities.html
The Pennsylvania State University (2012). I can be a leader! Leadership fun for children . Retrieved from https://extension.psu.edu/programs/betterkidcare/knowledge-areas/environment-curriculum/activities/all-activities/i-can-be-a-leader-leadership-fun-for-children
Training Course Material (n.d.). Leadership and management activities . Retrieved from https://www.trainingcoursematerial.com/free-games-activities/leadership-and-management-activities

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This great. Thank you

Great ideas, thank you!

Thank you so much for providing such a useful list of activities to demonstrate and for such a varied target population. Innovative and attention-seeking exercises yet practical.

Thank you for posting this informative blog. keep sharing.

Too interesting for me to try all.

Great article! Having group activities Melbourne helps the team to enhance working together. I love how it brings people together and motivates employees to learn from each other.

Great activities. Thank you.

This is an excellent article for every manager and leader tn build successful leadership. Thank you.

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My favorite part of teaching Leadership class is also the most underrated: having the chance to strengthen life skills!

When else do active listening, empathy, or thinking outside the box get to be the focus of class time? I love it! These are the types of things we hope students pick up somehow but rarely have opportunity to teach explicitly.

Leadership skills, especially at the middle or high school level, encompass many life skills—communication, compassion, teamwork, creativity, and social-emotional intelligence. It goes way beyond just leading people.

The best part is being able to plot precisely in the year a particular skill is best to focus on so they carry more meaning. Like practicing speaking skills right before an assembly. Or doing a gratitude lesson during November.

If this is your first time teaching Leadership, you aren’t able to fully predict which skills need work and when. So, give yourself grace and take lots of notes during your first year. Then, before the following school year, use them to plan out your calendar.

Below are 5 of my favorite activities to teach essential leadership skills. These come from my year-long leadership skills activity bundle , which includes 30 one-hour print-and-teach lessons.

1. Build Team Work by Hosting a Scavenger Hunt Swap

This activity is perfect for right at the start of the year!

Divide your students into groups of 3-4, giving each a shopping bag and a blank sheet of paper, and head outside. Be sure to review the defined boundaries for this activity (ex. “ on campus, except parking lot ”).

Give groups a few minutes to brainstorm ten items that are

findable and accessible on campus
nobody’s personal property
fit inside the provided bags

Some examples could be a rock from the courtyard, a napkin from the cafeteria, a sticky note from the attendance office counter.

Gather up the lists, then randomly pass them back out to groups. With all members sticking together in their group, they must find the items on their list within a set amount of time.

Debrief by asking: “What was the most challenging part of moving together as a team?”

Click to get more fun teambuilding lessons .

2. Practicing Microphone Speaking Skills

Question slips to practice microphone skills

Plan this one right before the first assembly.

Ahead of time, type up a bunch of questions that take just a few words or a sentence to answer. Just be sure the questions are ones every student can easily and comfortably answer. So, no sensitive or personal questions.

Cut them into slips for students to pull randomly.

Some examples of questions to ask:

Would you ever go skydiving?
What’s your favorite season and why?
Is a hotdog a sandwich?
What’s your favorite meal?

Head down to the auditorium or gym (wherever you hold assemblies!) and power up the microphone. Stand in a line or circle, pull a question, and have students, one by one, answer the questions in the microphone.

After several rounds, students should know how close to hold it and how loudly to speak and feel confident with their own voice.

Start with questions that require only one-word answers and work up to ones that require a sentence.

Debrief by asking: After several rounds, what trick seemed to work the best to speak loudly, clearly, and confidently?

Click here for more print-and-go speaking and listening lessons .

3. Strengthen Relationships among Students

This one is great to do a few weeks into the school year since it’s a more vulnerable team-building activity.

Grab a bunch of paper lunch bags and hand one to each student to decorate with well-known things that represent them—sports a part of, instruments played, clubs a member of, stuff like that.

Task students to bring something that fits inside the bag representing an aspect them that isn’t widely known. Like someone who likes to cook for their family bringing in a bottle of their favorite spice or a someone whose happy spot is the beach bringing in a seashell. Without showing anyone, students put their item into their bag.

Put the filled bags into a box and have students take one out. Have them examine the outside to see if they can guess the owner. Then, pull out the secret item and guess what it might represent. The owner can then share a bit about what the bag and item mean.

Debrief by asking: How can we create a group where we feel safe sharing our inner selves?

Click for more great lessons on building healthy relationships .

4. Practice Creative Thinking with Oops Art

Save this one for a less hectic time of year since it can be scheduled at any time. All you need are some basic art supplies like paint, scissors, glue, and construction paper.

Get a copy of the children’s book Beautiful Oops! by Barney Saltzberg and read it aloud with students or have them each read a page aloud, then pass it on to the next. Yes, even high schoolers get a kick out of storytime!

Saltzberg includes nine “oopses” in the book, like a tear or paint spill. Assign each student one to create.

Redistribute them back out, challenging students to now create a masterpiece out of the oops they got. Afterward, make a bulletin board display out of the artworks.

Debrief by asking: How can we remind ourselves to look for the beauty in or a new purpose for a “mistake”?

Click to get more creative and problem-solving lessons .

5. Encourage Goal Setting with a Bucket List

Worksheets to create a goal setting bucket list

This works well at many points in the year—the start of the school year, the new year, or second semester. Or even right before summer break!

This activity shows students that leadership skills include personal leadership too!

Decide a number theme that works for when you’re doing this:

18 Things to Do in 180 Days
9 Challenges for the 90 Days of Summer
11 Things to Do by the End of 11 th Grade

Start by having students take a minute or two to close their eyes and envision how the perfect summer or school year would look. You may also want to make and share your own bucket list with students.

The trick to a successful bucket list is to have a range of activities. Accomplishments shouldn’t all be expensive, time-consuming, or outside of comfort zones. A few “reach” goals should be balanced with ones that are free, can be done solo or at any time, and don’t much of time.

Since lists should be personal, just ask for volunteers to share an item on their list to close the lesson.

Debrief by asking: What’s something you’re excited to do that you’d never thought of until this activity?

Click here for more ready-to-go mindfulness and personal growth lessons .

I hope these activity ideas help you incorporate more leadership skills into your classroom!

Get all these activities as ready-to-go leadership lessons in my Leadership Skills bundle , complete with teacher guides, warm-ups, handouts, and exit slips. With over 30 hour-long lessons to pick from, you will be set for the whole school year!

Worksheets to teach leadership skill lessons

Feature image photo credit: Perry Grone

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Learning resource types, leadership development, assignments.

Assignment 1: Assess, Analyze, and Reflect upon Leadership (PDF)

Assignment 2A: Group Assessment (PDF)

Assignment 2B: Self Assessment (PDF - 1.7MB)

Assignment 3: Elevator Speech (PDF)

Assignment 4: Personal Leadership Plan (PDF)

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Leadership development plan

Ivan Andreev

Demand Generation & Capture Strategist, Valamis

February 2, 2022 · updated April 2, 2024

11 minute read

After reading this guide, you will understand how to improve leadership skills training in your organization, and get actionable tips for building a leadership development plan.

What is leadership development?

Why is leadership development important, leadership development goals.

Define what type of leaders do you need
Align an employees career vision with your business needs
Create a list of leadership development goals and skills
Identify which methods of development to use
Measure and analyze the program results

Leadership development is the process of improving leadership skills and competencies through various activities.

In leadership development, staff at all levels are taught the invaluable leadership skills that allow them to properly lead, inspire and guide their teams to success.

This type of development is important to properly cultivate a culture of leadership throughout an organization.

Leadership development training can take on many forms, both on-site, such as internal training and mentorship programs, and off-site, such as training seminars, conferences, online training, or graduate programs.

To effectively action leadership development, an organization should create a leadership development plan.

This plan will lay out the steps that the organization will take, what is expected of staff who undergo this development, and how the development will help both the organization and the staff.

Career development plan template

This template helps employees and leaders plan together for career growth: set goals, assess skills, and make a plan.

Leadership development benefits an organization in a multitude of ways.

1. It drives better business results

Including higher financial performance and more consistent achievement within departments guided by proficient leaders.

2. Skilled leaders are more agile

An organization with empowered leaders can navigate today’s complex business environment and solve problems quickly and effectively.

3. Good leadership drives innovation

A workforce with effective leaders will be inspired to believe in, and work for, a greater vision.

4. Skilled leaders attract and keep employees

Good leadership can inspire higher engagement from their staff and reduce turnover. A great leader will attract talented new employees and will be able to keep the ones that they have, which leads to better work satisfaction.

5. Improves employee engagement

More than half of American workers are disengaged at work. Effective leadership that knows how to increase engagement within teams using purpose and recognition has been shown to increase profitability within an organization.

6. Improves communication inside and outside the organization

Good communication can make or break a company. If the leaders within a company make effective communication a priority, it leads to increases in productivity, better speed of execution of tasks, and a more positive organizational culture.

7. Improves Customer retention

Customers will be more loyal when leaders are effective in engaging employees. Leading by example improves the customer experience.

8. Increases employee loyalty

Inhouse leadership development inspires loyalty from employees, as it shows that there are growth opportunities available for them. It is also cheaper, and requires less time, than finding, hiring and training leaders from outside.

9. Proper leadership development strategy fuels business strategy

A properly developed leadership development strategy is an invaluable tool for driving and achieving the organization’s business strategy. In taking the time to understand what your organization needs from its leaders, you will better understand the business strategy that will work best for you. These two strategies go hand-in-hand, developing one will help in achieving the other.

No matter the industry, every organization can benefit from developing leadership skills from within their organization and prioritizing leadership in their company culture.

For a leadership development program to be effective, there must be clear goals that are set at the beginning of the process. Some, or all, of the following goals can be used as a starting point.

1. Demonstrate personal responsibility

A true leader owns their actions and the consequences of them, whether good or bad.

They are able to look at the outcomes of their decisions, and appreciate the lessons that both success and failure teach.

Employees notice if a manager never takes responsibility for their actions, or worse, pushes the responsibility for their failures onto their subordinates.

2. Practice self-discipline

When making decisions, it can be tempting to make ones that benefit the individual, rather than the team or organization.

A good leader considers all options then chooses the one that is best for the company, rather than themselves. This practice involves shedding bias and developing integrity.

3. Develop active listening skills

Sometimes leading means listening, rather than speaking.

Every member of a team has some valuable input and experience that they can share, and a good leader takes the time to create a space for discussion and actively listen to each person.

4. Expand and diversify knowledge

Leaders need to be well-rounded, with a wide array of skills in different areas of competence.

In taking the time to study fields that may be outside of their direct role, a leader will be better able to handle issues as they arise in a creative and agile fashion.

5. Focus on time management

A leader is not going to be much use to anyone if they are consistently running behind on projects and don’t have enough time to actually lead.

In focusing on proper time management, a leader can make sure that they set a good example and are available for their team.

6. Creating a culture of mentorship

A key role of a leader is to foster leadership in others.

Being able to identify and develop those skills in team members is an important aspect of a leader’s job, and is essential in the development of a leadership culture within an organization.

This involves coaching, giving actionable and constructive feedback , and paying attention to how team members are approaching challenging projects.

7. Improve communication practices

A leader is only as effective as their communication.

Great ideas and active mentorship won’t go far if a leader’s communication style lets them down.

Developing communication skills takes time and effort and includes building rapport with team members, understanding how, and when, to use persuasion, and improving conflict management skills .

8. Practice big-picture thinking

Leaders shouldn’t think small. Problem-solving and effective team management are dependent on a leader who can make decisions that will benefit the team not just immediately, but down the road as well.

Using these goals as a starting point will help an organization dial in on what is important, what changes need to be prioritized, and what kind of training will be most effective in developing the leadership that they would like to see within their organization.

Leadership development plan template

So, how to improve leadership skills within your organization? You should start with a leadership development plan.

It is the roadmap of how your organization is going to nurture leadership skills in employees of all levels. It should cover goals that align with both strategic business needs and interpersonal, or more human, needs.

It should address the needs of leaders of all levels within the organization, both current leaders and those you wish to train for future leadership positions.

An example of a good leadership development plan is one that has followed the following steps:

1. Define what type of leaders do you need

First of all, you need to understand what type of leaders you need, what set of skills are most essential for your business, and will be valuable in the future.

To do so, it’s better to take a step back and review your key business objectives, if you don’t have a clear list, then it is time to make it.

Create a list of skills that you are expecting to see in a good leader that fits your company. It should be aligned with your business.
If you have a different department that requires improvements in leadership, create a separate profile for them.
Assess where your leadership is. Create a leadership assessment for your employees. Using a variety of methods, including anonymous, email, and face-to-face feedback, your organization can develop a clear idea of where the leadership currently is.
Also, it might be good to have a list of employees who demonstrate an interest in management roles and are talented enough to take leadership roles.
Maybe you need a leader with a specific Management style . In such cases would be good to check them and prepare some questions for an interview.

2. Align an employees career vision with your business needs

Talk to the employees who will participate in this leadership development and try to align their career vision and path with your ideas and business path.

Having the same direction in development will affect final results dramatically.

Of course, a culture of leadership is easier to develop with engaged employees who view the organization in a positive light. So, sometimes it will be better not to focus on people who are going to leave the company.
One-on-one meetings will be the most beneficial tool for discovering what your employee’s career vision is. Make the time to meet with employees on a regular basis to ensure that the two paths are in accordance.
Be willing to listen to your employee’s ideas about what is needed both in leadership development and business strategy. You might get unexpected insight into your organization and ideas for the future.

3. Create a list of leadership development goals and skills

As discussed above, leadership development goals are an important part of this strategy. Without clear goals, it will be hard to understand what to do and how effective your plan is.

The required qualities and skills of your organization’s leadership will determine the relevant leadership development goals.

These goals must be achievable, measurable, and should correlate with the key business objectives.
Take a look at leadership skills , it might help you.
Create a list of goals and skills required for each individual or role.
Rank their importance so people will focus on the most valuable or important goals for them.
Define a clear timeline for each goal, it will motivate people to act.
Be clear about what success for each goal looks like. The clearer this list is, the more successful employees will be in reaching their goals.
Look within your organization for examples of success. It is better to show, rather than tell.

How to conduct a skills gap analysis and what to do next

Start building your foundation for strategic workforce development.

4. Identify which methods of development to use and create a development plan

There are many different methods that can be used for leadership development:

mentorship programs,
formal training,
volunteering,
task forces,
working groups and committees,
changing the way the responsibility is taken,
and others.

You can read more about ideas on how to develop leadership skills in this employee development article.

Some companies will develop these methods in house, while others bring in a third party company who specializes in this type of development, it’s up to you what to choose.

We recommend creating a separate leadership development plan for each role or individual. It will make it more personal and role oriented, and as a result, it will be much more engaging and relevant.
Focus on those methods that fit you, some of them are expensive, while others require experience.
Think about the realization stage .

5. Measure and analyze the program results

As mentioned the development plan must be measurable, otherwise, it will be impossible to quantify its success.

By using measurable goals, concrete criteria, feedback from employees, and data, your organization will be able to measure the success of the program and make adjustments where necessary. Get more ideas from the Reviewing & Monitoring Results chapter of this employee development article.

Set timeframes and review results frequently.
Communicate with employees, their feedback will be really important.
Come back to the plan and adjust it if necessary.

Using these steps, your organization can create a leadership development plan template to follow. In doing so, a culture of leadership and positive development will be established, and beneficial results will follow.

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Understand learning data and receive a practical tool to help apply this knowledge in your company.

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Leadership Self-Assessment: How Effective Are You?

Manager presenting to team during business meeting

21 Nov 2019

Knowing yourself is critical to being an effective leader . Building self-awareness and understanding your tendencies and motivational drivers can enable you to unlock the potential in yourself and your team.

“Self-awareness is about developing your capacity to sense how you’re coming across—to have undistorted visibility into your own strengths and weaknesses—and to be able to gauge the emotions you’re personally experiencing,” says Harvard Business School Professor Joshua Margolis in the online course Leadership Principles . “If you’re going to mobilize others to get things done, you can’t let your own emotions get in the way.”

This especially reigns true for professionals with experience in leadership roles. Leaders must be level-headed and capable of making critical decisions for the good of their organizations. Successful leaders must also be in tune with their leadership capabilities before acting on them. There’s reason to suggest that self-aware leaders directly correlate to happier employees and healthier companies.

Access your free e-book today.

Why Is Self-Evaluation Important For Leaders?

According to an analysis by Korn/Ferry International , companies with higher rates of financial return tend to employ professionals with high degrees of self-awareness. Relatedly, research by the Association for Talent Development shows that self-aware leaders report having:

Greater effectiveness in the workplace
Better relationships with colleagues
Improved abilities to identify and manage their emotions
Reduced stress

Reaping these rewards can be achieved through honest self-assessment. By examining patterns in how you view yourself and how others experience you, you can identify ways to learn and develop as a leader.

If you want to maximize your career trajectory and improve how you guide and manage teams, here are four ways you can assess your leadership effectiveness.

How to Self-Evaluate Yourself as a Leader

1. complete a self-assessment.

Questionnaires can be useful for identifying your motivations and strengths. In the online course Leadership Principles , participants complete two self-assessments: the Emotional and Social Competency Inventory (ESCI) and the Personal Values Questionnaire (PVQ) .

By taking these assessments, leaders can recognize behavioral patterns and gain insight into how they manage themselves and their colleagues.

This self-awareness is critical to effective leadership because it develops emotional intelligence —an ability that’s possessed by 90 percent of top performers in the workplace . Through looking inward and answering questions with honesty and candor, you learn how to better command your emotions—as well as others’—and build a foundation for your leadership approach .

2. Observe Yourself

In addition to self-assessments, observing a video recording of yourself can be a valuable way to learn more about your current leadership tendencies. Taking part in this kind of exercise can enable you to gauge how you present yourself and exhibit attributes of different leadership styles , such as authenticity, humility, and faith. Maintaining these attributes can not only foster concern for your company’s success but employees' wellbeing—also known as “caring leadership.”

Engaging in critical self-observation can also help you overcome the vulnerability of putting yourself in front of others as a leader, providing the confidence needed to inspire and influence your team .

Leadership Principles | Unlock your leadership potential | Learn More

3. Ask for Feedback

Beyond self-reflection, turn to those you interact and collaborate with for feedback on your effectiveness. Unlike management , leadership is less about administering and organizing and more about aligning and empowering employees to pursue organizational goals.

By turning to colleagues for thoughts on how they experience your leadership style, you can identify discrepancies in how you perceive yourself and chart a plan for more effective leadership. Soliciting and heeding feedback also helps develop clear lines of communication , which, according to the Center for Creative Leadership, is essential for building trust and driving performance.

For Juliana Casale , a marketing professional who took the online course Leadership Principles , completing self-assessments and receiving peer feedback led to a greater sense of awareness in her role and improved communication with her team.

“I'm now more mindful of how my colleagues are experiencing me and less averse to having difficult conversations,” Casale says.

Related: How to Give Feedback Effectively

4. Build and Maintain a Robust Network

Leadership is a skill that must be honed. As you progress throughout your career, it’s vital to cultivate a robust network you can rely on for coaching, support, and guidance.

“Your internal and external networks are important leadership assets,” says HBS Professor Anthony Mayo in the online course Leadership Principles . “They're how you gain access to resources like information, know-how, and funding that are crucial in enabling you to help those you’re leading. Networks also foster your learning by connecting you to people in organizations with different skills, perspectives, and contexts than your own.”

Through networking, you can build a powerful resource that exposes you to new opportunities and drives personal growth and success.

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Unleashing Your Leadership Potential

You can be an effective leader at any stage of your career . Whether you’re a mid-level manager or new to the workforce, honing your leadership skills can pay dividends for your professional development.

By building self-awareness, soliciting feedback, and networking, you can gain a better understanding of your personal leadership style and unleash the potential in yourself and others.

Do you want to enhance your leadership skills? Explore Leadership Principles —one of our online leadership and management courses —to discover how you can become a more effective leader and unleash the potential in yourself and others.

This article was updated on July 19, 2022. It was originally published on November 21, 2019.

About the Author

Module 10: Leadership

Assignment: evaluating leadership, preparation.

In your readings on Leadership, you learned the difference between management and leadership, as well as traits, styles, and situations of leaders and leadership. Many modern-day leaders were profiled in the text, including:

Warren Buffett
Martin Winterkorn
Carrie Toldstedt
Ginni Rometty
Mark Zuckerberg

In this assignment, you will research and write about a modern leader of your choice. You may not select one of the leaders listed above . The following steps will help you prepare for your written assignment:

Thoroughly read the Leadership module.
Carefully consider the traits, styles, and differing situations for leadership in today’s organizations.
Select a leader to profile in your written report. You may select one you admire, or a “good example of a bad example.” There are numerous websites naming leaders to get you started. A quick search on “famous contemporary leaders” revealed millions of possible lists, OR you may select a leader in your personal or professional life: your boss, a coach, a team leader, etc.
Research your chosen leader, identifying evidence of his/her traits, styles, and leadership situations. Relate your findings to the module concepts. For example, how did your chosen leader demonstrate the trait of “desire to lead”? Prepare examples.
First, introduce your leader, and state why you selected him/her. Was their leadership effective or not effective?
Next, expand upon the traits and style of your leader, including at least three properly referenced and defined terms from the module reading. For example, if you select Drive, describe what the term means in the context of leadership and how your leader demonstrates it.
Next, describe the leadership situation your chosen leader was in, using one of the Situational Leadership Models from the module reading. For example, if your leader was charged with a group of new or low-competence employees, did they use the Selling style prescribed by Ken Blanchard?
Finally, conclude with a short description of your personal leadership style and how effective it has been for you to date.

Your written assignment will be graded using the Written Assignment Rubric . Please review and keep it in mind as you prepare your assignment. Each component is weighted as follows:

10% Organization and Format

Adequate: Writing is coherent and logically organized, using a format suitable for the material presented. Transitions used between ideas and paragraphs create coherence. Overall unity of ideas is supported by the format and organization of the material presented.

40% Content

Adequate: All required questions are addressed with thoughtful consideration reﬂecting both proper use of content terminology and additional original thought. Some additional concepts are presented from properly cited sources, or originated by the author following logic and reasoning they’ve clearly presented throughout the writing.

40% Development – Critical Thinking

Adequate: Content indicates original thinking, cohesive conclusions, and developed ideas with suﬃcient and ﬁrm evidence. Ideas presented are not merely the opinion of the writer, and clearly address all of the questions or requirements asked with evidence presented to support conclusions drawn.

10% Grammar, Mechanics, Style

Adequate: Writing is free of spelling, punctuation, and grammatical errors, allowing the reader to follow ideas clearly. There are no sentence fragments and run-ons. The style of writing, tone, and use of rhetorical devices is presented in a cohesive style that enhances the content of the message.

Assignment: Evaluating Leadership . Authored by : Betty Fitte and Lumen Learning. License : CC BY: Attribution

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15 Leadership Activities For High School: After School Programs, Games, And Discussions

March 17, 2024 // by Danielle Torpey

In a world that values productivity with creative collaboration–fostering leadership within students helps prepare successful leaders in society. In my classroom, it’s easy to pick out the few kids who have natural leadership abilities, which made me wonder: how do I allow opportunities for students to all foster elements of leadership?

High school students are no doubt the future leaders of our society. I knew that providing leadership opportunities through various activities by implementing an element of leadership in my lesson plan would promote growth in communication skills among all my students.

Below are fifteen different activities for teachers to implement in their lesson plans to help foster influential leaders within the classroom and in students’ post-graduate endeavors.

1. Establish a student timer

Time in the classroom is precious and most lessons have a time limit between transitions. Pick a student to be the “timer” for the day. They will be responsible for effective communication on the time left on a task. If you’ve allotted a five minutes time limit for a task to be completed, then your timer is the one who is responsible for keeping the class up to date on the remaining time and when that time has concluded. This is a simple way to give a student ownership and leadership situations to take charge.

2. A leader to pass out materials and paper

A simple activity to give kids the chance to take pride in a leadership role. If you have multiple handouts or materials for an activity, have a student or two be responsible for handing them out to everyone. This is also a great trick for your busy body students! Allowing them a quick minute to get up and move around the room before the next section of the lesson clears their brains and provides an aspect of leadership.

3. Create a student government

Within different activities and after-school programs consider establishing a student government that works alongside the adult sponsors. Leaders could be responsible for ice-breakers, team-building activities, and other activities for students. With a student government, their focus should center around the alliance of students within the school to promote school spirit and participation. This is a foundational practice and building block to establishing an inclusive school culture that is promoting the collective student body.

Learn More: Columbia Interschool Governing Board

4. Activity Roles

During lessons with small group discussions, give each member of the group a role to take ownership of. This allows for exposure to different styles of leadership, leadership behavior, and valuable skills that keep a discussion focused on the task at hand. On a sticky note or a blank piece of paper, write down the different roles each member of the discussion can take on. BONUS: this helps prevent picking a regular called-upon student and allows every student a chance to speak.

Learn More: University Of Waterloo

5. Tutoring programs

Allowing high school students to tutor middle school students is a great opportunity to add valuable tools to their leadership abilities. Plus, this is an excellent opportunity to boost a college application with leadership experience. Tutoring encourages leaders to establish their leadership styles on top of a leadership philosophy that suits their personality the best!

6. Peer mentorships

Down the same vein as tutoring programs, schools could consider a peer mentorship program to add positive aspects of leadership and interpersonal skills. This style of leadership pushes beyond the subject matter, and helps grow authentic leadership for teen mentors! An influential leader could help with struggling underclassmen, special needs students, at-risk students, etc.

7. Small group feedback

During class projects, have students take a piece of paper and provide feedback to their peers. Giving constructive feedback is a simple activity to encourage elements of leadership. Plus, successful leaders take feedback and weigh the viable options to make their work better! Creating a classroom that is centered around giving positive and regular feedback allows students to practice giving and receiving feedback in a controlled and constructive space.

Learn More: Room to Discover

8. Students lead after school program

If students have a particular interest in a topic or hobby encourage them to run activities for students in an after-school program who might show interest in the topic as well. It’s as easy as an announcement on the intercom and a sign-up sheet of paper for those who are interested too. Some of the after-school programs to consider include creative writing club, tabletop/board game club, gay-straight alliance, Spanish club, etc.

9. Teen advocacy campaign

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School months are filled with opportunities for campaigns. Whether it’s mental health awareness month, teacher appreciation week, or homecoming–use different observed holidays and awareness dates for students to create and execute activities for students.

10. Give situational leadership journal prompts

Start the class off with a quick five-minute situational leadership journal prompt! Giving a journal prompt with questions such as, “Your best friend is bullying someone in the locker room, how do you handle this situation.” or “You’re the CEO of a new company and about to launch a new product that will change the world–what are the steps you take with your team” and so on. Let students think on their feet and map out their responses in their journal or a blank piece of paper!

11. Games that promote leadership qualities

Games in the classroom have always been a tide and true way to implement leadership skills. A classroom leadership game can help build trust within students and build a strong classroom culture!

Learn More: Vantage Circle

12. Independent Project-Based learning opportunities

Independent projects create a space for valuable skills when it comes to internal leadership and integrity. Sometimes the behavior of leaders starts from within! Project-based learning leads students to find internal motivation to do well on an assignment. Whether a formative or summative assignment, independent projects are a great opportunity to develop leadership skills.

Learn More: Crafted Curriculum

13. Scavenger hunt lesson

A scavenger hunt lesson is a great way to mix up instruction and allow activities for students to build leadership! Whether outside, within the school, or on an online scavenger hunt, students will think learning is a fun game! This is a great option for all ages and content across the board.

Learn More: 28 Ingenious School Scavenger Hunts For Students

14. Student leaders create a fun activity

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Allow students to express their creativity with their mini-lesson. Small groups can plan a lesson focused on a particular concept you are covering in a unit. To push leadership skills further, the class can provide constructive feedback for the group that is taught!

15. Group Project-based learning opportunities

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Want to incorporate project-based learning with a group? Similar to independent projects, creating a formative or summative assessment with groups encourages leadership amongst a group! You’ll be surprised how naturally students will start assigning each other tasks to get a project completed with accountability and reliability. Creative collaborations also allow space for constructive feedback!

Learn More: E Reading Worksheets

Final Thoughts

Whether fostering a natural-born leader’s talents or encouraging a student that needs help to develop their leadership style–giving opportunities in the classroom can be simple! Try out some of the different activities for teachers to implement in their lesson plans to help foster influential leaders within the classroom and in students’ post-graduate endeavors! You’ll be amazed how quickly students begin to foster skills!

The 7 Greatest Leadership Lessons I’ve Learned

by Therese Fauerbach

Leadership Lessons I’ve Learned Everyone can help you learn something. Managers and leaders are different. Leadership is hard. Self-awareness is essential. Get feedback from your network. Communicate. Be present.

As CEO and founder of The Northridge Group, I am both an entrepreneur and a leader. Every day I am focused on helping business leaders solve critical problems as well as running my own company. Through management consulting, I have been exposed to a diverse range of organizations, functional groups, and cultures. Collectively, these experiences and people have contributed to the person and business leader I am today. Occasionally, peers and up-and-comers alike will ask me for my perspective on leadership. Today, I want to share a few of the greatest leadership lessons I have learned throughout my career.

1. Everyone can help you learn something.

It goes without saying that everyone has their own style of leadership, their own personal brand. Observing how others handle themselves – peers, management, and other external leaders – is a great way to learn. Whether you agree with how a situation is handled or not, the experience can teach you how to approach a similar issue in the future. Leadership is a constant assessment and reevaluation, so the more you can learn from the experiences of others – good or bad– the better off you’ll be when you’re positioned to make the decisions.

2. Managers and leaders are different.

It took me twenty years to sum up what makes a good leader versus a good manager , and the best example I can come up with is to describe a former boss of mine. This person was so charismatic that everyone would follow him to the ends of the earth. Though day-to-day operations were almost impossible for him, at times of crisis, he was the person everyone called to help solve the problem. Many times a really good manager can knock your socks off with their results, but they might not be a leader. The difference comes down to being comfortable with assessing and taking risks coupled with the ability to ignite action in others. In a crisis or at any time of need, a leader doesn’t hesitate at all – in fact, crises are where leaders often emerge. But remember, whether you are a leader or a manager, these are both essential and complementary skill sets.

3. Leadership is hard .

A good leader can push through fear, assess risk and take action when action is required. At times, the tough decisions leaders make are the ones that others cannot make. A close friend of mine was an executive in the liquor industry and one of the early crusaders for creating ads against teen drinking. It’s hard to imagine anyone challenging this today but at the time, he was met with criticism and push-back. Rather than retreat or shy away, he took a strong stance on an important issue and pushed forward. Leadership is hard and you are going to make decisions that other people can’t. Understand your values and prioritize them.

4. Self-awareness is essential.

Everyone needs a balanced and honest view of their strengths and weaknesses. Self-awareness grants a person the ability to interact with others frankly and confidently. In order to build a successful team to lead, leaders must be so aware of their weaknesses that they can hire against them. Know where you soar and where you need more help.

5. Get feedback from your network.

I often speak to the value of networking . An outside perspective can bring fresh insight when you need to workshop a new idea or you enter new territory. Furthermore, I recommend getting a broad-based perspective. It’s not always the “whos-who” that can give you the greatest insight, so reach out to a variety of demographics to get a more holistic view.

6. Communicate.

Communication is a lot like cooking to me. Tread too lightly and your message will be too bland. Use too much heat and people won’t be able to digest. You need to speak clearly enough to get your point across as well as a balanced delivery of firm and delicate messaging. Leaders need strong, clear messaging to get the results they want. If you aren’t seeing the results, stop talking and find a new approach. Learn the needs and motivations of your key stakeholders. Determine how to better position your message to reach the desired actions and results.

7. Be present.

Bring vision and strategy to the here and now. A leader needs to be able to communicate with frontline staff without de-positioning management, but you also need to be able to connect. It’s important to engage with all levels because there will be a different perspective from each operational group and level. Business is becoming more moment-to-moment than ever before. It’s more difficult to execute on long-term planning because we need constant re-evaluation to be relevant with the times. Leaders need to be present, listening and open to learning from everyone around them.

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6 Common Leadership Styles — and How to Decide Which to Use When

Rebecca Knight

Being a great leader means recognizing that different circumstances call for different approaches.

Research suggests that the most effective leaders adapt their style to different circumstances — be it a change in setting, a shift in organizational dynamics, or a turn in the business cycle. But what if you feel like you’re not equipped to take on a new and different leadership style — let alone more than one? In this article, the author outlines the six leadership styles Daniel Goleman first introduced in his 2000 HBR article, “Leadership That Gets Results,” and explains when to use each one. The good news is that personality is not destiny. Even if you’re naturally introverted or you tend to be driven by data and analysis rather than emotion, you can still learn how to adapt different leadership styles to organize, motivate, and direct your team.

Much has been written about common leadership styles and how to identify the right style for you, whether it’s transactional or transformational, bureaucratic or laissez-faire. But according to Daniel Goleman, a psychologist best known for his work on emotional intelligence, “Being a great leader means recognizing that different circumstances may call for different approaches.”

RK Rebecca Knight is a journalist who writes about all things related to the changing nature of careers and the workplace. Her essays and reported stories have been featured in The Boston Globe, Business Insider, The New York Times, BBC, and The Christian Science Monitor. She was shortlisted as a Reuters Institute Fellow at Oxford University in 2023. Earlier in her career, she spent a decade as an editor and reporter at the Financial Times in New York, London, and Boston.

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Modern Leadership

Leadership in the 21st century, leadership reflection #3: journal entry.

October 31, 2016

My Personal Mission

Dear Journal,

Over the past several weeks in my leadership class, I have learned much about what constitutes a leader and the processes of leadership. People go through the leadership process and become leaders based on what they believe in, the values that they hold close to their hearts. Over time, the transform more and more to fill different leadership opportunity roles. This got me to think, “what are my values?”

I have always valued human life. It is hard living in a state where an eleven-year-old boy killing a home intruder is celebrated. I understand that it is self-defense, but celebrating the taking of another life for whatever reason has always been something that bothered me because I value life. I wouldn’t want anyone to die for any reason other than old age, no matter how terrible they may have been in life. I firmly believe that people change. Because of my faith in Christ, I believe that anyone can be called back and find new life in Him. We shouldn’t take away anyone’s opportunity to do so simply because we deemed them as evil in our own eyes. I value honesty. I do not like it when people lie. It angers me. Telling the truth is so simple. If you feel like you can’t tell someone the truth, I think you need to change how you act and what you do so that you are not ashamed of telling the truth and don’t feel as if you must lie. I also value people who walk with integrity and work hard. These values show who I am. I love what is good about people and mourn when I see them fall short. That is just who I am. But how do these values affect my future self?

One of the religion professors spoke to the boys living on the third floor of Allen a few weeks ago. He made a statement that has stuck with me ever since. He said, “Who I am now is connected to who I am in the future.” Taking that into consideration, I believe that these values will define who my future self is. They will connect me to my future leadership roles. I feel a deep desire to become a minister of some sort here in the Bible Belt. I am not sure what type of minister yet, but I am sure that I am supposed to be a leader in that area. I believe that these values will guide my actions and lead me into that position. In a leadership position in ministry, I must teach others to about God, to love what is good and avoid sin in their lives. I think that being able to love what is good in others will help me to do that. I believe that my value for human life will help me to care for the entirety of an individual’s life, soul and all. This will allow me to focus on their needs, physically and spiritually.

Overall, I am still unsure about my future. I know that I am going to be in a leadership role where I am caring for others and teaching them to be more like Christ. I am not sure what specific role I will play in that though. I do feel like the values I have now for life and everything that is good will keep me on track. While I am not certain where God will place me, I am certain that these values that he has given me will guide my actions so that I evolve into the leader that he is going to make me into each day.

3 Great Worksheets to Focus Your Student Leaders

These Worksheets Will Help You Develop Student Leaders

Student leadership is part of a rock solid foundation for strong school culture, but steering students in that positive direction can be a challenge. That’s why our leadership expert, Stephen Amundson, has put together three worksheets designed to address three common leadership issues.

Feel free to use any or all of them as they fit your specific needs. If you’re not sure what your specific leadership needs are, you may want to check out this post which covers some of the basic starting points for student leaders.

FREE Student Leadership Worksheets

The first of the three worksheets addresses what a leader is, and what their role can and should be. This can be a great jumping off point for new leaders, or a valuable way to regroup with more senior student leaders. It also offers an opportunity for self reflection that can be valuable for adult leaders as well

Download the first worksheet, “Leaders Are, Can, & Think.”

It isn’t always easy to keep your student leaders focused and motivated, but I’ve found that most leaders thrive on guided thought exercises like the one in this worksheet. Most student leaders have a strong desire to contribute in a positive way, but they don’t always know how to get from “I want to help” to “here’s the plan.”

Try to remember that direction in leadership is something you obtained over a lifetime, and your students don’t yet have that benefit. They’re still experimenting, observing, and listening. Each experience is an opportunity for them to hone their skills, and each challenge is a chance for them to become an even stronger asset to both their school and their community.

This simple worksheet will help your students to reflect on where they are as leaders. It will also help you to steer them toward growth and agency. Feel free to download, share, and use this student leadership worksheet in your own lesson plans!

In case you missed it, here’s a link to the free worksheet.

Students participating in a leadership activity

Downloadable Leadership Worksheets #2 & #3

The second worksheet is a more focused look at who we want to be as leaders. One of the best ways to find a starting point for any new leader is to look at leadership role models and extract the qualities we see in them which we want to develop in ourselves. This worksheet focuses on that approach, and even offers action steps

CLICK HERE for the second worksheet, on leadership role models, “Who Do You Admire, and Why?”

Finally, the third worksheet takes a more advanced step into leadership, focusing on attitude. If you’ve followed TEEN TRUTH or RISING UP even for a short while, you’ve likely heard of the impact attitude can have. In fact, it’s one of the first things I look for when I’m visiting a campus. CLICK HERE for the third worksheet, on leadership attitude.

Be sure to develop your leadership (both student and adult). It is one of the quickest ways to improve school culture, and can be a massive return on your time. Special thanks to Stephen Amundson for these fantastic worksheets! His site can be found here and is an excellent resource which I highly recommend checking out.

Check out more student leadership activities and continue learning about how to build an inclusive and diverse culture of leadership at your school with our guide to building student leaders .

Ready to take your school leadership to the next level? Check out TEEN TRUTH’s Leadership Summits !

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39 best leadership activities and games
Making decisions. Inspiring team members. Setting values for their team. Improving team spirit and cohesion. Being responsible for their team's communication and wellbeing. Developing leadership skills in other team members. There are a number of tools to help you with leadership development.
83 Leadership Activities, Building Games, and Exercises
With kids' leadership games, the type of activities are not as important as discovering the leadership activities that children will find enjoyable and benefit from (Pennsylvania State University, 2012). Edsys (2016) provides eight suggested activities for children to learn leadership skills: 1. 'Create a New You'.
PDF Activity: Exploring the Four Leadership Styles
to meet with others of the same leadership style. Provide a copy of the leadership styles explanation at each station. Now, ask them to brainstorm the strengths and challenges of their particular leadership style and to consider how they relate to people with other leadership styles by using the questions below.
5 Fun Lessons Ideas that Teach Leadership Skills
Click to get more fun teambuilding lessons. 2. Practicing Microphone Speaking Skills. Plan this one right before the first assembly. Ahead of time, type up a bunch of questions that take just a few words or a sentence to answer. Just be sure the questions are ones every student can easily and comfortably answer.
Assignments
Assignments. Assignment 1: Assess, Analyze, and Reflect upon Leadership (PDF) Assignment 2A: Group Assessment (PDF) Assignment 2B: Self Assessment (PDF - 1.7MB) Assignment 3: Elevator Speech (PDF) Assignment 4: Personal Leadership Plan (PDF) This page has information of assignments.
Syllabus
Leadership is the ability to influence a group of people towards a goal. In this course students will increase their own leadership capacities through feedback, reflection and practice. ... Description of Major Assignments Class Participation. I look for your attentive, active participation in class. In addition to contributing to the general ...
5 Steps to Creating a Successful Leadership Development Plan
Pick a leadership goal. Apprise others in your inner circle of the goal. Collect specific ideas on how to improve. Elicit feedback on how you're doing. PACE is employed by learners to select leadership development goals and chart a course of action for achieving them. The first step in the process, Pick, is centered on identifying and ...
Leadership Skills Course by IIMA
This is a peer-review assignment based on the concepts taught in the Leadership Skills course. In this assignment, you will be able to apply the skills you learned to become more adept in your journey of leadership. ... Unlimited access to 7,000+ world-class courses, hands-on projects, and job-ready certificate programs - all included in your ...
Organizational Leadership Course
Organizational Leadership is a 7-week, 40-hour online certificate program from Harvard Business School. Organizational Leadership equips experienced team leaders with the skills, strategies, and tools to set and communicate direction, influence through other managers, generate organizational alignment, drive innovation, and engineer change.
Best Business Courses Online [2024]
If you are looking for some of the best free leadership and management courses available, check out Coursera's offerings - starting with the course about Leading Diverse Teams and Organizations, the People Management, the Leadership in the 21st Century and Connected Leadership, and finally the Creative Thinking Techniques and Tools for Success.All of these courses are offered online, free of ...
Leadership Development Plan: Template and Example with Tips
An organization with empowered leaders can navigate today's complex business environment and solve problems quickly and effectively. 3. Good leadership drives innovation. A workforce with effective leaders will be inspired to believe in, and work for, a greater vision. 4. Skilled leaders attract and keep employees.
Leadership Self-Assessment: How Effective Are You?
Greater effectiveness in the workplace. Better relationships with colleagues. Improved abilities to identify and manage their emotions. Reduced stress. Reaping these rewards can be achieved through honest self-assessment. By examining patterns in how you view yourself and how others experience you, you can identify ways to learn and develop as ...
Assignment: Evaluating Leadership
Mark Zuckerberg. In this assignment, you will research and write about a modern leader of your choice. You may not select one of the leaders listed above . The following steps will help you prepare for your written assignment: Thoroughly read the Leadership module. Carefully consider the traits, styles, and differing situations for leadership ...
15 Leadership Activities For High School: After School Programs, Games
Project-based learning leads students to find internal motivation to do well on an assignment. Whether a formative or summative assignment, independent projects are a great opportunity to develop leadership skills. ... To push leadership skills further, the class can provide constructive feedback for the group that is taught! 15. Group Project ...
Assignments
Length: 5-6 pages double-spaced. The purposes of this assignment are: Apply the readings on teams and leadership to the analysis of your summer team. Trace the evolution of your summer team. Analyze the group processes and leadership styles in your team. Evaluate your team's performance. Suggest actions to improve performance in future teams ...
PDF Fundamentals of Leadership Syllabus 1.5
leadership regardless of position, office, or title. (25 percent) 2. Completion of regular assignments based on readings and movies. (10 percent) 3. A presentation and critique (not to exceed 8 minutes) of the ideas of one or more contemporary thinkers/writers on leadership. (20 percent) 4. An online final exam (short essay) due on 4 June 2018.
The 7 Greatest Leadership Lessons I've Learned
Occasionally, peers and up-and-comers alike will ask me for my perspective on leadership. Today, I want to share a few of the greatest leadership lessons I have learned throughout my career. 1. Everyone can help you learn something. It goes without saying that everyone has their own style of leadership, their own personal brand.
6 Common Leadership Styles
Much has been written about common leadership styles and how to identify the right style for you, whether it's transactional or transformational, bureaucratic or laissez-faire. But according to ...
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Course Description: This course is designed to provide a basic introduction to leadership by focusing on what it means to be a good leader. Emphasis in the course is on the practice of leadership. The course will examine topics such as: understanding leadership; recognizing leadership traits; engaging people's strengths; understanding ...
MGMT 601
Mandatory assignments 100% (2) 14. Gagandeep kaur (1916872) leadership style. Mandatory assignments 100% (6) 6. MGMT 601 Week 2 Quiz - Quiz. Other 100% (8) 18. Self-Assessment Do You Have What It Takes to Be a Leader -1.
PDF INDE 582 Class Syllabus
o Assignment: Exercise #3 in Technical Leadership Begins with Knowing Yourself o Assignment: Shuttle Columbia case study • Part A due before class: Assignment given in class • Part B due after class: Assignment given in class • Class 9: Networking and Working on Diverse Teams o Building and maintaining an effective network
Leadership Reflection #3: Journal Entry
Leadership Reflection #3: Journal Entry. October 31, 2016. My Personal Mission. Dear Journal, Over the past several weeks in my leadership class, I have learned much about what constitutes a leader and the processes of leadership. People go through the leadership process and become leaders based on what they believe in, the values that they ...
3 Great Worksheets to Focus Your Student Leaders
Downloadable Leadership Worksheets #2 & #3. The second worksheet is a more focused look at who we want to be as leaders. One of the best ways to find a starting point for any new leader is to look at leadership role models and extract the qualities we see in them which we want to develop in ourselves. This worksheet focuses on that approach ...