Giant Leadership Tools - week 8

What is the key question of the Leader Mirror tool?

• What’s it like to be on the other side of me?
• What do I need to improve in my job?
• How do I give feedback to others?
• What motivates me most?

What does consistent leadership build?

• Pressure
• Trust
• Silence
• Uncertainty

What defines the culture of a team?

• Rules only - everything should be made into written policies
• The behavior the leader models, rewards, or ignores
• HR regulations and compay-wide programs
• Group size; we can never expect a big group to have the same culture as a small one

Which of the following most threatens a healthy culture?

• Different personality types
• Inconsistent leadership
• Clear explicit expectations
• Frequent and on-going feedback

What is the core principle of the Leader Mindset?

• Fight for the highest possible good in the lives of those they lead
• Always keep your team happy, even if it's against the senior management.
• Give orders clearly and consistently
• Stay results-driven above all else

Why is leadership not “one size fits all”?

• Every person has different hobbies
• Each member needs different levels of support/challenge
• It depends on job title
• Because it’s too hard to manage everyone the same

What mindset should a leader adopt when giving feedback?

• Be “for” the person and seek their growth
• Prove you’re right, and point out clearly the mistakes and actions needed
• Criticize quickly to correct mistakes
• Compare them with others to urge their change

Which of the following best represents the order of influence in the 5 Circles model?

• Community, Team, Family, Self, Organization
• Self, Family, Team, Organization, Community
• Organization, Team, Family, Self, Community
• Self, Team, Family, Organization, Community

What is the main consequence of poor role clarity in a team?

• Better team bonding and relationship
• Increased innovation
• Confusion and conflict
• Higher employee performance

During onboarding, how should a Line Manager ensure role clarity?

• Let the team figure out roles through trial and error
• Provide a clear explanation of tasks, tools, and expectations
• Wait until the first performance review
• Delegate this entirely to the Career Coach