The Medicine Wheel: A Leadership Compass

1. The Medicine Wheel: A Leadership Compass

2. Objectives Gain an understanding of one’s own leadership style Gain perspective about how leadership style affects how teams work together Get to know others in the room

4. East: Visionary -Big picture thinker -Insight into mission & purpose -Very optimistic, positive attitude -Idea oriented, creative and innovative -Enjoys exploration and experimentation -Appreciates a lot of information -Value words: option, possibility If you can dream it, you can do it!

5. -People oriented -Value-driven -Interaction and relationship are primary -Team player, builds on ideas of others -Good listener, very supportive -Decision-making based on intuition -Value words: right and fair South: Healer Reach out and touch someone!

6. West: Teacher -Critical thinker, explores all sides -Decision making based on data & logic -Viewed as practical and thorough -Introspective and self-analytical -Skilled at finding ‘fatal flaws’ -Detail, planning focus -Value word: quality Quality is #1!

7. North: Warrior • -Goal/task focused • -Moves toward action • -Thinks in terms of bottom line • -Enjoys challenge of difficult situations • -Perseveres, not stopped by obstacles • -Enjoys assuming leadership role • -Value word: action Just do it!

8. What is your primary direction? • East: Eagle • South: Mouse • West: Bear • North: Buffalo

9. How to work with different leadership styles

10. Working with an East • Show interest and enthusiasm for ideas • Listen and be patient during idea generation • Avoid critical judgment of ideas • Allow and support divergent thinking • Provide variety of tasks • Provide support and supervision check-ins on details and project follow through “Envision, Express”

11. Working with a South • Remember to pay attention to relationship issues • Justify decisions around values and ethics • Allow expression of feeling, intuition in logical argument • Be aware that this person may have trouble saying ‘no’ to you • Provide positive reassurances • Let the person know that you like them “Share, Support”

12. Working with a West • Allow time for decision making • Provide all significant data • Don’t be put off by critical statements • Use logic-based arguments • Appeal to tradition and procedure. “Who, What, When, Where, Why?”

13. Working with a North • Present your case clearly, concisely and with confidence • Share how they will be involved • Talk about the ‘challenge’ of the task • Provide plenty of autonomy • Stick with established timelines • Give positive public recognition “Need it now!”

14. Our natural tendencies may drive our initial reactions, but we often call upon • our other styles -- • depending on the situation • or the dynamics of a group.

15. Understanding your preference can give you valuable insight into how you come across to those with whom you are working. • Remember that strengths can be weaknesses. . . try to be well-rounded amongst the directions.

16. What to Avoid. . .

17. An EAST in Excess. . . • Often loses focus • Can have poor follow-through • Lacks attention to detail • Is not bound by time, may miss deadlines • Tends to be enthusiastic early on, but may get bored over the long haul.

18. A SOUTH in Excess • May have trouble saying no • Can be taken advantage of easily • Often internalizes anger, assumes blame • Is focused on present, not the big picture • May have difficulty dealing with conflict.

19. A WEST in Excess • Can become locked into a position • Can be indecisive, slow to take action • Gets mired in details (analysis paralysis) • Can seem withdrawn, distant • May seem to resist change.

20. A NORTH in Excess. . . • Decision making not well thought out • Can grow impatient • Can be impulsive, disregard practicalities • Can step on toes, hurt other’s feelings • May have difficulty delegating

21. Keep in mind your commonalities and your differences as you – Work together as local League team, Work together with your Board, and Work with your state coach

22. Recognize the strengths of others and try utilizing these Don’t pigeon-hole someone based on their primary direction/strengths Use this exercise to de-personalize conflicts and work through challenges effectively as a team