Mentor Leadership
Dungy defines his personal leadership style as “Mentor Leadership.” Dungy describes mentor leaders has having a “direct, intentional, and positive impact on those they lead (Dungy, 2010).” This leadership style has mentoring at its core. It emphasizes character building, modeling and teaching positive attitudes and positive behaviors that others would be wise to emulate. This positive model then can be passed on to future generations. The primary focus on mentor leadership is “to shape the lives of others, modeling and teaching attitudes and behaviors (Dungy, 2010).”
Dungy offers up seven principles for the success of a mentor leader. These seven principles are really the practical application steps to Dungy’s leadership
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One area of leadership where he may exhibit the most weakness is in the area of challenging the process. As a head coach, Dungy was never one for innovative new plays or taking big risks. Dungy is remembered in Tampa for his conservative play calling and winning games through the execution of fundamental football. Dungy readily admits to one low point in his coaching career where he wishes he would have challenged the normal coach replacement process. In 1996, after failing to make it to the Super Bowl, the owners of the Tampa Bay Buccaneers came to Dungy and expressed their desire to change the offense, starting first with offensive coordinator, Mike Shula. They wanted him fired, but Dungy did not agree. However, Dungy realized that if he failed to do the will of the owners, he may likely be out of a job and more importantly, the rest of the coaching staff would be without work. Dungy, in a bad situation, agreed and fired Shula, despite his own internal convictions that this was the wrong move. Dungy believes that this move ultimately caused disharmony among the coaching staff and began the demise of his tenure as the Buccaneers head coach. If he had to do it over again, Dungy would have tried harder to save Shula’s job, even if it risked his own. While the whole situation was a learning experience for Dungy, it is an example of his hesitation at the time to be bold and challenge the
wanted. He is pushed, but he does not push back. Managing Anger. He remains polite, respectful, and diplomatic. He makes clear that his agenda was winning football
From September 11, 1924 (Moritz 270), through the late 1960’s, Tom Landry accomplished a lot of things in his life, and set new trends for many years to come. Whether it be high school football star, or flying combat missions with the United States Air Force. Whether it be playing collegiate football, and really excelling, or actually moving on to a professional football career. Whether it be transforming from player to coach, and leading way for years to come and different programs; Tom Landry had experienced it all. Tom Landry was a great coach and player, whose leadership made him a hero, and a prestigious name in the football world.
Let it be clear that no book will tell us the optimal way of leading, the best way of organizing subordinates, however, we need to realize that successful leaders have all something in common, their actions speak louder than their words, and that these actions are all guided by integrity. The emerging leader should in the end be able to build a character dependent on integrity. The character should be built by the core values we stand for, by our vision’s context, and what’s most important, we should always keep in mind, that “nothing is worse than losing trust, as it will mark our reputation”.
These seniors had experienced both the trials and victories of previous football seasons. Therefore, Coach Ware, along with the rest of his staff and team relied on these players to step up and take the leadership positions. His seniors proved their leadership both on and off the field through their words, efforts, and examples.
Sammy Wilson was faced with a challenge when his previous coach was fired, he had a new coach and wanted nothing to do with him. He responded with negativity, which in turn decreased his performance throughout the game. Mitch Akers was faced with a stressful situation on the last game as well, with the fate of the team riding on him. However his stress response was focus, he was determined to successfully achieving the task, because of that his performance ameliorated. When it came to reinforcement the coach used both positive and negative reinforcement, when Sammy Wilson acted out on the field he was not afraid to bench him. As positive reinforcement he used words of encouragement complimenting each member of the team on a job well
What it means to be bold is not to second guess yourself and trust all of your moves and calls. Coach Tomlin has confidence in his move and has the support of his players and coaches on the moves to. While you trust your moves as a coach, your staff and players must trust them to or there will be doubt in whether you are making the right call or not. I in my everyday life trust and support my decisions and if I don’t that is when the doubt starts to set in. All of these traits and skills coach Tomlin has, I hope one day have and that is why all of these reason Mike Tomlin influences me. These skills will help me be a better person with an even better
“Leaders instill respect for authority by having a caring attitude, by being direct, by communicating regularly and by being honest!” (Mike Krzyzewski). The book “Leading with the Heart,” is one about leadership, how you earn it, how you practice it, and how you are to use it to make your organization a successful one. Coach K talks about the importance of trust, communication, pride, and the commitment the leader of an organization must have to make his team. He goes on to state that “leadership is ongoing, adjustable, flexible and dynamic. Leaders must stay on their toes, being that anything can occur during the year. Krzyzewski also mentions the competitive fire the leader must bring day in and day out to keep his players, and or staff in
Even though the coaches had their differences at first, due to Boone replacing Yoast in being the head coach of the Titans, they came together to form the team that nobody could possibly forget. As for the coaches for the other teams they weren’t as understanding as Yoast, they acted as Boone was just a joke and that he wouldn’t last. One of the coaches that acted like this was Coach Taber, that was going up against Coach Boone’s team in the championship. Coach Taber called Coach Boone a monkey during an interview and not to the coach's face. After the Titans beat Coach Taber’s team Coach Boone went to go shake Coach Taber’s hand and he just ignored Boone and then walked away then Boone called his name and Taber turned around and Boone through a banana at him, and Taber just walked
The purpose of Learning Leadership book is to answer a fundamental question: How do people learn leadership and how they can learn to become leaders? James M. Kouzes and Barry Z. Posner have written this book as an exclusive guide for leaders to become the best leader by practicing the five fundamentals of becoming an exemplary leader. The book provides a framework to help people of all levels and backgrounds to develop their leadership style and become the best leaders they can be. Kouzes and Posner provide leaders a practical series of actions and some coaching tips for developing their leadership process and helping them to create a context to grow. The larger purpose of this book is to help leaders
"Developing a Philosophy of Leadership." . Leadership Paradigms Inc., n.d. Web. 12 Nov 2013. .
Boone exhibited an autocratic, transactional leadership style, ruling by fear and consequences with the players and coach
Pegg, M. (1999) The Art of Mentoring: How You Can Be a Superb Mentor. Chalford: Management Books.
Leadership is necessary for a group to accomplish goals. Leadership according to Lamberton and Minor (2014), is the ability to impact people to attain a goal. A leader according to Gaiter (2013), sets direction and influences others to accomplish goals and directs cohesiveness. A leaders’ goal is not just the success of the team but, also the success of individuals on the team, a leader must motivate, inspire and empower others for success (Gaiter, 2013). To accomplish these goals a leader will utilize a leadership style.
Leadership has been described as a “complex process having multiple dimensions” (Northouse, 2013). Over the past 60 years, scholars and practitioners have introduced a vast amount of leadership models and theories to explain this complex field and examine its many perspectives. Numerous leadership theories and models have attempted to define what makes a leader effective. From the early 1900s, the trait paradigm dominated leadership literature, focusing on inherited traits of leaders and suggesting that “leaders are born, not made”. However, during the 1950s, the trait approach lost enthusiasm as focus shifted to the behavior of leaders. Similar to the trait theory, the behavioral paradigm was based on general effective leadership behaviors
Mentor orientation can be described as “Employees who have seniority… to oversee new hires for a certain time-period and are ultimately responsible for providing much of the training that will take place at work.” (Taylor, 2011) This enables newly hired employees to receive consistent support after the formal orientation and 3 days on the job training. The mentoring support should be planned based on the lessons in the formal orientation program identified above. Since supervisors must continue to do work-related tasks association with leadership at the job-site, mentors can direct, supervise and help new employees refine skills needed to become successful and productive.