INDEPENDENT
STUDY
THE BEST HIGH SCHOOL DROP OUT
PREVENTION PROGRAM
GRADUATE
Photo Consent granted to Michael A. Esposito by each individual.
Photo Consent granted to Michael A. Esposito by each individual.
Photo Consent granted to Michael A. Esposito by each individual.
Photo Consent granted to Michael A. Esposito by each individual.
Noun = a word that describes a
person, place, or thing.
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2015 Center for Creative Leadership
Worldwide Survey of 3,61 participants
53% of leaders are created.
28% of leaders possess both qualities.
19% of leaders are born.
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2015 Forbes Leadership Quarterly
National Survey of 1,583 participants
80.4% of leaders are created.
19.6% of leaders are born.
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Individuals who know the organization and mission.
 Individuals who see an organization’s vision.
 Individuals who can set and reach attainable goals.
 Individuals who can communicate and listen effectively.
 Individuals who can motivate their teams.
 Individuals who can recruit the “right” employee.
“A good leader leads the people from above them. A great leader leads the people from
within them.“
M. D. Arnold
 Any individual can develop the skills necessary to become a
leader.
 Any individual can educate themselves to become a great
leader.
 Any individual can partake in training to enhance leadership
qualities.
 Realizing their leadership style, which could be:
VISIONARY
COACHES
AFFILIATIVE
DEMOCRATIC
PACESETTING
COMMANDING
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Shadow other successful leaders.
Monitor successful leaders.
Learn something new in their field.
Stay on top of change.
Read updated resources.
Build new relationships and preserve former relationships.
Education does not guarantee a great leader.
"There are no office hours for leaders."
Cardinal J. Gibbons
MINDSET
FIXED MINDSET = people believe their basic qualities,
like their intelligence or talent, are simply fixed traits.
They spend their time documenting their intelligence or
talent instead of developing them. They also believe that
talent alone creates success.
GROWTH MINDSET = people believe that their most
basic abilities can be developed through dedication and
hard work—brains and talent are just the starting
point.
"An investment in knowledge always pays the best interest."
Benjamin Franklin
 Assist in learning from one’s mistakes.
 Assist in developing new ideas.
 Identifies attributes when working with others.
 Improves the knowledge of one’s self.
 Personal celebration on daily accomplishments.
 Gives an individual perspective.
 Improves the knowledge of colleagues.
 Proved a chance to plan for the next day.
“We do not learn from experience we learn from reflecting on
experience.”
John Dewey
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Effective leaders BUILD trust.
 Effective leaders challenge the process to foster improvement.
 Effective leaders are inspired by a shared vision.
 Effective leaders enable others to act and perform.
 Effective leaders model the way for an organization’s success.
 Effective leaders encourage the heart.
 Effective leaders listen actively and communicate.
A boss tells others what to do;
a leader shows others what to do.
“Leadership is inspiring others to pursue your vision within the parameters you set,
to the extent that it becomes a shared effort, a shared vision, and a shared success.”
David Zeitchik
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Effective leaders display a positive climate for followers.
 Effective leaders leader clarify the priorities and goals of the
organization.
 Effective leaders explain what is expected of the team.
 Effective leaders implement a system of recognition and
rewards in the organization.
 Effective leaders communicate with all members of an
organization.
A boss tells others what to do;
a leader shows others what to do.
GROWTH MINDSET
“It does not matter what we know as coaches; what matters is what our
players know on game day. There is no rewards for past successes.”
Marv Levy
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Acknowledged as the #1 leader in business by the American
Management Association.
 Considered the most influential leadership expert in the world
by Business Insider and Inc. magazine.
 John has been voted the top leadership professional in the
world on LeadershipGurus.net for six consecutive years.
 Authored over 70 books, #1 New York Times bestselling
author.
 Recipient of the Mother Teresa Prize for Global Peace and
Leadership from the Luminary Leadership Network.
“Everything rises and falls on leadership.”
John C. Maxwell
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The KEY WORD in this level is rights.
Acts as the lowest or entry level of leadership (“Title Only”).
They do not have a team, only subordinates.
These individuals rely on rules, regulations, and policies to control their
people.
Their people only follow them because they have to – they are getting paid
to.
These individuals are considered “bosses” but never leaders.
Anyone can be appointed to the Position Level of leadership.
Negative aspect – people who follow you, will give you the least amount of
effort.
Level One is the only level that does not require ability and effort to
achieve.
Some examples BUT not limited to:
FOREMANS
TEACHERS
SHIFT LEADERS
ASSISTANT PRINCIPALS
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Some
The KEY WORD in this level is relationships with “your
team”.
The first legitimate step into leadership.
Individuals do more than follow directions.
Leader begins to guide team members for the assembly of
a relationship.
Members begin to follow the leader of the entity – because
they want to.
TRUST IS ESTABLISHED at this level.
Working environment changes for the better.
examples
BUT not
DEPARTMENT HEADS
limited
to:
PRINCIPALS
COLLEGIATE COACHES
DIRECTORS
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The KEY WORD in this level is results.
Separates effective leaders from individuals that occupy
leadership positions.
Leaders become good leaders for they produce results.
This level of leadership CAN NOT be faked.
These special leaders have a significant impact on the
organization.
Leaders are productive AND assist their team in being
productive.
Leaders have to produce to be a part of this level.
Many individuals never reach this level for their lack of
production.
Some examples BUT not limited to:
SUPERINTENDENTS
UNIVERSITY DEANS
GENERAL MANAGERS
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The KEY WORD in this level is reproduction.
 Individuals must transfer from a producer to a developer.
 People are an organization’s biggest asset.
 Individuals at this level invest personal attributes into
developing other leaders (time, money, intellect, energy).
 Very little emphasis on their personal productivity and a
large emphasis on the development of their team.
 Can be a difficult transition for leaders who like to get in
the mix of their team’s objectives.
 These leaders can revolutionize an organization.
Some examples BUT not limited to:
CEO’S
UNIVERSITY/COLLEGE PRESIDENTS
FOUNDERS OF FORTUNE 500 COMPANYS
SUCCESSFUL PROFESSIONAL COACHES
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The KEY WORD in this level is respect.
This form of leadership very rare.
These individuals have proven in leading well on the other four levels.
It takes a lot to develop other leaders.
“Cut above” the rest – they bring success wherever they go.
Everyone in the organization benefits.
Influence that transcends the organization and the industry .
Comes later in one’s career- not going to happen “overnight”.
Not a resting place for leaders to stop and view their success.
Make a positive difference beyond their own organization and
industry.
Some examples BUT not limited to:
I N N O VAT E R S I N I N D U S T R Y
NO BEL P EACE P RISE CANDIDATES
RELIGIOUS LEADERS
 STARTING POINT – usually this is the leadership starting line.
 A clear occasion for an individual to lead arises when the
individual (new leader) takes over a team within an organization.
 Frequently one member (or more) of the group will have been
getting away with behaviors that do not align with the mission or
vision of the entity.
 Under previous leadership - production barely met adequate
performance.
 Previous leader was selfish rather than assisting others.
 An effective leader is needed for this scenario.
 People do not get a second chance to make a first impression.
 Insufficient leaders do not get a second chance to lead.
Many individuals possess skills that relate to characteristics with levels 14; but following these levels to detail can enable a leader to grow.
Any individual can reach Level Five’s Pinnacle Level, it takes proven
experience and a lifetime of dedication to one’s industry and
intestinal fortitude.
Just remember an effective leader can and will;
UNDERSTAND THE MISSION
BUILD TRUST
PROVIDE FOCUS
UNDERSTAND THE VISION
COMMUNICATE
BE AN ACTIVE LISTENER
CHALLENGE
RESEARCH YOUR FIELD
BE NICE
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Bill Gates / Bill Belechick
Blackwell, L., Trzesniewski, K., & Dweck, C. S. (2007). Implicit theories of intelligence predict achievement across an adolescent t
ransition: A longitudinal study and an intervention. Child Development, 78(1), 246–263.
Deal, J., & Gentry, W. (2015). Are leaders born or made. Retrieved from http://insights.ccl.org/wpcontent/uploads/2015/02/AreLeadersBornOrMade.pdf ed. San Diego, CA: Center for Creative Leadership.
Dweck, C. S. (2007). The perils and promises of praise. Educational Leadership, 65(2), Retrieved from
http://www.ascd.org/publications/educational-leadership/oct07/vol65/num02/The-Perils-and-Promises-ofPraise.aspx
Dweck, C. S. (2008). Mindset a new psychology for success (First ed.). New York, NY Ballantine Books. doi:978-0- 345-47232-8
Emerson, D. (2015). Born to lead? A twin design and genetic association study of leadership role occupancy. The
Quarterly, Volume 24, Issue 1, February 2013, Pages 45-60. Retrieved from
http://www.forbes.com/sites/2015/03/23/are-leaders-born-or-made/#3904b7457ddf
Leadership
Kouzes, J. M., & Posner, B. Z. (2003). Encouraging the heart: A leader's guide to rewarding and recognizing others.
Jossey-Bass. 978-0787964634
Boston, MA:
John Maxwell Company (Producer), & Mawwell, J. C. (Director). (2013, September 10, 2013). The 5 levels of leadersip. [Video/DVD]
New York, NY: Youtube.
Maxwell, J. C. (2011). The five levels of leadership : proven steps to maximize your potential: proven steps to maximizeyour potential.
Array New York: Center Street.
Schuttler, R. (2010). Everyday leader hereos (First ed.). Denver, CO: Caboodle Publishing. doi:978-0-7988799-8-3
Schuttler, R. (2013). Laws of communication: The intersection where leadership meets employee performance (First e d.). Hoboken, NJ:
Wiley and Sons. doi:78-0470503362
I would like to take this time and thank the
California Consortium for Independent
Study, the Executive Board for the
opportunity to speak to your delegation today
about leadership and presenting my ideas
and research to you all today.