Leadership Analysis of Gleason
Submitted to
Dr. Melissa Korduner
Of
Louisiana State University
School of Leadership and Human Resource Development
in partial fulfillment of course requirements for LHRD 3723
by
Roxanne Ferraro
H.S.D. The Buffalo Academy for Visual and Performing Arts, 2008
11/30/2023
Gleason (2016) is a documentary film that showcases the life of former New Orleans
Saints football defensive back Steve Gleason after receiving a diagnosis of Amyotrophic lateral
sclerosis (ALS). Over the span of five years, we watch as Steve and his wife Michel, who finds
out she is pregnant with their child shortly after Steve receives his diagnosis, navigate uncertain
waters while Steve’s disease progresses and his health declines. Throughout the film, leadership
takes many different forms by Steve and Michel in order to deal with unexpected circumstances,
take charge of new opportunities, and try to maintain some semblance of normalcy in their
everyday lives.
The six leadership traits, as described in the textbook, are charisma, confidence,
determination, integrity, intelligence, and sociability (Northouse, 2021). Of these traits, I think
that Steve demonstrates integrity, and both Steve and Michel demonstrate determination. People
with integrity are honest, transparent, and trustworthy. As leaders, the confidence they are able to
instill in others enhances their ability to be influential (Northouse, 2021). During the film, while
making one of his video journals for his son, Steve states that he treats people the way he would
like to be treated, and I think he showcases through the film that he lives by this belief. In
creating his foundation, Team Gleason, he is transparent about his experience with ALS and
what he is going through, as well as his mission and why it is important to him. He followed
through with his goals and was able to provide technology and experiences to many people also
living with ALS. Steve’s integrity is likely one of the major reasons his organization became so
successful.
A determined individual takes initiative and shows persistence; they know where they
want to go and how they want to get there (Northouse, 2021). Steve showed determination in
several areas of his life during this film. When he was first diagnosed with ALS, he was
determined to create an ongoing video journal for his unborn child so that he could provide him
with not only a sense of himself prior to the disease taking affect but could also give him advice
about life and difficult situations in the event he may not be around to do so in the future. Steve
was honest about his issues with his own father growing up, and while he seemed to forgive his
father for some of his parenting decisions, Steve was determined to be a kinder and gentler father
to his son than his father was to him.
Steve also showed determination in creating his foundation, Team Gleason, and building
it into something that would be significant for those living with ALS. He was able to decide the
direction he wanted his foundation to go and what they would focus on. He also needed to be the
face of his foundation, which meant finding a balance of being strong but also showcasing
vulnerability. Being determined does not mean that there are no setbacks, or that obstacles do not
affect you. Determination involves the ability to preserve in the face of obstacles (Northouse,
2021). Steve was able to do this when dealing with his declining health and when growing his
foundation.
Similarly, Michel seemed to face nothing but obstacles for several years of her life after
Steve’s initial diagnosis and the birth of their son Rivers. She stated within the film that she
never intended to or had goals to “be a saint,” but she also did not want to be a “devil” either.
Steve being diagnosed with ALS was not something anyone could have planned for, let alone
being pregnant and having a child during the first year of his diagnosis. We see her spread so
thin throughout the film, and there are times where she looks completely defeated. Despite her
never-ending workload, Michel continues to care for Rivers and Steve. Determination can also
include showing dominance at times when others may need direction (Northouse, 2021). When
Steve was focusing too much on his foundation and not enough on himself and his family,
Michel addressed this and is adamant about his need to change where he is putting his priorities.
Throughout the film, there are times where Steven and Michel exhibit positive
psychology and there are times where they do not. An example of Steve exhibiting positive
psychology was how, despite losing his ability to walk and talk, he still believed he had a future
ahead of him and that he was fulfilling his true purpose in life by creating his foundation. Michel
displayed positive psychology through how she interacted with Rivers. She would try to maintain
a hopeful disposition around him and talk about Steve’s condition as if he would not have to
worry about leaving anytime soon.
An example of when Steve did not exhibit positive psychology was when he was talking
about “getting his relationships in order” before it was too late. He was still walking and talking
at this point but was already subscribing to the idea that he had a fast-approaching expiration
date. He also did not exhibit positive psychology when he was having a day of extremely bad
pains and was telling Michel he felt his days were coming to an end.
The style of leadership Steve and Michel displayed was very much influenced by the
circumstances they found themselves in. Michel was essentially in charge of caring for two
individuals that could not take care of themselves. Because of this, she displayed an authoritarian
leadership style. Those she was caring for needed direction and structure. Because they relied on
her for so much in their daily lives, Michel needed to be efficient and provide a sense of security,
both of which are key factors in the authoritarian style of leadership (Northouse, 2021). While it
did have its downsides, such as negatively impacting her relationship with Steve and possibly
increasing his dependence on her, she was in a situation where there was very little choice but to
be anything but authoritative.
During the earlier stages of his ALS, Steve displayed a democratic leadership style. This
is evident in his first meeting with his team for his foundation. He worked with others and did
not put himself above them. He also ensured that everyone was heard and could express their
thoughts and opinions (Northouse, 2021). As time went on and the disease progressed, it became
more difficult for him to be as involved. Additionally, he was not giving the time to Michel and
Rivers that they needed and deserved. At this point, his leadership style changed to being more
laissez-faire. This style is sometimes labeled as non-leadership (Northouse, 2021, p. 64). He
engaged far less and was more hands-off with little attempt to influence decisions being made.
While this style of leadership usually has negative outcomes, his strong influence at its
beginnings and the strength of the team that continued to lead his organization kept it going
strong and from falling prey to disorganization and chaos.
Prior to Steve and Michel meeting, both of their personal styles seem to learn towards
task-oriented behaviors. They were both people who found meaning in doing (Northouse, 2021).
Steve was focused on his personal goals within the NFL and Michel is described as doing tasks
to provide herself with a sense of control and self-image. Even after they met, they were the kind
of people who, on the trips they took, tried to do as much as they possibly could.
After Steve’s diagnosis, there was a gradual change in his personal style. He wanted to
connect more with his family, including his father and his unborn child. He began video
journaling for his son and spending time with his father to uncover the reasonings behind his
parenting choices and styles to better understand him. Steve began to have a stronger desire to
live in the present and be in the moment, as his future was now uncertain (Northouse, 2021).
While he still displayed task-oriented behaviors for a while regarding his foundation, as his
ability to complete tasks dwindled and his disease progressed, his personal style began to lean
towards being more relational.
Michel did lean a bit more into a relationship-oriented style, but like her style of
leadership, circumstance played a big role in her personal style and the behaviors of leadership
she displayed. It was possible that, had Steve not been diagnosed with ALS, she would have
found herself midrange between task-orient and relationship-oriented leadership after their son
was born. Due to having to care for both Steve and Rivers, as well as assisting with Steve’s
foundation, Michel’s personal style mostly remained in the realm of task-orientation.
I think Steve and Michel’s behaviors and styles of leadership make sense when looking at
their primary leadership skills. Michel had to adapt to unexpected circumstances in her life that
required task-oriented behaviors and an authoritarian style of leadership for her to effectively
lead to her best abilities. It is not surprising that one of the primary leadership skills she would
demonstrate would be administrative skills. These skills are necessary to effectively run an
organization and can be divided into three specific sets of skills: managing people, managing
resources, and showing technical competence (Northouse, 20201, p. 101). Michel manages the
people in her home, the people who help care for Steve, and assists with managing the
foundation. She manages the resources needed to care for her child, as well as the medical
necessities required for Steve’s condition. Michel has the technical competence needed to take
care of Steve, changing and cleaning certain medical devices for him, and knowing how to
administer different kinds of medications.
Steve’s leadership style and behaviors changed over time due to unexpected
circumstances as well. Steve receives his diagnosis shortly after we meet him in the film. While
he may have exhibited different behaviors and a different leadership style prior to his diagnosis,
we see Steven mostly between a democratic and laissez-faire style of leadership and gradually
shifting towards relationship-oriented behaviors. The primary leadership skills he demonstrates
are interpersonal and conceptual skills, which make sense with his style, behaviors, and goals in
life.
Interpersonal skills allow a leader to work with others effectively and are divided into
three parts: being socially perceptive, showing emotional intelligence, and managing
interpersonal conflicts (Northouse, 2021, p. 104). Even though he is very sick and in a lot of
pain, we see Steve very perceptive of Michel’s emotional state. He tries to discuss this with her,
expressing his feelings regarding their relationship while also describing what it is he is feeling
from her. Realizing the amount of stress, she is under, he lets her know that if she does want to
talk, he is happy to be quiet and listen so she can vent.
Conceptual skills involve concepts and ideas and are necessary to create a vision as well
as a strategic plan. Conceptual skills are divided into three parts: problem solving, strategic
planning, and creating a vision (Northouse, 2021, p. 109). Steve’s foundation exists because of
his ability to create, articulate, and implement a vision. When they needed more donations
because of the success they were having in helping others, Steve problem solved and put on
events such as the music festival. Although Steve had to step away from playing such a major
role in his foundation, everything he did while involved showcased his strong conceptual skills.
Steve is very successful in both articulating and implementing a vision for is foundation.
In the first meeting, Steve is very clear about what he wants his foundation to achieve. He tells
his team that he wants the focus of the foundation to be based around technology, including
enhancing medical equipment and services, and making them more accessible to others with
ALS. He finds a balance in presenting his vision in a way that calls for important change without
making the change seem too demanding, effectively adapting his vision to his audience. He is
also able to highlight the values of his vision and emphasize why it is worth pursuing
(Northouse, 2021, p. 166). The use of the mantra “no white flags” along with the imagery
associated are inspiring and inclusive; he makes it clear that he is not giving up on himself, nor is
he giving up on the fight to provide accessible technology to others. His articulation of his vision
is largely what made it possible to achieve so much support from the community and outside
entities (Northouse, 2021).
Despite his declining health, Steve was still able to implement his vision. We see a
moment in the film where Steve and Michel speak over the phone to someone with ALS and are
offering him a trip to Italy so that he can have that experience before his condition worsens. We
also see moments, such as the music festival, where Steve and his team are working hard to
create opportunities to raise money for both awareness and to bring experiences and technology
to other people with ALS. Towards the end of the film, we learn that former President Barack
Obama signs the Steve Gleason Act into law, making speech generating devices more accessible
for patients with ALS and other neurological disorders. This is a major achievement and is a
testament to Steve’s ability to implement a vison.
The climate within Steve and Michel’s family often appeared to be tense and stressful. In
addition to Steve’s functional abilities declining, there was a new child to care for, and a
foundation being created and ran. Even when things seemed to be going as well as they could,
the climate still had an air of discord. It was difficult to create structure or develop norms
because Steve’s health was never certain, and new issues would arise all the time.
The foundation seemed to have a more constructive climate. While there was concern
regarding the level of Steve’s involvement, the foundation still had a structure with clear goals
and a plan to achieve them. They utilized inclusive practices because they valued individual
differences, and their entire mission was built upon being inclusive and providing accessible
devices to others so that they could live their best lives despite living with ALS. Because of the
synergy of the team at the foundation, it became incredibly successful.
I think that Michel and Steve are as solid and strong of a team as they could be given the
vast, non-stop obstacles they have had to face ever since Steve’s diagnosis. There were many
times where we could see them frustrated, exhausted, or completely defeated. Several of these
moments occurred because of frustrations they were having with one another. Despite their
conflicts, they remained a team that did the best they could for their child and for the sake of the
foundation.
There were several situations where Michel and Steve experienced conflict with one
another. Steve expressed disappointment over Michel forgetting to do a ritual with Steve and
Rivers and had even seemed to accuse her of doing it on purpose. This was an example of Steve
using differentiation to approach the conflict, as he clarified his position, which brought out his
feelings about Michel in that moment (Northouse, 2021). Michel, while initially quiet in
response to this, was eventually able to respond and let Steve know it was not intentional and
apologized for forgetting.
Another example of conflict they worked through was when Michel felt that Steve was
putting too much time into the foundation and not enough time into his family or himself. A
strategy Michel used when addressing this issue was face saving. She stated her concerns but did
so in a way that ensured Steve knew that she was not attacking his passion for the foundation.
She let him know that while she understood why this was so important to him, she wanted him to
reconsider his priorities and spend more time with his family. She was able to make the conflict
less threatening by preserving Steve’s image of self (Northouse, 2021).
I believe that all six ethical aspects of leadership are present within the documentary.
Specifically, we see all six of these by Steve regarding his foundation. Steve’s character and his
values are what initially drove him to create his foundation. He wants to do something
meaningful to help others instead of only thinking about himself. He sets goals for the
organization, wanting to provide people with ALS and similar problems assistive technology and
equipment to enhance the quality of their lives. His actions in working towards his goals
demonstrate his character and values, showing that he is an honest individual that can be trusted.
All of this allows him to have a sense of power; he was able to obtain many funding goals but
does not do anything to abuse this power (Northouse, 2021). Overall, Steve is a very ethical
leader.
It is difficult to discuss leadership obstacles when it comes to Michel and Steve because
the types of obstacles they faced were so much more than unclear goals, unclear directions, or
low motivation. It could be argued that with the uncertainty of Steve’s future, it was difficult to
set goals in certain situations. I am not sure if they ever really had a solidified solution to
addressing this obstacle other than doing their best to focus on the present and avoid thinking in
terms of long-term goals. When it came to the foundation, they were very solid in their goals and
directions, and approached them with great motivation. This section of leadership and obstacles
seems so far disconnected from their reality that it really cannot capture the depth of their
obstacles and the lack of solutions available in a situation where there are no guarantees.
I used to think that leadership was something that existed in specific areas or situations,
such as the workplace. I had not considered that leadership could also exist in the home, or even
within the self. In so many areas in our lives, our ability to be effective leaders impacts our
quality of life. I also did not consider how expansive the topic of leadership would be. There are
so many aspects surrounding what makes an efficient leader. While I still agree that many people
can learn to be leaders and do not need to be born with the “natural talents” to do so, I think that
the process of learning to be a good leader is far more complex than I could have ever imagined.
I also think that I have a better understanding of how even the most adaptable people may not be
suited for every kind of leadership position available. The biggest takeaway for me was realizing
that knowing yourself and understanding who you are as a person is key to being an effective
leader. If you do not know what you stand for and what you believe in, you will likely struggle to
gain the trust from followers that is necessary to become an effective leader.
References
Northouse, P.G. (2021). Introduction to Leadership: Concepts and Practice (5th ed.). SAGE.
Tweel, C. (Director). (2016). Gleason [Film]. Dear Rivers Productions; IMG Films.