Blackpool Explorer Scouts

Module B – Taking the Lead

Module B Objectives
To have the confidence to undertake a leadership role within your chosen section.
To be able to run programme activities as appropriate to your role.
To recognise and understand the different leadership styles, and when each should be used.
To know your personal preferred style of leadership.
To recognise the effect of different styles of leadership on an activity.
To understand the process of evaluation, the need for it, and implement it as necessary.

Icebreaker
Using the pens and paper provided, I want you to organise yourself into appropriately sized tutor groups, each of which should be balanced in terms of age, gender and ability etc and record them on the paper.

Styles of Leadership?
There are roughly five style of leadership these are
Formal /Directive
Informal /Supportive
P assive
Democratic /Team
Based
O rganiser

Informal / Supportive
Using this style, the young people you are leading may not be aware that that is indeed what you are doing. Being there to help and support is a form of leadership.

Formal / Directive?
This is a style that you would most associate with leading – the regimental sergeant major, giving firm and clear instructions.

Democratic / Team Based
This style involves leading a discussion and including everyone in the final decision.

Passive
This is the most subtle form of leadership. It involves knowing when to let go and let your youngsters take the lead. It is used when there is no risk to their safety involved and gives them the opportunity to make their own decisions.

Organiser
This is a planning style as much as a leadership style. You take responsibility for getting things organised in such a way that the outcome that you desire is achieved.

So which one….?
This is the secret!
You need to master when and where it is appropriate to use each style of leadership.
For example, while an informal/supportive role might be useful at a Beaver Scout
Colony meeting, the same approach probably shouldn’t be used when a casualty is waiting for someone to go and fetch help!

So what are you like – Which Simpson will you be?
Its your test now…….

Which Simpsons Character are you aligned with?
JP Bundle

Take the Test
You have to select one letter from each of 4 pairs of opposing personality type indicators
This will result in a 4 letter code
The code will be cross matched to one of 16 Simpsons characters with whom your personality is most closely aligned

The first pair – Direction of your Energy Force
E
You
or
I
You

The second pair – Information Processing
S
You
or
N
You

The third pair – Making Decisions
T
You
or
F
You

The fourth pair – Organising your Life
J
You
or
P
You

You Should have a 4 letter code e.g. ENTP - Find your
Simpson character in the next 4 slides

Type
Character
ESTJ
Chief Wigam
Protectors (SJ)
ESFJ
Ned Flanders
ISTJ
Principal Skinner
ISFJ
Marge Simpson
Strength Enthusiastic people who are driven to fulfil their obligations and duties.
They are committed to relationships which they consider to be lifelong & unalterable – Good in a tight spot
Weakness Tendency to always needing to be in charge and maybe controlling of friends & colleagues.
Warm hearted individuals who highly value their relationships. Customer focused with the ability to bring out the best of people.
Honour their commitments, Able to take constructive criticism well
Warm , friendly and affirming by nature,
Excellent organizational capabilities
Can be self-sacrificing and may not pay enough attention to their own needs
Tendency to believe that they're always right, Their value for structure may seem rigid to others
Extreme dislike of conflict and criticism, ,
Unlikely to express their needs, which may cause pent-up frustrations
ESTJ - Overseer ESFJ - Supporter ISTJ - Examiner ISFJ - Defender

Type
Character
ESTP
Bart
Creators (CP)
ESFP
Homer
ISTP
Sideshow Bob
ISFP
Smithers
Strength They love action and always seem to be doing something. Clear-headed when dealing with emergencies. Enjoy lavishing loved ones with big gifts. good to have on your side, corporate suit
Weakness Get bored easily. Enjoys lavishing loved ones with big gifts
Generous & will go out of their way to help a colleagues. Live for the moment & know how to make the most of each moment.
Can take conflict personally. Resist relationships that require them to function on a high intuitive or thinking level
Usually self-confident, are not threatened by conflict or criticism
They thrive on action and excitement, and may stir things up to create it
Flexible and laid-back, usually willing to defer to their mates, Warm, friendly and affirming by nature
Extreme dislike of conflict and criticism,
Tendency to hold back their thoughts and feelings, unless drawn out
ESTP - The Persuader ESFP - The Entertainer ISTP - The Craftsman ISFP - The Artist

Type ENTJ
Krusty the Clown
Intellectuals (NT)
ENTP
Kent Brockman
INTJ
Mr Burns
Character
INTP
Prof Frink
Strength Enjoys lively intellectual conversations welcoming such interactions as a learning opportunity
Laid back and can get along with almost all other types of people.
Enjoy dicussing & debating theories and concepts that interests them.
Not threatened by conflict or criticism, Able to leave relationships which should be ended,
Approach things which interest them very enthusiastically, Richly imaginative and creative
Weakness Can be direct & confrontational
ENTJ - The Chief
Can initiate arguments because they enjoy the debate.
May be insensitive at times,
Tendency to be unwilling or unable to accept blame
Tend to be suspicious and distrusting of others, Tend to "blow off" conflict situations by ignoring them, or else they "blow up" in heated anger
ENTP - The Originator INTJ - The Strategist INTP - The Engineer

Type
Character
ENFJ
Apu
Visionaries (CF)
ENFP
Barney Grumble
INFJ
Lisa Simpson
INFP
Ralph Wigam
Strength Warm sociable people who are keenly in tune with other’s feeling & perspectives
See the best in people and likely to bring out the best in people. Put a lot of effort into making thing work out between people
Have very high expectations for themselves and others
(both a strength and weakness) , Sensitive and concerned for others' feelings
Have Driven to meet other's needs, Strive for
"win-win" situations
Weakness Well defined value systems can make them inflexible in some areas
ENFJ - The Mentor ENFP - The Advocate
Extreme dislike of conflict and criticism
May tend to be shy and reserved , Perfectionist tendencies may cause them to not give themselves enough credit
INFJ - The Confidant INFP - The Dreamer

What is personality?
A person’s preferred style of behaviour
We are “creatures of habit”
So , tend to be consistent over time and situations
If behaviour or personality wasn’t reliable, there’d be no point in measuring it
One measurement systems is the Myer Briggs Type Indicator – similar to the one just performed

Myers -Briggs Type Indicator
What the MBTI is:
• Measure of our dominant preferences for taking in information and making decisions
• May not be polarised clearly between scales
• So , you can be “a little of both”
• No profile is better or worse than another
• Helps explain our working style preferences
• Based on the theory of Carl Jung
What the MBTI isn’t:
• A measure of abilities – it’s not a test
• No right or wrong answers
• Tool is an ‘indicator’ – you can agree or disagree

The Scale

UK Population
ISTJ
13.7%
ISTP
6.4%
ESTP
5.8%
ESTJ
10.4%
ISFJ
12.7%
ISFP
6.1%
ESFP
8.7%
ESFJ
12.6%
INFJ
1.7%
INFP
3.2%
ENFP
6.3%
ENFJ
2.8%
INTJ
1.4%
INTP
2.4%
ENTP
2.8%
ENTJ
2.9%

What was I????
Strength Enjoys lively intellectual conversations welcoming such interactions as a learning opportunity
Weakness Can be direct & confrontational

Now that ’ s what I call … ..leadership?
Case Study 1
You are taking a group of Cub Scouts to winter camp.
There are two Sixes, with six cubs in each. In total there are eight boys and four girls. Two of the boys are 10, two nice and four eight. Two of the girls are eight, one is nine and one 10. The weather is typically British – drizzly and cold (this is a winter camp after all!). You need teach the
Cub Scouts how to put up a patrol tent. This is because they need somewhere to sleep!
Formal/Directive
Case Study 2
You are helping to run a Patrol forum. There are eight members of the Patrol. Two are female. The Patrol Leader,
Sam, is very good at activities and sports, but can’t really be bothered running the Patrol forum. He’ll make the decisions anyway won’t he?
The Assistant Patrol Leader is called Anne. She has lots of good ideas, which she communicates well in a one-to-one situation, but is very quiet in these meetings. Of the other six members, four do not play an active role in these forums.
Joe and Shilpa are 11, and have only just joined the Troop.
They are quiet and somewhat intimidated by the older
Scouts. Mark and Tom are 12 and 13 respectively. They both seem bored by the programme offered at the moment.
Tom has talked about leaving the Troop, and Mark looks up to him. Make sure that everyone’s opinion is heard at this meeting of the Patrol forum .
Democratic
Case Study 3
A Beaver Scout, Chitin, trips in the hall. He falls awkwardly and puts his hand through a glass window. There is glass on the floor. The injured Beaver Scout is bleeding heavily.
Some of the other Beaver Scouts are crying. Some are investigating the broken window. Take control of the situation.
Formal/Directive
Case Study 4
You are explaining a new game to a group of 20 Beaver
Scouts. One boy, Ross, cannot see the point in the game and makes this abundantly clear. His behaviour becomes more and more disruptive. He starts kicking a football round the hall and some of the other Beavers join in. The game cannot start until the Beavers understand it, and this is a vital part of the evenings programme. Make sure that the
Beavers understand and enjoy the game.
Formal/Directive
Case Study 5
You are having a cook-out on the playing field outside your meeting place. The wind is blowing hard and one Six cannot light its fire. The other Sixes have no such problems and are preparing to cook. Each Six gets points for this exercise, so you must be careful not to actually complete the task for them. Help the Cub Scouts start their fire and get cooking.
Informal/Supportive

So what do Leaders do anyway?
What do you think are your personal strengths?
What do you think you can bring to any activity or project?
Do you think you have any gaps?

What are your previous or current leaders like?
If you think about it, you already know a great deal about leadership. As a Beaver
Scout, Cub Scout or Scout you will have come into regular contact with adult leaders, who also have differing styles of leadership. Who are these leaders and what do they do and how do they do it? In what situation? What makes one style better than another?
You don’t have to pick me…….

The Good, the Bad and the……
Good Leaders:
Generate ideas.
Plan.
Encourage.
Help people learn.
ask “Did it work?”, “Why?”, “Would we change anything?”
Let people know when they have done a good job.
Ask for help.
Are team players.
Learn by experience
Work inside the rules.
Give positive feedback.
Know their Scouts.
Know their Scouts strengths and weaknesses.
Take Time.
Bad Leaders:
Impose.
Try to do everything themselves
Don’t listen to others.
Stick to programmes no matter what.
Use rules as an excuse not to do things.
Do not learn by experience and from mistakes.

Now what?
You have 5 minutes to devise a plan in order to pass an object of my choice, around a circle, without using your hands! The object must pass directly from one person to the next person without touching the floor until it returns to the beginning!
How did it go? Did it work? Didn’t it work? Why?
What styles of leadership went on during this exercise?
What was the most appropriate style of leadership and did you use it?

Module B Objectives – Did we achieve them?
To have the confidence to undertake a leadership role within your chosen section.
To be able to run programme activities as appropriate to your role.
To recognise and understand the different leadership styles, and when each should be used.
To know your personal preferred style of leadership.
To recognise the effect of different styles of leadership on an activity.
To understand the process of evaluation, the need for it, and implement it as necessary.

That’s it – Your Done
Hope you weren’t too bored ;)