• If you are citizen of an European Union member nation, you may not use this service unless you are at least 16 years old.

  • Get control of your email attachments. Connect all your Gmail accounts and in less than 2 minutes, Dokkio will automatically organize your file attachments. You can also connect Dokkio to Drive, Dropbox, and Slack. Sign up for free.


Valuing Each Others' Contributions - Leadership Compass

Page history last edited by samuel olson 10 years, 5 months ago

Leadership Compass



- Flip chart and markers

- Print-off of handouts for Leadership Compass


-    Copy Appendix D onto a flip chart.  Each direction will need to take up two pages, one for “Approach” and one for “Overuse.” 

-    Mark four different areas of the room as: “North,” “South,” “East,” and “West.”

-    Formulate a scenario based on your Big Idea (see Appendix F for suggestions)

Action Plan:

2. Understand

Begin by introducing the Four-Fold Way and the different directions/leadership styles (click here for full explanation).  Explain that we all have strengths and weaknesses in each of these different styles, but that we all have one direction that is primary.  Allow participants to self-identify with their primary direction and to go to that area of the room. 

In small groups, ask participants to discuss what they perceive to be the qualities of their direction.  After a few minutes, have groups report back.  After each group shares, display the “Approach” page on the flip chart corresponding to their direction.  Ask if there is anything on the flip chart that they do not resonate with, anything that they did not think of that rings true.  Then move on to the next group.  You could allow for a couple clarifying questions after each group.

Next, return to small groups and talk through what individuals perceive as weaknesses of their direction.  After a few minutes have groups report back.  After every group has reported back flip the chart to display the “OVERUSE” section of the chart.  Discuss what groups had noted and what they had not thought of.  Allow every group to share.

Ask everyone to think about which style they identify with the least; their weakest direction – the style of leading that they would be least likely to use when given a position of leadership.  When they have identified that direction, have them move to that area of the room.  Instruct them to look around and take a few comments about who moved where.  Then tell everyone to take a seat in their weakest direction.

3. Action

Introduce the Scenario that you have come up with related to your Big Idea, and ask people to attempt solving it using the strategies and strengths of their weakest Direction.  If you have a small team you could discuss it all together.  If you have a larger group you could discuss it in direction-based groups.

Give groups a sufficient amount of time to come up with a response to the scenario.  Then ask for volunteers to report back on how each group approached solving the scenario.


Conclude this session by inviting individuals to share what strengths they have seen in themselves and other members of the team.  You might ask them:  “What have you learned about your strengths and weaknesses in this session?  What strengths or leadership qualities have you seen in others?”  Finish by thanking them for their active participation and encouraging them with what you have seen in their work as a group.

<- Back to Valuing Each Others' Contributions

<- Back to Motivating a Team

Comments (0)

You don't have permission to comment on this page.