HDF 190:

FIRST YEAR LEADERS INSPIRED TO EXCELLENCE

LEADERSHIP PORTFOLIO

Jorge Castaneda
SPRING 2017

jorge_castaneda@my.uri.edu
 TABLE OF CONTENTS

Strengths ------------------------------------------------------------
Slide # 3
Opening Statement ----------------------------------------------- Slide # 4
Section 1: Self Leadership ------------------------------------- Slide # 5
Slide # 6
Section 2: Leadership Theories ------------------------------
Slide # 7
Section 3: Inclusive Leadership ----------------------------- Slide # 8
Section 4: Critical Thinking ------------------------------------
Section 5: Interpersonal/Organizational Leadership -- Slide # 9
 Signature Strengths
Strategic
Restorative
Adaptability
Ideation
Individualization

Values in Action Strengths

Fairness
Prudence
Teamwork
Judgement
Leadership

M
 OPENING STATEMENT
HDF 190 has been a great learning experience. I was
introduced to the importance of individual strengths and
values, and how that plays into who I want to be as a leader.
The learning in this course has given me a greater awareness
to the different methods of leadership in the form of
leadership models. As I strive for excellence, I hope to make
use of this education in my future endeavors as a leader.
Ultimately, this is all in an effort to be an indispensable asset
to any team
 SECTION 1
Self Leadership
In HDF 190, we learn what it is to be an effective leader. The
learning process has allowed me to cultivate a greater awareness
of my strengths and values. Gaining this insight about myself has
given me the ability to more easily recognize who I am and what is
important to me. As a result, I am able to competently make
decisions without needing to consult others. This self-assurance
propels me forward with the confidence necessary to empower
those around me.
 SECTION 2
Leadership Theory and Models
In HDF 190, we learned about the 4-V Model of Ethical Leadership which
was introduced by Dr. Bill Grace. Apart from servant leadership, this model
was one I best-liked. This is partly because the model aims to give a group
purpose and direction grounded in justice which can be used to serve a
greater purpose, but I mostly relish this because the model is very simple.
The 4 Vs are values, vision, voice, and virtue. Values is meant as a starting
place for leaders to understand themselves. With this, they can then
cultivate a vision that is grounded in proper ethics. Voice serves as a guide
in communicating vision in a way that can inspire others to action. Lastly,
virtue brings everything together by motivating a leader to embody the
ethical standards set by the model.
 SECTION 3
Inclusive Leadership / Diversity and its application to leadership
The Social Change Model is an inclusive, empowering leadership
model that views leadership as a process rather than a position. It
emphasizes the values of equality, social justice, and self-
knowledge. The individual develops personal qualities and
contributes them to the group, which focuses on collaboration and
interaction, which then contributes to society while bringing about
change for the common good. The Social Change Model consists
of 7 characteristics, known as the 7 Cs of Leadership:
consciousness of self, congruence, commitment, collaboration,
common purpose, controversy with civility, citizenship.
 SECTION 4
Critical Thinking
Critical thinking is defined by the the objective analysis and
evaluation of an issue in order to form a judgment
(oxforddictionaries.com). Considering I have judgement and
prudence in my top VIA strengths, I have a natural affinity toward
critical thinking.
 SECTION 5
Interpersonal and Organizational Concepts and Skills
In HDF 190, we studied the Stages of Group Development introduced by
Bruce Tuckman. The stages are forming, storming, norming, performing,
and adjourning. The forming stage is when a group is first met with
working together. No one knows each other thus, friendliness and
politeness dominates the group dynamic. After this stage is the storming
stage. In this stage, it is normal to see tension arise between group
members. This is usually a result of personalities clashing or other
difference. The next step, norming, is when the conflicts from the storming
stage are resolved. Now, individual strengths are recognized which then
leads to the performing stage. Group members are now working towards
their goal until it is met. Finally, the completion of their goal initiates the
adjourning stage. The adjourning stage is where the final goodbyes are
said and the group members move on to the next chapter in their lives.