After studying numerous leadership theories I have come to think that the LID Model is easy to use and a great tool to help people access where they are in their leadership development. This model helps us recognize how and when our leadership skills are strengthening. After the official LID grounded theory study was conducted it was apparent that there were six stages that a person went through in their leadership growth. Taking a closer look into the model one realizes that a person does not just simply keep moving from one stage through another; one might take their time and go back and repeat a stage in the model. By repeating a stage in the theory this allows a person to get an in depth perspective of the stage. Do you think this model is valid? Do you feel that a person can not only move forward in their leadership but also take steps back and repeat stages of the LID Model? If so has this ever happened to you before?
Throughout the six stages a person morphs from being a dependent being to a strong interdependent individual. Throughout the first few stages a person starts becoming “aware” of the leadership around them and begins to “explore/engage” in activities where leadership is taking place. After spending time in a group a person is able to “identify” the one leader of the pack, it might even be themselves. After taking some time and realizing that there can be more than one person acting as a leader in a group a person learns to “differentiate different leadership roles,” and learns how to interact with all the leaders. After actively participating in their group a person might come to think about the group after they leave. This is where “generatively” steps in. An individual might start to get concerned for the sustainability of the group, who is going to come after them? They start looking for new people to step up to become strong leaders. In the final stage a person takes place in “integration/synthesis.” This is where a person comes full circle and truly understands what it takes to be an effective leader and sees the complexities that go along with it. In this stage an individual might not still be the head leader of the group but is willing to support and help move the group along with their guidance. At this time in your life what stage would you place yourself in? Do you think you have been in this stage for a while, or do you think that you just arrived and have a lot to learn?
Personally I think that this model is great to help me find where I am in my leadership development. Do you find this model is helpful while trying to access your own leadership development or is there too many parts to it? In class we were able to make our own models of the LID theory; do you find your own model to be more useful then the LID Model, why or why not?
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I do believe that this model is valid. When I was first exposed to this model, I could immediately make sense out of it. I could identify when I was in different stages, and which stage I was in. I think the fact that we can all find ourselves somewhere in the model, and can talk about our own life in relation to the LID model makes it valid. I also think the fact that it states you don't just go "1-2-3-4-5-6 and then DONE I'm a leader" makes it valid because it replicates real life leadership. I have been in different stages because of different organizations, or a new job. Soon, I'll probably be stepping back a little when I start grad school. I think that the ability to realize one sometimes goes back makes the model more usable and real, and thus valid.
ReplyDeleteAt this moment in my life, I believe I am in the transition period between stage 4 and stage 5. I always have a lot to learn, but in this aspect I have even more because I'm in a transition, and entering a new stage. I think it is even harder because I know within a few months I may be in a completely different stage. To be honest, sometimes depending on what organization I'm working with, I wonder if I'm even through stage 4. However, when I'm with FYE I can certainly say I'm transitioning to stage 5. But again, a lot to learn!
This has been my favorite model since I've learned about it. I find it very helpful when trying to describe to others my views about leadership, and how to talk to people about leadership. It is fairly easy for most people to understand. I think when I made my own model, I had some different definitions for some words. I really do prefer the LID model because it is simple, yet it really seems to capture the development of leadership identity. I have done a speech on the LID model, and it was something that was not difficult to talk about or describe. I think its accessibility and flexibility make it my favorite.
This model is absolutely valid. I believe it accurately supports a leader's transformation being simply a follower, through the stages of forming leadership ideals of their own, to finally turning into someone who realizes the need to work with others and can take charge on their own. It is very possible for someone to take a step backwards in the model. Perhaps they suffered a traumatic experience where they began to doubt their leadership abilities or realized they weren't fully prepared for a certain task. It can even be linked to situational leadership. As Nicole mentioned I've seen this happen in bouncing from one job to another, or even the transition from holding an eboard position to now sitting as a general active member in an organization.
ReplyDeleteI feel that I am slowly easing my way into the 4th stage. A lot of this comes with my growing personal confidence. Having to go home forced me to rearrange a lot of things in my life, including how I tackle problems. This semester, I finally felt prepared to take a leadership role in TKE. I'm currently Historian and am in the planning stages of a small scale alumni gathering on campus in the new few months. This is something I would not have had the confidence to do even a year ago.
While this model may look daunting and cluttered, it actually provides an accurate description of the qualities needed to progress not only as a leader, but as a person as well. When I made my own model, I thought about how both complemented each other and worked together. With my model by itself, it would be hard to describe what my jumbled thoughts were thinking. When I compare it with the LID model, I can see why I thought certain words worked where I placed them. I will lean towards the LID more often, however, because it provides more detail and can be easily adapted to any leader.
I definitely think the LID Model is valid. A person is more than likely go to forward in the model then take two steps back. It happens to me frequently when it comes to planning a large project due at the end of a semester. I’m a psychology major, so I’ve had three courses, which involve me creating my own experiment – testing subjects – then calculate my findings. Every single time that I think that I’m ahead of the game, I have to go back and change a few things and reanalyze what was just done. By the third psychology course, which made me do something similar to this, I was a pro.
ReplyDeleteAt this time of my life, I would place myself still at the exploration/engagement stage. I have taken on more leadership roles, but not nearly as many as one would take on to consider themselves a full-blown leader. I’ve been in this stage for quite a while and probably will be until I really take on the world. I thought the LID model was a great layout of how to discover where you are as a leader. I never really put my leadership skills on a large piece of paper like we did in class – so when I did that – I realized that I have grown in my leadership abilities and how I do have a bit more to learn. Although my version of the LID wasn’t as classy and professional as Komives', it definitely was nice to actually see my own perspective.
In my experience with leadership I feel that the LID model helps explain the different stages I have encountered. I like to think of leadership as a process or journey. I think that the LID model helps depict this. It shows how individuals work on their skills from being dependent, or independent of others to morph into more mature stages of being interdependent. I think that the model is both valid and interesting because different situations can cause individuals to act in different ways. I think that their is a constant fluctuation between these stages. In situations where individuals are more confident I think they would place themselves in stages 4-6. In more unfamiliar or threatening situations I notice people reverting to stages 1-3. As I enter the job market I will portray the success I have had in reaching what I feel to be stage 4, but I will be hesitant in my ability and most likely drift back into stage 3.
ReplyDeleteAs I come upon graduation I feel myself becoming more of a mentor in the groups that I am a part of. I still participate but I am sought out for advice and input. This helps me to realize that I have been seen as a leader figure in the past and it is time to pass on and share what I have learned. I mentioned before that as I take on different professional jobs I may even return to stages 2 and 3. I don't think that going back to these stages shows a sign of weakness but rather a sign of personal growth and development.
I think that this model is very helpful in helping me gauge where I am in the self actualization of my leadership skills and those around me. I can witness some of my peers who have either surpassed me or are in the more premature states of the LDI model. This model also assists in how to interact with individuals in these various stages. I thought the most helpful section of the model is changing view of leadership. It shows key phrases that are said and felt when experiencing these stages.
When looking at my own interpretation of a leadership model I found that the characteristics I have chosen mirror that of the LDI model. I also chose to have a transitional period in which the self actualization of being a member rather than a defined leader is important. I think that the movement between the stages is more important than staying in a stage or even reaching the higher levels. What I learned is that leadership is about the process rather than the title.
I would have to agree with saying the Leadership Identity Model is very valid model to use. Seeing as I have been in a couple leadership classes now, I am able to compare it to other leadership models I have learned. The LID model is very easy to follow and I think allows people at many different levels to relate to it in one way or another. I do like how the model is six different stages and that you do not just complete all six and say you are finished. There is always room to go back to a stage and start over. I think that everytime you start a new chapter in your life say going from high school to college you are at a different stage. Also, when you begin a new job, you would also be at one of the stages.
ReplyDeleteAfter studying the LID model in class I would probably place myself at stage stage three the Leader Identified. I like taking on responsibility and getting things done. I have pretty much figured out what groups I like to be involved in on campus. I am confident in the things I am a part of and the job that I have and feel comfortable mentoring others and getting them more involved. I think that I will get better at this stage and will become even more confident.
I actually really liked the LID model. I thought that by having six different stages everyone could relate to it. They were very well defined so it was easier to place myself within one of the stages. It was nice to make our own model in class, but mine was not to concrete and was kind of hard to follow. I think that the LID model is a very useful tool that can help people with their leadership identity process.
I do find that the Leadership identity Development Model is valid and relates to leadership growth. It fits well with any situation because it can assessed in any form. I think that right now at SNC I am a developed leader because I have been involved in many different groups and my experience helps me guide myself and others. Once I graduate though, I may go down a stages because it will be a different environment.
ReplyDeleteOn campus, like I said I feel that I am in the stage 5 part of the model. I feel that in the groups that I am in, FYE and TKE for example, my leadership has been tested with the roles that I hold and I have excelled and I have shown I can lead a group. If bumps come along, I typically can lead the group out of them and people turn to leaders to get them out of a whole. At work I think I am a leader among my peers. As ball boys, I feel that I lead the group because I have worked the most out of the group. If i look at the equipment department as a whole, then I am not a high leader because my bosses would take that role. So depending the situation I think my stages change.
I don't think I made my own model in class but if I did I would for sure comment about it in this section right now. I am sure that my model would allow me to flex back between stages depending the situation.
-D Money
I absolutely agree this model is valid in assessing leadership development, especially for college students and young adults. With this, in my opinion moving forward and backward between stages is essential, as I believe leadership development is a cyclical process. As we grow and develop as people, we come to better understand some aspects of our life, while putting other opportunities on hold. By subconsciously prioritizing these learning experiences, we also grow and develop our understanding of ourselves as leaders from a variety of perspectives. I feel as though this happens to me each time I begin a new internship. I learn more about the field I am looking to enter, as well as the potential opportunities I may be able to strive toward in the future. The more knowledge I gather, the better I understand my own skills and how my potential may fit theses future positions, and yet, when a new opportunity comes along, my priorities shift and I often become less certain of my future goals and priorities.
ReplyDeleteIf I had to generalize my place in the model right now, I would put myself at stage 5. I feel as though my experiences have guided me to a comprehensive understanding of where my passion lies, as well as how I may apply that passion toward promoting the greater good. I feel as though I am a responsible citizen of both the nation and the world and have a responsibility to creating the best situation possible for future generations and those currently inhabiting the surrounding communities. However, this isn’t to say that post-graduation, my certainty may not change. I feel that while I am comfortable in this place now, this comfort may be shaken when I am forced to change my current lifestyle.
With this, in reviewing the model I constructed in class, I feel as though my model simply puts a personal twist on the already established stages. I find the concrete stages and transitions may be more helpful than some of the more personal characteristics of my model in assessing general leadership tendencies in a variety of situations and therefore again reiterate my appreciation for the simplicity and clarity of the LID.
The LID model is definitely a valid way to chart leadership development. Every step logically makes sense and progress just a little bit more. People have a myriad of roles that fill which involve leadership- president of an organization, student, internships/jobs, involvement in church, etc. With regards to progressing back and forth, this is very accurate. It is entirely possible that a person is at a particular stage in one of the roles they fill (say a president of a student organization) but at completely different level in another role (as an intern maybe). For me personally, I know I have moved up on the LID model with regards to my sorority. Being a junior, the younger girls look to us for guidance and I am well aware that they are taking note of what the upperclassman are doing well and not so well. However, when I started my internship at the American Cancer Society, I started very low on the LID model and am just beginning to move forward.
ReplyDeleteBeing involved in Kappas has given me so much more leadership potential than my freshman year when I was hardly involved. On campus, I would say that I am at the end of stage 4: Leadership Differentiated. As some of you know, I am planning a huge alumni dance that only happens every 5 years. I have learned that no matter how hard I try, I can't do everything by myself. My co-chair and I work hard to make sure that everything will run smoothly (tomorrow!!) and we have also delegated tasks to other members. I can say that every single member in Kappas is extremely excited to meet alumni who literally graduated decades ago. I have been asking everyone (including alumni) to put in input as to what they would like to see happen at the dance. Moreover, I believe I am reaching to stage 5:Generativity because I am trying to sustain relations with the alumni, which will hopefully help sustain the success of the organization.
I think there is a decent amount of stages in the LID model. Leadership is not an easy process to attempt to perfect, there needs to be a myriad of levels to go through. Having 6 stages can help ensure successful leadership.
I absolutely feel this is a valid model. Not only does it include a variety of reference tools to help establish where you were within the model, but there is also room to move forward and backwards and to even be at different stages when talking about different situations you find yourself in. Just because you may be a stage 6 leader within a Greek or social organization, doesn't mean you can walk into the science club and be at that same level. "Moving backwards" has such a negative connotation to it, but within this model, this doesn't have to be a negative experience. A leader may need different types of development in some areas. Where I am right now, in all areas of my life I feel like I at stage 3.5-4. Although I do see the potential in myself to be a great leader, I still struggle with stepping up and volunteering to take that powerful role. I am a more subtle leader who can persuade people by talking one on one and getting my view heard. There are a lot of components to this model, but that only makes it stronger and more usable. It is easier to put yourself into a stage when you have the various elements to compare yourself too.
ReplyDeleteI believe that the LID model is definitely valid. When I first heard of it, I was only exposed to the basics about it, and even then I was able to identify times in my life when I have been in each stage. I do not believe that I am in any one stage in general. I feel that with every organization and job that I am part of, I am at a different stage in that relationship. Overall, I have definitely identified myself as a stage four, because I have just recently come to understand that one person cannot make a group successful. In group projects for classes I used to take on all the responsibility because I trusted myself to get things done more than I trusted others. Recently, i have come to realize that success is a group effort. There does not need to be an appointed leader who takes everything into their own hands in order for the group to be successful. Instead, anyone in the group, no matter what position they have, has the ability to step up as a leader in his or her own way.
ReplyDeleteAlso, I definitely believe it is valid that going through the model, a person does not just go from one stage to another in a linear fashion. In my own experiences I have noticed myself going both forward and backward in the stages. This most often happens when I join a new group and feel inferior to others. I may not step up because I have less seniority than other members. In these situations I often move backwards in the stages and let a person with more seniority in the group take over in leadership roles, and I assume the role of follower, probably in about stage two and eventually stage three. On the other hand, in positions that I have held for a long time or have a lot of experience I feel more comfortable to ask help and opinions from other group members. I feel like I am more often a stage four in this situation.
I believe that the actual LID model is more useful to me than my own LID model. This is because for my own model I only included the stages and adjectives that I have experienced so far. I did not include any future room to grow in my leadership, which is where the actual LID model comes in handy. I can use the model to be able to see what the next steps are in leadership development, which i can use to set goals.
I do believe this model is valid. Looking over the model, I feel it doesn’t miss anything, and it accurately describes what happens at each stage. I also agree that a person can go back and forth through the stages, and that doing so enables a deeper understanding of each yourself and each stage. I think I have moved from stage 3 to stage 4, then back to stage 3. I think I went back a step because I changed my focus from my leadership development to school, almost leaving out my leadership development completely. I think now I am back in stage 4, as this year has forced me into a new focus: leadership in school (in class).
ReplyDeleteI find this model to be very helpful when accessing my own leadership development. I feel the different stages are accurate and I can easily track where I am at. I feel the model I made was not as useful as the LID Model, since the LID Model has much more depth.