Leadership Notes — Last-Minute Review

Leaders must have a defined leadership philosophy to guide actions and expectations.
Your leadership philosophy comes from your DNA and base experiences (base of rappel tower moments).
Goal: exit with at least four core points you can articulate to your team.

A formative experience: early leadership challenge where a senior leader questioned your place in the military.
Response: stay composed, confront with resolve, seek guidance from trusted mentors (e.g., mother’s advice).
Lesson: leadership is about how you empower others, not belittle them; build strategy, resources, and a supportive network.

Four core elements (coat of armor) that shape leadership style:
- Cross: spiritual faith grounding.
- Boots: lived experience and strategic thinking.
- House: upbringing and morals from family.
- Bridge: facilitator who connects people to needed resources.
Exercise: write four things that make up your leadership DNA for onboarding teammates.
Concept: leadership DNA explains why you lead the way you do and what others should expect from you.

Key drivers mentioned: Trust, Honesty, Respect, Empowerment.
Authentic leadership: be the real you—reliable, encouraging, approachable, loyal.
Action: identify 2–3 personal drivers for how you lead and what you need from leaders and give to others.

Leadership currency = your unique set of skills/experiences that influence others.
Self-assessment: rate yourself on a scale $1-5$ to gauge currency and readiness for the next level.
ESPN score: a four-area self-assessment framework used to evaluate progress toward the next level (areas not all defined in the talk).
Development steps: pursue targeted schooling/certifications (e.g., $DISC$ , John Maxwell certification, $EQI-2.0/360$ ) to build authority.
Reflect: where is your leadership currency today and how can you elevate it?

Powerful impact of inclusive leadership: invite input, avoid silos, and create shared ownership.
Example: formed a voluntary advisory board; engaged staff at all levels to identify sustains and improves, then acted on their solutions.
Outcome: increased trust, improved readiness, and recognition as a standard within the organization.
Concept: leadership currency grows when you surround yourself with honest, capable people who help implement decisions.

Demonstration exercise: a single simple instruction can be interpreted differently by different people.
Lesson: ensure communication is clear, unambiguous, and aligned with how your team will act on it.

Bring four-part leadership DNA to onboarding new teammates to help them understand you.
Build a “board of directors” (4–5 trusted peers) who will give you honest feedback and help you grow.
Networking: actively connect with others inside and outside your organization to reach the next level.

Write four things that make up your leadership DNA for onboarding.
Identify 2–3 personal drivers; assess your ESPN score across relevant areas.
Create your board of directors for ongoing feedback.
Seek development opportunities (education, certifications, coaching) to advance to the next level.
Practice being a leader who is a river (sharing knowledge) rather than a reservoir (hoarding knowledge).

Where is your leadership currency today on a $1-5$ scale? What would raise it?
What are your four leadership DNA components, and how would you explain them to a new team member?
Who could you add to your board of directors to provide honest, constructive feedback?