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Contents 1 Comments Section 1.1 aaron's rough outline 1.2 old sections from the paper (for later use) 2 Page Outline 3 Jeremy

[edit] Comments Section

What if we had an appendix or something? We could put the 16 Points about good leaders there, and maybe a list of the tips for leaders and followers (from Bad Leadership). Basically, we could put things there that we think are valuable but don't necessarily apply to our question or fit in with out sections. Also, regarding Aaron's outline (good job Aaron!), I am not sure that we should break the paper/chapter up into the specific questions. Remember we talked about how there is no right answer to the specific problems, but it depends on the people and the context? So maybe we could just talk about some common problems (and give examples--I like the Bill Clinton/Rwanda example a lot) in that section. Than in the What to Do section we can talk about solutions or ways of analyzing the problem. I am working on the What to Do section right now, and will post more of it tomorrow, and I think Lauren is working ont he problems part. Pemarino 05:32, 3 June 2006 (UTC)

I'm going to go through and do some arrangement of the paper that we have now. My first though is that I don't like using the terminology of "follower" is sounds slightly deragatory, although the only alternative I can think of is something like "normal group member" or "non-leader" Aburda 21:34, 2 June 2006 (UTC)

[edit] aaron's rough outline

When I was adding and moving stuff this is a rough outline of where I was going, feel free to modify

1. Introduction
2. What is a Leader?
3. Why do leaders peform poorly
   1. traits
   2. skills
   3. How to address issues of traits
   4. How to address issues of skill
4. What is a team member's role in leadership?
   1. As a participant on a team what questions should you be asking of the team and the leader
5. question1
   1. Does the leader have a clear vision, is the team aware of that vision
   2. if no, how to get the leader to create an environment where the team creates a vision
6. question2
   1. is their buyin from the team about the direction the team should be heading
   2. if no, is it because the leader has the wrong vision or are some team members being obstinate for selfish reasons
7. question3
   1. Are team members getting along, how much of this is a result of the environment the leader has created
   2. if no what can a team member do to facilitate cordial relations between memmbers, prevent the leader from poisoning the waters, etc.
8. question4
   1. Are their team rules, is the leader enforcing them
   2. if no, how to get the team to create them and buyin to them and ensure enforcement
9. question5
   1. Is their excessive unhealthy conflict on the team
   2. if yes, what can a team member do to facilitate the leaders management of conflict
10. How to facilitate leadership without usurping it

[edit] old sections from the paper (for later use)

for later use This section is aimed primarily at learning as followers how to deal with bad leadership. We restrict ourselves to bad leadership in the sense of incompetence or lesser character flaws rather than evil as a human trait. We do not intend to examine how people might deal with overthrowing a psychotic leader, but rather how someone might deal with an incompetent person who is in charge of an office. In that sense, this chapter will be more useful to someone who needs to deal with a stubborn boss than someone who is faced with a totalitarian dictator or criminal abuse of a company.

example of a character trait and a skill A leader might be poorly organized because they are to stubborn to allow someone to help them with it. We cannot disect every option, so we intend to present a framework for analyzing these interlocking issues.

This chapter will explore some of the issues that are likely to face team members as they navigate the challenges presented by poor leadership. Bad leadership is still leadership. Team members must make decisions about how to deal with it. Further, bad leadership must by definition be attended by bad followership. (Kellerman, p.13) A team member must always make decisions about whom they will follow.

Hi everyone, I've been sticking with the outline, but I'm concerned that we should separate into ineffective vs. unethical as Kellerman does. What do you all think? Patrickward 03:50, 31 May 2006 (UTC)

[edit] Page Outline

Ranjay's Notes

1. Characteristics of Effective Leaders
   1. Lauren's 16 Points?
   2. RJ - 5 Points
2. Problems with Leaders - in question
   1. politically motivated
   2. un-clear vision
   3. selfish motivation
3. Problem - politically motivated
   1. Action step as individual
   2. action step as group
   3. response to potential reactions
4. Problem-unclear vision
   1. Action Steps individual
   2. Action Step as group
   3. Response to potential Reactions
5. Problem-Character Flaws - examples from Bad leadership
   1. Action as an individual
   2. Action stepas a group
   3. Response to potential reactions

List of Bad Leadership Characteristics

1. Evil
2. Rigid
3. Intemperate-Asshole
4. callous
5. corrupt
6. insular - private or inaccessable
7. Incompetent

OK - I can see how your question differs from ours. Yours in more focused on the leadership, ours is focused on a more egalitarian team (Such as a group in a class writing a wikibook).

[edit] Jeremy