Leadership is a Choice: Challenging How We Think About Power and Leadership

Summary of the Discussion on Leadership & Power

Key Concepts:

• Individual Written Reflection & Collective Wisdom: A methodology for self-discovery in leadership, involving personal introspection followed by group discussion and feedback.
• Reference Power: The influence derived from being a role model due to admired qualities.
• Leadership vs. Management: Leadership focuses on future vision, while management centers on present operations.
• Authenticity in Leadership: The importance of leading from one’s genuine self, rather than mimicking others.
• Mezzo-Level Analysis: Abstracting concrete experiences to a level of generalization applicable to various situations.
• Leadership Capital: The capacity, wisdom, and courage to make choices that create a better future.
• Surface vs. Method Acting (in Leadership): Mimicking leadership styles versus authentically embodying leadership qualities.

I. Introduction & Context (Narali Davin & Initial Remarks)

Narali Davin, a student director at the Corporations and Society Initiative (CASSIE) at the GSB, introduced the event, emphasizing the importance of leadership and power in today’s world. She highlighted the collaboration between faculty, students, and staff at CASSIE, whose core mission is to ensure institutions serve society. The event featured Linda Gonzalez (Chicago Booth) and Deborah Grunfeld (GSB), both PhDs in social psychology and authors of “Choosing Leadership” and “Acting with Power” respectively. Signed copies of both books were available for attendees. Davin emphasized a planned interactive session focused on self-discovery.

II. A Long-Standing Connection & The Outsider Perspective (Deborah Grunfeld)

Deborah Grunfeld began by acknowledging her long-standing relationship with Linda Gonzalez, dating back 30 years to their early days as assistant professors. She recounted a memorable anecdote where Gonzalez demonstrated a teaching point about organizational norms by physically walking across desks, vividly illustrating how norms are learned through violations. This experience profoundly impacted Grunfeld, who was new to a business school environment.

Grunfeld articulated a shared perspective with Gonzalez: that approaching leadership development from an “inside-out” rather than “outside-in” perspective is crucial. She argued that traditional leadership education often focuses on studying existing leaders, while true leadership development requires self-knowledge – understanding one’s natural instincts and unique perspectives. She noted that being an “outsider” to the business school world allowed both herself and Gonzalez to observe and question conventional approaches.

III. Introducing the Approach: Individual Written Reflection & Collective Wisdom (Linda Gonzalez)

Linda Gonzalez expressed gratitude for Grunfeld’s introduction and outlined her approach to leadership development: “Individual Written Reflection and Collective Wisdom.” She emphasized the importance of adults learning what they want to learn, when they want to learn it, and how they want to learn it. Her method centers on facilitating self-discovery through personal experience and data collection. She provided all attendees with a handout and a green pen, symbolizing hope ("espoir" in Spanish) and the act of capturing personal insights. Gonzalez stressed the value of becoming one’s own coach, tracking patterns in behavior, and striving to become “wiser at a younger age.”

IV. The Core Exercise: Early Leadership Experience & Analysis

Gonzalez initiated a workshop-style exercise, asking participants to reflect on their earliest leadership experience. She instructed attendees to first privately recall an experience, then share it with a partner, and finally analyze it on two levels: the concrete details of the situation and a more abstract, generalizable understanding (the “mezzo” level). She used Grunfeld as a demonstration, prompting her to share a story from first grade involving coloring a lion black despite societal norms.

Grunfeld’s story highlighted her tendency to question authority and pursue unconventional approaches, even in the face of disapproval. Gonzalez and the audience then analyzed the story, identifying themes of individuality, deviation from norms, and a willingness to challenge expectations. The discussion emphasized that the choice of the experience itself reveals something about the individual’s leadership tendencies.

V. Discussion & Key Insights from Audience Participation

The discussion expanded to include audience participation. A participant, Shereice Torres, highlighted the importance of authenticity in leadership, noting that the speakers’ emphasis on self-discovery was a refreshing contrast to the common advice of emulating successful leaders.

A subsequent exchange addressed the tension between natural leadership styles (aggressive vs. gentle) and the need to adapt to different situations. Grunfeld suggested that understanding one’s comfort zone and identifying untapped instincts can enable leaders to step outside their usual patterns when necessary. She cautioned against simply mimicking others, emphasizing the importance of finding an authentic way to embody new behaviors.

VI. Concluding Remarks & Synthesis (Linda Gonzalez & Deborah Grunfeld)

Gonzalez reiterated the importance of leadership as making choices that create a better future, distinguishing it from management’s focus on the present. She encouraged attendees to “thank themselves” for participating in the exercise and to continue the process of self-discovery. She emphasized the concept of “leadership capital” – the combination of capacity, wisdom, and courage that drives positive change.

Grunfeld concluded by reinforcing the value of self-awareness and the importance of understanding why one leads, rather than simply how. She drew a parallel to acting, distinguishing between “surface acting” (mimicry) and “method acting” (authentic embodiment) in leadership.

Data & Statistics:

• The speakers referenced research showing that as people age, they tend to become more trusting, better perspective-takers, and more satisfied with their lives.

Notable Quotes:

• Deborah Grunfeld: “If you want to understand leadership in a way that’s different from management education…you have to start by becoming not more like someone else but more like yourself.”
• Linda Gonzalez: “If you don't write it down, it doesn't exist.”
• Linda Gonzalez: “Green is the color of hope.”
• Deborah Grunfeld: “Leadership is with uncertainty and a place you've never been before.”

Logical Connections:

The discussion flowed logically from establishing the context and the speakers’ backgrounds to introducing a specific methodology for self-discovery. The exercise with Grunfeld served as a practical demonstration of the approach, and the audience participation further enriched the conversation. The concluding remarks synthesized the key takeaways and emphasized the ongoing nature of leadership development.

Conclusion:

The discussion underscored the importance of self-awareness, authenticity, and continuous learning in leadership. The “Individual Written Reflection & Collective Wisdom” approach provides a practical framework for individuals to explore their own leadership tendencies and develop a deeper understanding of their motivations and strengths. The emphasis on moving beyond external role models and embracing one’s unique perspective offers a powerful alternative to traditional leadership development paradigms.