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MGT-420-RS-T6-ContemporaryBusinessLeaderMaterials1notready.xlsx1. PartA-ServantLeadership
| Directions: Review each part provided below and incorporate these questions accordingly into your interview. The evidence you gather from the interview will be analyzed in the Contemporary Business Leader presentation. Make sure you review the details of what each characteristic means from your assigned readings in case your interviewee needs additional guidance. As a reminder, you will fill this out for your interviewee based on your interview with your selected leader. Part A: Servant Leadership Corresponds to Interview Question 2 in "Part I: Preparing for and Conducting the Interview" under "Interview Topics." On a scale of 1–5, to what extent did you utilize each of these characteristics toward your greatest achievement? A maximum of 50 points can be earned. Note: For the Excel spreadsheet calculations to work properly, place the number value in the appropriate cell. So if the leader scores themselves as a "4" for "Listening," you would enter a "4" in that corresponding cell under "4: Used Often." Only ONE value should be entered per row. | |||||
| Characteristics | 1: Never Used | 2: Rarely Used | 3: Used Occasionally or Sometimes | 4: Used Often | 5: Used Always |
| Listening | |||||
| Empathy | |||||
| Healing | |||||
| Awareness | |||||
| Persuasion | |||||
| Conceptualization | |||||
| Foresight | |||||
| Stewardship | |||||
| Commitment to Growth of People | |||||
| Interest in Building Community | |||||
| Total Score: | 0 | ||||
| • High range: A score between 38 and 50 means the leader strongly exhibited servant leadership characteristics. • Moderate range: A score between 25 and 37 means the leader tended to exhibit this characteristic in an average way. • Low range: A score between 13 and 24 means the leader was below the average or expected degree. • Extremely low range: A score between 0 and 12 means the leader was not inclined to exhibit servant leadership characteristics at all. The scores received on the Servant Leadership Questionnaire indicate the degree to which the interviewee exhibited the characteristics of a servant leader. You may also address the characteristics that the leader used extensively and those that were hardly used at the time of the leader's greatest achievement. | |||||
2. PartB-ServantLeadership
| Directions: Review each part provided below and incorporate these questions accordingly into your interview. The evidence you gather from the interview will be analyzed in the Contemporary Business Leader presentation. Make sure you review the details of what each characteristic means from your assigned readings in case your interviewee needs additional guidance. As a reminder, you will fill this out for your interviewee based on your interview with your selected leader. Part B: Servant Leadership Corresponds to Interview Question 3 in "Part I: Preparing for and Conducting the Interview" under "Interview Topics." On a scale of 1–5, to what extent did you utilize each of these characteristics in overcoming your significant challenge? A maximum of 50 points can be earned. Note: For the Excel spreadsheet calculations to work properly, place the number value in the appropriate cell. So if the leader scores themselves as a "4" for "Listening," you would enter a "4" in that corresponding cell under "4: Used Often." Only ONE value should be entered per row. | |||||
| Characteristics | 1: Never Used | 2: Rarely Used | 3: Used Occasionally or Sometimes | 4: Used Often | 5: Used Always |
| Listening | |||||
| Empathy | |||||
| Healing | |||||
| Awareness | |||||
| Persuasion | |||||
| Conceptualization | |||||
| Foresight | |||||
| Stewardship | |||||
| Commitment to Growth of People | |||||
| Interest in Building Community | |||||
| Total Score: | 0 | ||||
| • High range: A score between 38 and 50 means the leader strongly exhibited servant leadership characteristics. • Moderate range: A score between 25 and 37 means the leader tended to exhibit this characteristic in an average way. • Low range: A score between 13 and 24 means the leader was below the average or expected degree. • Extremely low range: A score between 0 and 12 means the leader was not inclined to exhibit servant leadership characteristics at all. The scores received on the Servant Leadership Questionnaire indicate the degree to which the interviewee exhibited the characteristics of a servant leader. You may also address the characteristics that the leader used extensively and those that were hardly used at the time of the leader's greatest challenge. | |||||
3. PartC-EntrepreneurialMindset
| Part C: Entrepreneurial Mindset Corresponds to Interview Question 4 in "Part I: Preparing for and Conducting the Interview" under "Interview Topics." On a scale of 1–5, to what extent did you utilize each of these skills with respect to an entrepreneurial mindset? Make sure you review the details of what each trait means from your assigned readings in case your interviewee needs additional guidance. As a reminder, you will fill this out for your interviewee based on your interview with your selected leader. Note: For the Excel spreadsheet calculations to work properly, place the number value in the appropriate cell. So if the leader scores themselves as a "3" for "Need for Autonomy," you would enter a "3" in that corresponding cell for "Used Occasionally or Sometimes." Only ONE value should be entered per row. A maximum of 70 points can be earned. | |||||
| Traits | 1: Never Used | 2: Rarely Used | 3: Used Occasionally or Sometimes | 4: Used Often | 5: Used Always |
| Need to Achieve | |||||
| Openness to Experience | |||||
| Innovative/creative Ability | |||||
| Risk Propensity | |||||
| Proactivity and Work Ethic | |||||
| Entrepreneurial Self-efficacy | |||||
| Internal Locus of Control | |||||
| Total Score: | 0 | ||||
| • High range: A score between 53 and 70 means the leader strongly exhibited servant leadership behavior. • Moderate range: A score between 35 and 52 means the leader tended to exhibit this behavior in an average way. • Low range: A score between 18 and 34 means the leader was below the average or expected degree. • Extremely low range: A score between 0 and 17 means the leader was not inclined to exhibit servant leadership behavior at all. The scores received on the Entrepreneurial Mindset Questionnaire indicate the degree to which the interviewee perceives that an entrepreneurial mindset is essential to achieving the mission, vision, and strategy of the organization. You may also address the traits that the leader used extensively and those that were hardly used at the time of the leader's greatest achievement. | |||||
4. Evidence-of-Interview
| Evidence of Interview: Notes or Recording |
| Include your notes here from your interview. Each question should have two to three sentences of content. Your options are: |
| 1. Enter your notes by simply copying/pasting from your digital notes information. |
| 2. OR include photo image(s) of all notes taken. |
| 3. OR include a link to the recorded video or audio interview conducted with your leader. Note that you MUST obtain consent from your leader before recording them. |
5. RecordedPresentationLink
| Link to your video presentation recording: |
| Note that you must create a sharable link to your video recording. With Zoom basic, you can record up to 40 minutes to your desktop, but you will then need to upload the *.mp4 file to another cloud, like YouTube, Google Drive, or OneDrive (in either case, be sure to make the link shareable!). Doing the same with a PC or Mac screen recording is also an option. As a reminder, for the interview itself, you do not necessarily have to have a video recording, so voice memos or thorough handwritten or typed notes are also options. But the presentation must be a video recording showing both your slides and your faces. For the presentation, alternatives to Zoom can include Teams or recording directly within PowerPoint (if using this option, make sure it is one seamless recording, NOT short video bubbles on each slide). Please do not use Loom, unless you have a paid version already, as multiple shorter videos is also not an acceptable option. |
| Refer to the "Zoom" resource available on the Student Success Center, located in the Topic 6 Resources. |
6. ComparisonLeadersList
| Note that some of the leaders listed below may not be serving any longer in the stated capacity but are still an option for you to select as a comparison leader. |
| Academia |
| Barbara Wilson (University of Iowa, President) |
| Brian Mueller (Grand Canyon University, President) |
| Makola Abdullah (Virginia State University, President) |
| Santa Ono (University of Michigan President) |
| Sian Beilock (Dartmouth College, President) |
| Athletics |
| Cathy Engelbert (WNBA, Commissioner) |
| Gary Bettman (National Hockey League, Commissioner) |
| Joe Espada (Houston Astros, Manager) |
| Valerie Daniels-Carter (Green Bay Packers, Board of Directors Member; Milwaukee Bucks, Minority Owner) |
| Virginia Halas McCaskey (Chicago Bears, Principal Owner) |
| Corporate |
| Anne Mulcahy (Xerox, Chair/CEO) |
| Colleen Barrett (Southwest Airlines, President) |
| Corie Barry (Best Buy, CEO) |
| George Paz (Express Scripts, Chair/CEO) |
| Howard Schultz (Starbucks, CEO) |
| Indira Nooyi (Pepsi, CEO) |
| J. Paul Raines (GameStop, CEO) |
| Jack Welch (General Electric, CEO) |
| Jessi Baker (Provenance.org, CEO) |
| Kenneth Frazier (Merck, CEO) |
| KoAnn Vikoren Skrzyniarz (Sustainable Brands, CEO) |
| Larry Page (Google, CEO) |
| Marissa Mayer (Yahoo, CEO) |
| Marvin Ellison (Lowe's, CEO) |
| Mary Barra (General Motors, CEO) |
| Michell Gass (Levi Strauss & Co., President) |
| Natarajan Chandrasekaran (Tata Group, Chairperson) |
| Phebe Novakovic (General Dynamics, CEO) |
| Richard Branson (Virgin Group, founder) |
| Satya Nadella (Microsoft, CEO) |
| Susan Wojcicki (YouTube, CEO) |
| Ursula Burns (Xerox, CEO) |
| Military |
| David Petraeus (US Army General, General; CIA, Director) |
| Jacqueline Van Ovost (US Air Force, General) |
| James Mattis (US Secretary of Defense, ) |
| Laura Richardson (US Army, Four-star General) |
| Lisa Franchetti (United States Navy, 33rd Chief of Naval Operations) |
| Lloyd Austin (Secretary of Defense; US Army, Four-star General) |
| Nadja West (Lt. General US Army) |
| Shawna Rochelle Kimbrell (Lt. Col. Air Force) |
| Non-Profit / NGO |
| Gail Perry ( Fired Up Fundraising, President) |
| Jonathan Reckford (Habitat for Humanity, CEO) |
| Kishshana Palmer (nonprofit consultant — focusing on entrepreneurs and altruism) |
| Marc Pitman (" The Fundraising Coach" — focus on leadership and philanthropy) |
| Mark Viso (Food for the Hungry, President/CEO) |
| Myal Greene (World Relief, President/CEO) |
| Public Safety |
| Alan Brunacini (Phoenix Fire Department, Chief) |
| Carmen Best (Seattle Police Chief) |
| Kara Kalkbrenner (Phoenix Fire Department Chief) |
| Renee Hall (Dallas Police, Chief) |
| William Scott (San Francisco Police Chief) |
| Religious Leaders |
| Donna Barrett (Assemblies of God, General Secretary) |
| Joshua Davidson (Temple Emanu-El, Senior Rabbi) |
| Sheikh Mahmoud Abdul-Aziz Ahmad Sulaiman (Islamic Community Center of Phoenix, Imam)) |
| Vashti Murphy McKenzie (National Council of Churches of Christ in the USA, President/General Secretary; African Methodist Episcopal Church, retired bishop) |
| Walter Kim (National Association of Evangelicals, President) |
