Film Analysis: Remember the Titans
Complete a film analysis on the movie Remember the Titans. Mention some of these leadership types throughout the analysis.
· Democratic
· Charimatic
· Transformational
· Bureaucratic
· Servant
· Situational
· Authoritarian
· Transactional
Questions that should be addressed when completing your written analysis:
1. What do you think are Herman Boone’s most successful leadership decisions at various points in the movie?
2. What do you think are Bill Yoast’s most successful Leadership decisions?
3. What leadership qualities do you think make these two leaders particularly successful as partners … at the beginning, at training camp, as the team comes together, during their journey as a winning team, at the challenges facing Yoast and Boone and when they go to the final game?
4. In what ways to you think the diversity of the Titans football team has contributed to their success, if at all. Did they grow in E. Intelligence and leadership skills – how?
5. What qualities of this team do you see as the most important to team performance?
6. Who are the team leaders, why have you selected them and what type of behaviors do they exhibit?
7. What type of leadership style does Boone implement, how does that impact on Yoast?
8. Why does Boone change with the African American players and with Gary?
9. What is the significant of the training camp relative to beginning as a directive leader and moving to a collaborative or participative leadership style for the team?
10. What type of style/s does Yoast exhibit during the training camp?
11. When Gerry and Julius discuss sportsmanship, who leads this discussion … what is the result
12. What leadership styles are involved when Boone allows Gerry to cut Ray from the team.
13. After Gerry’s accident, how would you describe the leadership styles of Boone and Yoast, have they changed and who has moved forwarded.
Managing Difficult Conversations:
1. The “What Happen” Phase or Blame Game: What was your contribution and the results; what were my intentions and what can be done now?
2. The “Feeling” Phase: Trying to hide your true emotions in response to the problematic situation; feelings are almost always at the center of difficult discussions, but are generally likely to be ignored or mis-stated
3. The “Identity” Phase: Always aware of the deeper meaning of the discussion and how it affects their standing in their own eyes or in the eyes of others. May help or hinder a dialogue according to their view of themselves and how they fit into the world. Can also look at the other as either malevolent, not benign. Common thought to those normally in charge is whether the other is motivated to hurt me.
Creating a Collaborative Team:
1. High collaboration teams have achieved a high level of awareness of what is at stake. Group will either openly or silently change their old models of thinking with the hope and intent of achieving new, more successful results. Dedicated to the collective goals of the team and take personal responsibility for advancing team objectives. Skeptics are converted or removed.
2. High collaborations are transparent and aware of each other. Transparency is an indication of team trust … hidden agendas and misunderstanding are discounted.
3. Team members understand on another’s actions and support them through a shared vision
4. Team members create an environment for constructive conflict and inspire on another through challenge and conflict to understand what is possible.
Leading as Coaching:
task of a coach is to model … you have to have a clear vision and be able to realistically describe reality in order to have the creditability needed to lead. The leader as coach has a fundamental responsibility to have a personal mastery, self-knowledge and self-understanding …. Otherwise the leader will stray based on their own neuroses. The difference and ability to question between the leader’s own desires and the need of the current reality.