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Leadership Development at NSU

The best leaders are focused on helping their team achieve a shared vision. At Nova Southeastern University we embrace Others Centered Leadership, through feedback, recognition, inclusion, and development of the potential of our Students, Faculty, and Staff. 

If you are looking to take your team further, conduct teambuilding, or departmental strategic planning please contact us for customized Learning & Organizational Development consultative services, subject to availability.

Key Offerings: 

    • Organizational Health 2-Day Leadership Retreat (Based on the work of Patrick Lencioni)
    • DISC Personality/Communication Styles for Leaders/Teams
    • Find Your WHY Workshop for Departments (Based on the work of Simon Sinek)
    • Teambuilding/ Team Dynamics 
    • Psychological Safety/Emotional Intelligence 
    • ...and customized solutions to meet your departmental need. 

Leadership Development Opportunities

Featured Topic: Self-Awareness

We are many individuals, but One NSU. As leaders, we set the tone and the direction for the culture of how we do what we do. Seth Godin offers a simple, but accurate, description of what culture is: "people like us, do things like this." 

As a Leader at NSU, creating an environment where everyone can do their best work is a vital part of our culture. To do so, we must create and protect an environment of Self-Awareness.


Developing self-awareness as a leader is essential for effective leadership. Self-awareness involves understanding one's own strengths, weaknesses, values, and motivations. Here are some ways that leaders can develop self-awareness:

  1. Seek feedback: Leaders should seek feedback from others to gain insight into their blind spots. This can be done through 360-degree feedback, mentoring, coaching, or regular check-ins with team members.

  2. Reflect: Leaders should regularly reflect on their own thoughts, emotions, and behaviors. They can do this through journaling, meditation, or simply taking time to think.

  3. Seek diverse perspectives: Leaders should actively seek out diverse perspectives to challenge their own biases and assumptions. They can do this by reading widely, engaging with people from different backgrounds, and actively listening to feedback from others.

  4. Practice empathy: Leaders should practice empathy by putting themselves in other people's shoes and understanding their perspectives. This can help leaders understand how their actions impact others and make more informed decisions.

  5. Develop a growth mindset: Leaders should adopt a growth mindset, which involves a belief in one's ability to learn and grow. This can help leaders embrace feedback, view failures as opportunities for growth, and continually strive to improve themselves.

Overall, developing self-awareness is an ongoing process that requires dedication and effort. By seeking feedback, reflecting, seeking diverse perspectives, practicing empathy, and adopting a growth mindset, leaders can become more self-aware and improve their leadership effectiveness.

According to the Center for Creative Leadership: 


“Self-awareness is the most important leadership skill we can develop.  It is essential for knowing strengths and weaknesses, for extraordinary business acumen, and for high levels of emotional intelligence.” 

Matt Tenney, author of The Mindfulness Edge: How to Rewire Your Brain for Leadership and Personal Excellence Without Adding to Your Schedule


The Power of Vulnerability - from Brene Brown


Further Reading


"Emotional Intelligence 2.0" by Travis Bradberry and Jean Greaves  - Find at the Alvin Sherman Library HERE 
"The 5 Levels of Leadership" by John C. Maxwell - Find at the Alvin Sherman Library HERE


"Dare to Lead" by Brené Brown - Find at the Alvin Sherman Library HERE


Featured Article to Go Deeper 

What Self-Awareness Really Is (and How to Cultivate It) 

By Dr. Tasha Eurich


Although most people believe that they are self-aware, true self-awareness is a rare quality. In this piece, the author describes a recent large-scale investigation that shed light on some of the biggest roadblocks, myths, and truths about what self-awareness really is — and what it takes to cultivate it. Specifically, the study found that there are actually two distinct types of self-awareness, that experience and power can hinder self-awareness, and that introspection doesn’t always make you more self-aware. Understanding these key points can help leaders learn to see themselves more clearly.

Continue Reading on 


Podcast: Enhance Your Self-Awareness, with Daniel Goleman

In 1995, Daniel Goleman published the blockbuster bestselling book Emotional Intelligence*, a book that now has more than 5 million copies in print worldwide in 40 different languages. He’s the author of a new series of primers for the competencies of emotional and social intelligence, titled Building Blocks of Emotional Intelligence* and he’s launching an emotional intelligence coaching certification.

Key Points

  • Emotional Intelligence has given us permission to talk about emotion in the workplace.
  • Emotional Intelligence is about how well you can manage yourself.
  • Self-awareness is fundamental.
  • If you have a sense of your true strengths and weaknesses, you can have self-confidence that is based on reality.
  • If you feel your emotions flaring up, pause and name what’s going on. That’ll allow the executive part of your brain to take back charge.
  • Notice what your triggers are and intentionally avoid them.
  • Self-awareness can give you insights into bad habits you might have as a leader.


LINK to the Episode:


Quote to Ponder

“If your emotional abilities aren’t in hand, if you don’t have self-awareness, if you are not able to manage your distressing emotions, if you can’t have empathy and have effective relationships, then no matter how smart you are, you are not going to get very far.” 

– Daniel Goleman


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