Define Your Leadership Brand
Your activation guide is designed to help you apply key concepts from your Groops to your daily work life.
G1: Advanced Leadership: Clarifying Your Inner Compass
Group Connection Concept
Key Aspects of Clarifying Your Inner Compass
Strong leadership starts with deep self-awareness and alignment to personal values.
89% of executives believe self-awareness is critical, yet only 10-15% are truly self-aware.
Great leaders lead from the inside out. Self Awareness = Leadership Super Power.
People will take a job and work for money, but when they believe what you believe, their level of commitment is exponentially higher.
Your “why” has to be crystal clear and effectively communicated.
Self Reflection
Write down 5 words that best describe your leadership style.
One at a time, read your 5 words aloud to the group.
After each person shares, others may offer 1–2 words they believe describe that person’s leadership style.
Listen for overlap (shared traits), surprises (blind spots), or things left unsaid (hidden traits).
Reflect silently on what you learned about how others experience your leadership.
Take Action
What values or traits did others see in you that surprised you?
What part of your leadership might be more visible - or invisible - than you realized?
G2: Leadership Visioning: Crafting a Future-Focused Identity
Group Connection Concept
Key Aspects of Crafting a Future-Focused Identity
Defining your leadership vision anchors your actions, decisions, and influence toward a clear future goal.
Vision driven leaders inspire results. Leaders with clear personal visions are 2.4x more likely to be seen as effective. Having a compelling leadership vision helps align your team, focus your decisions, and energize your growth. Without it, you're leading from urgency, not intention.
Self Reflection
What does your leadership look like at its best, and what values or beliefs do you want to be known for?
How will your leadership need to evolve and what strengths will you rely on to achieve your vision?
What daily actions can you take to live your leadership vision and help others thrive?
Take Action
Start Building Your Vision:
Write 1–2 sentences describing the kind of leader you aspire to be in 3–5 years.
Add 3–5 words, quotes, or images that reflect your leadership vision.
Share your vision aloud with the group.
Notice common values, aspirations, or themes across the group.
G3: Art of Leading Leaders: Expanding Influence + Empowerment
Group Connection Concept
Key Aspects of Expanding Influence + Empowerment
Senior leaders scale their impact by building leadership capacity in others, not by doing more themselves.
Empowering leadership improves performance by up to 21%.
At a senior level, your impact is measured by how well others lead in your absence. Empowering others doesn’t mean offloading. It means equipping, trusting, and elevating.
Self Reflection
Where are you holding onto work that could grow someone else
if you let it go?
What fears or assumptions might be getting in the way of
empowering others more fully?
How would your leadership brand change if you empowered
your team even 10% more?
Take Action
Delegation Audit:
Write down 3 tasks or decisions you currently handle that
someone else could be empowered to own.
For each one, list:
➔ Why you are holding onto it.
➔ Who could take it over.
➔ What they would need to succeed (training, trust, support).
G4: Advanced Communication: Projecting Brand Through Presence
Group Connection Concept
Key Aspects of Projecting Your Leadership Brand
Communication shapes how your leadership is perceived and received - every single day. Miscommunication comes at a cost. Every time you speak, you're shaping how others see you.
Effective communication isn't just clarity. It's consistency, empathy, and alignment with your leadership identity.
Self Reflection
Take a moment to reflect on your leadership brand:
What is the voice of your brand?
What tone matches your intention and brand?
How do you communicate with clarity and consistency?
Does your communication style align with your core values and authentic self?
What are nonverbal cues you are sending?
How comfortable are you with active listening and silence?
Take Action
Message Makeover - Take a moment to write down the following:
Write down 3-5 words that describe your leadership brand.
Write 1-2 sentences on how you would deliver a real message you have had to deliver recently (e.g., giving tough feedback, announcing a change, setting a boundary).
Now revise it focusing on:
alignment with your leadership voice and brand
using clear and confident language
builds connection and clarity for the listener
Schedule a 1-on-1 coaching session with your Groop Guide to go over this exercise and receive feedback on how your delivery went.
G5: Influence and Motivation: Aligning Inspiration with Intent
Group Connection Concept
Key Aspects of Influence and Motivation
Influence is the bridge between vision and action.
Influence refers to the capacity to have an effect on the character, development, or behavior of someone or something, particularly through social or psychological processes.
Leaders don’t move ideas forward alone, they rely on the ability to mobilize others. True influence comes from aligning: motivation (the why) with clear intention (the how), not just persuasion.
Motivation is the internal process (thoughts, feelings, values) that initiates, directs, and sustains behavior toward a goal (performance).
People are most motivated when they feel autonomy, competence, and connection (Self-Determination Theory).
Influence increases when leaders ask questions that unlock internal motivation - like what and how questions (Motivational Interviewing).
Aligning personal values with team goals creates lasting commitment - not just compliance.
Self Reflection
Think of someone on your team who seems disengaged or resistant (or remember a time when you felt this way).
Reflect and jot down:
What might internally motivate this person (growth, recognition, autonomy, something else)?
What evidence do you have that is true?
What leadership move could you try to connect their motivators to a goal you’re driving?
Take Action
Take a moment to take stock on how your leadership aligns with these 4 factors that make influence last:
Authenticity: Are you influencing with honesty and purpose - or just trying to get a “yes”?
Alignment: Are your asks and messaging consistent with your values and vision?
Understanding: Do you know what motivates others (by asking open-ended questions that go deeper - what & how questions) - and are you speaking to that?
Clarity: Is your influence rooted in what’s best for the mission, not just your preference?
Schedule a 1:1 coaching session to discuss your thoughts.
G6: Situational Leadership - Demonstrating Versatility in Action
Group Connection Concept
Key Aspects of Situational Leadership
The same leadership approach won’t work for every person, task, or moment - and leaders who can flex their style build stronger teams and outcomes. Leaders who adapt their style to match follower readiness are seen as 3x more effective by their teams.
Flexibility builds trust and performance.
Leadership versatility means knowing when to direct, coach, support, or delegate - and reading the needs of your people with clarity. It's not about being inconsistent, it's about being intentional.
Leadership Styles
Directing: High direction, low support best for new or uncertain performers
Coaching: High direction, high support ideal for eager learners who need guidance
Supporting: Low direction, high support empowers capable but uncertain team members
Delegating: Low direction, low support works for confident, high-performing individuals
Self Reflection
Take a moment to read through the list of Leadership Styles above and reflect on the following:
What is your default leadership style (directing, coaching, supporting, delegating)?
Why do you believe that to be the case?
What do you see as a strength of this leadership style? What is a blind spot?
Which leadership mode do you use least and what’s one situation that might benefit from it?
How could your team grow if you led with more versatility?
Think about 1 thing you would like to try to be more intentional about with your leadership style before your next Groop.
Take Action
Let’s put this into action.
Identify 2–3 direct reports or team members.
For each one, note:
Where are they in terms of competence and confidence?
Are you leading them in a way that fits their current needs?
Where are you over-leading or under-leading right now?
Share one shift you could make to better match your leadership to the situation.
Schedule a 1-on-1 with your Groop Guide to discuss your plan further.