...to believe in their leaders before they will willingly follow them (Kouzes & Posner, 2011). Before one can begin to comprehend the importance of credibility, they must first discover themselves. In order to understand oneself, many challenging questions must be honestly answered while reflecting inwardly. In the book Credibility, by authors James M. Kouzes and Barry Z. Posner, the writers build upon the very foundation that credibility is the key essential ingredient in becoming a successful leader. The authors give numerous examples in the book displaying this essential leadership trait in both national and international organizations that span the past thirty years. By including key learning principles in each chapter, the writers are able to assist the reader in achieving their understanding of the material presented. John Maxwell builds upon what Kouzes & Posner establish as a good foundation. Maxwell believes an effective leader can lead within any organization at any level. A leader doesn’t have to have a formal title or position in order to influence those they work with. This paper will review both the foundation Kouzes & Posner establish in regards to the importance of credibility and the tools leaders can use to influence their organization at any level provided by John Maxwell. Ethics and Credibility in Leadership What is Credibility According to Kouzes & Posner (2011), “Credibility is about how leaders earn the trust and confidence...
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...Credibility Key Concepts: Credibility: How Leaders Gain and Lose It, is a book by James M. Kouzes and Barry Z. Posner, that explains the importance of credibility in creating a healthy relationship between a leader and its followers. The book starts by describing the significance of leadership in any constitution. The authors made a point that leadership once used to be conferred by rank and privilege, but in present days, leadership is only an aspiration (Kouzes & Posner, 2011, p.2). People choose whether or not they are going to follow you and since leadership today is not handed down and one must earn it, an aspiring leader must focus on the characteristics that the population admires the most in their leader, and try to prevail these characteristics. The authors surveyed more than 1,500 managers nationwide and they concluded that honesty(credibility) was the most admired characteristic in a leader (Kouzes & Posner, 2011, p.4). Credible leaders make positive impact in people’s life. If employees trust their leader and they feel they are working toward a same vision that the company has set, then the followers will be motivated and they will work hard as a team and produce results for the company that the employees never thought were achievable. On the other hand, if there is a big distrust towards the leadership, then the lack of motivation and unity can cause a company to go bankrupt and consequently bring the economy to a recession, as we saw in the case of Enron, WorldCom...
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...theme that seemed to be presented in the film was that the addition of multiple perspectives would provide different points of view that would eventually lead to the best solution. In order to minimize rivalries and integrate opposing views, it is important to view diversity as an opportunity as opposed to a threat to progress. The presence of varying perspectives, if handled effectively, provides the benefit of greater understanding. Kouzes and Posner (2003) further this idea: “diversity is not simply good because it implies breadth of tolerance and empathy but because it will help us to be creative and innovative” (p. 95). Creative and innovative members of a community are more likely to consider a more wide range of ideas in an effort to develop the most effective solution that will be accepted by the widest range of individuals. Unfortunately, the incorporation of diversity can be wrought with challenges. One such challenge can be that “people have a tendency to value their own contributions more than those of others” (Kouzes and Posner, 2003, p. 103). This proves to be a challenge as members of a group want to be appreciated and feel as though their point of view is valued as part of the greater conversation. Beyond being valued and respected, it is important to understand what each...
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...Successful management requires more than just assigning tasks to the team. It calls for a leader who can inspire team members to achieve their full potential and company goals. People want to be guided by a person they respect and has a clear sense of direction. To be that person, there are certain things that you must BE, KNOW and DO. And that’s what developing leadership skills is all about. Leadership-Today can follow improve on the managers leadership skills by following these steps to maintain effective leadership:- 1. Leaders challenge the process – They search for opportunities to change the status quo. They look for innovative ways to improve the organization. They experiment and take risks. Since risk taking involves mistakes and failure, leaders accept the inevitable disappointments as learning opportunities. 2. Leaders inspire a shared vision – The passionately believe that they can make a difference. They envision the future, creating an ideal and unique image of what the community, agency or organization can become. Through their strong appeal and quiet persuasion, leaders enlist others in the dream. They breathe life into the shared vision and get people to see the exciting future possibilities. 3. Leaders enable others to act – The foster collaboration and build spirited teams. They actively involve others. Leaders understand that mutual respect is what sustains extraordinary efforts; they strive to create an atmosphere of trust and human dignity. They...
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...Inc. a computer based medical billing company headed by Jean Campbell was damaged by the earthquake and challenged to its core Kouzes &Posner (2002). Due to Jean’s servant leadership, the company survived the earthquake as an ongoing concern and continues to thrive as a trusted firm that employs 200 people and handles over two hundred million dollars in charges for more than twelve hundred physicians in eighty-four medical groups throughout the United States Kouzes & Posner (2002). This paper will identify the servant leadership dimensions demonstrated by Jean Campbell that contributed to Synergistic Systems Inc. not only surviving the earthquake but growing and thriving during this unfortunate incident. Jean Campbell Profile in Servant Leadership As Jean Campbell was looking at the damage to SSI that had taken place from the earthquake, she was already formulating a plan for keeping her clients informed of the company’s status. Communication and listening not only to ones followers, but to one’s clients is a characteristic of a servant leader Northouse (2013). By applying this characteristic, Jean demonstrated to her clients that although SSI had been struck by disaster that she were also mindful of their needs. Jean’s initial objectives were to keep revenues flowing to her clients and to be fully operational within two weeks Kouzes &Posner (2002). This is an excellent demonstration...
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...Leadership in a Correctional Facility XXXX Columbia Southern University Abstract This research was focused on the utilization of leadership within law enforcement agencies and more specifically correctional facilities. Information related to leadership was gathered from different forms of media to include online sources as well as written text. The information utilized focused on several key areas of leadership. These areas were further investigated in an effort to better describe leadership methods that can be deployed within a correctional facility with the intent of increasing productivity and staff satisfaction. These key areas included exploring the difference between being a supervisor and a leader, expectations of both leaders and followers, setting the example, creating a common goal, empowering others, rewarding accomplishments as well as providing leadership succession planning for the organization. The results of this research showed that leadership is vital to the success of correctional facilities and that the time and expense required in developing leaders will result in a better operating facility. Leadership in a Correctional Facility Leadership vs. Supervision Dictionary.com defines leadership as “the position or function of a leader, a person who guides or directs a group; ability to lead; an act or instance of leading; guidance; direction; the leader of a group” (Dictionary.com, 2014). For the purposes of this paper the definition provided...
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...Effective Leadership Practices: Ted Turner Your Name Capella University Background Ted Turner who was born as Robert Edward Turner III, born on November 19, 1938 in Cincinnati, Ohio, is known as a media mogul, philanthropist, and billionaire two times over. It is well known from many sources that Teds’ father was abusive towards him, when he was young. His father who was bipolar killed himself in 1963, which led to Ted becoming president and CEO of Turner Advertising, which later he changed to Turner Broadcasting (Turner, The Biography.com web site, 2015). Later, Ted went on to create the Cable News Network (CNN), which first aired in 1980. With the profits from CNN, Ted purchased Metro-Goldwyn-Mayer (MGM). Continuing to grow his company, he later created Cartoon Network, Turner Network Television (TNT), and Turner Classic Movies (TCM). As the leader in television and the internet, Turner Broadcasting was sold to Time Warner for $7.5 billion dollars. Ted did continue to run Time Warner’s cable networks, this included Home Box Office (HBO) and America Online (AOL) leading him to be the media mogul he is known for today (Turner, The Biography.com web site, 2015). What is your chosen leader's definition of leadership? In an interview with Oprah 2015, Ted stated that in order to be a leader you have to be an expert in many areas. Ted is known to be an autocratic leader, very strict, does not share anything with his followers, and takes all the risks...
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...leadership and management and examine how other writes understand the relationship these two concepts hold. "If there is a clear distinction between the processes of managing and the process of leading it is between getting others to do - managing - and getting others to want to do - leading." (Kouzes, & Posner, 2008) Managers are given a responsibility to perform certain tasks. They are given resources to accomplish their assignments and are expected to perform within a timeframe. In many cases one resource a manager must deploy are personnel. When a manager is in charge of a group of people we have a tendency to call him a leader. Under the definition Kouzes and Posner have put forth a manager is not a leader. In the process of deploying human resources a manager will give assignments, set deadlines and establish job descriptions for each individual. The manager does not set the vision for the organization. The manager does not establish the goals for the organization. The manager is responsible for performing the task that has been assigned to his work group. Peter Drucker described management as a factor of production along with machines, materials, and money. (Management, 2011) Kouzes and Posner go on to say that leadership is at all levels of an organization. “If you’re a manager in an organization, to your...
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...Case Study: Leading Change for High Performance Joyce Rance GM504-0319-0429-01N Organizational Excellence and Change March 27, 2014 Professor Dr. Laurie Cure Summary of the Case Christina Gold, CEO of Western Union has proposed a change to unify the U.S. operations with its international division and to have both act as one entity, thus a regional structure with three main divisions: the Americas; Europe, Africa, the Middle East and South Asia Pacific to meet the needs of its’ global clientele. However, leaders in the U.S. are reluctant to give up the control of product lines, while regional leaders favor the decentralization of the two operations. Gold, who is knowledgeable in geography and diverse cultures understands that each region has to be treated differently and wants to be assured the right leader would be placed in the right position to match responsibility with authority and cultural understanding. Regional leader responsibility would include profit and loss with no decrease in revenue (Konrad & Mitchell, 2005). Major Issues Gold wanted to lead Western Union from a product line to a geographical aligned organization through a major structural change that would support the company’s six core strategies; 1) develop a global brand, 2) enhance global network distribution, 3) expand adjacent markets, 4) develop leaders with in the organization, 5) increase productivity, and 6) execute service excellence (Konrad & Mitchell, 2005)...
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...critical for all leaders have a desire to have constituents who believe in them. The leadership in health care is built with specialty physicians and administrators whom each have a different niche in their organizations. Within these organizations the overall task for all is preserving the lives of their acute and chronically ill patients, as well as maintaining a unified environment amongst staff. In order to do so a leader must have a vision. After establishing a vision a leader must gain credibility by keeping that vision at the center of everything they desire to do. Authors Kouzes and Posner (2007) reported that “credibility is the foundation for leadership”, which first must be established (p. 37). Establishing credibility can be exemplified when a leader “practices what they preach”, “their actions are consistent with their words”, and “follows through on their promises” as suggested by Kouzes and Posner (p. 40). When a leader’s action matches their deeds it leads to trust and shows their competence. Gaining trust is essential for any leader...
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...Behavior "The quest for leadership is first an inner quest to discover who you are” (p.391).[1] --Jim Kouzes and Barry Posner--- Self-awareness is foundational to effective leadership and organization success[2]. Research in leadership and organizational behavior indicates that managers who are blind to who they are, and to the effects they have on other people in their organizations, place their effectiveness and their careers at risk. A frequently cited axiom is "the first commandment of leadership is to know thyself." For example, in their studies of managerial and executive derailment, the Center for Creative Leadership found that successful managers: (1) understand their values, personal styles, and strengths and weaknesses; (2) know the impact of these values, styles, and strengths and weaknesses on their ability to effectively work with others and achieve their goals; and (3) are quick to reflect upon and learn from their own experiences. Despite these advantages, we often resist opportunities to increase our self-awareness or to acknowledge error. We fear that learning something new about ourselves will be painful -- doing so may require us to change our treasured and habitual ways of seeing, thinking, and behaving. Self-awareness is also an important barometer to ensure that even the best leadership practices don't become destructive. As Jim Kouzes and Barry Posner caution us in "The Leadership Challenge", virtues can become vices. Being obsessed at being seen as...
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...of the job (Hersey & Blanchard, 2008). A leader has the ability and enthusiasm to make changes and tell the difference. In addition a leader also has the capability of inspiring, motivating and concentrate on the continued growth and triumphs of their employees which could result in the organization overall competitive advantage. When organizational goals are communication effectively employees are encouraged and are more likely to aim towards committing to the organization’s long term goals with confidence (Kouzes & Posner, 2007). The writer is questioning the effectiveness of communication and how leaders communicate their needs and or the needs of the organization to their subordinates. The writer is concerned because the flow and processes of communication at her workplace is not effective. The writer believes that the breakdown in communication has a great deal to do with how leaders relate to their subordinate in general. According to Kouzes and Posner the most important aspect and or...
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...like never before. James M. Kouzes and Barry Z. Posner discuss the five different ways to create community within an organization. Those five ways to create community within an organization are connect celebration, community, and commitment, celebrate accomplishments in public, make celebrations part of organizational life, provide social support and have fun together. “In acknowledging the community (“common unity”) that we share with one another, leaders create a sense of team spirit (Kouzes & Posner, 2007, p. 310).” Five Practices to Create Community The first way to create community is to connect celebration, community, and commitment. Celebrations are the perfect opportunity to address the tasks at hand and to go over what kind of commitment is needed in order to complete these tasks. Behaviors and purpose should also be addressed. “These occasions are magnificent opportunities for leaders to expressly link principles to practices in a way that’s memorable, motivating, and uplifting (Kouzes & Posner, 2007, p. 312).” Secondly, a leader should take the time to celebrate employee accomplishments in public. Sharing these stories of accomplishment in public makes role models of these employees. It will motivate the rest of the team to want to better themselves so that they can be recognized as well. “Public ceremonies serve as a collective reminder of why people are there, of the values and visions that they share (Kouzes & Posner,...
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...Strengthening Others for Team Excellence February 25, 2014 Leadership in terms of group dynamics and long-term cohesiveness is a constantly shifting, evolving, and devolving situation. In some situations, a leader will better serve their team by reserving their proactive side in favor of a more passive reactive approach. In other tasks, a leader may best serve their team by diving into a team effort proactively or interactively. “The leader has a special responsibility for functioning in a manner that will help the group achieve effectiveness” (Northouse, 2012, p.290). Modern leadership will likely require a prospective leader to outline each task or expectation individually in order to maximize the effectiveness of every team member in relation to their personal strengths or weaknesses in a given area. A successful leader will likely need to identify the “complementary concepts and practices” that will lead to group advancement. I believe the word complementary is perfect for defining the most desirable role of the modern leader. The word complementary is defined as “combining in such a way as to enhance or emphasize the qualities of each other or another.” ("Complementary," n.d.). Leaders of the past were expected to deeply govern the schedules and expectations of each employee from a micro managerial perch. Leaders today are expected to develop employees both individually and collectively from multiple perspectives ranging from professional to personal...
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...company on how to turn the company around by changing its leadership practices. First, Leadership Today has been loosing shares in the market to their competitors due to an efficiently poor leadership. The mid-level managers complain they do not have time to make proper decisions and the employees complain that their hard work is not acknowledged, but any mistake is brought to their attention immediately. According to Robbins and Judge (2011), leadership is the ability to influence a group toward the achievement of a vision or set of goals. It can be determined that Leadership Today is not able provide this influence. In order for this company to achieve success it must change the way it is being lead. Thus, in order to this Kouzes and Posner (2010) consider that a number of 10 enduring truths about leadership will help the company or the leader to think, decide, and also to act more effectively. The first truth is about inspiring or making the leader to think that he posses skills through which he can have a positive impact on other, believe in him self and in his ability to make a difference. The next one is called “credibility is the foundation of leadership” and refers to the fact that the others need to have trust in the leader as well in order to make things flow. The third truth is called “values drive commitment” and refers to individuals wanting to know what the leader is standing for, what he believes in and what are his values. The fourth truth is...
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