...Five Leadership Characteristics as Defined Hellriegel and Slocum Professional Leadership Transitions 3/17/2015 Five Leadership Characteristics as Defined by Hellriegel and Slocum Hellriegel and Slocum define the five leadership characteristics as being empowerment, intuition, self-understanding, vision, and values congruence. Each characteristic plays an important role in the success of leadership of a team. Team environments thrive when effective managers are strong in these five leadership characteristics. It is realistic to think that every manager is not going to be naturally strong in each characteristic but if they are aware and frequently checking in with these five points as successful team can be built and lead. Empowering your Team I believe that having the ability to empower is a gift but can also be learned. It requires confidence, trust and the ability to read people and what motivates them. Gaining the trust of the people who follow you is key to a successful care team for the following reasons. Staff must trust your decisions and how they think you would care for patients yourself. If the staff that follows a manager does not believe that the manager could care for a patient with integrity, advocacy and accountability they will never be empowered by the manager to do the same. Managers who empower their staff lead by example first and by doing so build trust. They are then given the ability to empower staff as staff will desire to lead by the manager’s...
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...qualities it takes to be a strong leader. Many people possess the qualities and intelligence to be strong leaders but only about one third possess the emotional qualities to be a strong leader. He opens by sharing a story about being in New York City’s heavy traffic and seeing a man in a wheelchair begging for money. He gave the man money and noticed that a gust of wind had blown the money out of the mans cap and into the street. To his surprise a person in another car jumped out, picked up the money and returned it to the man before driving away. This he recognized as a “true leader”, and pointed out that many people don’t have the emotional leadership qualities in leadership as this man demonstrated. He pointed to a study that stated that few of the world’s corporate leaders possess only the intellectual qualities of leadership. Goleman, than describes the “Anatomy of Emotions” and how we are “hardwired” for them. He goes into the make up of the human brain and how our emotions react when put into certain life situations and that these emotions are stored over time. Ultimately, it is most effective when our “emotional brain and our thinking brain work together”. He describes this as our “emotional intelligence” and believes it consists of five parts. First is “Self Awareness”, and the idea that we do not always pay much attention to how we feel in certain situations. Having strong self-awareness gives us the ability to make good strong decisions based on what...
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...3/29/2014 1 CIO Organization Memo Before you begin this assignment, be sure you have read the “Wobbly Wheels Case Study,” as well as Chapter 21, Service Management, and Chapter 22, Balancing IT’s Workload. You will also need to review any feedback you received on your IT Strategic Plan assignments. Purpose of this Assignment This assignment gives you the opportunity to apply the course concepts to address the organizational changes needed to evolve the information technology (IT) department into a true CIO organization to support the Wobbly Wheels Distribution Company (WW). This assignment specifically addresses the following course outcome to enable you to: explain the roles and responsibilities of an information technology department to support an organization’s IT strategy CIO Organization Memo For this assignment, you will assume the role of the Chief Information Officer (CIO) at WW (i.e., you are Carol). Since you are WW’s first CIO, the Chief Financial Officer (CFO) has asked you for a plan for the organizational changes you need to make. One of the first things you realize is that the organization that exists is just an ‘IT Department’ and you know that what WW needs, and has hired you to do, is to create an organization that fulfills the broad responsibilities of a Chief Information Officer. You know that your proposal needs to be convincing to the CFO in order for you to get the resources you need. Assignment You will develop a memorandum addressed to the CFO...
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...Leadership in Nursing Lisa Starnes University of Mount Olive Leadership in Nursing Leadership has many different types of theories associated with it. In the article, Authentic Leadership, Empowerment and Burnout: A Comparison in New Graduates and Experienced Nurses, Laschinger, Wong, and Grau (2013) “examine the effect of authentic leadership and structural empowerment on the emotional exhaustion and cynicism of new graduates and experienced acute-care nurses” (p. 541). Retaining nurses is critical, especially since the current workforce is reaching retirement age, in regards to the maintaining patient care standards. However, more nurses are reporting increased stress levels, dissatisfaction with the difficult working environments, as well as health concerns. In Canada, a government study identified that nurses absentee rates related to illness were 58% higher than any other labor force (Laschinger, Wong, & Grau, 2013, p. 541). Depression, as well as poor physical health are a few conditions resulting from the stress nurses experience from difficult working conditions. Nursing burnout affects more than just the nurse’s health, it also affects the quality of care the patient receives, which in turn links to increased mortality rates (Laschinger et al., 2013, p. 542). In addition, Laschinger et al. (2013) point out that with the current nursing shortage, healthy working environments must be implemented to retain experienced, as well as new graduate nurses from leaving...
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...of more than $60 billion and over 285,000 employees which was founded in 1898 by Caleb Bradham, a New Bern, North Carolina, druggist, who first formulated Pepsi-Cola. The company feels they have a strong, brilliant staff of individuals in leadership which consist of talent sustainability. The PepsiCo Company has four major divisions: 1. PepsiCo Americas Beverage 2. PepsiCo Americas Foods 3. PepsiCo Europe 4. PepsiCo Middle East and Africa Talent management is defined as the integrated process of ensuring that an organization has a continuous supply of highly productive individuals in the right job, at the right time (www.ere.net). PepsiCo tackles talent management from within the framework of talent sustainability (Silzer & Dowell, 2010). The company’s leadership-development approach is based on the principle that they need strong people in charge to be successful in the marketplace. They have a two point approach to the supervision and growth of their talent, which is: 1. Career Growth Model – this growth model is what PepsiCo uses to describe their approach to career growth within the company. This model has five critical components for developing and managing the talent throughout the organization with proven results, leadership capability, and functional excellence, as well as knowing the business cold and critical experiences. 2. Talent Management Model – this is the second major development framework in...
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...Contents Page Introduction Articles to Inform & Stimulate The Five Learning Disciplines Conversation & Tacit Knowledge Communities of Practice Teams Is Your Team Really a Team? The Five Levels of Teamwork How Do You Build Team Performance? What Kind of Team Player Are You? The Four Stages of Team Development Turning People On To Teamwork Rethinking Teams Some Questions for Team Reflection Will that be Leadership or Management? Leadership & Learning Blogs-Websites Leadership & Management Books Videos: Leadership & Learning Social Media and Networking Books Social Media and Networking Blogs About the Author 1 2 3 11 15 17 17 19 22 24 27 28 30 34 35 41 42 44 45 47 48 Introduction The rapidity of change, stemming from technology, an ageing workforce and globalization, is growing, exerting pressure on organizations to adapt. Traditional workplace practices are being questioned by Generations X and Y. Issues such as employee engagement, leadership and management practices, virtual teams, distributed work and alliances with stakeholders are being viewed through a new lens. As an aid to help you in your work and learning journey, this resource guide contains a diverse selection of information sources on leadership, management, personal mastery, team learning and more. I’ve read most of the books that are mentioned and am familiar with the websiteblogs. The guide begins with a series of short articles I’ve written over the past few years. These are intended to assist you reflect...
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...and concise books and article to very detailed, in-depth, complex, and rigorous academic studies. Although the literature is exhaustive and at times overwhelming, by organizing the literature into common core areas, a reader can efficiently and effectively learn all there is to know about the learning organization, how to create a learning organization, and maintaining a successful learning organization. By thoroughly examining the literature in these three areas, an individual or institution will be able to thoroughly understand the entire scope of learning organizations. The common core areas that the majority of learning organization literature can be categorized into are foundation/founders of the concept, turning the theory into strong foundations, and learning organization application and evaluation. Foundation/Founders of the Concept By beginning with the literature that introduced and defined the concept of what a...
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...Coaching Leadership in the Workplace According to Mike Noble in his article, Transform Managers into Coaches: Five Steps for Coaching Success, an effective manager is a coach and not just a boss. The most effective managers are those who can coach and collaborate. If one is able to coach their employees effectively then they are able to create sustainable long-term results for themselves and their company. Coaching is action of helping others to perform better, whether it is through feedback, demonstrations, or teaching. It is investing in the people within a company and shaping them into better employees so that they can not only perform their tasks better, but also better qualify for promotions. Mike Noble’s article breaks down the five steps necessary for successfully becoming a coaching leader and the benefits of becoming one. By coaching your employees, you become a transformational leader who enhances as well as generates new experiences for employees, thus gaining a stronger level of commitment from them. The first step to transforming a manager into a coaching leader is to build a personal case for coaching. The manager has to want to develop their coaching skills and see the relevance of developing them. Once a manager understands that they can achieve better results through coaching instead of taking a command and control response to management, they will be willing to develop their skills as a coach. Managers are more inclined to seize the opportunity when...
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...The Challenges of Leadership Desire, determination, effectiveness, passion, management skills, being able to inspire, positive attitude, knowing who you are, what to do or not; these are all characteristics of a leader . “Leadership is a process by which a person influences others to accomplish an objective and directs the organization in a way that makes it more cohesive and coherent.” (Concept of Leadership, 2010). In this 21st century world we are living in and with all the complex changes happening and the many ways businesses are being conducted and operated, leadership skills are definitely needed but are becoming more and more challenging to obtain because leadership is a process which is put in place in order to influence a group of individuals to achieve a common goal. This is achieved by pertaining leadership, knowledge and skills. In the paragraphs that will follow, we will touch base on the leadership challenges of today, what it takes to be a good leader in today’s world and the importance of being a good leader in order to have a blooming business. First, there are four key factors of leadership: leader, followers, communication and situation. “Leader: entails knowing and having a clear understanding of the type of person that you are, your knowledge, and what you are able to do. Followers; we each have and require different types of leadership which is why it is imperative to have a good understanding of the human nature, such as needs, emotions, motivation...
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...LEARNING OBJECTIVES After studying this chapter, students should be able to: 1. Identify the five dimensions of trust. 2. Define the qualities of a charismatic leader. 3. Contrast transformational with transactional leadership. 4. Identify the skills that visionary leaders exhibit. 5. Explain how framing influences leadership effectiveness. 6. Identify the four roles that team leaders perform. 7. Explain the role of a mentor. 8. Describe how on-line leadership differs from face-to-face leadership. 9. Identify when leadership may not be necessary. 10. Explain how to find and create effective leaders. CHAPTER OVERVIEW Effective managers today must develop trusting relationships with those whom they seek to lead. Why? As organizations have become less stable and predictable, strong bonds of trust are likely to be replacing bureaucratic rules in defining expectations and relationships. Managers who are not trusted are not likely to be effective leaders. Organizations are increasingly searching for managers who can exhibit transformational leadership qualities. They want leaders with visions and the charisma to carry those visions out. While true leadership effectiveness may be a result of exhibiting the right behaviors at the right time, the evidence is quite strong that people have a relatively uniform perception of what a leader should look like. They attribute “leadership” to people who are smart, personable, verbally adept, and the like. To the degree that managers...
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...Assess the industry’s future growth (8 factors industry life cycle analysis) 3 d. What have been the key issues affecting historical industry growth? What was their impact? 3 e. What are the key issues that will affect future industry growth? What is their like impact and the overall assessment of the industry’s future growth 5 3. Assess the industry’s future profitability (Poter’s five forces and extended forces analysis and value chian analysis) 7 f. What are the key issues that will affect historical industry profitability? What was their impact 7 g. What are the key issues that will affect future industry profitability? What is their likely impact and the overall assessment of the industry’s future profitability? 9 Internal environment analysis 11 4. Answer the five questions in relation to the stated current/future strategy 11 5. What are the strategic capabilities of the company, and are they aligned with its stated strategy (Strategic Capability tests) 11 6. Who are the key stakeholders, what are their objectives, and are they aligned with the company’s strategy 12 7. Assess how the company has performed to date using the balanced scorecard approach 13 8. Who are the main competitors, what are their strengths and weakness, and how is the company placed to compete against these competitors 14 9. Summarised the current strategic position of the company. Outline the key strategic issues only 15 Strategic option identification and selection 16 10. Identify various...
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...Introduction * * This assignment outlines some of the key findings and managerial implications of the Author’s Self, based on the Pearson, Prentice Hall Self-Assessment question bank. The selected question areas are grouped under three main categories of ““About Me”, “Working with Others”, and “Life in Organizations”. Firstly the assignment gives and opening to what self- assessment is. Second it dives deep to discuss the three areas mentioned above in detail. The assignment is given life by charts and figures created by the author to showcase the scores obtained in the self-assessment library. Lastly a two page description is given on what steps needs to be taken in order to arrive at the desirable state, followed by a conclusion which wraps up the discussion. * Self-Assessment It is said that a person’s perception of his abilities have consequences for his actions. If Shakespeare had a low self-belief, nobody would have come to know Macbeth. According to Ehrlinger and Dunning, as cited by Martinez and Swank (2003) one possible reason why women avoid career in science is that they underestimate their scientific reasoning ability. What is Self – Assessment? Self-Assessment acts as a powerful mechanism which allows an individual to look at their own performance, form conclusions about performance levels and act on those to create a development plan. Before any individual or organization try to develop a plan for performance improvement, it is first critical...
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...LEADERSHIP APPROACHES AND MODELS Introduction This paper introduces two models that support innovation in today’s business world. The Transformational Leadership Model and the Situational Model. Both models are described in depth and show how they can be used in today`s diverse workforce. The Discovery and Delivery Skills describes how the research in the Innovators DNA provides an inside look into how you can become more innovative. In today`s fast pace get it done era, innovation is key in the success of any business. Leadership is vitally important and to combine styles and models to achieve success is needed in today`s market. Discovery and Delivery is an area where every leader or potential leader must take a look at their own strengths and weakness and reevaluate what they need to do to improve. Leadership Models that Support Innovation in Organizations Transformational Leadership Model: Transformational leadership theory, started with the works of Burns and was later researched and supported by Bass. Bass took the concepts of Burns into a more operational working model that is commonly referred to as the Transformational Leadership Model. Five categories were established originally in the works of Bass and Avolio; they were idealized influence as: attributed charisma, behavioral charisma, inspirational motivation, intellectual stimulation and individualized consideration (Antonakis and House, 2014). With the five parts idealized influence/attributed...
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...Dyadic Relations and Followers Calvin B. McIlwain Current Issues in Leadership MBA 595 June 3, 2014 Kenneth M. Moss, Ph. D Dyadic Relations and Followers Numerous organizations occurrences like leader and member transaction, mentoring, training, personal conflict and cooperation, performance appraisal and the employment interview are factors in dyadic relationships and interactions. The length of time a subordinate works for the same supervisor is key for the relationship between the supervisory leadership behavior and subordinates’ attitudes and behavior. Leadership characteristics will influence the subordinate characteristics versus the relationship between the leader and the follower. Studies recorded show that veteran nurses received less attention from the nurses which caused tension and reflect on the performance. Experience was measured by longevity in current position instead of how long the nurses had worked for head nurse. Obviously this study found that less experience subordinates needed more supervision from their supervisors (Mossholder, K. W., Niebuhr, R. E., & Norris, D. R., 1990). The longer the dyad work relationship between the leader and the follower, the follower becomes for efficient in job requirements, and the supervisor’s desires and standards. Over time the experience subordinates will need less supervision and may start feel like they are being managed to closely, which can cause grievances, nonattendance at work, and turnover....
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...Intelligence of Leaders,” Daniel Goleman articulates that people who advance in their careers and are in leadership positions usually are people with a higher level of emotional aptitude not scholastic abilities. Goleman believes that leaders are most effective when their emotions and thoughts work robustly together; that leading with love, compassion, and encouragement fosters a better working environment. To prove his point, Goleman looked at the IQs of leaders and realized that there was little difference; their significant gain was in emotional intelligence. He also pointed out that in studies completed, it was clearly evident, that individuals who prospered in their companies were the ones with emotional intelligence not their intellect. Goleman declares that brains of human beings are connected in such a way that emotions and thoughts go hand in hand, which further proves that emotions and intellect must work together. The author explains that emotional intelligence is made up of five key elements which in turn is the same make-up of great leaders. These five key elements are important because they help individuals to lead in such a way that creates cohesion within the workplace, which makes the company strong and grow. According to Goleman (1998), those five elements are self-awareness, management emotions, motivating others, showing empathy and staying connected. These five skills allow leaders to understand behaviors, have better management skills by not only understanding...
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