Adaptive Leadership
Adaptive Leadership is a style of leadership involving many components, with no set solutions to problems. Instead, the style is flexible and seeks to train individuals in how to make decisions based on the circumstances of each unique situation. Adaptive leaders may exercise many skills, including recognizing the need to diagnosis a situation. Additionally, adaptive leadership is, “an interactive activity, an ongoing engagement between you and groups of people” (Heifetz, Grashow, & Linsky, 2009, p 7).
A challenge to adaptive leadership is that it may take longer than other methods, especially considering data collection and information analysis is a time-consuming process. Adaptive leadership highlights the connectedness
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al, 2009). However, there are differences between the two. For example, in a technical challenge the problem is usually clear and can be solved via procedures or perhaps policies. However, with an adaptive challenge the problem is not always clear and may require the development of new and different methods for looking at a situation.
Although often confused, there are distinct differences between leadership and authority. Authority authorizes an individual, usually through a formal title, to behave with a certain amount of power. With leadership, the individual often raises concerns to authority, no matter their formal position.
As explained in the book, adaptive solutions are not always popular. In a previous job that I had, the organization experienced a 1/3 reduction in their funding. My approach was to use this change as an opportunity to look at the organization as a whole. However, the Director looked for quick solutions such as laying off employees and reducing library hours. This was met with a lot of resistance from the public.
Einstein and our
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When I first start at a new job, I am seeing things from the balcony, although I’m not necessarily aware of all the details. This fresh perspective gives me insight into possible ways the library could me more successful. However, when first starting at a job, I am not familiar with the political landscape. In my experience, the values expressed during the interview process are not always the values of the organization, and it takes time to learn the difference. Once I become familiar with what the culture of an organization is (by being on the floor), then I go back to the balcony to analyze the problem. There have been times when I have successfully implemented adaptive change, and times when I have not. For instance, in a previous job there was misappropriation and misuse of funds occurring (it’s now public knowledge) and when I brought it up, I was told to not say anything more or I would lose my job. Individuals worked very hard to discredit me and, ultimately, I left for another job because the organization was not addressing the
“Adaptive leadership is an approach to command based on the situation and factors such as mission, Soldier capabilities, geography, weaponry, and more. This ‘reality on the ground’ approach to leadership can give you as an Army leader both a strategic and a tactical ( ).” Winston Churchill was an adaptive leader in London during World War II. Prime Minister Churchill was a key part in the Allies victory over the Axis power due to his ability to rally not only his countryman but also rally the leader of another nation such as the United States or Russia into fighting Hitler. It’s evident what type of leader he was by just this one quote “To improve is to change; to be perfect is to change often.” Prime Minister Churchill exemplifies the characteristics and factors of adaptive leadership. He was like an Old English Bulldog -, resilient, and driven.
According to the Oxford Dictionary, a leader is defined as “the person who leads or commands a group, organization, or country” (Oxford Dictionaries, 2013). Though there is a definition for what a leader is, people still have different ideas to what a leader should be and how he or she should act. There has never been a concrete idea of what a leader is; the only thing we know is that this person is the one in charge of the unit. We look at characteristics of those people we see as leaders and use those attributes to compare other people to see if they are able to be as good as or even better than those aforementioned leaders. We have to keep in mind that in different situations, leaders must do different tasks which indicates the need for different qualities. This is especially true in the hospital or other healthcare settings. Though it may be similar to other companies, it differs because of the continuous change it has to go through the new technology, innovation in techniques and new medical treatment plans made every day. In this paper, I will be discussing complex adaptive systems, especially in regards to the healthcare setting as well as the leadership necessary for these systems.
Adaptive leadership is becoming widespread in the United States Army amongst junior officers in leadership positions that require quick thinking and innovation. Leonard Wong discusses how the versatile and unpredictable enemy and situations in Iraq produces adaptable junior officers. These officers are learning to make decisions under chaotic conditions and are becoming more mentally agile. The Army is changing. The Army is transforming its capabilities in the war in Iraq to be effective and successful. General Schoomaker states that we will not accomplish our goals as a nation in the 21st century unless our Army becomes much more agile but with the capacity for long term, sustained level of conflict. The Army is in the process of eliminating its old ways of war, it has to become somewhat of a decathlete. Trained for multiple events across a broad spectrum not just one event like a track athlete.
A leader can be defined as a person who influences a group of people, organization, etc. in to achieving a set out or common goal. The aim of this paper is to identify the different approaches to leadership, but there is no single definition of leadership, as it can mean many different things to many people depending of their profession, environment and leadership style (Mielach, 2012).
In order to explain the adaptive leadership in the case of Mihailovic I will briefly review the essence of adaptation and adaptive leadership.
The leadership is a privilege and it is such a privilege and an honor which will carry the tremendous responsibility which will inspire others to direct them to accomplish goals and vision of the organization. Leadership is about influencing the people, by producing direction, purpose and motivating in order to accomplish the mission, vision and improving the organization. The leadership philosophy is evolved based on the experiences, both positive and negative, in most of the initiatives and activities that we undertake. It is also one among the collaboration and teamwork within which the team members can utilize each other’s strengths to counter the weaknesses of the individuals. By observing, introspecting and experimenting we can developed a leadership paradigm which is inclusive, collaborative and proactive. We can develop the ability to recognize which will approach in order to reach the productive conclusion. The great leaders know their limitations and are capable at utilize their strengths and also the strengths of others to compensate.
Transformational Leadership and Adaptive Leadership theory will be discussed in relation to IT governance. De Haes, Van Grembergen and Debreceny (2013) formulate the main ideas of IT governance have only been around 20 years, but, the amount of literature is copious and is still providing a prolific amounts of current documentation. Both Transformational Leadership and Adaptive Leadership represent appropriate and critical leadership styles for organizations that strive to keep the pace of continuous technological advancements and that are focused on the rapid adoption of new business concepts and process improvements (Xenikou & Simosi, 2006). The specific benefits and problems associated with each leadership style have organizational opportunities and difficulties. The timing of each leadership style when applied requires timing and cooperation. Yet they both have similar operational goals, to improve the processes of IT governance using the innate strengths of each leadership style for the betterment of the organization. Knowing the strengths of each leadership style facilitate implementation, mastering the pitfalls of each leadership style improves metacognitive understanding of the risks and weaknesses involved in the process.
There are lots of definitions and interpretations for the term LEADERSHIP. One is “A relationship through which one person influences the behaviour or actions of other people” (Mullins, L.J. 2002, Management and Organisational Behaviour, 6th Edition, FT Publishing, p904). Another popular definition would be, “the process of influencing an organization or groups within an organization in its efforts towards achieving a goal” (Johnson, Scholes & Whittington, 2005, Exploring Corporate Strategy, 7th Edition, FT Prentice Hall, p.519)
The Webster Dictionary defines leadership as an office or position, the capacity to lead, the act or an instance of leading (Merriam-Webster, 2011). Leader is defined as; a person who directs a military force or unit, a person who has commanding authority or influence (Merriam-Webster, 2011). The Army defines leadership as the process of influencing people by providing purpose, direction, and motivation while operating to accomplish the mission and improving the organization. (Department of the Army, 2006 pg 1-2)
Leadership can be a hard thing to describe and define. In the textbook, Business Ethics, it defines it as, “leadership is the ability or authority to guide and direct others toward a goal (Ferrell, 2015).
Adaptability: I find adaptability to be one of my talent. I am able to adapt to any given situation or environment faster than my peers. This is mainly due to the fact that all throughout my life, my family and I have been moving: Nigeria, Ghana, US, and currently Belgium by myself. This led me, at a young age, to learn to quickly adapt to my surroundings in order to continue on with my life or else I would be stuck in a situation with no escape. Studying to Belgium also proved to be useful in improving my adaptability skills. The school system was completely different from what I ever experience especially with studying in the US for the majority of my life. If I didn’t have the adaptability skill and was unable to adapt to the school system,
Leaders are those who have a great influence on the lives of many people. This is especially relevant in today’s organizations, which face extreme time changes and an increasingly growing complexity (Yukl, 1998).
...adership Practices in Relation to Productivity and Morale." In D. Cartwright and A. Zander, Group Dynamics: Research and Theory, 2nd ed. (Elmsford, NY: Row, Paterson, 1960)
Leadership is seen as a process by which one individual influences others toward the attainment of group or organizational goals. It is a social influence process, which involves voluntary action on the part of followers and it is always purposeful and goal-oriented. Leadership deals with influence and is not the same as management, which includes planning, organizing, staffing, directing and controlling.
“Culture may even be described simply as that which makes life worth living.” (T.S Eliot, 1948) Culture is a theme that is frequently mentioned throughout The Illegal, a novel by Lawrence Hill. People are beginning to realise that different cultures have a lot to offer throughout the world. As society realises this we are able to utilize our diversity in our everyday life and unite our world. Culture is something people are proud of, and people regularly show that culture is not something to be ashamed of.