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Accepting the Leadership Challenge
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Recommended: Accepting the Leadership Challenge
The leadership challenge is all about how leaders mobilize others to make great things happen in an organization (Kouzes &Posner, 2012). It is based off the leader’s practices and how they work together as a team to innovate, challenge and reward others in any given situation. It’s about getting others to follow the leader and tag along on the leadership journey. There are five practices that Kouzes and Posner discuss in the book and they are as follows: model the way, inspire a shared vision, challenge the process, enable others to act, and encouraging the heart. These five practices are what happens when leaders engage with their team and great things happen (Kouzes & Posner, 2012). A leader is known for what they do within an organization. …show more content…
The experiences some employees encounter in banking are often negative compared to those who work at an organization where leaders truly care. There are many ways that leaders in banking can show employees that they care. This could vary from recognition and a variety of rewards. When leaders care about the work their employees are doing, it results in happier employees. Most banks experience a very high level of turnover. It can be very difficult for some banks to keep employees so it’s important to ensure that everyone is satisfied. Motivation is a critical element when it comes to understanding employee’s level of satisfaction with their job (Fitzpatrick, 2008). Leaders should be motivating employees to ensure everyone remains satisfied. Some of the ways leaders can motivate their employees is to let them know they are doing a good job and if they aren’t, they should be communicating with them on how they could improve. They could also be rewarding employees for meeting sales goals even it’s a simple congratulatory email. From experience, a little gesture can go a long way when it comes to caring for …show more content…
It is normal for some people to turn away when they see a challenge or a difficult task. Great leaders accept the challenge and see it as a learning tool for not only themselves but for their employees. During the recession, banks were slowing down. While people were still opening everyday checking and savings accounts, investments and loans were on the downward slope. Management had to think of ways of how to increase their numbers while still meeting the needs of the customers. This experience allowed team members to come together to think of ways to improve business. Employees were asked to “shop” around and see what rates were at other competitors. While all rates were down, it allowed some to stay on top on game with competitive rates. There will always been some sort of fear with change because the result is unknown (Shore & Kupferberg, 2014). Change can be viewed as scary but it allows leaders to transform the way things were done previously and get their employees involved in the
Social change and charity have two different effects on the community in chapter one of Leadership for a Better World by Susan R. Komives. Chapter one discusses the differentiation in the ideas when one is more practical in a culture. Social change is defined as affecting the root of the social problem (Komives 11). An example of social change is the Civil Rights Movement, where Martin Luther King Jr. led groups of people to end segregation. King wasn’t just trying to help the problem of having sit in the back of the bus or drinking from different water fountains, his objective was to generate an equal society where racial segregation didn’t exist. Charity classification as donating food, money, and other kinds of goods is given to a community. An illustration of this is the local soup kitchen, where they provide food for the
In this paper, I will inform you about issues in globalization, power, followership and cultural change in the perspective of a health leader. I will identify three major health issues that are global but has the potential to affect the United States health care system. I will describe these global health issues influence health leaders. I will relate global leadership with transformational leadership. I will illuminate three elements of cultural and diversity within health care organizations. You will find a table of cultural attributes to be made aware of. I will categorize the differences in global leadership according to power, technology, and knowledge management and will explain two leadership approaches for implementing change.
The Leadership Challenge by Kouzes and Posner (2007) is the result of twenty years of research on the factors that influence and create great leadership. Through studies and stories from leaders with various backgrounds throughout the world, the practices and characteristics that create great leadership are delineated. Leadership is viewed not as a group of inherent characteristics, but as learned behavior that anyone can achieve. The goal of Kouzes and Posner’s book is to inspire and educate leaders through transformational leadership. As such, leadership is about mobilizing others to become and do extraordinary things.
Throughout The Truth About Leadership; The No-Fads, Heart-of-the-Matter Facts You Need to Know by James M. Kouzes and Barry Z. Poser, they discuss the ten truths in regards to leadership and how they impact an individual to become an effective leader. These truths are concepts that can be actively applied to current organizations. By applying these truths to an individual’s organization, it can improve the leadership quality from within and as a whole. Besides the application to an organization, the ten truths compiled by Kouzes and Poser can be used to improve yourself and your leadership skills, whether it be in your personal life or career.
Leadership is a simple word that easy to say but in reality difficult to apply it. The fact as we can always found, there is still problems about leadership in either military or governmental and civilian. Those who are not able to distinguish between commander and boss will encounter many problems in their leadership. The complexity challenges that they face right now are higher rather than the old times, and the challenges in the future will become more complex. Eventually, if a leader cannot perform his/her leadership by right, it will give bad effect to the members, culture and organization.
“A manager manages using authority-or the right to get others to do things by virtue of their positional power. While a leader leads through the ability to influence other people to do things using a certain degree of personal power or charisma” (McLean, 2005, p. 16). By definition, leadership is about influence. Therefore, it is impossible to discuss the theme of leadership without including followers or to try to explain the idea of team building without explaining the influence of a leader. While each concept is unique, both have a direct affect on the other. A leader is not a leader without someone following him or her and a team will always develop a leader whether indirectly or directly appointed. However, leadership and team building are much like the preverbal chicken and egg; and many theories have developed over several years trying to explain the influence on each other and the successful development of teams and leaders.
As the Historian of Phi Beta Lambda, I’ve became interested in the numerous styles of leadership. Peter Drucker said “Management is doing things right; leadership is doing the right things.” Upon reading the two books, The Leadership Challenge and Start With Why, I have gained insight on the leadership styles. The Leadership Challenge broke down how leaders should be and components of leadership. Start with Why explained leadership and gave me a clear understanding to the bigger picture in why things are done. I will compare and contrast the different leadership styles stated in each book and provide my own summary of the material I have learned.
In order for a leader to be a leader he/she must begin with the assumption that you are the one who matters most. As a leader you have to possess that level of confidence in yourself that you are capable of leading yourself “before you can lead others”. And when you develop this belief then you are better able of affirmative influence “on others”.
We live in an era of communication challenges. It is an age of increasingly scarce management and education to the markets of tomorrow. To solve this problem, to improve and restore the competitive edge of business, I recommend teaching leadership as well as organization. We need to move beyond the simplistic and boring, everyday organizational skills commonly taught in core courses in business schools. Important as these skills are, we need to redirect our foci towards the essential ingredient required to put these skills to work – leadership. As Warren Bennis and Burt Nanus have expressed it, “The problem with many organizations…is that they tend to be over managed and under led. There is a profound difference between management and leadership, and both are important.” “To manage” means “to bring about, to accomplish, to have charge or responsibility for, to conduct.” “Leading” is “influencing, guiding in direction, course, action, opinion.” Other characteristics include: motivating and inspiring individuals, providing direction and vision, earning the respect of others, turning talent and efforts into results, and being an excellent communicator and listener.
There are a myriad of publications available to assist with leadership issues. Most consistently refer to the specialized skills and traits needed to be an effective leader. Choosing a leader with these specialized skills is only part of the challenge facing organizations today. Providing effective training for new and existing leaders is becoming increasingly important. Such training should include recommendations on how to plan for and address real-world scenarios as well as examples of situations that may occur in order to strengthen comprehension. Leadership training should be viewed as a process, not a one-time event. Training leaders on how to plan and deal with obstacles, as well as how to motivate and inspire employees is critical to organizational success. Leadership should be a focus at all levels of the company whether it would be individual, departmental, or organizational. The key to successful leadership is to create a sense of belonging by getting all parties involved.
Kouzes, J. M., & Posner, B. Z. (2012). The leadership challenge: How to make extraordinary
He will be there for you when you have problems with your family and spouse, because he wants employees to be focused when they are working and not thinking about family problems.
Organizations have leaders who are effective and ineffective. Many of us want to be leaders but, do we have what it takes to be effective or are we going to be ineffective. Leaders are people who build their organization and employees up. Ineffective leaders are those who only care about getting a check. This paper will discuss effective and ineffective leaders. The effective and ineffective leaders I have had the pleasure to work with.
Chan, K. W. & Maubourgne, R. A. 1992, Parables of leadership, Harvard Business Review, July-August.
Introduction People always talk about how important it is for companies to have a good leader, someone who not only keeps the blue numbers, but also achieves a loyalty from customers, pleasant working environment, successful business partnerships and ahead of the competition. To exercise effective leadership, the individual must meet certain parameters, which if they are carried out successfully all of them will ensure a long life to the organization. The relationship with partners should be based on trust. Do not just give employees a list of tasks, encourage their views so that their skills might be enhanced for advancement.