Posted: April 13th, 2023

Respond To At Least Two Of Your Colleagues’ Postings

Respond to at least two of your colleagues’ postings “see listed below” that contain a perspective other than yours.

• Share an insight about what you learned from having read your colleagues’ postings and discuss how and why your colleague’s posting resonated with you professionally and personally.
• (Note: This may be a great opportunity to help you think about passions you can share with your colleagues.)
• Offer an example from your experience or observation that validates what your colleague discussed.
• Offer specific suggestions that will help your colleague build upon his or her perceptions as a leader.
• Offer further assessment from having read your colleague’s post that could impact a leader’s effectiveness.
• Share how something your colleague discussed changed the way you consider your own leadership qualities.

1st Colleague – Ryan Sharratt

During this week’s readings, I found myself writing copious amounts of notes and reworking my companies about us section of our qualifications statement. I have learned that words truly matter in communicating intent. The fuel for my passion was found in one of the readings this week. Humility is indeed the change that has happened in my organization in the last three years. The organization went from an ill-intent narcissistic leader (former CEO) to a de facto appointed leader (me) who draws from a humble military leadership career to run a company that I am also a principal.

Hayes (2011) writes humility is a crucial attribute of leadership because it connects the leader to followers through humanity’s common bond. (Hayes, 2011 p.13) which is precisely what I needed to see because I harbored a pretense that I needed to be someone I was not. I am a loving, caring person because of the hate I had once possessed. Caldwell (2011) illustrates that caring leadership is entirely authentic in its commitment to each individual and treats others as valued partners rather than a commodity or an inconvenience (Caldwell, 2011; Pfeffer, 1998). This passage directly applies to me. I had felt that I was changing as a leader into someone I did not want to become.
Reading these assignments truly inspired a new clarity that I have been seeking. My rewrite of who we are as a business, our values, and core principles have been redeveloped, and excited to see feedback from this group of peers within this forum. It is as follows:

As a team of “we,” our esprit de corps inspire trust, humility, and organizational confidence. Our team exercises science-backed decision-making judgments based upon our principles, values, and purpose to provide every client with a genuine project understanding, intent, duration, budget, and loyalty is resulting in a 95% customer retention rate. NWFF’s authenticity provides human-capital development opportunities from within the organization as we embrace the equality of multiple disciplines brought together in a round-table approach for unique project aspects. This round-table diversity is utilized to foster problem-solving techniques that may not have been thought of as a direct discipline charter.

NWFF’s approach has inspired leadership at all employment levels, creating positive social change within our ecosystem and organizational trust resulting in a cohesive unit to focus on the client and their needs. The inspired staff creates accountability within our industry, resulting in a higher standard from our direct management philosophy.

Everything that is listed is accurate, and I am hoping very well-articulated to convey positive social change and the empowerment that I have given all levels of employees at my organization.
In comparison to the servant leader in week four, these values would adequately describe him. They capture the true essence of his leadership and his intent to lead the charge of social change well before it was socially/culturally accepted.

As far as my values, I have combined my values into the organizational values that govern my business’s direction. The most recent addition is the positive social change due to the discovery of how significant positive social change must be in all leader’s views.

References
Caldwell, C., & Dixon, R. D. (2010). Love, Forgiveness, and Trust: Critical Values of the Modern Leader. Journal of Business Ethics, 93(1), 91–101. https://doi-org.ezp.waldenulibrary.org/10.1007/s10551-009-0184-z
Hayes, M., & Comer, M. (2011). Lead with humility. Leadership Excellence, 28(9), 13. Retrieved from https://ezp.waldenulibrary.org/login?qurl=https%3A%2F%2Fwww.proquest.com%2Ftrade-journals%2Flead-with-humility%2Fdocview%2F893750737%2Fse-2%3Faccountid%3D14872
Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge: How to make extraordinary things happen in organizations. Hoboken, NJ: Wiley & Sons
Pfeffer, J. (1998). The Human equation: Building Power by Putting People First (Harvard Business School Press, Cambridge, MA)

2nd Colleague – Natasha Mills
Week 5 Discussion

My mission statement is to integrate different leadership concepts or styles to maximize my effectiveness as a leader. This mission is intended to help me achieve the vision of becoming an effective leader with disproportionate influence and abilities to effect positive social change. Positive social change refers to the improvement of human and social conditions for the general good of society. Therefore, my mission and vision statement encourage this aspect because it will ensure my effectiveness as a leader. Caldwell & Dixon (2009) state that effective leaders often have influence on the followers and organizations they lead. My mission and vision statement will help me evoke such influence, and thereby effect positive social change within my organization and community.

The cardinal strategy that I have put in place in an attempt to encourage positive social change in my organization and community is to foster leadership at all levels. It is common knowledge that leaders are perceived as role models. Therefore, by introducing the element of leadership at all followership levels, whether within my organization or community, I am molding everyone into a leader. As a result, my followers will be each other’s role model. I believe that this will lead to their growth both personally and professionally, an aspect that will automatically lead to the achievement of positive social change.

The key elements of my mission and vision statements include integration of different leadership approaches and attainment of leadership effectiveness with the aim of encouraging positive social change. An in-depth analysis of these elements shows that they compare to those of the servant leader that I discussed in the week 4 discussion post. The leader’s practice of servant leadership enabled him to effect positive social change because he was focused on the improvement of his followers, as well as their social work environment. This approach helped the leader attain effectiveness and significant influence on the organization.

Hence, the individual tenets of the leadership strategies of the servant leader I identified are substantially similar to the elements that form the foundation of my leadership mission and vision statement. At the same time, the similarity can be found between the overall goal that I intend to achieve and the result of the leadership strategies of the servant leader I discussed used. My leadership goal is to effect positive social change. Similarly, the servant leadership traits that the leader I identified deployed helped him effect positive social change.

As Kouzes & Posner (2017) state, leadership is a relationship, which is a view that I strongly agree with. Any strategies that a leader implements towards achieving effectiveness, or any goal for that matter, often require the element of collaboration. Kouzes & Posner further explain that admired leaders, or leaders that attain their personal bests are always those that highly depend on the cooperation of their team members. From this perspective, it is evident how collaboration fosters any leadership goals.

Therefore, fostering collaboration within my followers, whether in my community or organization, is the only way to enhance my ability to achieve my leadership mission and vision. The realization of this mission and vision, in turn, will equal my encouragement of positive social change in both settings. Simply, collaboration is the only avenue that promises the accomplishment of my leadership goals. “…people speak passionately about teamwork and cooperation as the interpersonal route to success…” (Kouzes & Posner, 2017).

The cardinal facet of servant leadership is the growth and development of followers. On the other hand, my vision and mission statement are intended to help me encourage the growth of my followers. Thus, my mission and vision statement have a feature of servant leadership, which I intend to use to encourage positive social change in my organization and community. My plan is to work towards my mission and vision with an element of humility by integrating behavior such as being transparent, pushing decision-making down, admitting mistakes, and being approachable and open. Hayes (2011) highlights these as the behaviors of humble leaders.

References:

Caldwell, C., & Dixon, R. D. (2009). Love, forgiveness, and trust: Critical values of the modern leader. Journal of Business Ethics, 2010(93), 91–101. doi:10.1007/s10551-009-0184-z.

Hayes, M., & Comer, M. (2011). Lead with humility. Leadership Excellence, 28(9), 13.

Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge: How to make extraordinary things happen in organizations. Hoboken, NJ: Wiley & Sons.

Check Price Discount

Study Notes & Homework Samples: Discussion Healthy Eating Approach Essay »MKT00720 – Marketing Assignment 2: Report