Adaptability: A Crucial Skill For Leadership Success

Stephen L. Carter links integrity and honesty. There are three constraints discussed in this essay. First, integrity does require a degree of moral reflectiveness. Second, Integrity may cause conflict that is must be resolved. It does not necessarily produce or protect interpersonal harmony. Third, a person who has integrity can be trusted. It does not avoid the restructuring of social structures and associations, because it leaves the matter to exercise of interpersonal authority.

Choosing the right leadership style in order to successfully manage change, which is essential for both companies and employees to thrive. Often employees struggle or are uncomfortable with change, “they prefer a structured, organized, and predictable work environment” (Most Effective Leadership Style). Employees that fall into this category are considered change resistant and may not always be easily identifiable as they may hide their concerns in order to circumvent conflict. Many times even subordinates that are accepting of change can become change resistant when they are required to adapt too quickly and

Casse, P. (2014c). The new drivers of leadership. Training Journal, p. 27. Retrieved from academicguides.walden.edu/library

This Chapter is more specific about the importance of developing personal adaptive leadership practices. Learning to understand your internal and external personality and leadership traits will go a long way in terms of foster creativity, boldness and a clearer understanding of the insides and out of your own system.

The authors of the book The Leadership Challenge are regarded as the prominent leadership scholars and educators in the U.S.. Kouzes is the Dean’s Executive Professor of Leadership of Leavey School of Business at Santa Clara University. Posner is the Dean of the Leavey School of Business and professor of Leadship at Santa Clara University. They have been together produced a lot of award-winning leadership books, among which The Leadership Challenge has won both the James A. Hamilton Hospital Administrations’ Book Award and the Critics’ Choice Award. Kouzes & Posner are also the developers of the Leadship Practices Inventory(LPI), a list of questionnaire for evaluating leadership behavior, which is one of the worldwide frequently used leadership assessment tools. The most distinguished honor that both Kouzes & Posner have received is the Management/Leadship Educators of the Year by the International Management Council. They then joined the team of 50 top leadership educators of the nation. Kouzes & Posner are not only studying and researching leadership, speaking actively at universities, leadership conferences, and seminars, but also conducting programs of leadership development for more than a hundred of national & multi-national companies.

Northouse, P. G. (6th Ed.)(2013). Leadership Theory and Practice . New Delhi 110 044, India: SAGE.

The main strength of the adaptive leadership approach is that it is very different from the other leadership theories. Northouse (2016) describes that adaptive leadership is “ a complex interactional event that occurs between leaders and followers in different situations” (pg. 275), meaning it is not a present on a leader. Followers are helped to deal with conflicting values that appear while working, making this style follower centered. The leader has to act and sometimes look from an outsider view the way to engage followers to get involved, growth, learn and change. Two other strengths of this leadership approach is that it is a prescriptive approach, and that it requires a holding environment. Leaders have to provide followers with a safe environment to be able to discuss and address difficult issues. The same author describes that this leadership approach has very unique strength of having as central purpose “ to help followers confront their personal values and adjust these needs in

In history, nurses didn’t have any roles in the leadership and management aspect of running the practice. We were the subordinates of the doctors and were dubbed as handmaidens. However, there were nurses who were ahead of their time and develop d theories, which helped shape the nursing profession we now practice today. One of these powerful and inspirational nurses is Florence Nightingale, in which we, nurses, pledged based on her ideals and theory. Nowadays, nurses have taken an active role not only in politics, but also in leadership and management. To be an effective leader, a nurse has to possess qualities of a good leader. The purpose of this paper is to select a leadership theory and how I could adapt that theory to my nursing practice.

Adaptive leadership can be compared as the evolution of the species where DNA essential for evolution is preserved and the rest is discarded away. Same goes with adaptive leadership who has to identify the necessary skills and regulates the one which are no longer useful. It has to be kept in mind that for any successful change, past knowledge and experience is very important. Even in any species adaption, almost entire percentage of the DNA remains the same. Adaptive leadership is about making the people engage in realizing the difference between what is required from the past and what needs to be evolve. He or she should always encourage people to go for new and innovative things as change is the result of various out of box thinking and experiments. Respecting diverse views or in other words, giving importance to every angle for a particular situation is an important attribute

Emotional intelligence is made up of several key components. Those components include self-awareness, empathy, the ability to recognize and moderate one’s emotions, self-motivation, and social savvy (Sadri, 2012). Several studies have shown that there is a direct correlation between effective leadership and a higher level of emotional intelligence. Management theory tends to differentiate between two distinct leadership styles – transformational and transactional. It is the former that theorists link to a higher levels of emotional intelligence in the managers, as well as higher levels of performance in their subordinates.

Everyone talks about it; few understand it. Most people want it; few achieve it. There are over multiple definitions and descriptions of it in personal files. What is this intriguing subject we call “leadership?” (Maxwell, 1993).

REFERENCES_____Yukl, G. (1998). Leadership in Organizations. (4th ed.). Upper Saddle River, NJ: Prentice Hall_____ Kotter, P. John, (1996). Leading Change, Boston: Harvard Business School Press_____Lawson, R.B., Shen, Z. (1998). Organizational Psychology. Oxford: Oxford University Press_____Robbins, P. Stephen, (1990). Organization Theory - Structure, Design, and Applications. Englewood Cliffs, New Jersey: Prentice Hall_____ Robbins, P. Stephen, (1994). Management -fourth edition. Englewood Clif

Bass, B. M. (1990). Bass and Stogdill’s handbook of leadership: A survey of theory and

Leadership has been conceived of in a multitude of different ways varying from Great man theory (Borgatta, Bales and Couch, 1954; Cawthon, 1996),

While many styles of leadership with a high probability for success exist, difficulties arise when attempting to clearly articulate a precise method effective for every situation. Our reading materials were particularly useful for highlighting precise scenarios truly reliant upon the correct implementation of leadership related concepts, philosophies and practices. The following applied learning paper provides an applicable reading materials summation while relating the information to personal and professional endeavors. In many ways, “leadership” represents “everything that’s desirable and none of what’s not (Rothman, 2016, p.66).