Adaptable Leader Principles

Many of the motivational methods that Coach Meyer’s uses can be easily adapted to any small group setting. He wants his players to not only be accountable to the coaches, but to each other, so he created a leadership committee that consists of team players representing each grade level. Coach Meyer says, "We are looking for the Leadership Committee to enhance team chemistry, police the team from within and exemplify what it means to be leaders, both on and off the field." (www.teamcaptainsnetwork.com). The Championship club is designed to reward players for academics, success on the field, with conditioning and training, and in their personal lives. Coach Meyers likes to recognize and reward achievements. Part of being an effective leader is building relationships. Coach Meyers and his coaching staff do everything they can to know as much about each player as possible. He hopes that by building relationships on and off the field will encourage the players to do their best and they will not want to let you down on the field and off the field, (www.teamcaptainsnetwork.com).

Throughout this paper, this author will provide insight to the Magnet designation, comparing leadership and management skills, styles, and theories on this subject. The author will address to the reader her own professional and personal philosophical approaches to leadership in the Magnet journey.

Properly applied transformational leadership (TFL) behaviors can increase positive affect on creative behaviors (or creativity) at different levels within the organization. The authors further break down affect as valence and activation. Valence is defined as a positive or negative emotional response to the TFL behaviors. Activation is defined as how engaged a person is in accomplishing creative behaviors based on the TFL behaviors.

Transformational leaders concentrate on transforming others to exceed beyond the norm with the purpose of improving the ability to innovate and adapt in the team environment. As a transformational leader individuals may also develop particular aspects of the teamwork process such as resolution of conflict, communication among the team, and cohesion (Dionne et al., 2004; Tabassi, A. A., Roufechaei, K. M., Baker, A. H., & Yusof, N., 2017). This is an aspect that I practice frequently. If "outside the box" thinking is needed, it is encouraged within the

This book helps you to understand your leadership style and how it affects performance. Following the eight simple yet powerful principles outlined in this book will enable you to develop trust in yourself, trust in other people, and trust within your team. Building trust will set you on the path to great leadership and a growing, sustainable business. You can develop a sense of passion and focus for your teammates and the organization. Embracing the importance of helping others succeed can always be a beneficial to you and your company. This book also makes you realize the importance of becoming an enduring leader. It also prepares you to progress forward as a Trust Me

The three ways leaders regulate change are through creating a holding environment, Provide Direction, and regulate personal distress. The first way is to create a holding environment establish an atmosphere in which people can feel safe tackling difficult problems, but not so much so that they can avoid the problem. The second way is to provide direction, protection, orientation, conflict management, and productive norms. This helps to identify the adaptive challenges that others face then frame these so they can be addressed, be responsible to manage the rate of adaptive change, orient people to new roles and responsibilities, handle conflict effectively, establish productive norms. The third way is to regulate personal distress , leaders need to keep people focused on the hard work they need to do and the tension that accompanies that, while at the same time being sensitive to the very real frustrations and pain that people feel when doing adaptive work, leaders need to make sure they have their own act together

When it comes to change models and how it impacts organizations great leadership will always be needed. There are so many different models of change to use in order for you and an organization to be and run successful. In most cases changes are needed even if we do not see it that way. If we are able to start any change process before things get out of control then we are already off to a great start. But if we are not able to do it that way then that is no problem, just will take more communication, listening, believing and even seeing how good these changes are going to play out in the long run.

Out of all the different concepts in Module 5, The Adaptable Leader, Individualized Consideration (Caring) is the one concept that I found the most important. A form of adaptation is adjusting my preferred leadership behavior to the present circumstances to realize goals and shape my Airman. Caring stood out the most to me because it is my highest scoring area in the Self-Assessment of Leadership Behavior results. Also, it is the most important to me because I want to use the most effective management style, Transformational Leadership. Individual Consideration is paramount to me as I want to adapt my strongest area to close the gap between my other Transformational Leadership behaviors.

In many ways, leadership to me is an art form. There are very specific challenges and demands an artist will faces when completing a single piece of work. Artists will use their skills, abilities, creative processes, behaviors, and tools to meet their challenges and demands, drawing from past experiences, learning and input from trusted sources, time tested and proven techniques, and quite possibly a little innovation to overcome adversity and produce something which is amazing and often times can be closely replicated but never repeated. In essence, the results are unique because the situation is unique. A good leader in today's world works in much the same form and fashion, using similar experiences

Out of all the leadership styles found in Northouses’ textbook I classify my interviewee as having an Adaptive leadership style. “ It (adaptive leadership) focuses primarily on how leaders help others do the work they need to do, in order to adapt to the challenges they face” (Northouse, 2015, p. 258). The O.R. Supervisor discussed many times about everyone helping each other out to accomplish their goals. Even in her free time she would go to other areas, such as pre-op, PACU or with techs, to help them with what ever they needed. She clearly deals with the mix technical and adaptive problems when new policies and procedures are put into action. As the book states, the leader may act as a resource for others and provide support, but the people need to do the work- they need

One concept that I found valuable in Module 5 falls under Change Management: Three Elements of Adaptability. The Three Elements of Adaptability consist of Cognitive Development, Emotional Development, and Dispositional Development. I found these concepts important because change is inevitable and to be an effective NCO you need to be able to accept the change and motivate others to do the same. If you are incapable of accepting that change, then it will reflect on your subordinates and effect your work center negatively.

Belief must be the foundation for becoming an effective leader. In the book, Strength Based Leadership, Belief is presented as one of the strength characteristics of a leader: "People strong in the Belief theme have certain core values that are unchanging. Out of these values emerges a defined purpose for their life" pg. 123. A strong set of core values provides the leader with a consistent point of reference and a moral compass. My core values are rooted in my faith in Jesus Christ as my personal savior. These values include honesty, integrity, respect for self and others, charity, and love; I believe these values are the cornerstone of positive leadership. Maintaining my faith through prayer, study of God 's word, and appropriate mentorship is my plan for continued development of my leadership skills.

I have worked with and known leaders. Leaders who impacted change, leaders who hindered change, and leaders who have simply maintained. Having formed opinions on certain practices that can contribute to enhancing effective leadership, I had never deeply assessed or identified the practices that can promote, guide, and enhance organizational change and improvement. When I read, Implementing Change Patterns, Principles, and Potholes, by Gene E. Hall and Shirley M. Hord (2015) I was presented with two types of leadership that are essential for conversation and community work.

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.

Another thing is that a person needs to be adaptive to the environment. It makes sure that there are less gap reality and values beyond survival. Human beings because of the adaptive process have been blessing with the ability to learn(leadership without easy answers (Heifetz, n.d.). This learning helps oneself in motivating and taking the organization beyond. People who are able to adapt in time are the only ones who can survive the future complexities. As they are able to predict in advance