Credibility Sparknotes

Philips brings to light that once you lose the confidence of others you can never regain their trust. Bruce Avolio (2005) in his book Leadership Development in the Balance backs this principal by the statement, “There is no doubt that the bar has shifted upward in terms of what is required of leaders to build trust, as well as the impact their mistake has on our trust in them” (pg. 124). Both writers are calling our attention to the fact that we need leaders of integrity in their public leadership as well as their private lives. This life of integrity inspires trust, honesty, and loyalty in those that follow this type of leader.

The idea of injecting a servant leadership approach within a society riddled with thoughts and desires to be #1 is counterintuitive to not only the culture, but the very nature of man. We would all agree that modeling the behavior that Jesus exhibited in the upper room isn’t what we all aspire to do—at least on a very basic, natural level. However, this is the very idea and hallmark that author James Hunter is trying to instill in others in his book The Servant. That is, that we should lead people the way that we would want be lead ourselves—that the essence of ultimate leadership can only be expressed through love. Points such as others’ centered leadership, values for individual development as a leader and how these expressed

In the book “Overthrow” Stephen Kinzer breaks down the three different kinds of interference that the United States used to overthrow 14 countries. At the beginning of the book, we see that the United States overthrew Hawaii, Cuba, Puerto Rico, and the Philippines because of their imperialistic grounds. The United States overthrew this countries to expand its power and also because they wanted to protect American businesses. In the second section of the book Kinzer discusses how America overthrew leaders that they felt were leaning towards communism; countries such as Iran, Chile, South Vietnamese, and Guatemala were some of these countries that got overthrown. Threats of communism was either misinterpreted or a veil to disguise imperialist

The Troubled Man Louie Zamperini a name that should go down in history. Louie could run a mile in 4:07.9 (indoors). He survived 47 days lost at sea, on a raft with 2 other people. He also survived 4 POW camps. In the book Unbroken by Laura Hillenbrand Louie Zamperini appears to be very determined and resourceful.

The book Unbroken details the struggles and hardships Louie Zamperini found as a P.O.W. in Japan during World War Two. Laura Hillenbrand wrote ths nonfiction novel about Zamperini's life as a troublemaking youth, a soldier, and his post bellum life as a family man and community leader.         Louie Zamperini was born in Olean, New York to parents native to Italy. His family moved to Torrance, California, where he became a troublemaking youth who was always fighting and getting into trouble. Zamperini was known as a public nuisance to the town, until his brother, Pete, put him on the right track.

Ciulla, J. B. (2014) The Bogus Empowerment of Followers. In Ethics, The Heart of Leadership, J.B. Ciulla (Editor), pg. 82-103.

Three weaknesses of authentic leadership are: lack of trust demonstrated from top to bottom and vice versa, a lack of development due to the infancy of this theory and the pursuit with passion can lead to a blind pursuit. Trust must be given in order to receive it, if managers are not being fully authentic with their employees, the trust and level of commitment expected will never be reciprocated. Although John usually displays this trust to his team, he is only human and at times, as with any other manager or person, people are not trustworthy. For example for years, Big Hospital has preached that everyone is a family, yet, due to certain circumstances, there had to be a lot of layoffs, and whether granted or not, this is looked as being deceitful or not being honest with your employees. The second weakness of authentic leadership can be related to its infancy and its lack of leadership development. Fusco, T. (2016, p.119) argues that the next challenging frontier is to establish genuine leadership development. Often times, leadership seems to simply fit someone’s personality, however, leaders must continue to read and develop oneself to become a better leader, either through experiences or personal training. Big Hospital provides continued training for all its employees, and although some may take it more than others, employees are often encouraged to take training classes. Lastly, the third weakness of this theory is that of a “blind pursuit” or following an idea with

Ethical leadership practices shape and support trust, and trust is decided to a great extent by the conduct of the

Servant leadership is a theory based on Robert K Greenleaf’s belief that all men have a primary motivation to serve others and through this service they aspire to lead (Parris & Peachey, 2012). Although this leadership model has very little in common with charismatic and situational does however compare to transformational leadership in several areas. The main area of commonality between the two can be found as transformational leaders serve as stewards to change enable the followers to accept the change and move forward with the organization (Tichy & Devanna, 1990, p. 75). In essence, servant leadership becomes the long-term transformational approach to life and work.

Credibility is the measurement by which one's reputation is evaluated for the presence of 'trustworthiness in work excellence, the ability to empathize with those who are in your employ or those who are your employers, as well as one's corporate and personal values; notwithstanding, one's ability to deliver on promises' (Cardon, P., pg. 3, 2013). Therefore, in order to achieve credibility one must utilize the key elements which formulate credibility. As it stands, the key elements which formulate credibility are competence, caring, and character.

A surge of research began after Luthans and Avolio in 2003 conceptualized a new model that included positive organizational behavior, transformational/full-range leadership, and ethical perspective-taking (Gardner, et al., 2011). Luthans and Avolio (2003) utilized a pragmatic approach to identify two key elements that should be included when discussing the concept of an authentic leader, to include the authenticity of a leader and the

Authentic leaders create healthy enterprises for the long term and almost without exception, emerging leaders have solid values and a sense of purpose. We are looking to make a difference, to contribute to a worthwhile cause through our work and to find a reasonable balance between our work and home lives. In addition, to work where we trust the leaders and share a common set of values is essential to the chemistry involved in organizational leadership. “We have different gifts, according to the grace given us. If a man’s gift is prophesying, let him use it in proportion to his faith. If it is serving, let him serve; if it is teaching, let him teach; if it is encouraging, let him encourage; if it is contributing to the needs of others, let him give generously; if it is leadership, let him govern diligently; if it is showing mercy, let him do it cheerfully” (Romans 12:6-8, 1984, NIV).

In order for us to understand the foundation of credibility, we must first know what credibility is. Credibility has varying definitions, among different people. When we look at credibility, there are four general characteristics we seek to find in our represented leader. These individuals need to inhibit honesty, they need to be forward looking, they need to be competent, and finally they need to inspire people (Kouzes, J.M., & Posner, B.Z., 2012). As credibility is the forefront of leadership, being able

What is the stimulus that encourages the emergence of a great leader? Robert Greenleaf’s theory of Servant Leadership places emphases on the individual, who is instinctively a servant.

Within each organization there should be effective leaders who should be able to maintain an organization’s vision and mission. These leaders are part of the management that can effectively lead a growing organization to succeed. There are various tools such as character traits, influence, persuasion, and change which can help an effective leader manage. A manger/leader should be prepared to persuade and influence others by using their character traits. Theories of leadership, management, and influence and change will be a major topic in this paper. This paper will discuss each of the elements of leadership and management, and how influence, persuasion, and change can affect the outcome.