How Leaders Think By Roger Martin

First published in 1987, The Leadership Challenge is a guide for becoming leader. The book received many awards and its above two million copies are internationally sold. The book teaches principles of leadership that apply whether the leader is running a sports team or a fortune 500 organization. The book includes stories and examples of many leaders from micro to macro level (Founders and Authors, 2013). The basic leadership principles can be adopted by anyone to challenge status quo and increase leader productivity multifold. The book tells about the flow and hierarchy of values too (Machedo, 2013). One can use the guide without an instructor to develop leadership traits.

The concept of effective leadership is a topic that has been widely debated by individuals and professional leaders in many societies. In Kevin Cashman’s book, Leadership from the Inside Out: Becoming a Leader for life, the author reveals that leadership is defined through a person’s understanding of their internal nature, rather than the values, beliefs, and morals a society claims that a leader should possess. Even though Cashman does acknowledge the importance of the societal view of leadership, he argues that true leadership is defined by an individual’s understanding of their internal essence. In each chapter Cashman strongly debates that leaders lead by virtue of who they are. He defines this outlook on leadership as the Inside-Out Leadership Method. This is a method that allows an authoritative figure to develop a strong understanding of their physical, mental, and spiritual essence to lead others towards a mutual goal.

Week’s Work: This week was a discovery of my personality, strengths and weaknesses, and spiritual gifts. Before taking administering the various assessments, I spent a great deal of time reading on the importance of the emotional health of a leader by Peter Scazzero. Additionally, I performed the emotional assessment from both of Scazzero’s books, The Emotionally Healthy Church and The Emotionally Healthy Leader. Each assessment focused on the various aspects of emotional health. I was challenged by the results of the assessments. According to Scazzero’s assessments, I function as an emotional adolescent. However, in the area of embracing grief and loss, I am an emotional child. The finding forced me to evaluate how I handle

A leader must be able to connect with the people he or she is leading. It is the responsibility of a leader to bring together the people and resources needed to move forward or grow. Leadership is measured by its ability to generate and direct movement.

Andersen, JA & Hansson, PH 2011,"At the end of the road? On differences between women and men in leadership behaviour", Leadership & Organization Development Journal, vol. 32 no. 5 pp. 428 – 441

| It is important as a manager and leader to develop yourself within your role personally and within the organisation, both will gain from this. Within the modern world skill sets are updated and change

What is my leadership philosophy? That is a very good question which made me think for a while. First, what does the word philosophy really mean? The dictionary says the word philosophy comes from the Greek roots philo- meaning "love" and -sophos, or "wisdom." But what does it mean to me? Is it a way of life? Or simply what my values and beliefs are and the fact that I have control over it and it can be changed. After pondering over this question I can say my leadership philosophy is to make sure Soldiers are not being used as a

John Mearsheimer’s Why Leaders Lie is a thought provoking book about lying in the international system. He discusses several types of lying and he gives us many historical examples of well-known leaders not telling the truth to the public. Mearsheimer also informs us that leaders do not usually lie to each other. He has good information and ideas in his book that makes you think about whether or not you have been recently told lies about foreign policy, but is his information still relevant in today’s society?

Briefly, managers and leaders retain similar qualities such as an ability to motivate and influence individuals to work towards the same organizational goals. Optimally, those leading an organization will possess management skills and leadership to aid in making improvements and decisions. Therefore, organizations require exceptional guidance and the espoused leadership philosophy regarded as most effective is holistic leadership. In order to achieve their goals and visions, organizations should utilize holistic leadership to be efficient.

Someone once said that “The biggest room in the world is the room for improvement”. Personal development continues throughout our whole lives, and enables us to continuously become better people- professionally and personally. The article Brand New You enables readers to gain understanding of how to stand out and ensure others see you for what you want to be known for. In this article, Barez Brown, a founder of a company dedicated to leadership training gives his insight too in how individuals can develop themselves, and change for the better.

The second step in the change theory is the transition stage. Once people are unfrozen, the problem now shifts to how to keep them going. This is now the actual change process a stage that is characterized by confusion as people try to change from the old to new ways. This stage is further characterized by fear because people tend to be unsure and is the hardest step in the whole process (Schein, 1995). During transition, new behaviors are developed, values and attitudes. It is achieved through development techniques and change in existing organizational structures. People undergoing this stage need to be given ample time to adapt to new ways. Of uttermost importance during this stage is support. Support is offered in terms of coaching and training as well as acceptance that mistakes will be part of the transition process (Smith, 2001).

James MacGregor Burns said it best, “Leadership is leaders inducing followers to act for certain goals that represent the values and the motivations-the wants and needs, the aspirations and expectations-of both leaders and followers. And the genius of leadership lies in the manner in which leaders see and act on their own and their fellow 's values and motivations”. As one reads this statement, one naturally reflects on personal leader experiences or ones learned through academic or professional studies. Abraham Lincoln, especially during his presidency, exemplified Burns definition of a leader.

One strength good leaders bring is to switch their leadership styles depending on the situation (Darling & Heller, 2012). This is like situational leadership and it is important in organizational change as well. Situational Leadership is a model designed by Dr. Paul Hershey in the 1960s which focuses on how managers can develop competencies to diagnose, adapt, communicate, and advance the situation they are in (The Center for Leadership Studies, n.d.). Hershey stresses the importance of relationship of the approach of the leader and the readiness of the followers for a specific task (The Center for Leadership Studies, n.d.). This is the same as a change manager. Although dominant forces are often the initial go-to for change managers, good change managers must assess the situation and apply the needed ideal change manager to the situation. Because of this, regardless of the dominant change manager, it behooves an effective organizational leader to understand the different images of change and how they can influence a change’s successful

In the article “Leadership that Gets Results,” Daniel Goleman suggests that there is a relationship between three concepts: the elements of emotional intelligence, the six leadership styles, and an organization’s climate. Describe the way he believes that these concepts influence each other. You may include a drawing with boxes, arrows, and the like if that helps you to explain your thinking. Ultimately, he argues that these concepts influence organizational performance. Do you think he makes a compelling case for his position?

This pocket guide is an ideal primer for new supervisors or management candidates. It introduces tools and techniques for empowering, building trust, communicating effectively, coaching, motivating and using participative management techniques.