Kozner's Evidence Based Leadership Framework

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.

Literature states that leadership is displayed as a persistent and positive activity (Fitzgerald and Gunter, 2008 cited in Siraj-Blachford and Hallet, 2014, pg.9). According to Rodd (2006), early childhood practitioners need to be effective leaders to make sure their roles and responsibilities are carried out effectively. Although leadership can be learned or developed, it is important that all individual gains access to professional training and opportunities to practice, refined and broadened (Rodd, 2006). Therefore, the importance of leadership and implementation to the setting is recognized by all Early Years Leaders. Leadership can be displayed as a process in which one person, usually it is the leaders role and responsibility to set the purpose or direction for one or more other persons. Then later on gets them to move along together with him or her and with each other in that direction with competence and fill commitment. (Jacques and Clement, 1994, cited in Briggs and Briggs, 2009). Siraj-Blatchford and Hallet (2014) adds that leadership is also known as a process for personal and professional learning and development; organizational change and improvement. Rodd (2013) defines leaders working in early childhood sector as people who are able to influence the behaviours of others to achieve a certain goal or planned outcome. Similarly, leadership in the early childhood sector appears to be more of a result to groups of people who work together to influence and inspire

Effective nurse leaders are often flexible and are able to change style of leadership to suit changing circumstances. They ensure that their people are regularly being challenged to grow and learn. Nurses show leadership by giving feedback and empowering others to bring out their best and the opportunity to grow. I believe that good leaders help people to see that what they do makes a difference. Nurse further their education to expand and gain knowledge so they can render excellent quality care that patients deserve. Also, the leaders would also help other nurses to work as a team to help the facility run to deliver high-quality care. A leader, “should think and talk about future trends that will affect the team's work, and make sure you communicate your vision to your team regularly” (Pearce, 2007, p. 25). I vision a leader as someone who can move others in achieving their goals and mission. For instance, our nurse supervisor addresses the

Let’s face it, if you can’t influence, you cannot lead. But for transformational leadership, it’s not

Additionally, " Transformational Leadership inspires wholeness of being, so your thoughts, feelings and actions are consistent. It is about leading with an integrity and authenticity that resonates with others, and inspires them to follow. Not only does it inspire others to follow, but to become leaders themselves" (Cox, 2007, p. 10).

Devine and Winter (2012, p. 25) state, “there is nothing magical about leadership, and there is nothing magical about teaching it or learning it.” They go on to define leadership as the ability to influence those who work for you to want to accomplish and strive to reach organizational goals and objectives. Those who influence others must understand the theories of motivation so that these theories can be applied, communicated and taught in order to motivate followers (Devine and Winter, 2012). Different from supervision, leadership implores the desires of those around you to want to succeed in meeting a goal through you the leader’s motivational abilities.

The best leader I have ever had was the director in the Cardiovascular Intensive Care Unit when I started. She was very caring and compassionate. She did everything she could to make the unit a better place to work. She would always ask for the staffs opinions when changes occurred. She supported the bedside nurses and stood up for them if another Licensed Independent Practitioner was impolite or not performing in the best interest of the patient. She knew all of the bedside nurses by more than just our names. She was in the unit frequently and would even take a patient assignment when the unit was really busy or just short staffed. When she corrected or had to counsel an employee she was always very positive in her delivery. She definitely

With an inexhaustible curiosity Tom can be counted on for a highly collaborative, reliable, but flexible use of evidence based facilitation and coaching methods. Tom Krapu, PhD, PCC helps his organization leading clients create impact across their organizations that lead to lasting and meaningful results. Whether it is developing leadership or creating a powerful culture in their organization, Tom's optimistic, but real facilitation expertise and leadership coaching increases the effectiveness and sustainability of the organizations where he works.

During the video, Group Work: Leading in the Here and Now (Association for Specialists in Group Work, 2008), Dr. Peg Carroll led a group through the initial stage of group counseling. As Yalom and Leszcz (2005) stated, “in the beginning, the group needs direction and structure,” (p. 313). Dr. Carroll demonstrated an active approach with the clients in the group, often redirecting their comments internally towards one another. For example, at 11:20 in the video (Association for Specialists in Group Work, 2008), Dr. Carroll directed one of the clients, Art, to direct his comments to a specific individual. This occurred multiple times during the course of the session, and demonstrated Dr. Carroll’s ability to actively facilitate group communication towards one another.

Yammarino, F.J., Spangler, W.D., & Bass, B.M. (1993). Transformational leadership and performance: A longitudinal investigation. Leadership Quarterly, 4, 81–102.

Remember the Titans, is a great movie to analyze the different types of Leadership observed in the movie, and how their talents and skills put together empower the football team to become the best overcoming the serious racism problems of that time. In the movie “Remember the Titans,” there are a few different leadership styles covered throughout the movie. All the leaders observed in the movie motivated their players in their own ways. A good leader motivates others to develop qualities and train them to always do better. This movie shows how coaches and team players showed their leadership qualities, and strengths as leaders.

David Novak’s point of view is that leadership is not about techniques; rather, it is about empowering people. Novak, Chairman and former CEO of Yum! Brands, believes in the power of taking people with you to accomplish big things. This is “the job of every leader…it’s not something that can be delegated” (Novak, 2013, p. 221). Honestly, the title of the book says it all. While I believe the book is written for individuals who hold leadership positions, it could also be useful for anyone wanting to improve their leadership skills or even grow as an individual.

Reviewing this chapter as whole, I noticed that there is no fixed approach mentioned towards a leadership style, rather it suggests that range of different leadership style must be adapted based on the situation. Furthermore, I found out that this chapter lacked some useful information which should have been

Effective leadership is a key enabler as it provides the vision and the rationale for change. Different styles of leadership have been identified, for example coercive, directive, consultative and collaborative. These different styles may each be appropriate depending on the type and scale of change being undertaken. For example, when there is a large-scale organisation-wide change a directive style has been identified as most effective.

Hanna Anderson applied value-based leadership in terms of the orgnisation’s choices related to P-O-L-C through quality products. The confounders of the company had the desire to trade in quality European-style children’s clothing in the early stages of the formation of the company. This implies that quality was one of the values they incorporated in their company during the planning stage before they actually started business. Planning according to Robin, S.P. et al (2012) is coming up with the organisation’s objectives or goals, established an overall strategy for achieving those goals, and developing a comprehensive hierarchy of plans to intergrate and coordinate activities.