Leadership Skills Used By Iacocca & Whitney

We have learned that good leadership involves enabling others to act on behalf of your cause. One person cannot achieve a meaningful transformation on their own; they need others to support them in order for something noteworthy to be achieved. Before this can happen, a leader needs to recognize the areas of leadership that require improvement in order to effectively improve their team, and themselves. After reading Challenging the Process, and Enable Others to Act, I have been able to evaluate how these practices will improve the three leadership areas that I chose in Module One.

Leaders can improve the chances for a successful change outcome by following Kotter’s eight-step change theory. Pick three of the eight-step change theory components and give an example for each of how leaders can implement it to effect change. Respond substantively to two other students’

“At times of change or dealing with uncertainty or in a crisis-- that is when the best leader will shine” (Ellis, 2016). A leader who can work effectively in a complicated, unpredictable situation is a competent leader and he tirelessly works to improve his capabilities (Ledlow & Coppola, 2010). All great leaders are known for communicating effectively what they want to achieve. They are visionaries who have the ability to lead others toward a shared goal (Gibson & Weber, 2015).

Throughout this entire course we have learned many concepts and strategies to synthesize and use leadership as a means of working in a group setting. These concepts allowed us to learn not only how to lead other

Leaders change systems, structures and policies that have not yet been confronted. They hire, promote and develop employees who can implement the vision for change. In addition, they revitalise the process with a new round of projects or change agents.(Cengage Learning AUS, 2015)

This report provides invaluable information which allowed my co-workers to anonymously evaluate my performance as a leader. Their comments and observations regarding my leadership style allowed me to receive an unbiased truthful look at my performance and the way I’m perceived by others. The results from this survey gave me a stronger understanding of my strengths and weakness, which sometimes differed from my personal self evaluation. I strongly encourage this feedback report to be used by others at least once in their career. I will consider the feedback my colleagues provided me as I grow as a leader, as well as reduce my own self

State what occurred in the case regarding Kotter’s steps 3 and 4 of developing a vision and strategy and communicating the change vision (two to three paragraphs).

Part 4: Be A Leader: How to Change People Without Giving Offense or Arousing Resentment

The way I look at and feel myself today would readily reveal not only the palpable changes in me but the undeniable transformation that happened to my whole self brought about as a product of my undertaking the Superintendents’ Leadership Program. A number of my subordinates and local stakeholders have noticed that difference in my person since I subjected myself to the strenuous but enjoyable regiment of the Superintendents’ Leadership Program.

A leader must also communicate clearly and integrate accountability within the youth organizing field in order to effectively create sustainable positive change in achieving a common goal. Prior to taking this course, I neglected to acknowledge this key component out of a general fear that holding people accountable may cause my students to dislike me and thus if they dislike me they would not follow. However, I have seen in the Peterson Case the fallacy of this in the ways in which he failed to hold his team accountable and ultimately his team was less successful in reaching their common goal under his leadership because of it. To accomplish accountability, I would like to begin imparting Charlotte

Erica Higgins started her presentation with a quote from Arnold H. Glasow, which was, “A good leader takes a little more than his share of the blame, a little less than his share of the credit.” This quote immediately set the tone for the entire presentation. As a leader, it’s not about playing the hero or being some huge winner. Typically to your subordinates, you’re the coach or the facilitator for your team to be successful. Sure, you may have some bright idea that you came up with, that separates your team from others. But as a leader, it is your job to come up with these ideas. However, who is really responsible for executing these ideas? It is those below you, who are working under your beliefs. But how do you get your subordinates to work under your guidelines? To answer this question, Erica used the Vice Chairman of Wealth Management at Morgan Stanley, Carla Harris’s advise. Be authentic and train people’s

Feedback is a key part of a Leadership Development Plan (LDP). It is designed to improve the performance and share information during this process. Feedback is essential and should be clear about its purpose and intent. It is important to address feedback with the specific individual that it 's intended for. This will help limit confusion and negative feedback. This paper will identify the different types of feedback that will be in the Leadership Development Plan, along with how often each type will be used. In additional to how the feedback will be discussed, tracked, and will also provide sample forms that evaluate the feedback. “Let no one seek his own good, but the good of his neighbor (1

A leader’s involvement and corrective action is nationally shared with the public. Whether it may be through conferences and or civilian recordings, any and all leaders moves are closely watched. An

In order to move forward and keep ahead, I believe an organization need change leaders who have capabilities to have their workforce go from change avoidance to change acceptance. “One of the most significant strengths of an effective leader is the ability to create a positive work climate where people are energized to do their best work, free of unnecessary distractions” (Cronkite, n.d.). During this part of the change process I feel the change leader would have better success if he would be tactful and harness the skills of others by working in a collaborative rather than hierarchical way. Leadership in an organization involves instilling motivation and enthusiasm in the employees. An effective leader knows how to manage and tackle difficult situations and people. Many reasons can cause a force of change in organizations but I feel it’s up to change leaders to manage these planned and unexpected changes. (Word count: 548)

Leadership often promotes healthy feedback, and training curriculums have been devoted to the field of conflict resolution. However, within the most