The Article ' Relational Leadership ' By James Freeman

City Youth Ministries is a family, even though they have social responsibility and a code of ethics. As soon as you watch the way Director Denise Snider interacts with the children, it is evident that this is an “organization family” treated like a “nuclear family.” (DeSensi & Rosenberg, 2010) I have also learned the value in the way we communicate with others. This opportunity showed me that a successful organization, or team, begins with enthusiastic leadership. The book presents motivation “as the basis of the function of leading” (DeSensi & Rosenberg, 2010). One day, I might find myself leading a group, and I aspire to act like Mrs. Snider. The acquisition or loss of social roles affects the psychological effects of both men and women (Wilson & Musick, 2000). Adding this “social role”, gave me a place where I felt appreciated. There was always something that needed to be done, and someone that needed to be loved. Whenever I finished an afternoon of volunteering, I was not tired or drained. On the contrary, I left with a sense of contentment and thankfulness. The children, faculty, and staff cared for each other in more than a typical organization, and I was lucky enough to be a part of

Abstract: There are numerous definitions of leadership, all of which contain elements related to people (the leader and the follower(s)), communicating in person or by the written word, actions (organizing, directing, coaching, and/or motivating), and for a purpose (meeting a goal(s) or accomplishing a task(s)) (ADP 6-22) (Fisher 2015) (Bolden 2013) (Hogan 2005). Additionally, everything done occurs within a given context. Effective leaders are poised, proficient, pertinent, and practical in the application of the art of leadership. This means leaders are ready to engage the group with effective methods and

I took something away from the different sources of power. Power is the capacity of potential to influence. Power can corrupt good leaders. Power, by its nature, it is powerful and tasteless like carbon monoxide. The more powerful one becomes, the more likely we are to overestimate our own mental virtue. There is position, power and personal power. Power can be more deadly than drugs. Many leaders allow power to go to their heads. They forget what and who was important to them. They allow power to consume them.

Communities are a crucial element to society. This being said, as leaders it is equally critical to evaluate and understand communities. Chapter seven of Komives’s Exploring Leadership assesses the dynamics of communities. Under the relational leadership model, groups are viewed as communities. These groups may not be as simple as they may appear. The main points Komives discusses is the element, practice, and development of communities.

How have you been impacted by a leader that was invested relationally? How did they earn permission to lead you?

John Maxwell once said, “Leaders become great, not because of their power, but because of their ability to empower others.” His idea is something I have always searched for in leaders I choose to follow. It is some I try to embody myself. The leader I chose to interview is the epitome of Maxwell’s words. Kyleigh Mazer, is a junior at Ball State University. She is 20 years old and is from Floyds Knobs, Indiana. Mazer is studying Entrepreneurial Management with minors in Marketing and Leadership Studies. Involved as a Resident Assistant, Excellence in Leadership (EIL) ambassador, National Residence Hall Honorary inductee and American Marketing Association member, she is making the most of time leaving her footprint on the Ball State

Performing an internet search for a definition of leadership pulls up a plethora of results, each definition slightly different from the last. The readings from the Leadership: Theory and Practice book also draw attention to the multitude of descriptions of leadership as well as the strengths, weaknesses and practical implications for several different leadership approaches. Specifically, trait, skills, style and situational. This paper will outline the implications of each of these models for my leadership profile and will also outline some insights that I have gained at the physician leadership level with my organization for each approach.

Mary used her gift of writing to effectively communicate her stance on women's rights, and help spread awareness for her cause.

My leadership philosophy is constantly developing over time. There is not one leader that stands out individually, however there are many traits from my past leaders that I use. The traits used by my past leaders help me in the development of my philosophy throughout the years. There are several values that I think make the perfect leader. These attributes are the values of humor, the will to always improve, and trust. With these three values, one can always improve the organization while maintaining high standards and moral.

This paper will highlight and reflect, on some of my nursing experiences working in the healthcare industry. However, I would like to state nurses in practice face a plethora of conflicts, ethical and moral stress. I reference more importantly ethical and moral stress, because each day a nurse clocks in to work, must diligently place duty and obligation as the driving force to care for patients. However, working within an organization, has many constraints that stem from policies and regulations, resulting in a system based on traditional values and beliefs. The systems found in the healthcare organizations are systems with departmental responsibility based on checks and balances that provides systems for responsibility and accountability. In observation and practice, I have discovered, that the systematic structures in place, are also necessary, to reinforce standards of care, quality assurance and safety of patient care. Any adverse conditions can result in costly fines and loss of licensure for the healthcare organization.

Leadership and Structure. The leadership style at MHSW resembles that of a democratic one because all leaders are given chances to voice their concerns. Every leader assesses the needs of their department by surveying staff members and patient satisfaction surveys. Although not constantly on the floor, those in Chief Executive positons attend important meetings, such as Pre-Joint Commission Survey meetings, to voice their concerns and requests. Information is then passed down to the departments through the directors. An organizational structure chart can be seen in Appendix F.

After reviewing the Relational Leadership Model, I knew right away that I felt most confident with the inclusive part of the model. I thought this was interesting because “empathy” was one of my top strengths is the survey we took last week. I think being empathetic and being inclusive connect because they both mean valuing other people’s thoughts. The reason why I feel most comfortable with the inclusive section of the model is because I feel that being open to different values and opinions is just a way of life for me. I could never imagine myself shutting down someone because I disagreed with their opinion. In fact, I think it is important to understand people with opposite beliefs because it allows me to understand the roots of their thought process and strengthens my own way of thinking. I know that keeping an open mind to new perspectives and ideas can only broaden my way of thinking and allow me to engage in learning new information even if I do not necessarily believe in it.

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.

Problem employees inevitably surface in most workplaces and sometimes employers need to counsel their employees and on occasions employers must discipline the employee. In an organization top-management often formulate the standards that supervisors must use when they have to deal with problem employees. A supervisor must have the skills required to organize, staff, lead, and control which includes the ability and talent required to deal with problem employees.

Leadership skills can be learned and practiced. It is not necessary to be an outgoing or charismatic person to be a good leader. A good leader learns from the different circumstances that their life presents and uses this to enhance their leadership skills.