Essay on The Leadership Challenge

In the changing business environment, leaders of all organisations may face unprecedented uncertainty, especially the technology advancement and changes among the employees. To survive and succeed, leaders should have some necessary attributes. Meanwhile, some changes for leadership skills have to be made to confront the challenges.

1.) Throughout my entire career as a student at Iowa and as a member of Delta Tau Delta (DTD), I have sought out opportunities to better myself as a person and a leader. I have participated in a variety of different leadership academies that were offered through both the University of Iowa and Delta Tau Delta’s national Educational Foundation. I have attended the following leadership programs: FSL’s Emerging Leader Retreat twice, FSL’s Leadership Advance for incoming Chapter Presidents, Leadershape, StrengthsQuest, Student Organization Leadership Institute (SOLI), DTD’s annual Division Conference four times, DTD’s biennial Karnea, and DTD’s premiere leadership institute the Charge. I have served as a leader on campus in many different aspects.

As children, we are encouraged to be leaders; to be people that make a difference in the world and have the courage to be catalysts for change. Being on Howard University’s campus allows one to witness first hand this embodied virtue of leadership. Taking action both on and off campus, students exemplify leadership through their ability to organize and seek reform in order to truly embody the essence of the “Mecca” as well as serve and inspire the greater community around us.

The greatest lesson life has taught me is ‘the only thing that stays the same, is change.’ Too often individuals respond to change based on fear, becoming exceedingly inflexible and futile, letting an incidence define them instead of seizing the moment. However, change creates opportunity, when versed with empowerment its outcome inaugurates balance, as well as fortifies established resources and positive relationships, encouraging interdisciplinary approaches when working towards a common vision. Justly, this must unquestionably be based on sound ethical principles, integrity, and respect, to correspond as

For each individual to deliver we need to motivate the person and rewards and recognition play an important role in motivation

Abstract This article reviews the leadership literature from 1990–2005 in twenty-one major journals in order to determine the nature and extent of attention to the organizational context as a factor affecting leaders' behavior and their effectiveness. Both conceptual and empirical articles were rated as having “moderate/strong,” “slight,” or “no” emphasis on the organizational context. Those articles classified in the moderate/strong category were analyzed

Leaders must communicate the need for change widely and how that change will help everyone. Leaders need to be proactive and talk to and listen to what the employees have to say, this will help them feel involved and important doing the process.

Leadership is one of the most essential traits of being a college dean. It is the ability to guide others without force into a direction or decision that leaves them still feeling empowered and accomplished. (Hanson, 2015) Also leadership is viewed as a dynamic role that requires an extensive amount, of planning, organizing, directing and controlling for the betterment of a group or organization. In addition, studies prove that leadership is having a vision, sharing that vision and inspiring others to support your vision while creating their own. Klein, 2015) Furthermore, with the direction of an effective and efficient leader achieving the common goals and mission of a business can be obtained.

When I walked into the first class of leadership training, I thought that I had a firm understanding about what leadership was, and how to lead in an efficient matter. I quickly learned that I had a lot of room for improvement to become a better leader. My leadership journey prior to this class was not diverse, most of my leadership experiences were in athletics, there were only a few times I lead in other situations. In high school I was the captain of the varsity soccer team my junior and senior year, captain of the varsity basketball team my senior year, a member of student council my junior year, and a member of the the student ambassador program my senior year. 90% of my leadership experiences have

Organization’s today do all they can to improve their performance with an ever-changing environment. Therefore, having strong leadership is needed when addressing change. Organizational leaders need to have a well developed vocabulary to help improve performance during organizational change. Leadership has the ability to create a vision and encourage others to achieve the vision for the organization. Therefore, organizational leaders must identify the need for change and communicate it throughout the organization. However, leadership is only one piece of the equation, without involving the employees the vision of the organization will not be achieved. In order for leaders to achieve new initiatives they must actively involve employees that are most affected by the change through every process to help maintain and improve performance. Therefore, communication, human motivation, engagement, and recognition are the driving focuses for positive change and performance improvement.

The leaders must understand how the world is changing in relation to the organization and how to relate their desires for success to possible changes (Allen and Strathern, 2003). At times the first intervention must be to shake leadership reality to the possible for change as leaders can get caught in the routine of something that is working, success can build complacency. If leaders are satisfied with the way things are there is no vision for the future and change that could be made to keep the organization relevant may pass by.

There are a number of different theories of leadership styles applied in education today. One contingency style of leadership, which has triggered debate amongst scholars, is the path-goal theory wherein its primary aim is to align methodology with circumstances. The application of this theory can lead to a number of improvements in the educational setting which include increased motivation, satisfaction, and capacity. Although this theory has been in existence for more than three decades; scholars argue that it has not been adequately researched. On the contrary, transformational leadership has been widely studied and proven to be effective. The application of this theory involves the leader 1) acting as the moral exemplar 2) building awareness and articulating the vision and 3) improving team capacity. The path-goal theory as well as the transformational leadership theory will be examined in depth in order to determine future implications for educational leaders.

Understanding the tumultuous history of the organization and the impact of its leaders is instrumental in connecting the frameworks I choose for this project. While I believe most student affairs divisions’ lean towards servant leadership models, I found authentic leadership more appropriate given the complicated balance between student-centered efforts in diversity and access, and institutional mission of prestige and excellence. Authentic leadership ascended from the search for honest, trustworthy, and positive leadership approaches (Northouse, 2013; Nyberg & Sveniningsson, 2014). While transformational, servant, and authentic leadership are rooted in moral or ethical frameworks, authentic leadership differs in its

Transformational leaders set the organizational values, aspirations, and ethical measurements required. Additionally, the result of the transformational leader concerns them with creating growth of the follower. Developing the followers into leaders through coaching, directing, and raising their awareness levels to know or expect the unexpected and the overall issues of consequences. This development builds a collective future through the shared values of the leadership and the followership. The developments further drive the followership to accomplish the necessary right and appropriate good that falls within the vision and mission of the organization. Believing in the core organizational values, the transformational leader expects high performance from the followers. The followers enter the process of being a transformational leader by adding increasing influence, inspiration, and intellectual stimulation from the leader. This leadership style engages the follower and increases the expectation and set in motion a value that projects future achievements (McCloskey, 2015). All three styles complement the current leadership genres.

To explore the use of innovation and creativity in leading the early Christian communities from insular spirituality to a global social or religious force, and then apply these concepts to the challenge of organizational leadership today by using Sacred Texture Analysis understanding on how Apostle Peter was saying about the principles of the concepts to the challenge of organizational leadership today, I must use the application of exegesis with the guidance of the Holy Spirit. These are my insights. In carrying out his mission, Peter persistently had to struggle with questions of creativity and innovation. In a very significant sense, he had to disconnect himself from his personal culture in order to do so. “It is important to note the distinction between practices and principles. They start from their core and grow and evolve outward over time” (Schneider, 2000, pg. ). Peter was unreservedly transformed with Christ from his old nature. Since transformation, Peter started to see all new nature to all people without failing his integrity of the gospel of grace. At this moment whenever I think about culture, I would at least seek three different elements: