...McEntire, Lauren E., and Tiffany Greene-Shortridge. "Recruiting and Selecting Leaders for Innovation: How to Find the Right Leader." Advances in Developing Human Resources (SAGE Publications) 13, no. 3 (2011): 266-278. Summary and analysis of the article The article discusses the issues and strategies in selecting effective organisational leaders and successors. It highlights the importance of the innovative organisational leaders and the challenges faced sourcing for them. The article provides detailed methods to recruit leaders such as behavioural psychological assessments, personorganisation fit assessments, behaviourally based interviews and innovation targeted succession planning. It also explores the benefits of new approaches such as social networking media and websites to find the best leaders available to the organisation and traditional ways such as mentoring programmes to develop potential leaders. The purpose of the article was to review the importance of organisational leaders and the process of selecting the most suitable one. It highlights why the process itself is very important and how it affects the outcome of the selection greatly. The authors depended greatly on other research papers and scholar journals as evidences to justify their choice of strategies. Most of the strategies presented were also echoed from other researchers and reporters. For example, the authors mentioned social networking medias and websites as tools that could assist in the recruitment...
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...(2010) posit that “there is a relationship between the level of environmental turbulence and forces for change”. This has placed hyper-competitive demands for organizational change where organizational leaders are faced with the experience and challenge of whether they have an option when it comes to change (Boston 2000). However; despite the importance for organizational change, Durant (1999) notes that 60% - 70% of all organizational change projects fail with tremendous cost implications to the organizations in resources, time, money, etc. This has given rise to growing concerns at this time when change has become a norm in the life of organizations as a strategy for competitiveness and sustainability in response to the business environment (Connor et al 2003). Durant (1999) posits that one of main reasons for failed organizational change projects is linked to the role of leaders in organizational change. It is no doubt that organizational change involves complex and challenging change processes; thus, the imperative role of leadership been noted as key in addressing the complex and challenging issues of organizational change (Kennedy 2000). Senior & Fleming (2006) in discussing the role of leadership in organizational change posits organizational leader as an agent of change shouldered with the responsibility of taking the initiatives and practical steps needed in bringing the desired change in the organization. This brings us to a very important question:...
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...it is also a more underlying charisma that is a motivating factor for those who follow a leader on a deep personal and emotional level. The ability to lead is an enviable skill that some are born with and some acquire and fine tune through the span of a life time. Simply because a persona is a leader, does that make them a worthy manager? What really identifies a person as a leader? There is an overwhelming amount of information available on the topic of leadership. Although leadership is a learnable skill, it takes practice to continue learning and growing in one’s role. Leaders can have both a positive and negative impact on those who are following, “an implicit lesson for leaders is the value of being conscious of what influence tactics one uses and what effects are typically associated with each tactic. … Leaders should pay attention not only to the actual influence tactics they use but also to why they believe such method is called for.” (Hughes, Richard, & Curphy, 2012) The influence that a leader can have on another is that of power. It is the potential to influence the behaviors used by one person to modify the attitudes, behaviors and possibly even beliefs of another. Being a leader sometimes requires one to step up and be courageous in making decisions, “leaders face dilemmas that require choices between competing sets of values and priorities and the best leaders recognize and face them with a commitment to doing what is right, not just what is expedient...
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...challenged to its core Kouzes &Posner (2002). Due to Jean’s servant leadership, the company survived the earthquake as an ongoing concern and continues to thrive as a trusted firm that employs 200 people and handles over two hundred million dollars in charges for more than twelve hundred physicians in eighty-four medical groups throughout the United States Kouzes & Posner (2002). This paper will identify the servant leadership dimensions demonstrated by Jean Campbell that contributed to Synergistic Systems Inc. not only surviving the earthquake but growing and thriving during this unfortunate incident. Jean Campbell Profile in Servant Leadership As Jean Campbell was looking at the damage to SSI that had taken place from the earthquake, she was already formulating a plan for keeping her clients informed of the company’s status. Communication and listening not only to ones followers, but to one’s clients is a characteristic of a servant leader Northouse (2013). By applying this characteristic, Jean demonstrated to her clients that although SSI had been struck by disaster that she were also mindful of their needs. Jean’s initial objectives were to keep revenues flowing to her clients and to be fully operational within two weeks Kouzes &Posner (2002). This is an excellent demonstration...
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...Trying to analyze the notion of leadership through a real example, we will now investigate the enterprise I work for and its Managing Director in particular, being a leader of the enterprise, but also a representative of the local authority. The enterprise in question is Aitoliki Development Enterprise, the company I work for since 2006, which was established in 1994 with the title “Development Company Apodotias – Ofionias SA (ANETAPO SA)” for the better use of natural resources of Mountainous Nafpaktia. Nowadays Aitoliki Development Enterprise S.A. represents 13 Organisations of Local Authorities, 2 Agricultural Cooperative Unions, 1 Commercial and Small Industrial Union of Nafpaktia, 1 Organization of Cooperatives of Νafpaktia, 1 Nautical Association, the Local Municipality and Community Association of Aetoloakarnania, the Chamber of Commerce and Industry of the Prefecture of Aetoloakarnania, the Technical Chamber of Greece, 1 fishermen association, 1 association of people with special needs and the Local Association of Solid Waste Management. It represents Local Authorities in the prefectures of Aetoloakarnania, Fokida and Evrytania and is considered a transrregional company (Regions of Sterea and Western Greece). The company intends in the rational utilization of natural resources of Aetolia, through activities that contribute in the creation of initiatives, programs and collaborations and point out the comparative advantages of the region, giving answers to the following...
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...Leadership Characteristics By Kayla Geiger 4/28/13 I admire the organizational leadership within the company that I am employed. I want to highlight on the last five years of Montana-Dakota Utilities before getting into detail about specific styles of leadership that I agree with. The company in the last 5 years has went through several major changes that displayed the importance of leadership. We have purchased other companies which eventually went through merger to be more streamlined. We have changed Presidents and Executive officials. All these changes have been completed with minimal loss and structure change. We have some very important statements that our leaders follow by. We are four brands that have become one utility. With Integrity, create superior shareholder value by expanding upon our existing expertise to be the supplier of choice in all of our markets while being a safe and great place to work. While utilizing existing expertise, safely provide value added products and services that exceed customer expectations. There is a lot of positive direction in those two statements. Our leadership is driven to provide the best and safest products that we can. When the company first started its merger in 2008, there were several changes announced in a short period of time. Some of these changes were people losing their jobs and others were department restructuring. The people involved in either change had some important movements coming...
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...personal stature, controlling access to information, not revealing real intents, building coalitions etc. Interplay between leadership, authority, influence and followers How organizational politics is related to leadership can be better understood from the fact that organizational leadership occurs in the context of groups, where followers are influenced by the leader to ensure their commitment and voluntary involvement towards predetermined outcomes. Political climate of an organization is impacted by a leader through treatment and use of authority under different settings which is clearly visible during the acts of decision making, setting agenda and interaction with others to mobilize support, inspire teams and individuals and recognize people. This interplay between leaders and their authority & influence over the followers set the tone for political climate in an organization. Understanding of organizations’ political systems - key to success Understanding of organizations’ political systems is absolutely essential for leadership to maneuver the company towards the goals. Internally grown leaders will have an advantage of knowledge of...
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...Pastor Shayne Michael Daughenbaugh Introduction to Youth Ministry May 1, 2014 YOUTH MINISTRY FINAL Many might ask, why is youth ministry important in the church? The answer to this question is very easy, and it is because youth are the leaders, makers, and team members of the future. They are energetic, mature and smart enough to help with a lot of things like, setting up for church, spreading the word of God to the community. It is also necessary because it helps to have important relationships between youth and the youth workers; and youth to youth themselves, it makes great friendships. Going back to the given scenario, of just moving to a new church and want get involved in their YM. When I first get there I have to first learn how things work there. Get to know the people that are already working with the youth if there is any and get to know the youth in the church. As I am observing how things work I need to be asking be keeping my self in check by regularly checking my motives and my heart. Making sure that on my side everything is good with my spiritual life and also I am in good terms with my family. After making sure that I am set and God has given me the go ahead sign. Then I will go and suggest some ideas to the youth leaders that are already trying to pursue the job. Now lets say this church is a Tanzanian church. I am more that 90% sure that there is no church out there that is doing youth ministry that has to do with relational ministry. I know this is the...
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...be able to support the unit’s mission no matter what it may be. The organizational mission could vary from unit level training, natural disaster assistance and go as far as combat. The first thing we as leaders need to take into effect is the organizational mission, both in peace time, tactical training and combat. This will set the tone for required training needed to be an effective leader in order to support the unit at the organizational level as well as the tactical level. I believe that Tactical Leadership is developed from previous experiences obtained through training performed at the organizational level. Everything we do as leaders is in preparation to support the organization at the unit level in peace time as well as at the tactical level during war, or tactical training. In order for this to work effectively leaders must follow set standard operating procedures (SOP’s). Leaders are constantly evolving, and without defined parameters established thru SOPs we as leader will not be effective. These standards were set in place to assist shaping organizational leaders into tactical leaders. Basic leadership skills and competencies play another important part as well. These skills must continuously be honed and improved on. I believe as a leader...
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...Leadership is shown in our everyday lives by those who surround us. Sometimes being a leader is easier to describe than it is to implement.There have been leaders as long as there's been civilization. Leaders are people who take other into account and try to inspire and motivate people to do the right thing and create something new. One of the most important and well-known leaders of the United States is Abraham Lincoln. Abraham Lincoln demonstrated being an exceptional leader by leading us through the bloodiest war, by preserving the union, strengthening the federal government, and abolishing slavery. Leaders are not only Presidents but are also people we see on an everyday basis. One leader in Flint, Michigan, named Dr. Hanna-Attisha was...
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...empowerment in ourselves and exceed above and beyond expectations. He tells us that self motivation can be fueled by the four C words of Competence, Consequences, Choice and Community. After listening to Mr. Geller’s speech I have come to the realization that a leader who inspires self motivation and empowerment needs to be an effective communicator. It is the expertise of a leader’s communication skills that will get others to perceive the four “C” words that “fuel” self motivation. A leader must be able to effectively communicate to others the perception that they are Competent. Geller states that to inspire self motivation by...
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...Summary I already watched three videos from Forbes about woman leader in an organization. The summary of three videos that I chooses, as women continue their upward trajectory in the business world, they have yet to be fully appreciated for the unique qualities and abilities they bring to the workplace. It’s impossible to respect, value and admire great leadership if you can’t identify what makes a leader great. As a leader of some organization woman was surrounded by strong-willed, hardworking and purpose-driven women. It is through their leadership that the traditions, values and legacy of our family have been upheld. They have taught that a woman’s instincts and emotional intelligence can be off the chart. For a man it so difficult to understand about what women thinking, because what woman thinking and what man thinking is have a little different. Also in woman act and innovation, unless he has been closely influenced by the women in his life. I’ve learned that women may process things differently and in their own terms. Fortunately for me, I’ve been influenced by great women who made me appreciate their approach towards leadership. I’ve grown to understand their decision-making processes, the dynamics and subtleties of their personality and style, and other special character qualities that women possess. What I know about woman are the best leader that have circular vision that enables them to be well-rounded people. For...
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...as it relates to leaders today When talking about LEAN, leadership is a key component of change and driving implementation. The article below, written as part of my MBA in Leadership and Sustainability with Robert Kennedy College & The University of Cumbria, examines the benefits of self-evaluation for leaders. Self-evaluation or “self-leadership” (Runn, 2011) forms a critical part of a leaders repertoire and some key blocks of the foundation for this persons leadership. If someone can ultimately say that they fully understand themselves, they will find it much easier to understand others around them. This however requires some strong discipline from the leader, to continuously self-evaluate and aim for continuous improvement. There are some key questions that the leader needs to ask themselves and truthfully answer to gage where they are at. 1. Do as you preach If a leader makes a statement about what he or she will be doing, they need to take ownership and answer on the basis whether they actually did as they said. When a leader expects others to follow suit, they need to set the standards. 2. Change is ok If a change of direction was required from the initial target, that is ok, as long as the leader can clearly identify why it was different to the planned path, and explain that in simple terms. The two points above can be broken into many individual questions that form the basis of a self-evaluation tool for a leader. Let us discuss...
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...the theoretical and practical changes that cause organizational leadership to alter its goals and effectiveness, by way of strategic variables or necessity. The understanding and significance of theoretical and practical change in organizational leadership is fundamental to the nature and trends of business and government goals and their effectiveness. Organizational leadership is a planned social process that a person or persons in charge, lead or organize groups of people to achieve a common objective. This process may be orchestrated on a large or small scale and for profit or power. This strategic process is not normally the vision of a manager initially, but the dream or idea of the true leader. The strategies used by the leader of an organization often establish the culture of the organization (Flamholtz, & Randle, 2008). Theoretical and practical change in organizational leadership appears to be involved heavily with organizational culture or behavior. The history and background of organizational leadership has illustrated both fundamental and enlightening examples of how theoretical and practical changes have altered the course or direction that business and governmental goals were achieved or adopted during economic and social development (Flamholtz, & Randle, 2008). Organizational leadership, as recognized today, has...
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