Master of Science in Leadership RG 5043

How To Better Enable Leadership According to Yukl, (2012), Leadership is the process of influencing others to understand and agree on the ways to accomplish objectives and the process of facilitating individual and collective efforts to achieve shared goals (p. 7).  To be able to analyze and assess the effectiveness and different approaches to leadership, it is of the utmost importance to discuss various ways of how leadership is defined.  Yukl (2012) indicated that leadership has many modes of denotation for different individuals. Therefore behavioral scientists and practitioners believe that leadership is a vital phenomenon that can be defined in various ways.  Many organizations, may it be a not-for-profit, private businesses or governmental, benefit greatly when their workforce can collaborate to achieve organizational goals and have the capacity to get to know each other and understand how to work cohesively.  There are a variety of ways that teamwork can be vital to the succ

Leader-Follower Relationship Leadership Quadrant Strategies Survey Result Assessment             Based on the score from my responses from Chapter 10 exercise, according to Obolensky (2014), my leadership strategy of S3: Involve, meant I am working too hard and taking an approach that is too direct.  The result has definitely changed my thinking over the course of the past six weeks.  Re-assessing my leadership style and strategies, I have discovered that I have an immediate need for developing and enhancing my leadership-follower relationship with my team.  To strengthen my leadership-follower relationship and improve my leadership skills and abilities, pursuing a resonant leadership style will be to my advantage. A resonant leader is someone who conditions, s elects and influences a follower or followers with different abilities and skills and who aligns the follower or followers’ mission and goals to the organization's goals and mission.  Resonant leader, validates his/he

How Do Coaches Help? Rotondo and Schmeizer (2011) stated coaching is where a leader needs to set a work environment that permits the workforce to grow.  Coaching is not a tool to be utilized to intentionally bully a staff or act as a therapist for their employees.  They further stated that our emotions reinforce most of the human behaviors.  Human beings are hardwired to learn and understand things from the perspective, thinking actions, and behavior of the people that they encounter and observe on a daily basis (Rotondo and Schmeizer, 2011).  When we find ourselv es to be more reliant and dependent on our leaders as a coach, it only mean s that our leaders coaching capacity is ineffective (Maccoby, 2009) and w e are not learning of our own accord.   Becoming a real leader is growing to be a strong individual/person with a strong foundation of principles, values, and ethics to have the ability to support and nurture others that are weaker than them.  The real leader focuses

Circle of Leadership             At Adventist Health System we are in the present undergoing an extensive strategic change in planning organization culture mapping.  The project requires over 3,300 plus employees, physicians, contract labor members, and volunteers of Florida Hospital Memorial Medical Center and Florida Hospital Healthcare Partners alone to be exposed to a four-hour immersive training session that addresses the organization’s rebranding efforts, the future state of healthcare, organization’s mission and associated expectations.  Many logistics to consider such as identifying & training facilitators, some sessions, training space, registration for the course, tracking compliance, aligning policy for non-compliance, communication, etc.  The logistics and resources for this strategic project change nearly every day.  Those changes require us to include vital contributors to determine unintended consequences and that we resolve issues timely and that the critical pie

Reflections on Chaos             Chaos is a science of surprises of the unpredictable, and it indoctrinates us to predict the unpredictable (Fractal Foundation, n.d.).  One of the principles of chaos is the butterfly effect.  A butterfly effect in its most straightforward description is that whatever work we put in will mandate the output of our effort.  In short, the smallest action we take will result in a more significant reward (Obolensky, 2014).  Another way to put it in an organizational standpoint, when we treat our workforce appropriately, it will generate a more trusting relationship and loyalty.         The chaos game from Chapter 6 reminded me of how Talgam (n.d.) compared leadership in the workplace the way a conductor leads the orchestra.  He distinguished his experience as an orchestra conductor to a leader in the workplace where in the midst of conflicts or chaos in the workplace, a simple act of listening or showing empathy to its workgroup, chaos, conflict or nois