Discussion

ADAPTIVE LEADERSHIP 4

Adaptive Leadership

Student’s Name

Institution Affiliation

Adaptive Leadership

According to Heifetz and Donald (2001), an adaptive leadership is the kind of leadership where there is the mobilization of the people in order to carry out the tough challenges for the purpose of success. These challenges that needs to be mobilized are divided into adaptive challenges and the technical fixes. Before taking action to find the solution to this challenges, it is important to diagnose the adaptive verses the technical challenges. The diagnosis enables the adaptive leadership to know the exact method that should be used to solve the challenge successful. This is because, the adaptive challenges requires the team or the individual to learn the new techniques that will be used to solve the problem (Savage, n.d.). This means that the individuals to be used in giving solutions are required to alter their believes, loyalties and the values. But on the other hand, the technical fixes only needs the knowledge of the expert to solve the problem within a short period of time (Savage, n.d).

In the career that I am pursuing, an example of the adaptive challenge that I am wrestling with is the use of the blended learning program to increase the knowledge and the skills of the employees. It is among the many adaptive challenges as it requires the employees to alter with their daily activities and the strategies. But this can be made different by the use of the following four competencies. With the diagnosis situation competence, a deeper understanding of the situation together with the different interpretations has to be done (Heifetz, & Linsky, 2002). Understanding the blended learning program well will enable the employment of the good techniques that will not inconvenience the workers. This is followed by managing self where the where the assumptions about the strengths and the weakness are evaluated concerning the situation. This will help in reducing the challenges by knowing whether to maintain the program or not from the strength and the weakness that is has. From this program, we can see that there are a lot of the strength to reap from it hence it is of benefit to the organization and the personal level. Next we have intervene skillful where the program is analyzed to see if there are chances of making progress from it (Heifetz, & Linsky, 2004). From our challenging program, we can see that it has to be partaken because it helps in making the progress through the gained skills and knowledge. Lastly energizing others where they are made to be interested to attend the learning program so that they can gain more knowledge and skills (Heifetz, & Linsky, 2004).

References

Heifetz, A. R. & Donald L. L. (2001). "The Work of Leadership." Harvard Business Review 79, no. 11: 131-141. Business Source Premier, EBSCOhost.

Heifetz, R. A., & Linsky, M. (2002). "A Survival Guide for Leaders." Harvard Business Review 80, no. 6: 65-74. Business Source Premier, EBSCOhost.

Heifetz, R. A., & Linsky, M. (2004). "When Leadership Spells Danger." Educational Leadership 61, no. 7: 33-37. Education Source, EBSCOhost.

Savage, N. (n.d.). Adaptive vs. Technical - Dr. Ronald Heifetz. Retrieved from: Adaptive vs. Technical (Links to an external site.)