Assignment 7.2
KCplul76
M4_A2_CRUMP_KAREN.docx1
Running Head: LITERATURE REWIEW
2
LITERATURE REVIEW
Assignment 2: RA 1 Literature Review
Karen Crump
Argosy University
Introduction
Vision, ethics, modeling, coaching, and shared values are an essential aspect of professional leadership development. Such perimeters ensure that leadership composure is well defined and outlined for developing skills and providing unity and integral growth. Reflecting on these aspects helps the individual in utilizing their power and influence in the building of alliances, creation of passion at work as well as empowering their employees and subordinate workers in achieving the set goals and objectives of the organization.
They help the individual gain personal insights and deepen their self, social and relationship awareness which results in higher performance in their respective teams. Numerous leadership approaches help govern and thrive in professional leadership development. Such methods include taking leadership as a position, taking command as a result and taking direction as a process. Essentially, there is a need to evaluate the various articles that described the professional leadership development through the use of the leadership mentioned above approaches.
Belinda Johnson (2017), A Leadership & Professional Development Teaching and Learning Model for Undergraduate Management Programs, Journal of Higher Education Theory and Practice, Vol. 17(4), pp. 55-57
This article describes a holistic leadership and professional development teaching and learning model for undergraduate students with universal application across all disciplines and functional areas of organizations due to its emphasis on the non-technical skill requirements of leadership. The model highlights the development of intrapersonal, interpersonal and professional skills or KSAs (knowledge, skills, and abilities) and uses the mnemonics FOCUS and ACTION to structure the large number of traits, behaviors, and KSAs.
The archetype is advantageous as it helps management competencies in the early stage of career development. The upcoming leaders show their potentiality in leading others through this archetype. This signals for individuals developing aggressive attention towards professional leadership especially the learning students.
Darryl C. Hill & Richard Olawoyin (2018), Safety Leadership & Professional Development, Professional Safety, pp. 145-149.
The article facilitates a raid map of the safety profession and promotes leadership and professional development. Darryl and Richard describe professional leadership development to be controlled by crucial factors. These essential factors include ethics, administration as well as management. Besides, the authors suppose that certification and accreditation have ensured the safety profession in leadership as well as an entire professional development.
Daryl and Richard believe in the identification of professional leadership development hazards that may retard the growth and development of professional leadership. The license will ensure that the leaders effectively assess the risk and the culture of the organizational environment (Darryl & Richard, 2018). The article addresses a series of fatalities that can be caused by poor leadership such as employee turnover and poor business performance. It also provides a risk assessment that the leader should utilize in ensuring that the risks and adverse effects of poor leadership are assessed and mitigated.
Hilda Borko (2017), The Role of Video-Based Discussion in Model for Preparing Professional Development Leaders, pp. 34-36.
The article discusses the problem-solving cycle model of professional development. Also, it examines the Mathematics Leadership Preparation model of PD leader preparation. The article attempts to conduct research on the models that are adapted to support the main objectives for the implementation of the new Common Core State Standards. It also makes efforts for the individual to comprehend the reasons for the adaptations (Hilda, 2017).
The examination of the numerous information sources unveiled that the two all-encompassing classes of variations which they were made in refining the models to help ensure that achievement of the objectives of the schools in the district is attained. The overall need for the article was to address the teacher's leadership while at school. The report indicates the necessity for the researchers to be receptive to the setting of their school partners on the anticipation of their work to be excellent and evocative. This would help the district application of a new curriculum which imposes shifts in teacher's exercises (Hilda, 2017). They were also useful to determine the manners in which the video-based discussions were made which were productive activities at school leadership.
David B. Wilkins & Scott A. Westfahl (2017), The Leadership Imperative, A Collaborative Approach to Professional Development in the Global Age of More for Less, Stanford Law Review, Vol. 69, pp. 100-101.
The article talks of fierce debates which have been apparent since 2008 on the predictive fate of big law organizations and the market for the corporate legal services. David and Scott argue that the accelerating need of technology has seen to it the practice of corporate law to remaining for the predictable imminent. Therefore, the law incorporations need to progressively conduct their attraction, development, and retinene of the talented lawyers (David & Scott, 2017). The traditional approach tends to divide the responsibility for professional development among law schools that are required to educate the learners in thinking like a lawyer.
The lawyer's job lies in footing the bill which is no longer associated with the present authenticities of the market (David & Scott, 2017). The article also documents the cause for such misalignment and proposal of a new model of professional development in which law schools, law firms, and corporate clients will work together in training the lawyers to be eternal learners in the variety of technical, professional and network-building skills. The lawyers need to flourish in their careers. In this article, an active leadership parameter of training is seen (David & Scott, 2017). The report aims to train the lawyers to be lasting learners rather than being short-period learners.
The article speculates the responsibilities of youth camp exercises which are executed by the ministry of youth and sports. This is mainly with an objective of developing self-awareness as well as leadership skills for the feminine gender who will participate in the respective youth camps. The thematic concerns reflected in the article (Melike, Pinar & Selhan, 2017).
The article explains the need of the leaders overseeing the youth camps to ensure effective prejudicialness and communication is upheld. Effectiveness communication will ensure that a harmonious environment is maintained in the respective fields. Besides, the leaders should create a good rapport between them, and the youths present to irrigate a useful friendship. A meaningful friendship will ensure that the teenagers mutually benefit from each other hence motivating the exercises to be done. The leaders should as well volunteer in several activities. This will set an exemplary role model that tends to inspire many followers in doing the same thing.
The article also expresses leadership skills as a direction, guidance, enlightenment, management as well as capability to facilitate impact (Melike, Pinar & Selhan, 2017). They are the essential resources which support and act as a guideline to keeping and upholding effective performance together in conjunctions with the human resource power at all categories in the organization (Melike, Pinar & Selhan, 2017). The authors insist that leadership development begins with self-awareness.
A good leader should be aware of their won positive as well as negative characteristics. They should be able to accept their negative characteristics and formulate strategies that will help them control and curb themselves from being overwhelmed by the negative characteristics. This self-awareness will expose the emotions, thoughts, desires in a realistic manner as well as the process of realizing the strengths and weaknesses concerning their own characteristic features (Melike, Pinar & Selhan, 2017).
Cameron B. Dougall & Peter H. Langford (2015), Measure Leader Behavior, Evidence for a Big Five Model of Leadership, pp. 102.
The article facilitates justifying indication for leadership big five which is a model of leadership behavior that integrates the prevailing theories of leadership as well as theoretically associated with the utmost recognized archetype of personality. Generally, this model facilitates researchers and practitioners with a common language in the leadership behavior description within the field adorned with the plethora of leadership models (Cameron & Peter, 2015). Such a model and its connection to its dimensions may accelerate the effectiveness of behavioral change interventions. From the conducted study, it is evident that leadership may be outlined as a structurally similar way to human personality.
As per the model, leadership behavior is portrayed by the organizational outcomes that may be attributed to their own leadership behavior. According to Cameron and Peter, leadership change is useful when employee engagement sets in. The combinations of leadership behavior change, and employee engagement provides the organizational outcomes of the respective organization (Cameron & Peter, 2015). This explains the need for the leadership behavior change that would build trust and friendship with the employee engagement hence a fertile organizational outcome.
Here, a model of leadership as an outcome is seen. The authors insist that the leaders should cooperate with the employees in ensuring a useful organizational issue; failure to which the organization may perform poorly due to limited or no employee engagement. The article is relevant for the progress of leadership enhancement and broadening the quality of leadership provided in an organization. Cameron and Peter insist that employee engagement should be executed in seeing to it that the style of leadership is valid and meets the organizational goals and objectives (Cameron & Peter, 2015). The big five model of leadership provides an opportunity to deeply research on the comprehension of leadership from a new broader perspective in comparison with the old-fashioned models of leadership behavior. It gives the opportunity to analyze and discuss direction using a common language.
Brig Gen Sandra A. Gregory (2018), Professional Development for All Seasons, Executive Coaching Accelerates Your Leadership, pp. 96-97.
The article strategically defines coaching in professional leadership development. Brig defines coaching as an act to help other people without telling them what to do. According to Brig, coaching is literally empowering other people and teams to own their stories and actions insolvent the located challenges. Coaching instigates creative thinking and addresses the people's behavior as well as attitudes which surround the trial (Brig, 2018). Certified coaches are always trained to elicit the greatness as well as empowerment of the leader's team to enable the player to produce a top-notch outcome for the overall goal and objective of the organization they work with. This article reflects the need for coaching in molding and sufficing professional leadership development.
Coaching profits a talent tune-up. It will increase productivity as well as effectiveness, reduce blind spots, enhance communication and interpersonal skills and improve the relationship the employers have with the employees and their subordinates. Coaching in leadership also strengthen teamwork and decrease stress (Brig, 2018). This, therefore, calls for coaches to refrain from offering advice, assuming the employee will find the answer, keeping their focus on the employee as well as remaining curious and sojourning their judgments.
Besides, coaches should focus on the person rather than the issue, stay positive and take their time to celebrate their prosperity (Brig, 2018). Coaching is best acknowledged when an employee approaches the leader with a question or even a disturbing problem. This is when the leader decides to offer their advice to the employee and thus coaching sets in. Coaching in professional leadership development is a paramount concern which should be ensured by each leader who craves to succeed in their leadership.
References
Belinda Johnson (2017), A Leadership & Professional Development Teaching and Learning Model for Undergraduate Management Programs, Journal of Higher Education Theory and Practice, Vol. 17(4), pp. 55-57.
Brig Gen Sandra A. Gregory (2018), Professional Development for All Seasons, Executive Coaching Accelerates Your Leadership, pp. 96-97.
Cameron B. Dougall & Peter H. Langford (2015), Measure Leader Behavior, Evidence for a Big Five Model of Leadership, pp. 102.
David B. Wilkins & Scott A. Westfahl (2017), The Leadership Imperative, A Collaborative Approach to Professional Development in the Global Age of More for Less, Stanford Law Review, Vol. 69, pp. 100-101.
Darryl C. Hill & Richard Olawoyin (2018), Safety Leadership & Professional Development, Professional Safety, pp. 145-149.
Hilda Borko (2017), The Role of Video-Based Discussion in Model for Preparing Professional Development Leaders, pp. 34-36.
Melike Esentas, Pinar Guzel & Selhan Ozbey (2017), Self-Awareness & Leadership Skills of Female Students in Outdoor Camp, Journal of Education and Training Studies, Vol. 5, Issue. 10, pp. 197.
Patterson & Tracy (2017), Evaluating the Impact of Leadership Development, Vol.12, Issue. 9, pp. 123.
