Reflection on learning 08/14-2021

2

The Self-Aware Leader

Applied Organizational & Leadership Concepts

07/08/2021

Hello tutor and Class

The recommendations one put for change require concrete evidence and support from scholarly work. Scholarly practice ensures the proposed interventions have high success levels. They are backed up with a significant length of expertise in a leadership role (Canterino et al., 2020). The paper will explore how the organization perceives recommended changes, how time challenges the implementation process of proposed interventions, insights to effective implementation of change, and how external forces influence the expectation of self-leadership.

Consider a time when you led change at the organizational or individual level. What were the results? Looking back, what could you have done differently to improve results?

The way an organization operates and runs its activities determines the shift and focus of organizational change processes. The moment the transition process is not carried effectively, the change process, according to Douglas et al. (2021), receives much resistance and opposition. Human beings develop habits that make them comfortable with the routine. As a result, if things deemed normal are withdrawn from their comfort, the eventual impact has unstable life. In the end, something new or unknown is born.

I have not been appointed to serve in a leadership position in my current organization since I am still a newbie in the job market. But when I was in college, I served as a student leader. My leadership role was defined by my ability to link students with the administration. My primary role was to air students’ grievances. However, most of the time, the school would lag in responding to presented complaints. As a result, I started a movement with several students demanding modification and change of how the school authority received and responded to students’ grievances from the reporting system. It opened opportunities for quick and effective communication in resolving student's complaints. The movement results were positive because, after the change initiative was implemented, students' grievances were taken with outstanding attention, and the response communication system acting with immediate effect.

Consider when you knew you needed to make a change but chose not to due to time constraints. What was the result? How might you make time to work on necessary personal changes to support your leadership formation?

Currently, I am working at a local outpatient hospital. For the past 2 months, I have been working in a project team to improve the schedules of patient appointments within the facility while still meeting the quality standards of care and productivity. However, the project did not complete on time because there was a delay in approving the project documents from necessary clinic authorities due to late communication. The uncertainty persisted, which negatively affected the progress of the proposed plan until I decided to spare my own time and present the idea to the management. As stipulated by Douglas et al. (2021), any leader should have proper time management skills. Therefore, to polish my leadership skills, I must delegate and schedule some of my roles according to the time plan accorded.

Consider a time when you led change effectively. List the key insights gained from this effort. How can you use these insights to lead future change efforts? 

At last, the project was successfully implemented because the scheduling and planning of appointments became effective. According to Breevaart & Bakker (2018), the key defining aspects of this project essential in every change management include personal commitment, teamwork, effective and timely communication.  

What important external expectations determine the expectations you have for yourself as a leader? 

Any project's leadership and success are trademarked with important external expectations of empowering and motivating others to feel part of the transformation process. Therefore, I plan to go beyond the norm of guiding others and start exercising servant leadership roles. That forms the basis of why I am continuously committed to training and guiding others through interactive activities.

References

Canterino, F., Cirella, S., Piccoli, B., & Shani, A. B. R. (2020). Leadership and change mobilization: The mediating role of distributed leadership. Journal of Business Research, 108, 42-51.

Douglas, S., Merritt, D., Roberts, R., & Watkins, D. (2021). Systemic leadership development: impact on organizational effectiveness. International Journal of Organizational Analysis.

Breevaart, K., & Bakker, A. B. (2018). Daily job demands and employee work engagement: The role of daily transformational leadership behavior—Journal of occupational health psychology, 23(3), 338.