Discussion Reply - Leadership Concept

12/11/2019 Week 8 - Brookelyn Porro - BMGT 365 7981 Organizational Leadership (2198)

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Week 8 - Brookelyn Porro Brookelyn Porro posted Dec 10, 2019 11:43 AM

BMGT 365 7981 Organizational Leadership (2198)

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I. The relational leadership model may be applied to an individual’s leadership career as

leadership has a lot to do with relationships (The Relational, pg. 74, 2006). It is said that

although leaders can exert leadership through persuasive writings and speeches, most

leadership occurs interactively between individuals or group members (The Relational, pg. 74,

2006). The relational model consists of five components; purposeful, inclusive, empowering,

ethical, and process-oriented (The Relational, pg. 79, 2006). It is said that a leaders approach

should be purposeful, committed to positive purposes inclusive to others and their view

points, empower others, and remain ethical (The Relational, pg. 79, 2006). Furthermore, a

leader will accomplish all of this by being process oriented (The Relational, pg. 79, 2006). The

relational model helps reflect a leaders approach to make a meaningful contribution to an

organization (The Relational, pg. 79, 2006). In the case of a group project on how to stop

people from littering, a leader may demonstrate relational leadership by asking the viewpoints

of others as a starting point.

II. It is said that the most powerful way to grow as a leader, is to become truly self-aware

(Anderson, para 6, 2012). In other words, how an individual shows up in the world, and what

motivates them; this may include an individual’s strengths and weaknesses, their impact on

others, and what they care about most (Anderson, para 6, 2012). Leaders may research self-

awareness, and ask themselves relevant questions to understand themselves better. It is

important to be self-aware because the more self-aware, the better someone can accept what

they need in order to improve (Anderson, para 7, 2012). An individual must work on

themselves, and improve in order to become a good leader. Leaders are made and not born,

therefore individuals must be capable of accepting what they need to work on in order to

become a good leader.

12/11/2019 Week 8 - Brookelyn Porro - BMGT 365 7981 Organizational Leadership (2198)

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III. A leader’s role in strategy may most definitely be applied in a leadership career. Leaders

must know their role in their company/organizations strategy so that it may be first created,

and then executed. Leaders must develop a mission and vision, set goals and objectives, then

craft and execute a strategy (The Leaders Role, para 1, 2017). A company vision describes

where an enterprise is headed, and its mission describes why the enterprise exists (The

Leaders Role, para 4, 2017). In order words, its purpose and contribution (The Leaders Role,

para 4, 2017). Moving forward, leaders set goals and objectives that the organization then

moves to achieve (The Leaders Role, para 7, 2017). After the mission, vision, goals, and

objectives are establishes it is time to decide how the firm will employ its resources to achieve

the goals using strategy (The Leaders Role, para 7, 2017). In crafting a strategy, leaders are to

work with the young, those new to the firm, and those of the periphery, and decide on what

to do and what not to do (The Leaders Role, para 9, 2017). Lastly, leaders are to define the

company’s strategic position, communicate it, and execute it (The Leaders Role, para 11,

2017).

IV. Inclusive leadership is to be used in a leadership career as effective leaders energize,

engage, and inspire others to achieve and do their best (Bilimoria, para 1, 2012). It is

impossible for a leader to do all of the above, if not inclusive of all. In a diverse organization,

leaders must engage in two behaviors to bring about a sense of inclusion (Bilimoria, para 5,

2012). First, leaders are to ensure they are aware of what keeps from valuing diversity; for

example, stereotypes and biases (Bilimoria, para 6, 2012). If leaders are aware of these, they

may better demonstrate appreciation for all team members’ diverse identities, backgrounds,

talents, and contributions (Bilimoria, para 6, 2012). In addition, leaders are to create a high

engagement culture by encouraging team members to share ideas, speak on their problems,

and more (Bilimoria, para 7, 2012). The goal is to create an inclusive environment with shared

values, a common vision, and a share purpose linked to team outcomes (Bilimoria, para 7,

2012).

V. Emotional intelligence is beneficial leadership knowledge, and therefore may be applied in a

leadership career. Leaders are to exert a high level of emotional intelligence, or a high ability to

monitor and discriminate against feelings and emotions to guide thinking and actions (How

Emotionally, para 3, 2006). Salovey and Mayer’s model on emotional intelligence identifies

four levels of emotional intelligence to include emotional perception, the ability to reason

using emotions, the ability to understand emotion, and the ability to manage emotions (How

Emotionally, para 3, 2006). An individual’s ability to manage emotions it seen as the most

crucial; this helps individuals respond appropriately to situations whether it includes

responding to or regulating their own emotions or others emotions (How Emotionally, para 13,

2006). Emotional intelligence is a valuable concept to all, and plays a role in everyday life.

Leaders must especially exert high emotional intelligence as has an effect on how effective

their leadership is; for example, if another employee makes a poor decision costing the

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company a lot of money, a high level of emotional intelligence will allow a leader to take a

second, and respond appropriately instead of with anger (How Emotionally, para 17, 2006).

VI. It is beneficial to know all about authentic leadership in pursuing a leadership career as

authentic leadership is the ideal and most effective type of leadership. An authentic leader has

deep self-awareness, and is all about staying true to themselves (Authentic Leadership, pg. 2,

n.d.). It is the goal to develop and empower others through compelling influence,

demonstrating a behavior that allows others to establish a sense of trust (Authentic

Leadership, pg. 3, n.d.). Authentic leaders are so genuine and true to themselves, it creates a

strong sense of trust with followers. It is said that if individuals remain authentic in their

leadership approach, everyone may feel as if they can bring their true selves to work without

acting a specific way to fit their role, causing others to feel lied to or deceived (Authentic

Leadership, pg. 1, n.d.).

VII. Crisis preparedness is crucial in pursuing a leadership career. Leaders must implement a

crisis-ready culture, so that they do not have to learn the value of crisis preparedness the hard

way, by actually experiencing the aftermath. Without crisis preparedness, leaders are put in

situations where they must make a quick decision. If decisions are made to quick, they may be

based off incorrect or inadequate information (Crisis Leadership, para 7, 2015). Furthermore,

waiting on data can lead to slow decision making, or no decision being made at all (Crisis

Leadership, para 7, 2015). Crisis preparedness may even relate to smaller matters such as a

group member not participating in a group project; other members should be prepared to take

on the extra work. Moreover, Crisis preparedness includes creating a culture, and educating

others to know the value of crisis preparedness. In doing this, leaders may strategize the best

way to create awareness and gain buy-in (Agnes, para 8, 2017). It is the goal to educate of

even create fear through doing something such as conducting a crisis simulation (Anges, para

12, 2012). Leaders may also begin discussions on high risk-scenarios, and organizations

current level of preparedness (Agnes, para 9, 2017). In establishing a crisis prepared

organization, it is going to take some effort, time, and a lot of commitment therefore it is

important to know that it is not necessary to start by going all in (Agnes, para 13, 2017).

Overall, leaders should educate themselves on crises preparedness so that they may spread

the knowledge throughout the organization, with the goal to create a crisis ready culture.

References:

Agnes, M. (2017). 3 Steps To Gaining Leadership Buy-In For Crisis Preparedness. Retrieved from

https://www.forbes.com/sites/melissaagnes/2017/01/26/3-steps-to-gaining-leadership-buy-

in-for-crisis-preparedness/#4a1a8b767979

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Andersen, E. (2012). Are Leaders Born Or Made? Retrieved from

https://www.forbes.com/sites/erikaandersen/2012/11/21/are-leaders-born-or-

made/#a449c6a48d56

Authentic Leadership (n.d.). Retrieved from: https://www.insights.com/media/1107/authentic-

leadership.pdf

Bilimoria, D. (2012). Inclusive Leadership: Effectively Leading Diverse Teams. Retrieved from

https://weatherhead.case.edu/news/2012/04/03/inclusive-leadership-effectively-leading-

diverse-teams

Crisis Leadership: Five Principles for Managing the Unexpected (2015). Retrieved from

https://deloitte.wsj.com/riskandcompliance/2015/07/06/crisis-leadership-five-principles-for-

managing-the-unexpected/

How Emotionally Intelligent Are You? (2006). Retrieved from

https://www.verywellmind.com/what-is-emotional-intelligence-2795423

The Leaders Role in Strategy (2017). Retrieved from:

https://gbr.pepperdine.edu/2010/08/the-leaders-role-in-strategy/

The Relational Leadership Model (2006). Retrieved from:

https://learn.umuc.edu/content/enforced/347722-001034-01-2192-OL1-

6381/The%20Relational%20Leadership%20Model.pdf?

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Yana Bogdanets yesterday at 12:43 PM

Hello Brookelyn,

Thank you for sharing a very interesting post. Overall, a great amount of

information from the last seven weeks. I like the leadership concept, that was

covered under week six. It is significant to implement the concept of authentic

leadership within the organization. Besides, I agree with you that authentic

leadership is the most efficient type of leadership. Authentic leadership is not

about adopting other leaders’ behavior, skills, and features (Robinson & O'Dea,

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2014 p.1 para.4). Authentic leaders should lead the organization with the heart,

assures the organization with long-term goals, have a “true” personality regardless

of the situation. Also, an authentic leader focuses on the job in pursuit of the

outcome, not for own interest, and money (Kruse, 2013, para. 1-6).

References:

Kruse, K. (2013, May 12). What is Leadership? Retrieved from

https://www.forbes.com/sites/kevinkruse/2013/04/09/what-is-

leadership/#8734c4b5b90c

Robinson, S., & O'Dea, V. (2014). Authentic Leadership – To thine own self be true.

Retrieved from https://www.insights.com/media/1107/authentic-leadership.pdf.

Well done, and good luck.

Yana

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