Effective Leadership Paper

Effective Leadership
The qualities that are needed in order to be an effective leader within a learning organization is having the ability to set the example and make improvements where learning, intelligence, actions and innovation is used to help make an organization successful (Wen, 2014). The most effective way to display leadership qualities within a learning organization is by applying the organizational culture with a two-way communication between leaders and staff. This is where leaders can make effective strategies by applying ten strategies for building an effective learning organization. Which are the following ten strategies (Wen, 2014).
• Where leaders are first and able to transition into learning, leadership as a team- Leaders
in a learning organization make it their mission to share their vision and any changes with organization culture with their team members. In order for a leader to transition into a learning organization a strategy must be in place. An example of this would be where the leadership transition into transactions to executive leadership where the leader is directly involved in the day-to-day activities of the organization changes (Wen, 2014).
• Encourage learning and personal mastery- A leader encourages the significance of effectiveness by training their staff members to be successful by practicing what is being taught. This clearly show that learning organization is evidentthrough the three basic elements which are (1) by applying and put the learning theories and objectives into action. (2) Leaders need to listen to their staff members’ voices and ideas. (3) Leaders need to develop a shared vision and objectives that will display qualities, competitions and personal mastery (Wen, 2014, p. 295).
• Applying double-loop learning, along with systematic thinking to make improvements to mental models- The most effective way to apply double-loop learning is done in two steps by applying the double-loop learning practice.
The double-loop learning is very similar to single-loop that gives an action-feedback action which can be referred to an individual’s behavior in order to improve double-loop learning where an individual thinking and assumption are part of the action-feedback action-reflection-adjustment that is part of the mental model for changing actions. Double-loop learning bring out some really good qualities such as self-awareness, self-regulation and personal mastery (Wen, 2014, p.
296).
• Leaders need to develop organizational capacity with learning teams with deep dialogue- The need for using more organization capacity in order for a leader to get their staff members to be more creative and communicate more. This gives the groundwork for building a learning organization that is broken down into two core factors. The main point is having a learning team that is able to solve issues creatively by using organizational culture and applying deep conversation that can help solve issues right away by using some basic requirement where Wen. H (2014) notes always being honest, suspending assumption and judgement, constructive listening and encouraging an exchange of ideas (Wen, 2014, p. 296).
• Encouraging the practice of learning- Putting to use the main steps of learning organization which are six steps that includes finding the problem, having a group discussion about the problem, conducting an autonomous study, sharing the knowledge, and deep conversation about innovating ideas (Wen, 2014, p. 296).
• Improving the effectiveness of learning- To improve organization learning the barriers to learning has to be removed.
• The three in one mode of work- mastering the three in one work mode through learning research and innovation.
• Purpose sustainable development- Leaders need to come up with a long term strategic plan when it comes to learning organization. According to Wen (2014) leaders can be very effective by using the five disciplines which are collaborative awareness, transformation of knowledge, collaborative presence, and transformation of self (Wen, 2014, p. 297).
• Encourage the assessment process- where leaders need to develop an evaluation process when comes to learning organization, by providing well constructive feedback to help improve the organization.
• Institute, a leading group- Having a leading group will establish new creative ideas and putting the ideas and theories to use to make changes.
While examining leadership strategies to ensure a positive outcome According to Cameron (2010) leaders need to take a closer look at what bring out positive performance and coming up with a strategic plan where leaders can develop positive outcomes. This can be done in four major steps which are the following (Cameron, 2010, p. 3).
1. Positive climate- is where the work environment displays positive emotions that focus on forgiveness an example of forgiveness would be downsizing, when union members are not able to come to a decision and common mistakes. This is where a leader need to provide the much need support and concern which very important to an organization. Compassion is showing care and concern to other staff members. For example, acknowledging a staff member who may need help with a project. Gratitude when leaders show their appreciation for all the hard work. (Cameron, 2010, p. 3).
2. Positive relationships- it's a requirement for leaders to be able to sustain positive relationships with their customers and staff members. By having a positive relationship can bring out a healthy, positive work environment, making it less stressful and more productive that displays two key factors. Positive energy networks focus on the positive relationships that is referred to energize or de-energize (Cameron, 2010). Fostering a strength focus to enlighten individual’s strengths by providing a window of opportunity to display their strengths.
3. Positive communication- is how leaders can give effective feedback rather it’s positive or negative by focusing on reflected best feedback process is where leaders primarily focus on the behavioral strengths to ensure good feedback on positive strengths. Supportive communication is where a leader can give helpful negative feedback without the negative behavior in return instead it will help ensure and strengthen positive relationships (Cameron, 2010).
4. Positive meaning- can be associated with work that refer to job, career and calling (Cameron, 2010, p. 3). These terms can bring out the positive meaning that focus on contribution goals that has to do with one’s work performances in order to meet the basic requirements. Articulating of a vision of abundance to stress the importance of one’s individual’s goals. Aspirational proclamation when an individual reaches their goals at the highest level (Cameron, 2010, p. 3).
The qualities of a leader describe as organizational/hierarchical, leader’s qualities, leadership behavior, leadership styles, leadership schema and leadership. Organizer/hierarchical labels- is describing the leader position and qualities (Lonergan, 2016). Leader qualities are the following cognitive abilities that can be displayed through personality and values. Social appraisal skill is a skill that is acquired through education programs and trainings. Excellent leadership characteristics Lonergan. D (2016) notes are “ future thinker, having integrity when it comes to ethical issues, being understanding and caring, having good communication skills and tackling hard to deal with issues, having confidence, high energy and very passionate”.
Leadership behavior and styles –shows four main types of leadership behavior characteristics which are the following, having a good understanding of relationship-focused and its behaviors, making much need adjustments to the team and organization, being passive when it comes to other staff members. According to Lonergan (2016) the six major leadership styles are powerful, authoritative, the behavior that brings out the behavior patterns, self-governed, patient and mentoring (Lonergan, 2016).
Leadership schema is based on the based on the characteristics on the observation of a leader qualities and how the other staff or colleagues view upper management leadership skills (Lonergan, 2016).
Leadership is centered around the relationship between leaders and their staff.
The role of ethics when it comes to the decision-making process is developed with the leaders' own personal experiences, morals and values. When a leader is face to make ethical decisions, leaders rely on a many sources which are three common approaches such as utilitarianism theory, libertarianism theory and Kant’s ethical theory (Lonergan, 2016, p. 9).
According to Cross (2002) bring out some good point on how to improve leaders decisions process and how it can affect the organization. When leaders make bad decisions it affects the whole organization that includes wasting and resources on something that will not solve or improve the issue. The decision making process must start a top in order to make improvements when it comes to making critical decisions and strategic planning. The improvements are making an effort that involve all team members within the organization this will boost the cooperation between departments improve the overall work performance (Cross, Thomas, & Light,
2009).