UNIT VIII POWERPOINT

ALL INSTRUCTIONS ARE ATTACHED AS WELL AS THE PPT’s.

Leadership styles

Feedback to Learner

Karen, Good power point submitted. You wrote a strong research paper here. Planned writing of paragraphs, supported evenly by citations throughout, exact source formatting, and your suggestions as well. Good work! Content: You did a good job in analyzing the readings and accurately describing the assignment. You definitely understand the principles behind these critical areas of the assignment, and you analyzed the situation correctly and appropriately. However, a bit more of a conclusion is needed. 36 points Organization: Your paper is well-written and is clear in addressing the key concepts. 20 points Grammar: (organization, thesis/position statement, grammar, spelling, vocabulary, and formatting): Your paper is well written, i.e., it is well organized. 20 points Referencing (citations and references): Your paper makes good use of citations and references throughout, and uses good APA format. 20 points

Personal attributes as a leader

Self-managed- I manage myself in that I don’t wait to be given directions to perform my duties.

Making difficult decisions-I make decisions focused on the results e.g. decisions on which expenses to forego.

Am open to new ideas- for instance am open to different strategies to solve difficult problems.

Adaptability- I am very adaptive to the changes in my life.

For instance, I adapt to changes like change reduction in my income.

Am proactive in that I take the first steps in ensuring that I achieve personal growth. For instance, I take risk in investing in markets which are highly volatile but also highly rewarding.

Transformational leaders set a realistic and achievable vision for the organization. They then communicate the vision effectively to their followers, and also inspire a sense of commitment and purpose. By getting every person to buy into the common vision, transformational leaders are able to strongly guide the organization in the direction that they want.
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Qualities of martin Luther king- charismatic leader
Persistent- Martin Luther king had persistent in his leadership. He was persistent in bringing change.
He was committed- despite the many achievement of Martin Luther King, he was always committed to achieving more.
Focused on the ,end goal- Martin Luther never retraced from achieving his goals no matter how hard situations got.
He was a pioneer of change- Martin Luther King demanded for respect and tolerance for every person.
He was one of the people who initiated the civil rights movement.
Martin Luther King played an important role in transforming his followers which indicates his excellence as a leader.

King’s oratorical skills surely served as an ignition to build the Civil Rights movement. We as leaders within our organization can learn from that to be persuasive communicators that bring in a sense of excitement to projects versus a dull outlook.
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Drawbacks of a charismatic leader
Over reliance on the leader- Followers of a charismatic leader wins from the motivational leadership of their leader but they may become overreliance on the leader.
The perception- employees may hold other people in the company at a lower level and this may affect how they take initiatives of others rather than the leader.
Lack of clarity- A charismatic leader may be overconfident on his control that he may fail to identify potential dangers.
There is lack of visionaries- A charismatic leader may believe in himself so much that he retains all or majority of the powers.
A charismatic leader fails in developing others who may succeed them.

Charisma is often a powerful trait in motivating staff and gaining the support of both employees and the public. While a charismatic leader is able to exert his influence to produce positive results for the company, potential drawbacks exist when using the charismatic leadership style. Understand those disadvantages to use charismatic leadership in a positive way.
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Drawback of a transformational leader
The influence can backfire- Transformational leaders has the ability to take their followers into achieving various goals. Immoral leaders can therefore influence his followers to doing evil tasks.
May lead to wrong decisions- Transformational leaders stimulates the minds of their followers. This can make the followers agree with their decision without discussions.
Transformational leadership can lead burn out of the employees by making them work for long hours to achieve the company’s goals.
It is risky because the subordinates can be made to fulfill the goals of the leader through their influence even when the goals have no merits.
Details challenges- Despite the many benefits of transformational leadership, the leaders some times may leave the details out and this can have an adverse impact on the organization.

Always being compared with transactional leadership, transformational leadership is one of the most prominent styles practiced by leaders. This works under the premise that the leader should work with his or her followers or subordinates to achieve common goals and changes. These are the leaders inspire, motivate and lead followers to a direction that both parties find to be beneficial and important for everybody. They also have the means to make their followers share the same enthusiasm they possess and think of the betterment of many than just one person. This type of leadership is one that makes people perform better and maximize their potential. However, despite the benefits attributed to transformational leadership, there are also numerous flaws seen by critics
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Reasons why I chose my charismatic leader
One reason why I chose Martin Luther King is that he was committed to changing the lives of the ordinary citizens.
Another reason is that he never gave on his goals despite going through difficult situations.
Martin Luther also believed in inspirational of his followers to bring about change.
I chose Martin Luther because he tackled various topics and he never gave in to threats or attacks.
Another reason is that he had a big dream to change the lives of millions through sharing his message to his followers.
Martin Luther King also engaged in topics which no one had tackled like the civil rights.

Dr. Martin Luther believed in addressing topic of civil rights from all directions, He did not stay in one lane and he did not back down from his efforts because of threats.
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Insights I gained from the attributes of martin Luther king
One of the insights that I gained is that I should not hesitate to help others.
I also learned that, to be a good leader, I have to tolerate and respect the views of others.
I also learned that in order to become an excellent leader, I need to have positive transformation on those who I lead.
I also learnt that in order to effective in my communication, I need to be straight to the point.
That in order to become a good leader, I need ,to be the pioneer of change that I and my followers seek.
I also learnt that in order to achieve my goals, I need to be persistent and don’t be deterred by threat or difficulties.

While his life was cut tragically short, he died in pursuit of his dream and in spite of everything he faced, he never gave up on it. He faced obstacles I could never imagine having to face, and still persisted. This reminds me that the small things in my life that often seem insurmountable, are just my excuses for not taking action and are not obstacles. In reality, I am the only obstacle to my own dreams.
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Transformational leader- steve jobs
Steve Job is innovative- Steve Job, who is the founder of Apple, was persistent in developing products that will revolutionize the human life.
He believed in perfection- He believed in making perfect products and when perfection was not attained, he would do anything to change it.
He had a clear vision- He believed that time is limited and therefore one should not waste it trying to meet someone else expectations.
Had good communication skills- Steve Jobs went straight to the point making it clear what he expected from his subordinates.
He was specific- Steve Jobs was clear about his goals and visions which shows that he knew exactly what he wanted.
Persistent- Steve Jobs was persistent in his efforts to achieve his goals and he believed that failure could not stop him.

When Apple grew up as a company, Steve Jobs hired John Sculley and at the board meeting, he was kicked out of the company. But that’s not where Steve Jobs stopped. Rather it helped him more to grow. The heaviness of being successful was supplanted with the lightness of being a beginner. After being kicked out, he started two companies,. NEXT and PIXAR Not only this, he even found his spouse in this period. Apple purchased NEXT stock resulting in Steve Jobs’ return to Apple. The amalgam of NEXT hardware with Apple resulted in operating systems like IOS used for I Phones.
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Four qualities that a leader possesses
Self-confident- One of the six qualities of a transformative leader discussed in the Van Wart’s article self-confident.
A transformative leader is a leader who believes in themselves and their ability to achieve their goals.
Another quality is inspirational- A transformational leader should inspire his followers to ward the achievement of the organizational goals and objectives.
Supportive- Another quality that a transformative leader should posses is being supportive.
A good transformative leader supports and encourages the efforts made by his subordinates.
Revolutionary- A good transformative leader should engage in bringing constructive change to his subordinates.

Today, more than ever, we need courageous leaders who empower others to reach heights they never thought possible. We need our leaders to expand their capabilities and move outside of the transactional space and into a transformational space that focuses on long term solutions rather than short term gains.
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Is a transformational leader detrimental to organization or socity?
Transformational leaders has the ability to take their followers into achieving various goals. Immoral leaders can therefore influence his followers to doing evil tasks.
Transformational leaders stimulates the minds of their followers. This can make the followers agree with their decision without discussions.
Transformational leadership can lead burn out of the employees by making them work for long hours to achieve the company’s goals.
It is risky because the subordinates can be made to fulfill the goals of the leader through their influence even when the goals have no merits.
Despite the many benefits of transformational leadership, the leaders some times may leave the details out and this can have an adverse impact on the organization.
In some instances, a transformational leader can be detrimental to the society or the organization.

 The theories of transformational leadership discuss and suggest the importance of transformational leaders in the organizations for sustainable growth. However this is not always true as transformational leaders can be considered as a menace to their organizations because they ignore the needs of their followers.
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Why I selected my transformational leader- Steve jobs
One of the reasons why I selected Steve Jobs is because he was an innovator.
He believed in the production of exceptional products that will change how people live their lives.
Another quality is that he was focused. He focused on getting few projects done to ensure their perfection.
He was adaptable which means that he could handle rapid changes can still achieve his objectives.
One thing I learnt from Steve Jobs is that I should never let failure stop me from achieving my goals.
Another thing I learnt from the leadership style of Steve Jobs is that I should have a clear vision of what I want to achieve.
I also learnt that I should pursue things which I have passion in as this will promote my productivity.

Some of that vision comes from truly loving what you do. Vision challenges people to do their best, to create that thing that no one saw coming and to focus on a singular goal or achievement. About vision, Jobs said: ‘If you are working on something exciting that you really care about, you don’t have to be pushed.
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References
Crowson, M. (2002). Leadership styles. Abilene, Tex: Abilene Christian University Tape Service.
Geithner, C. (2007). Understanding leadership styles. Place of publication not identified: Healthy Learning.
Kippenberger, T. (2002). Leadership styles. Oxford: Capstone Pub.
Meyer, R., & Meijers, R. (2018). Leadership agility: Developing your repertoire of leadership styles. London: Routledge.
Wirba, A. V. (2012). Leadership Styles. Saarbrücken: LAP LAMBERT Academic Publishing.

Karen,
Good power point submitted.

You wrote a strong research paper here.  Planned writing of paragraphs, supported evenly by citations throughout, exact source formatting, and your suggestions as well.  Good work!
Content: You did a good job in analyzing the readings and accurately describing the assignment.  You definitely understand the principles behind these critical areas of the assignment, and you analyzed the situation correctly and appropriately. However, a bit more of a conclusion is needed. 36 points
Organization:  Your paper is well-written and is clear in addressing the key concepts.  20 points
Grammar: (organization, thesis/position statement, grammar, spelling, vocabulary, and formatting):  Your paper is well written, i.e., it is well organized. 20 points
Referencing (citations and references):  Your paper makes good use of citations and references throughout, and uses good APA format.   20 points

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Introduction
Training and development involves improving the knowledge and skills of the employees.
Employees appreciate the acquisition of new skills which enable them to engage in more challenging roles in the company.
Providing ongoing training opportunities for the employees within the human resource division shows a company commitment to the growth of the employees.
Ongoing education of the employees can cost very little in costs unlike other activities in the company.
One of the ways to staff a company’s roles is to develop the talents of the employees.

In order to maintain a competitive edge in the marketplace, your company must invest in the training and development of your employees. Human Resources Development (HRD) focuses on both training employees for their current jobs and developing skills for their future roles and responsibilities.
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Importance of human development within the human resource department
It provide a cheaper way to staff the roles in the company through development of talents.
Encourages the development of a teaching and learning culture in the company.
Encourages the employees to collaborate and interact with their peers in the organization.
The development of human resource enriches the company’s knowledge base.
It is easier for the company to fill a vacant and bring the employee to speed when they hire internally.
Human resource development enable the company to source skills within the organization.

HRD activities include: training for managers, supervisors, and teams; tuition reimbursement programs; customer service training; performance management; harassment prevention training; 360 degree reviews (multi-rater feedback system); and career coaching.
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Knowledge that I posses that will help me in my future career as a leader
I know my areas of weakness and therefore it ,will easier to work on how to overcome them as a leader.
Knowing you’re the areas that you are weak at does not make you weak but rather enable you to assign those roles to those who have the ability to perform them.
One way to improve your areas of weakness is by working on them and the first step to do so is identifying those areas.
I have a good level of honest that will enable me to communicate effectively with my peers as a leader.
How understand how other people perceive me by simply observing their behaviors.

One of the greatest ways to study is to learn from peers and managers. Unfortunately, that is also the most complicated learning method to establish throughout the company. However, it is not enough to engage a training consultant to provide a couple of one-off courses. We are talking about every day on-the-job learning.
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Knowledge that I poses that will help me as a leader in my future carrer
I know that in order to effectively the needs of my team have to be perceptive.
I understand that one way to effectively work as a team is by clear communication among the team members.
I understand that the trust of the members of the group help the group to work more closely in the achievement of the company’s goals.
I know how to build a strong team by recognizing the values of every member of that team.
I understand that in order to effectively achieve the organizational goals, I have to understand the overall purpose of the organization.

The kind of culture where managers want to develop their team members and are valued for that effort, and where all employees are encouraged to learn new skills and share them, is not easy to create. And, as with all other corporate initiatives, the company internet is a great tool to promote this culture and elicit the desired behaviors.
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The knowledge that I still need to help me as a future leader.
To know to effectively communicate as communication plays an important role leadership.
Understand different ways to motivate my team members to improve their working morale.
Learn how to analyze risk and how to take them rum different scenarios in the company.
Learning how to analyze various scenarios will enable me to make better decisions.
Learn hot to set different goals for my team members.
Effectively understand how to evaluate the performance of my team members in order to help those who need improvements.
Know to effectively articulate a vision for different projects in the organization.

For example, if all your employees need basic Excel skills, the easiest way to identify the gap between the reality and the expectation is to conduct an anonymous self-assessment (or an assessment by team leaders) and consolidate the results at department level.
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How I plan to obtain this knowledge
One way I plan to acquire this knowledge is by asking questions from my superiors.
Another way is by observing the behaviors of the leaders in my organization.
In order to acquire effective communication knowledge, I plan to take professional communication classes.
Learn by studying how past successful larders solved various situations.
Take up the role of a group leader so I can learn by practice as in the organization.
Interact more with my peers so I can learn more about their needs.

Communications channels in a digital workplace that are synchronous (like chats and video-conferencing) or asynchronous (like activity streams conversations and forums) can be used to enhance the training and coaching experience for all employees, whatever their location.
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How I will leverage my knowledge to motivate and empower my employees
One way I will use my knowledge to motivate my employees by understanding their needs.
Design a way by which the fulfillment of the company’s needs leads to the fulfillment of my employees needs.
I will use my knowledge to encourage my employees to work as a team and this will help them to understand each other more.
Develop an effective reward program for the employees who perform exceptional work.
Enhance clear communication to ensure that my employees clearly understand their roles.
Earn my employees trust so they can come to me for assistance whenever they have a problem or a challenging task.

If you really want to know what people think, just ask them. You may receive feedback that you’re not listening or showing appreciation as well as you could be. If you’ve established an environment of honest and open communication, you should be able to ask about your good qualities and the areas you need to improve on. Your staff will appreciate your effort.
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Other ways I will my knowledge to motivate my employees
By building collaboration and interaction culture within the ,company.
This will help my employees to be more acceptance of the values and beliefs of their peers.
Create a conducive environment for the employees to in and this will improve the productivity of the employees.
By recognizing and effectively rewarding the work done by my employees.
By treating all the employees with fairness for instance by ensuring fair remuneration based on the work performed by each employee.
By continuously developing the skills of the employees to ensure their career growth.

Knowing your areas of weakness does not make you weak; on the contrary, it allows you to delegate to others who have those abilities, in order to achieve the common goal. Rather than clinging to the false belief that they can do it all, great leaders hire people who complement, rather than supplement, their skills. Working on your areas of weaknesses will improve your leadership ability – and recognizing them makes you more human.
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What I can do to increase workplace morale
Providing the employees with a conducive environment which will help to increase their productivity.
Enhancing clear communication channels within the organization.
Ensuring fair remuneration for work done by the employees.
Giving all the employees equal opportunity for growth in the organization.
Respecting the beliefs and values of every employee in the company.
By being available for the employees so they can come to me with any problem.
Ensuring that the employees have all the resources they require to effectively perform they duties.

Effective leaders have an easy level of honest communication with their teams and their peers, and a thorough understanding of how they are perceived. Testing others’ perception of you can be as simple as observing their behavior.
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Conclusion
Human resource development within the human resource division provide a cost effective way of development of employees talents.
Understanding the values and the needs of the team members enable a leader to build a strong team.
Effective communication by a leader to his employees gives clear directives of what is expected of everyone in the organization.
Productivity of the employees can be increased by improving their motivation for instance by recognizing their efforts.
A good leader treats all his employees equally and fairly without discrimination.
Understanding how to respect your peers values and beliefs helps to build leadership qualities in a person.
One way to learn how to be an effective leader is by observing the behaviors of successful leaders.

Today’s business professionals know that in order to achieve success, they must commit to lifelong learning and skill building. Enrolling in online business courses is one route to improving your leadership skill set, and earning valuable leadership certification.
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References
Nadler, L. (2000). Corporate human resources development: A management tool. Madison, Wis: American Society for Training and Development.
Southern African Development Community., & Southern African Development Community. Consultative Conference (2000 : Mbabane, Swaziland). (2000). Human resources development. Gaborone: SADC.
Training: The magazine of human resources development. (2009). (Factiva.) Minneapolis: Lakewood Publications.

Karen,
Good power point submitted.
You wrote a strong research paper here.  Planned writing of paragraphs, supported evenly by citations throughout, exact source formatting, and your suggestions as well.  Good work!
Content: You did a good job in analyzing the readings and accurately describing the assignment.  You definitely understand the principles behind these critical areas of the assignment, and you analyzed the situation correctly and appropriately. However, a bit more of a conclusion is needed. 36 points
Organization:  Your paper is well-written and is clear in addressing the key concepts.  20 points
Grammar: (organization, thesis/position statement, grammar, spelling, vocabulary, and formatting):  Your paper is well written, i.e., it is well organized. 20 points
Referencing (citations and references):  Your paper makes good use of citations and references throughout, and uses good APA format.   20 points

LEADERSHIP SKILLS

Hersey-Blanchard Situational Leadership Model

SLM is a leadership theory that draws much of its views from contingency thinking.

The leadership theory holds that leadership depends on individual situation.

There is no one single leadership style that can be said to be the best for all the situations.

A good leader is one that is able to adapt to the objectives and goals to be accomplished.

A successful ,leader is determined by two factors which are the level of education and experience of the leader.

In this theory of leadership, the maturity of the people being led determines the leadership style applied.

Situational Leadership Theory is really the short form for “Hersey-Blanchard Situational Leadership Theory” and draws major views from contingency thinking. As the name implies, leadership depends upon each individual situation, and no single leadership style can be considered the best. For Hershey and Blanchard, tasks are different and each type of task requires a different leadership style. A good leader will be able to adapt her or his leadership to the goals or objectives to be accomplished.
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Skills that I have to apply SLM
One of the skills that I have that will help me in the application of SLM is that am a good listener.
Effective application of SLM is determined by the relationship that a ;leader has with his group members.
Good communication skills will help me to build a good relationship with my group members which will help me to successfully apply SLM.
Another skill is that I know how to inspire and motivate my group members.
Successful application of SLM depends on the behaviors of the people who are being led.
I will influence the behaviors of the group members through application of different motivational techniques.
Delegation of power is another skill that will assist me in application of SLM because this will enable the evaluation of the maturity of those being led.

Transactional leadership techniques operate here. In the “selling” behavior, the leader attempts to convince the group of that the leader should lead by providing social and emotional support to the individual being convinced. There is two-way communication, but it is clear that the leader is leading. With “participating” behavior, the leader shares decision making with the group, making the system more democratic.
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Vroom-Yetton Normative Decision Model
In this leadership model, leaders use the information that is readily available to make their own decisions.
Leaders gather the information needed for decision making from they followers but they make their decisions alone.
Depending on the leader, the decision may or may not be informed to the followers hence in this model, the followers are only used to provide the information.
The problem is shared by the leader to the followers individually and then collect the ideas from them and apply the relevant ideas to make decisions.
In this leadership model, the followers do not meet each other.
Therefore, the decision made by the leader may or may not be influenced by the ideas generated by the followers.

Design managers and art directors face critical times when they need to make strategic decisions that will not only affect the design process but also the entire production stage and subsequently the success of the product. While it is impossible to element the risk involved in decision-making, managers reduce this risk to a minimal level by deciding if they need to make the decision alone or consult with the team for the best results. Different models have been provided to guide managers through this decision making process.
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Skills that I have to apply Vroom-Yetton Contingency Model
One skill that I have which will help me in the application of this model is that am trustworthy.
Since the followers and the leader do not meet at a formal setup in this model, the followers should be able to trust that the leader will make the best decision.
I am creative which will help in making a number of decisions from the different ideas provided by the followers and then select the best one.
Creativity will enable me to solve untraditional problems by approaching them in untraditional way.
I am responsible which will help me to take the responsibility for the success and failure of my decisions without blaming the follower who provided me with the idea.
I am committed which will help me to follow on tall the ideas provided to me by my followers and make the best decision out of them.

The Vroom-Yetton-Jago model defines different managers and how they make decisions. Basically, it says that the decisions we make are affected by three main factors that work together: quality, the potential for collaboration, and the amount of time available.
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The skills that will be needed to apply the SLM
SLM is behavior dependent and therefore the leader has to be able to influence the behaviors of his followers.
Good communication skills is also necessary to enable the leader to effectively coordinate his followers.
The leader also need to poses various motivational techniques to enable him to inspire the followers because SLM depends on the maturity of those being led.
The leader also need to have feedback skills to enable him deliver useful information to his followers.
The leader should have a positive attitude when dealing with his followers which will enable him to build a good relationship with his followers.

If your employees see their leader pointing fingers and blaming others, they will lose respect for you. Accept mistakes and failures, and then devise clear solutions for improvement.
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The skills that will be needed to apply Vroom-Yetton Contingency model
One skill that is needed is the trustworthy of the leader since the followers provide him with information and trust him to make the best decisions.
The need also need to be creative to enable him to make various decisions from different ideas provided by his followers.
The leader also need to be responsible so that he can take responsibility of the failures and success of his decisions without blaming his followers for the information they provided.
Flexibility skills are also needed in the application of this model because it will enable the leader to be open to different suggestions from his followers.
The leader also need to have commitment skills to enable them to follow up all the suggestions provided by his followers.

leaders must be open to suggestions and feedback. If your staff is dissatisfied with an aspect of the office environment, listen to their concern and be open to making necessary changes. Employees will appreciate a leader’s ability to accept appropriate feedback.
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Differences between SLM and normative decision model
In normative decision model, the leader makes the decision alone and explain it to the group members while in SLM the decision is made by the leader together with his followers.
In normative decision model, the decision made by the leader may not have been influenced by his followers while the decision made by the leader in SLM is highly influenced by the members of the group.
In SLM, the style of leadership applied by the leader is highly dependent on the behaviors of the followers while in normative decision model the behaviors of the followers does not influence the leadership style.
The maturity of the people being led in SLM determines which leadership style to be applied while the maturity of the followers does not influence leadership style in normative decision model.

The Vroom-Yetton-Jago model analyzes the decision-making process in order to reach the best methodology to make a decision based on the factors of quality, collaboration, and time. The basis of the model revolves around every situation needing a different style of leadership. Therefore, seven Yes/No questions should be asked in order to identify the best way to approach the situation.
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Pro and Cons of SLM
Pros -the simplicity of the theory makes it easy to apply.
-The theory focuses on the competencies and maturity of followers which is good for leadership.
– This theory has a simple scale which enhance the assessment of the leadership style.
Cons- This theory may not apply to managers who have limited powers.
-In situations involving time constraints and complicity of tasks, the theory may be less applicable.
-When the theory is tested, it does not seem to bear the desired predictions.

Situational Leadership Theory is really the short form for “Hersey-Blanchard Situational Leadership Theory” and draws major views from contingency thinking. As the name implies, leadership depends upon each individual situation, and no single leadership style can be considered the best. For Hershey and Blanchard, tasks are different and each type of task requires a different leadership style.
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Pros and Cons of Normative decision model
Pros -This model enable the leader to make quality decisions.
– The process of decision making is faster since the leader does not have to consult his followers.
-The team members accept the decision made by the leader.
Cons – The information provided by the followers may not be enough to make sound decisions.
– The leader make decisions under unclear situation since he depends on the information provided by the followers.
-There may not be enough time for the leader to consult all the followers.

The advantages of the Vroom-Yetton-Jago model are its flexibility and ability to organize the decision-making process. The model is highly flexible and the choices allow the leader to make the right decision based on any situation. The model can also provide a process for leaders to experience the decision-making process as an objective.
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Conclusion
In the application of SLM, the leader should have the necessary skills to influence the behavior of his followers.
This is because the leadership style applied highly depend on the behaviors of those being followed.
In the application of normative decision model, the followers are used to provide information to the leader but they are not involved the process of making the decision.
SLM is different from normative decision model in that the input of the followers may to be used in making the decision in the latter but the inputs of the followers in SLM highly influence the decision made by the leader.
For effective leadership, different leadership styles are applied in different scenarios using the SLM.

Leader discuss problem and situation with followers as a group and seeks their ideas and suggestions through brainstorming. Leader accepts any decision and does not try to force his or her idea. Decision accepted by the group is the final one.
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References
Geithner, C. (2007). Understanding leadership styles. Place of publication not identified: Healthy Learning.
Kippenberger, T. (2002). Leadership styles. Oxford: Capstone Pub.
Wirba, A. V. (2012). Leadership Styles. Saarbrücken: LAP LAMBERT Academic Publishing.

Karen,
Good power point submitted.
You wrote a strong research paper here.  Planned writing of paragraphs, supported evenly by citations throughout, exact source formatting, and your suggestions as well.  Good work!
Content: You did a good job in analyzing the readings and accurately describing the assignment.  You definitely understand the principles behind these critical areas of the assignment, and you analyzed the situation correctly and appropriately. However, a bit more of a conclusion is needed. 36 points
Organization:  Your paper is well-written and is clear in addressing the key concepts.  20 points
Grammar: (organization, thesis/position statement, grammar, spelling, vocabulary, and formatting):  Your paper is well written, i.e., it is well organized. 20 points
Referencing (citations and references):  Your paper makes good use of citations and references throughout, and uses good APA format.   20 points

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TYPE OF EXPERIENCES
leaders go through different experiences which crate their personalities.
The leadership role comes with different challenges.
These have profound effects on worldviews and different interactions with people.
There are adverse passages which shape the lives of leaders;
Career work (Wirba, 2012)
Life relationships and family
Adversity
diversity
 

Leadership is all about encouraging others, and helping them relate to different situations more positively (Wirba, 2012).
Leaders need to be in the forefront in ensuring that personnel embrace the change in organizations, and remain open minded.
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TYPES OF EXPERIENCES

The matrix shows the different aspects which leaders experience, which are interrelated in one way or the other.
Failure to accomplish one related aspect affects the other more negatively.
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TYPES OF EXPERIENCES
Bad experience + Poor response = Shaky foundation
Bad experience + Good response = Learning and growth
My experience has a leader helped me develop the ability to respond well to poor messages and negative concepts at my work place.
Looking for opportunity and lessons to be learned is also beneficial (Wirba, 2012)
These aspects helped me remain open and less vulnerable to negative experiences.

Bad experiences are bound to be experiences.
The way such experiences are handled determine the outcome.
As a leader, I learned to embrace diversity, negativity and work towards making everything better than I found it.
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FACILITATING CHANGE
Organization change is inevitable and needs to be embraced.
One of the most important skills needed for change implementation is trust between the leader and the followers.
The ability to make the best decisions depends on the level of interaction with personnel in the organization.
I relaxed the need to be responsible, and this includes accountability for all the failures, weaknesses and success of decisions made
There is a need to refrain from blaming followers, for the information provided.

By the end of the day, accountability needs to be prioritized.
There is a need to embrace change and explain to personnel the importance of the same.
As a leader, the effectiveness of change implementation begins with you, and steering others towards success should be prioritized.
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FACILITATING CHANGE
I applied seven basic leadership actions which enabled me facilitate change in my organization.
Communication
orientation and training
Recruitment (Wirba, 2012)
Recognition
Management accountability
Measurement
Corrective action system

Change is not easy in most organizations (Wirba, 2012).
However, having a systematic approach to executing change helps a lot.
There is a need to enhance the structure and process, towards enhancing success and ensuring that the change stays in place.
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FACILITATING CHANGE
Communication helps create the awareness to the needed change in the organization.
Orientation helps provide a sense of direction.
Recruitment helps select the most flexible and resilient personnel.
Recognition helps employees to become better leaders in the organization.
Management accountability helps in the implementation of family organization mechanisms.
Measurement helps in identification of strong and weak areas, and finding solutions to improve them.
Corrective action systems helps set methodologies which identify problems and communicate the problems, for solution development.

Every step in the change process is important.
Leaders should be on the forefront in establishing the best course of action for change implementation.
By the end of the day, the end justifies the means in the competitive industries.
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KOTTER’S 8-STEP PROCESS
The kotter’s eight step change process entails;
Creating a sense of urgency
Develop a guiding coalition
Formation of strategic visions
Communicate the vision for change
Remove obstacles (Wirba, 2012)
Create short term wins
Consolidate improvements
Anchor the change

KOTTER’S 8-STEP PROCESS
CREATE A SENSE OF URGENCY
For change to be effective, the whole company needs to want it.
As a leader, there is a need to spark motivation and get things moving.
CREATE A GUIDING COALITION
Getting the right people in place is important.
There is a need to confront issues and developing emotionally honest and open relationships in the organization (Geithner, 2007).

Leaders should not build a culture of mistrust (Geithner, 2007).
There is a need to appreciate the fact that periods of conflict are bound to be present.
Directly facing the issue is the way to proactively deal with a problem at hand.
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KOTTER’S 8-STEP PROCESS
CREATE A VISION FOR CHANGE
Every organization should have a vision for its future.
If a future is to be successful, it should be more probable (Geithner, 2007).
COMMUNICATE THE VISION
Communicating the change vision is the most important step.
Employees need to be made aware of what is expected, and what the plan for change overall entails.

Employees need to be involved in the change implementation process (Geithner, 2007).
Where change is not properly communicated, strategic implementation becomes less effective.
Reluctance is also likely to be experienced in the organization.
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KOTTER’S 8-STEP PROCESS
REMOVE OBSTACLES
Remove all barriers associated with the process.
Empowering individuals is the best way to remove obstacles for change in the organization (Meyer & Meijers, 2018).
CREATE SHORT TERM WINS
Momentum is importance especially for large scale organization change.
A sense of achievement, therefore, needs to be created, as well as optimism.

Generating short term wins makes personnel and the entire organization stakeholders realize some level of progress (Meyer & Meijer, 2018).
Motivation is therefore fostered, which increases organization success.
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KOTTER’S 8-STEP PROCESS
CONSOLIDATE IMPROVEMENTS
Maintaining momentum is all about implementing thee sustainable change in the organization.
There is a need to nurture the new culture through development of positive behavior, and values.
ANCHOR THE CHANGES
In any change effort, culture comes last, and not prioritized (Meyer & Meijers, 2018).
Change should be embedded in the very organization culture, so that it can stick.
Culture cannot change, until the ones implementing the change are willing to change .

The kotter’s change model is very effective in enhancing change, and facilitating organization effectiveness.
Change is inevitable and needs to be supported, right from top management to the most junior personnel in the organization (Meyer & Meijers, 2018).
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references
Geithner, C. (2007). Understanding leadership styles. Healthy Learning.
Meyer, R., & Meijers, R. (2018). Leadership agility: Developing your repertoire of leadership styles. London: Routledge.
Wirba, A. V. (2012). Leadership Styles. Saarbrücken: LAP LAMBERT Academic Publishing.

Unit VIII Project INSTRUCTIONS

Personal Leadership Training Plan: Final

In Units II, IV, V, and VI, you designed PowerPoint presentations on different elements of your Personal Leadership Training Plan. Now, you will put all of the sections together into one PowerPoint presentation. Make revisions to your previous sections based upon your feedback from your instructor. Additionally, you will add a description of a company or leader you admire and what you can learn from this company or leader.

Start by reviewing your instructor’s feedback from Units II, IV, V, and VI, and then meet the following criteria: ALL ARE ATTACHED WITH FEEDBACK

Combine all PowerPoints into one presentation, and make revisions based on your instructor’s feedback and new knowledge.
Add introduction and conclusion slides (two slides).
Select either a leader or company you admire that experienced a major change in organizational culture.

Explain that change and the circumstances surrounding that change (seven slides minimum). Explain how you can learn from this change (two slides minimum).

You are required to use at least one outside source for this assignment. All sources used must be cited and referenced according to APA format.