Answer 3 questions
I’m working on a health & medical discussion question and need a sample draft to help me learn.
Reply to each response with a minimum of 200 words. They all do not have to have a reference but at least one of them should.
1. Adaptive leadership is having basic skills and knowledge to “adapt” to change in the workplace. his/her followers or employees. Adaptive leadership is about how leaders encourage people to adapt – to face and deal with problems, challenges, and changes (Northouse, 2012, p 257). Adaptive leaders mobilize, motivate, organize, orient, and focus the attention of others to address and resolve changes that are central in their lives (Northouse, 2012, p 259). With this being said adaptive leadership, being able to adapt when unexpected situations or problems arise. Not only being able to adapt, but adapt with confidence. The strengths of adaptive leadership changes are expected. Change doesn’t take an adaptive leader by surprise. Instead, this leader has established systems and strategies to quickly respond to challenges as they arise. There is always at least one backup plan readily available when an adaptive leader is around. Also, adaptive leadership thrives on being able to bring a diverse group of people together to brainstorm ideas and come up with feasible solutions. There a few weaknesses to adaptive leadership as well. For example,adaptive leaders tend to run an unstructured environment. They will attempt to add structure to the work routines of the employees who need it, though that is different than adding structure to an entire team. Also, Adaptive leaders are more likely to break these rules when they feel like there is a need to make a change. Instead of fast, automatic decisions, they take a slow and conscious approach.
2. Adaptive leadership, much like many other leadership theories we have studied so far, has its fair shares of strengths and weaknesses that define it as a leadership theory. For adaptive leadership, it is follower centered, takes a process approach, and has a way to help followers with conflicting values (Northouse, 2018). Much like strengths, adaptive leadership also has weaknesses that could cause this theory to not work for some individuals. Adaptive leadership can be too wide-ranged and abstract and also causes some confusion as it does not quite pinpoint the moral dimensions (Northouse, 2018). Because of these strengths and weaknesses, adaptive leadership can help the leaders that are able to put their followers first using a process approach, and still works with their followers should conflicts arise surrounding their conflicting values, or moral dimensions.
While adaptive leadership is not as clear-cut as servant leadership or transformational leadership, there may be issues when followers tend to have an issue arise in their life. As issues may arise, the leaders may not have the best ideas to employ changes and ideas for their followers. I think that this could cause issues for newer leaders who do not have the directional or assertive traits that can help push their followers in how to approach the conflict.
3. Whether we like to admit it or not, we all have had preconceived notions, prejudices, and interpretations of other cultures in the workplace. Its human to have these thoughts and feelings. These feelings are built on past experiences and interactions with a dynamic healthcare culture of patients and coworkers. However, acting irrationally and inappropriately in a negative or even manner due to these individual notions are WRONG! These feelings can lead to unfair advantages for other groups to who one may identify with or be more favorable to, while inappropriately putting the others at a disadvantage. As a leader, our job is to create a safe environment, where employees can bond together for the betterment of the team. In the workplace, especially in healthcare, putting your differences aside for the sake of the life of another is what makes a diverse and strong team. Working with different individuals from different backgrounds and upbringings, we need to understand and sympathize with how they think, feel, and what motivates them. “The psychodynamic approach to leadership focuses on the dynamics of human behavior, and the idea that if we study what affects a person’s behavior, we can understand how he or she functions and why they react or act in certain ways, and in turn use that information to be better leaders and followers” (Powlus, 2017). With leadership, oftentimes anticipation of people’s reactions can make a big difference.
Implementing the four characteristics of conscious capitalism: conscious leadership, stakeholder orientation, conscious culture, and higher purpose can be utilized to help improve employee engagement and collaboration. Leaders should be aware and understanding of different cultures and upbringings and be sensitive to those who are different than their own. Respect and understanding is key. Making everyone feel included and not left out due to perceived prejudices is key to maintaining a strong team environment. Understanding there is a higher purpose besides focusing on individual backgrounds can make the working environment so much more positive. Having compassion and a strong need to help those who cannot help themselves can bond a group of people with different backgrounds, mindsets, and cultures.
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