Exodus Narrative of Jesus

Reframing

According to Bizer at al. (2002), reframing is “to change the conceptual and/or emotional setting or viewpoint in relation to which a situation is experienced and to place it in another frame which fits the facts of the same concrete situation equally well or even better and thereby changing its entire meaning”.

Leaders must be able to look at issues from multiple perspectives, to challenge beliefs, and to change attributes in order to clearly see the whole picture an issue presents. This action would increase a leader’s options and allow them to see solutions that may not have been visible to them previously.

In the area of question 4, the actions I believe I need to take are to be more inquisitive and to create a stronger feedback loop between my coworkers and myself. I need to ask others for their points of view and to pay more attention to changes in the environment and how those changes are perceived. I need to encourage my coworkers to voice their opinions openly and to let them know that differing perspectives are always welcome.

In the area of question 10, the actions I believe I need to take are to be more open to criticism and contrasting points of view. I find it hard sometimes to accept contrasting points of view or criticisms when I feel strongly about an issue. I believe I need to soften my stance and allow for feedback from those around me so that I can see all of the possible solutions. Along with my stubborn attitude there is laziness because with contrasting points of view, more often than not, comes more work. I need to be more enthusiastic in receiving and putting into action all ideas and strategies.

In the area of question 39, the actions I believe I need to take are to be more openminded and to be ...

... middle of paper ...

... the connections between the different systems.

Systems thinking is important because it requires a shift in perception which leads to different ways to teach, learn, and lead which can have a direct affect on organizational effectiveness

(Ecoliteracy, n.d.). Andreadis (2009) defines organizational effectiveness as “the extent to which an organization develops and adapts its systems, processes, and behavior for the purpose of consistent achievement of a balanced set of performance goals in virtual perpetuity” (p.6). The aforementioned adaptation refers to communication through consequences, positive and negative, which leads to the creation of different feedback loops from within the system that allow for changes to be made. Open communication and the performance of interdependent processing systems determine the success and survival of the organization (Andreadis).