More handpicked essays just for you.
Characteristics of a resilient organization
Strengths and weaknesses of resilience
Effectiveness of organizational resilience
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Resilience and Leadership
Resilience is the ability to cope with change. The resilience has long been touted as a essential capability for bouncing back from leadership setbacks. Resilience is not easily attainable in today’s ever-changing business environment. The faith that there will be an immediate solution when it’s not immediately evident, and the tenacity to carry-on despite a nagging gut feeling that the situation is hopeless; it requires courage to achieve such high level of success in one’s career. A strong leader tries to keep away frequent setbacks and new challenges in face of uncertainty. The practical knowledge that he/she gains through this learning experience guide the organization through difficult times. According to
…show more content…
The Confidence level of former tend to be higher than their peers. The main focus of resilient leader lies on the fact of doing things well rather than focusing on what do they struggle with. The role of resilient leader in this context lies on being more extensive and acting more global in their approach. The leader must be able to interpret trends and societal moods effectively within internal environment of the organization. Secondly, Resilient leaders have clear sense of purpose towards their visions and mission statements (Gitman and Hoffmann, 2015). They work towards their goals passionately with utmost persistence. Thirdly, Resilient leaders maintain cordial relationships with family, friends, and people they work with in their day-to-day lives. According to Biro (2014), the key strategy of resilient leader is to build and maintain an enduring relationship with customers, partners and prospects. They go out-of-their ways to reach out to a pool of larger audience who are seeking help in particular field. That’s what make them successful in their trade. Lastly, the resilient leaders adapt to the circumstances around them easily with no delay. They cope well with the change in contrast to their immediate counterparts i.e. Ordinary leader. They embrace the change with open arms instead of going against it. They think of doing
Echterling, Presbury and McKee (2005) define crisis as a turning point in one’s life that is brief, but a crucial time in which, there is opportunity for dramatic growth and positive changes, as well as the danger of violence and devastation. They further state that whatever the outcome, people do not emerge from a crisis unchanged; if there is a negative resolution, the crisis can leave alienation, bitterness, devastated relationships and even death in its wake; on the other hand, if the crisis is resolved successfully a survivor can develop a deeper appreciation for life, a stronger sense of resolve, a mature perspective, greater feelings of competence, and richer relationships.
The uncertainty and vulnerability in making tough decisions can lead to high levels of stress and emotions. And, like Bill Ford realized, sometimes you need to step aside for someone better suited to navigate the challenges at hand” (ReGENERATION Partners). In conclusion, Alan Mulally, and Ford Motor Company’s case study show that impact that leadership can have on an organizational performance. Mulally demonstrates level 5 leadership and applied a transformational leadership approach at Ford to help the company turn-around and come back stronger than ever. Although leadership can be hard to define, there are key concepts and principles and qualities of leadership that yield superb performance and results when applied appropriately. Leadership is never about the leader, but their ability to translate a vision (personal, cooperate etc.) into reality and developing others to believe in themselves and in the “cause” along the way. Great leaders value all the things that create sustainable growth and long-term success such as innovation, problem-solving, teamwork, passion, excellence, and more. Mulally exemplifies all those qualities and is a great example of how leaders in business and other
Today’s resiliency leader requires unique skill sets to be successful in any organization. Leaders who capture leading by example, vision and helping others weather the storm have taken the first step to success. Followers seek the following key concepts to validate their need for the organizational structure. Visionary leaders look at the big picture of the organization, and they pave the way of future endeavors. Another concept that is equally important to a leader’s vision is leading by example. When the leader introduces the vision into an organization, they need to lead the way by setting the example of what they vision should look like. They must hold themselves and their subordinates accountable for the stage set. Lastly
By my courageous nature, I can give hope to my followers in any case and give them aspirations in wait for a better future. Tough times can also be faced with much resilience (Rath & Conchie, 2008). I can direct people towards achieving goals for the organization as well as personal goals. By providing stability team cohesion is improved towards the generation of better results. By this, I can influence the employees towards having a strategic mindset and focusing on the work as well as creating a peaceful work
Kegan, R. & L. Laskow Lahey. (2009). Immunity to Change: How to overcome it and unlock potential in yourself and your organization. Boston, MA: Harvard Business Press.
Kegan, R., & Laskow Lahey, L. (2009). Immunity to change. How to overcome it and unlock the potential in yourself and your organization. Boston: Harvard Business Press.
When I am asked to make meaning of my life, the biggest recurring theme is my resounding resiliency. I am sure of myself. I have unwavering hope, optimism, and trust in myself. Often, this shocks those who are just getting to know me. Others are not shy to call me naïve. People are normally quite curious as to where this aspect of my personality came from. I believe my resiliency is the result of personal growth through adverse, and dire conditions in my childhood.
This discussion will focus on leadership as described by Robert Dees in The Resilience Trilogy, Resilient Leaders text. The points made in the book can be personally related. The three most important concepts learned from chapter 1 and 2 are tribulation, risk management, and selflessness. It is crucial for anyone is seeking to delve into leadership that everything will not happen as planned all the time. After a leader experience failure, knowing the avenues to take to regain a solid footing is also key to successful leadership. Often leaders who are unaware of available resources fold and give up. In the military profession, when someone gets knock down they get up brush themselves off and get back in the fight.
Yukl, G., & Mahsud, R. (2010). Why flexible and adaptive leadership is essential. Consulting Psychology Journal: Practice and Research, 62(2), 81-93. doi:10.1037/a0019835
With so many constant changes today with different generations, legal and political circumstances and ever-changing and improving technology sources, organizations have new and recurring issues arising every single day. The reasons for these issues vary widely and develop because of so many different situations. The outcome of the situation depends on many factors including the issue at hand, the management style and the ethics of the organization to simply name a few. These outcomes can certainly make or break an organization if not handled appropriately. The issue I have found to be the most significant is leadership. Within leadership, there is the opportunity for many issues in itself.
What workers have to learn to be able to adapt to the constantly changing working environment is resilience. To be resilient means to know “how to design and implement positive adaptive behaviors quickly that are m...
Individuals, when faced with any major change, will be inevitably resistant and will want to preserve the status quo, especially if they think their status or security within the organization is in danger (Bolognese, 2010). Folger and Skarlicki believe that organizational change produces skepticism in employees, which makes it problematic and possibly even impossible to contrive improvements within the organization (as cited in Bolognese, 2010). Therefore, management must understand, accept and make an effort to work with resistance, since it can undermine even the most well-conceived change efforts (Bolognese, 2010). Furthermore, Coetsee states that for organizations to achieve the maximum benefits from change they must effectively create and maintain a climate and culture that does not support resistance and rewards acceptance and support ( as cited in Bolognese, 2010). Therefore, it is important to understand what resistance is and how to reduce the effects of resistance.
Prevention of resistance is most effective when implementing change. Preventing the weight of inertia in a workplace allows the change to happen in a timely manner with minimal problems. As Lee (2004) emphasizes, leaders have the ability to effect change and performance. If someone is accountable for outcomes and poor habits, outcomes will improve. The manager must show a caring attitude over the process of change and welcome any positive innovation. This caring attitude will become contagious to the employees working under him and become a priority to them as well. Approaching the change in an accepting, open-minded manner can decrease the vulnerability and frustration associated with change. How the change is presented can make the biggest difference in the outcome of the change. The manager must show that blaming will be avoided at all costs. One will only ask why, not who, to avoid the feeling of belittlement. This can allow employees to become comfortable with voicing their opinions and mistakes, which can allow an even greater range of improvement. The manager must also encourage...
The monumental consequences of strategic decisions call for individuals with unique performance abilities who can navigate the volatility, uncertainty, complexity, and ambiguity. inherent in the nature of those decisions. Aspiring leaders can rise to the challenge by undergoing self-assessment and personal.
More often organizations are getting into bigger risks in the market with their leaders in nowadays economy. The resistance to change is a reason why organizations trying harder to keep earlier recognized reputation within clients and community. The theme of leadership is relevant for each person as it occurs almost to everyone during the lifetime or to those who at least were a part of a team.