The Approaches Of Adaptive Leadership And Authentic Leadership

People take for granted every day that at times they are both leader and follower. Typically, we do not subscribe to a philosophical statement on how we lead. In kind, we do not advertise what type of follower we will be. Perhaps the way we follow depends on the leader. Maybe the way we lead depends on influences and environments we have been exposed to or values and beliefs we hold. It is unusual for a person to be asked to define their leadership philosophy. Most do not realize that theories, approaches, and/or styles of leadership exist. I believe we all develop a unique style of leadership, yet, I feel the way in which it is applied will solely depend on whom the person is. For me, two approaches seemed applicable – Adaptive Leadership

Followers are expected to accept this style as true. The concept alludes that a person using this style is honest, upright, virtuous, and offers transparency. Many presumptions and misconceptions could be made in reference to this style. There is no focus on followers, other than to be led. The focus is clearly on the assumed righteous standing of the leader (Northouse, 2016, pp. 195-221). LMX Theory concentrates on two-way, or dyadic, relationships. This exchange can consist of in-groups and out-groups. The benefit of exchange goes to those in an in-group, while the out-group is left with customary leadership. This is not favorable to the growth of all followers (Northouse, 2016, pp. 137-58). These four styles of leadership involve the leader more than the development, or betterment, of the follower. With that in mind, my action plan will reflect my interest in the ways that I can encourage the behavior and growth of my

In my experience, verbalizing an “if, then, why” reason typically elicits positive motivation for people to accept actions that they may be warry of taking. Additionally, understanding a person’s behavior can help me navigate around a person’s perceived obstacles. Anticipating negative reactions to change can assist me in creating a more secure environment for an individual or group. We can help to build a person’s self-esteem by creating an environment that is productive and compassionate (Geuther, 2014, p. 287). A continuous goal for me will be to see the inherit principles of each person I work with and understand how those values combine with those of additional members of the group. By taking a step back and observing the group, I can stay aware of the dynamics of the group. I can also monitor how the addition or removal of a member changes the dynamic, which can make the team more or less effective. This vantage point also allows me the ability to note stress among team-members or the individual. Involving myself at these times would allow me to give clear directives, manage grievances of members or individuals, and reduce stress in the