Response to Isierra’s response to CLEN-NP’s post 2.1
First and foremost, I would like to express my gratitude for the time taken to provide a thoughtful and well-elaborated response to the team post. My hope is to answer the questions asked knowing that our perspective may not be satisfactory.
You inquired of the possibility “for a closed-minded culture which prioritized hierarchy to implement servant leadership.” (Sierra, 2018, para. 2).
First of all, I believe that cultural norms are boundaries which can move depending on the philosophy of leadership of the majority. The adoption of servant leadership style as any others style of leadership rely on the willingness of both leaders and followers (Northouse, 2016). For instance, If Isierra, becomes an elected official in her country and her constituents trust her because of her servant attitude, she would easily implement servant leadership model. Thus, for servant leadership to work, one may demonstrate its benefit. It could happen by changing the word servant to something simple as people. People Leadership may evoke similarities to public figures such as Nelson Mandela, Mahamat Gandhi, or Mother Theresa who operates in rigid cultural settings, but their movement and impact drew the admiration of many. Consequently, servant leaders through their behaviors, convictions, and competencies should inspire others.
The second questions probed about ways organizations invest and developed Millennials. If the retention of Millennials in organizations is an issue, then the root might be the strategies used to address the issue. Appreciative Inquiry evolved from the failure of problem focus approaches (Tollec, 2018) to challenges. The concept advocates for strength, positive focus approach. As a result, organizations would ask: what brings passion to Millennials, what interest them? Posing the question from that angle forces any strategic leader to involve millennials into the shaping of the environment in which people expect them to work.
References
Northouse, P. (2016). Leadership (7th ed.). Los Angeles, Calif. [u.a.]: SAGE.
Sierra, I. (2018). Response for “LDRS5O1/ POST 2.1 by CLEN-NP” – isierra. Retrieved from https://create.twu.ca/isierra/2018/10/11/response-for-ldrs5o1-post-2-1-by-clen-np/
Tollec, B. (2018). Appreciative Inquiry : a positive revolution approach in change. Retrieved from https://www.youtube.com/watch?v=z_2nZu1nhlk