{"id":296,"date":"2018-10-26T05:28:31","date_gmt":"2018-10-26T05:28:31","guid":{"rendered":"https:\/\/create.twu.ca\/layla11\/?p=296"},"modified":"2018-10-26T05:28:31","modified_gmt":"2018-10-26T05:28:31","slug":"response-to-sadies-strategic-leadership-and-me","status":"publish","type":"post","link":"https:\/\/create.twu.ca\/layla11\/2018\/10\/26\/response-to-sadies-strategic-leadership-and-me\/","title":{"rendered":"Response to Sadie’s “Strategic leadership and me!”"},"content":{"rendered":"

This is a response to Sadie’s blog\u00a0https:\/\/create.twu.ca\/ldrs501\/2018\/10\/25\/strategic-leadership-and-me\/<\/a><\/p>\n

Hi, Sadie. It is a nice to treat to read your blog, and I found a lot of shared feelings in your post. The teacher who would not share any resources or knowledge sounds very similar to many employees in my organization, and most of them are in the technical department. However, I do not think if we give enough attention to them, then they would feel like sharing with us. On the contrary, I believe the feeling to be valued is the main reason they adopt this “\u2018closed-door policy”. It is the uniqueness and\u00a0superiority they are desired. \u00a0To help them fit in with the majority and contribute to the growth of the organization, I will try to create a collective mental model and a common overarching goal aligning with the company’s mission, vision, and value by constantly communicating with them. The common goal, serving as the best interests for everyone, is the most effective way to reduce communication distrust and “create trusting environments through open dialogue and transparency throughout” (Atha, 2018, para 16). Also, I will involve the techniques of “breaking the cycle” (Lepsinger, 2010, p. 51) to challenge the self-sustaining prophecy (Eden, 1990) for everyone and help them understand learning from other people is the only way to reach a win-win situation.<\/p>\n

I strongly agree with the last one you mentioned in three things I can do to improve: “Build upon changes I\u2019ve already made” (Oberle, 2018, para 20). This one is significant after the changes have been made yet tend to be ignored by people. Kotter (2012) argues “Real change runs deep, quick wins are only the beginning of what needs to be done to achieve long-term change” (p. 139). Moreover, investing great energy on reaching the long-term change and building on the sustainable higher organizational performance are critical for the strategic leaders. Considering my professional work, I will set goals and acknowledge my expectations to my team. Also, the regularly gathered feedback will make the strategic plan as a circular process to adjust the goals along the way towards greater performance.<\/p>\n

References<\/p>\n

Atha, D. (2018). Week 4 Post 4.3.\u00a0[web log comment]. Retrieved from https:\/\/create.twu.ca\/ldrs501\/week-4-post-4-3\/<\/p>\n

Eden, D. (1990). Pygmalion in management: Productivity as a self-fulfilling prophecy<\/i>. Lexington Books\/DC Heath and Com.<\/p>\n

Lepsinger, R. (2010). Closing the execution gap<\/i>. San Francisco: Jossey-Bass.<\/p>\n

Kotter, J. P. (2012). Leading change, With a new preface by the author.<\/em> Boston, MA: Harvard \u00a0Business Review Press.<\/p>\n

Oberle, S. (2018, October 25).\u00a0Strategic Leadership and Me!\u00a0[web log comment]. Retrieved from\u00a0https:\/\/create.twu.ca\/ldrs501\/2018\/10\/25\/strategic-leadership-and-me\/<\/p>\n","protected":false},"excerpt":{"rendered":"

This is a response to Sadie’s blog\u00a0https:\/\/create.twu.ca\/ldrs501\/2018\/10\/25\/strategic-leadership-and-me\/ Hi, Sadie. It is a nice to treat to read your blog, and I found a lot of shared feelings in your post. The teacher who would not share any resources or knowledge sounds very similar to many employees in my organization, and most of them are in … <\/p>\n

Continue reading “Response to Sadie’s “Strategic leadership and me!””<\/span><\/a><\/p>\n","protected":false},"author":220,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[53,52,61],"tags":[],"class_list":["post-296","post","type-post","status-publish","format-standard","hentry","category-health-education","category-ldrs501","category-post-4-1"],"_links":{"self":[{"href":"https:\/\/create.twu.ca\/layla11\/wp-json\/wp\/v2\/posts\/296","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/create.twu.ca\/layla11\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/create.twu.ca\/layla11\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/layla11\/wp-json\/wp\/v2\/users\/220"}],"replies":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/layla11\/wp-json\/wp\/v2\/comments?post=296"}],"version-history":[{"count":1,"href":"https:\/\/create.twu.ca\/layla11\/wp-json\/wp\/v2\/posts\/296\/revisions"}],"predecessor-version":[{"id":297,"href":"https:\/\/create.twu.ca\/layla11\/wp-json\/wp\/v2\/posts\/296\/revisions\/297"}],"wp:attachment":[{"href":"https:\/\/create.twu.ca\/layla11\/wp-json\/wp\/v2\/media?parent=296"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/create.twu.ca\/layla11\/wp-json\/wp\/v2\/categories?post=296"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/create.twu.ca\/layla11\/wp-json\/wp\/v2\/tags?post=296"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}