{"id":97,"date":"2018-10-28T18:01:33","date_gmt":"2018-10-29T01:01:33","guid":{"rendered":"https:\/\/create.twu.ca\/walkinginmywhy\/?p=97"},"modified":"2018-11-20T07:57:50","modified_gmt":"2018-11-20T15:57:50","slug":"unit-5-learning-activity-2","status":"publish","type":"post","link":"https:\/\/create.twu.ca\/walkinginmywhy\/2018\/10\/28\/unit-5-learning-activity-2\/","title":{"rendered":"Unit 5 Learning Activity 2"},"content":{"rendered":"

When coordinating a group project in an organization, team leaders should function according to the Diamond Model for Practicing Servant-Leadership by Page & Wong (2000, p. 10) and rotate between the roles of leader, team member, and servant. According to the model, the team leader first stands in the role of leader to communicate a clear, elevating goal to the team (Larson & LaFasto, 1989, as cited in Northouse, 2016). This is represented by the CEO at the top of Figure 5.2 below. The leader should communicate what the vision is and why it is important. It should relate to something bigger than him or herself, but at the same time be attainable, e.g. a \u201cdelicate balance between conceptual thinking and a day-to-day operational approach\u201d (Spears, 2010). \u00a0Next, the team leader should position him\/herself as a team member in a \u2018circle of partners\u2019 (Page & Wong, 2000), approachable and humble. This is represented by the CEO as part of the circle in the middle of the diagram. In my view, it is important that the leader create a system of communication that gives voice to every member of the team; recognizing and valuing their experience and expertise. According to Spears, the leader should also work to build a unified commitment among the members. His relationship with, and respect for the individual members becomes the vehicle through which he can accomplish this (Northouse, 2016). As the members begin to see that they are each important to its accomplishment, their commitment to the common goal and their devised plan could increase. While monitoring team performance and setting priorities (Northouse, 2016), the leader next steps into the role of servant as he\/she pours his efforts into assisting the members in achieving the goal and maintaining standards of excellence. All of his\/her energy goes towards (1) empowering the team members so that they can produce high-quality results, and (2) working towards their personal and professional development (Spears, 2010) so that they reach their fullest potential (Page & Wong, 2000). This is represented by the CEO being at the bottom of the diagram. If the team\u2019s goals change or if there is a significant change in personnel then the leader can revert back to the beginning of the process at the top of the figure.\u00a0<\/span><\/p>\n

Northouse, P. G. (2016). <\/span>Leadership: theory and practice<\/span><\/i> (7th ed.). Thousand Oaks, CA: Sage Publications.<\/span><\/p>\n

Page, D., & Wong, T. P. (2000). A conceptual framework for measuring servant leadership. The human factor in shaping the course of history and development, 69-110. Retrieved from http:\/\/www.drpaulwong.com\/wp-content\/uploads\/2013\/09\/Conceptual-Framework.pdf<\/span><\/p>\n

Spears, Larry C. (2010). Character and servant leadership: Ten characteristics of effective, caring leaders. <\/span>The Journal of Virtues & Leadership, 1<\/span><\/i>(1), 25-30.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

When coordinating a group project in an organization, team leaders should function according to the Diamond Model for Practicing Servant-Leadership by Page & Wong (2000, p. 10) and rotate between the roles of leader, team member, and servant. According to the model, the team leader first stands in the role of leader to communicate a … <\/p>\n

Continue reading “Unit 5 Learning Activity 2”<\/span><\/a><\/p>\n","protected":false},"author":997,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6,17],"tags":[],"class_list":["post-97","post","type-post","status-publish","format-standard","hentry","category-ldrs500","category-unit-5"],"_links":{"self":[{"href":"https:\/\/create.twu.ca\/walkinginmywhy\/wp-json\/wp\/v2\/posts\/97","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/create.twu.ca\/walkinginmywhy\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/create.twu.ca\/walkinginmywhy\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/walkinginmywhy\/wp-json\/wp\/v2\/users\/997"}],"replies":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/walkinginmywhy\/wp-json\/wp\/v2\/comments?post=97"}],"version-history":[{"count":3,"href":"https:\/\/create.twu.ca\/walkinginmywhy\/wp-json\/wp\/v2\/posts\/97\/revisions"}],"predecessor-version":[{"id":142,"href":"https:\/\/create.twu.ca\/walkinginmywhy\/wp-json\/wp\/v2\/posts\/97\/revisions\/142"}],"wp:attachment":[{"href":"https:\/\/create.twu.ca\/walkinginmywhy\/wp-json\/wp\/v2\/media?parent=97"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/create.twu.ca\/walkinginmywhy\/wp-json\/wp\/v2\/categories?post=97"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/create.twu.ca\/walkinginmywhy\/wp-json\/wp\/v2\/tags?post=97"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}