Leadership Commitments #1

Leaders should have the commitment to “know” the members of the organization, which can lead to more effective instances of shared change. These leaders should be understanding of and be able to address their subordinates’ fear of loss through power dynamics or implied loss of position, the appearance of temporary incompetence, the fears of punishment […]

Leadership, Continued – Part Two

Leadership development theory, by putting words and practice to the more successful, organic practices of past groups and old communities, becomes a system and structure of carefully organized dances. Peter Senge (1990) believes that this structure influences our behavior. Often certain beliefs that ruled groups of people were dropped because of their discontinuity issues. Either […]