5 1 Discussion Discussion 5discussion Topictop Of Formbottom Of Form ✓ Solved

· 5-1 Discussion: Discussion 5 Discussion Topic Top of Form Bottom of Form Discuss why evaluating training is an important part of strategic training. To complete this assignment, review the Discussion Rubric PDF document. To prepare for this discussion, read the assigned textbook chapters and article, The Six Essential Leadership Attributes. Complete the “Leader's Self-Insight 11.1. Values Balancing†activity in the textbook.

Reflect on what the results suggest about you as a leader. You are not required to share your specific results when discussing this activity, but are welcome to, if you are comfortable doing so. To successfully complete this discussion, your post should minimally include the following: · Briefly summarize the concepts of Personal Initiative and Capacity for Collaboration and discuss the relevance of understanding these two styles in the workplace. · Evaluate why it is important for leaders to know their strengths and opportunities for improvement. · Compare and contrast characteristics of old-paradigm leaders with new-paradigm leaders as discussed in the text and explain why old-paradigm leadership practices are increasingly ineffective. · Explain potential costs, benefits, and any risks associated with Diversity Avoidance and Diversity Promotion as they relate to leadership positions in your chosen career or a profession you either have experience with or might consider for a career. · Using yourself, or a leader whose work you are familiar with as an example, apply The Six Essential Leadership Attributes (Links to an external site.) from the assigned article and comment on your/their strengths and growth opportunities based on the author’s description of these attributes. · Identify at least one other model of leadership strengths, characteristics, or traits and apply that model to your chosen leader. · Support ideas you share in your post with a minimum of three credible scholarly and peer-reviewed sources (Links to an external site.) published within the last ten years and document your sources by including APA-formatted citations (Links to an external site.) and references (Links to an external site.) .

Post your initial response of 500 words or more by Day 3 (Thursday) . Respond to at least two of your peers by Day 7 (Monday) . Replies to your classmates’ initial postings should be a minimum of 250 words each. Required Resources Text Daft, R.L. (2018). The leadership experience (7th ed.). · Chapter 1: What Does it Mean to Be a Leader? · Chapter 2: Traits, Behaviors, and Relationships · Chapter 3: Contingency Approaches to Leadership Articles Di Frances, J.

The Six Essential Leadership Attributes (Links to an external site.) . Gehrka, J. Six Steps For Ethical Leadership in Today’s Organizations (Links to an external site.) . Multimedia Ethical Leadership: Why Should We Care About Value Leadership? (Links to an external site.) · This video evaluates the elements of value in personal leadership by assessing the various filters of the value system as it relates to ethical leadership.

Paper for above instructions

Evaluating training is a critical component of strategic training and overall organizational development. It not only ensures that the training programs are effective but also helps in aligning training goals with business objectives. The purpose of this discussion is to explore vital leadership attributes, the differences between old and new paradigms in leadership, and the implications of diversity within the workplace, while also utilizing relevant scholarly literature to support the analysis.

Personal Initiative and Capacity for Collaboration

Personal initiative refers to the ability of individuals to take proactive steps towards accomplishing organizational goals without needing external incentives or instructions. It fosters an environment where employees are encouraged to surpass their job descriptions, leading to heightened productivity, innovation, and job satisfaction (Daft, 2018). On the other hand, capacity for collaboration emphasizes the importance of teamwork. It entails working effectively with others towards a common goal, utilizing diverse perspectives, and building connections that enhance overall group dynamics (Di Frances, n.d.).
Understanding these two styles in the workplace is paramount for leaders. Leaders who embody personal initiative can inspire their teams to take ownership of their tasks, fostering a sense of accountability and motivation. Meanwhile, a strong capability for collaboration ensures that all voices are heard, paving the way for more innovative solutions. Leaders need to balance both qualities to create a cohesive unit that works towards shared objectives, enhancing organizational performance.

Importance of Self-Awareness in Leadership

Self-awareness for leaders includes understanding one's strengths and areas for improvement. Identifying these aspects enables leaders to leverage their strengths effectively while addressing weaknesses that could impede their leadership effectiveness. Studies have shown that self-aware leaders often inspire more trust and commitment from their followers (Goleman, 2017). Such leaders can create an environment conducive to growth, where feedback is welcomed, allowing the team to continuously learn and adapt.

Old Paradigm vs. New Paradigm Leaders

Old-paradigm leaders often exhibit authoritative traits with a top-down approach to management. They prioritize control, with a focus on efficiency, thereby struggling to adapt to rapidly changing environments. In contrast, new-paradigm leaders are characterized by adaptability, emotional intelligence, and a more dispersed leadership style (Daft, 2018). They tend to endorse open communication and empower their team members, fostering a culture of shared responsibility and innovation. As organizations confront complex challenges, the reliance on outdated leadership practices may lead to stagnation and reduced competitiveness in the market.

Diversity Avoidance and Promotion

Diversity avoidance can manifest in leadership by fostering homogeneity and a lack of varied perspectives within teams. The cost of such practices may result in diminished creativity and a narrow range of solutions to complex problems (Roberson, 2019). On the other hand, diversity promotion leads to a richer exchange of ideas and smoother problem resolution, contributing to more effective decision-making processes. Risks in diversity promotion can include potential conflicts arising from differing viewpoints, but the benefits typically outweigh these costs, creating a robust and diverse organizational culture.

Application of The Six Essential Leadership Attributes

Applying The Six Essential Leadership Attributes, as described by Di Frances (n.d.), reveals critical insights into effective leadership. For instance, integrity builds foundational trust, while decisiveness helps leaders to navigate the complexities of organizational challenges effectively. Assessing my strengths and areas of growth based on these attributes allows for effective personal and professional development. Acknowledge one’s strengths assists in reinforcing the behaviors that drive effective leadership while recognizing growth opportunities paves the way for targeted personal development.

Complementary Leadership Models

Using transformational leadership theory as a complementary model reveals additional characteristics essential for effective leadership. Transformational leaders drive change through inspiration and motivation, creating an environment where followers feel empowered to exceed expectations (Bass & Riggio, 2006). If we took my leadership style, for instance, embracing this model could enhance my ability to inspire my team by fostering a shared vision and encouraging personal development among team members.

Conclusion

Evaluating training is integral to the strategic development within organizations. Understanding personal initiative and capacity for collaboration can enhance teamwork and employee performance. Additionally, recognizing the differences between old-paradigm and new-paradigm leadership provides leaders with a framework to adapt in a changing corporate landscape. By promoting diversity and assessing vital leadership attributes, leaders can foster a workplace culture that thrives on collaboration and innovation. Using contemporary leadership models, leaders can maximize their effectiveness in their five contexts and create more dynamic, responsible organizations.

References

1. Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership (2nd ed.). Lawrence Erlbaum Associates.
2. Daft, R. L. (2018). The Leadership Experience (7th ed.). Cengage Learning.
3. Di Frances, J. (n.d.). The Six Essential Leadership Attributes. Retrieved from [Insert link].
4. Goleman, D. (2017). Leadership That Gets Results. Harvard Business Review.
5. Roberson, Q. M. (2019). Diversity Management Behaviors and Organizational Performance: A Review. The Handbook of Diversity in the Workplace.
6. Gehrka, J. (n.d.). Six Steps for Ethical Leadership in Today’s Organizations. Retrieved from [Insert link].
7. Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). SAGE Publications.
8. Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations (6th ed.). Wiley.
9. Yukl, G. A. (2013). Leadership in Organizations (8th ed.). Pearson.
10. Fairholm, M. R. (2011). Leadership and the Culture of Trust. New York: Palgrave Macmillan.