In the reading, Wheatley constructs an approach to adaptive leadership and follo
ID: 392210 • Letter: I
Question
In the reading, Wheatley constructs an approach to adaptive leadership and followership with a twist. She suggests this is a messy era which is full of adaptive challenges for leaders and followers. A recurring question is, “How is it that we failed to learn that whenever we try to impose control on people and situations, we only serve to make them more uncomfortable” (Wheatley 2005, p. 4)? In this discussion, examine Wheatley’s twist and propose your interpretation of the twist.Find a current events article in a credible newspaper or magazine and use it as a means to explain how you could test Wheatley’s concepts in conjunction with adaptive leadership and followership. In the reading, Wheatley constructs an approach to adaptive leadership and followership with a twist. She suggests this is a messy era which is full of adaptive challenges for leaders and followers. A recurring question is, “How is it that we failed to learn that whenever we try to impose control on people and situations, we only serve to make them more uncomfortable” (Wheatley 2005, p. 4)? In this discussion, examine Wheatley’s twist and propose your interpretation of the twist.
Find a current events article in a credible newspaper or magazine and use it as a means to explain how you could test Wheatley’s concepts in conjunction with adaptive leadership and followership.
Find a current events article in a credible newspaper or magazine and use it as a means to explain how you could test Wheatley’s concepts in conjunction with adaptive leadership and followership.
Explanation / Answer
Today’s world is said to be VUCA i.e. Volatile, Uncertain, Complex and Ambiguous. In such business environments it is necessary for the organizations and leaders to be adaptable with the changing world. The situational leadership style is the only constant. According to changes, the leaders must adapt themselves. Command and control cannot be the style of leaders if they want to see their people succeed. Also, today’s organizations are learning organisations and hence, at every step they have to be agile and ready to learn. The twist that is being discussed here is about the paradox that is seen in today’s volatile world. Whenever employees are held back by leaders with the help of their power and position, they are only killing their innovation and spirit to perform. Employees will contribute only to be shut down. They will suggest new ideas only to be mocked at. Employees will try to make decisions only to be told how the decision is not feasible. The paradox that is being discussed here is about organizations, where on one hand e talk about innovation, empowered employees, participative management and on the other hand we are holding them back.
A great example that is given by her is that of Military one of the most successful organizations. In military, there used to be a vehicle known as Command and control vehicle which used to be accompany the self-motivated soldiers who wanted to run at their own fast speed. These command and control vehicles used to bring down their speed to only 20 miles per hour. This problem was seen and rectified by military. In the organizations as well, we need to rectify the problem of leaders using command and control to shut their employees down.
Recent example and a case as discussed in HBR is that of Apple’s leader Steve Jobs. He tried to impose his own opinions and decisions on the employees whereas the need of the company was to support innovation. Steve Jobs was not being adaptable to the changing business needs and changing people needs. There was a great increase in office politics as well. The other employees who did not want to be a part of it or could not manage the increasing stress well started to quit the job. The major decision that was taken by the company was the ouster of Steve Jobs. Although he was later on recruited, he had learnt from his mistakes and learnt to adapt to the changing business needs.