Respond to at least two of your colleagues' postings that ✓ Solved

Respond to at least two of your colleagues' postings that contain a perspective other than yours. Share an insight about what you learned from having read your colleagues’ postings and discuss how and why your colleague’s posting resonated with you professionally and personally. Offer an example from your experience or observation that validates what your colleague discussed. Offer specific suggestions that will help your colleague build upon his or her perceptions as a leader. Offer further assessment from having read your colleague’s post that could impact a leader’s effectiveness. Share how something your colleague discussed changed the way you consider your own leadership qualities.

Paper For Above Instructions

In our professional journeys, engaging critically with diverse perspectives is essential for personal growth and effective leadership. Through responding to my colleagues Anthony Blount and Natasha Mills, I will reflect on how their insights on critically reflexive practice resonate with my own professional experiences, deepen my understanding of leadership, and inspire additional considerations for effective management practices.

Reflections on Anthony Blount's Post

Anthony Blount articulately discusses critically reflective practice, emphasizing its role in examining our fundamental assumptions and the consequences of our actions. He cites Cunliffe's perspective on the necessity for leaders to introspectively analyze their beliefs and actions, which he believes is vital for fostering innovation and adapting to change within organizations.

What resonated with me in Anthony's post was his emphasis on how self-awareness can shape a leader's approach to organizational challenges. In my experience as a project manager in a technology firm, I encountered similar moments where questioning existing norms proved invaluable. For instance, during the implementation of agile methodologies, many team members were resistant to moving away from traditional project management practices. By applying a form of critically reflective practice, I acknowledged their concerns and encouraged an open dialogue, which not only alleviated fears but also fostered an environment ripe for creativity and collaboration.

To support Anthony in further developing his reflections on leadership, I would suggest incorporating specific examples of how critically reflective practice has led to tangible improvements within organizations he has been part of. This could involve discussing specific projects where questioning assumptions led to better outcomes, thus reinforcing the idea that critical reflexivity is not only a theoretical exercise but has practical implications as well.

Assessing the Impact of Critically Reflective Practice

Reading Anthony's post prompted me to reassess my own leadership qualities. Initially, I viewed leadership primarily as an exercise in authority and decision-making. However, his assertions illuminated the importance of vulnerability and adaptability as essential traits for effective leaders. By embracing a habit of critical reflection, I have started to understand my leadership style's impact not only on project results but also on the individuals within my team.

Insights from Natasha Mills' Post

Natasha Mills also delves into critically reflexive practice, positioning it as a vital aspect for leaders to achieve greater autonomy and navigate the complexities of relationships within organizations. She argues that understanding who we are and how we relate to others positions leaders to become moral practitioners and critical thinkers. Her emphasis on self-identity and moral responsibility particularly struck me.

In my own leadership roles, I have witnessed the significance of moral leadership. For example, while leading a cross-functional team, I encountered a situation where a team member's cultural background influenced their communication style, leading to misunderstandings. Natasha’s assertion about the importance of relation-oriented reflexivity compelled me to build stronger relationships within my team, actively seeking to understand and accommodate diverse perspectives. This shift not only enhanced team cohesion but also improved our collective problem-solving abilities.

I would encourage Natasha to consider integrating case studies or illustrative examples of how critically reflexive practices have tangibly influenced her leadership effectiveness. Concrete experiences can bolster her assertions about the necessity of autonomy and moral engagement, providing additional credibility to her insights.

Changing Perspectives on Leadership

Both Anthony and Natasha's perspectives have collectively shifted the way I consider my leadership qualities. Instead of viewing leadership through the lens of outcomes and results alone, I am now more focused on the journey of personal and professional development that effective leadership entails. The dialogue around critically reflexive practice reinforces the idea that leadership is an evolving process filled with opportunities for self-discovery and adaptation.

As leaders, we must embrace uncertainty and be open to the reflection that paves the way for innovation and ethical practices. By acknowledging our biases and assumptions, we cultivate a more inclusive and dynamic organizational culture that values diverse viewpoints.

Conclusion

In conclusion, engaging with my colleagues’ posts has deepened my understanding of critically reflexive practice and its implications for effective leadership. By sharing insights and reflections derived from our experiences, we not only clarify our paths but also foster a collaborative network that encourages vulnerability and continuous improvement. Through these discussions, I am motivated to further expand my critical reflexive practice and explore the transformative potential of leadership in diverse contexts.

References

• Cunliffe, A. L. (2016). On becoming a critically reflexive practitioner. Journal of Management Education, 40(6).
• Argyris, C., & Schön, D. A. (1974). Theory in Practice: Increasing Professional Effectiveness. Jossey-Bass.
• Kets de Vries, M. F. R. (2001). The Leadership Mystique: Leading Behavior in the Human Enterprise. Financial Times Prentice Hall.
• Hampden-Turner, C., & Trompenaars, F. (2011). Riding the Waves of Culture: Understanding Diversity in Global Business. McGraw Hill.
• Goleman, D. (1998). Working with Emotional Intelligence. Bantam Books.
• Kolb, D. A. (1984). Experiential Learning: Experience as the Source of Learning and Development. Prentice Hall.
• Heifetz, R. A., & Laurie, D. L. (1997). A Model for Leadership in the 21st Century. The Harvard Business Review.
• Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.
• Northouse, P. G. (2018). Leadership: Theory and Practice. Sage Publications.
• Kanfer, R., & Ackerman, P. L. (2004). Aging, Adult Development, and Work Motivation. The American Psychologist, 59(1), 10-13.