Please refer to textbook ( the page numbers she uses do not match the online textbook version so please find the correct pages, if help is need please let me know):
Leaders are often focused on creating and achieving a vision. In fact, we could argue that a leader’s primary role within an organization is developing the vision and then motivating others to achieve that vision. Leaders must be strategic in their approach in order to set a direction, identify the necessary resources, effectively deploy these resources, and continually reiterate the urgency to achieve the vision. When done well, employees embrace the difficult changes required of them to play a role in the organization’s success.
In this exercise, we are going to discuss and evaluate change leaders that you have observed within your organizational environments.
Further Instructions for DF 4
Be sure you’ve done the reading assignment before crafting your answer to this and other questions. DF 4 can most likely be answered in 250-500 words. You might want to write about your “good example” first, answering all the questions and then the “less successful example” next.
Kotter’s “checklist” for leading change refers to his fairly famous 8 steps: (1) establish a sense of urgency, (2) form a guiding coalition, (3) create a vision for change, (4) communicate the vision, (5) empower broad based actions, (6) create short term wins, (7) build on the change, and (8) anchor the changes in corporate culture. You can check out Kotter’s website for more information if you want:
As for the question regarding how each leader approaches leadership, you will find a lot of information on the skills approach, the style approach and the situational approach in Chapters 3, 4, and 5 of the Northouse text. You do not have to identify a specific theory within the approach but just comment in general about what approach you think the leaders followed.
As always, be sure you answer all parts of the DF 4 question. I would structure it in 3 paragraphs; one describing the “good change leader” and answering the questions about that person, one doing the same for the “poor change leader” and then a concluding paragraph with your observations and conclusions about leaders as change agents.
That’s why we have developed 5 beneficial guarantees that will make your experience with our service enjoyable, easy, and safe.