Leader Profile: Many Argue That The Single Largest Variable

Leader Profilemany Argue That The Single Largest Variable In Organizat

Many argue that the single largest variable in organizational success is leadership. Effective leadership can transform an organization and create a positive environment for all stakeholders. In this assignment, you will evaluate a leader and identify what makes him or her effective. Consider leaders who have affected your life—such as community leaders, family members, or others with a direct impact.

Choose one leader you consider to be effective. Write a paper explaining how this leader has influenced you and why you believe he or she is effective. Analyze the characteristics or qualities of this person that have most affected you. Rate this leader using a leadership scorecard—either one you develop or an established one, citing the source. Assess the leader holistically across critical leadership competencies like visioning, empowering, strategy development, and communication. Critique the individual's skills based on your course learnings.

Reflect on how well this leader aligns with practices from your required readings and how effectively he or she has adapted to contemporary leadership challenges. If you could suggest improvements, what would they be and why? Support your profile with insights from assigned readings, the Argosy University online library, reputable internet sources like the Wall Street Journal, BusinessWeek, or Harvard Business Review, along with 2–3 additional outside resources. Incorporate personal experiences and general online commentary about the leader.

Your paper should be 3–5 pages in length, formatted according to APA standards. Use proper citations and references. Save your file as LastnameFirstInitial_M2_A2.doc.

Paper For Above instruction

The influence of leadership on organizational success cannot be overstated. Effective leaders serve as catalysts for change, inspire teams, and foster environments conducive to innovation and productivity. For this paper, I have selected President Nelson Mandela as a leader whose qualities and actions have profoundly influenced both myself and the broader global community. His leadership exemplifies resilience, vision, integrity, and the ability to unify disparate groups against oppression.

Nelson Mandela's leadership has greatly inspired me, especially his unwavering commitment to justice and reconciliation despite immense personal sacrifice. His capacity to maintain hope in the face of adversity and to forgive rather than seek revenge has left a lasting impression. Mandela's authenticity and steadfast moral compass are qualities that I admire and consider central to his effectiveness as a leader. These qualities fostered trust and inspired collective action, reinforcing the importance of integrity and perseverance.

Analyzing Mandela’s traits reveals several key qualities that contributed to his leadership effectiveness. His unwavering resilience allowed him to endure 27 years of imprisonment without abandoning his ideals. His strategic vision aimed at reconciliation rather than retribution, fundamentally transforming South Africa from apartheid to democracy. His empathetic nature and ability to communicate across political and racial divides exemplify emotional intelligence—an essential trait for effective leadership.

To evaluate Mandela's leadership, I employed the Transformational Leadership Scorecard, which assesses vision articulation, inspiring motivation, intellectual stimulation, and individual consideration. On this scale (1-5), I rate Mandela a 5 for vision, as his clear goal of a non-racial democratic South Africa guided his actions. He scores a 5 for inspiring motivation, effectively rallying both supporters and opponents. His intellectual stimulation is rated a 4; Mandela challenged societal norms and promoted national dialogue. His individual consideration, reflected in his empathy and humility, rates a 5. Overall, his scores reflect that Mandela exemplifies transformational leadership qualities.

Comparing Mandela's skills to contemporary leadership practices, he exemplifies the principles of adaptive leadership—embracing change and confronting complex societal challenges. According to Heifetz and Laurie (1997), adaptive leaders must mobilize people to tackle tough problems, a trait Mandela demonstrated through his strategic patience and moral authority. His approach aligns well with current leadership theories emphasizing authenticity, resilience, and social responsibility.

However, there are areas where Mandela's leadership could be enhanced. For instance, greater emphasis on leveraging technology and social media could have facilitated faster communication and engagement with younger generations. Additionally, fostering more diverse leadership teams within post-apartheid South Africa might have increased sustainability and inclusiveness.

If I could recommend improvements to Mandela's leadership approach, I would suggest integrating modern communication tools to sustain engagement and ensuring broader representation within leadership structures. While his moral authority was unmatched, expanding participatory decision-making could have further strengthened social cohesion and empowerment.

In conclusion, Nelson Mandela’s leadership embodies many qualities essential for effective leadership—resilience, vision, integrity, empathy, and strategic thinking. His ability to inspire change through moral authority and unwavering commitment makes him a quintessential transformational leader. While contemporary challenges demand adaptive and innovative approaches, Mandela's enduring influence underscores the importance of moral conviction and resilience in leadership. Future leaders can learn from his legacy by embodying these traits and continuously evolving to meet societal needs.

References

• Heifetz, R. A., & Laurie, D. L. (1997). The work of leadership. Harvard Business Review, 75(1), 124-134.
• Madiba, N. (1994). Long Walk to Freedom: The Autobiography of Nelson Mandela. Little, Brown and Company.
• Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.
• Stone, D. N. (2010). Leadership and Social Movements. Routledge.
• Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge (6th ed.). Wiley.
• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Lawrence Erlbaum Associates.
• Senge, P. M. (1990). The fifth discipline: The art & practice of the learning organization. Doubleday/Currency.
• Goleman, D. (2000). Leadership that gets results. Harvard Business Review, 78(2), 78-90.
• Yukl, G. (2012). Leadership in Organizations (8th ed.). Pearson.
• Uhl-Bien, M., & Marion, R. (2008). Complexity leadership: Enabling trust, learning and sustainability in organizations. Organization Science, 19(4), 631-646.