Name Of The Person You Admire ✓ Solved

Name Of The Person You Admire

Briefly providing the contextual background of the leader. This will contain the person’s background. This is how I want your paper turned in. Your audience is someone like your roommate – intelligent, educated, but has NO IDEA what the case study is about. This is generally one paragraph, but two or three may be fine.

The easiest way to explain this section is to think of it like an abstract or introduction. This section, if written properly, can actually act as the abstract for this paper. It will, in a sense, set up the rest of the paper, which is the review of the case, analysis, recommendations, and the summary and conclusions sections. Cite authors. You should NOT write “According to his book” as your reader has NO IDEA who or what is that.

Instead, use “According to Kouzes and Posner (2017), ...” If there is a second paragraph, it will look like this. This is difficult for many to get used to and takes practice. The paper should be written in third person narrative, but for this paper, the first person will be accepted. You will NOT use the first person plural, “we,” or the second person. One other note: an organization is an “it,” not a “they.” Remember that when you use pronouns describing an organization.

Providing specific examples of actions and behaviors that the leader used with respect to the five practices of exemplary leadership. Describing key reasons why you admire the leader (providing specific examples of actions & behaviors that the leader used with respect to the five practices of exemplary leadership).

Model the Way Begin text here. Note: I do not want to see the headings written as questions or you asking questions within the paper. Inspired a Shared Vision Begin text here. Note: I do not want to see the headings written as questions or you asking questions within the paper. Challenge the Process Begin text here. Note: I do not want to see the headings written as questions or you asking questions within the paper. Enable Others to Act Begin text here. Note: I do not want to see the headings written as questions or you asking questions within the paper.

Encourage the Heart Begin text here. Note: I do not want to see the headings written as questions or you asking questions within the paper. (Name here)’s Credibility Evaluating to what extent the leader had credibility, where it stemmed from, and whether there were areas for the leader to improve. (Name here)’s Transferability Would the leader be as effective in another activity? For example, if the leader was a business person, would their leadership style and methods work as well (or better or worse) if they were a politician? Teacher? Head of a non-profit social change organization? Why or why not?

You must also provide at least six (6) peer-reviewed references and cite the references in the form of in-text citations in the body of the paper (i.e., the textbook and six [6] additional peer-reviewed sources). Again, when you reference material in your paper, you must also have in-text citations in the body of the paper for each reference. Remember, EVERY citation must correspond to a reference and EVERY reference must correspond to a citation. You CANNOT have one without the other.

This section will tie together all sources used for this case study, conclusions drawn from the reading and any inconsistencies. This section will generally be one to two paragraphs. Notice the paper has a continuous flow; there are no page breaks or gaps between sections. The only page breaks occur between the title page and the introduction, as well as the summary/conclusions and the reference page.

This section will reference all original work cited throughout the paper. The heading should appear at the top of the page and all reference material should be listed below in alphabetical order by first last name; also, the title for books is always in italic format and in sentence form. In contrast to book references, the title for articles is in sentence format, not in italic, but the name of the publisher is in italics.

Paper For Above Instructions

One individual who has made a remarkable impact in the field of organizational leadership is Simon Sinek. Sinek is a well-known author and motivational speaker, recognized globally for his insightful and inspiring approach to leadership. He gained popularity through his TED Talks and books, such as “Start With Why” and “Leaders Eat Last.” His concepts revolve around purpose-driven leadership, emphasizing the importance of understanding the 'why' behind actions in the workplace. By fostering a sense of belonging and purpose, Sinek has inspired numerous leaders to adopt a more humane and effective approach to leadership (Sinek, 2009).

Sinek's journey began with a background in anthropology, which has greatly influenced his understanding of human behavior in the workplace. He asserts that great leaders create environments where everyone feels safe to express their ideas and take risks. This philosophy stems from his belief that leaders should not just direct but should inspire their teams toward a common goal (Sinek, 2014). Understanding this background helps frame Sinek’s achievements and the principles he stands for in the realm of leadership.

One of the key practices of exemplary leadership that Sinek has exemplified is “Model the Way.” Sinek lives by his principles and demonstrates behaviors that he expects from others. He emphasizes the importance of leaders being the first to act in accordance with their values, which fosters trust and sets a standard for the team (Kouzes & Posner, 2017). For example, Sinek demonstrates transparency in his communications, openly sharing his thoughts and vulnerabilities, which encourages others to do the same. This approach effectively builds a foundation of trust and integrity within teams.

Another admirable quality of Sinek is his ability to “Inspire a Shared Vision.” He articulates a compelling vision that resonates with individuals on a personal level. Sinek's famous concept, “Start With Why,” posits that leaders should communicate their purpose clearly to inspire others. His vision encourages teams to see beyond their individual tasks and understand the broader impact of their work. For instance, in his speeches, he consistently links individual roles to the overarching mission, thereby igniting passion and commitment among team members (Sinek, 2013).

The third practice, “Challenge the Process,” is evident in Sinek’s willingness to question conventional methods and seek innovative solutions. He encourages leaders to embrace failure as a learning opportunity rather than a setback. Sinek often shares anecdotes where successful leaders faced failures before achieving greatness, thus reshaping the mindset towards challenges. His approach inspires teams to take risks and experiment with new ideas, fostering a culture of growth and innovation (Sinek, 2014).

Moreover, Sinek embodies the practice of “Enable Others to Act” by empowering individuals within his organization to take initiative and ownership of their work. He advocates for a collaborative approach, where leaders support their team members in decision-making, thus promoting autonomy. This collaborative spirit not only enhances team morale but also drives individual accountability, as team members feel valued and heard (Kouzes & Posner, 2017). Sinek’s commitment to developing others often comes from his belief that leadership is not about the leader but about those being led.

Lastly, Sinek effectively “Encourages the Heart” of his team. He understands that recognition and appreciation are vital for maintaining motivation and engagement. Sinek frequently shares success stories that highlight the contributions of team members, reinforcing the sense of belonging and community. This recognition cultivates an environment where people feel seen and valued, further enhancing their commitment to the organizational goals (Sinek, 2013).

Regarding Sinek's credibility, it stems from his consistent application of his principles in various settings, earning him respect and trust as a leader. His educational background in anthropology and real-world experience bring a level of expertise that enhances his credibility. However, he also acknowledges that there are always areas for improvement, such as continually adapting his strategies to address diverse teams and changing organizational dynamics.

Considering Sinek’s transferability, his leadership style would likely be effective in various environments, whether in business, politics, or education. His core principles of inspiring purpose, fostering teamwork, and encouraging innovation make him adaptable across different contexts. For example, if placed in a political setting, Sinek's approach to communication and rallying support around a shared mission would be invaluable. Similarly, in education, his methods of empowering students and teachers alike could drive positive change (Sinek, 2014).

In conclusion, Simon Sinek exemplifies the attributes of an exemplary leader through his adherence to the five practices of leadership. His ability to model the way, inspire a shared vision, challenge the process, enable others to act, and encourage the heart has not only garnered him admiration but has also significantly influenced leadership practices across various sectors. The alignment of his leadership principles with contemporary challenges makes him a relevant figure in the realm of organizational leadership.

References

• Kouzes, J., & Posner, B. (2017). The leadership challenge: How to make extraordinary things happen in organizations (7th ed.). John Wiley & Sons.
• Sinek, S. (2009). Start with why: How great leaders inspire everyone to take action. Portfolio.
• Sinek, S. (2013). Leaders eat last: Why some teams pull together and others don't. Portfolio.
• Sinek, S. (2014). Together is better: A little book of inspiration. Portfolio.
• Sinek, S. (2016). Find your why: A practical guide for discovering purpose for you and your team. Portfolio.
• McShane, S., & Von Glinow, M. (2020). Organizational behavior (9th ed.). McGraw-Hill.
• Chopra, M., Munro, S., Lavis, J. N., Vist, G., & Bennett, S. (2008). Effects of policy options for human resources for health: An analysis of systematic reviews. The Lancet, 371, 668-74.
• Barzani, R. S. (2014). Studying the effects of business strategies on the organization's performance in regards to human resources' policies at the social security insurance companies based. International Journal of Academic Research in Business and Social Sciences, 4 (5).
• Holt, D. (2016). Branding in the age of social media. Harvard Business Review (online).