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Please Follow Directions Or I Will Disputeanswer Assignment With 350

Please Follow directions or I will dispUte! answer assignment with 350 words minimum Throughout the course, you have encountered definitions and theories related to leadership. You have also examined your organization and leaders through the Kouzes and Posner model and other relevant literature. As a final assignment, prepare a learning summary that incorporates the following: 1. Reflect on your definition of leadership. Has it changed? What has influenced the change or kept it the same? Reflect on 1-2 “Aha!†moments related to your eight-week study during this course. 2. What impact does the encounter with theoretical material have on your view of leadership relevant to your work in your organization? 3. What three recommendations do you propose for new or experienced leaders based on what you have assimilated into your understanding through this course. 4. Support your assertions, views, and recommendations with scholarly research. Note that four (4) outside scholarly sources are the minimum (your course textbook does not count).

Paper For Above instruction

Leadership is a dynamic and evolving concept that reflects both personal growth and the influence of theoretical understanding. Throughout this eight-week course, my perception of leadership has undergone significant transformation, primarily driven by my engagement with various leadership theories and models, including the Kouzes and Posner model. Initially, I viewed leadership primarily as a position of authority and influence within an organization. However, my perspective has shifted toward understanding leadership as a collective, relational process focused on inspiring, motivating, and empowering others to achieve shared goals. This change has been influenced by academic theories emphasizing emotional intelligence, transformational leadership, and servant leadership, all of which underscore the importance of relationships, empathy, and ethical behavior in effective leadership.

One of the most profound "Aha!" moments occurred during my study of Kouzes and Posner’s leadership practices, especially their emphasis on enabling others to act and encouraging the heart. Recognizing that leadership revolves around fostering collaboration and recognizing others' contributions resonated deeply with my personal values and experience. This insight shifted my focus from solely setting goals and making decisions to cultivating a supportive environment that promotes trust and engagement among team members. It reinforced the idea that leadership is less about individual achievement and more about empowering others to succeed.

Encountering scholarly material on transformational and authentic leadership has profoundly impacted my view of leadership within my organization. I now appreciate that effective leaders are those who can genuinely connect with their followers, build trust, and inspire a shared vision. Theories such as Bass’s transformational leadership highlight the importance of inspiring and intellectually stimulating followers, which aligns with my organizational goals of innovation and continuous improvement. Furthermore, understanding emotional intelligence's role in leadership has prompted me to develop greater self-awareness and empathy, enhancing my ability to connect authentically with colleagues and foster a positive work environment.

Based on my learning, I propose three recommendations for both new and seasoned leaders: First, prioritize emotional intelligence development to better understand and manage interpersonal dynamics. Second, foster an organizational culture that emphasizes collaboration, recognition, and shared purpose, echoing Kouzes and Posner’s practices. Third, invest in continuous self-education and reflection on leadership theories and practices to adapt to changing organizational needs. Supporting these recommendations, scholarly research underscores that emotionally intelligent leaders are more effective, and organizational culture significantly impacts employee engagement and performance (Goleman, 1995; Schein, 2010). Implementing these strategies can help leaders navigate complexities, motivate teams, and drive sustained success in their organizations.

References

• Goleman, D. (1995). Emotional intelligence. Bantam Books.
• Schein, E. H. (2010). Organizational culture and leadership (4th ed.). Jossey-Bass.
• Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge: How to make extraordinary things happen in organizations (6th ed.). Jossey-Bass.
• Bass, B. M. (1985). Leadership and performance beyond expectations. Free Press.
• Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.
• Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.
• Northouse, P. G. (2016). Leadership: Theory and practice (7th ed.). Sage Publications.
• Burns, J. M. (1978). Leadership. Harper & Row.
• Ciulla, J. B. (2004). Ethics and leadership effectiveness. In J. Conger & R. Kanungo (Eds.), Charismatic leadership: The social dynamics (pp. 105-120). Jossey-Bass.
• Yukl, G. (2010). Leadership in organizations (7th ed.). Pearson Education.