Week 7 Discussion: Please Respond To The Following Question

Wk7 Discussionplease Responds To The Following Discussion Topics For

Discuss how you can develop your strategic leadership ability through this course’s leadership theories and models. Organizations that are quick to respond to internal and external forces that require them to change are more likely to survive and be competitive. Tell how your leadership style will assist an organization to survive radical change. Assume the role of the CEO and tell what actions you will take. Describe the role of how leaders create and reinforce culture. post word count words.

Paper For Above instruction

Developing strategic leadership capabilities is a critical component for organizational success, especially in today’s rapidly changing environment. This course’s leadership theories and models provide valuable frameworks for understanding how to lead effectively, adapt to change, and influence organizational culture. By integrating transformational leadership, situational leadership, and strategic management models, I can enhance my ability to formulate and execute strategies that align with organizational goals and respond agilely to internal and external challenges.

Transformational leadership, with its emphasis on inspiring and motivating followers, fosters a culture of innovation and adaptability. This approach encourages employees to embrace change proactively, which is crucial in dynamic markets. Similarly, the situational leadership model teaches adaptability, enabling leaders to modify their style based on the readiness and needs of their team. Combining these models can help me develop a flexible leadership approach that promotes resilience and responsiveness within the organization.

As a CEO facing radical change—such as digital transformation or a major market shift—my leadership style would be predominantly transformational, focusing on clear communication of vision, inspiring commitment, and fostering a culture of continuous learning. I would prioritize transparency, solicit input from all levels, and promote an innovative mindset. Actions I would take include implementing change management strategies, investing in employee development, and fostering an environment where feedback is valued and acted upon.

In leading change, understanding and shaping organizational culture is critical. Leaders create and reinforce culture through their behaviors, communication, and decision-making. By modeling desired values, rewarding adaptive behaviors, and aligning organizational systems with the cultural vision, leaders embed culture deeply within the organization. Regularly communicating the rationale behind changes and celebrating milestones can reinforce the culture effectively.

Furthermore, understanding the importance of organizational culture in sustaining change initiatives helps ensure that desired behaviors become ingrained. As a leader, I would focus on developing a shared sense of purpose and a strong value system that supports agility, learning, and innovation. Reinforcing these cultural attributes consistently over time helps the organization remain resilient and competitive amid radical change.

In conclusion, this course’s leadership theories and models equip me with the conceptual tools to develop strategic leadership excellence. My leadership style—transformational and adaptive—will be pivotal in guiding an organization through radical change by fostering a resilient culture, encouraging innovation, and ensuring alignment of goals and values. As a CEO, deliberate actions such as transparent communication, supportive development programs, and cultural reinforcement will be key to organizational survival and success in an increasingly turbulent business landscape.

References

• Bass, B. M. (1998). Transformational Leadership: Industry, Military, and Educational Impact. Lawrence Erlbaum Associates.
• Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.
• Kotter, J. P. (1996). Leading Change. Harvard Business Review Press.
• Schein, E. H. (2010). Organizational Culture and Leadership (4th ed.). Jossey-Bass.
• Robinson, S. P., & Judge, T. A. (2019). Organizational Behavior (18th ed.). Pearson.
• Goleman, D. (2000). Leadership that Gets Results. Harvard Business Review.
• Yukl, G. (2013). Leadership in Organizations (8th ed.). Pearson.
• Heifetz, R., & Laurie, D. (1997). The Work of Leadership. Harvard Business Review.
• Hitt, M. A., Ireland, R. D., & Hoskisson, R. E. (2017). Strategic Management: Concepts and Cases (12th ed.). Cengage Learning.
• Appelbaum, S. H., et al. (2017). Change Leadership: A Critical Perspective. Journal of Organizational Change Management, 30(2), 273-286.