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Choose one of the “5 Being Habits” (Blanchard, et al., 2016, pp.89-129) and discuss how this habit would be lived out in someone’s life today. What do the authors claim are the benefits of adopting these habits? Which one of the 5 Being Habits do you think is difficult and explain why? Which one of the 5 Being Habits do you think is easiest and explain why? In the book Jesus on Leadership (Wilkes, 1998), the author makes the statement; “You will never become a Servant Leader until you first become servant to the Leader” (p.22-23). Who is the “Leader” Wilkes (1998) is referring to in this statement? Why is this so hard for people to agree to this idea and why do you think it is important? As you think about becoming a group member for the rest of the semester in this class: What strengths do you bring to the group as a group member in this class? Explain your answer by giving examples of how you have seen your answer to be true.

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The concept of the “5 Being Habits” introduced by Blanchard et al. (2016) serves as a toolkit to foster personal and professional development. One of the most impactful habits is “Being Responsible,” which emphasizes accountability and ownership in one’s actions. In today’s fast-paced and interconnected world, living out this habit means taking charge of our roles, whether in professional or personal spheres, and acknowledging the consequences of our actions. Individuals who embody responsibility cultivate trust and integrity within their relationships, leading to enhanced teamwork and collaboration.

The authors claim that adopting these “Being Habits” provides multiple benefits, including improved self-awareness, stronger interpersonal relationships, and enhanced emotional intelligence. These traits create a more conducive environment for personal growth and organizational success. For instance, being responsible allows individuals to reflect on their decisions, learn from their mistakes, and adapt their behavior, which is crucial in a rapidly evolving workplace.

Among the five habits, I find “Being Open to Learning” to be the most difficult. This difficulty arises from our innate resistance to change and the discomfort associated with admitting that we do not know everything. In contemporary settings where expertise is highly valued, the fear of being perceived as inadequate or uninformed often hinders one’s willingness to embrace new ideas. Conversely, “Being Present” appears to be the easiest habit to adopt. It simply requires an individual to actively engage in the moment, listen, and pay attention to others. In a world filled with distractions, consciously choosing to be present fosters deeper connections and demonstrates one’s commitment to the discussion at hand.

In the context of Wilkes’ (1998) assertion about Servant Leadership, the “Leader” referred to in this statement represents the higher authority or guide that one follows, which can be interpreted as a mentor, an industry leader, or even a spiritual or moral leader. The essence of this statement posits that true leadership principles are rooted in servitude. However, many individuals struggle to agree with this ideology because it challenges the traditional notions of authority and control prevalent in various leadership models. This principle necessitates a humility and willingness to serve others, which can feel counterintuitive in competitive environments.

Understanding the significance of this perspective is pivotal for several reasons. It fosters an environment where leaders prioritize the needs of their team or followers, which in turn creates a culture of trust, respect, and collaboration. Such an approach can lead to enhanced productivity, as team members feel valued and motivated to contribute their best efforts.

As I contemplate my participation in group activities for the remainder of the semester, I recognize several strengths that I bring to collaborative settings. First, I have strong communication skills that enable me to articulate my ideas clearly and encourage open dialogue among group members. For instance, in a past project, I facilitated a brainstorming session where everyone was invited to contribute their thoughts, resulting in a comprehensive plan that incorporated diverse perspectives. Second, my natural inclination towards organization means I can help structure our discussions and tasks effectively. In previous group work, I have taken the initiative to create timelines and allocate responsibilities, ensuring that we meet deadlines and maintain focus.

Additionally, my adaptability allows me to respond positively to feedback and adjust my contributions as necessary. This flexibility is crucial in group dynamics, where differing viewpoints can lead to conflict or confusion. By being open to constructive criticism and willing to pivot when needed, I can help maintain a collaborative and positive environment. Through these strengths, I aim to be a contributing member of the group and support the achievement of our collective goals.

References

• Blanchard, K., Johnson, S., & Carew, D. (2016). The New One Minute Manager. William Morrow.
• Wilkes, G. (1998). Jesus on Leadership. Genesis Press.
• Northouse, P. G. (2018). Leadership: Theory and Practice. Sage Publications.
• Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge. Wiley.
• Goleman, D. (2006). Emotional Intelligence. Bantam Books.
• Covey, S. R. (2004). The 7 Habits of Highly Effective People. Free Press.
• Heifetz, R. A., & Laurie, D. L. (1997). Leadership on the Line: Staying Alive through the Dangers of Leading. Harvard Business Review Press.
• Greenleaf, R. K. (2002). Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness. Paulist Press.
• Bass, B. M., & Bass, R. (2008). The Bass Handbook of Leadership. Free Press.
• Robinson, S. P., & Judge, T. A. (2019). Organizational Behavior. Pearson.