Search results
Results from the WOW.Com Content Network
Communication and leadership during change encompasses topics of communication (transmission of information) and leadership (influence or guidance) during change. [1] The goal of leader development is "the expansion of the person's capacity to be effective in leadership roles and processes". [ 1 ]
The Functional theory of leadership emphasizes how an organization or task is being led rather than who has been formally assigned a leadership role. In the functional leadership model, leadership does not rest with one person but rests on a set of behaviors by the group that gets things done. Any group member can perform these behaviors so ...
John P. Kotter, a pioneer of change management, invented the 8-Step Process for Leading Change. John P. Kotter, the Konosuke Matsushita Professor of Leadership, Emeritus, at the Harvard Business School is considered the most influential expert of change management. [29] He invented the 8-Step Process for Leading Change. It consists of eight stages:
Democratic leadership, also known as participative leadership, is a type of leadership style in which members of the group take a more participative role in the decision-making process. Researchers have found that this leadership style is usually one of the most effective and leads to higher productivity, better contributions from group members ...
A high LPC score suggests that the leader has a "human relations orientation", while a low LPC score indicates a "task orientation". Fiedler assumes that everybody's least preferred coworker in fact is on average about equally unpleasant, but people who are relationship-motivated tend to describe their least preferred coworkers in a more positive manner, e.g., more pleasant and more efficient.
Leadership, Organizing and Action: Leading Change. Leadership, Organizing and Action: Leading Change is an Executive Education online program designed to reach leaders of civic, social, and political organizations from around the world who wish to learn how to organize communities that can mobilize power to make change.
Organizations have complex structures in that they are dynamic networks of interactions, and their relationships are not aggregations of the individual static entities. They are adaptive; in that, the individual and collective behavior mutate and self-organize corresponding to a change-initiating micro-event or collection of events.
People often resist change, leaving it to leadership to convince people that gains outweigh losses. Besides institutionalization, reification is another process that tends to occur in strong cultures. The organization may come to be regarded as a source of pride, and even unique.