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Showing posts from October, 2014

Culture of learning in organization

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Read my perception on : Soraya Fallah
Why Kouzes and Posner believe smart leader creates a culture of learning in his/her organization and suggest “essentials” for strengthening others?

According to K&P the two essentials used by exemplary leaders to “Strengthen Others” is to “Enhance Self-Determination” and “Develop Competence and Confidence.” They go on to give varies ways leaders can engage in these essentials. The two that stood out to me as the most effective are: “Provide Choices,” which helps “Enhance Self-Determination” and “Educate and Share Information,” which helps with developing “Competence and Confidence.”


K&P state that giving people choices will help them act independently so that they can “take initiative and be self-directed” (Kouzes & Posner, 2007, p. 249). “Enhancing Self-Determination” is all about empowering others and I think people feeling like they have a say in what and how things are done is a very a important factor in self-determination. When some…

My perseption on Relationship between teamwork and team learning

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Team learning is one of Peter Senge’s discussions on “learning organization” in “The Fifth
Discipline.” He focused on "team learning" with the objective of increasing people’s ability to see the “larger picture” outside of their own perspectives.

We all experience being a member of a team, group, organization, work place, or an educational setting. In some cases one or two people invite others with common ideas to get together and make a team. Sometimes one joins a team that has already been set up. In the first scenario, the new team needs to build themselves from scratch and experience learning together. In the second scenario a person become part of a developmental process. But in both cases, members need to learn, go through pain, enjoyment, training, dialogue, gaining each other’s trust, overcoming conflicts that inevitably arrive and finding solutions to solve these conflicts.If the team is strong and engage in dialogue the conflict will not break them.
In both cases t…

How I developed "Psychological Hardiness" & resiliency

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Discussing chpater 7 Experiment and take Risks  Soraya Fallah This chapter explains the idea of “Challenges the Process,” which is one of the five practices in Kouzes & Possner’s book. According to them, one of the ten commitments of exemplary leadership is “experiment and take risks by constantly generating small wins and learning from experience” (K&P, P. 189). This means that in order for a leader to make extraordinary things happen in an organization, they should have “a willingness to try new things and take chances with new ideas” (K&P, P.188) and more importantly they should be able to encourage and convince others to do the same. K&P also challenge their reader by discussing “Psychological Hardiness” (K&P, P. 192). A leader should be able to take risks and experiment; prevail over adversity, gain power over opposing forces, and learn from their experiences.
Before I start answering the question of whether “Psychological Hardiness” is flawed, I would like to …