Problem 1: Mentioned was the "collective responsibility" and the focus seemed to be on managerial positions One thing to note is that leaders can also overlook great innovative ideas if overburdened in the day-to-day responsibilities. During change, it might be wise to have organization and collection of improvement ideas from both a leadership and a subordinate perspective. Subordinates generally complete the detailed work and most likely have much more insight of the collective workings of organizations. What particular areas do you feel will be the most growth for yourself after completing this course and moving to the next level of your doctorate journey?
I wish you much success on your continued journey!
Problem 2: Thanks for your post. I really appreciate your focus on reflection as a characteristic of a good leader. Self-awareness and self-evaluation would seem to be critical if you are successfully going to help motivate people forward through a change. In my studies through leadership, it seems that there were times when leaders were headstrong and did not take feedback. I think we have learned to get the best out of people we are leading is to have them be part of the solution, part of the change, and have their ideas and experiences validated. It creates more motivation and job satisfaction. Outside of trainings, what are other ways you perceive a leader can develop good self-reflective skills?
Problem 3: Thanks for sharing insights about a leader's professional growth and ways to develop strengths further. I agree that a leader's connections to others are vital in building camaraderie and identifying organizational strengths and weaknesses. As you reflected on your change scenario and the course assignments, were there any aha moments? If so, what were they, and how did the realizations impact your strategy for designing the change management proposal?