Wounded Warrior Leadership Challenges

Wounded Warrior Leadership Challenges
The Wounded Warrior Leadership Challenges One of the most challenging assignments that I
experienced throughout my military career was working as a First Sergeant in a Warrior Transition
Unit (WTU) at Fort Hood, Texas. The central mission of the Wounded Warrior Unit is to heal,
recover, and rehabilitate Soldiers back into the Force or civilian communities as Veterans. Placement
in this environment, or this kind of unit can be rewarding, but at the same time can be very
challenging.
As a First Sergeant in WTU, my responsibilities/duties included the health and welfare of Soldiers
who were placed under the Commander's authority. One question I asked myself when accepting
this change of responsibility was... how am I going to achieve the responsibilities of identifying the
needs of a Wounded Warrior without the proper training and knowledge? As a First Sergeant
working for a Warrior Transition Unit, I experienced many trials while trying to understand and
learn these triads of Care, and the Triad of Leadership techniques, followed by the challenges in
dealing and understanding each Soldier's needs.
Triad of Care
First and foremost, the Triad of Care element of the Warrior Transition Program is the foundation of
identifying the medical needs of a Wounded ... Show more content on Helpwriting.net ...
Part of that Triad of Leadership duty for the First Sergeant was to ensure the cadre positions were
filled with the best and finest Soldiers available to take on the challenge. This task allowed me to
examine administration packages to include NCOERs, individual essays on why the cadre member
wanted to be part of the staff, and administrative requirements for the position. I wanted all of my
cadre members to embrace the challenges and commitments to the Warrior Ethos; "No Soldier Left
Behind." If I felt that my cadre did not meet the standards, the cadre was not selected for the
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The Challenges of Leadership
The Challenges of Leadership
Desire, determination, effectiveness, passion, management skills, being able to inspire, positive
attitude, knowing who you are, what to do or not; these are all characteristics of a leader .
"Leadership is a process by which a person influences others to accomplish an objective and directs
the organization in a way that makes it more cohesive and coherent." (Concept of Leadership, 2010).
In this 21st century world we are living in and with all the complex changes happening and the
many ways businesses are being conducted and operated, leadership skills are definitely needed but
are becoming more and more challenging to obtain because leadership is a process which is put in
place in order to influence a group ... Show more content on Helpwriting.net ...
Another leadership challenge is to be able to build high quality value partnership by constantly
recruiting knowledgeable partners by seeking out the most relevant investors, customers, and
employees to create differentiated value and competitive advantage" (Higgings & Kreischer).
And also by building relationship that encourages willpower, integrity, optimism and positivity. It is
also important to recognize that intricate problems require being able to work across disciplines
inside and outside an organization through capitalization. By being able to establish high quality
partnership that will constantly strives to improve their partnership. Last but not least leading with a
clear, inspiring vision and a sharp engaging focus can be a challenging aspect of a leadership role. It
is important to set and communicate a clear compelling

My Personal Leadership Challenge Analysis
The new ways of thinking that will help me to readdress my personal leadership challenge involves
better understanding the concepts of values–based leadership, situational leadership, and style,
skills, and trait approaches to leadership.
Values–based leadership revolves around how the values that people have, influence the decisions
they make and the actions they take. Northouse mentions that "because leaders usually have more
power and control than followers, they also have more responsibility to be sensitive to how their
leadership affects followers' lives" (2013, p. 428). Due to this strong statement, working to further
understand the major types of values that relate to leadership will be important for me to pin–point
which values my supervisor distinctively displays and which values he does not. Being able to
understand this information is key as "values are important to understanding leadership because they
explain the focus and direction of peoples actions" (Fernandez & Hogan, 2002) and in this case, my
supervisor's actions. Two values that are particularly interesting are the values of being just and
being respectful. My supervisor strongly portrays the value of equality as he "make[s] it a top
priority to treat all of [his] subordinates in an equal manner" (Northouse, 2013, p.433). He displays
this when he gathers all instructors for a talk before we go to teach swimming lessons. On the
contrary, although my supervisor has passion, he can come off as being ignorant

Leadership-Evolving Challenges
Leadership – Evolving Challenges and Demands
In many ways, leadership to me is an art form. There are very specific challenges and demands an
artist will faces when completing a single piece of work. Artists will use their skills, abilities,
creative processes, behaviors, and tools to meet their challenges and demands, drawing from past
experiences, learning and input from trusted sources, time tested and proven techniques, and quite
possibly a little innovation to overcome adversity and produce something which is amazing and
often times can be closely replicated but never repeated. In essence, the results are unique because
the situation is unique. A good leader in today's world works in much the same form and fashion,
using similar experiences ... Show more content on Helpwriting.net ...
In–N–Out performs on this exceptionally well, in large part the credit goes to its' founders Esther
and Harry Snyder. With a limited menu of burgers, french fries, soft drinks, and milk shakes, the
Snyder's priorities and driving purpose behind their business practices were simple: serve its'
customers fresh, high–quality food with efficient, friendly service in an ultra–clean environment.
This original menu and Christian based business philosophy have remained intact through the
decades. Maintaining control to achieve and keep high standards was paramount to the Snyder's.
These driving business principles help create a shared vision with new employees, all of whom start
at the same level; working their way up from handing out food, cleaning the restaurant, and taking
out

Corporate Leadership: Opportunities & Challenge Essay
Business leaders have to be continuously learning and discovering new things, ideas, processes and
systems for doing better for the firm. For this purpose, they need both far sight and foresight, in
2012, they should be focusing on the firm's entity in 2022 ten years hence. The leaders can,
themselves, become competitive factors for gaining advantage over competitors. The leaders must
be in learning mode all the time and this way they can create a learning organization. Leadership for
learning organization has become crucial to the success of the firm, because all the management
tools may not be enough. Most firms need to continuously develop means and improve ways of
doing things and this requires organizational learning. Leadership, as a ... Show more content on
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Companies face two major challenges in finding and developing leaders. They need to identify
qualified candidates to fill current and future leadership roles, and they need to develop a
comprehensive leadership program to cultivate and develop the leaders of tomorrow.
In the past, leadership development was focused on only a few individuals in the organization. First–
generation systems to assist with leadership development were siloed and/or hard to use and were
not widely adopted. Companies needed a system–enabled way to unify methods of assessing and
selecting leaders, executing programs to develop skills, and measuring the success of these
programs.
Now technology can be deployed to extend these practices across the enterprise and down into all
levels of the workforce. This white paper explores leadership challenges and highlights the elements
of a successful leadership development program that uses technology to support processes and
practices.
Persons who do not wield the power but are in some manner connected to the government or firm;
in political or business arena usually criticize power. In politics it can be seen at the election time
that incumbency factor goes against the ruling party. In business once it is understood that CEO's
power has a great

The Leader's Challenge : Leadership Crisis
An organization will rise as high as the leadership directs it; conversely, the same organization can
be led down the path of failure if the organizational leadership fails to navigate the difficult path of
leadership successfully. In the early 1980s, the Chrysler Corporation was on the verge of bankruptcy
when Lee Iacocca stepped in to lead the company to profitability. The church faces a leadership
crisis of its own. Over 4,000 churches are closing their doors each year in the United States
(Wellman, 2013). In Henry and Richard Blackaby's book entitled, Spiritual Leadership: Moving
People on to God's Agenda, the authors identify why there is a leadership crisis and what can be
done to correct the problem. In the opening chapter of the book entitled, "The Leader's Challenge,"
the authors show an understanding of the challenges leaders face along with laying out the case for
the need to address the issue. Christians who are leading secular businesses face the challenge of
trying to be faithful to their convictions while their leadership team's goal may be to simply make
money at any cost. Church leaders face the challenge of trying to lead everyone to the same purpose
and goals for the church. One of the challenges spoken of in chapter one is technology.
Paradoxically, technology enhances our lives but also adds a new set of challenges for leadership.
The speed at which technology changes makes keeping current difficult. What is new today is old
tomorrow. The amount

Nurse Leadership Challenges
There are many challenges that a nurse leader will face in the process of promoting and developing
a systemic change within an organization. As a nurse leader looking to enhance patient care for the
culturally diverse, there are multiple objectives, to overcome. To begin, she would have to
communicate her vision to her team and explain her reasoning. She would also ask her team for
feedback and ideas prior to moving forward with the plan. A study conducted by Hart and Mareno
(2014) found that lack of resources, prejudices and biases of providers, and the diversity of the
patient populations are the most identified challenges of culturally competent care. A lack of
resources included time, money, and training. Many nurses felt that healthcare ... Show more content
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As a result, multiple approach and strategies are needed to accomplish cultural competence in the
workforce. Her expected outcome should cultural competence be implemented, is to have her team
effectively deliver culturally competent care. However, cultural competence is a work in progress
and cannot be expected immediately (Health Research & Educational Trust, 2013; Loftin et al.,
2013). Cultural competence initially start with a cultural assessment of staffs knowledge, follow by
multiple training and educational activities. During this process, there is a continual need to assess
staff progress, in addition to tracking and measuring patient satisfaction and health care disparities
data. Although, the process is long the outcome will be worth the time and

Leadership Challenge, by Kouzes and Posner Essay
In the Leadership Challenge, 4th edition, it is Kouzes & Posner (2007) intention to present a road
map for individuals to follow on their leadership journey. The authors stress that "leadership is not a
gene and it's not an inheritance." Leadership they assert is "an identifiable set of skills and abilities
that are available to all of us" (p. 23). They make clear that the "great person" theory of leadership is
"plain wrong." Leaders are our everyday heroes who do extraordinary things on a regular basis (p.
23).
Empirically based, the writers begin the book by offering five practices of exemplary leadership:
Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act and Encourage
the Heart (p. 14). In their ... Show more content on Helpwriting.net ...
They have to enlist others in a common vision (p. 17). The challenge, Kouzes & Posner says is to
turn the idea into an inspired vision (p.106). The leader needs to imagine the possibilities and find a
common purpose. The authors refer to James MacGregory Burns transformational leadership theory
asserting that people commit to causes, not plans (p. 122). In order to have a transforming effect, the
leader must raise the level of human conduct and ethical aspiration of both the leader and follower.
Just like Kotter (1990) outlines the methods to change an organizational culture is by telling stories,
using symbols, the designing of physical space, using jargon, rituals, etc., Kouzes & Posner suggest
the same thing when they explain the power in using symbolic language to communicate a shared
identify and give life to a vision (p. 143). When challenging the process, leaders know that in order
to bring change they have to experiment and take risk (p. 19). The authors indicate that "proactive
people tend to work harder ...[by being] persistent in achieving their goals (p. 169) and treat every
job as an adventure (p. 184)."
Leadership is not a solo act, it's a team effort the authors explain (p. 223). To enable others to act the
leader needs to create a climate of trust by facilitating relationships. To start the process one must,
"be the first to let go of control," Kouzes and Posner explain and it requires self–confidence (p.
227). Just like Bass and Avolio (1980)

Costco Leadership Challenges
Leadership has begun to grow in the 21st century like never before, but has been vital throughout all
of history. Every business or organization is in search for people with an open mind that would be
useful to lead and be successful. However, there is a continuous amount of challenges for this new
generation. These challenges are due to the a variety of traits and skills necessary to strive in this era
that are missing, the diversity and inclusion that has created different types of leadership styles, and
the digitalization of this modern world. All of these roles come together to create the leadership
challenges of today.
Daily in this age, challenges overcome the leaders of all types of organizations. Therefore, courage
is necessary in order to be successful and continue moving forward (Daft, 2015). Many true leaders
get discouraged and do not find the way to implement their goals and be successful. All of this is
caused by the trait and skills each person has and carries on. Also, there are other people that have
too much self–esteem, but have great skills being a manager. However, a true leadership style would
the majority of the time include a characteristic of understanding others' ... Show more content on
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For instance, Costco Wholesale Corporation is great company that has been able to demonstrate
sustainability and success (MarketLine, 2016). Costco has not only done this by outstanding
strategies, but because they implement spiritual values within their company (Daft, 2015). That is
one of the reasons why Costco's employment has such a low turnover (Daft, 2015). Their working
environment, although harsh in some moments due to their retail business, is pleasant. Employees
continually get to know the importance of traits and skills and are taught to differentiate, between a
servant and a leader (Trompenaars & Voerman,

Army Leadership Challenges
Army leaders are facing some tough challenges with their leadership for their Soldiers
organizations, and garrison operations. Leaders have to redefine their leadership to improve their
Soldiers and organizations. Army leaders has to develop their Soldiers though personal interactions
at the squad, platoon and company levels. Leaders will develop their organization through guidance
with support from their staffs that consist of subordinate Officers and Non–Commissioner Officers.
Direct leadership and organizational leadership will have major roles in the progress of Soldiers,
organizations and garrison operations. Soldiers Direct leadership should be the foundation that
leaders use to get to know their Soldiers. If leaders use direct

Strategic Leadership Challenges Paper
A Challenge in the Organization
As a former assistant clinical director of a physical therapy clinic, one of my tasks was to guide and
motivate the staff on reaching our annual goals that was given to us by our organization. One of our
goals was to average 3.6 units per hour, which if treated a patient for an hour, it will equal 4 units.
Therefore, having a strategy to achieve this goal was necessary. Strategic leadership relies on
interdisciplinary knowledge and insights about leadership and human experience and uses a variety
of methods of empirical and conceptual inquiry. Furthermore, strategic leadership uses systematic
methods in developing strategies, making decisions and taking action (Morrill, 2010, p. 108). The
way that I performed ... Show more content on Helpwriting.net ...
According to Riggio (2011)
Leaders get into trouble when they engage in "knee–jerk" responding or habitually use the same
strategy in different types of situations. Self–regulation is controlling impulses and learning how to
analyze situations in order to think about the big picture and long–term results. Self–regulation
allows the leader to initiate the correct actions at the right time and in the right situations.
Furthermore, leaders who operate in self–control mode to pursue a goal are likely to need less time
to make a decision that is related to the goal (London, 2001).
What I have learned is learned is that I have self–insight. I feel In order to understand the needs and
perspectives of followers, I need to understand my strengths and weaknesses, which I do
understand. A good leader needs to be aware of their typical behavior and how they are perceived by
others (Avolio, 2005). For this reason, I look for feedback from my manager and coworkers on my
communication skills with our customers and coworkers. Additionally, as I mentioned earlier, I have
already signed up for classes to help become a better

Personal Leadership : Leadership And Its Challenges And...
This paper covers personal leadership by describing a personal leadership philosophy. This is
explored by presenting a squadron commander's biggest leadership challenge. Additionally, an
analysis of the leadership challenge is evaluated in context with the author's leadership philosophy.
In accomplishing these elements, this paper will provide a learning opportunity and insight into
leadership and its challenges and opportunities.
PERSONAL STYLE
When confronted by a Group Commander about my leadership philosophy, I would say a triple
bottom line approach of social, economic, and environment in order to accomplish organizational
sustainability. I correlate the social bottom line to taking care of people. My approach to this is
following the golden rule. I associate the economic bottom line with the mission. Essentially the
military "makes money" based on mission accomplishment, and focus on other bottom lines is
meaningless without success in the mission. Finally, I link the environment bottom line to the
culture that is built in an organization. For me this includes areas such as innovative thinking,
diversity, equality, and a setting a mentality of success.
I arrived at this philosophy based on military experience and education. Specifically, as I pursued
my Master's Degree, sustainability in business and the principle of the triple bottom peaked my
interest. Triple bottom line decision–making is described as the process by which social,
environmental, and

Leadership Challenges in Diversity Essay
Leadership Challenges in Diversity The article, "Challenges of Leading a Diverse Workforce," by
Janice R.W. Joplin and Catherine Daus, discusses research that suggests six challenging factors
when promoting diversity in an organization, along with proposed solutions to those challenges. The
six challenges include, the Change of Power Dynamics, Diversity of Opinions, Perceived Lack of
Empathy, Tokenism, real and perceived, Participation, and Inertia (Joplin, Daus 1997). The
challenges and solutions are discussed in relation to a continuum that consists of stages of
intolerance, tolerance, and appreciation for diversity in the workplace. Each challenge is met with a
solution involving required skills and attributes of a leader. ... Show more content on
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I learned quickly that they were not at the appreciative stage, where acceptance of diverse views
were not only accepted, but sought after, but perhaps closer to the stage of intolerance (Joplin &
Daus, 1997). All of the employees were female, of the same age, and same ethnicity. After time, as
new processes were implemented, turnover occurred in management and staff. The authors stated
that, " As power is redistributed, doubts may emerge within the traditional constituencies about how
they will fit in to the new organization" (Joplin & Daus, 1997). I observed this happening as the
tenured associates were now becoming the minority as hiring needs increased. Their previous
knowledge of how things were practiced no longer existed, and new talent was being trained under
new management, creating uncertainty of status. The suggested solution from the article was to
promote change by pairing diverse individuals together. In my case, it would have been a new
associate mentored by a tenured associate. Admonition to not show favoritism to one group over
another would help prevent resistance from other groups (Joplin & Daus, 1997). Another solution to
help foster change and diversity was to actively engage in teambuilding practices to become more
acquainted with one another and promote ways in which to discover unique skills to benefit the team
as a whole (Joplin & Daus, 1997). A change of power can mean females becoming a greater
percentage in the

Leadership Failures And Challenges Of Leadership Development
"Leaders are not born, they are made." This quote can be seen at numerous officer training programs
throughout the United States armed forces. Reflecting back on my officer training up to present, I
can agree with that quote. Early in my training process with ROTC, many of my mentors told me
that most of my leadership development would take place when I fail at something. Though I knew
their advice held some merit, I did not fully grasp what they meant. Even now, I still am learning
from their mentorship. As the topic of leadership development is explored, we will examine
leadership failures, successes, and challenges that have played significant roles in my leadership
development. One of my most challenging tasks was being appointed the ... Show more content on
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As I progressed through my first semester, it became readily apparent that this style of assignment
management was not sustainable. I was sacrificing sleep, friendships, and various other areas with in
my personal life. However, as I moved into my sophomore year, I was able to develop some person
boundaries and better manage my time. I learned to properly prioritize my tasks and homework
assignments. Doing this allowed me to sleep more and workout. During my junior year, stress
management transformed from a failure to a challenge. Specifically, I challenged myself to plan
obligation so effectively that I could pursue hobbies and travel more. I was successful in that
endeavor. It was also during this time period where I learned to say "no." When classmates would
ask for my assistance or my boss would ask me to accept additional responsibility, I would make
sure I could sustain my current production levels without being them being drastically impacted.
Sometimes, that meant telling people "no." While in my senior year, I was finally able to properly
find healthy and sustainable ways to manage my stress. A leader needs to be able to take care of
themselves in order to carry out the mission and take care of their followers. That being said,
individual leadership development is as critical as group leadership development. Another area
which I have noticed significant growth in over the past three years concerns

Diversity Leadership Challenges
Two of the biggest challenges facing my organization is communication barriers and diversity in
leadership. Being able to effectively communicate with co–workers and members of the credit union
is important. Often, we encounter situations where the member does not speak English and it
difficult to assist them. Next, diversity in leadership roles shows visibility in the workplace.
Organizations that do not support or nurture a diverse workplace might be able to recruit such talent;
however, retaining such talent has proved to be a challenge for organizations (Martinelli, 2016).
By providing a positive effect with these challenges, it is best to discuss these issues with the credit
union's board of directors. First, by hiring more bilingual

Book Summary: The Leadership Challenge
Victoria Gentry
Book Summary 2
Option 3b
The Leadership Challenge
The context of leadership has changed dramatically o The content of leadership has endured the test
of time
Leadership is a relationship
Five Practices of Exemplary Leadership o Model the Way o Inspire a Shared Vision o Challenge the
Process o Enable Others to Act and Encourage the Heart
 Leads to better ability to embark on lifetime success
The Challenge o Leaders motivate others to want to get out of the box things done
Transformation o Values into actions o Visions into realities o Obstacles into innovations o
Separateness into solidarity o Risks into rewards
Getting Extraordinary Things Done o The future of leadership
 Domain of leaders
Future
 Significant

Stacey Caudle
Liberty University
Abstract
"Everyone has a role in accomplishing the mission and everyone directly impacts the effectiveness
of his or her organization" (Horton, p 247). According to Conger and Benjamin (1999), creditability
and authenticity lie at the heart of leadership, therefore, determining and defining one's own guiding
beliefs and assumptions lie at the heart of becoming a great leader. Providing direction and
exercising influence are the two functions at the core of most definitions of leadership. Leaders
work with others to create a shared sense of purpose and direction and to achieve shared goals. They
help to establish the conditions that ... Show more content on Helpwriting.net ...
Encourage the Heart is the fifth practice and consists of genuine acts of caring to uplift the spirits of
the people on the team. Effective leaders recognize contributions of others and celebrate values and
victories by creating a spirit of community.
These practices make up the leadership model developed by Kouzes and Posner; however,

Essay on The Leadership Challenge
One of the topics in organizational development today is leadership. Leadership is what individuals
do to mobilize other people in organizations and communities. According to Kouzes & Posner, there
are five practices and ten commitments of exemplary leadership. The five practices of exemplary
leadership include: Model the way, inspire a shared vision, challenge the process, enable others to
act, and encourage the heart. In the Leadership Challenge, Kouzes and Posner found similar patterns
and actions of leadership that created the essentials to achieve success. Utilizing the research
conducted by Jim Kouzes and Barry Posner, I have created a leadership plan that would apply to the
Admission Department at Texas Wesleyan University. The ... Show more content on Helpwriting.net
...
Once I have found my voice, I need to set an example and be a role model to my team. I think it
would be beneficial to create an award system that would allow people in our department to
nominate coworkers who have done an amazing job or went out of their way to help our department.
People who earn the award can leave early from work on a day of their choosing. Having an award
system that recognizes our staff will reinforce our department's shared values.
The second practice is to inspire a Shared Vision. A leader should be able to imagine a shared vision
for the future. Next, a leader should be able to inspire others to believe in the common vision.
Leadership is about engaging with others to solve problems. Leaders need to know what values,
hopes, and aspirations that their team wants to utilize for success.
Leaders are able to inspire a shared vision by imagining the possibilities and finding a common
purpose within their team. Currently, my department is trying to revamp their image. Before I
started working at Texas Wesleyan, our department had developed a bad reputation for accepting the
status quo and not advancing our University to the next level. As a leader, I must listen to my fellow
staff members and initiate a conversation about what we want our legacy to be as a department.
The third practice is to Challenge the Process. As I have mentioned earlier, one of the greatest
challenges in leadership is changing the

Leadership: Defining Challenges In Leadership
Defining Challenges in Leadership
Leadership comes with responsibilities. Taking an organization to places it has never been, through
new ideas and change, aids in building a responsible organization. Effective leaders tend to surround
themselves with a group of individuals with different perspectives and not necessarily like
themselves. Moving into a leadership role often involves letting go of some of the assignments and
responsibilities held in the past. As the leader, enable others to deliver results and complete tasks.
The work may get done faster and more effectively if the leader is involved, but enabling others to
deliver results will lead to a more productive and cohesive team. Each individual possesses their
own unique traits and abilities used to provide results for their team. Team members need
confidence from their leader that allows them to accomplish goals that have been asked of them.
Leaders should help create a comfortable environment for their colleagues, who in turn, enjoy
coming to work ... Show more content on Helpwriting.net ...
Earning trust and gaining the credibility of each individual is the foundation for organizational
success. Credibility is earned through trust and the leader must be capable of setting attainable
expectations and those that are individualized. Expectations for one may not be attainable for
another and a strong and attentive leader hones in on strengths and weaknesses by setting goals
accordingly. For people to follow someone willingly, the majority of constituents believe the leader
must be honest, forward–looking, competent, and inspiring. (Kouzes &Posner 2012 p.35). These are
the four common traits that a leader must have to gain the credibility desired from colleagues. Earn
the trust of colleagues by being honest, have a vision of an end result, obtain the knowledge
necessary and inspire others be involved and share the vision. Leaders that possess these traits,
likely have colleagues that believe in them and are willing to

Ronald Heifetz: The Challenges Of Adaptive Leadership
Ronald Heifetz first introduced the adaptive leadership approach in his book "Leadership Without
Easy Answers" (1994). Further He and his associates developed this approach in series of articles
(Heifetz, Grashow, & Linsky, 2009; Heifetz & Laurie, 1997; Heifetz & Linsky, 2002).
Adaptive leadership is a framework that helps individuals and organizations adapt and thrive in
challenging environments. It is being able, both individually and collectively, to take on the gradual
but meaningful process of change. Adaptive leaders help others do the work by mobilizing them,
motivating, organizing, orienting and focusing follower's attention of what's important.
The adaptive leadership isn't relevant to all types of challenges. Heifetz distinguishes three types of
challenges: technical challenges, technical and adaptive challenges and adaptive challenges.
Technical challenges are easily defined with known solutions. They do not need adaptive leadership
and can be solved by an expert. ... Show more content on Helpwriting.net ...
Maintain disciplined attention. A leader needs to help people be focused on the work and not to
avoid it.
5. Give the work back to the people. A leader should avoid micro–managing projects.
6. Protect leadership voices from below. Adaptive leaders have to be opened to the ideas of different
people.
The last element of Heifetz model is adaptive work. It is an intended goal of adaptive leadership.
Adaptive work grows out of the communication between leaders and followers. All elements of
adaptive leadership model are presented on a picture below, which was taken from Northouse, P. G.
(2013, 2016). Leadership: Theory and practice (7th ed.). Thousand Oaks, CA: Sage. Due Dec. 23,
2016. One of the strengths of this approach is that it highlights that leaders and followers mutually
affect each other, making leadership an interactive activity that is not restricted to only a formal
leader. At the same time this approach lacks wide empirical research, specificity and conceptual

The Relationship Between Concepts Of The Leadership...
climate where people feel appreciated and cared for by their leader (Kouzes & Posner, 2007).
Celebrating accomplishments reminds the group that the leader values their dedication to the task
and respects them, thereby enhancing the leader's credibility (Truesdell, 2011).
Interactions between Concepts of the Leadership Challenge Model The Leadership Challenge Model
is easy to understand and is specific enough that almost anyone with the desire to improve or attain
leadership skills can follow the guidelines presented in the practices and commitments and be
successful. The model emphasizes that leadership is a learned skill that anyone can master. Although
the practices are presented in an order, different tasks or projects may not follow the order but will
include all of the practices at some point. When considering the model, it is easy to see how each
practice combines with the commitments ascribed to result in successful leadership. All of the
practices are interrelated and emphasize the leader as a part of a team or group of people with the
same values and aspirations that work together to reach a goal. The word 'we' should be used in
place of 'I', because the leader is expected to inspire the group to see the project or goal as their own.
Utilizing the Leadership Challenge Model to Implement the DNP Project As a leader of both my
own business and my project, I have utilized the third practice of the model which is "Challenge the
Process". As a nurse

Critique on the Book The Leadership Challenge Essay
Critique on the Book
Summary
The Leadership Challenge by Kouzes and Posner (2007) is the result of twenty years of research on
the factors that influence and create great leadership. Through studies and stories from leaders with
various backgrounds throughout the world, the practices and characteristics that create great
leadership are delineated. Leadership is viewed not as a group of inherent characteristics, but as
learned behavior that anyone can achieve. The goal of Kouzes and Posner's book is to inspire and
educate leaders through transformational leadership. As such, leadership is about mobilizing others
to become and do extraordinary things. ... Show more content on Helpwriting.net ...
The importance of "appealing to shared aspirations" (2007, p. 26) instead of forcing the vision of the
leader on the followers is paramount to enlisting them in this endeavor. Intrinsic motivation is
achieved when leaders capture the collective imagination of their followers.
Third, a leader must proactively seek challenges and solutions. Leaders must view themselves as
self–efficacious and able to change the status quo. Their passionate belief in their ability to change
things will inspire others to join them in making a difference. This will give everyone involved in
this process a feeling of meaning and purpose. Leaders must also be continuously aware of their
environment and the factors outside of their organization that may impact them. This ability to
exercise outsight will make a leader innovative and others–oriented.
Great leadership overcomes the status quo by taking risks. However, it slowly moves the group
through a series of small steps designed by the leader to encourage participation and build feelings
of success. To continually inspire and encourage their followers, leaders must be able to break a
large task into small components. This builds self confidence and a culture of active learning and
hardy determination. To build this hardy resilience leaders anticipate setbacks and develop the
ability to learn from them. Leaders will also teach their followers to learn from adversity and

Analysis: The Bronze Leadership Challenge
The eight competencies were heavily focused upon throughout the Bronze Leadership Challenge.
They are the building blocks for all the leadership challenges at UNCG. In the first workshop of
bronze, we had to rate ourselves in these competencies on a 1–10 scale. I rated myself as followed:
Self Awareness/Management: 6, Relationship/Group Development: 5, Ethical Decisions: 7, Task
Management: 9, Creative Visioning and Problem Solving: 8, Effective Communication: 2,
Intercultural Knowledge: 5, Community Engagement: 2
At the end of bronze, I believed I grew in Self Awareness/Management, and my rating increased to a
8. I also believe I grew in Effective Communication; my rating increased to a 6 when I completed
bronze.
One of the things I

The Leadership Challenge By Kouzes & Posner
Introduction The ability to become a leader is easy, but the knowledge to lead wisely is the
challenge. This paper will highlight Kouzes's & Posner's 5 practices of an extraordinary leader, the
concepts of leadership, integrate leadership concepts module 9 and other modules, the authors
analysis of his leadership abilities, the author's leadership philosophy, and the author's best thing
learned while in Leadership Challenges.
Five Practices of Extraordinary Leaders The book, The Leadership Challenge written by Kouzes &
Posner narrates the five leadership principles that are practiced by all leaders, no matter their title.
Every leader, no matter how effective their leadership abilities practice these traits to some degree.
In addition, every leader will have one or more trait be dominate, which inversely would create a
less practice trait. The five traits are model the way, inspire a shared vision, challenge the process,
enable other to act, and encourage the heart. The Leadership Practice Inventory (LPI) is a tool used
to analyze and inventory individual's strengths, but is not a tool to portray the lowest value as a
weakness rather than trait not commonly utilized. Out of the five traits, enable others to act is my
strongest most predominate trait according the LPI. As a leader being a cheerleader to help aid the
progress of my peers is a feature that I take pride in. These cheerleading attributes stem from my
genuine concern for my peers. By building and

The Fifth And Final Leadership Challenge
Leadership Challenge Five
Summary
The fifth and final leadership challenge is an inspirational message to readers who learn how to
Encourage the Heart of their followers. Kouzes & Posner (2012) explain that, to further develop a
highly effective team, leaders must "recognize contributions by showing appreciation for individual
excellence, and celebrate the values and victories by creating a spirit of community" (p. 272). The
importance of a highly motivated team who feels appreciated should not be understated, and is an
integral aspect of organizational leadership. Kouzes & Posner explain that "to keep hope and
determination alive, leaders recognize contributions that individuals make. In every winning team,
the members need to share in the rewards of their efforts, so leaders celebrate accomplishments.
They make people feel like heroes" (Kouzes & Posner, 2016, about sec).
Recognizing the contributions of others requires leaders to expect the best from their team. When
leaders set the tone of high expectations the organization takes on an efficacious culture where
excellence is the established norm. A self–fulfilling prophecy of high expectations envelopes the
group as a whole. Kouzes & Posner write that "Exemplary Leaders elicit high performance because
they strongly believe in the abilities of their constituents to achieve even the most challenging goals"
(p. 276).
Belief in the efficacy of others as a stand–alone attribute is only a half measure. Kouzes & Posner

Political Leadership Challenges Essay
Political leaders face numerous challenges and decisions every day. Depending how situations are
dealt with, leaders can become known as great or fall into obsurity. A political leaders skills are
often secondary and only matter when the situation call on them. Thus, a leader's greatness comes
from these challenges rather than any personal skills or abilities. Policial challenges often require
team work. The geo–political world has become increasingly connected over the last century and
many challenges often require the imput from many leaders. Moreover, much of the work done to
overcome a political challege is accomplished by a team working for the politial leader. Much of the
political leaders tenure is spent negotiating treaties and brokering deals on a national or internaional
stage. This ... Show more content on Helpwriting.net ...
In times of crisis, it is not about the personal skills of the leader that allow them to correctly deal
with the situation, but their ability to react appropriately through the correct channels. For example,
in the aftermath of a natural disaster, a political leader can only offer solace to those affcted. There
are no scenerios where it could have been prevented. After all, the challenges political leaders face
often have little to no effect on them personally, but rather affect people under their juristiction.
However, personal skills and abilities do affect political leaders' notority and reputation, which can
affect the outcome of certain political challenges. For example, Hitler became known as an
extremely charismatic leader. This allowed him not only to win over the people of Germany but also
display, or in some cases exaduate, his power to the rest of the world. However, his charisma only
explains part of his success. The other part came from correctly dealing with the challenges of the
geo–political atmosphere at the time. His reacted will and used each situation in Europe at the time
to his

The Challenges Of Leadership: Indra Nooyi
Introduction
The leader I have chosen is Indra Nooyi. At the year 1980, Nooyi got her master degree of public
and private management. After Nooyi graduated from Yale University, she started her career in India
as a product manager for Johnson & Johnson and textile firm Mettur Beardsell. After that, she
worked at Boston Consulting Group for six years as an international corporate strategy director.
Nooyi also worked at Motorola's automotive and industrial electronic group. Her outstanding talent
quickly made her become the vice president and director of corporate strategy and planning in year
1988.
After that, in 1990 Nooyi accepted the invitation from the Asea Brown Boveri, a power plant
construction. She worked there as the senior vice president ... Show more content on
Helpwriting.net ...
Or, an employee who lack of group skills might not want to participate and not heard his voice in
the democratic process.
Conclusion
Indra Nooyi's success story serves as an inspiration for many people including myself. She led an
organization successfully and without sacrificing who she are culturally. It's not a simple task and
yet she faces different challenges every day. She also said that leadership is hard to define and good
leadership even harder. But if you can get people to follow you to the ends of the earth, you are a
great leader.
Indra's leadership style had lead PepsiCo become a successful company. According to
BusinessWeek, since Indra joined PepsiCo as CFO in 2000, the company's annual revenues have
risen 72% and net profit have risen to $5.6 billion in 2006, more than doubled. However, democratic
leadership style brings advantages and disadvantages respectively.
Indra gives me great hope because of what she has achieved in this downturn and how she emerged
as a winner. She is my definition of success. Indra has reached great heights in her career and it will
be hard to follow in her footsteps. One day, my voice will be heard and Indra's story will guide me
through my

The Leadership Challenge: Candidate Against Hunger
The authors of The leadership Challenge contend that collaboration is the master skill that enables
organizations and groups to function effectively and that "Collaboration is sustained when you
create a climate of trust and facilitate effective long–term relationships among your constituents".
The questions asked what am I/others doing to promote collaboration and trust among groups?
Personally being in Bobcats Against Hunger there is a lot of collaboration happening all the time.
Specifically right now we have been collaborating on a big fundraising event coming up in
November. When planning this event we were all throwing ideas out, then we started to decide on
things like where, how and when and this was our group collaboration. Through every step of
planning Toss Away Hunger we were constantly in contact through our groups me and weekly
executive board meetings. Having both virtual communications as well as face–to–face interaction
helped greatly. I think since we did have both ways of communicating it also helped build trust,
because we could message if we had a question or message when we finished something such as the
t–shirt. How could I improve our communication and trust? Well to be honest I do ... Show more
content on Helpwriting.net ...
I personally do not feel any challenges at the moment for Bobcats Against Hunger specifically but
speaking in general I think it can be hard to collaborate and trust a member of the group who never
replies or does on occasion and someone who comes to meeting every so often but isn't consistent. I
think when you're in a group or on an executive board you need to be committed to participating to
the best of your ability, this means replying and showing up to things. For member you could always
enact a point system to hold them accountable. For executive board members if they aren't fulfilling
there duties then maybe you could just give a reminder of the position they choose to apply for and
what it

Wise Leadership Challenges
Leadership is the ability to influence others and directing their behavior to achieve common goals. It
is therefore the responsibility of the seat toward the group to reach the set objectives.Another
definition: is a process designed to influence the behavior of individuals and to coordinate their
efforts to achieve certain goals.Leader: is the person who uses his influence and power to affect the
behavior and attitudes of people around him to accomplish specific objectives.The wise leadership
that will be able to lead others in order to achieve outstanding achievements and this kind of
leadership have a head start in understanding the current situation and what affect it of developments
as they be able to understand what will be the future ... Show more content on Helpwriting.net ...
Here, the difference is seeking to devise tasks like complete solutions, and exchange views and
members of the teams are putting quick decisions and are able to communicate quickly and
effectively. The exercise of these challenges and help to develop new skills to solve problems as
well as for the development of leadership skills among individuals.Such challenges and exercises
practiced by teams outside the comfort zone helps participants to shift the intervening barriers
between them and help to closer and stronger connection between the member relations. One of
these exercises and challenges, for example, to walk on the ropes, which reaches a height of about
ten meters to the ground.There are exercises and other challenges requires the use of tools such as
maps and compass and monitoring machines where the team must find a certain point, just five
kilometers from the Antlaguethm site. The difference in these kinds of exercises to develop the
strategic planning stages of the work required to get to the point. This exercise helps them to
decision–making, clarity

The Challenges Of Business Leadership Essay
In multinational companies, business leadership has numerous challenges. There has been a
prevailing imperative towards the development of partnerships and strategic alliances. This has been
because of the need for companies to lower production costs, carry out distribution in a foreign
country, or succeed in the face of varied regulatory environments. The result has been the need for
business leaders to frequently interact with and manage as well as be managed by culturally diverse
populations.
1.1 Background
The study of culture has been in carried out for decades by many researchers under multicultural
settings. VanderPal (2014) regards culture as mental software given its collective programming
which brings a difference between groups of people. According to Mellahi, et al. (2013), the
challenge of globalization is the bringing together of varied religions, ethics and values and as such
understanding becomes difficult. Abyad (2011) also asserts that effective leadership in the global
arena demands for a global mindset which is a group of skills that enable leaders to influence
groups, individuals and firms with varied backgrounds of culture. There is a need for learning and
adaptation to diverse cultures by leaders intending to achieve success in global businesses.
Story, Barbuto, Luthans and Bovaird (2014) differentiate global from regular leadership through
explaining that global leadership involves dealing with more challenges and influencing people from
varied

Addressing Challenges of Groups and Teams
Addressing Challenges of Groups and Teams Paper
Linda Newman
LDR/531 Organizational Leadership
Instructor: M. Aloysius Simpson
August16, 2010
Addressing Challenges of Groups and Teams Paper In any group or team there are always
challenges to face but in today's world, more company's are moving to group or teams as a way to
handle large projects along with promoting more diversity in the workplace. "A group is defined as
two or more individual interacting and independent, who have come together to achieve particular
objectives" (Stephen Robbins, 2007 p.1). Groups and teams are becoming more popular because the
idea is that more heads are better, and the quality of work improves with group and teams working
together on a ... Show more content on Helpwriting.net ...
"Conflict is defined as a process when one party perceives that other party as negatively affecting
something that the other party cares about." (Stephen Robbins 2007, pg 1) Conflict has challenges
but conflict can be beneficial to a team and can bring out the best in every team member. The
benefits can help the team moving in the right direction; conflict allows people to voice their
opinions and allows people to grow from conflict. Conflict gets everyone involved and it allows the
team to make better choices. Solution to problems comes out of conflict. Conflict can also lead to
new ideas and different ways of accomplishing a project. Conflict has benefits but there are also
downsizes to conflict if left unattended conflict can destroy a team; it can make people mistrust each
other. Conflict can come from not meeting project deadline and from projects going over budget.
The training development plan is a start to any team project it helps to alleviate and solves conflict.
In any team is to succeed there must be effective communication and collaborations between team
members even if part of the team reside in different countries. The training lock at different ways to
make a team successful and also the ways the challenges can help or hurt the team. Conflict is a
major factor in team failures but if a team has proper leadership and handles conflict effectively
conflict

Accepting The Leadership Challenge Of Leadership
Accepting the Leadership Challenge
When I decided to follow the advice of our CFO to take a leadership class, I was expecting to learn
how great leaders think, how leaders manage people, and what makes a person a great leader. I was
looking for an inspiration, and I was hungry for leadership knowledge. Going back to week one of
the Leadership class, we were asked to define in our own words what is leadership. I described a
good leader as a good follower because I believe in servant leadership. According to Robert
Greenleaf (1970), servant leaders are servants first and leaders later. The servant leadership model
places great emphasis on building relationship and promotes teamwork (Nayab, 2011). Kouzes and
Posner (2012) mentioned that leadership is everyone's business. Leadership is not about seniority or
titles (Kruze, 2013). Leadership is not about power or authority (Kouzes & Posner, 2012).
Leadership is not about how many followers you have. Leadership is not about how educated or
how knowledgeable a person is because academic achievements do not guarantee that an individual
is going to be a great leader. Leaders are not born, they are made. Leadership is passion and is a
responsibility. To me, leadership is an opportunity to be surrounded by people and be able to create
unity to achieve the team's goal.
I am a team player and I thought that being a good team player is enough to be considered a leader
potential. However, after learning about Kouzes and Posner (2012) five

Change Through Leadership : The Challenges Of Change...
Change Through Leadership
As an incoming leader to an organization that is in a state of stagnation, decisive and informed
decision making needs to take place. One of the first things that will be looked at in this scenario is
the different theories/change strategies that exists. The second thing we will be evaluated is how
successful these change strategies are. The third and final thing we will look at is how different
leadership styles effect the change strategy.
Existing Strategies of Change
Being the leader in an organization that is in a state of stagnation will present multiple challenges
that will have to be overcome. When you have an organization that retains the "old guard" that are
set in their way as well as having seen the ... Show more content on Helpwriting.net ...
When addressing the workforce, change will have to be crafted in such a manner the employees who
have been with the company for many years will accept the change and feel that they are a part of it.
Additionally, the change will have to be done in such a manner that the new employees feel its
progressive and addresses their need and desire for change. Also, the change needs to be
implemented in such a manner that it incorporates innovation along with emerging technologies,
means, and methods. As the concept of change is to do thing differently than how they have been
done in the last, the leader of the organization will need to focus on sustained and measurable
change that new and existing employees can embrace.
Evaluation of Implemented Change Strategies
The second component of effectively implementing change is being able to measure how effective
the implemented changes are. There are many Key Performance Indicators (KPI's) that can be
utilized such as: Profit, Cost, Sales, Sales by region, Customer satisfaction, Number of customers,
Innovation Spending, etc. (Jackson, 2017). While identifying a multitude of KPI's can be useful, it is
critical that an organization choses ones that are targeted at what they are attempting to improve. As
an example, sales can be high as well as profit, but returning customer could be low. As such, an
organization

Transformational Leadership : The Leadership Challenge Model
Transformational Leadership: The Leadership Challenge Model
Description of the Leadership Challenge Model The theory that will be applied to the practice
environment in which the project The Care of Type 2 Diabetics in a Shared Medical Appointment
will be implemented is The Leadership Challenge Model developed by James M. Kouzes and Barry
Z. Posner. The Leadership Challenge Model is a model of transformational leadership that also is
known as The Five Practices of Exemplary Leadership. This model has its origins in a research
project that was started by Kouzes and Posner to determine what leaders did that made them best at
leading people in 1983 (Kouzes and Posner, 2007). It was through the analyzation of their research
that Kouzes and Posner arrived at The Five Practices of Exemplary Leadership. These practices are
described as behaviors that may be learned by anyone who is committed to utilize them as opposed
to components of a leader's personality (Truesdell, 2011). Their model aims to assist people to
engage in best practices to strengthen leadership skills and abilities (Truesdell, 2011). The model
presents leadership as something that is learned and practiced not something a person is born with.
Kouzes and Posner (2007) emphasize that leadership has a relational nature. Successful leadership is
a function of how well people interact and positive relationships between leaders and their followers
are important for getting things done (Truesdell, 2011).

Sample Letter For A Leadership Challenge Team
Step 1: As a team, decide who will read each one of the articles in the readings below. Do NOT
assign the second article in the list, "Leadership That Gets Results." Make these assignments early in
the week so your teammates have ample time.
Please note – you may need to log into your IU authentication system before you are able to follow
the link http://library.books24x7.com.proxyiub.uits.iu.edu/library.asp?^B&bookid=76826 (Links to
an external site.)
Step 2: Read and post a summary of your assigned article by Thursday. In your post, also address
how this information is relevant to your Leadership Challenge Team and its efforts to be a high
performance team with excellent, shared leadership. (How might you actually USE this ... Show
more content on Helpwriting.net ...
We were on a panel together at the Davos World Economic Forum, and Paul, CEO of Unilever, was
describing his company's sustainability strategy. It wasn't the company's target to shrink the
organization's carbon footprint that hooked me – as laudable as those goals are, these are common
ingredients of corporate sustainability strategies. But Paul went on to announce that his company
would strive to source raw materials in a new network of 500,000 smallholder farmers throughout
the Third World. That was what got me. Around 85 percent of farms worldwide are classed as
smallholders. The World Bank names supporting smallholder farming as the single most effective
way to stimulate economic development in rural areas. In emerging markets, agriculture supports –
directly or indirectly – three out of four of those in the lowest income brackets. Redrawing
Unilever's supply chain in this way would leave more money in local farming communities, while
boosting their children's health and education. In his thinking, the company's CEO had gone way
beyond the normal boundaries of creating value for his own organization. Paul Polman's strategic
vision exemplifies what I call an Outer focus, one of three kinds of focus every leader needs today:
Outer, Other, and Inner. EMOTIONAL INTELLIGENCE COMPETENCIES Inner and Other focus
can be seen in terms of emotional intelligence

Healthcare Leadership Challenges
The healthcare system is an ever expanding, dynamic and complex industry that requires strong
leadership to steer and direct employees' performances by utilizing flexible, strong and
transformational planning system and management of staff strengths, core values and talents
(Reeves et al, 2013). These leaders are often faced with enormous challenge of creating culture,
strategies, modes of operation and tweaking the status quo in order to meet the Institute of
Medicine's goals and expectations of providing quality, and effective patient–centered cost–effective
care on time. Human resource challenges in the healthcare industry are numerous and require a lot
of time and money to tackle effectively in order to bring about the desired healthcare delivery
service (Arnold, 2010). From the 2010 National Center for Healthcare Leadership Report, it was
discovered that lack of talent management and continuous professional training and development
constitute 25 percent of chief nursing officers leaving their positions, with 62 percent planning to do
so in the near future. Evidence from the same report also show that there was a significant increase
to 18 percent of chief executive officers in healthcare who left their positions in 2009 compared to
previous years. This challenge can, however, be addressed if healthcare organizations can put
strategies to hunt, train and ... Show more content on Helpwriting.net ...
A change of strategy brings out the effectiveness of a leader in an organization, especially in the
healthcare system (O'Reilly, 2010). Reinforcement and allocation of resources to effectively
convince employees to tag along with strategic changes would go a long way in making me
implement the lessons learned when I become a leader in a healthcare

Explain The Five Fundamental Practices Of The Leadership...
It is my belief that that the five fundamental practices of the Leadership challenge will enable me to
accomplish extraordinary endeavors. The five practices: model the way, inspire a shared vision,
challenge the process, enable others to act, and encouraging the heart, spoke to me on a foundational
level. The leadership challenges that Kouzes & Posner (2012) propose, are closely reflective of my
personal belief system and philosophy of leadership. According to Northouse (2016)
"Transformational leaders set out to empower followers and nurture them in change. They attempt to
raise the consciousness in individuals and to get them to transcend their own self–interests for the
sake of others" (p. 175).
Transformational leadership is important

Senior Leadership Challenges At Ch2m Hill
Senior Leadership Challenges One of the greatest challenges faced by senior leadership at CH2M
HILL was how to effectively engage young engineers in order to raise their commitment to the
company. While the young engineers connected with many of the company's ideas, such as projects
to improve the world, they also desired novel work which provided challenge and learning to aid
them in their career advancement (Newman, 2013). Learning in this way was hindered by the
company. It did not want to share its talent between business units, therefore reducing the chance
that young engineers could be exposed to and learn new areas. This problem was intensified by the
fact that CH2M HILL had no clear pathway for career advancement which was ... Show more
content on Helpwriting.net ...
The company's decentralized, team–based structure is a persistent challenge for senior leadership.
According to Lanaj, Hollenbeck, Ilgen, Barnes, and Harmon (2013), teams consisting of expert,
knowledgeable members who function under a decentralized management structure are often very
flexible, dynamic, and effective. This type of leadership structure tends to promote participatory
decision making, empowerment of members, increased aspirations, and a sense of team
cohesiveness which leads to increased performance (Lanaj et al., 2013). For many years as a smaller
firm, CH2M HILL was extremely successful using this model with its independent project teams.
However, as the company grew, its lack of effective, centralized management resulted in a huge
system of teams with no true structure holding them together. As Lanaj et al. (2013) pointed out,
multi–team systems without a strong, common structure often experience lack of coordination,
process and procedure difficulties, competition between groups, communication problems, poor
knowledge sharing, and an inability to plan for the organization's future and success. These were
precisely the conditions causing CH2M HILL's problems with turnover and leadership development.
Recommendations to Walstrom
Walstrom's learning, management, and leadership training efforts were a good start

Kouzes: The Leadership Challenge
The authors of the book The Leadership Challenge are regarded as the prominent leadership
scholars and educators in the U.S.. Kouzes is the Dean's Executive Professor of Leadership of
Leavey School of Business at Santa Clara University. Posner is the Dean of the Leavey School of
Business and professor of Leadship at Santa Clara University. They have been together produced a
lot of award–winning leadership books, among which The Leadership Challenge has won both the
James A. Hamilton Hospital Administrations' Book Award and the Critics' Choice Award. Kouzes &
Posner are also the developers of the Leadship Practices Inventory(LPI), a list of questionnaire for
evaluating leadership behavior, which is one of the worldwide frequently used leadership
assessment tools. The most distinguished honor that both Kouzes & Posner have received is the
Management/Leadship Educators of the Year by the International Management Council. They then
joined the team of 50 top leadership educators of the nation. Kouzes & Posner are not only studying
and researching leadership, speaking actively at universities, leadership conferences, and seminars,
but also conducting programs of leadership development for more than a hundred of national &
multi–national companies. The Leadership Challenge is about how leaders can take opportunities of
the challenges they are encountering by responding to them with a proactive manner to transform
the challenges into the power of changing the way of working and

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