The paper 'Preparing for Leadership' is a perfect example of a human resources article. In today's world, people's concern is the feeling that they have less control over their domains. It makes them pressured in high positions of authority. So the challenge of leadership today is to stay focus in the midst of uncertainty. Preparing for leadership will help organization to create a strong foundation and to mobilize good leadership. It is better to prepare the journey beforehand than takes place after the destination has been chosen. It is necessary to prepare great leaders, who are better in dealing with the struggles and changes.
These feelings of the people and his responsibility to work with them to begin creating a new vision in a workplace, and helping them to understand the direction of the future are what drives these leaders to strive for the better. Successful leadership is to know where to stay focus. Technical & Adaptive Issue By Ronald A. HeifetzDifferent organizations are now facing challenges called adaptive challenges. Adaptive challenges from societies, customers, competition and even technologies are forcing them to strengthen their values, develop new strategies and learn new things and face the changes.
This could be the toughest task for their leaders, that is, to mobilize their people for adaptive workAdaptive work is required when competition emerges and values are successful. According to Heifetz, adaptive challenges are seen in everyday life. There is adaptive challenge when there is difficulty in working operations, when teams cannot perform well, or when executives are complaining. Adaptive challenges or adaptive problems are systematically no ready solutions. It is critical to mobilize organization and adapting its behavior.
Without such change, any company would fall. It is hard to provide strong leaders. Why? In order to make change happen, they have to break long-standing behavior, they have to provide leadership in form of solutions, and it is the locus of responsibility to solve the problem must rely on its people. A solution to adaptive challenges reside not in the executive body but in the collection of intelligence of employees, who needs to use one another as resources, across the boundaries, and learn the way to find out solutions.
Adaptive change is stressing out people on what's going through it. They need to take on new role, new relationship, new values, new behaviors and new approach to work. Employees for example should not take problems off shoulder. Leaders must protect their people from outside threats, and they have to allow them to feel the reality and to adapt. Leaders must disorient his people to develop new relationship. Leaders must draw the issues out, than quelling conflict. Leaders have to challenge than maintaining the norm.
According to Heifetz, managers from around the world, offers six principles for leading adaptive work: ``getting on the balcony'', identifying the adaptive challenges, regulating distress, maintaining disciplined, giving back the work, and protecting the leadership. The Fifth discipline: Peter SengeAccording to Peter Senge's learning organizations help people expand their capacity. This is where people begin to recreate themselves as individuals and within the organization. In this case, survival learning or adaptive learning is important. To distinguish learning from traditional organizations, basic disciplines are important. Peter Senge viewed discipline as series of principles and integrating with others to provide vital dimension.
Peter Senge identifies discipline into five categories: 1.System Thinking2.Personal Mastery3.Mental Models4.Building Shared Vision5.Team LearningSystems thinking – is the foundation of the learning organization is the discipline that integrates the others. Systems theory is the ability to comprehend, address and to examined the relationship of the parts both incentives and integrating discipline. People learn from their own experience, but never directly experience the consequences. According to Peter Senge we tend to face the cause and effect of the problem, and when we are faced with the problems we're looking forward for the solutions.
The key aspect of systems thinking is the extent which involves delay or interruption in the flow of influence, making the action gradually occur. It will take works to acquire the building blocks of system theory, and failure to understand systems thinking can lead us into cycles of blaming and self-defense. Personal mastery is the discipline of continuously illuminating, expanding personal vision, giving emphasis on energies, developing patience, and seeing reality. It goes in many aspects, beyond competence and skills involving spiritual growth.
Sometimes language creates a misleading definiteness. Personal mastery is a discipline that entails developing personal vision, holding creative tension, recognizing structural tension and constraints own power. Mental models discipline of mental models is like turning the mirror inward, learning to unearth internal pictures of the world, including the ability to carry learning conversations balance and advocacy. People are open to think to influence others by exposing their own thinking. Entrenched mental models toward changes comes from system thinking, it means fostering openness, involving distribution of business seeking fr more responsibly, more widely coordinated and controlled organization.
Building shared visionary leaders have a personal vision but never get translated because of a lack of discipline for translating the vision. There is a need to build shared vision to harmonize focus and exert coordinated efforts towards attainment of the shared vision. Shared vision spread because of reinforcing process, increased clarity, enthusiasm and commitment.