Failure of Leaders
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As you grow into a leadership or management position, you are not only responsible for your behavior, but also the behavior of your team members. It is especially important that you and your team are exposed to the idea of failure and how it relates directly to leadership.
Many people avoid situations in which they might fail. Other individuals fear failure so much they will not take a risk or have an opinion other than what the group wants. There is an old adage that says, "If at first you don't succeed, try, try again."
Based on an interview with a leader in business, sports, management, or government,
Write a paper in which you:
1. Propose two (2) ways that you can use a failure in your life or career to improve your vision as a leader.
2. Examine the key traits and characteristics that transformational leaders possess. Predict the impact that a transformational leader's response to a failure would have on performance and behavior in his or her employees. Provide a rationale for your response.
3. Determine whether or not you believe that failure is an integral part of life that contributes to leadership effectiveness. Provide two (2) examples to support your response.
4. Create a list of five (5) best practices for leaders to follow in order to be effective after a failure in the workplace. Support each practice with examples from your interview.
5. Determine the manner in which experiences with failure and leadership affect the risk taking and decision making behaviors of an individual on a leadership track. Provide a rationale for your response.
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Solution Summary
In this problem solution we evaluate why leaders fail and best practices for success.
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Propose two (2) ways that you can use a failure in your life or career to improve your vision as a leader.
It's been my experience that leaders often fail as a result of not being forth coming with the intent behind his or her vision. A leader should engage his or her subordinates in the creative process. For instance, I recall chatting with a friend on line, my friend would send me a quick message during a conversation, somehow the message lacked clarity or the message was confusing, it was almost as if he left the important parts of the message in his head and typed bits and pieces of the message. Unfortunately, I was left in the dark. I was not included in the conversation. On another occasion, I opened my door on the way to leave my home; as soon as I exited my neighbor started talking to me as if we were already in a conversation. My neighbor bypassed the initial morning greeting and began communicating with me as if I arrived late to a dinner party and entered the latter portion of a joke. This type of awkward setting is the equivalent of a leader trying to lead a workforce without sharing his or her vision with the individuals who will be responsible for fulfilling the vision of leadership.
2. Examine the key traits and characteristics that transformational leaders possess. Predict the impact that a transformational leader's response to a failure would have on performance and behavior in his or her employees. Provide a rationale for your response.
Buddy Blanton, a principal program manager at Rockwell Collins Display Systems, took the time to garner feedback from his workforce to determine what he is doing right as a leader and what methods he could employ to be one of the most successful leaders in the industry. Buddy was pleasantly surprised at his discovery that most of his subordinates and peers admire that he has a sense of global vision. Buddy is constantly searching for innovative ways to expand the company's competitive positioning. Buddy also discovers that he is a leader that commands respect from his staff and he is an active and sincere listener (Hasselbein and Goldsmith, 2006). I believe that a leader should not make the gap between ...
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