A Christian Perspective
Definition:
"Organizational Management and Leadership: A Christian Perspective" defines leadership as "the ability to influence others and is dependent upon whether the leader possesses that which followers seek."
Satterlee, A. (2009). Organizational Management and Leadership: A Christian Perspective. (2nd Ed.). North Carolina: Synergistics International Inc.
Summary: Boris Groysberg is a professor of business administration at Harvard Business School. Michael Slind is a writer, editor, and communication consultant. They are the coauthors of Talk, Inc.: How Trusted Leaders Use Conversation to Power Their Organizations (Harvard Business Review Press, 2012). In their article “Leadership is a Conversation,” Groysberg and Slind discuss …show more content…
Leaders must step down from their corporate perches and then step up to the challenge of communicating personally and transparently with their people. As counterintuitive as it might seem, the best way to lead people into the future is to connect with them deeply in the present. No one will dive into a heartfelt exchange of views with someone who seems to have a hidden agenda or a hostile manner, and any discussion that does unfold between two people will be rewarding and substantive only to the extent that each person can take the other at face value. For example, as a production team leader at a chemical company I must know exactly how to engage the crew of workers that are assigned to my area. By cultivating the art of listening to people and by learning to speak with employees directly and authentically I have found that more work gets accomplished and the overall work environment is less hostile, because workers feel comfortable engaging me in one-on-one conversation or in a group discussion. This creates an atmosphere where the workers in my area feel at ease and they are comfortable telling me about situations that occur in the field and we are able to work through them to get jobs done more effectively. …show more content…
In organizations it has become especially difficult for employees to put trust in their leaders, who will earn it only if they are authentic and straightforward. That may mean addressing topics that feel off-limits, such as sensitive financial data. I find this to be a tough balance as I communicate with workers as openly and as honestly possible about information that can be openly discussed. There are times when I am not able to give out the information that is wanted and it ways in on the trust factor and the balance of open communication. This makes the balance of information to a bottom-up exchange difficult, tough to manage, and hard to be an effective leader. I have found that staying open minded, listening, and incorporating what the workforce has to say about what takes place in the field makes the bottom-up approach work even in difficult
"Organizational Management and Leadership: A Christian Perspective" defines leadership as "the ability to influence others and is dependent upon whether the leader possesses that which followers seek."
Satterlee, A. (2009). Organizational Management and Leadership: A Christian Perspective. (2nd Ed.). North Carolina: Synergistics International Inc.
Summary: Boris Groysberg is a professor of business administration at Harvard Business School. Michael Slind is a writer, editor, and communication consultant. They are the coauthors of Talk, Inc.: How Trusted Leaders Use Conversation to Power Their Organizations (Harvard Business Review Press, 2012). In their article “Leadership is a Conversation,” Groysberg and Slind discuss …show more content…
Leaders must step down from their corporate perches and then step up to the challenge of communicating personally and transparently with their people. As counterintuitive as it might seem, the best way to lead people into the future is to connect with them deeply in the present. No one will dive into a heartfelt exchange of views with someone who seems to have a hidden agenda or a hostile manner, and any discussion that does unfold between two people will be rewarding and substantive only to the extent that each person can take the other at face value. For example, as a production team leader at a chemical company I must know exactly how to engage the crew of workers that are assigned to my area. By cultivating the art of listening to people and by learning to speak with employees directly and authentically I have found that more work gets accomplished and the overall work environment is less hostile, because workers feel comfortable engaging me in one-on-one conversation or in a group discussion. This creates an atmosphere where the workers in my area feel at ease and they are comfortable telling me about situations that occur in the field and we are able to work through them to get jobs done more effectively. …show more content…
In organizations it has become especially difficult for employees to put trust in their leaders, who will earn it only if they are authentic and straightforward. That may mean addressing topics that feel off-limits, such as sensitive financial data. I find this to be a tough balance as I communicate with workers as openly and as honestly possible about information that can be openly discussed. There are times when I am not able to give out the information that is wanted and it ways in on the trust factor and the balance of open communication. This makes the balance of information to a bottom-up exchange difficult, tough to manage, and hard to be an effective leader. I have found that staying open minded, listening, and incorporating what the workforce has to say about what takes place in the field makes the bottom-up approach work even in difficult