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¶ … shifting focus?
The success of leaders and managers is contingent on the following three key capabilities: positive intelligence, emotional intelligence, and cultural intelligence (Kaifi, 2013). Management and leadership modification focuses on leaders' capability of motivating subordinates to deliver extraordinary performance. Further, it relies on leaders' efficacy of creating opportunities capable of facilitating personnel transformation of problems into achievements, in difficult periods. Emergency management necessitates robust leadership which may spur enterprise growth, produce change, and thus reshape the firm's business operations as well as long- and short-term stakeholder perceptions regarding the firm (Fragouli & Ibidapo, 2015).
A successful leader can grasp the fact that he/she is best- equipped for decision making because of his/her thorough organizational knowledge. While specialists' narrow focus is necessary, it only supplements and doesn't replace a leader's thorough organizational knowledge. Change management constitutes a well- discussed subject in corporate efficacy and management literature. Among the most difficult and critical duties of managers is realizing the significance of company- wide reform for prioritizing a focus area, as well as leading organizational change. Over time, comprehending the value of corporate change has gained immense significance with companies currently experiencing an era of drastic change owing to novel factors like globalization, e- commerce, and the disruptive impact of novel technologies. Disturbing enterprise phase moves and market...
This may result in organizational crises which have to be tackled by corporate leadership (Fragouli & Ibidapo, 2015).
2. With what level of certainty do the authors speak about the most needed behaviors?
Crisis management has emerged as a key corporate growth and success component, particularly in the present highly dynamic and crisis-vulnerable era (thanks to globalization). Leadership contributes greatly to the change and crisis management functions. During crises, corporate leaders must become visible both inside and outside the firm, since such visibility will provide a certain measure of stability both to the firm and the crisis situation. Further, in such times, leaders must discuss the scenarios with corporate stakeholders and the workforce. Furthermore, crises scenarios necessitate the presence of leaders capable of deviating from the established norm, devising crisis management plans, and making the most of the crisis to achieve corporate growth and transformation. Fruitful corporate change necessitates a transformational approach to leadership, together with personnel and stakeholder involvement. Leaders need to possess an explicit change related vision which ought to be shared with the workforce. This is because, for effecting change, leaders must understand the simultaneous need for corporate culture management (Fragouli & Ibidapo, 2015).
3. What recommendations could you use in your clinical or work…
References
Anderson, E. (2014, April 10). Manage or Lead? Do Both. Forbes.
Fragouli, E., & Ibidapo, B. (2015). Leading in Crisis - Leading Org Change and Business Development. International Journal of Information, Business and Management, 71 - 90.
Kaifi, B. (2013). Organizational Behavior: Managing and Leading Organizations. Llumina Press.
Stanfield, R. (2016). From Managing to Leading - Unlocking the Hidden Talent. BMJ Supportive & Palliative Care, 99 - 112.
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