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ADAPTIVE LEADERSHIP

QuestionAnswer
a requirement, because change is constant and inevitable, leaders must be flexible to succeed. Adaptability
It is about having ready access to a range of behaviors that enable leaders to shift and experiment as things change. Adaptability
The need for adaptive leadership Adapt to the changing external pressures facing the organization; •Adjust their management style to changing situations; •Accept changes as positive; •Revise plans as necessary; and •Consider other people’s concerns during change.
to develop or adapt was the most frequently cited reason for career derailment Inability
Is to live dangerously. Its romantic and exciting to think leadership as all inspiration, decisive action, and rewards. To lead
requires taking risks that can jeopardize your career and your personal life. It requires putting yourself on the line, disturbing the status quo, and surfacing hidden conflict. Leading
Is an enterprise worthy of the costs. Leadership
worth the risk because goals extend beyond material gain or personal advancement. By making the lives of people around you better, leadership provides meaning in life. Leadership
the act of mobilizing a group of individuals to handle tough challenges and emerge triumphant in the end Adaptive Leadership
someone who loves trying new things (strategies, processes, etc.), especially if it helps the organization succeed and be better prepared for change. They also have the propensity to innovate and experiment, and are not afraid to fail in the process. Adaptive Leader
* Question your thought patterns. * Relax your mind. * Examine your emotional flexibility. Adaptable Leaders Have Flexible Ways of Thinking
understand that while an end goal and a vision is necessary, the path that takes them there needs to be flexible. Adaptive Leaders
* Planning creates focus. * Planning helps to assess risks and opportunities. Adaptable Leader Plan Ahead
* Asks questions, listen, and observe. * Be inquisitive. * Think creatively. Adaptable Leaders are Curious
helps to open the mind, enable growth, encourage new ideas, and is a fundamental principle of adaptive leadership. Curiosity
generates questions that wield problem-solving, leading to finding results. Curiosity
Big Opportunities Visibility + Trust =
that there is an environment of trust and respect; people feel like they can be themselves. It also means that people feel safe to voice out their opinions and take risks because they will be accepted even if they fail. psychologically safe workplace
Practical approach to solving business issues, guiding leaders in identifying and focusing on the important aspects of a business operation and discarding what it can do without Adaptive Leadership
They can motivate individuals, teams, and entire organizations through adaptive behavior within the context of organizational dynamics Adaptive Leader
being fully self-aware of: * who you are * what your talents are * what your values and aspirations are * what your goals in life are & * what gives you meaning and a true sense of fulfillment Self-adaptation
Able to fathom the truth about your whole being as progressively enlightened self Developing Your Inner Self
Possesses a deeper level of spirituality and clearer view of one’s role in uplifting society Developing Your Higher Self
Willing to sacrifice the self and embrace personal costs for the greater good of others Developing Your Selfless Self
During emergencies /crises, When dealing with very difficult employees for shock treatment Coercive
A command-and-control style. It relies on forcing people to do what you tell them, whether they want to or not. Coercive leadership
To cajole and persuade towards higher version, When enthusiastic /charismatic leader uses it Authoritative
They can motivate individuals, teams, and entire organizations through adaptive behavior within the context of organizational dynamics Adaptive Leader
being fully self-aware of: * who you are * what your talents are * what your values and aspirations are * what your goals in life are & * what gives you meaning and a true sense of fulfillment Self-adaptation
Able to fathom the truth about your whole being as progressively enlightened self Developing Your Inner Self
Possesses a deeper level of spirituality and clearer view of one’s role in uplifting society Developing Your Higher Self
Willing to sacrifice the self and embrace personal costs for the greater good of others Developing Your Selfless Self
During emergencies /crises, When dealing with very difficult employees for shock treatment Coercive
A command-and-control style. It relies on forcing people to do what you tell them, whether they want to or not. Coercive leadership
To cajole and persuade towards higher version, When enthusiastic /charismatic leader uses it Authoritative
Exemplified when a leader dictates policies and procedures, decides what goals are to be achieved, and directs and controls all activities without any meaningful participation by the subordinates. Authoritarian Leadership
For unity & harmony, When eliciting loyalty, For communication & feedback, For relationship building, To repair broken trust Affiliative
A style of leadership that focusses completely on people and relationships. It relates to the act of forming social and emotional bonds with each member of a team. Affiliative Leadership
When consensus is needed, When it is very difficult to solve issues, When buy-in is needed, To set group goals Democratic
A leadership style in which members of the group take a participative role in the decision-making process. Democratic Leadership (Participative or Shared)
For highly capable staff, When technology is changing fast Pacesetting
leader leads from the front, constantly sets high standards for their team and expects them to exceed with minimal management. A manager you set the cadence for your team and demand high intensity in their performance. It sounds intense and it really is Pacesetting Leadership
When personal development and growth desired, When personal commitment wanted Coaching
Often have a clear solution and can be solved by a few professionals. Technical problems
Usually vague and complex. These problems require input from a variety of people within the organization and often take longer to solve. Adaptive problems
Adaptive leaders create an environment in which every member of the organization has the opportunity to be heard. Organizational justice
This requires a high degree of emotional intelligence, which is the ability to handle relationships with empathy and awareness. Emotional justice
The adaptive leadership model recognizes that organizations must adjust and adapt to stay relevant in a complex and ever-changing marketplace. Development
Adaptive leaders demonstrate ethical responsibility and morality. Character
It is inevitable. Whether expected or unexpected, it is a part of life. Change
It leads to many positive aspects – that lead to retaining a competitive edge and also remaining relevant in your business area Change in organization
It encourages innovation, develops skills, develops staff and leads to better business opportunities, and improves staff morale. Change
Their needs are constantly changing, and businesses must also change to reflect these needs and demands. Customer
They believe in getting the right things done through the right people at the right time without creating any added hassles. (proactive, pragmatic, passionate, and productive.) Change Agent
working together to create a shared understanding of change required to execute the strategy, and how to best make it happen. Change Leadership
Successful leaders communicated the “what” and the “why.” Leaders who explained the purpose of the change and connected it to the organization’s values or explained the benefits created stronger buy-in and urgency for the change. Communicate
Bringing people together to plan and execute change is critical. Collaborate
Successful leaders made sure their own beliefs and behaviors supported change, too Commit
Define the key leadership competencies necessary for change, and better understand leadership behaviors that could contribute to change failures. Change-capable Leadership
Great Change Leaders Focus on _______ People & Process
How to be an Effective Change Leader: Initiate, Strategize, Execute
After understanding the need for change, effective change leaders begin by making the case for the change they seek. This can include: • evaluating the business context, •understanding the purpose of the change Initiate
Successful leaders developed a strategy and a clear action plan, including priorities, timelines, tasks, structures, behaviors, and resources. They identified what would change, but also what would stay the same Strategize
Translating strategy into execution is one of the most important things leaders can do. They also broke big projects down into small wins to get early victories and build momentum. And they developed metrics and monitoring systems to measure progress. Execute
Leading People Through Change: Support, Sway, & Learn
Successful change projects were characterized by leaders removing barriers to employee success. These include personal barriers, such as wounded egos and a sense of loss, as well as professional barriers. Support
Influence is about gaining not only compliance, but also the commitment necessary to drive change. It is also about mapping out the critical change agents and defining what “buy-in” looks like from each stakeholder that will lead to a successful outcome Sway
Successful change leaders never assumed they had all the answers. They asked lots of questions and gathered formal and informal feedback. The input and feedback allowed them to make continual adjustments during the change. Learn
Created by: rainee_
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