Reference no: EM131993037

Please respond to the discussion questions listed below:

You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. All comments should be posted to the appropriate topic in this

Discussion #1

My current organization's leadership consists of a Principal, six Assistant Principals, a Student Activities Coordinator, and a School Improvement Specialist.

This team is known as our Administration Team. Everything and all final decisions are up to the Principal before they are passed on to the Principal's supervisor, which is the Director of High Schools and then the overall Superintendent of the school district. Our Principal is a democratic, ethical leader who relies on the Administration team for support, ideas, and structure.

A democratic leader, as discussed in our text, is a leader that provides rewards when necessary and sticks to the least discipline of the employees (Argosy, 2018). This allows leadership to focus on the objectives while the district deals with any disciplinary action against any employee. The leadership of this organization is grounded in ethical decisions and remembering that education and safety are most important.

When thinking of effective change leadership in my organization, the two features that allow the organization to progress through changes and lead effectively through change are communication and collaboration. As effective leaders of change focus on what the change is and why it is important, communication is imperative because leaders must continuously communicate with all individuals involved to connect everyone to the purpose and urgency for the change (Smith, 2008).

The other important feature of effective change leadership is collaboration. School districts like the one I work with are built on collaboration. Many people work together daily to make things happen for the greater vision of the organization. Change leadership or change, in general, cannot happen without effective collaboration in the capacity of every wanting the same outcome to be positive and beneficial (Anderson & Anderson, 2010).

Effective change leadership also requires ethics to play a huge role. Ethical decisions by leadership are crucial in and through change. Imagine a leader who has personal interests in personal gain. This will cause all decisions to be bias and unethical.

An effective leader must follow the ethics of the organization and have the interest of the organization in mind always. A dishonest and untrustworthy leader cannot lead effective change leadership.

Thinking positively, I recommend that my organization continually stand on the ethical principles of alignment and integrity. Alignment will allow everyone to be directed toward the same goals and direction while strategically inspiring and engaging each other (Nolen & Putten, 2007). Integrity will also require everyone to do what they preach and expect the same of others. With both principals, I think my organization will only become stronger leading through and beyond change.

References:

Anderson, D., & Anderson, L. A. (2010). Beyond change management: How to achieve breakthrough results through conscious change leadership (Vol. 36). John Wiley & Sons.

Argosy University Online. (2018). Module 1. L7451 Leading Through and Beyond Change, Faculty: Dr. Vicky Black.

Nolen, A. L., & Putten, J. V. (2007). Action research in education: Addressing gaps in ethical principles and practices. Educational Researcher, 36(7), 401-407.

Smith, L. (2008). Schools that change: Evidence-based improvement and effective change leadership. Corwin Press.

Discussion #2

Identify two features of effective change leadership and explain why you believe they are effective.

There are several features of effective change leadership. One being to rrecognize embedded tensions and paradoxes and invest in new organizational capabilities. (Ready, Douglas, 2016). being able to recognize current embedded tensions and organizational paradoxes are key components to know before proceeding with organizational changes.

Identifying challenges and preparing for questions that could potentially arise prepares not only the leadership but it eases the fears of those staff that's being affected. Therefore, being able to commit to changes and seeing it through with effective communication planning and training, i believe, will put leadership in the best position to execute changes.

As we begin to implement change, its necessary that we redirect our resources in a way that staff can thrive from the new changes. This is could be through process improvement initiatives, investing more into talent training, or any capital improvement projects, just to name a few. Understanding the culture and potential paradigms in your organization and aligning resources to new changes, would surely assist in the transition.

Discuss the role of ethics in change leadership and decision making and explain how this might be significant in leading change.

In researching ethics and change, i came across an interesting article that highlighted four things to consider ethically when implementing change: 1) employees, 2) disruption, 3) communication and 4) teamwork. (Lewis, Jared). I consider these factors to be the leading thoughts before considering change.

Due diligence must be done in order to determine how change would impact any of these four components. If indeed the impact would be too significant, its best for any leader to rethink their approach. This is important to consider each factors because if any one of these elements are not thoroughly thought through, it could cause the organization talent and other resources.

Recommend 1-2 ethical principles that may assist your organization's leadership and decision-making framework; support your response with a rationale and professional literature.

In my current organization, I know it would be beneficial for leadership to 1) consider its employees and 2) communicate effectively to the lower level staff that's expected to follow and in some cases, lead new changes.

All too often, changes are only implemented when processes go wrong and once leadership acknowledges these challenges, they are usually the ones making improvements to the process without the input of the staff that actually does the work. This is the ultimate fail.

Change and and innovation are disruptive to everyone in the organization. This disruption requires that leadership take into account everyone involved in the process of change. (Lewis, Jared)

Ready, Douglas. 2016. 4 Things Successful Change Leaders Do Well.

Lewis, Jared. The role of Ethics & Responsibilities In Leading Innovation and Change.