Reference no: EM132215774

Question: Respond to two students due to grade or critique work only add to the discussion

First reply to Aldin

Topic 3: Major Dick Winters Documentary

Throughout the Dick Winters documentary, MAJ Winters' subordinates held him in such high regard. It was easy to see, not only the impact MAJ Winters had on his subordinates, but the impact they had on him. Two key elements of leadership that were apparent were people and influence. Because he spent the time to truly get to know his men, he had influence. According to Lewis (as cited in Gray, 2012), "Being a strong leader meant being able to rely on others to help get the job done. That included fellow soldiers who had vastly different strengths and weaknesses than his own." I understood this to mean that he knew his men so well that he knew what each soldier was capable of and their limits. By knowing this, he knew which person was appropriate for a specific mission. With that, a case for leaders-follow could also be made. Returning back to the key element of people, it was as though he gained so much of their respect that they were willing to go to the ends of the earth for him. Additionally, the emotional link MAJ Winters had with his subordinates allowed him to be a transformational leader, in a way that inspired a sense of purpose with his troops (García-Morales, Jiménez-Barrionuevo, & Gutiérrez-Gutiérrez, 2012). As with influence, MAJ Winters was able to gain the commitment of his soldiers by leading from the front and not withdrawing himself from dangerous situations that he was asking his subordinates to put themselves in. This attitude undoubtedly garnered the support of the subordinates. To drive the point, MAJ Winters (as cited in Gray, 2012) stated, "By working with the men, they get to know you. If you do a good job, that's how you say ‘follow me.'"

References: García-Morales, V. J., Jiménez-Barrionuevo, M. M., & Gutiérrez-Gutiérrez, L. (2012). Transformational leadership influence on organizational performance through organizational learning and innovation. Journal of Business Research, 65(7), 1040-1050. doi:10.1016/j.jbusres.2011.03.005

Gray, T. (2012). Major Dick Winters Documentary. [Video file].

Second response to Quanitia

Topic 2: The Biggest Mistakes a Leader Can Make

According to Dr. Ellen Langer, professor at Harvard University, the biggest mistake a leader can make is being certain. Being certain makes the leader unable to adjust to change. In business things constantly change and its never predictable. According to Dr. Langer "....when you think you know, you don't pay any attention." I agree with Dr. Langer that uncertainty should be a key. If a leader is unable to adjust to change they will not make it far. Change is constant nothing ever stays the same. A leader should be able to adjust accordingly and be able to train the individuals underneath him/her to adjust as well to keep things in order. In some cases change is a very good thing.

Another mistake I agree with was made by Jonathan Doochin of the Leadership Institute at Harvard College. Doochin believes one of the biggest mistakes a leader can make is acting to fast and not thinking through issues. Doochin suggested that a leader should step back and rethink things. Instead of acting off instinct a leader should sit down with his/her management team to work out problems and seek advise. Being able to step back and handle issues will give you a clean slate to start on instead of just acting off just acting without thinking. I believe this mistake just doesn't trouble leaders it also troubles employees under the leader. Employees watch how their leaders react to certain situations and if it is a negative reaction that same energy will spread throughout the organization.

References: Video: Biggest Mistake Leaders Make. (By Marshall Jones)