As I reflect back on the past nine weeks, I can say definitively my perspective has changed in the field of leadership, change and project management. Where I once had a perspective more closely aligned to an “us versus them” I now have a more insight into the decisions that are made and a better ability to critique the managerial choices.
In my first blog post for this course, I discussed the difference between digital learning leadership and in person learning leadership. I looked at my own leadership experience and asked who am I as a leader? Finally I looked to frameworks and models of leadership to determine who to be a good leader.
Leadership, like most fields, is ever changing not only in digital environments, but in person as well (Spector, Ifenthaler, Sampson, & Isaias, 2014). In my current role, I have little in way of influence, however this doesn’t have to stop someone from taking a position of leadership. In my workplace, I have recognized a gap in value-based leadership (O’Toole, 2012), where recognition of efforts plays a role in leading employees. I noticed that the same people were getting “shout-outs” and “kudos” from the same people who were receiving them. Through side conversations, I could tell this was leaving some colleagues disheartened. I brought this up in a meeting and now I am in charge of developing an initiative to ensure across Primary Health Care (PHC) everyone feels appreciated and not just the same names getting thrown about. Luckily now armed with a better understanding of change management frameworks and project management models, I have confidence that I can impose a new culture within PHC. I can only hope to gain more leadership opportunities moving forward and proving my abilities. Until then, it’s about working hard and making small changes.
References
O’Toole, J. (2012). Notes Toward a Definition of Values-Based Leadership. The Journal of Values-Based Leadership, 1(17), 44–53. https://doi.org/10.2307/2929117
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