In today’s ever-changing environment, organizations must have strong leadership. But what exactly is strong leadership? And is strong leadership in digital learning environments the same as in face-to-face environments? In our first activity in LRNT 525, our team ranked twenty leadership attributes. We discussed our initial thoughts and shared those thoughts with the rest of our cohort. My focus was on building trust by being forward-looking, transparent, honest, flexible, and supportive. I still believe in these attributes and strive to possess them. However, after researching and completing several activities and assignments for this course, I have come to realize that strong leadership, regardless of the setting, is more than just possessing five leadership attributes. Strong leadership is all about forming strong relationships—and using those relationships to mentor and empower several stakeholders to help lead and drive change.
Because we are all part of a complex, interacting system, leading change is not entirely straightforward and linear, stemming from one person. A leadership team of people (including disgruntled stakeholders) who uncover similar core values is better able to generate momentum and maintain change stability. Within my organization, leading change means mentoring and empowering others to help lead and drive change. Relationships make all the difference.
Just for fun, I searched It’s all about the people in the RRU library database. And wouldn’t you know, an article with that title came up! Brenner (2008) argues that leadership is about figuring out strategies to move people outside their comfort zones, not through rational thought, but by tapping into emotions. I believe leading change is about grabbing people’s hearts and minds using what Benner calls critical success factors, including trust, motivation, commitment, character, self-discipline, and patience. Out of all the research and readings completed in this course, this last article resonated most with me. When leading change, whether face-to-face or digital, it is the collective energy of the strong relationships that makes all the difference in sustaining change.
Reference
Brenner, M. (2008). It’s all about people: Change management’s greatest lever. Business Strategy Series, 9(3) 132-137. https://doi.org/10.1108/17515630810873366
Attribution: Photo by Helena Lopes on Unsplash
Thank you for this great reflection, Wendy!
I really like Brenner’s take on leadership “is about figuring out strategies to move people outside their comfort zones, not through rational thought, but by tapping into emotions.” A while ago I used to take an entrepreneurship class and we were taught to tell tap into people’s emotions if we can them to open their wallets. The catchy phrase “facts tell, stories sell” stayed with me.
Vanessa
Vanessa,
I hope we get to work together before this year is over. I think we have much in common 😉
Great find in the library, Wendy. It was awesome to participate in the group task with you (and the rest of our team 🙂 ).
Thanks Rod. Take care and enjoy your weekend!
Wendy,
You are so right about relationships. Through this team process, I have seen your keen ability to foster and grow relationships. You possess the qualities of a truly empathetic leader. I admire your ability to pause and reflect on more than just the academic jargon, but also on the feelings behind those words.
Oh dear, you are too kind! One thing for sure is this whole cohort is a bunch of leaders. I cannot wait to finally meet you all face-to-face!