Leadership Project

Please see attached
Leadership is best learned and developed through practice. This assignment
asks you to put Adaptive Leadership theory(-ies) into practice in an actual applied setting.

Each of us has the opportunity to perform in leadership roles on a regular
basis. We have the opportunity to foster action among coworkers, team
members, subordinates, relatives, community members, or others. In order to
foster cohesion and attain results, we apply principles of leadership.

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This project asks that you:
Develop your current role as leader using The Practice of Adaptive Leadership theory. Integrate The Practice of Adaptive Leadership theories/concepts, reflect on your application of those theories/concepts, and report on the possible process/outcomes of that effort.
Connect your leadership to The Practice of Adaptive Leadership and academic research.
Describe how the theories and/or concepts support the analysis of your
leadership project.
Explain how you might utilize Adaptive Leadership might during this particular
Describe how this theory can be put into a Professional Development Plan base on your current role
What challenges will you face and what other leadership theories can you draw upon (Leadership: Enhancing the Lessons of Experience)?

This will be a 8-10-page paper written in APA format (Arial-11 point font, double spaced, at least 6-8 references, no running head, include page number.

Referenced Text:
Heifetz, R. A. (2009). The practice of adaptive leadership: Tools and tactics for changing your organization and the world. Boston, MA: Harvard Business Press.

Hughes, R.L, Ginnett, R.C., and Curphy, G. J. (2022). Leadership: Enhancing the Lessons of Experience (10th edition). New York: McGraw-Hill Irwin.

Adaptive Leadership Theory
Being able to adapt to changing circumstances is important as a leader to address change and implementing solution that help the organization adapt and overcome change in an effective way.

Adaptive Leaders separate problems into two categories
Technical problems-can be solved by experts in the field because an answer already exists
Adaptive problems-have no existing solutions. Requires a leader to help find the problem and then assembles a team to come up with possible solutions

Elements and steps of Adaptive Leadership (3 steps). Framework.
Step 1: Identify core practices to keep and core obstacles to be removed (identify)
Step 2: Develop and test possible solutions (what solutions could be developed)
Step 3: Integrate the solution that works best for a sizable change and greater impact (what solution could be integrated)

6 Guiding principles
Get on the balcony
A leader needs to obtain a higher vantage point (balcony) in order to view the ongoing change, and any potential patterns or problems (overlooked issues could be internal conflicts, change resistance, avoidance that can be part of change)

Identify the adaptive challenge
Change takes place faster and faster. A leader needs to understand the people around them to enable faster and better adaptation to change. What is the adaptive challenge, what prevents adaptation, how can adaptive change be initiated?

Regulate distress
Changing and adapting is difficult, and it causes distress and other negative feelings. An adaptive leader needs to pace the change, so people aren’t overwhelmed. A leader needs to maintain motivation and productivity during the change. The leader needs to be a steady force in times of change for others to follow.

Maintain disciplined attention
Maintain focus on the challenge ahead. Avoid distractions such as conflicts and resistance to change. Allow for different opinions and initiatives without losing focus on the adaptive work.

Give work back to the people
An adaptive leader needs to gather information and perspectives from as many individuals as possible. People in different places of an organization will see changes at different times and in different ways. A leader needs to ensure an influx of information from a variety of sources. People need to be involved and empowered as well as share in responsibility. Then they will participate fully and become more willing to adapt to change.

Protect voices of leadership
Make sure people aren’t punished for speaking their opinions. Doing so will reduce creativity and innovation.

Advantages and Disadvantages of Adaptive Leadership
Change is always expected and doesn’t take an adaptive leader by surprise. An adaptive leader will have established systems and strategies in place to respond to challenges. There is always a backup plan readily available.

Adaptive Leaders embrace multiple opinions. Adaptive leaders bring a diverse group of individuals together to brainstorm ideas and come up with solutions. Team members learn from each other. Adaptive leaders using more of a participatory style.

Adaptive leaders don’t rely heavily on rules. Instead focuses on the best possible result in the best possible way

Deep understanding of the teams emotional needs. Adaptive leaders can quickly identify how an employee may feel about a particular situation and can provide the assistance necessary.

An Adaptive Leader understands that each team member plays a role in the changed process. The teams strengths are leveraged and Adaptive Leaders provide support so that these strengths can be developed and contribute to professional development.

Rewards are based on results and based on delivering deadlines

There is no structure. A good adaptive leader will provide structure for those that need it.

A view that rules are meant to be broken. An Adaptive Leader may bend the rules so that the organization can implement the best change strategy to reach the adaptive goal.

Changes can be made too quickly in adaptive leadership. An adaptive leader may end a failed project before it is given a chance to succeed.

How to become effective at Adaptive Leadership. There are four qualities.
An Adaptive Leader is transparent, honest, creative, and earns respect from the team. An Adaptive Leader owns their mistakes and corrects them.

Organizational Justice
Value and respect is important to an Adaptive Leader. Each Team members opinions are valued and welcomed. Adaptive Leaders take time to introduce change to the team rather than impose change suddenly.

Adaptive Leaders keep up with the latest trends and how these can impact an organization. Prepare an array of strategies to use when change is needed. Take time to keep up with the latest trends. My development plan-Learn more about transformational, democratic, and affiliative leadership styles.

Emotional Intelligence
Having a good understanding of my feelings and those around me. Developing this will help me to respond to the team in a fair, calm, and empathetic manner. Being empathetic, looking for emotional reactions, and respecting people’s feelings and adapting my reactions accordingly is key to all leadership positions.

My current role is a Programming Manager within Continuing Dental Education. This is an individual contributor position. Development goal is to become a director.

Professional Duties:
Research, recruit and contract with guest speakers and program instructors scouting various national and local dental meetings and annual conferences.

Manage faculty and guest t speakers and assist in the development of course objectives and curriculum.

Develop and manage program proposals and implementation/ delivery timelines and schedules.

Monitor and evaluate instructors’ presentations and make recommendations for improvement if needed

Assis t Director with the development, implementation, and assessment of programs.

Assist with approving and monitoring course preparations and logistics, before, during and completion of assigned program

Identify, delegate, and communicate program logistics and tasks to program coordinator as needed

Cultivate, develop, and maintain organizational relationship s with program sponsors and co­ sponsors.

Review, monitor, and inform CDE staff of Dental Board requirements regarding the issuance of continuing education units and provider requirements.Five characteristics of an adaptive culture:Elephants on the table are namedResponsibility for the organization is sharedIndependent judgment is expectedLeadership capacity is developedReflection and continuous learning are institutionalized-ask questions such as “how is our environment changing, what internal challenges do we face, what are the gaps of where we are and where we want to be, what challenge is ahead of us?” Need to be asked in a constantly changing and challenging time. 


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