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Share your thoughts regarding the 5 Practices of Exemplary Leadership and the 10 Commitments of Leadership. The questions below will assist you in exploring more deeply your beliefs regarding these practices and to illuminate the salient factors that you believe will assist in making changes and some of the potential challenges that might be faced. Review what has been provided for this discussion, and then provide answers to the following questions: • Which practices and commitments will be the most difficult to develop and apply? Why? • Which practices and commitments appear to have the most powerful impact on an organization? Why? Justify your answers using examples and reasoning. Include references citation format is MLA, 1200 words
The 5 Practices of Exemplary Leadership and the 10 Commitments of Leadership are a comprehensive framework developed to provide an understanding of effective leadership. The five practices include: Modeling the Way, Inspiring a Shared Vision, Challenging the Process, Enabling Others to Act, and Encouraging the Heart. The ten commitments include: Undertaking Service with Humility, Demonstrating Personal Integrity, Expressing Gratitude, Celebrating Accomplishments, Sharing Credit and Recognition Publicly Building Community through Mutual Respect and Supportive Relationships Developing People for their Future Leading Change with Courage Solidifying Strategic Alliances Connecting Across Communities.
Practices such as Modeling the Way (setting an example for others), Inspiring a Shared Vision (creating a shared purpose that drives action), Challenging Processes (encouraging innovation by questioning assumptions) and Enabling Others to Act (facilitating collective problem solving) are all considered essential components of exemplary leadership. These practices require leaders to be proactive in establishing relationships with their team members that promote trust and collaboration. Similarly, many of the commitments outlined in this framework call for leaders to actively invest in building relationships among stakeholders such as those within an organization or community at large. For instance commitment six calls on leaders to “build community through mutual respect and supportive relationships” while commitment nine encourages “connections across communities” requiring both inward-facing outreach activities but also external engagement efforts aimed at developing cooperative alliances between different groups or organizations.
All five practices have great potential impact on an organization; however I believe enabling others to act has the strongest impact due its emphasis on creating partnerships between different groups within an organization or across multiple organizations/communities. By involving individuals from various backgrounds in decision making processes it not only creates stronger ties between organizational members but also allows them each individual’s talents can help solve problems more effectively than if only one person was responsible for all tasks at hand . This type of collaboration opens up new possibilities for solving existing issues that no single person would otherwise be able recognize or address due limited access to resources which is particularly important when working toward sustainable solutions over long periods of time.
The practice likely most difficult develop is challenging processes as it requires ongoing critical thinking skills while often being uncomfortable confronting previously accepted conventions or deeply held beliefs held by oneself or other people within an organization/community which can create tension especially when proposed changes are based off incomplete information or opinions rather than facts/data which can lead to resistance from those who may view such initiatives as unnecessary risks associated with little reward if successful ventures go unrecognized by higher ups unwilling take credit away from themselves even if their initial requests were what led charge . Additionally taking personal responsibility leading change despite potential backlash takes courage particularly when ideas break convention expectations so part committing oneself idea means willing accept failure result rather than using scapegoats cover own mistakes should plan fail . Finally Celebrating accomplishments ,express gratitude ,and sharing credit recognition publicly demonstrating personal integrity undertaking service humility involve displaying values encourage positive behavior without public recognition which may not always be rewarded adequately appreciate effort made yet still seen necessary maintain level trust support amongst colleagues peers who rely hold each other accountable follow code conduct whereas common goals carry out plans order reach destination successfully thus both internal external reinforcement needed keep momentum going order ensure success time period given challenge itself