Answer & Explanation:Need a 100-135 word reply to the discussion:Defining and describing what it
means to lead change.
Leading
change is an essential part of any leadership role. Organizations are rarely
static; instead, they are almost certainly in some phase of change at any given
time. One of the most important steps to leading change is transparency through
communication (Mollica, n.d.). Communicating what changes are occurring, how
changes are occurring, and when changes are occurring can help followers be
more adaptable and willing to make the changes required (Goman, 2013). Leading
change also means developing and implementing an effective strategy (Llopis,
2014). Strategy will play an important role when it comes to actually
communicating what is needed. Leading change means motivating, building a team,
and following through (Mollica, n.d.).
Defining and describing what it
means to lead diversity.
Diversity
plays a key role in ensuring an organization is able to enhance creativity,
employee development, and organizational culture (Rice, n.d.). Leading
diversity means identifying differences and working them into the desired
values and culture of an organization (Rice, n.d.). A leader has the challenge
of allowing differences to interact with each other in an appropriate way to
create one team and one mission (Rice, n.d.).
Defining and describing what it
means to lead knowledge.
Leading
knowledge means facilitating learning, encouraging creativity, and using
available information to make informed decisions (Quast, 2012). Knowledge is
something that is abundant in most organizations, but not always discovered
unless a good leader is on the lookout for it. Knowledge can come from studies,
employees, or past experiences among other things (“Importance”, n.d.). An
individual in charge of leading knowledge should always be trying to gain more
knowledge through customer relations, employee relations, research, and
reflection of past events (“Importance”, n.d.). Leading knowledge also means
knowing what to do with the information that is retrieved. Leaders know when to
share information and when to keep something private; they protect what
information they have (“Importance”, n.d.).
Defining and describing what it
means to lead innovation.
Leading
innovation can be difficult simply because of the nature of innovation.
Innovation is tough because it means creating something unknown (Doss, 2014).
Leading innovation means taking on risk, setting standards for yourself and
followers, develop a culture conducive to innovation, and encourage individuals
to create new things (Doss, 2014). An innovation leader is a tough job, but
being flexible and developing a culture that allows for creativity and
reflection are highly necessary for success.
Defining and describing what it
means to lead sustainability.
Sustainability
encompasses many areas of an organization to include people, strategies,
finances, and products (“Organizational”, n.d.). Leading sustainability really
means knowing an organizations vision and needs and using that information to
motivate others to reach those goals (Hargreaves & Fink, 2004). Someone who
is a good sustainability leader is likely planning for the future, thinking
ahead, and focusing on results (Hargreaves & Fink, 2004).
Describing three reasons
why leading diversity and sustainability are more important than leading
innovation and change
1. Diversity
and sustainability have more of an internal focus. Diversity encourages
creativity and allows new ideas to be incorporated into the organization
(Maddux, 2013). Along with the desire for sustainability and an organization
that keeps on going well into the future, diversity and sustainability are what
allows an organization to take an inward reflection and develop a plan.
Encouraging diversity will eventually allow for innovation (Hewlett, 2013), so
it is better for an organization to embrace diversity and sustainability and
the innovation and change will come later.
2.
Diversity and sustainability revolve more around culture. Culture plays a
crucial role in organizations for many different reasons (Lowe, n.d.), and
diversity and sustainability both support organizational culture because both
involve decisions that affect people and people are a critical part of an
organization’s culture (Lowe, n.d.). Because of the importance of culture and
the way both diversity and sustainability interact with culture, these two things
would be more important than innovation and change.
3.
Diversity and sustainability are based more on people. Diversity encourages
opportunity and collaboration among peers and sustainability encourages
out-of-the box thinking for future products and processes. Sustainability is
focused on people because it means creating relationships that allow for more
predictability in the future (Wookey, 2014). Because of an organizations
dedication to sustainability and diversity, people become the focal point, which
improves reputation as well as services and competitive advantage (Roberson
& Park, 2006).
REFERENCES:
Doss,
H. (2014). How to lead a culture of innovation. Retrieved from
http://www.forbes.com/sites/henrydoss/2014/04/29/being-innovation-leadership/#1c375c9d9076
Goman,
C. (2013). Communicating change: What people want to hear and what they need to
see. Retrieved from
http://www.forbes.com/sites/carolkinseygoman/2013/07/18/communicating-change-what-people-want-to-hear-and-what-they-need-to-see/#46d35b7e3f4d
Hargreaves,
A. & Fink, D. (2004). The seven principles of sustainable leadership.
Retrieved from
http://www.ascd.org/publications/educational-leadership/apr04/vol61/num07/The-Seven-Principles-of-Sustainable-Leadership.aspx
Hewlett,
S. (2013). How diversity can drive innovation. Retrieved from
https://hbr.org/2013/12/how-diversity-can-drive-innovation
Importance
of knowledge to a growing business. (n.d.). Retrieved from
http://www.infoentrepreneurs.org/en/guides/importance-of-knowledge-to-a-growing-business/
Llopis,
G. (2014). Every leader must be a change agent or face extinction. Retrieved
from
http://www.forbes.com/sites/glennllopis/2014/03/24/every-leader-must-be-a-change-agent-or-face-extinction/#64a2f929238b
Lowe,
K. (n.d.). The importance of culture in organizations. Retrieved from
http://smallbusiness.chron.com/importance-culture-organizations-22203.html
Maddux,
W. (2013). Multicultural experiences: Making the world creative, innovative…and
flat! Retrieved from http://knowledge.insead.edu/innovation/entrepreneurship/multicultural-experiences-making-the-world-creative-innovativeand-flat-2555
Mollica,
K. (n.d.). Organizational change: What effective leaders do. Retrieved from
http://www.thecentregroup.com/organization-change-what-effective-leaders-do/
Organizational
sustainability. (n.d.). Retrieved from
http://managementhelp.org/organizationalsustainability/
Quast,
L. (2012). Why knowledge management is important to the success of your
company. Retrieved from http://www.forbes.com/sites/lisaquast/2012/08/20/why-knowledge-management-is-important-to-the-success-of-your-company/#2aa8b7745e1d
Rice,
K. (n.d.). Leading diversity: A comparative analysis. Retrieved from
http://www.multiculturaladvantage.com/recruit/diversity/Leading-Diversity-Comparative-Analysis.asp
Roberson,
Q. & Park, H. (2006). Examining the link between diversity and firm performance:
The effects of diversity reputation and leader racial diversity. Retrieved from
http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1401&context=cahrswp
Wookey,
C. (2014). The future of business lies in people, not profit. Retrieved from
https://www.theguardian.com/sustainable-business/2014/oct/27/future-business-people-not-profit-sustainability
