LDR/531– substantive 150-300 words

Mastering Leadership: An Integrated Framework for Breakthrough Performance and Extraordinary Business Results

Robert J. Anderson, William A. Adams,

Chapter 3 and 5

150-300 words each

Discussion 1

1

What is the relevance of the outer game and the inner game on your leadership behavior?

What points of leverage and strategies are given for increasing motivation and employee satisfaction?

What variables affect motivation and satisfaction? Why?

2

What is the relevance of the outer game and the inner game on your leadership behavior?

The relevance of the outer game and the inner game on my leadership behavior are my competence. When I’m leading, I want the others I’m leading to be able to trust me that I’m going to teach them everything right and let them know when something is done wrong. I want to be able to help everyone achieve their career and personal goals. The inner game of leadership deals more with the steps and the skills of being a leader. (“The outer game leadership process consists of science of leadership, business rhythm and management process. Leadership competencies: Outside game of Leadership, and Leadership Competency Research. Inner game Leadership Consciousness deals with: Inside game of Leadership and Evolving Consciousness” Robert J. Anderson pg. 30).

What points of leverage and strategies are given for increasing motivation and employee satisfaction? The points of leverage and strategies that are used to increase employee’s motivation and employee satisfaction are the two games of leadership. The inner game uses motivational words to help employees on their job’s words such as: (“passion, integrity, collaboration, wisdom and honesty “Robert J. Anderson. pg. 29). The outer game is an area where leaders spends most of their time making sure the leadership requirements are met. By coming with several strategies for an effective leadership process to help leaders motivate their employees and to make sure everyone is satisfied.

What variables affect the motivation and satisfaction? Why? The type of factors that affects work environment are: 1) Work Rules, 2) Work Settings, 3) Pay, 4) Opportunity for advancement in the company, 5) task, dealing with attitudes from employees or management, and benefits. Employees don’t want to work for a company that they don’t feel comfortable and not getting treat fair. Some employees are motivated by their pay at their jobs knowing they will be able to provide for their families and be able to save money for personal reasons. Employees are motivated by the leaders who believes in their employees and want them to grow within the company. Respond?

3

Hello everyone, the question is, what is the relevance of the outer game and the inner game on your leadership behavior? With the Outer game we wear four different hats, the leadership hat, the manager hats, coach hat and team player hat. Your Inner game is responsible for the authenticity, integrity, appreciation, and energy. Because we all expect great things from out leaders, we tend to believe the promises they spit out when they are running for office or even just trying to get the employees to believe that they will do things differently from the previous leader. We promise things that we can not possibly do, yet the people listening want to believe that the new leader can work miracles. The Outer Game of leadership consists of using all of our knowledge and experience, as well as our technical, managerial, and leadership competence, to accomplish results. Developing well-honed capability to think and act effectively, skillfully, and competently in different situations is a baseline requirement for effectiveness in managing and leading. (Anderson, 2016). You are making your followers explicit and implicit promises, and they will expect you to fulfill them. The dominant approach to leadership development is competency based. We measure competencies, provide feedback, and then create action plans. While this approach is helpful, it seldom produces breakthroughs because it ignores the inner game. The inner game runs the outer game. The maturity of the inner game is mediating and working the outer game. Since this truth is largely ignored, most efforts to develop mastery in leadership focus on the outer game of competence with little focus on the inner game of consciousness. Until we take a more balanced approach, one that evolves both the inner and outer game simultaneously, we will falter in our efforts to develop leaders for the future at the pace required. (Anderson, 2016). Most of us on this planet who have ever gone through an election have come to realize none of these so called leaders have a clue how to lead, and the ones who look like they might have honor and integrity are the ones who never get into office. Respond?

Discussion2

1

What impact do the different levels of leadership have on employee attitudes, emotions, and behavior?

Which level is closest to your present leadership style?

Which level is closest to your desired leadership style?

2

What impact do the different levels of leadership have on employee attitudes, emotions, and behavior? There are five levels of leadership: 1) Egocentric, 2) Reactive, 3) Creative, 4) Integral and 5) Unitive. The impact as leaders have on employees’ attitudes, emotions and behavior is the employee must grow up. The leaders are at work to do one job to help the employees learn their jobs, perform excellent customer service, and the know the ins and out of their company. The leaders are also there to help employees get out of their shells. After the leader has trained the employee’s become more interdependent. The employees are more aware of the changes and must get use to the new systems and changes.

Which level is closest to your present leadership style?

The level which is closet to my present leadership style is I’m very creative. I love to come up with new ideas of leading and ways to become more closet with employees, family and friends. I notice everyone is different in a way and sometimes you might have to switch your certain style your

using with different people. Because one way might work for someone and doesn’t work for the other person.

Which level is closest to your desired leadership style?

The level closet to my desired leadership style is reactive. I like to hear a person out all the way in a situation, before I reactive. I need to make sure I understand the person before I put my input in or make a final decision. As leaders you must be able to listen to someone before you start making assumptions. I believe that’s one of the reason leaders fail by reacting first. Respond?

3

Which level is closest to your present leadership style?

The level that is closet to my present leadership is Unitive Leadership. Unitive leadership is when the leader is spiritual and use spiritual lessons their taught to led someone. When I’m leading others yes most of the time we talk about day to day things that are happening on the job and I also let to encourage my peers. I know the work force today isn’t easy depending on your type of employment. I like to quote scriptures for certain issues my peers my be going through and let them know things are getting better. I like to let them know my situations I went through in order to get to my lifestyle I’m at today. I must say my journey hasn’t been easy. But things will get better in due time if the person changes their mindset and figure what works for them in certain situations. I believe where most people fail at being a leader is, they let their personal problems interfere with the current situations. No one wants to be led by someone who always brings up their problems. Then it makes the person kind of second guess if they have made the right decision by trusting a person. Respond?

Discusson 3

1

Provide citation and reference to the material(s) you discuss. Describe what you found interesting regarding this topic, and why.

Describe how you will apply that learning in your daily life, including your work life.

Describe what may be unclear to you, and what you would like to learn.

2

Describe what you found interesting regarding this topic, and why.

What I find interesting about the type on the levels of leadership. I didn’t really know each leader has a certain level of being a leader. There are five levels of leadership: 1) Egocentric, 2) Reactive, 3) Creative, 4) Integral and 5) Unitive. The top level of leadership is Egocentric leaders. Egocentric leaders are individual who are teens who transform to grownups. Around this level the individuals are more focused on their own needs and are using different strategies to meet their needs and others. I believe the impact the different levels have on employees are more of a mind thing. The leaders have control of employees which sometimes employees don’t like to be told what to do and may cause the individual to feel a certain way towards the leader. And sometimes can cause conflict between the two people. Leaders are given certain positive, because the company believes the have the experience and has met the levels of leadership in order to train employees. The leaders are here to help employees get out of their shells. After the leader has trained the employee’s become more interdependent. When the employees depart from the leaders, then the leader can feel they have done their job. The employees are more aware of the changes and must get use to the new systems and changes. The employees will always remember what the leader has taught them and remember the different strategies of levels that were used.

The level which is closet to my present leadership style is I’m very creative. I love to come up with new ideas of leading and ways to become more closet with employees, family and friends. I notice everyone is different in a way and sometimes you might have to switch your certain style your used to using with different people. Because one way might work for someone and doesn’t work for the other person. The level closet to my desired leadership style is reactive. I like to hear a person out all the way in a situation, before I reactive. I need to make sure I understand the person before I put my input in or make a final decision. As leaders you must be able to listen to someone before you start making assumptions. I believe that’s one of the reason leaders fail by reacting first. Leaders must be creative when talking to employees and presenting their work. Respod?

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