As this paper has stated in Part I dysfunctional leadership can shackle a leader and their organization and staff. Additionally, Part II provides and example of a challenge and dysfunctional leader could face and five steps of confronting and addressing the issue both with a positive or negative outcome. The five organizational frame are one of many tools available to leaders to not only address issues, but to also build significantly impactful organizations that employees strive everyday to be part of. Another approach for leaders to approach their position and address issues is using Kouzes and Posner’s “Five Practices and Ten Commitments of Exemplary Leadership”, which provides leaders with the following five exemplary behaviors: Model
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Using five behaviors the issue presented in Part II a leader could take the following steps to solve the issue of employee retention. Using the Encourage the Heart behavior presented by Kouze and Posner a leader can start to move recognition away from them and start recognize individuals for their contributions to the organization. According to Kouze and Posner (2012), “Leaders give heart by visibly recognizing people’s contributions to the common vision. With a thank-you note, a smile, and public praise, the leader lets others know how much they mean to the organization” (p. 272). Additionally Kouse and Poser go on the state “Leaders express pride in the accomplishments of their teams. They make a point of telling the rest of the organization about what the teams have achieved. They make people …show more content…
The raw data is empowering as a leader, it can be used to motive you to be a better servant leader. When an organization is going through employee retention issues leadership should not just take the loss of employees and a normal business cycle, they should look where they can improve as leaders and in the LPI to ultimately retain this talent within the organization. The LPI is an opportunity to have a true critique of ones leadership skills from those we are leading and if a leader takes the time to make a LDP to address where they can improve it the evolution from being a leader that serves themselves to being a servant leader for their staff and organization. A dysfunctional leader is a misguided leader and employees who report to a leader who is not guided is one they will not be personally dedicated to. Employee retention is an issue that can be resolved if we as leaders create a workplace were we empower our employees by providing them with a leader who has their and the organizations interests before their own personal
Using five behaviors the issue presented in Part II a leader could take the following steps to solve the issue of employee retention. Using the Encourage the Heart behavior presented by Kouze and Posner a leader can start to move recognition away from them and start recognize individuals for their contributions to the organization. According to Kouze and Posner (2012), “Leaders give heart by visibly recognizing people’s contributions to the common vision. With a thank-you note, a smile, and public praise, the leader lets others know how much they mean to the organization” (p. 272). Additionally Kouse and Poser go on the state “Leaders express pride in the accomplishments of their teams. They make a point of telling the rest of the organization about what the teams have achieved. They make people …show more content…
The raw data is empowering as a leader, it can be used to motive you to be a better servant leader. When an organization is going through employee retention issues leadership should not just take the loss of employees and a normal business cycle, they should look where they can improve as leaders and in the LPI to ultimately retain this talent within the organization. The LPI is an opportunity to have a true critique of ones leadership skills from those we are leading and if a leader takes the time to make a LDP to address where they can improve it the evolution from being a leader that serves themselves to being a servant leader for their staff and organization. A dysfunctional leader is a misguided leader and employees who report to a leader who is not guided is one they will not be personally dedicated to. Employee retention is an issue that can be resolved if we as leaders create a workplace were we empower our employees by providing them with a leader who has their and the organizations interests before their own personal