Four Frames: The Components Of Effective Leadership

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The components of effective leadership are:
According to Bolman & Deal (2008, p. 344) “leaders make things happen, but things also make leaders happen.” Leadership is not depended on one’s position; it is a process for the person that requires time. Leaders usually establish new initiatives, visions, and goals. “One asserts that all good leaders must have the right stuff- qualities, like vision, strength, and commitment. The other holds that good leadership is situational; what works in one setting will not work in another” (Bolman & Deal, 2008, p. 345). Leaders must be able to look at long-term objectives and be able to apply the different types of leadership styles and frames.

The characteristics of effective leaders are:
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The four different frames are structural, human resource, political, and symbolic frame. It is important to remember that no one image of an effective leader is right for all frames or at all times. In the structural frame, the leader focuses on the design and building of an organization (Bolman & Deal, 2008). The leader tends to be an analyst but they must have a clear vision without being a tyrant. They must not get involved in all the details but allow their team to be able to do their job. According to Bolman & Deal (2008) a structural leader need to do their homework of their organization. They must also rethink the relationship of structure, strategy, and environment. Once they have done this they can then focus on implementation of their vision and then experiment with how to do their vision (Bolman & Deal, …show more content…
Some stages overlap and it might need to cycle back through the different stages. The first initiative is to create a sense of urgency once that is established a team needs to be built with the proper skills to accomplish the change (Bolman & Deal, 2008). The third initiative is to create the vision and strategies for the change. When the vision and strategies are established the next initiative is to communicate it through a combination of words, deeds, and symbols (Bolman & Deal, 2008). The fifth initiative is to eliminate any obstacles and empower the group to accomplish the vision and strategies (Bolman & Deal, 2008). The next initiative is to celebrate the progress of the change, this need to be short-term goals for achieving the long-term change (Bolman & Deal, 2008). When things get difficult, the next initiative requires that you continue the process of change no matter if things get difficult (Bolman & Deal, 2008). The final initiative is to continue to nurture and shape the new culture to support the emerging innovative ways (Bolman & Deal, 2008). One thing that is important to remember with this change theory is that too many change initiatives fail because they do not rely on creativity but instead rely only on reason and

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