Part A

In reviewing the two selected videos on leadership, I identified distinct leadership styles that could be effective for opening my own business. The first video highlights transformational leadership, characterized by the ability to inspire and motivate a team towards a shared vision. This style fosters innovation and encourages employees to take ownership of their work, which can lead to increased job satisfaction and productivity. For my business, adopting a transformational approach would facilitate a culture of collaboration and creativity, essential for driving growth and adapting to changes in the market.

The second video emphasizes servant leadership, which prioritizes the needs of team members and encourages their personal and professional development. This style builds trust and loyalty among employees, creating a supportive work environment. Implementing servant leadership in my business would help establish strong relationships with my team, leading to improved morale and retention rates. By combining transformational and servant leadership styles, I can create an empowering atmosphere that not only drives performance but also nurtures the well-being of my employees.

Part B

My personal experience with leading and managing change has often differed in terms of approach and outcomes. Leading change involves setting a vision and rallying others around that vision, which requires strong communication and motivational skills. In contrast, managing change focuses on the logistics of implementing that vision, including planning, monitoring progress, and addressing any resistance that arises. In my previous roles, I found that leading change often felt more inspirational, while managing change was more about navigating the practicalities.

To anticipate and manage risks associated with change, I can employ strategies such as thorough stakeholder analysis, developing a clear communication plan, and establishing a feedback loop to monitor employee sentiments. Understanding the distinction between change leadership and change management is crucial for my role as a leader; it enables me to balance the emotional aspects of change with the necessary organizational structure. This awareness allows me to guide my team through transitions more effectively by addressing both the human and operational sides of change.

Part C

In reflecting on the relationship between the Modes of Purpose and Awareness from Brendel (2016), I perceive these two modes as interdependent elements that collectively contribute to effective leadership. The Mode of Purpose reflects the leader’s vision, goals, and overall motivations that drive actions within an organization. It provides clarity and direction, serving as the foundation upon which strategies are built.

Conversely, the Mode of Awareness encompasses the leader’s understanding of the environment, including the dynamics within the team and external factors impacting the organization. This awareness allows leaders to adapt their strategies and approaches based on real-time feedback and changing circumstances.

The interplay between these two modes is essential; a leader with a strong sense of purpose but lacking awareness may pursue goals without considering their feasibility or the needs of their team. Conversely, a leader who is highly aware but lacks purpose may struggle to inspire action or drive meaningful change. Therefore, balancing both modes enables leaders to navigate challenges more effectively and align their vision with the realities of their organization, ultimately fostering a more engaged and resilient workplace.