Management and Leadership LSAL 5113 Section 202 by https://padlet.com/drscottwesley/7zv84yh2su0h Ideas worth remembering--Use this board to capture important ideas, concepts, models, etc, from your readings, videos, and discussions. en-us 2018-02-03 14:43:40 UTC 2018-02-25 20:23:23 UTC hello@padlet.com drscottwesley https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227756101 Leaders do the right things; managers do things right -- Scott W.]]> 2018-02-03 14:52:53 UTC https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227756101 drscottwesley https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227756148 Leadership is not a position, it is process, a creative act, it is something you do -- Scott W]]> 2018-02-03 14:53:21 UTC https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227756148 drscottwesley https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227756175 Leadership is not better than management; both are needed in organizations -- Scott W.]]> 2018-02-03 14:53:41 UTC https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227756175 drscottwesley https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227756235 Leadership is both rational and emotional.
Leadership is both a science and an art-- Scott W.]]> 2018-02-03 14:54:33 UTC https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227756235 drscottwesley https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227756541 Hogan (2012) four characteristics of a good leader
1.       Integrity—can we trust this person?
2.       Good judgment—does this leader make good decisions?
3.       Competence—does the leader know anything about the business?
4.       Vision-does the leader have a sensible vision for the future?

Leadership is the ability to build and maintain a high-performing team and leaders should be evaluated based on their team's performance.-- Scott W.

]]> 2018-02-03 14:58:00 UTC https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227756541 Interactional Framework drscottwesley https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227757183 Leadership is a function of three elements: the leader, followers, and the the situation -- Scott W.]]> 2018-02-03 15:04:26 UTC https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227757183 Action-Observation-Reflection Model drscottwesley https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227757493 A way to learn from experience. The actor must observe his or her actions and consequences and reflect on their significance and meaning-- Scott W.]]> 2018-02-03 15:07:14 UTC https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227757493 Dyer's Big 5 Model of Leader Development drscottwesley https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227757784 1. Self-awareness
2. Motivation
3. Developing knowledge, skills, and abilities
4. Real-World Practice
5. Accountability and feedback 
-- Scott W.]]> 2018-02-03 15:10:23 UTC https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227757784 Leader Development Methods drscottwesley https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227758118 Action learning
Development planning
Coaching
Mentoring
-- Scott W.]]> 2018-02-03 15:13:07 UTC https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227758118 Feedforward (Goldsmith, 2014) drscottwesley https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227758447 Based on 2 ideas: learn as much as you can; help as much as you can and 2 rules: no feedback about the past, just the future; no judguing or critiquing ideas, treat ideas as gifts
Pick only one thing to work on. 
-- Scott W.]]> 2018-02-03 15:15:21 UTC https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227758447 6 Principles of Influence Cialdini video (2013) drscottwesley https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227766979 1.    Reciprocity—give back to someone who has given something to us
2.    Scarcity—desire to have things that are scarce, rare, or dwindling in availability
3.    Commitment and Consistency—desire to be consistent with things we have said or done
4.    Consensus or social proof—follow the lead of people we are similar to
5.    Authority—people follow the lead of credible, knowledgeable experts
6.    Liking—people prefer to follow and say yes to people they like
-- Scott W.
]]> 2018-02-03 16:12:13 UTC https://padlet.com/drscottwesley/7zv84yh2su0h/wish/227766979 Leadership is drscottwesley https://padlet.com/drscottwesley/7zv84yh2su0h/wish/231737595 the process of influencing an organized group towards achieving its goals (Hughes, Ginnett, & Curphy, 2015) --Scott W]]> 2018-02-14 22:13:49 UTC https://padlet.com/drscottwesley/7zv84yh2su0h/wish/231737595 Pink (2009) The puzzle of Motivation drscottwesley https://padlet.com/drscottwesley/7zv84yh2su0h/wish/235138089 There is a mismatch between what science knows and what business does regarding motivation. Here is what science knows. Those 20th century rewards, those motivators we think are a natural part of business, do work, but only in a surprisingly narrow band of circumstances—when the task is well-defined or mechanical.  Those if-then rewards often destroy creativity and decrease performance.  The secret to high performance isn't rewards and punishments, but is that unseen intrinsic drive-- the drive to do things for their own sake, the drive to do things because they matter.
Businesses need to try a new approach—an approach based much more on intrinsic motivation. There are three important components to intrinsic work.
Autonomy—the urge to direct our own lives
Mastery—the desire to get better and better at something that matters
Purpose—the yearning to do what we do in the service of something larger than ourselves 
--Scott W.


]]> 2018-02-25 20:07:44 UTC https://padlet.com/drscottwesley/7zv84yh2su0h/wish/235138089 Kaiser, Hogan, and Craig (2008) drscottwesley https://padlet.com/drscottwesley/7zv84yh2su0h/wish/235138711 It is important to distinguish between the success of managers’ careers—defined in terms of wealth, status, and reputation—and managers’ effectiveness as leaders—defined in terms of the performance of the group or organization they lead. Everyday experience and the empirical literature suggest that these emphases are distinct, but the kinds of criteria used in leadership studies suggest that researchers often overlook the difference.]]> 2018-02-25 20:12:31 UTC https://padlet.com/drscottwesley/7zv84yh2su0h/wish/235138711 Hogan (2016) drscottwesley https://padlet.com/drscottwesley/7zv84yh2su0h/wish/235138972 70% of American employees would take a pay cut if someone fired their boss. People care more about how they are treated than about how they are paid.
There are leaders in organizations who rise quickly and there are leaders whose teams perform well. The first group spends all of their time networking and the second group spends all of their time working on their teams. Organizations don’t know who is doing a good job, they only know who they like—the first group. The challenge is to get organizations focused on results and ignore the guys that are good at networking. The larger an org gets, the more it will look like the government and performance will not matter—it will always be about politics. But they also become too big to fail and leadership will not matter. Leadership matters in small startups and that is the future of business/economy. 
Four characteristics of effective leadership:  showing integrity, making good decisions, knowing something about the business, and setting a vision based on reality. Different levels of leadership need different combinations of these four characteristics: entry level leaders need all four while executive leaders largely just need really good vision and decision-making skills. 
--Scott W.]]> 2018-02-25 20:14:47 UTC https://padlet.com/drscottwesley/7zv84yh2su0h/wish/235138972