Teague Simulation Assignment 3
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Assignment 3: City Council Reflection
byCourtney L. Teague
EDD-9100S-OL4
Educational Leadership Simulation
Nova Southeastern University
April 29, 2013
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have at all times, but that is who I am. My teammates all had various leadership styles, which
created a balance for us. We could be compared to a mixed choir with an encore performance.
Only the choir knows about the amount of practice they sacrificed. The choir knows how
important it is to agree to disagree which result in the encore performance.
I understand that an attainable vision begins with the development of a plan. Visioning
isn’t seen as everything, but it is the beginning of everything (McAllister-Wilson, 2004 as cited
in Kouzes & Posner, 2002). The course made me realize that a vision can be a simple slogan or
word. My vision during this course changed. It became simple and not complex as I thought it
should have been in the beginning. My vision: “Doing what is right for others while no one is
watching.” One needs the ability to see beyond the problems for gaining support. A vision
cannot be executed in isolation. One has to have a team that can execute and carry out the plan.
Goal Compromise
Everyone has different strengths, weaknesses, and experiences. However, we must
compromise and not become some engulfed in our personal agendas. As a servant leader, I must
share my vision. Vinod and Sudhakar (2011), stated that servant leaders break down their vision
into small attainable goals that accr ue to the “big picture” while maintaining progress of the
organization and the people. Once everyone understands that our agendas are important but we
are all here for a purpose. Self-fulfillment should never overshadow organizational goals. The act
of compromising is not demonstrating weakness; it is demonstrating flexibility.
Obstacles and barriers strategy
Change is inevitable and it was constant in the Economic Sector. After each period we
were responsible for taking on a new role. Garber (2013) stated that change should be looked at
differently and it is a leaders responsibility to assist others to become comfortable for the
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unexpected changes. Change is not always welcomed, however it is not the enemy. My strategy
was to inform my team members that unforeseen obstacles and barriers can bring unexpected
benefits that can help us change our environment in the future.
Conflict methods
When faced with conflict, I would appraise the conflict to determine the approach.
Bechtoldt, Beersma, Rohrmann, & Sanchez-Burks (2013), conducted a study that indicated that
individuals’ attributions about conflict influences their behavior. If the conflict and disruption
involves individuals, I must understand their personality. Listening is one of the most effective
methods for handling conflict. As a leader within my organization I have to demonstrate that I
am open minded and fair. I have to proactively listen to both sides of the story to understand
each party’s rationale for their reasoning. While listening to both parties an answer to another
issue may be answered. Task delegation is also important to handling conflict within my school.
I would also use the task conflict as a team performance tool. If the individuals are open minded
and have a vast array of experiences, opinions, and are emotionally stable they can benefit from
the conflict. Bradley, Brown, Klotz, & Postlethwaite (2013), conducted a study that revealed that
task conflict had a negative impact on performance in teams with low levels of emotional
stability or openness; in contrast, had a positive impact on performance in teams with high
levels of openness or emotional stability. Knowing and understanding individuals will help
improve team performance.
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Ethical Issue Management
Many people have made decisions that they later regretted. It is important that ethical
expectations are addressed before any ethical issues may arise. Ethical behavior and reputation
are complimenting characteristics. Unethical behavior can take only moments to destroy a
reputation that has taken years to build. Leadership has an ethical dimension that should not be
taken lightly (Kouzes & Posner, 2002). Ethics of sustainability should be part of ethical issue
management. Biedenweg, Monroe, and Oxarat (2013) suggests that a strong foundation for
understanding the moral basis for strategic and technical decisions is essential and heavily
influences ethical behavior management
Leadership characteristics
I have the desire to serve others. “Leadership is learning by doing, adapting, to actual
situations. Leaders are constantly learning from their errors and failures” Claude Meyer (as cited
in Kouzes & Posner, 2002). Although I identify myself as a servant leader, I am a
transformational and democratic leader. I rely heavily on communication between others and
myself. It is important to communicate to monitor progress of meeting goals of the organization.
I know that the most essential events in the organization are not reported on CNN but it is
provided by the input of the individuals that influence the environment. I consider myself as a
change agent. As a change agent, I must be a lifelong learner. I am often called inquisitive
because I like to ask questions and examine relationships. Being inquisitive is an important
leadership trait. Banutu-Gomez (2013) stated an effective leader must be inquisitive because our
global society is ever changing. Leadership is ever evolving.
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References
Banutu-Gomez, M. (2013). The pivotal importance of leadership, knowledge sharing,
and organization culture. The Journal of American Academy of Business, Cambridge,18(2). 238-244
Bechtoldt, M. N., Beersma, B., Rohrmann, S., & Sanchez-Burks, J. (2013). A gift that takes its
toll: Emotion recognition and conflict appraisal. European Journal of Work and
Organizational Psychology, 22(1), 56.
Biedenweg, K., Monroe, M.C. & Oxarart, A. (2013). The importance of teaching ethics of
Sustainability. International Journal of Sustainability in Higher Education. 14(1), 6-14
Boone, L & Makhani, S. (2012). Five necessary attitudes of a servant leader. Review of Business. 33(1), 83
Bradley, B. H., Klotz, A. C., Postlethwaite, B. E., & Brown, K. G. (2013). Ready to rumble:How team personality composition and task conflict interact to improve performance.
Journal of Applied Psychology, 98(2)
Kouzes, J. & Posner, B. (2002). Leadership the challenge. (3rd
edition) San Francisco, CA:
Jossey-Bass
McAllister-Wilson D. (2004). Reflections on inspire a shared vision. In Kouzes, J. & Posner, B.
(Eds.).Christian Reflections on the leadership challenges. (pp.55-88). San Francisco, CA:
Jossey Bass
Vinod, S. & Sudhakar, B. (2011). Servant leadership: A unique art of leadership!. Interdisciplinary Journal of Contemporary Research in Business. 2(11), 456-467