D253 WGU

The child on your shoulder - answer-Are you OK for doing the action, even if your children are watching? Value-based leaders - answer-By word, action, and example, these leaders seek to inspire and motivate, using their influence to pursue what matters most; greater good, positive change Principles of value-based leadership - answer-self reflection, balance, true self-confidence and genuine humility Self-reflection - answer-when people take the time to reflect on what is important and why Balance - answer-the ability to understand all sides of an issue Self-confidence - answer-leaders recognize what they know and what they don't know Genuine humility - answer-keeps leaders grounded, don't forget where you came from, values-based leadership principle allows leaders to thrive and team members to work to accomplish the mission with respect for the leader's decision-making Leadership - answer-the ability to motivate people and mobilize resources to accomplish a common goal Honesty - answer-positive and virtuous attributes such as integrity, truthfulness, and straightforwardness, creating trust, most important trait Positive change - answer-attribute that values-based leaders use to influence others K and P five critical elements of effective leaders - answer-model the way, inspire vision, challenge the process, enable others to act, challenge the process, encourage the heart Model the way - answer-Leaders must clarify their values and set an example for their employees to imitate, underscoring the importance of modeling positive characteristics such as honesty The vision - answer-the emotional element of a company's mission statement, and this vision must be communicated honestly and with passion, inspires employees Enable others to act - answer-Leaders often make the critical mistake of micromanaging, as opposed to trusting others to do their job. Trust stems from honesty, and creating an honest environment allows other employees more personal autonomy Challenge the process - answer-Leaders need to be attentive to how things are done, not just what gets done, and they must be willing to address areas that require change. These practices are essential for continuous improvement, progress toward goals, and innovation Encourage the heart - answer-Leaders must nurture the emotional dimension of their relationships with followers. Showing appreciation, creating a supportive environment, and fostering community sentiment help build commitment to the leader's vision CAL) Characteristics of admired learners - answer-leadership qualities the employees said they were more likely to follow, honesty, competent, inspiring, forward-looking Leadership competence - answer-leader's track record and ability to get things done Malignancy #1 - answer-degradation of reputation Malignancy #2 - answer-(mis) matches between values of employee and values of the organization Malignancy #3 - answer-increased surveillance incurs; health consequences, lack of trust in employees, backlash of perceived restrictions of control, undermining of positive behavior, overestimated influence of monitoring True - answer-T/F When dishonest behavior is tolerated, an unspoken signal is given that dishonesty is acceptable behavior Leadership qualities - answer-model the path, inspire a joint vision and aim, challenge the framework and current path, inspire others to take ownership and act, encourage people's efforts and encourage them Balancing empathy with honesty - answer-Values-based leaders ensure that they are aware of their employee's emotions during the review and that they are upfront about areas that need improvement. Employees need to know how they are doing in order to set goals, create action plans, and improve Honesty is absent - answer-leaders lack credibility when Integrity - answer-Values-based leaders demonstrate integrity when their words and actions are consistent, ethical, and intentional, doing the right thing Authenticity - answer-includes being open, positive, self-aware, and genuine, and believing in honest relationships Vulnerability - answer-uncertainty with an emotional exposure, most accurate measure of courage Four basic requirements of effective human relations - answer-communications, teamwork, self-development, and development of others Communicate with clarity - answer-misinformation, assumptions, and lack of detail can lead to employees making mistakes despite a leader's best intentions Come to an agreement - answer-a definition of what should be completed and how to do so, without acknowledgement from the other person, may lead to unmet expectations. Otherwise someone may say yes, even if they don't believe it is worth the effort or feel incapable of achieving it Establish available freedoms - answer-relevant boundaries, such as how much money employees can spend, what resources they can pull in, or who they need to notify at various milestones along the way, empowers employees to be able to make decisions and own the outcomes Determine and communicate a hierarchy of action - answer-to deliver on a relatively unimportant commitment at the expense of an important one is a poor use of time. Therefore, accountabilities must be prioritized. Consistently deliver on the details - answer-to instill confidence that they will deliver on promises, individuals must demonstrate reliability and concrete action. Attribution theory - answer-emphasizes that a leader's assessment of the people on a team is inflenced by the leader's attribution of causes of a person's performance Fundamental attribution error - answer-refers to an individual's tendency to attribute another's actions to their character or personality, while attributing their behavior to external situations factors outside of their control When a leader is transparent - answer-problems are solved faster, teams are built easier, relationships grow authentically, people begin to promote trust in their leader, higher-levels of performance emerge Benefits of honest communication - answer-trust and loyalty, information flow, engagement, solutions, alignment, strengthening relationships, no surprises Trust and loyalty - answer-open and honest communication helps create a safe environment, creating a sense of reliability among teammates Alignment - answer-transparency in communication ensures that everyone knows the same information and headed in the same direction Strengthening relationships - answer-people are likely to be more open and trusting when leaders are accessible and approachable Solutions - answer-transparent communication helps unravel problems more quickly Engagement - answer-open communication of updates among the team makes them feel competent and increases their involvement with each other and with the work itself Authenticity - answer-used to build trust, these leaders can elevate commitment, engagement, motivation, and satisfaction of their teams, improves collaboration, productivity, and performance Effective storytelling - answer-be audience specific, contextualize your story, humanize your story, make it action-oriented, keep it humble Be audience-specific - answer-knowing what people are curious about, what worries them, and what motivates them is important, and a series of quick, informal conversations is often the most effective way to figure it out Contextualize the story - answer-explaining how a rollout fits into the broader vision of the company, its background, and future strategy helps people understand where the changes were coming from and why those changes were important Humanize the story - answer-helping an audience eel less skeptical and more open to ideas shows a storyteller is a person, not just a "leader" Make the story action-oriented - answer-providing specificity reduces anxiety, if the sotrry teller gives the audience practical advice and clear direction, that person empowers the audience to take action and to make the story their own Keep the story humble - answer-building trust in the story precisely demonstrates that storytellers are not claiming to have all the answers and that they are wiling to learn and adjust course as needed Accountability - answer-the willingness to accept responsibility for process and outcomes Commit to a continuous feedback culture - answer-leaders assess ongoing professional progress by using performance management platforms Commit to clarity between assessment and development - answer-leaders foster a workplace environment where human resource policies balance evaluation and the cultivation fo new skills and capabilities