Reviewing Leadership Literature: Authentic Leadership

This review focuses on authentic leadership and draws insights from various readings to update leadership qualities and skills, improve understanding of cultural and diversity leadership, and develop a vision for future leadership. The review discusses the characteristics of authentic leadership and how they can be developed further. It also highlights the importance of cultural safety in patient care and the significance of character development and talent in leadership. The review concludes with the concept of giving an 'A' to everyone, which creates the possibility for both mentor and student, manager, and employee and any human interaction.

REVIEWING LEADERSHIP LITERATURE:
Authentic Leadership
Student ID: 1506239
I approached this review with three main aims:
1) To update the leadership qualities and skills and get confidence for the challenges in my
new job;
2) To improve my understanding of, and ways to interact better with different cultures and
leading in diverse groups; and
3) To find ways to develop a vision for future leadership.
For the first, I chose mainly the contrasting insights of Hillman (2013) and Zander and
Zander (2000); for the second I drew more on Katene (2013) and Kerr (2013); and for the
third, I took ideas on business and society from Goldman Schuyler et al. (2016) and for more
personal future material, I found Ross (2014) to be helpful.
I focused on choosing the following readings (Katene, S. 2013; Kerr, J. 2013;
Goldman Schuyler, K. et al. 2016; Ross, (2014) because four of them helped to meet a
current workplace challenge and understanding of cultural and diversity leadership and to
have a vision for future leadership skill. While reading this enabled to understand the skills of
leadership and confirmed “my” existing practice and added a few fresh new ideas. Two of
them (Hillman, 2013; Zander & Zander, 2000) made me see that as my challenge, for
not realising that I was already a good leader and just needed to trust myself and keep
learning. I have certainly understood the significance of the skills that are required towards
becoming an authentic leader. In this assignment, the personal and professional values and
beliefs regarding authentic leadership will articulate, and further elaborated to situations
where this is likely to work or fail.
In reflecting upon the characteristics of authentic leadership, how they are evident in
practice, and how they can develop further, I have drawn upon the thoughts and insights
provided by Katene (2013) and inspired by the work of Kerr (2013). It was found that both
this reading has similar ideas of Maori Culture and leadership. Kerr (2013), examines the
concept of player ownership, how the All Blacks implemented this and empowered the
players to take responsibility for their environment, their team protocols and building the
culture. The value in coaches and players is knowing themselves, staying true to self and
honesty within their atmosphere. Kerr (2013) listed the following characteristics; Character:
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REVIEWING LEADERSHIP LITERATURE:
Authentic Leadership
Student ID: 1506239
How to remain humble despite the success and using losses as the most significant chance to
learn. The All Blacks have determined from their results, positive or negative, but they have
also created a culture where everyone was responsible, not just to their coaches, but more
importantly to his or her co-players.
Similarly, Katene (2013) describes the “process of influencing the activities of an
organised group in its efforts toward goal setting and goal achievement.” This considers
leadership as a process that is interpersonal where a person enhances and unifies the goal
oriented efforts of others. Therefore, the spirit of Māori Leadership organised around the
identification of three key questions, which inquiries into the attributes of good leadership,
the kind of knowledge they have, and the central importance of people and relationships.
Both this reading has common values around leadership, which is as a team there is a goal to
work towards, and each member valued for the contribution made with relationship building
among each other.
Hence, when allocated for the Capstone project for this paper, once the group
progressed there was better clarity around each member skills and experience. Having such a
multi-cultural group with different beliefs and values but slowly, we began to initiate the
importance as a team and how having a firm goal for completion of each task allocated made
a significate difference with excellent results so far. Another important principle, of Māori
leadership where Katene (2013) describes Māori leadership as being the crucial link between
the traditional Māori context and contemporary European-style expectations of leadership.
This reading further gives insights into, analysis of traditional and contemporary
models of leadership in Maori. The Focus is on traditional Maori leadership-leadership in
pre-European Maori world (Te Ao Maori). Te Ao Maori based on myths, legends, and values
systems passed down from a generation in a genealogical sequence from first parents.
Whakapapa (genealogy) was a significant factor in determining the likelihood of a person
becoming a leader in early Maori society. Therefore, using examples from past and present
and interwoven with stories and legends. Moreover, documents the development of Māori
leadership from the arrival of the waka to the present time, and explains Māori concepts,
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REVIEWING LEADERSHIP LITERATURE:
Authentic Leadership
Student ID: 1506239
words, and processes. Hence, people working together in teams under effective leadership
will ultimately provide a competitive advantage.
This notion is similar to the Kerr’s (2013) where all blacks team brings about an
extraordinary high-performance culture which is performing of Haka before the game begins.
The opposing team takes this as a challenge to face it whereas some teams ignore this, and
others advance this further. According to the writer All black Jersey has a sacred object on it
known as Silver fern which is the symbol of excellence and hard work of the team. The
games always start with a welcoming traditional Maori dance. Then the team does the Haka.
On finishing the games, (debriefing) where everyone has an opportunity to speak the truth,
and personal discipline is the team looks after themselves from clean up to packing.
Kerrs (2013) believes ‘Your talent is enough to take you where you want to go, but it
is your character that keeps you there.’ Understanding The importance of character
development and developing talents is vital, many people improve their talent, but they do
not understand the importance of developing their character. The most impressing fact while
watching the All Blacks in the World Cup that they have continuously shown the character
and talent both. This reading is an inspiration to uphold character and talent together.
I do agree with the writer as the above leadership is articulated well at current practice
at work, in such a diverse cultural ethnicity from colleagues to patients. The aim is to give the
quality of care for patients coming to operating theatres; it is vital to respect their culture,
understand their values and beliefs and working along together to make the best outcome for
patient care. Setting a goal and aiming for great results is an excellent example of authentic
leadership. Furthermore, being ready for the change and committed to embracing a new
culture. Hence, taking one step at a time and enjoying the unique experience of learning new
cultures and encouraging the ability to learn other cultures including language, dance, and
food. Currently, at work, cultural safety has been given much priority, and now this gives an
understanding of how important this is in patient safety and care.
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REVIEWING LEADERSHIP LITERATURE:
Authentic Leadership
Student ID: 1506239
On the other hand, two readings by Hillman, (2013); Zander & Zander, (2000)
are quite repellent to each other. Whereas Ross, (2014) and Hillman, (2013) have similar
views on leadership. Many people fear they are not adequately qualified to do the job when
they get appointed or recruited for - and this fear undermines their capabilities. Hillman's
Impostor Syndrome is a psychological phenomenon that can strike at any time, but one which
is particularly prevalent amid perfectionists are those on the professional fast-track. However,
Leaders of this nature will consistently externalise their achievement, feel out of their depth
and fraudulent when stretched professionally; and even wondering when someone will figure
out that he or she is not up to the right task. Moreover, that is when many will knockout their
‘default’ button and reach for the impostor’s syndrome mask. It is better to play it innocently
to minimise failure and look decent rather than take risks, be unafraid of failure and
weakness.
On starting the new role, in the entirely new hospital, this year in January brought
nervousness, not being sure of what exactly would be happening in this environment and
what would happen things go wrong. As, it was a new job description created, so there was
not much awareness. “I kept wondering, how I will do this, will I be competent enough.”
However, looking at self now can see the challenges for this role and feel have performed
well. Colleagues and managers are pleased with the performance so far. All the feedback
gained until now can see how this was dealt very well with imposter syndrome as described
by Hillman, (2013). The three months performance plus given the privilege to do this fully
sponsored course within eight months of joining the new job are evidence of how many
qualities the current manager is valuing on the leadership.
This reading it is full of “aha” moments that makes it all right to be imperfect and the
real person. It is ok, to be human, it is ok not always to be right, and most significantly it is
about making the environment for all of that suffer from the imposter syndrome to thrive.
Hence Hillman Claims more than 75% of us experience imposter syndrome but concludes:
that it is mostly self-imposed and that authenticity resides in the space between perfection and
complete imperfection. Learning how to overcome this problem to become a better, stronger
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REVIEWING LEADERSHIP LITERATURE:
Authentic Leadership
Student ID: 1506239
leader and not expressing the fears and recognising the weaknesses but also being able to
bind the strengths of the team members to the best effect.
In comparison Ross, (2014) gives a similar example about starting a new job and how
quickly a person can get into a new role and get settled is one of the challenges many faces.
He also highlights the importance of having a purpose and goals to achieve a good leadership
skill. Furthermore, whether starting a new job or being promoted from within and embarking
on an assignment the success or failure is determined by how the transition managed. There is
also a good overview of what it takes to be a leader based on a personal reward framework.
The advice is very achievement-focused and centred on the individual leader's
accomplishments. He further gives a break-even point. This reading gave a clear insight into
the current Job recently joined where learning was accelerated with building teams, keeping a
balance and securing early wins. At the same time the understanding of assignments which
are due one by one in this Semester, but the challenge of submitting this on time as well
being focused
by including keeping the content as per requirement are few examples.
On the other hand, Zander & Zander, (2000) Believes “never doubt the Capacity
of the people to accomplish whatever you dream for” If we allow the people around us to
develop and grow into the possibility of an A, and remove the self-imposed barriers, while
avoiding the need for comparison between learners we will all be much better off for it. The
Giving of an A is merely an invention that creates the possibility for both mentor and student,
manager, and employee and any human interaction.
Furthermore, the writer suggests that giving an A is an automatic assumption for the
best and giving everyone an A in life, bring out the best outcome which also removes a lot of
the barriers. Giving an “A” enlivens a way of approaching people that promises to transform
you as well as them. It is a shift in attitude and understanding the concept. At this point, In
the class currently enrolled we had the opportunity to do a presentation on the readings
allocated by our lecture. In groups of three, the articles presented, and part of the requirement
was to write a letter and read this in class to everyone “why I deserve to get an A” in this
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REVIEWING LEADERSHIP LITERATURE:
Authentic Leadership
Student ID: 1506239
presentation. When reading the letter out in class, felt like telling the life experience on
achievements, struggles, and challenges faced.
Moreover, I was telling in this letter how all this reflects and why “I deserve to get an
A.” Reflecting on these feels proud, and there is a desire to keep the challenge there to gain
more “A” as progressing my leadership role and skills. When giving an “A,” you treat people
differently, and they respond differently. Takes away the pressure and the feeling of proud
and powerful on getting an ‘A”. It does feel more engaging when thinking about the
assignments, it is a relive and a possibility to live into, and hence things are getting together
quickly, and there is no stress on failing neither not being able to accomplish on time.
After having read this chapter of the book, the writer is not necessarily a right or a
wrong way to do things, and that there is no need for direct comparison between learners, and
if we make it explicit that they will all receive an A and allow the students, learners,
colleagues, and managers feel more engaged and enlightened. Hence the principles are like
those in many other books about improving performance and creativity. What is different
about this chapter is the unique ways that the principles articulated, the inspiring examples in
beautiful stories from music and business and the passion with which the Zanders write.
Goldman et al. (2016) begin the volume with five fantastic interviews with a series of
essential thinkers, practitioner, leaders in the management and leader development. Their
visions about how they can move toward a healthier, more inclusive world, with the kind of
leaders who can guide to eye-opening. Hence, attending to what is essential in life,
individually, organizationally, nationally, and globally. It reflects on the question of what the
place is, the place of the organisation, a university, the country, and the role for everyone in
the world. Lastly, this book is a provocative read, coming from contributors around the
world, giving a reminder that everyone is interconnected, and encouraging everyone to utterly
give thoughts about our responsibility in creating a better future for self and generations to
follow and providing the opportunity to think bigger and looking beyond.
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REVIEWING LEADERSHIP LITERATURE:
Authentic Leadership
Student ID: 1506239
Also, when relating to the current practice of leadership, this reading draws how those
qualities are self-benefit but also for better functioning of the area and more widely the
organisation itself. Furthermore, nationally and then worldwide. Simple learning of
leadership skills does make a difference. Currently, the practice at work is more evidenced-
based and focused on nursing competency, and there is less priority on leadership. Hence, in
daily life importance of understanding the purpose is vital. For example, at home purpose to
have a happy family, time to spend with them, at work purpose is to be there for the team and
work towards the goal. In the community, the aim is to keep the community safe which starts
from home, for example, recycling rubbish or to dispose of them in the correct rubbish bin
will keep the environment safe. Therefore, doing something small at home can make a huge
difference to keep the world save.
In conclusion, to be an effective, authentic leader, establishing effective relationships
are fundamental to achieving goals set by the organisers in developing productive
relationships. It is also essential to recognise self-leadership strengths and weaknesses and to
work on those to upskill as discussed above. In this assignment, an attempt was made to
demonstrate leadership in the current area of practice both at work and at home as well as
displaying the challenges faced and supported with outcomes with examples. Writers gave
few similar legit ideas as the well different perspective of leadership. Hence, Leadership is an
essential factor when looking at change within one's workplace and provides the skill with for
the opportunity to settle well in new Jobs easily. Effective leadership compounded by various
elements that are requirements to facilitate change.
Lastly personal and professional values and beliefs and cultural views of the authentic
leadership articulated and further elaborated to situations where this worked well including
the traditional leadership and how the concepts are moulded well in this modern world of
leadership. Previous, present experiences of leadership discussed throughout this assignment.
Great learnings on vision with a goal has been established to take best and practice this both
personally and professionally in future leadership roles.
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REVIEWING LEADERSHIP LITERATURE:
Authentic Leadership
Student ID: 1506239
REFERENCES:
Goldman Schuyler, K., Wheatley, W. M., Scharmer, O., Schein, E., Quinn, R. E., &
Senge, P. (2016). Visions of a healthy world: Views from thought leaders. In Creative
social change: Leadership for a healthy world (pp. 23-90). Emerald Group Publishing
Limited.
Hillman, H. (2013). The imposter syndrome: Becoming an authentic leader. Auckland, New
Zealand: Random House. (pp. 15-16, 19-23, 25-33).
Katene, S. (2013). The spirit of Māori leadership. Wellington, NZ: Huia Publishers. Pp. 9-17;
28-29 & 201-212.
Kerr, J. (2013). Legacy: 15 lessons in leadership. London, UK: Constable. (pp. vii-viii and 2-
18).
Ross, J. P. (2014). The First 90 Days: Proven Strategies for getting up to Speed faster and
smarter. College and University, 90(2), 72.
Zander, R. S., & Zander, B. (2010). The art of possibility: transforming professional and
personal life. Vision Australia Information Library Service.
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