Description
Use the attached to for the assignment discussion post response.
The student must
then post 2 replies of at least 250-300 words
Each reply must incorporate at least 1 scholarly citation in APA format. Any sources cited must have been published within the last five years.
Use the following as headings for your Discussion replies:
Topic Reply
o A Discussion of your thoughts on the other student’s thread.
Biblical Integration
o Integrate one biblical principle that relates to the other student’s concept. Listing a Bible verse alone is unacceptable. Provide a verse and elaborate how it relates to today’s current culture and the topic.
References – 1 total
o 1 peer-reviewed reference from the Jerry Falwell Library
Resiliency in Leadership and Management
Dee’s Resilient Leaders focuses on building and learning to become a leader over time through experience and perseverance. Dee’s states, “Despite the inclination to hide, leaders must use crises as “teachable moments” for themselves and others which accelerate learning, trust, and systemic improvements” (Dees, 2013). He emphasized leaders must get out there and learn from doing. Leaders must also have a strong character of selfishness and dedication to service. While Dee’s focuses on the internal workings of building a resilient leader, Satterlee chapters 7 & 8 focus on the logistical aspects of human resource policies and laws that solidify the foundations of an organization by using project operations planning and tools.
Three Concepts
The most important concept from the student reading was employee development. The student reading states, “most business leaders agree that the success and growth of an organization are closely related to the successful development of the employees within the organization” (Satterlee, 2018). As a military member, deliberate development is crucial to mission success. As leaders invest in their people through education, they build stronger, more capable employees, in turn, the output will become more productive. This is important for organizations to consider because investing in people is never a waste of time or money. Employee development will build a more resilient force by giving employees the tools necessary to be more competent.
An article regarding librarian professional development states, “although communication and interpersonal skills were the most popular topics in this study, all the participants indicated they learned various topics on library leadership development, such as management skills, strategic thinking skills, and technical skills” (Shin & Shelton, 2020). Employee development can range anywhere from professional development seminars, certification courses, or online learning. As indicated, employees value leadership development as it gave them managerial and leadership skills.
The second most important concept from Dee’s reading was competence. It is difficult to lead others to do a job you know nothing about. Leaders must be knowledgeable about what they are charged with leading. Leaders are not expected to know everything, however, they should know where to find the information. However, the reading eludes, even when you are a competent leader… “Tragic accidents and circumstances happen under the supervision of good leaders doing the right thing for the right reasons” (Dees, 2013). Being competent gives you the satisfaction of at least knowing, that when things go wrong, it wasn’t because of a lack of knowledge or skill. During the pandemic, leaders had to make many difficult decisions in unknown circumstances. They had to rely on experience and competence to guide followers. An article states, “Anticipatory behavior coupled with commensurate action is a critical leadership competency during a pandemic. Proactivity is needed well before the crisis occurs, however, it’s even more needed after the crisis hits” (Newman, 2022). As indicated, organizations need to consider the competence of leaders to lead in the most unpredictable circumstances.
The last most important concept is selfless service. As a member of the armed forces, this concept spoke the loudest. When you enlist in the military, you make a promise to dedicate your work to something bigger than yourself. This concept is vital for organizations to consider because when members are more dedicated to the vision versus themselves, they bring a higher ability of commitment to the organization. “Selfless service is larger than just one person. In serving your country, you are doing your duty loyally without thought of recognition or gain” (Dees, 2013).
There are many instances where the task did not get done at the clock out time, yet key members of the team stayed until the work was finished. Often countless others are waiting for you to do your part so they can do there’s. A journal article states, “We propose that the authentic leader’s inherent selflessness is instrumental in helping frontline employees develop a sense of personal responsibility and significance, as it activates agentic motivational mechanisms (Bandura, 2001), i.e., the drive to act based on the belief that one can make a difference” (Cavozzotte, Mansur, & Moreno, 2021). Selflessness can create worth and purpose that can be more satisfying to see a team succeed versus just yourself.
Biblical Integration
The bible states, “Do nothing out of selfish ambition or vain conceit. Rather, in humility value others above yourselves, not looking to your interests but each of you to the interests of the others” (King James Bible, 1769/2017, Philippians 2:4). This verse speaks about the importance of being selfless. If more people were able to value others’ interests above their own, the world could be such a better place. In organizations, if each tier of hierarchy and leadership practiced being selfless, people would be taken care of at each level. The needs of others would be met, and the gratification of helping others would create a high trusting, committed environment.
