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1. Interpretive – How do we build trust and lead more effectively?
We build trust on the ground of positive interpersonal relationships when people trust each other believing in their mutual responsibility and reliability. When we can act responsibly as we want other people act in relation to use we can build trust. At the same time, we can build rust providing people with larger autonomy and independence. For instance, while taking a leading position we can provide our subordinates with certain freedom of actions to reach organizational goals. In such a way, we build trust in our subordinates, whereas subordinates develop trust in us because they understand that we rely on them. Such leadership is very effective because it is grounded on mutual trust.
2. Specific – What are major barriers to change? To be specific, what were the top four barriers to change I showed in the bar-chart graph that depicted actual findings from professional work experience? Second, what were two of the six barriers to communication?
The introduction of change may raise significant barriers. In these respect it is possible to single out four major barriers, including the uncertainty of people in outcomes of the change, the lack of effective mechanisms of the introduction of change, the unpreparedness of change, and the lack of financial and technical resources to implement the change. At the same time, the communication barriers are a serious challenge to change. Among the major communication barriers it is possible to single out the problem of cultural differences between people involved in the communication and the law language competence, which sometimes becomes unsurpassable barrier in the course of communication and prevents a successful introduction of change.
3. Interpretive – How do you know what to do based on the situation or environment you’re faced with? Think of the images we talked about – why do you have to adapt your leadership style?
In fact, our actions are grounded on the situation and environment we are facing because we act in response to the situation or environment to tackle possible problems successfully and to take the right decision. We cannot take decision regardless of the situation and environment because we do not live in isolation from the environment. Therefore, we have to correlate our decisions and actions respectively to the situation and environment, which are vulnerable to change. In such a situation, the use of transformational leadership is particularly effective because it allows to maximize the effectiveness of cooperation with employees.
4. Specific – What do you think of when you imagine a meeting room or location? Include the two “controllable” things we talked about when working in groups or in meetings – why are they important for a leader to be aware of?
The meeting room or location should include the table and armchairs, where people can seat at and on. They are essential and important because they create a business atmosphere and help participants of the meeting to organize their communication effectively, especially if they are seating face to face with each other.
5. Specific – What are the five dimensions of building trust that leaders need to understand and work on, or at the very least be aware of? Remember, leaders have to know their limitations. Do you recall what dimensional area of trust you all, as an average, scored low on in your self-assessments?
Five dimensions of building trust are personal communication, professional skills of employees, cultural background of employees and leaders, ability to change, the current business environment. Professional skills scored low in my self-assessment because I probably more focused on interpersonal relations with people to build trust.
6. Interpretive – What are three of the “invisible forces” that I talked about today? Along with each force, describe why it needs to be understood.
Three forces which are very important are cultural background, mutual trust and ability to change. These forces are essential because they help people to establish positive interpersonal relationships between people grounded on mutual trust. When people trust each other they can rely on each other and develop positive interpersonal relations. At the same time, the cultural background affects the relationship between people, while their ability to change define the effectiveness of their interaction.