The Connection between Learning and Innovation
Question:
Reflects the wisdom of leadership and learning.
Intellectual value of leadership and the chances to implement the opportunities are the major responsibility to be a leader. There is no age of learning, a person can learn even at the end of the life and there is a connection between the learning and innovation. The amount of knowledge a person gathers provide genuine outburst through the expression and body language. The embrace of learning also encourages innovative ideas and leadership processes (Chawla and Lenka, 2017). Leaders are motivating employees for the better development of the organization and they share the learning processes that they have learned in their entire career. There are some wise leaders who have maintained their constructive control and created new thinking capabilities for innovative thinking and have corporate success. Strong and transparent communication are also important for the organizational improvement and delivers long terms goals for better values and objectives (McGill, 2015). I have learned about the learning procedures and leadership style and want to implement those styles over my working places.
The learning outcomes are building the process of relationship with the employees and a leader has such potential to identify the aspect of the relationship. The powerful connection enhances the leading of the relationship and that provide the authenticity and clarity of the organization. Innovative ideas are important for the development of an organization. In that scenario, it is important to lead the journey in an effective way. Learning aspect that a leader learned in their life will be reflected in their organizational work as well (Lingenfelter, 2014). Leaders always find good in their organizational aspects and that is the reason they find out the in-depth lesson and try to implement those for the sustainable condition of organization (Choudhary, Akhtar &Zaheer, 2013). I have also found some good qualities within my mates and that signifies that I have leadership quality to identify those qualities within my mates. There are some challenges that generally come in the organization and innovative application will be implemented in the workplace so that more real solution can be used (Aarons,Ehrhart&Farahnak, 2014). Leaders have to trust the vision of the company and need to learn about the marketing strategy so that they can apply those strategies for the development of the organization. Efficient leadership concerns with dynamic strategies and better outcomes that provides encouraging results based on a center specific to authenticity. To be a supple and attractive leader, and to convene the burden of the many developing business situations, key management competencies need to be applied (Klettner, Clarke &Boersma, 2014). Lessons are important for me to judge and analyze the leading quality within me and study the leadership opportunities for the better implementation of the outcomes.
The learning style also signifies the exceptional upgradation of a leader as a person or as an innovative thinker, and the in-depth analysis of the person. The level of accuracy in learning is the ultimate matter that provides the strong and competitive environment in business. Learning is a journey and people should learn new things about their existence in the workplace. If they don’t that impact in their workplace then learning outcomes are not implemented in legitimate way (Parkay, Anctil& Hass, 2014). Organization learning theories are important for this reason as these are the new processes that impacted the organization status and made fruitful result over there (Finn et al., 2016). Innovative leaders are born, rather they have grown as the leader and this is the reason new opportunities and contribution for the organizational development is accepted in the workplace.
Leadership and Organizational Improvement
The importance of learning theories is enacted in this situation as the theories are used by the leader and their approach to the learning aspect signifies the new dimension in the organization process. The espoused theory is one of the theories that provide the official instruction for solving a problem. I have studied all the theories and that impacted necessary steps that I have to follow for the sustainable development of an organization. These instructions are narrow and specific that focuses on the particular path. The theory works in the straight process where problem-solving is the major issue so the organization needs whatever the situation may prevail (Choudhary, Akhtar &Zaheer, 2013). This is the recovery aspects that needed to be changed from the uninterrupted flow of the organizational operation (Parkay, Anctil& Hass, 2014). There is another theory like theory in use which provides the actual interaction of brainstorming that solves the problem. The problem is somehow related to the coworkers or organizational people and leaders need to intervene in the process to mitigate the situation. There is a disparity between two approaches which is potentially challenging if the business enforces its espoused theory. In order to generate surroundings favorable to learning, firms are confident to recognize theory in application and create it simply for the personality to intermingle with the operational surroundings in an indeterminate and formless method (Arends, 2014). These are the methods that I have also introduced when I was in any adverse situation. This is the process of intervening that action can take place and this is one of the unstructured ways of learning and implementing the environment.
There are three types of learning theories like single loop learning, double loop learning and Deuteron learning and all these learning processes have fulfilled the three ways of learning which are going, knowing and showing. The example of the leadership and the phrase reflected the leader’s dimension and attitude towards the organizational purpose. In an organization, a good leader can make a difference and this is the strongest part that any company possesses to have an efficient leader in their organization (Day et al., 2014). On the other hand, going process involves the establishment of organizational learning. The knowing process depends on the learning impact and how those impacts create innovation to make a better leader; this is the major aspect of learning outcome that is analyzed by the individual understanding as well (Parkay, Anctil& Hass, 2014). The knowing aspect is concerned for the leaders as they have to identify the potential of employees to extract best out of them and this is the best part of organization management as well. The next part is associated with showing and leaders have to learn to show the capability they have in the organization and employees have to obey the system for the development of the company (Choudhary, Akhtar & Zaheer, 2013). This is the most argumentative point where the balance ever employees’ mindset needs to be same and that showcases their conception or the perception of the situation (Augustine-Shaw, 2015).I have learned this entire prospect and understood the going aspect which is relevant to the organization. I also understood the knowing aspect and lesson part which is important for the further organization development. It helps me to understand better decision making cases for the further development of the organization. The basic reasons behind these three sections are the commitment that leaders have followed in the organization and that showcases their motivation to their employees.
Challenges in the Workplace and the Implementation of Innovative Solutions
Leadership is being reflected from a person who has the ability to bring out the best outcome from the learning theories and implements the best decision for the organization. I am quite capable to manage people and I have learned it through my textbooks. Through learning processes, all these constructive frameworks eventually helped me for my better decision making in future. I am strong enough to control any adverse situation and I learned these things from the learning outcome of leadership (Choudhary, Akhtar &Zaheer, 2013). Leadership is a journey that possesses power thinking, innovation and leadership strategies for the better organization maintenance and I understand this aspect of leadership (Hallinger, 2015). I have learned the importance of communication in leadership process and try to implement proper communication process for better man-management (Parkay, Anctil& Hass, 2014). I have to analyze the value of the organization and implement the best suitable strategy for the company. There are some cases where employees are not adjusted with the implemented process and in those situations proper training and learning material needs to be provided to employees for the better development of the organization.
Conclusion
It can be concluded that leadership and learning are the two major aspects of the development of the individual. Organization value and leadership dimension are following the parallel way of organization success and learning process is the best way to sharpen the leadership process. I have learned all the possible outcome of leadership and learned the importance of learning. I learned the learning theories and these theories provide confidence for the better leadership management. There are some uncertain challenges that used to come in several situations. I have prepared my mindset for the adverse situations and learned some innovative processes so that organization can stretch their market expansion. The dynamic version of transparent leadership also impacted over the responsibility of leader in that situation. There are certain steps that leaders follow for the sustainable condition of the company. I have strong and transparent communication process that justified my learning outcome. All these processes signify the possible chances enhancing the result which is the main aspect of leadership and the in-depth connection with learning processes.
References
Aarons, G. A., Ehrhart, M. G., &Farahnak, L. R. (2014). The implementation leadership scale (ILS): development of a brief measure of unit level implementation leadership. Implementation Science, 9(1), 45.
Arends, R., (2014). Learning to teach. McGraw-Hill Higher Education.
Augustine-Shaw, D., (2015). Leadership and Learning: Identifying an Effective Design for Mentoring New Building Leaders. Delta Kappa Gamma Bulletin, 81(2).
Chawla, S. and Lenka, U., (2017). Leadership for a VUCA Landscape: Transforming Indian Higher Educational Institutes into Learning Organizations for Success.
Choudhary, A. I., Akhtar, S. A., &Zaheer, A. (2013). Impact of transformational and servant leadership on organizational performance: A comparative analysis. Journal of Business Ethics, 116(2), 433-440.
Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., & McKee, R. A. (2014). Advances in leader and leadership development: A review of 25years of research and theory. The Leadership Quarterly, 25(1), 63-82.
Finn, N. K., Torres, E. M., Ehrhart, M. G., Roesch, S. C., & Aarons, G. A. (2016). Cross-validation of the Implementation Leadership Scale (ILS) in child welfare service organizations. Child maltreatment, 21(3), 250-255.
Hallinger, P. (2015). Using the PIMRS in Future Research on Leadership and Learning. In Assessing Instructional Leadership with the Principal Instructional Management Rating Scale (pp. 131-160). Springer International Publishing.
Klettner, A., Clarke, T., &Boersma, M. (2014). The governance of corporate sustainability: Empirical insights into the development, leadership and implementation of responsible business strategy. Journal of Business Ethics, 122(1), 145-165.
Lingenfelter, P. E. (2014). Public Policy for Higher Education in the United States: A Brief History of State Leadership. State Higher Education Executive Officers.
McGill, M. V. (2015). Race to the Bottom: Corporate School Reform and the Future of Public Education. Teachers College Press.
Parkay, F. W., Anctil, E. J., & Hass, G. (2014). Curriculum leadership: Readings for developing quality educational programs. Prentice Hall
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