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Fusion leadership facilitates the integration of the organization. It is through fusion that organizations can withstand conflict within the workplace. Daft & Lengel (1998) explain six subtle forces that a leader ought to comprehend during the process of change and conflict resolution.
As leaders, you should be mindful of subtle forces in the context of the organization. This is possible by assuming a position and being open-minded. It is important to be careful by setting aside various opinions that different group holds. You should ask questions in order to get the small and big picture of the entire conflict. Always welcome opposite opinions and utilize different approaches that could resolve the conflict.
Leaders should have a vision. You should create a vision that carries the hopes and dreams of the employees. Besides, the vision should be able to inspire the organization’s employees and value their contribution (Daft & Lengel, 1998). You should be wary of creating a vision that is not in alignment with the organization’s objective. Remember to create a vision that takes dreams as possible since employees will cherish it and be motivated.
Leaders should have a heart. This implies that you should be able to connect with the employees as well as the organization. Always make choices to find ultimate happiness and unveil the potential of your employees that may seem hidden (Yuki, 2006). Additionally, seek people who reveal their emotions and take them as true. This will facilitate collaboration and interdependence within the workplace besides revealing the persons with emotional power.
You should allow communication to be the pillar of running your organization. Be able to listen and address other people’s needs. In a myriad of instances, leaders fail to focus on the big picture. By focusing on the big picture, the leader will be able to decode the meaning of various communication symbols (Daft &Lengel, 1998). Enhance personal communication where members of the organization can express themselves freely. You should be able to encourage celebration of the achievement of objectives.
Leaders should have the courage to make decisions. Daft & Lengel (1998)explicate that the leader should assert nonconformity and pursue high purpose. Remember that leaders have sought to deliver service and as such, they should ‘act as an iron’. You ought to admit fear of failure as a healthy way through which the organization should grow. Be candid and bluntly name the causes of the organization and be decisive to counter elements that are detrimental to the organization (Daft & Lengel, 1998). Cultivate trust and always welcome encouragement from your colleagues.
Leaders have integrity. Daft & Lengel (1998) point out that a leader should inspire trust and allow information flow within the organization. The leader should be able to address all the needs that the employees have highlighted as well as others that they are yet to identify. Appreciate the achievement of goals and roles of the employees and mentor them to believe in teamwork(Zweifel, 2008). Enhance an environment where people are guided by high moral standards. This will facilitate the deepening of insights into self. Always understand that integrity is one of the key bases of a successful organization.
In summary, the six subtle forces that include mindfulness, vision, heart, communication, courage, and integrity can propel an organization to success. They are imperative in enhancing the process of change and resolving outstanding conflicts. Besides, they facilitate work commitment and build teamwork.
Daft, R. & Lengel, H. (1998). Fusion Leadership: Unlocking the Subtle Forces That Change People & Organizations. New York: Berrett-Koehler Publishers. Print.
Yuki, G. (2006). Leadership in Organizations. Upper Saddle River, New Jersey: Prentice-Hall. Print.
Zweifel, T.(2008). The Rabbi and the CEO: The Ten Commandments for 21st-Century Leaders. New York: SelectBooks, Inc. Print.