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Dec 1

Special Notice Regarding the COVID-19 Pandemic

Roaring Return

For important updates on Lindenwood University campus safety precautions and associated information from public health officials, please visit our Roaring Return page and the CDC's COVID-19 site. Complete the Initial Assessment Survey to report symptoms, exposure, or positive test results of COVID-19.

The Learning Academy is here to support staff and faculty leaders. According to Senge, leadership is the “capacity to hold a shared picture of the future we seek to create” (Senge, 1990, p. 9). The Learning Academy believes that leadership is not a title or a position. Leadership may also be more about what the leader does than who the leader is or what the leader says. According to Drucker (2001), “leadership does matter, of course. But, alas, it is something different from what is now touted under this label. It has little to do with “leadership qualities” and even less to do with charisma. It is mundane, unromantic, and boring. Its essence is performance (p. 268).” In respect to performance, leadership has been reported to be a method of supporting engagement. Leaders should be held accountable for the engagement level of their employees on their performance appraisals (Brusino & Soyars, 2009).  According to Kouzes and Posner (2012), leaders influence engagement through establishing and exemplifying clear values and nurturing a culture of collaboration.

Topics in Leadership and Managing Teams

References

Citations

Brusino, J. & Soyars, M. (2009, March). Essentials of engagement contributions/connections/growth. T&D, 62, 63-65.

Drucker, P. F., (2001). The essential Drucker. New York, NY. HarperCollins Publishers.

Kouzes, J. M., Posner, B. Z. (2012). The leadership challenge: How to make extraordinary things happen in organizations (5th ed.). San Francisco, CA: Jossey-Bass.

Senge, P. M. (1990). The fifth discipline: The art and practice of the learning organization. New York, NY: Doubleday.

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