Leadership Making Sense of Leadership Thesis

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The third, and perhaps most important component in successful leadership, as gained from my findings with my leadership candidate, includes a desire to help others or to advance an organization. According to Bowman and Garten (2006), "Leadership exists as part of a duality. Leaders forge and sustain relationships with followers. Exceptional leaders not only view themselves as life-size but are equally adept at enabling self-knowledge in others" (pg. 1). Without such a vision someone identified as a leader might be more accurately called a workplace bully. Twale and Deluca (2005), in their discussion of workplace bullying, with a special focus on academia, note that bullies tend to be "power hungry" (pg. 6). Competitive, willing to challenge others, and posing "persistent threats to others' personal or professional status," the authors also agree that bullies in the workplace "undermine colleagues work" (Twale and Deluca, 2005, pg. 6). At first it may be easy to confuse a workplace bully with a leader because both have the ability to get the views across. Like leaders, bullies are often in the limelight, and Twale and Deluca (2005) note that bullying is often difficult to pinpoint within an organization because it can be masked by typical workplace activities. However, the workplace bully does not have the desire to advance the organization or others.

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In the academic realm, the workplace bully seeks only to build a name of him or herself; he or she generally does not care about teaching students or advancing research for the good of scholarship of humankind. For this reason, it is important that a leader not only have the ability to make sound decisions and influence, but also a desire to help others and progress the organization. This is the case with my leadership candidate. Impossible to mistake as a workplace bully, my candidate for leadership has the ability to remain humble despite his considerable influence, in addition to speaking without arrogance. Genuinely concerned with the fate of the organization, this leader always attempts to gain the viewpoints of many before making an influential decision, asking colleagues to favor him with their input. In addition, this leader shows a tolerance and fervor for diverse opinions, and weighs them in his actions. Through his peaceful and collaborative manner, he encourages colleagues to work together to solve a problem that affects all.

Thus, it is not through the forceful actions of the workplace bully that one manages to affect change, but instead through the ability to make change, influence others, and genuinely care for the fate of an organization. Matching the models purported by.....

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