TRANSFORMATIONAL LEADERSHIP & A Definition that contrasts it w/ Transactional Leadership

Commentary by Dr. Whitesel: If you want to know the definition of transformational leadership, Northouse’s definition is where you must start. In Northouse;s classic text book on leadership theory he concisely, yet fully defines transformational leadership and and differentiates it from the more common (and less effective) transactional leadership method.

Peter G. Northouse, Leadership: Theory and Practice, 7th ed. (Thousand Oaks, CA: Sage Publications, 2015) p. 162.

BOOK EXCERPT Definition of Transformational Leadership Northouse 7th ed p. 162.jpg

To read more  buy the book or look inside selected sections at … https://books.google.com/books?id=TuyeBgAAQBAJ&printsec=frontcover&dq=northouse+leadership+theory+and+practice+7th+edition&hl=en&sa=X&ved=0ahUKEwilvM-JpN7RAhVM52MKHT88DZYQ6AEIGjAA#v=onepage&q&f=false

DMIN & A 1 Min. Video Intro to the Wesley Seminary Doctor of Ministry in Transformational Leadership

 

#DMin animation cartoon Professor Whitesel

TRANSFORMATION & This Chart Reminds Us That People Value an Organization That Helps Change Lives

Commentary by Dr. Whitesel: This pyramidal chart demonstrates that one of the highest needs for people today is to change their life for the better. This is exactly what Christ offers and the Church participates in this better than it entertains. I have argued tirelessly for a need-based church in lieu of an entertainment-based ecclesiology. So read this Harvard Business Review article for additional validation.

The Elements of Value

by Eric AlmquistJohn SeniorNicolas Bloch, Harvard Business Review, 9/16.

The amount and nature of value in a particular product or service always lie in the eye of the beholder, of course. Yet universal building blocks of value do exist, creating opportunities for companies to improve their performance in current markets or break into new ones. A rigorous model of consumer value allows a company to come up with new combinations of value that its products and services could deliver. The right combinations, our analysis shows, pay off in stronger customer loyalty, greater consumer willingness to try a particular brand, and sustained revenue growth.

We have identified 30 “elements of value”—fundamental attributes in their most essential and discrete forms. These elements fall into four categories: functional, emotional, life changing, and social impact. Some elements are more inwardly focused, primarily addressing consumers’ personal needs. For example, the life-changing element motivation is at the core of Fitbit’s exercise-tracking products. Others are outwardly focused, helping customers interact in or navigate the external world. The functional element organizes is central to The Container Store and Intuit’s TurboTax, because both help consumers deal with complexities in their world.

R1609C_ALMQUIST_VALUEPYRAMID

Read more at … https://hbr.org/2016/09/the-elements-of-value

DMin ENROLLMENT NOW OPEN for Wesley Seminary’s Innovative Doctorate in Leadership

Ministry is dynamic and world-changing. Your leadership should be too.

A Doctor of Ministry in Transformational Leadership from Wesley Seminary will equip you to tackle today’s most pressing problems.

Each summer for three years, you will study under the mentorship of award-winning author and scholar Dr. Bob Whitesel.

But that’s just the beginning.

For two weeks each year, you’ll travel to locations across the world with a diverse group of students to learn from 24 top leaders, experts, and thinkers in leadership.

FLYER DMIN Flier 15.11

You will learn about urban, suburban, and rural leadership in Atlanta; church multiplication and renewal in London and Oxford; and multicultural leadership in San Diego.

The program leads to a capstone project that brings together 3 years of study and life-changing experiences to transform your ministry, and transform lives — while earning a Doctor of Ministry in Transformational Leadership from Wesley Seminary.

Visit http://www.indwes.edu/seminary now to apply!

CLICK HERE > FLYER DMIN 15.11 < to DOWNLOAD the brochure (pictured above)

CLICK HERE > FLYER DMIN Booklet 15.11  < to DOWNLOAD the Booklet.

DMIN & A Description of Wesley Sem DMin in Transformational Leadership

Ministry is dynamic and world-changing. Your leadership should be too.

A Doctor of Ministry in Transformational Leadership from Wesley Seminary will equip you to tackle today’s most pressing problems.

Each summer for three years, you will study under the mentorship of award-winning author and scholar Dr. Bob Whitesel.

But that’s just the beginning.

FLYER DMIN Flier 15.11

For two weeks each year, you’ll travel to locations across the world with a diverse group of students to learn from 24 top leaders, experts, and thinkers in leadership.

You will learn about urban, suburban, and rural leadership in Atlanta; church multiplication and renewal in London and Oxford; and multicultural leadership in San Diego.

The program leads to a capstone project that brings together 3 years of study and life-changing experiences to transform your ministry, and transform lives — while earning a Doctor of Ministry in Transformational Leadership from Wesley Seminary.

Visit http://www.indwes.edu/seminary now to apply!

CLICK HERE > FLYER DMIN 15.11 < to DOWNLOAD the brochure (pictured above) or CLICK HERE > FLYER DMIN Booklet 15.11  < to DOWNLOAD the Booklet.

LEADERSHIP & Research Shows Bottom Up ‘New Power Change” Works and Leader-driven Change Doesn’t #ForbesMagazine

Commentary by Dr. Whitesel; “Much of the old church growth thinking about leadership was that it is hierarchal driven by a senior pastor (called ‘old power leadership,’ Heimams & Timms, 2014). But research has proven through study after study that top-down leaership to be ineffective (Scott Wilcher, 2001). So how do you bring about change leadership? By using transformational change leadership like Jesus did: where you ’empower’ rather than coerce employees.

Here is a quote: ‘In the past few years we’ve witnessed a major shift from old power, where control was being held by a few individuals (often characterized as inaccessible and leader-driven) to new power, held by many in an open, participatory, and peer-driven way.’

Read this helpful Forbes magazine article for more info:

CEOs and Employees Want Change. So Why Isn’t It Happening?

…A study of more than 36,000 employees by advisory services firm LRN found that 97% experience either autocratic or coercive management or, at the least, hierarchical command-and-control.

So despite a “push for change” from the top, senior leadership’s words fall on deaf ears. Employees just aren’t feeling it (as evident by stagnating engagement scores). This only causes things to get worse. When management feels they are not being heard, they assert even more command and control, forcing change, inciting fear and even the occasional “public execution”. (and there goes that vicious circle again)…

So how do we stop the madness?…

The answer may be rooted in a notion that’s been rapidly spreading around the world and has likely already impacted most of us in one way or another.

Power is shifting in our world in ways that are unimaginable. In the past few years we’ve witnessed a major shift from old power, where control was being held by a few individuals (often characterized as inaccessible and leader-driven) to new power, held by many in an open, participatory, and peer-driven way.

This drastic shift is behind many of the phenomenons that once took tremendous effort and resources to create. They are now cheap and scalable in part due to a tremendously networked society.

We see signs of new power everywhere, including major scale political protests being organized and growing in matters of minutes (Occupy Wall Street, Arab Spring, Ferguson, to name a few), to upstart businesses upending traditional industries and rapidly taking market share in a matter of months. New business models such as the ones behind Facebook, Youtube, Uber, AirBNB and Etsy are built on new power. Everyone can be a creator of content, goods, or services. Barriers to entry have been blown to bits as it is no longer just major corporations with vast resources who can run and scale global businesses.

newpower_640

Organix_final.ai(Adapted from “This is New Power” by Jeremy Heimans & Henry Timms, HBR 2014.)

This shift in power transcends right down to an employee, creating a networked and socially empowered workforce that can operate and execute change outside the borders of traditional organizational silos. More so, it can execute change organically, without seeking permission from senior management or other authorities that we would typically find in old power models.

Employees now have a new-found voice. One that was very difficult to unleash and scale before, as it would take navigating through a maze of organizational charts and gate-keepers to get to a decision-maker. Entire movements are being created from the bottom-up. These movements are not demanding change. They drive change – from the bottom up…

Read more at … http://www.forbes.com/sites/sap/2015/06/13/culture-hacking/

Speaking Hashtags: #BreakForth16

EMOTIONAL INTELLIGENCE & How to Work with People Who Aren’t Good at Working with People

Commentary by Dr. Whitesel; “Emotional intelligence (EQ) indicates an ability to mature in the emotions that affect your leadership and management. Yet, research shows we are better at gauging others’ emotional intelligence than our own. And especially challenging is working with people who have low emotional intelligence. These are often people attracted to Christ and His church for the stability it offers. Learn the basics of emotional intelligence and how to improve yours (and your team’s) in this helpful overview in the Harvard Business Review. Here are the keys: be gentle, be explicit, be rational and don’t be offended.”

Read more at … https://hbr.org/2015/05/how-to-work-with-people-who-arent-good-at-working-with-people