Friday, December 9, 2011

Leading within a new organization



When entering into a new organization, a leader must examine the culture of the organization, set professional presence, continue the achievement of the organization’s mission and develop the organization through the development of its members. These elements seek to improve the function of the organization from an individual and collective viewpoint. This blog seeks to provide a greater understanding of these components.


By examining the culture and dynamics of the organization, a leader can assume a more bias point to continue the mission of the organization and/or improve the effectiveness of its mission. By studying the culture of the group, it provides a layer of appreciation for the biased strengths, weaknesses, opportunities and threats of the organization. With this information, a recently joined leader may have a more objective point of view of the organization that may prove to be advantageous to the development of the group as whole.

Secondly, a leader must set a professional presence within the new organization. Not to say that the organization is not operating in a specific amount of professionalism. But, it is important that the current organization observes the level of professionals the leader exerts regardless of the organization size, density, etc. And by the leader doing such, its members lend a significant amount of trust to operate in the given position.

More importantly, the continuity of the achievement of the organization’s mission is essential to the duties of the new appointed leader. This shows a level of commitment to the organization’s mission and the determination of the leader to fulfill the job duties as assigned. These components allows for the trust of the organization’s member to be developed and given to the leader. This trust may be advantageous for the complementation of future projects and duties.

Finally, developing the members of an organization should be the goal of any leader. Without the people within the organization, there are no basic functions of it. When a leader improves the professional, personal and career aspects of an individual’s life, the leader has effectively developed the organization as a whole

Friday, November 18, 2011

Get Rice Online [Video Edition]


Get Rice Online [Video Edition]. Get Rice leadership principles, theories and evidence based practices discussion are going video. The purpose of using this type of media as well as BlogSpot is to ensure that information is obtained in the best fashion for those who are passionate about building their leadership skills. Also, at the request of the readers of this blog, video allows for others, professors and professionals, to provide relevant information on leadership. I hope you guys enjoy. Follow the link for introductory video for the site. Get Rice Online [Video Edition]. Let's lead the WORLD. Click here to visit the youtube page.

Tuesday, November 15, 2011

Leadership: Rebuilding organizations through self



Various experiences have shown that there is a calling for moral and ethical self-leaders. Many may have opinions and derogatory statements in reference to leaders’ decisions; however, leaders have to live with those decisions. This blog post is addressing the tenacity, resourcefulness, vision and the ‘not listening to others’ to achieve success model: self-leadership.

The term self-leadership is described differently in the field of academia and the leadership profession. In this blog, self-leadership will be approached from the Furtner, Rauthmann, and Sachse (2010) definition “managing one’s own thoughts and behaviors in order to intrinsically pursue goals effectively and be productive (p. 1191).” By focusing on Furtner and colleagues description of self-leadership, it may allow for a greater understanding of the possible implication of autonomy and self-directed learning that one could engage to guide their success regardless of field of study or career.

Within present day society, role models and mentors are becoming scarce due to immoral decisions in their own personal life. This creates a need for individuals to develop as a leader more independently. One of the dangerous of doing this is that without moral and/or ethical checks and balance, a person may develop the wrong skills to succeed. However, by engaging in self-leadership behaviors that seek to succeed within a moral and ethical manner, a new generation of leaders will grow to hold executive positions within organizations that have been abandoned. In order to develop this positive sense of successfully self-leadership, one has to guide their own learning and curtail their behaviors and associates to ensure that they display knowledge, skills and abilities of a moral and ethical leader.

All in all, choose whom you surround yourself with because without a moral and/or ethical mentor, you could be one of those leaders who may make a poor executive decision! Life is not about people pleasing; it is pleasing one’s higher calling! Who are you trying to impress?

Furtner, m. R., rauthmann, j. F., & sachse, p. (2010). The socioemotionally intelligent self-leader: examining relations between self-leadership and socioemotional intelligence. Social Behavior & Personality: An International Journal, 38(9), 1191-1196. doi:10.2224/sbp.2010.38.9.1191

Tuesday, October 25, 2011

Leading a dying organization



Being a leader within a dying organization is a tough pill to swallow and it takes a special individual to do it. At some point or another, an individual becomes part of organization that is heading downward. However, with the right tools, one can make a positive difference. Some steps one can take to move the company into the right direction can include: assess the situation, approach the members of the organization, devise a plan together, make sacrifices to implement the plan, implement the plan, analyze the results, reward the members of the organization and restructure based on results obtained. These steps are not guaranteed; however, these are some steps that one can make to ensure that the organization’s growth is stabilized and increased. In present day society, companies are facing a lot of financial uncertainties and high unemployment rates. Organizations of every background are dealing with restructuring to ensure future success of the company.

Assessing the situation is a step that many may overlook. Those who forget this step tend to be individuals who are not interested in the concerns of current employees. It is imperative to understand the culture, climate and structure of the organization to move forward. Communicating with the members of the organization is critical to the understanding of the company’s history and members’ desired future. Next, ‘failing to plan is planning to fail.’ The members of the organization must devise a plan to deal with current issues and build on the strengths of the company. This means that everyone must sacrifice to implement the plan as suggested and needed. Furthermore, organizations’ members need to analyze the result the plans have made. This is to ensure that organizations are engaging in evidence-based practices. A major component within this process is rewarding the personnel to show appreciation and act of motivation for the future plans of the company. Many leaders miss this step because of the preoccupation of daily activities. Lastly, restructuring the organization based on results and member feedback ensures a complete cycle of organization improvement as well as higher effectiveness. Once again, these steps are not infallible, but provide a significant step towards higher productivity levels and organization effectiveness.  

Monday, October 24, 2011

Chase your passion, purpose and dream as if your life depended on it because it does.



Chase your passion, purpose and dream as if your life depended on it because it does. In present day society, mediocrity has become the norm for many. Due to financial breakdowns in large corporations, dishonesty in community leaders, and other issues, the masses have felt a huge need to become complacent. The feeling to not venture out the box is coupled with a higher sense of guaranteed lifestyle. However, this is one of the greatest deaths to a society and economy. Without a person who has a passion for a specific career choice, it is hard to continue a productive society. If there is no one who is willing to perform the duties of medical doctor for the reasons of helping people, then there may be an increase of individuals who are in the medical field because of the wrong reasons. Instead of working in the career one enjoys, many work in a career for money or other immoral reasons. This creates disgruntled employees, low satisfaction levels in the workplace, and low levels of intrinsic motivation to succeed. In other words, everyone should chase their passion, purpose and dreams as if their life depended on it. Even though, the road to success in a desired career field is not easy, following that passion is significantly better than ignoring the one’s purpose in life. Furthermore, the decision to follow one’s dream has little to do with the individual, but more to do with those around. For example, a friend decided to resign for a guaranteed and financial comfortable position to pursue a doctorate degree in a foreign country with a prestigious university. This simple behavior inspired others around to follow their passion. This minuscule action started a chain reaction. One may not know the effects of behavior on others; however, those unknown effects can be great. In short, one’s decision to follow a passion, dream and purpose is not about the person only; it is about the community around them. This blog is about personal leadership within an organization: YOUR organization. 

Friday, October 14, 2011

Small beginnings



An ancient text states do not despise the day of small beginnings. In leadership, this passage is applicable within any organization. Many may want to see the bottom line of the company increase overnight while others may want everything handed to them on a silver platter. But, the leader who allows time for programs, budgets and organizations to grow over time from an infancy stage may have far more greater satisfaction, success and appreciation at the end. Success is not about making the most money or obtaining the biggest building. It is about serving people and the needs of the community. Whether that community is a neighborhood, state, country, or the world, success and leadership is about serving people who has needs. In order to serve those needs, it is essential for leaders to start from a fundamental platform in which someone is listening. Leadership connects the needs of the people to the idea of the individual who is listening. This can be seen with companies such as Walt Disney, Apple, Hyundai, etc. These companies listened to the needs of the people in regards to producing a environment in which children wanted to be entertained, people wanted better performing computers, and consumers wanting more luxurious vehicles without the costly price tag. When starting from the beginning it forces leader to listen, act with a sense of urgency and contain a sense of appreciation throughout the success of an idea. One of the terrible sights in the field of leadership is seeing a company grow into a multi-million dollar organization and fold because of leadership losing sight of the original purpose development So remembering the beginning provides more than good story telling to kids, but it gives a sense of appreciation to those in leadership. 

Thursday, October 6, 2011

Being a leader through children

As a leader it is important to integrate children into roles that they may fill in the near future. Often times, companies fail to properly create and engage in a successful succession planning model. The recent death of Steve Jobs, former CEO of Apple, shows the importance of succession planning. Given the fact that succession planning is needed, how does one go about engaging in one? There are many types of succession plans, but one of the most important methods or means is that of grooming children. The Child Savings Account Program (CSAP), Rice a recent facilitator, is an excellent method of helping the future leaders of tomorrow to develop the skills needed to hold leadership positions. CSAP is designed to teach students to save money by matching the amount of money that is placed into a savings account at local bank. Some may think that a program as simple as this is too ‘elementary.’ Furthermore, some may think that programs such as CSAP cannot have a significant effect on leadership roles of tomorrow, especially multi-million dollar corporate entities. However, programs similar to this serve a feeder to others. These entities teach students leadership skills to run the company of the future. Leadership focused programs assist in the development of students into becoming better influential individuals of tomorrow as well. So whenever thinking who will be filling the positions of tomorrow leaders such as Jobs, think of community programs such as the Child Savings Account Program.

Tuesday, September 13, 2011

Are you being a controlling or helpful leader?


Some may view a leader in an organization as either being controlling or helpful. What is the difference between being controlling and helpful? There are several distinguishing features including level of strictness within the organization, services rendered, organization’s growth, levels of creativity, and diversity. These are some statements one can consider when leading a company while determining some controlling or helpful perspectives. This post will either help one to transform from being a controlling to a helpful leader; or become a more helpful leader.

Being a controlling leader can have severe effects on the organization including little to no creativity displayed within the company, low levels of productivity, and low periods of positive growth. If the leader controls too many aspects of the organization, it may decrease the level of creativity by not allowing new ideas, new methods of completing task, and new organization structures to be tested. Next, a controlling leader can decrease levels of productivity by providing services that the company as a culture, group and organization do not need. In turn, time, energy and resources are used that do not add to the growth and success of the organization. Also, being a controlling leader creates periods of little to no growth. Employees and customers may feel that a leader do not listen or attempt to understand various opinions. This may create an environment of decreased creativity.

Being a helpful leader means providing a service that the organization needs; meeting the needs of the followers/ employees, individually; and providing a vision that allows predecessors to build upon afterwards. Leading in a fashion that is helpful can be difficult at times because it can be perceived as being controlling. However, exploring the differences in control and assistance may provide a greater understanding of the leadership field and increase leader effectiveness. Being a leader that offers services that are necessary within the organization is important because this shows that the leader understands the organization and observes its strengths and weaknesses. This ability is important when leading any organization. Being a helpful leader means meeting the needs of the followers/ employees and consumers as well. By focusing on the followers and consumers, the leader sets the focus of the organization upon the individuals that actually develops the company through sells and human resources. Supplying a healthy vision as a helpful leader shows intended direction of the company while providing some margin for flexibility and change.

All in all, the difference between being a controlling and helpful leader is significant.  One should assess leadership styles and adjust accordingly because a leader’s style may affect the future of the organization. Being a controlling leader can have severe effects on the organization including little to no creativity being within the company, low levels of productivity, and low periods of positive growth. Being a helpful leaders means providing a service that the organization needs; meeting the needs of the followers/ employees; and providing a good vision. 

Monday, September 5, 2011

Labor Day: Are you enjoying your labor?


Labor Day is the recognition of American’s hard work that is provided throughout the years. In this post, Labor Day is going to be dissected in terms of employees’ enjoyment. During a time when job security seems to hide from many, even beyond the United States population, how does one find joy, fulfillment and purpose within a profession?

Many explanations can be given in regards to finding joy, fulfillment and purpose in a profession. Some include knowing the reason for working in the environment, looking for entrepreneurial avenues to earning income, answering questions of job satisfaction, reevaluating line of work, believing in better styles of earning income, strategically planning success, understanding transitioning and/or increase productivity, and finding personal worth within employment opportunities. In all of these suggestions, there are some key elements to focus on when developing an appreciation and enjoyment for a profession which includes: becoming a producer; evaluating one’s knowledge, skills, and abilities in current and/or desired profession; and believing in oneself by developing strategic goals for success in desired profession. Of course, there are other ways in which one can enjoy their profession outside of the reasons given; however, this post provides basic information and ‘food for thought’ in the continuation of one’s development of increased job satisfaction and career selection.

Some fundamental sources that one can focus on when developing an appreciation and enjoyment for their profession within present day unemployment uncertainty is becoming a producer in a profession; evaluating one’s knowledge, skills, and abilities in current and/or desired profession; and becoming serious and committed to one’s success in a profession. Being a producer in a field can be defined as creating and/or developing knowledge, tools and resources that will increase the growth of a profession. For example, a chemical engineer can develop a cutting edge formula for an environmentally safe residential cleaning agent. This action can help an individual to move from an employee of a company to a leader in the engineering field. Secondly, an individual has to evaluate ones knowledge, skills and abilities within the current and desired profession. By doing so, it forces one to realize some strengths and weaknesses. Once a person realizes their competencies, they can move to a serious commitment to enjoying their career. By knowing one’s strengths and weaknesses, one can make a strategic plan to move forward within the profession. In order to succeed, one has to know how to get to point B (increased enjoyment) from point A (less enjoyment).

Becoming a producer, leader in your field; self-evaluating; and committing seriously to your profession are some avenues one can engage in when developing a higher sense of enjoyment for their profession in a time of economic and employment uncertainty. Following these suggestions can assist an individual in becoming a leader in their profession as well as create opportunities for others. Labor Day is about celebrating those who contribute to the economic development of the world, but more importantly those who actually enjoy doing so. 

Tuesday, August 30, 2011

Starting from the beginning


Starting from the beginning isn’t as bad as many may think. Starting from the beginning may provide a lot of insight to a person’s role in an organization. When one starts from the beginning, there are several advantages and disadvantages attached to doing it. The advantages include reconnection with the purpose of the organization; shaping and molding the future of the company, and leaving a personal mark on the organization. On the other hand, some disadvantages of starting from the beginning is the amount of work needed to involve everyone in the process, a necessary period of perceived unproductive work to reacquaint others with the vision, mission and goals of the organization; and potential resistance from those who don’t understand the broad approach of the process.

The advantages of starting from the beginning include reconnecting with the purpose of the organization, shaping and molding the future of the company, and leaving a personal mark on the organization. Reconnecting oneself to the purpose of the organization is important when leading any organization. Many times leaders either forget or ignore the original purpose of the organization and turn the course of the company into the unintended direction. Researching and embracing the original purposes may provide some guidance into the effective leading of the company. Shaping and molding the organization is another benefit of starting from the beginning. When a leader starts from the beginning, there is a high sense of ability to shape and mold the organization into a representation of the leader due to the possible newness of the organization. Furthermore, a leader can leave their mark on the company. With more established companies, it is harder for leaders to leave a mark that suggest that they were there. Leaders need to be able to leave a mark in that integrates with a greater calling and purpose. Within present day society, it is very important for leaders to be able to create and/or develop an organization that is not only revenue generating, but also environmentally conscience in regards to human life, psychologically and physically. These particular aspects may be helpful for new leaders coming into an organization where there is a lot of informal communication about the current condition of the company.

Some of the disadvantages of starting from the beginning could be the amount of work need to be completed to get everything and everyone to a fluent understanding of the beginning of the organization, a period of unproductive to reacquaint others with the vision, mission and goals of the organization; and potential resistance from individuals within the organization. The amount of work it may take for someone to start from the beginning could be more than creating something new. However, in most cases, it is more effective to revisit the beginning of a company before continuing as a new leader. A period of perceived unproductive might occur because of the level of research that may need to be conducted in order to obtain a high sense of understanding of the beginning of the organization. Lastly, the amount of resistance that a leader may receive within the organization may be detrimental if not controlled and properly handled.

All in all, leadership is about continuing the mission, vision and goals of the organization considering the changing times. In order to do so, the leader must be familiar with the beginning of the organization. Starting at the beginning may prove to beneficial to the leader as well as the organization in the long and short term.

Wednesday, August 24, 2011

Leadership: Being an agent of change.

Leadership means being who you are regardless of outside beliefs. Sometimes others may feel that they have the answer to every problem, which turns into another problem,. Individuals rarely provide solutions that brings more good than bad. This is common within small towns and cities that refuses to grow because of unforeseen and unequivocal reasoning. So how does a leader sharpen their skills within such an environment? Simply, change the way that one think and others will inevitably follow. It may take time for others to understand the things that a person is doing, but as long as a leader believe in the change that is needed, the change will happen, eventually. Of course, there is a moral aspect of the decision to engage in change, providing that the need is positive and ethical.

The challenges that leaders face while engaging in a positive and ethical change are dormant mindsets, behavioral and cognitive support, a belief for change and the procedure to change. Dormant mindsets can be defined as a group of individuals who have a thinking process that is limited to the world around them and most of the time is short sighted. One of the major issues with a dormant mindset is that there is little to no change without a high sense of external motivation. Next, behavioral and cognitive support is another element that may hinder a leader from engaging in a level of change. Behavioral support can be defined as the physical present, effort and energy that a leader receives from an group or organization. On the other hand, cognitive support is defined as mental agreeability, sponsorship and collaboration from others. Depending on the behavioral and cognitive support, a leader can engage a change that is not only needed, but healthy for the organization or community at all levels e.g. neighborhoods, corporate business, business owners, etc. Another aspect of being an effective leader is having a belief for change. Many may want others to change; however, until others believe there is a need for change, there is a low probability of change. Finally, the method of engaging in change is important. Talking about change only gets a leader to a certain point. There needs to be a formal and informal plan for change.

Being a successful leader irregardless of the environment takes one being an agent of change. Overcoming challenges such as dormant mindsets, behavioral and cognitive support, a belief for change and the procedure to change can provide to be a great asset in developing an organization, group and/or community. So go out and have a positive and ethical change on the world.

Tuesday, August 16, 2011

Leadership: Integrity and purpose

In leadership, one can view two characteristics of a person to make a safe assumption of the type of leader they will be: integrity and purpose. Addressing these components of a person character will allow for others, leaders and followers, to develop an effective and successful organization, regardless of the industry. This post will seek to identify and develop these characteristics of the leader.

In regards to integrity, it may be hard for one to judge one’s personality off appearance alone. However, a person can discover the leader’s integrity by observing the fruits bore within the leader’s life. Leaders have a tendency to breed success and high levels of productivity in almost every area of their life. For example, a small business owner develops their customers, business partners and competitors by leading with high integrity. The owner develops the customers by providing the best service and/or product with given resources to ensure that the customer has a pleasant experience with the company. In turn, this may prompt the customer to display the same customer service to others whether professional and/or personal relationships. Business partners become motivated to be more productive within the company when a leader of high integrity is observed engaging in a healthy level of work and pride within the company. Also, competitors may notice the success of the business; and develop better and effective strategies of doing business. All in all, a leader that operates with a high level of integrity does not wait for someone to tell them to be better, but they simply engage in a healthy level of self-leadership. In turn, the leader’s behavior has a domino effect on others around them.

For one to operate in a high level of integrity, the leader must know and operate within their purpose. Many organizations have objectives, vision, mission and goals. Why shouldn’t a leader? Organizations are made of people. So it is safe to assume that the same principles that drive a successful organization can drive an individual. One can find their purpose by simply assessing their longing, desire and passions. Also, others around can assist a person in identifying their purpose. Others can be colleagues, coworkers, supervisors or friends. Others can explore activities that a person is perceived as being a great leader. These individuals should explain activities they think a leader performs well in daily life.  Colleagues should give thoughts on activities they think the leader have displayed a high sense of excellence and passion. Next, a leader is to operate in that purpose. No matter the field, one should constantly seek to intertwine their purpose within their daily lives. This may be done in small and gradual increments; or large and radical proportions.

In conclusion, there are two points of leadership that should always be addressed when dealing with leaders: integrity and purpose. Having integrity, searching for purpose, and engaging in purpose may assist in a leader’s development. Furthermore, one should not settle with having a bad and negative outlook on a purpose. A leader has to be someone who can be encouraged to do better, but at the same time be welling to strive to become a better person regardless of being encouraged. Also, being a leader can have unethical consequences. So, it is important to understand and realize the amount of power one has on others’ lives. A high sense of integrity and purpose may assist in the continued success of a leader in many aspects of their life.  

Monday, August 8, 2011

Being a leader means knowing and following your passions


Leadership means following your predestined passion. Whether it is leading a non-profit organization or running a Fortune 500 company, follow your passion. When life gets closer to the end, you might find yourself asking the question, “why am I on this earth?” Answering this question may take a systematic approach of self-leadership behaviors. During a recent doctoral assignment, I was asked to speak on the topic of interviewing Donald Trump, Warren Buffett, and Lee Iacocca. This was a complex assignment because no one thinks about interviewing such high profile individuals within a doctorate program. However, it got me thinking, what would I ask? My current program of research popped in my mind: self-leadership. Address the issues of self-leadership? Many consider Trump, Buffett, and Iacocca as great leaders. However, few think of them in terms of improving oneself as leader. For some reason, many associate business and money as being an effective leader. One can have both, but lean on others to lead an organization without any direction from the owner. So what’s this talk about self-leadership? Watson (2004) defines it as one’s leadership development based on self-assessment. Watson provides four components of self-leadership: intellectual, emotional, physical and spiritual. An individual can reflect on each of these aspects while responding to a Leadership Development Self-assessment (LDSA). A basic LDSA can have four questions: what personal/ leadership values are most important to you; personal strengths; personal weaknesses and detrimental behaviors (Watson, 2004). The LDSA is the first step of a four-part process that includes assessing, planning, implementing and evaluating (Watson, 2004). These steps are a continuous cycle. Furthermore, a Self-leadership Action Plan (SLAP) can be created that includes life goal statement; obstacles to overcome; leadership domain (intellectual, emotional, physical, and spiritual); short-term goal statement; strengths to use; goal achieved or revised; and life goal accomplished date (Watson, 2004). A SLAP is important in life because this can assist one in achieving goals whether academic, relationship oriented or financially driven. One of the most popular reasons for many not achieving their goals as a leader is because they fail to assess, plan, implement and evaluate. Following your passion should not be a matter of not having the ability, but not having a SLAP to see it through.

Tuesday, August 2, 2011

Strength-based Leadership


Anyone who has served in a leadership role knows serving in it means being strong mentally, physically and emotionally. Basically, being an effective leader means being tough. Being a leader means being strong in more ways than physically as well. One has to be welling to withstand adverse situations and changes within the organizations. One could study organization development and leadership for years while remaining ill prepared as a leader. Leaders have to withstand bad forms of communications. Being a strong leader means being able to hold one’s vision, goals, and objectives when others (followers and colleagues) may want to give up on the idea. It is essential for leaders to have enough strength to see the future of themselves and the organization when others may be in doubt. Also, it is advantageous for one to have the strength to act from a high level of integrity and character. Many of the world’s greatest leaders have dealt with turmoil and negative statements made by others. However, those leaders due to strong levels of integrity and character provided great contributions to society. One can see that strength is a major component of great leaders. A few questions some may be asking. How does one know if they need to become a stronger leader? How does one become a stronger leader? Linely, Govindji, and West (2007) provide a significant explanation of strength-based leadership. A response to the first question is being honest with oneself while evaluating one’s leadership styles. A leader may not be knowledgeable of the potential negative behaviors they are displaying. Furthermore, those behaviors could be hindering them from becoming a stronger leader. It is essential for leaders to check their motives as well. Being a stronger leader crosses discipline and professions. Business executives, singers, and civil employees should have a focus on becoming a stronger leader. Being a stronger leader in any of these fields may be one of the few determinants of one continued success. Being a leader in an organization or a field is not about gaining significant amounts of fame or financial stability. It is about helping others achieve success as well as achieving the goals of the organization one may represent. 

Tuesday, July 26, 2011

Leadership: Patience or procrastination


To become an effective leader, one should operate in patience and be patient. Patience is something that should not be confused with procrastination. Patience allows leaders to see the good in others. It allows followers to see the vision of the leader. It allows plans to become actuality and a reality. These are some of the few advantageous to patience. The difference between patience and procrastination is that one (patience) is actively waiting for thoughts to become actions and the other (procrastination) is knowingly not engaging in a behavior expecting a result. Knowing the difference between these two can determine the perceive leader effectiveness in the workplace. How can one measure the amount of patience they have? And how much patience should one exert, especially with a follower? The following link is an attempt to measure the level one has of patience: Dudley (2003). Also, there is no current method to determine when and the amount of patience that should be shown towards an employee or coworker within an organization. Furthermore, as a leader, patience can be shown in various setting e.g. family, home, religious organization, nonprofit organizations, social organization, etc. There may be correlation between patience shown in the workplace and in extracurricular activities.

Dudley (2003) found these factors associated with patience: postponement, punctuality, time urgency, flexibility, capacity for tolerance, self-regulation, self-awareness of extreme, comfort with ambiguity, and limits of tolerance. By focusing on these factors that have been tested for validity and reliability, one may understand the integration of leadership and patience. As a leader, plans do not always unfold the way designed. What does a leader do when plans fail? Leaders exhibit a level of patience and wisdom to navigate around obstacles that may have adjusted the plan. Situational leadership theory provides a more systematic method of dealing with multiple variables within an organization, but not every circumstance is going to provide a set up in which a solution can be calculated through a mathematical equation. How does a leader address a follower or customer with a level of patience that is not mistaken as another inferior emotion? Engaging in purposeful patience is not a ticket to allow someone to treat an individual in a disrespectful manner; however, it is skill that allows the leader to work with a person to achieve the overall goal of the organization.

All in all, patience should not be confused with procrastination. Patience is a skill that takes time to develop. By employing specific behaviors associated with patience (Dudley, 2003), one can be perceived as an effective leader. Patience should not be exercised for selfish gain, but for the achievement of the organizational goal.