Teague Simulation Assignment 3

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Assignment 3: City Council Reflection

byCourtney L. Teague

EDD-9100S-OL4

Educational Leadership Simulation

Nova Southeastern University

April 29, 2013



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have at all times, but that is who I am. My teammates all had various leadership styles, which

created a balance for us. We could be compared to a mixed choir with an encore performance.

Only the choir knows about the amount of practice they sacrificed. The choir knows how

important it is to agree to disagree which result in the encore performance.

I understand that an attainable vision begins with the development of a plan. Visioning

isn’t seen as everything, but it is the beginning of everything (McAllister-Wilson, 2004 as cited

in Kouzes & Posner, 2002). The course made me realize that a vision can be a simple slogan or

word. My vision during this course changed. It became simple and not complex as I thought it

should have been in the beginning. My vision: “Doing what is right for others while no one is

watching.” One needs the ability to see beyond the problems for gaining support. A vision

cannot be executed in isolation. One has to have a team that can execute and carry out the plan.

Goal Compromise

Everyone has different strengths, weaknesses, and experiences. However, we must

compromise and not become some engulfed in our personal agendas. As a servant leader, I must

share my vision. Vinod and Sudhakar (2011), stated that servant leaders break down their vision

into small attainable goals that accr ue to the “big picture” while maintaining progress of the

organization and the people. Once everyone understands that our agendas are important but we

are all here for a purpose. Self-fulfillment should never overshadow organizational goals. The act

of compromising is not demonstrating weakness; it is demonstrating flexibility.

Obstacles and barriers strategy

Change is inevitable and it was constant in the Economic Sector. After each period we

were responsible for taking on a new role. Garber (2013) stated that change should be looked at

differently and it is a leaders responsibility to assist others to become comfortable for the



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unexpected changes. Change is not always welcomed, however it is not the enemy. My strategy

was to inform my team members that unforeseen obstacles and barriers can bring unexpected

benefits that can help us change our environment in the future.

Conflict methods

When faced with conflict, I would appraise the conflict to determine the approach.

Bechtoldt, Beersma, Rohrmann, & Sanchez-Burks (2013), conducted a study that indicated that

individuals’ attributions about conflict influences their behavior. If the conflict and disruption

involves individuals, I must understand their personality. Listening is one of the most effective

methods for handling conflict. As a leader within my organization I have to demonstrate that I

am open minded and fair. I have to proactively listen to both sides of the story to understand

each party’s rationale for their reasoning. While listening to both parties an answer to another

issue may be answered. Task delegation is also important to handling conflict within my school.

I would also use the task conflict as a team performance tool. If the individuals are open minded

and have a vast array of experiences, opinions, and are emotionally stable they can benefit from

the conflict. Bradley, Brown, Klotz, & Postlethwaite (2013), conducted a study that revealed that

task conflict had a negative impact on performance in teams with low levels of emotional

stability or openness; in contrast, had a positive impact on performance in teams with high

levels of openness or emotional stability. Knowing and understanding individuals will help

improve team performance.



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Ethical Issue Management

Many people have made decisions that they later regretted. It is important that ethical

expectations are addressed before any ethical issues may arise. Ethical behavior and reputation

are complimenting characteristics. Unethical behavior can take only moments to destroy a

reputation that has taken years to build. Leadership has an ethical dimension that should not be

taken lightly (Kouzes & Posner, 2002). Ethics of sustainability should be part of ethical issue

management. Biedenweg, Monroe, and Oxarat (2013) suggests that a strong foundation for

understanding the moral basis for strategic and technical decisions is essential and heavily

influences ethical behavior management

Leadership characteristics

I have the desire to serve others. “Leadership is learning by doing, adapting, to actual

situations. Leaders are constantly learning from their errors and failures” Claude Meyer (as cited

in Kouzes & Posner, 2002). Although I identify myself as a servant leader, I am a

transformational and democratic leader. I rely heavily on communication between others and

myself. It is important to communicate to monitor progress of meeting goals of the organization.

I know that the most essential events in the organization are not reported on CNN but it is

provided by the input of the individuals that influence the environment. I consider myself as a

change agent. As a change agent, I must be a lifelong learner. I am often called inquisitive

because I like to ask questions and examine relationships. Being inquisitive is an important

leadership trait. Banutu-Gomez (2013) stated an effective leader must be inquisitive because our

global society is ever changing. Leadership is ever evolving.



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References

Banutu-Gomez, M. (2013). The pivotal importance of leadership, knowledge sharing,

and organization culture. The Journal of American Academy of Business, Cambridge,18(2). 238-244

Bechtoldt, M. N., Beersma, B., Rohrmann, S., & Sanchez-Burks, J. (2013). A gift that takes its

toll: Emotion recognition and conflict appraisal. European Journal of Work and

Organizational Psychology, 22(1), 56.

Biedenweg, K., Monroe, M.C. & Oxarart, A. (2013). The importance of teaching ethics of

Sustainability. International Journal of Sustainability in Higher Education. 14(1), 6-14

Boone, L & Makhani, S. (2012). Five necessary attitudes of a servant leader. Review of Business. 33(1), 83

Bradley, B. H., Klotz, A. C., Postlethwaite, B. E., & Brown, K. G. (2013). Ready to rumble:How team personality composition and task conflict interact to improve performance.

Journal of Applied Psychology, 98(2)

Kouzes, J. & Posner, B. (2002). Leadership the challenge. (3rd

edition) San Francisco, CA:

Jossey-Bass

McAllister-Wilson D. (2004). Reflections on inspire a shared vision. In Kouzes, J. & Posner, B.

(Eds.).Christian Reflections on the leadership challenges. (pp.55-88). San Francisco, CA:

Jossey Bass

Vinod, S. & Sudhakar, B. (2011). Servant leadership: A unique art of leadership!. Interdisciplinary Journal of Contemporary Research in Business. 2(11), 456-467

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