Ch 1 Leadership and Management Flashcards
_____ are people who do the right things, _____ are people who do things right
leaders
Managers
sets of opposites that cannot function well independently
polarity
task & out come focused “deadline driven”
Manager
vision & mission focused “positive difference”
Leaders
concern for work vs. concern for people
Process vs Product
ability to manage ourselves and relationships; self awareness/management,social awareness/skill
emotional intelligence
Potential to influence:legitimate,coercive,reward,expert,referent; positional power, legitimizes the right to make decisions for others
Power and Authority
self-aware, self-regulating, self-motivating
Personal Competence
awareness, skill
social competence
have not experienced a similar event but feels for individual
sympathy
you have experienced something similar (important for a.t.) can help
empathy
inherent dislike of work: must be coerced, controlled, directed, or threatened
Theory X
(not opposite) work or effort is natural, self-control for goals they are committed to->commitment linked to rewards-> right conditions->seek responsibility->intellectual ability only partially utilized
Theory Y
1-Respect rights/welfare/dignity of all 2-Members shall comply w/ laws & regulations governing the practice of athletic training 3-Members shall maintain & promote high standards 4-members shall not engage in conduct that could be a conflict of interest or reflects negatively
LAWS OF ETHICS
Situational Leadership
1-Flexibility: directing,coaching,supportive,delegation
2-Diagnosis
3-leadership style matches development level
Models the way
leads by example
plans small victories
inspires a shared vision
future focused
recruits the support of others
challenges the process
constantly seeking new opportunities for growth & development
challenges the status quo/risks
Enables others to act
collaboration
Encourages effort & results
recognition & reward
5 dysfunctions of a team
in attention to results-status/ego advoidance of accountability-low standards lack of commitment-ambiguity fear of conflict-artificial harmony absence of trust-invulnerability
Leader as a change agent
1-resistance: current & counter current
2-bridges transition model: 1losing/letting go,2neutral zone,3new begining
3-pitfalls:how’s before why,change1/2,taking time wastes time
Q’s undergoing CX
1-do they understand?
2-is reaction (+) or (-)
3-does sufficient trust/support exist
