MGT 380 Week 5 DQ 1&2,
Three team leadership concepts that can be learned from the Wrigley company are team leadership capacity, Tuckman and Jensen’s classic leadership model, and organizational change. Our textbook states that, “Teams can be led by a formal leader or through a particular division of labor across team members. This distribution of leadership responsibilities is called team leadership capacity (Day, Gronn, & Salas, 2004), with capacity referring to the potential for such leadership to fulfill those responsibilities,”(Weiss, 2011, p.179). Bill Wrigley Jr. II and Bill Perez shared responsibilities at Wrigley. According to An Introduction to Leadership, “Perez managed the day-to-day operations and finances, while Wrigley focused on long-term strategy and culture,” (Weiss, 2011, p.179). Both took equal responsibility for the company tasks. The two together were able to accomplish more than they would have been able to separately. In other words, they exhibited synergy (Weiss, 2011).
Using Kotter’s eight-step change theory can improve the process of change in an organization dramatically. In this discussion I have chosen three of the eight steps to explain and provide examples of. The first step I will discuss is Stage 1: Create Urgency. This stage encourages leaders to light a fire under their team. This is a great way to get followers excited about implementing change. Understanding that there is a dire need to change the way the organization is functioning is a great push for employees. A leader of an organization could create urgency by printing out stock comparisons to explain to followers the financial needs of the organization. If the leader of a retail company could show employees that another retail company was excelling far beyond them, they could appeal to the employees that in order to compete in the Market, changes must be made.
The second step I will discuss is Stage 5: Empower Employees for Broad Based Action. This step seems self-explanatory.,……..