Comments for The Impact of Leadership on Group Culture at http://www.workengagement.com , comment 1 to 4 out of 4 comments http://www.workengagement.com Thu, 09 Sep 2010 19:38:36 +0100 FeedCreator 1.7.3 http://www.workengagement.com/home/38-dysfunctional-groups/112-the-impact-of-leadership-on-group-culture#comment-23 Dave Thanks very much for your comment. You know the challenges in changing a culture from your excellent work with CBDHA. Change does come slowly. In my research it's clear that Generation X nurses are more distressed than Boomers and part of the reason is their relationships with leadership. And you're right: you can't wait for time to pass, you have to take the initiative in establishing new ways of being a leader and being a colleague. And I wish you every success in directing your management to this site! All the best, Michael - a guest Sun, 31 Jan 2010 10:01:15 +0100 http://www.workengagement.com/home/38-dysfunctional-groups/112-the-impact-of-leadership-on-group-culture#comment-22 Hi Michael, I think that for some modeling civility and respect may be the biggest challenge, and I believe it may be linked to the underlying culture. When I look at how nursing in my area has evolved over the last few generations, I see a profession steeped in hierarchical traditions, that may have viewed the workers as widgets to be moved about and controlled at will. Orders were given from the top, and were to be obeyed—rationales were scarce. This perception may have been compounded given my area’s (Cape Breton) labour relations history (e.g., coal mining run by foreign companies that did not treat the workers well). I maintain that we are only a few managers’ generations from the nurse managers (Head Nurses, Sisters, etc.) of WWII, who mentored the nurses of the 50’s and early 60’s who mentored many of our current nurse managers. Leadership styles changed along the way and the higher level approaches, such as servant leaderships (http://www.greenleaf.org/ ) where we focus on meeting the needs of those who work for us above our own, enabling an inherent civility and respect towards people, will be a challenge for managers schooled in the more autocratic models. I appreciate the posts in your blog, Michael, and although I cannot get in as much as I’d like, I am going to remind Sr leadership about the site. dave - David King Sun, 31 Jan 2010 09:42:58 +0100 http://www.workengagement.com/home/38-dysfunctional-groups/112-the-impact-of-leadership-on-group-culture#comment-21 Pierre Thanks for your observation on leaders' roles in maintaining focus. The variety of distractions at work and beyond are so prolific and intense, that buffering can be a real value. A focus on mission can take many forms while promoting a productive fulfilling worklife. Michael - a guest Thu, 28 Jan 2010 09:33:31 +0100 http://www.workengagement.com/home/38-dysfunctional-groups/112-the-impact-of-leadership-on-group-culture#comment-20 Great insights Michael, and nicely put. Knowing I have been entrenched into the productivity topic, and how leaders contribute to the produtivity of their or not, I would like to add a more tactical aspect to this, and say that leaders need to be aware of the impact that interruptions has on their team's accomplishments, and help manage these interruptions instead of creating them. I have also recently written about this at: http://tinyurl.com/ya5p44g - a guest Wed, 27 Jan 2010 17:54:40 +0100