tag:blogger.com,1999:blog-5049700622778824559.post9142456360293815963..comments2023-10-25T12:57:56.816+02:00Comments on Diary of Dr. Logic: Resolution Read Week 3Sara L. Uckelmanhttp://www.blogger.com/profile/14716054827293611237noreply@blogger.comBlogger5125tag:blogger.com,1999:blog-5049700622778824559.post-77768741287239547462020-02-06T17:06:56.771+01:002020-02-06T17:06:56.771+01:00Mostly personal experience: The leaders that have ...Mostly personal experience: The leaders that have been able to engender respect are ones who are willing to admit when they are wrong, are able to listen without prejudice to the other side, and can change their mind when necessary.Sara L. Uckelmanhttps://www.blogger.com/profile/14716054827293611237noreply@blogger.comtag:blogger.com,1999:blog-5049700622778824559.post-46411009491266388162020-02-04T21:38:44.769+01:002020-02-04T21:38:44.769+01:00Thank you Sara :)! My research and experience has...Thank you Sara :)! My research and experience has shown me the same thing. In my research, I found some strong, convincing counterarguments claiming there is no room for friendships in supervisory roles- and if leaders open themselves up to vulnerability, then respect and feedback are compromised. However, my research and personal experience challenges those claims. There are few leaders who actively seek, gratefully receive, and readily apply feedback from those they lead but I have found that the very best leaders are the one's who do just that; as you stated- "the only strong leader is the one who is willing to listen to the people whom he leads..." What has helped you to gain that perspective?<br />Thank you for your response and insight Sara :).<br />Sincerely,<br />LeGrandLeGrandhttps://www.blogger.com/profile/04605965548266113162noreply@blogger.comtag:blogger.com,1999:blog-5049700622778824559.post-62481640539351435582020-02-04T09:43:37.597+01:002020-02-04T09:43:37.597+01:00Congratulations on defending your thesis. I'm...Congratulations on defending your thesis. I'm of the opinion that the only strong leader is the one who is willing to listen to the people whom he leads and take their concerns seriously. Sara L. Uckelmanhttps://www.blogger.com/profile/14716054827293611237noreply@blogger.comtag:blogger.com,1999:blog-5049700622778824559.post-39211275424927650712020-02-03T18:33:40.792+01:002020-02-03T18:33:40.792+01:00Hello, I recently completed and successfully defen...Hello, I recently completed and successfully defended my doctoral dissertation. It was a qualitative phenomenological study on subordinate to leader feedback. Twelve leaders from sundry age groups, geographic locations, and experience base were interviewed to achieve environmental triangulation. Many studies have been done looking at feedback from leader to subordinate, from trainer to teacher- or in other words- from the top down. Little has been explored looking at feedback going the other direction- from subordinate to leader, from teacher to administrator, or in other words- from the bottom up. One finding of my study is that vulnerability is a desirable attribute in leadership. I'm interested to know your thoughts on this topic. In your experience, does leaders opening themselves up to vulnerability by seeking and receiving feedback from subordinates strengthen or weaken workplace relationships and job performance? LeGrandhttps://www.blogger.com/profile/04605965548266113162noreply@blogger.comtag:blogger.com,1999:blog-5049700622778824559.post-37716991507775629482020-01-31T20:52:07.651+01:002020-01-31T20:52:07.651+01:00I agree with the estimation of academics being con...I agree with the estimation of academics being constantly evaluated. Evaluation comes in the forms of surveys, questionnaires, observations, feedback, and a myriad of other methods. Why are academics so closely scrutinized when those in other industries are not? This is a compelling question, because surely continuous improvement and progress is desired in every discipline; but it seems to be more constantly, deliberately sought for in the world of academia- perhaps because all other disciplines grow out of education. Without constant improvement in education, there could not be success in any other discipline.<br /> <br />I recently successfully defended my dissertation, which was four and a half years in the making in pursuit of a doctorate degree in instructional leadership. The study was a qualitative phenomenological exploration of leaders' lived experiences with seeking and receiving feedback from subordinates. When thinking of feedback, most think of it going from the top-down; most leaders do not generally seek, willing receive, and apply feedback from those they are commissioned to lead. <br /><br />Researched revealed much had been studied and written about feedback from leader to subordinate, from trainer to teacher, or in other words- from the top-down; and little has been explored looking at feedback going the other direction- from subordinate to leader, from teacher to administrator, or in other words- from the bottom-up. <br /><br />The findings of the study were intriguing. Most leaders claim to view openness and vulnerability as desirable qualities to have in leadership. The study found most leaders desire to be and to have vulnerable, open, listening leaders. Counterarguments found say relationships are detrimental to progress fostering feedback but personal experience and research challenge these claims and show close relationships are essential to seeking, giving, and receiving feedback effectively.<br /><br />In leadership roles you have had, what has been your experience with seeking and receiving feedback from those you lead?<br /><br />Interested to hear your perspectives on this.<br /><br />Sincerely,<br />LeGrand LeGrandhttps://www.blogger.com/profile/04605965548266113162noreply@blogger.com