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托福写作材料:敏捷的领导者要有适应性

2016-07-25 12:43:52来源：网络

　　Do you habitually insist on going "by the book"? Is this necessary for every issue? Might you enhance your team’s productivity if you paid more attention to the effect that this might have on the people involved? What would happen if you applied standard procedures more flexibly?

　　Consider that when we push the envelope, and when we intentionally put ourselves in situations that are outside our comfort zone, we grow. Are you trading on old knowledge? Do you need to update your skills? Are you relying too much on your title as the sign of authority? In today’s working environment, surrounded by highly intelligent and specialized knowledge workers, this no longer works. We need to adapt by continually evolving and reinventing ourselves. In "Rethinking the Future", Warren Bennis talks about the importance for leaders to recompose their leadership style and to continue to adapt: "It’s like snakes. What do snakes do? They molt, they shed their outside skins. But it’s not just that. It’s a matter of continuing to grow and transform, and it means that executives have to have extraordinary adaptability." This applies to every level in the organization: change or perish.

　　When we are in a position for a length of time, we may tend to become accustomed to the status quo and fail to challenge the process in order to continue to grow and improve. If you left tomorrow, what would your successor do to improve things? Consider making these changes yourself.

　　In today's environment of complex challenges and rapid change, the ability to solve problems becomes even more crucial. The Kirton Adaption-Innovation Inventory (KAI) measures the way people solve problems and make decisions. Adapters prefer a more adaptable, methodical and organized approach to problem-solving, and are more likely to seek a solution to a problem by working within current framework rather than developing a completely new one. Innovators, on the other hand, prefer a less orderly, more unconventional and ingenious approach to problem-solving and are likely to seek solutions by thinking outside the box. One looks to do things better, the other looks to do things differently. Consider that a team that is composed of extreme adapters or extreme innovators is less successful than a team that is balanced. If you want to know where your team is in this dimension, check out the KAI.

　　If you want a test to assess your level of adaptability, consider the StrengthsFinder or Emotional Competence Inventory (ECI). The latter tests adaptability on four scales:

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