..above all - its situation." (Ibid)
II. Leadership Strategy for Transition or Change
Watkins proposes 'Five Fundamental Propositions' in his work and the first is which that the "root causes of transition failure always lie in a pernicious interaction between the situation, with its opportunities and pitfalls, and the individuals with his or her strengths and vulnerabilities." Or otherwise stated no superheroes exist and the leadership is not a complete failure but the combination of the two determine the direction of the organization. The second proposition is that "there are systematic methods that leaders can employ to both lessen the likelihood of failure and reach the breakeven point faster." (2003) There are however proven and reliable methods that leaders must use to ensure success or at least minimize possibilities leading to failure. Third Watkins proposes that "overriding goal in a transition is to build momentum by creating virtuous cycles that build credibility and by avoiding getting caught in vicious cycles that damage credibility. This is easily comprehended as it is only reasonable. The "Fourth Proposition" is one which states that: "transitions are a crucible for leadership development and should be managed according "(2003) Realization of the weight held by the outcome in the situation is important for the leader. The Fifth and final proposition of Watkins is that "adoption of a standard framework for accelerating transitions can yield only big returns for organizations."
Summary & Conclusion
The fifth and final proposition relates ultimately the reasoning that for any team who having played together before and won a cohesion develops and good plays are developed for specific points in the 'game-plan', if you will,...
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