The article “What Are Your Values” from MindTools shows how personal values are key to being a good leader and making strong decisions. It explains that knowing and following your values can guide you during tough times and help you build better relationships. This idea connects well with how successful leaders in different areas work.

Oprah Winfrey is an example of a leader who values being real and honest. She focuses on connecting with people in a genuine way, whether through her interviews or her charity work. By staying true to her beliefs, she builds trust and inspires others. This reflects the article’s idea that living by your values helps guide your actions and decisions.Elon Musk also shows how values shape leadership. He strongly believes in pushing boundaries and improving the future, which drives his work at Tesla and SpaceX. His focus on innovation and sustainability shows how values can lead to bold achievements. Musk’s determination aligns with the article’s message that values can help leaders handle challenges and reach big goals.In healthcare, Dr. Atul Gawande uses compassion and responsibility to guide his work. As a doctor and writer, he works to improve patient care and make the healthcare system better. His dedication to helping others shows how values can be a strong foundation for solving problems and making a positive impact.

These examples show that leaders in many areas succeed by sticking to their values. The article makes it clear that knowing your values and living by them is important for guiding decisions, building trust, and inspiring others.

MindTools. https://www.mindtools.com/a5eygum/what-are-your-values

The Forbes article, The World’s Most Reputable CEOs 2019, discusses the most admired CEOs globally, according to surveys on leadership and reputation. Leaders like Satya Nadella (Microsoft), Johan Thijs (KBC), and Warren Buffett (Berkshire Hathaway) top the list, known for their ethical leadership, innovation, and positive impact on company culture. Their reputations are built on trust, responsibility, and consistent performance. This connects to leadership as it highlights how being a reputable leader involves not just financial success but also integrity, fairness, and building strong relationships with employees and society. The list demonstrates that leaders who focus on ethical practices and creating value for all stakeholders gain long-lasting respect and loyalty, both inside and outside their organizations. The article emphasizes the idea that leadership is about more than just achieving financial goals. These top CEOs are admired because they prioritize the well-being of their employees, deliver value to their customers, and make positive contributions to their communities. Their leadership styles reflect a blend of strategic thinking, moral responsibility, and a focus on sustainable success, which makes them highly respected figures in the business world. To connect this to leadership more broadly, being reputable as a leader means demonstrating consistent actions that align with ethical standards. It’s about building trust by making fair and transparent decisions, and being accountable not only to shareholders but also to employees and the broader public. Leadership that goes beyond personal or company gain to consider the wider impact of decisions helps cultivate a positive reputation that leads to long-term success and influence. The list of reputable CEOs from this article highlights how leadership in today’s world must be multifaceted, balancing business acumen with a commitment to corporate social responsibility. A leader’s reputation has become increasingly tied to how well they manage both the human side of business and the bottom line. Leaders who are seen as ethical, compassionate, and forward-thinking are those who stand out as role models for others to follow.

https://www.forbes.com/sites/vickyvalet/2019/05/21/the-worlds-most-reputable-ceos-2019/#679d09aa4e7a

The Glassdoor Top 10 U.S. CEOs 2019 article highlights the leaders of major companies who earned the highest ratings from their employees. This ranking focuses on CEOs known for qualities like transparency, engagement, and the ability to inspire their teams. Leaders such as VMware’s Pat Gelsinger, who topped the list, and Charles Butt of H-E-B are praised for fostering strong, employee-friendly cultures. Their high approval ratings come from their commitment to open communication, innovation, and building environments where employees feel valued and motivated. These CEOs exhibit traits that reflect the essence of effective leadership, particularly in the modern workplace. For example, Pat Gelsinger’s success is often attributed to his ability to listen to employee feedback and drive a culture of innovation at VMware, while Charles Butt’s leadership at H-E-B is marked by his focus on creating a customer-first and employee-friendly culture. Both leaders emphasize the importance of inclusivity and personal integrity, creating spaces where employees feel heard and empowered. Additionally, the list includes CEOs like Lynsi Snyder of In-N-Out Burger and Jeff Weiner of LinkedIn, both of whom have been recognized for their ability to build cohesive, mission-driven teams. These leaders prioritize work-life balance and maintain a personal connection with their employees, which fosters loyalty and commitment. Their success shows that good leadership is not just about driving profits but also about investing in people and ensuring their well-being and growth within the company. Why this article might be a favorite in terms of leadership is because it emphasizes the core values that make great leaders stand out, integrity, transparency, empathy, and the ability to inspire and engage people. It sheds light on the human side of leadership, showing that leaders who prioritize their employees and workplace culture are those who achieve long-term success, both for their companies and for their teams. These CEOs are seen as approachable and relatable, and their leadership styles reflect a deep understanding of how to cultivate positive, high-performing work environments. In essence, the Glassdoor Top 10 U.S. CEOs list provides a strong example of how modern leadership is evolving. Rather than being solely focused on profits or output, the best leaders today are those who focus on the growth and satisfaction of their employees. These leaders are role models for others, showing that success is deeply tied to the health and happiness of the people who make up the organization. This makes the article particularly valuable for those who admire leadership that is rooted in human connection and the development of a supportive workplace. It reinforces the idea that great leaders don’t just manage; they inspire and uplift their teams to achieve more together.

https://www.cnbc.com/2019/06/19/glassdoor-top-10-us-ceos-2019.html

The article explains four ethical frameworks for making decisions. First is consequences (utilitarianism), where you choose actions that bring the most good to the most people, even if some might suffer. It’s about maximizing overall happiness. Second is rights and responsibilities, which emphasizes respecting people’s basic rights, like freedom and safety. This approach ensures that no one’s rights are violated, even if it helps others. The third framework, autonomy, focuses on letting people make informed choices for themselves, ensuring they have all the facts and are free from pressure. For instance, in medical ethics, this means allowing patients to decide on their own treatment options after being informed of the risks and benefits. The fourth framework is virtue ethics, which emphasizes personal character and asks, “What kind of person should I be?” Rather than focusing on rules or outcomes, this approach encourages us to develop moral virtues like honesty, kindness, and courage. Actions are ethical if they reflect good character and contribute to personal growth. What makes this article stand out is how it shows that there isn’t a single “right” way to approach ethical dilemmas. Instead, these frameworks are tools that help you see different perspectives. They don’t always lead to the same conclusion; sometimes one framework might suggest an action that conflicts with another. For example, an action might lead to good consequences (like helping many people), but it might violate someone’s rights (like forcing them to do something they don’t want to do).

Sources: https://www.sciencelearn.org.nz/resources/2146-frameworks-for-ethical-analysis

The article “Thinking Ethically” outlines five key approaches to ethical decision-making: utilitarianism, rights, justice, common good, and virtue ethics. Each framework offers different perspectives on how to analyze moral dilemmas. A notable insight is that ethical actions should balance benefits and harm, respect individuals’ rights, promote fairness, enhance the common good, and foster moral virtues. As the article highlights, “the method is merely meant to help identify most of the important ethical considerations,” emphasizing that personal deliberation is still necessary for resolving moral issues. This article stood out because it breaks down complex ethical theories into practical, easy-to-understand steps for real-life decision-making. Instead of presenting ethics as abstract, the article connects them to everyday choices, showing that multiple frameworks, like focusing on the greatest good (utilitarianism) or treating people fairly (justice), can guide us differently. It made me realize that ethical thinking isn’t just about following one rule, but about considering various angles. The importance of virtue ethics, building character through habits.

Source: https://www.scu.edu/ethics/ethics-resources/ethical-decision-making/thinking-ethically/

In Personal Values and Performance in Teams: An Individual and Team-Level Analysis, David J. Glew demonstrates how personal values can have some sort of effect on  both individual and team performance. In order to have successful teamwork, David says the importance of how teams must have a strong alignment of personal values with organizational goals. He believes this aligns to enhanced cooperation, commitment, and performance. I would say I have to agree. This reminds me of one of my summer jobs this past summer where I was at a workplace where not all of our goals aligned and we were all different in our own way. This led to some confusion and frustration in the workplace because we felt like we were all distant from each other because our end goals don’t necessarily align with one another. Glew’s research revealed that personal values did not significantly predict peer-evaluated performance, despite the expectation of a positive impact. In contrast, an individual’s prior performance proved to be a stronger indicator of their future team-based performance. However, at the team level, the value of equality had a positive influence on overall performance for undergraduate teams, while the results were less clear for MBA teams.

https://moodle-courses2425.wolfware.ncsu.edu/mod/resource/view.php?id=468573

In “40 Years of Storming: A Historical Review of Tuckman’s Model of Small Group Development,” Denise A. Bonebright shows how important and vital the use of Tuckman’s Influential Model really is in the workforce and in everyday life. The most important stage of this model is the “storming stage”, according to Denise A. Bonebright. This stage is the stage that helps groups clarify goals and rules and is necessary in order for a successful team of any sort. This essay reminds me of any baseball team that I have been on since I’ve been here at NC State. Normally, at the beginning of the year, we start in the ‘forming stage’. At first, none of us are really sure where we are going to play and how we are going to fit in to be a part of the team which hints at the ‘forming stage”. The ‘storming stage” usually occurs within the first few weeks of the season where some people are mad that they aren’t playing in a certain position or where they want to be. This can cause disagreements of course, but at the end of the day it sharpens out the cream of the crop so that everything will fall into place when needed. After all of that talk is dimmed down a bit and everyone knows their role, the “norming stage” occurs and everything falls into place. This is what is predicted from Tuckman’s Influential Model at the end of the day but this is just an example of how this model is used and put into real life situations.

https://moodle-courses2425.wolfware.ncsu.edu/pluginfile.php/654178/mod_resource/content/2/40%20Years%20of%20Storming%20Tuckman.pdf

For the second article, I chose, “How to Live With Purpose, Identify Your Values and Improve Your Leadership”. This was written by Anne Loehr. When I read the quote of her saying, “It’s vitally important to me to try new things, make mistakes, be creative and have a sense of personal and professional adventure every day.” I think that this is so important in life because it’s hard to go forward without going backwards. I say this because I can relate this quote back to myself rehabbing from Tommy John surgery right now. There are some days where I try new things in terms of strengthening so that I can keep going ahead. Contrast, there are also some days where there’s pain that’s very noticeable, but I just need to fight through it. There are some days, where I am not where I want to be, but those types of days are the days where I feel like I have learned the most about myself and my body in terms of what I need to do to get to where the next level or the next stage is. I believe that Anne speaks with passion, and it was very interesting to read this article of living with a purpose and improving your leadership. She emphasizes that it is important to know your own personal values so that you can use those values to find your purpose. Anne did a very nice job on this article and it inspired me to get my work done today!

Loehr, Anne. “How to Live with Purpose, Identify Your Values and Improve Your Leadership.” HuffPost, HuffPost, 7 Dec. 2017, www.huffpost.com/entry/how-to-live-with-purpose_b_5187572.

During Module 1, there were three different articles that were provided for us to read. The first source that stuck out to me was, “Top 10 Qualities That Make A Great Leader”. When reading this source, it’s hard not to think of my baseball coach, Elliott Avent. I believe that I could think of at least one time that he showed all 10 of these qualities. These qualities being honesty, delegate, communication, confidence, commitment, positive attitude, creativity, intuition, inspire, and approach. I would talk about each one, but for the sake of the post I will just talk about an example of him inspiring. “Acknowledge the work that everyone has dedicated and commend the team on each of their efforts. It is your job to keep spirits up, and that begins with an appreciation for the hard work.” This exact quote from Forbes brought me back from the time when we, as a baseball team, got sent back home from the College World Series back in 2021 because of Covid-19 and had our dreams crushed away in the blink of an eye. Everyone was furious and during these hard and tough times for everyone, Coach Avent was able to inspire through it all. We got back to our home field on a bus with thousands there to join us in welcoming back. Everyone was crushed walking off the bus until Coach Avent grabbed a microphone and talked to everyone and us about how we should have our heads up. He began to also talk about all of the hard work everyone put in and it was very inspirational. This quote reminds me of this specific time in my life.

Myers, T. (2018). Forbes – Top 10 qualities that make a great leader. https://www.linkedin.com/pulse/forbes-top-10-qualities-make-great-leader-tedson-myers-cpa-mba/

Testing, Testing