TABLE OF CONTENT

Table of Content …………………………………………………………………………….. 1

1.0 Select Video ……………………………………………………………………………... 2

2.0 Content Summary …………………………………………………………………………2

3.0 Critical Summary …………………………………………………………………………4

3.1.0 Evaluation of Primary Leadership Theories in the Video ……………………………...4

3.2.0 Challenges of Traditional Leadership Development …………………………………..6

3.3.0 Challenging My Understanding of Leadership ………………………………………..6

4.0 Conclusion ………………………………………………………………………………7

Reference ……………………………………………………………………………………8

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1.0 SELECT VIDEO

I chose the TED Talk What It Takes to Be a Great Leader by Roselinde Torres in 2013 for this

assignment. The video provides an astute observation of the dynamics of leadership in modern

society, pointing out characteristics that set great leaders apart from subpar ones who are

incapable of adapting. As a seasoned leadership consultant and researcher of over 25 years,

Torres challenges traditional leadership frameworks and prescribes the key behaviors and

mindsets needed for leaders to thrive in today's fast-paced business world.

This video is closely related to my course work, as it addresses key subject areas like strategic

leadership, transformational leadership, and organizational behavior. Torres (2013) takes a

research-based stance in approaching leadership, demonstrating how vision, adaptability, and

networking are key elements of leadership success. By observing real companies and individuals

who have successfully transitioned through change, she outlines a process for leaders to navigate

uncertainty and drive innovation.

2.0 CONTENT SUMMARY

In the TED Talk What It Takes to Be a Great Leader, Roselinde Torres (2013) explains the

behavior and characteristics that make up great leadership in the modern business environment.

Drawing from several decades of leadership consulting experience, she debunks traditional

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leadership development programs and highlights the need to be able to adapt, to have vision, and

to be inclusive as key aspects of leadership.

Torres (2013) argues that leadership development programs fail to succeed in most cases due to

their dependence on outdated models that fail to keep pace with the rapidly changing world

business landscape. Instead of following conventional leadership development pathways,

exceptional leaders must ask the correct questions, solicit contributions from diverse sources, and

foster a forward-thinking approach. According to Torres, one of the characteristics of great

leaders is that they anticipate change and do not wait until they respond to it.

The lecture's main lesson is that effective leaders are not afraid to take an active role in building

open, multifaceted networks that expose them to fresh opportunities and challenges. This is also

consistent with Transformational Leadership Theory, where the stimulation and inspiration of

teams through vision, innovation, and continuous learning is considered to be essential (Bass,

1990). Torres presents real-life examples of successful leaders who become successful by

dismantling traditional corporate hierarchies and celebrating diversity, collaboration, and

strategic risk-taking.

According to Torres (2013), the most outstanding leaders are individuals who embrace differing

perspectives and prepare for transformation rather than react to it.

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3.0 CRITICAL ANALYSIS

TED Talk What It Takes to Be a Great Leader by Roselinde Torres (2013) is a severe critique of

traditional leadership development programs and offers a new, research-based model of

leadership. Torres utilizes her extensive experience working with leadership research and

consulting to determine the ways in which great leaders construct the future by being receptive to

diversity, anticipating change, and letting go of old habits. Her arguments challenge classical

leadership theories and advocate for a more visionary, adaptive approach to leadership.

3.1.0 Evaluation of Primary Leadership Theories in the Video

Torres' arguments are aligned with some of the classical leadership theories, including

Transformational Leadership Theory, Situational Leadership Model, and Strategic Leadership

Theory.

1. Transformational Leadership Theory

Transformational leaders challenge, inspire, and motivate their subordinates to perform more

(Bass, 1990). Torres (2013) supports the above by quoting that great leaders are visionary and

proactive and not reactive. Torres asserts that transformational leaders are not observers of

industry trends but future-oriented people who project and anticipate challenges and modify their

strategies accordingly. This is grounded in the core philosophy of transformational leadership

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that calls for leaders to create a charismatic vision and inspire organizational change through

innovation.

2. Situational Leadership Model

Her message is also in line with Hersey and Blanchard's (1969) Situational Leadership Model,

under which leaders must adjust their leadership style to fit the situation and the requirement of

their followers. Torres (2013) resists rigid one-size-fits-all leadership development programs,

stating that the best leaders adapt to deal with differing challenges. This is in line with the

situational leadership model's emphasis on flexibility and adaptability in leadership.

3. Business Flexibility and Strategic Leadership

Torres (2013) further references strategic leadership, a field that emphasizes long-range thinking,

innovation, and strategic decision-making (Ireland & Hitt, 2005). Torres is convinced that

courageous leaders with the ability to dispense with old approaches will be better able to succeed

in the modern business environment, where change is taking place at lightning speed. Her

emphasis on proactive decision-making and diverse networking supports the policy that leaders

should focus on building long-range, sustainable strategy rather than being on daily autopilot.

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3.2.0 Challenges to Traditional Leadership Development

One of the most perceptive aspects of the video is Torres' criticism of traditional leadership

development courses. She is convinced that the majority of companies are rooted in formal

leadership education that generally does not provide leaders with the necessary skills to deal with

reality.

Personal Reflection

Roselinde Torres' (2013) TED Talk What It Takes to Be a Great Leader has provided me with

some valuable information on modern leadership practice and contradicted some of my previous

assumptions about leadership development. As a manager at Herman Miller, I especially enjoyed

her emphasis on adaptability, networking across difference, and future-focused leadership

because it related to my work. Her view of expecting change instead of responding to it struck a

chord with me since my line of business is ever-changing because of technological innovations,

evolving workplace realities, and sustainability.

3.3.0 Challenging My Understanding of Leadership

Before watching this video, my knowledge of leadership came from classical models of

leadership that emphasize formal training programs, experience-based promotions, and top-down

decision-making. Torres (2013), however, challenges these presumptions by asserting that

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effective leaders do not follow a predetermined path but instead seek out diverse perspectives

and actively shape the future. This perspective aligns with Transformational Leadership Theory,

which focuses on vision, inspiration, and adaptability (Bass, 1990).

4.0 CONCLUSION

Roselinde Torres' TED Talk has been a life-changing view of leadership, calling leaders to be

change anticipators, network accelerators, and distributors of old approaches. Her observations

have had a profound impact on my view of successful leadership, making me more conscious of

being strategic in forecasting and versatile in my own position. By incorporating these values

into my leadership style at Herman Miller, I am able to help create a more innovative, nimble,

and forward-looking business culture.

Torres' (2013) message is clear: leaders of tomorrow are those who challenge norms of today.

This consideration has strengthened my aspiration to be a visionary, proactive leader who

continuously seeks growth and innovation.

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REFERENCE

Bass, B. M. (1990). From transactional to transformational leadership: Learning to share the

vision. Organizational Dynamics, 18(3), 19-31.

Day, D. V. (2000). Leadership development: A review in context. The Leadership Quarterly,

11(4), 581-613.

Hersey, P., & Blanchard, K. H. (1969). Life cycle theory of leadership. Training & Development

Journal, 23(5), 26-34.

Ireland, R. D., & Hitt, M. A. (2005). Achieving and maintaining strategic competitiveness in the

21st century: The role of strategic leadership. Academy of Management Executive, 19(4), 63-77.

Torres, R. (2013, November). What it takes to be a great leader [Video]. TED Conferences.

https://www.ted.com/talks/roselinde_torres_what_it_takes_to_be_a_great_leader