Social Innovation - Report Example

Intoduction

Systems leadership is a set of skills that individuals in an organization use to speed up the systems-level change (“Leading,” 2014). It is associated with how people work and think of the different levels in an organization. It is an agent of social change since it is dependent on how the leaders of the organization are going to lead it in the organization in the different levels in which they are designated to oversee. On the other hand, heropreneureship is the founder of an organization that is considered a hero because of his skills in the organization. It was able to succeed in the different activities that the organization is involved in. below is a discussion of comparing the systems leadership, heropreneurship, and social innovation in an organization.

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For a system, leadership involves a leader being involved in the learning journey of the organization. This means that the leader gets involved in the organization throughout the challenges that the organization faces. In most instances or cases, the leaders of the organizations are usually the ones that came up with the organization and started with it from scratch before it became successful. Thus before an organization becomes that successful, there are steps, and that have to be undertaken. For example, there are times that the organization had deficits and fewer incomes and these leaders were present; thus, they learned how to manage such cases whenever they arise again in the future of the organization.

Different Perspectives

The leaders also have had interactions with people in the organization, and this has helped change the different perspectives that they had concerning the activities that the organization carries around (Senge et al. 2015). This helps create a shared understanding of how things should be done in an organization. Therefore the learning process in an organization, especially for the leaders and the different groups in an organization. Commitment to systems leadership has advantages that are enjoyed, mostly when work is done collaboratively. It leads to the transformation of the organization positively. However, in some instances, the system's leadership may not always be associated with success. Still, failure may sometimes come in, but because of the leadership of the system, they can get back to the drawing board and come up with strategic plans of how to reduce the failures. Such leaders in an organization are now considered changemakers an organization because they can involve themselves in the problem-solving processes through the system's leadership. Thus, they make a change in how the organization's activities are carried around and are committed to ensuring that chances of failure in the organization are minimal.

These leaders are not inly involved in the learning process of the organization but also take up on their leadership roles, for example, re-directing strategy. This is mostly applicable when the leaders find out that the process is not directing the organization in the right direction. They re-direct this strategy to the one that will make the organization succeed in doing its activities. Doing so makes them think about their thinking as an organization. The learders can view different perspectives of the organization from the perspective of others and not only themselves.

Heropreneurship

Heropreneurship is also focused on creating a good working environment in an organization. Through this heropreneurship aspect, all people in the organization are considered entrepreneurs. It is because they all have the aim of making profits and the organization having much better progress. When everyone in the organization has this mindset that they are entrepreneurs, they will have to collaborate because they all have the same goals of creating a better environment in the organization (Papi-Thornton, 2016). They will have some collective power and also gain the ability to do things without a person having to be in command to oversee how they conduct their duties. They will gain self-drive since all of them want the organization to succeed. This will help fuel social change in the organization since everyone is focused on doing their designated duties in the organization. Social change will be fueled because the young entrepreneurs working in the organization have problem-solving skills whereby they can understand a problem first before they decide on solving it.

Thus, an organization should provide learning processes for this young entrepreneurs on how to understand differet problems and reduce the haste of them going directly into solving the problems first, hence reducing the problem's reoccurrence due to the same cause. Aspiring changemakers will thus be part of these young entrepreneurs. Through this, they can make decisions that are best for the company, which improves the performance, and the change they bring in is accepted by the organization more positively. The changemakers in the organization will bring people together and work together despite them having different personalities. Thus, it is essential for aspiring changemakers to convinienty understand the concept of heropreneurship and systems leadership well since these two concepts will apply in the different ways that they desire to make and implement changes in an organization.

Conclusion

In summation, systems leadership and heropreneurship concepts help in attaining social change in an organization. They are centered on ensuring that an organization succeeds in its activities. They also influence how changemakers will handle different circumstances and occasions in the organization. Without the help of these two concepts, it would be difficult for them to implement the changes they want to make. The ideas help them increase their collective problem-solving skills since they will engage themselves in more generative conversations that help solve the problems.

References

Leading Systems (SSIR) (2014). (n.d.). Retrieved December 08, 2020, from http://ssir.org/articles/entry/leading_systems

Papi-Thornton, D. (2016). Tackling Heropreneurship (SSIR).

Senge, P., Hamilton, H., & Kania, J. (2015). The dawn of system leadership. Stanford Social Innovation Review, 13(1), 27-33.
http://ssir.org/articles/entry/the_dawn_of_system_leadership.