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Building on the Invictus
film, Nelson Mandela’s type of leadership was entirely different from the
leadership material discussed in the textbook. Mandela was a leader who
demonstrated extraordinary confidence in is leadership strategies and one who
was committed to leading the people based on the acceptable values and rules of
the land (Morgan, Matt & Tony, 2009).  The type of leadership that
Mandela led his people to was a strategic type of leadership whereby he
prioritized the bigger picture while ruling and also had a long-term goal
achievement scheme.  He led the people in a way that he was modeling the
way to achieve the long-term goals of the nation.

As seen in the movie,
Mandela is the type of leader who got his people to believe in themselves by
motivating them and encouraging them that they were capable of achieving the
set goals (Morgan, Matt & Tony, 2009). For example, as seen in the Invictus
movie, Nelson Mandela challenges the racism in the country by campaigning
against apartheid in South Africa (Morgan, Matt & Tony, 2009).  In
addition to this, we know from the film that Mandela’s leadership was one that
he believed that understanding the leadership system would lead and guide you
through the administration as expected. 

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According to our lessons,
this is entirely different from the leadership skills since most leaders do not
encourage their followers to go after what they dream of by assuring them everything
is possible as Mandela did (Schermerhorn & Bachrach, 2015). According to
our lessons, Mandela was a leader who challenged terrible culture among the
people and bad leadership skills among the leaders.  Such leadership
skills and modes portrayed in Mandela in the Invictus film are not in line with
the type of leadership that the modern leaders represent and use as seen in the
leadership in our lessons,. Leadership in the article demonstrates leaders who
are after satisfying their interest instead of the interests of the society as
a whole.

Mandela’s approach to
change management as seen in the Invictus film differs from the Lewin’s change
management model which is one of the theories of change management discussed in
class. Lewin building on his model compares structural and organizational
change to a block of frozen ice. According to our lessons, he demonstrates
change management in his models in three main stages (Schermerhorn &
Bachrach, 2015). First, Lewin describes change management in the unfreeze stage
which is the first stage whereby one prepares for change in his life. What this
means is that the organization or any other structure in this stage gets
prepared for changes by understanding that change is inevitable and very vital.

According to Lewin is
very important as it makes people accept that the current situation they are in
needs to be changed for the better. The second stage of the model is change
itself. According to Lewin, this is the stage whereby the transitions take
place. Building on his argument, it is in this stage that people begin to
embrace the changes and to start adapting to the new developments. The third
and last stage of change management according to Lewin is refreezing stage
whereby the state of the organization or a person gets to stabilize once more
since they have already accepted change in their lives.

According to our lessons,
it is in this stage that the people begin to get comfortable with the situation
and the newly acquired changes (Schermerhorn & Bachrach, 2015).  The
model is similar and different at some point with Mandela’s approach to change
management. It is similar in that Mandela’s approach is one that he urges
people to accept changes in their lives and it is through understanding one’s
situation that they get to accept changes in their lives (Morgan, Matt &
Tony, 2009). However the model differs from Mandela’s approach since Nelson
encourages people to see the good in themselves and others instead of looking
on the negative side that needs changes.

As seen in chapter 16
&18 of the management textbook by Schermerhorn in the class lectures,
Nelson Mandela achieved results through motivation and communicating to others.

The reason behind this is because Mandela was a leader that did not
discriminate others but at the same time, he talked to the people through his
powerful speeches regarding contrary issue reasoning with them on the different
challenges that come about with such actions. On the same account, Nelson
Mandela motivated people through his leadership skills and through his cool
character hence the results Mandela got. He understood that people tend to be
less responsive to change due to the feeling that they will lose the privilege
or due to the fear of change hence he communicated to the people with a clear
insight on how to walk them through change.

According to our lessons,
Nelson Mandela motivated people on the importance of change, but Mandela did
not push switch so much on people as Nelson knew that evolution is a gradual
process among many individuals (Schermerhorn & Bachrach, 2015). In addition
to this, the reason as to why he prospered and achieved results through
communication and motivating people is because as seen in our lessons, Nelson
Mandela was a leader who was well equipped with public knowledge and hence was
conversant with how to deal with the people (Schermerhorn & Bachrach,






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