Throughout history, leaders have been known to be the orchestrators of change to the
people that they lead. The change can be positive or negative depending on the frameworks
that the different leaders use to do their works. Why are some leaders successful in their
offices when compared to others? I am a member of an organization that is so keen on goal
attainment by all means possible. To attain the goals that have been presented, sometimes
they are overloading, the leaders take it as their responsibility to make sure that the goals are
achieved. They set a mind-set upon themselves that no one that is under them can come up
with a solution to a problem that the organization is going through. Things have to work out
using the leadership hierarchy where the ones that have the most power have the final say.
The leaders are also not able to embrace failure and accept that, at times, they are the
ones that make the mistakes that cost the organization. When these failures rise, they find a
scapegoat to blame and cannot just hold themselves accountable. The organization has
promotion opportunities, but the leaders always prefer to fish employees from outside to fill
the open positions instead of checking if the ones that are present can fit into the opportunity.
This shows how they do not have faith in the employees in the organization. They rarely
communicate directly with the employees, and whenever they do so, they only pick out the
negative aspects of the outcomes of the works that have been done. They make sure that they
set expectations that are way beyond the capabilities of the employees, and this ends up
overworking employees. They term it as “a chance to go beyond the limit as not human is
limited.” They are rarely present to talk with their employees, and the process of giving
information and receiving feedback is always passive. These aspects have made a lot of
people leave the organization due to claims that they are overworked, and the environment is
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not friendly for them to work in. The leaders do not even have an interest in the social lives of
their employees, and they do not even try to create a good rapport with them. The attention
that is being paid to the employees is not sufficient for them to stay back and be motivated to
keep on working.
To tackle these problems, I came up with frameworks that would be crucial in helping
leaders in any organization and any leadership role that they have at large. The first
framework is the changing of mindset. How does one see themselves as leaders? To help
develop a better mindset within the organization, a leader needs to reward the people that can
show leadership skills and show capability. There are seven mindsets that should be held to
the core; the attitude of gratitude, the time is now, a passion first, 100% accountability, live to
give, everything is possible, and we are connected—this mind-sets help to bring people
together towards the achievement of the same goal. An example of a leader that was able to
show success through a change of mind-set is Steve Jobs, the CEO of Apple Computer Inc.
During the Macworld Expo trade show in January 2004, he introduced the iPod mini, which
exceeded shipping expectations that had been set. He said that everyone always focuses on
managing change, not knowing that the mind-set is the one that needs to be leading the
change (Edith, 2017).
The second framework is the aspect of overcoming failure. Failure is something that
happens every time in the line of leadership. What distinguishes a good leader from a bad one
is how they overcome the obstacles that they face. They should, first of all, accept their
failure and make sure that those under them feel safe to fail since it is a normal thing for
humankind, they should then apologize for the failure, find ways to fix it and move on with
their tasks. An example of a leader that has been able to showcase success through
overcoming failure is Bill Gates. He failed with his product innovation of Traf-O-Data. He
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never gave up and found a way to move on from the failure and came up with the innovation
of Microsoft, which was a huge success (Jayson, 2015).
The third framework is the aspect of holding oneself accountable for the actions
taken. A good leader needs to hold themselves accountable for any actions that they are
involved in. It doesn’t matter if the action they took led to success or failure. Accountability
is crucial. Example of leaders that have been able to show this aspect is Lt. Gen. Stephen
Wilson and the secretary of Air Force Deborah Lee James. These leaders were able to
announce personnel accountability and their plan for the improvement of the nuclear
enterprise. This was done on March 27, 2014 (Amaani, 2014).
The fourth framework is the aspect of helping others to improve their opportunities. A
good leader should make sure that even as they advance, they also provide opportunities for
those that are under them. An example of a leader who was able to showcase the need to help
others to succeed as well is Dolly Parton. She had three leadership qualities that governed her
career as a singer. She believed in the power of giving, forgiving, and loving. She always
held the hope that the future was brighter than the present (Resourceful Manager, 2019). Her
words helped in boosting other people’s esteem and motivation towards achieving their goals.
The fifth framework is the belief in oneself and others that help in the creation of an
ethical culture. When a leader believes in themselves and their employees and those under
them, the workspace will be a free one where anyone can voice their ideas, and the
production in the organization will be increased. An example of such a leader is Nelson
Mandela, who was the first president of South Africa to be democratically elected. He
believed that the people of South Africa deserved a life free of racial discrimination, and even
after serving a jail term of 27 years, he continued his fight. This is what made the people elect
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him as their president (Nelson Mandela Foundation, 2020). He believed in himself and the
rights of the people of South Africa.
The sixth framework is the impact of positive communication. A leader needs to be
one that effectively communicates with his employees or those under him in a positive
manner. They need to show positivity in the workplace. If one as a leader does not have time
to look at the work that someone is presenting to them at that time, they can just tell them that
they are busy at the moment and that they will look into the work later on. An example is
Brene Brown, who views vulnerability as having strength rather than weakness (Slack, 2019).
She positively depicts vulnerability.
The seventh framework is how a good leader sets expectation. A good leader should
make sure that the expectations that they set for the organization are realistic and attainable.
An example is Ralph Waldo Emerson, who led the transcendentalist movement in the mid-
19th century. His motion was that the speed of the leader is the determiner of the rate at
which the pack will follow him (Suzanne, 2019).
The eighth framework is how a leader reflects upon their actions and failures. A good
leader needs to be able to responsibly deal with their failures and find a way in which they
can revive themselves and move on. An example is Akio Morita, who is the co-founder of
Sony. The very first product that they made was a rice cooker that ended up burning the rice.
They, however, never gave up and did more trials until they succeeded, and now their
company has a worth of a multi-dollar billion (Lynn, 2011).
The ninth framework is the process that the leaders use in the way that they give and
take feedback and the role that the process plays. Leaders need to be careful with how they
provide feedback and the importance of the feedback to others so that their feedback can
enhance the performance of the others. An example is Joanne Wells, who talks about
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feedback as a way of being authentic, helpful, a dialogue setting, factual, plans, and a balance
of the bad and good (Minda, 2016). Feedback should not wait and should be administered
In conclusion, the frameworks that I have provided are crucial for helping leaders to
be successful in their different leadership roles. The different leaders that I have been able to
identify are proof that the frameworks indeed help in shaping good leadership in
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Amaani, L. (2014, March 28). Air Force Leaders Announce Accountability Actions, Way
Forward For ICBM Force. Retrieved from U.S. Air Force:
Edith, O. (2017, August 25). Developing A Change Leader Mindset. Retrieved from Forbes:
Jayson, D. (2015, July 7). Inspirational Lessons From the Failures of 4 Great Leaders.
Retrieved from Icons and Innovators: https://www.inc.com/jayson-
Lynn, T. (2011, August 2). 13 Business Leaders Who Failed Before They Succeeded.
Retrieved from American Express: https://www.americanexpress.com/en-
Minda, Z. (2016, August 18). Great Leaders Give Feedback That Inspires Employees' Best
Performance. Retrieved from Inc: https://www.inc.com/minda-zetlin/how-great-
Nelson Mandela Foundation. (2020). Biography of Nelson Mandela. Retrieved from Nelson
Mandela Foundation: https://www.nelsonmandela.org/content/page/biography
Resourceful Manager. (2019). 11 Great Leaders: How They Achieved Success. Retrieved
from Resourceful Manager: https://www.resourcefulmanager.com/guides/successful-
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Slack. (2019, June 13). 4 Powerful Examples of Effective Leadership Communication.
Retrieved from Slack: https://slackhq.com/effective-leadership-communication-
Suzanne, L. (2019, June 25). The Balance Careers. Retrieved from Leaders Set The Pace by
Their Expectations and Example: https://www.thebalancecareers.com/leaders-set-