Explain why you agree or disagree. Then, share an example from your professional experience to support your assertions.

As a case manager in the mental health and autism field, my approach to diagnosing organizational challenges is shaped by a leadership style that emphasizes empathy, collaboration, and structured communication. I utilize a participative leadership style that encourages feedback from team members and promotes open dialogue, which is essential in environments where resistance to change is common due to stress, routine, or uncertainty.

My leadership style directly informs my diagnostic method by helping me evaluate how receptive individuals and teams are to change. For example, when developing or modifying support plans, I include input from direct care staff and other stakeholders to ensure that proposed changes are realistic and client-centered. This process reflects the view of Rotemberg and Saloner (1993), who found that empathetic leadership styles can enhance employee motivation and engagement during transitions. By focusing on trust and inclusion, I am better able to identify potential barriers and tailor change strategies accordingly.

In contrast, Colombo and Delmastro (2002) argue that change is most effective when driven by result-oriented leaders who maintain a strong, consistent push for implementation. While this approach may work well in certain business sectors, in my experience, excessive rigidity can create resistance among staff and clients. In human services, individuals often respond more positively to change when they feel heard and respected rather than simply directed.

Overall, my diagnostic and change implementation practices are influenced by a balanced leadership styleblending emotional intelligence with strategic planningto effectively guide meaningful and sustainable change within the organization.