Give more than get?

Julkaistu 13.04.2018.

My interest lays in people. Individuals and groups. Leadership and change in organizations and business.

Individuals, as we see them in everyday life, are made of several levels, both visible and unvisible. People carry with them for example their values, motivation, personality and skills – all of these are present both at home and at work. Some of these qualities can change rather quickly, like skills, or slowly, like values. All sides are naturally combined in the complex entity of an individual. This entity is displayed in social aspects. Like at work.

Groups are made of individuals. All persons in the group, smaller or larger, bring all their above mentioned qualities also to the group at work. Groups, new or already established, tend to choose a leader. The choosing can be formal, like a job application process, or it can be informal, perhaps based on the personalities of the group members. Someone usually leads a group, don’t you think?

Leadership, in one of its main functions, is a skill and ability to help people to achieve their goals. Yes, help. Help them to do their jobs as good as possible to meet the goals of their organization. Leaders are individuals as well, and they also bring their values, motivation, personality and skills to work. Action of leadership is sometimes thought to be something based on knowing, guiding and setting rules. I trust, this needs to change for organizations to be able to survive in the global world. Are trust, vision and measuring the main tools in the new era of leadership? Control certainly is not the key, when leading experts in achieving complex targets within their field of responsibility and expertize. After all, organization’s function is to fulfill its main task successfully. I trust leadership needs to enrich the organization and give more than get?

With individuals, groups and leadership change is made. Because no organization makes a change, don’t you think? It is the people in the organization who make the decisions and actions. Change is constant, sometimes minor, sometimes grand. Ability to change is a key thing for individuals, groups and leadership. The mindset to tackle changes by inventing constantly new solutions derives from creativity and motivation. They both need trust and inspiring conditions to flourish. Leadership in change is not necessarily always about showing the way, but also creating the way to look forward and enabling renewing work together with the group.

My research on future work leadership is starting and my aim is to bring the above mentioned elements together in my research. Leadership and change are also one of the three strategic focal points of the University of Vaasa and I am glad to be a part in the research.

I was thrilled to be accepted to the doctoral programme in December. It was one of the most meaningful moments in my life. I have been happy to receive such a warm welcome at the university, both by personnel and other doctoral students. Everyone’s passion and knowledge in their own topics warms my heart in many ways. I am proud to be one individual in this magnificient group.

Tiina Leino
Doctoral Student
Business studies, Management
University of Vaasa


Change Mentality

Kirjoittanut Alabi Rasheed Omobolaji 18.04.2018 18:46:19

Hi Tiina,

Thank you for the summary of your intended research.

I agree with you about Leaders and the concept of change as well. All the elements mentioned are very important and they need to be properly considered in the write-up.

However, it is imperative to mention that leaders aren’t immune to the pressure of people’s expectations. After all, employees look to their leaders for a lot—clarity, connection, and accountability—particularly in the midst of change.

How ready are the subjects (the people) to leadership change is subject to further scrutiny. Similarly, how ready are the employees to changes in the module operandi of an establishment?

Therefore, adopting the change management mentality is an aspect that I will encourage you to consider in your research. Remember that, "if we fail to manage the changes, the changes will forcefully manage us".

Alabi Rasheed Omobolaji Doctoral Student Communication and Systems Engineering.

Change management is vital

Kirjoittanut Tiina Leino 19.04.2018 09:36:18

Thank you for your comment Alabi! You point out a very important topic, that is the expectations of people and the role of a leader in the change. Here the prevailing organization culture, the leadership culture, has a big meaning as well as the way how the change, constant changes, are handled. The leader is in an important role in guiding and constructing. You are right in pointing out, that change management mentality is an important issue to be taken into account in my research.

Thank you Tiina

Kirjoittanut Laura 19.04.2018 09:38:39

Really interesting research topic!

Thank you Tiina

Kirjoittanut Laura 19.04.2018 09:41:00

Really interesting research topic! Ultimately it's everyone's own responsibility, no matter if you're or follower. How to develop oneself, what choices to make, how to respond to changes that happen all the time etc.

*no matter if you're leader or follower

Kirjoittanut Laura 19.04.2018 09:42:27

(correction to above)

Individuals and Groups

Kirjoittanut Minna Turunen 19.04.2018 12:33:48

Your topic is very interesting. It is a little bit similar to the topic of my research. I want to study how young immigrants, social workers and social management see the participation of the young immigrants in the context of social services. I am especially interested in studying participation in the dialogue of the three parties or groups, what kind of understanding will be formed when studying the point of views together. Individuals, young immigrants and the representatives of social work, form groups, formal or informal groups. You wrote earlier that someone always leads the group. In my research I have thought about how the phenomenon like participation or social exclusion can be managed in the society. Participation, not being a part of groups and a society and social exclusion are phenomena, which originate from the functioning of individuals and groups and the phenomena are shown in the societal level. So my main question what I have been thinking about is, that how the societal phenomena can be managed or perhaps led?

Thanks for the comments

Kirjoittanut Tiina Leino 22.04.2018 13:09:17

Participation and responsibility are important aspects in the future work. We can not think that the previous style of management and leadership will be functional when the working life becomes faster and more complex. Each individual is responsible of their own development and participation. This needs to be enabled though.


Tämä on Captcha-kuva ( Sen näyttämiseen tarvitaan graafinen selain.
Tämä on Captcha. Sinun täytyy syöttää kuvassa näkyvät merkit ottaen isot ja pienet kirjaimet huomioon.
*Pakollinen kenttä


Päivitetty 13.04.2018 - Verkkotoimitus