ABSTRACT
Setting direction appears to be a simple task, but decisions and execution are two separate actions. Followers must know they have the ear of their leaders. According to Burns, the leader must demonstrate real and intended social change. This begins with shared values, both reflected in goals and standards. Rokeach suggests as leaders and followers align their needs and values, they minimize their differences so buy-in can emerge. Creating a culture that supports adaptation lies in authentic action by the leader that ensures they are committed to the challenge. Heifetz, et al., distinguish the difference between coercion and influence is in the latter members of the organization have a choice. Just as in psychology, a holding environment that keeps people safe is an effective tool to create commitment of followers. Leaders who command a strong voice, meaningful listening habits, and genuine concern for followers are effective at setting direction that holds the attention of followers.
