#OUB329 WK14 I'm learning how enjoyable collaborative work can be. Everyone in #TeamYellow is friendly & communicative. We've already made progress with collating ideas in a Google Sheets doc & have a meeting time/date agreed. I'm genuinely excited and enjoying it.

#OUB329 I learnt in WK14 that by their very nature Wicked Problems have no one 'right' solution, however collaboration is key; Leaders must ask challenging questions and use stakeholders' answers to build a sense of shared ownership and enable a greater commitment to solutions

#OUB329 WK14 I learnt Wicked Problems are so complex & interconnected that unravelling them seems impossible.Nonetheless we CAN collaborate to mitigate negative effects & improve peoples lives. Being hindered by real-world constraints & lack of definite solutions isn't an excuse

#Wickedchallenges are complex and haven't been solved before. This is important for the #B329LeadershipChallenge because we must accept there is no one single solution; if there was, it would have been done already. We must be innovative, collaborative & think outside of the box

Researching wicked problems for the #B329LeadershipChallenge I realise so many of them are taboo. The problem of childhood obesity is certainly a wicked problem, but it's not something openly spoken about & this seems a common theme in wicked problems. Would open dialogue help?

#OUB329 WK15 taught me resistance is part of leadership & forms part of the complex relationship between leaders and followers. Resistance doesn't have to be negative; it can lead to positive change.

#OUB329 WK15 I learnt Leadership can energise resistance to offer opportunities in developing and accessing sources of power from marginalised groups. This coordinates with WK3 Populism, WK4 Multiculturalism, WK7 Identities (leader or follower?) WK8 Diversity & so much more!

#OUB329 In Week 15 I learnt resistance from/towards leadership isn't necessarily negative; it can be constructive, valuable & empower people. I think back to Week 3's populism & Week 11's constructive dissent & can see the connections & relationships between concepts. Fascinating

#OUB329 WK16 I learnt how in theory democratic leadership builds a collective form of leadership, encouraging mutual growth. In theory it's respectful but in practice....well, I've never found this entirely true.

#OUB329 WK 16 According to Mouffe's theory of agonism, just because something is uncomfortable doesn't mean it shouldn't be confronted. I see how this resonates with day-to-day life & activist leadership as I often learn & grow as a result of conflict & pain

I naturally avoid uncomfortable situations, however I see from #OUB329 WK16 that on occasion I've limited my options because of this. The fear of discomfort (physical or emotional) may be worse than the actuality, with greater possibilities opened. Maybe agonism isn't so bad...?

Studying #OUB329 WK16 & I'm thinking about productive conflict & its clear linkage to WK11's constructive dissent. Both promote respect whilst productively challenging others' viewpoints. The more I learn the more I understand the positive aspects.

Manage a business? Love animals? Want to actively improve your employee’s wellness based on evidence & research? Keep your eyes peeled for the launch of Team Yellow’s #B329LeadershipChallenge It’s WK18 & Tiggy, my cat, is helping prepare for launch day!

Week 18 is all about preparing for the launch of #B329LeadershipChallenge Whilst I’m busy working, Tiggy (Team Yellow’s expert advisor) is sleeping on the job cats with jobs 🛠 Why you should have a cat The Open University B329 Leadership Kate Hammond #OUB329 Tutor/Get Psyched Up! Tiggy recommends you follow me to find out more!

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Tiggy, Team Yellow’s advisor, is celebrating winning #B329LeadershipChallenge with Fostering Cats & Workplace Wellbeing Cats The Open University B329 Leadership Cats of Instagram cats with jobs 🛠 #winner Tweets Of Cats #OUB329