Hello,

Can you help me to analyze and prepare 4 peer responses for 4 different article ? Article No. 1 The Michigan Governor Gretchen Whitmer's response to the COVID-19 outbreak is one instance that illustrates the principle of "Enable Others to Act." Michigan was one of the US states with the highest number of COVID-19 cases in March 2020, making it one of the worst-affected states. In order to halt the spread of the virus, Governor Whitmer immediately acted by putting into effect a number of executive measures that included closing down businesses and schools, restricting gatherings, and issuing a stay-at-home directive (Khaldun, 2021). Working with medical professionals and community leaders to create a strategy that would safeguard the health and wellbeing of state residents is an example of Governor Whitmer's leadership approach of "Enable Others to Act." Together with her team, she also made sure that the tools were available to support medical professionals and first responders who were dealing with the pandemic firsthand (Kouzes & Posner, 2017). In this case, the "Enable Others to Act" principle was the wisest course of action. Governor Whitmer was effective in lessening the pandemic's effects on the state of Michigan by enlisting the help of others and giving them the authority to take action. If I were in a similar leadership position, I would use the leadership practice of 'Model the Way'. I would set an example for others and show them how important it is to observe rules and take safety precautions to keep everyone safe. In order to ensure that everyone was aware of the reasoning behind each choice made, I would make sure to share with my team and the general public in a clear and consistent manner. As a result, I would gain the respect and credibility I need to manage effectively from those I am leading.

Article No . 2 In the past three years, leaders around the world have been faced with the daunting task of responding to the COVID-19 pandemic. Some leaders, such as New Zealand's Prime Minister Jacinda Ardern, have been praised for their swift and effective response to the crisis, including implementing strict lockdown measures and providing clear communication to the public. I believe that the practices of Inspire a Shared Vision, and Enable Others to Act have been demonstrated in the Covid-19 Pandemic Responses. During the pandemic, leaders have been able to inspire a shared vision by communicating the severity of the situation and the importance of working together to control the spread of the virus. They have also inspired hope by highlighting the progress made in developing vaccines and treatments. Enable Others to Act involves creating an environment in which people can work together to achieve a common goal. In the pandemic response, leaders have enabled others to act by providing clear guidelines and protocols for preventing the spread of the virus, as well as by providing resources and support to those affected by the pandemic. If I were a leader, I would also prioritize the leadership practice of Enabling Others to Act by creating a collaborative environment where people can work together to achieve a common goal of controlling the spread of the virus. This would involve providing clear and accessible guidelines, resources, and support to prevent the spread of the virus. In addition, I would emphasize the importance of scientific research and evidence-based decision-making in shaping our response to the pandemic. Recognizing the contributions of frontline workers and expressing gratitude for their selfless sacrifices is also crucial in inspiring and encouraging their continued efforts. Therefore, I would also prioritize the practice of Encouraging the Heart by publicly recognizing and celebrating their contributions to the pandemic response. Article No. 3 A less-than-credible leader in a career can be described as someone who lacks the trust and respect of their team or colleagues due to their actions, words, or character. Their decisions or behavior may not align with the best interests of their company or organization. I have had an experience with a less-than-credible leader during my internship. As a team leader, he couldn't make reasonable plans and budgets for the team to work on and wasn't able to communicate clearly and effectively with the team or the client. The reason might be that he didn't pay enough attention to the work quality, and ignored his team's or colleagues' needs and concerns. When the deadline was approaching and the job was not done, he didn't take responsibility for his mistakes or poor decisions either. In addition, some team members also claimed that he refused to pay bonuses or offer promotions as promised in the contract. When the project was done, most of the team members transferred to another group or quit the job from the company. Overall, a less-than-credible leader in a career can have a negative impact on team morale, productivity, and success, and may damage the reputation and success of the organization they work for. In other words, credibility is essential for a team leader because it is the foundation of trust and respect within a team. Credible leaders are seen as honest, reliable, and trustworthy, which can help to build positive relationships with their team members and establish a positive work environment.

Article No. 4 Unfortunately, I have experienced a less-than-credible leader in a professional setting. My previous position was in insurance sales, and my direct supervisor was not a supportive or credible leader. They were inconsistent in their approaches, as they would often treat employees differently based on factors that did not pertain to their work. Often they were overly emotional and would allow outside-of-work events to affect their treatment of staff. Leaders need to be respected for more than just their skills. My supervisor was respected and praised for their sales ability by people outside their team. Being good at their job did not make them suitable a leader, only good salesperson. Due to their inconsistency, favoritism, and emotional outbursts, they lost the respect of the people they were supposed to supervise. This led to high turn overrates and employees requesting to switch teams. This experience highlighted to me the importance of mutual respect. If you are in a leadership position, you need to respect your subordinates' time and ideas. It's not all about one person. The team succeeds if everyone succeeds. Being a leader is about motivating others to be better; you are not trying to outshine them consistently. This can not be accomplished if your team does not trust you have their best interest in mind, and that comes from maintaining credibility and open lines of communication. Listening to and understanding those you lead is essential to support them properly.