Personal Leadership Style
In order to have the most successful and efficient leadership skills possible, one must delve into multiple facets of behavior identity. This is successful by personal reflection; for instance, taking the time to answer the Seven Habits Profile can help one learn a lot about their leadership skills and areas that need to be developed. Once these strengths and weaknesses are identified, the results can be examined using a theory such as the Behavioral Leadership Theory. This analysis can help one understand his or her assets, overcome his or her weaknesses, and continue to set future goals.
Seven Habits Profile Reflection To evaluate my own personal leadership type, I used the Seven Habits Profile to evaluate different
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In fact, a balance of both is needed to achieve the most effective leadership possible. Therefore, using the Behavioral Leadership Theory, the weaknesses of having relationship-oriented behaviors, which are what I mainly exhibit, are pointed out clearly. A possible weakness of having relationship-oriented behaviors could make a leader too employee-oriented and not maintain the balance needed between their employees and production (Larson, 2007). Using the Leadership Grid once more, one could establish that leaders that display relationship-oriented behaviors, including myself, are at risk to be defined by a country club management style in which the primary emphasis is in relations to the people and not the production output (Daft, 2014). In this style of leadership, it would be common to have long manufacturing rates, diminutive output, and lacking goals necessary to meet production …show more content…
The first suggestion is that consideration should be of utmost concern. Consideration is the “extent to which the leader is mindful of subordinates, respects their ideas and feelings, and establishes mutual trust (Daft, 2014).” Due to this being a relationship-oriented behavior, it would suggest that becoming knowledgeable in consideration, opposed to initiation or extent in which a leader directs subordinates, would be a strong suit for me personally. As studies show effectives leaders can be high on consideration and low on initiating structure or low on consideration and high on initiating structure (Daft, 2014), one would assume that a relationship-oriented leader should strive to be high in
Across the globe, there are CEO’s, managers, and several other individual’s in leadership-type roles that have the expectation of making their company successful in the eyes of the investors, the employees, and the customers that they serve. This may be measured by a company’s gross profitability, employee engagement or overall customer satisfaction. Most companies have leadership models and strategies in place that leaders are expected to use in order to drive the expectations of the company while maintaining consistency across the business. In an effort to examine various types of leadership styles, I have conducted interviews with two individuals that are or have been previously tasked with leading their teams and their company towards success.
Leadership is a quality which cannot be acquired by any person from the other but it can be acquired by self-determination of a person. Leadership can best be called the personality of the very highest ability-whether in ruling, thinking, imagining, innovation, warring, or religious influencing. Leadership is practiced not so much in words a it is in attitude and in actions. Their actions leave a long lasting memory in the line of history and lead up to may events that occur today. To be a leader one will need many qualities. Leaders have a purpose and strategies to accomplish that purpose. They are driven and motivated. In the end they should be able to attain good results. These innate talents help to make up a leader that will succeed and be efficient in carrying out tasks. But, the purpose of this paper is determine what truly makes a leader successful. A successful leader should be considered more on their impact rather than their accomplishments of their organizations alone for they are not sufficient in determining the key to their success .
The authors, Nelson and Quick describe that relationship oriented leader’s do well in situations of intermediate favorableness by determining the “degree of fit between the leader and the situation” (Nelson & Quick, 2013). Relations...
The behavioral approaches of leadership are consisted of four parts and they are: task-oriented, relational-oriented, change-oriented, and passive behaviors leadership (Derure, 2011). Task-oriented is divided into four part and they are: initiating structure, contingent reward, management by exception-active, boundary spanning, and directive (Derure, 2011). The initiating structure of task-oriented can be built of group members, coordinating group, and determining standard of task performance to ensure that the task is perform (Derure, 2011).The transactional leader can be referred to the contingent reward because it is made clear to leader what task to perform and the rewards for meeting those expectations (Derure,
After completing the “Leadership Style Questionnaire” and analyzing my results, I have learned what my preferred leadership style is and how that influences how I lead and may be perceived from members of the group. From the results attained from the questionnaire, my preferred style of leadership is directing. This type of leadership style is best for individuals who have a low competency and high commitment level. These types of leaders are highly focused on tasks and less focused on relationships. They make decisions without consulting with the group and communicate without regarding the group’s concerns or suggestions. This type of leader also supervises the followers intently. They are very successful in creating objectives for each follower and the group as a whole to guide the group in reaching a certain goal.
The Trait Theory points out that there is a certain type of person making a good leader, with the decisive factor being: having or not having distinctive qualities of being a leader. Despite that, being an effective leader can still be a challenge. External and internal influences impact the effectiveness of the program and must be considered in order to succeed. Which leads us to the Behavioural Theory, thinking of what a good leader actually does. Kurt Lewin developed three leadership types, such as the autocratic leader who is a maker, someone who makes decisions without consultation with others.
The general personality traits, which are related to success both in and outside the workplace, are all inherent in my answers given in the Leadership Assessment Quiz. With statements such as, “it is easy for me to compliment others” and “team members listen to me when I speak,” it is apparent I possess these characteristics. Whereas my task- related personality traits associated with successful leadership, such as courage, still need to be developed. Not only do I know this in myself, but it is clearly pointed out throughout the test, with statements such as, “resolving conflict is an activity I enjoy” and “I would enjoy coaching other members of the team”.
The learning obtained from the Leadership and Organizational Behavior course has been valuable. From this course, I have learned that while someone can be a manager or a leader, it is better to be both. The various topics discussed throughout the eight week course have provided the unique insight necessary to be an effective leader. The insight gained allow for the identification of the behaviors that an effective leader must possess and continually develop. By identifying these behaviors, I am better able to shape my leadership style and goals so that I can achieve my full career potential as a leader within my organization. Ultimately, I realize that it is important to both do things right and do the right things in all my actions within an organization.
In my view, people employ certain traits that differentiate us from our neighbor next door, and leadership is no different. The test produced by the University of Kent in the United Kingdom (University of Kent, n.d.) has developed a process that I feel accurately defines what sort of leader you are based on 50 simple questions. I was not surprised by the results and found them to be quite accurate and expected. In this essay, I will explore why I feel the test is an accurate way to determine your leadership style due to my personal experience with
Based on my results of the Seven Habits Profile, I believe my leadership style is centered around being able to inspire others in the team to share the collective vision. I am able connect with team members and influence them positively through demonstrating empathy and understanding of their concerns and thoughts. I am able to build excitement and motivation in the team bringing everyone on board with the organization’s goals. If we were to take a look at my results of the Seven Habits Profile, you would see that my highest scoring sections were Emotional Bank Account, Think Win-Win, Synergize & Sharpen The Saw. One of the main characteristics that they have in common is the ability to connect and relate with others by being genuinely interested
When in a leadership role, it is important to consider both the task and relationship aspects of a situation. Both of these aspects are essential in order to achieve the goal successfully. Task aspects are more or less directly related to achieving the end goal. It incorporates the actions required from a leader’s followers in order to achieve the desired results. It is much more geared towards performance than the relationship aspects are. Looking at the relationship side of leadership, it focuses more so on the followers and their well-being. A leader who is more relationship oriented will spend more time talking to their followers and trying to understand how to motivate them. They try to make more of a personal connection than task-oriented leaders do.
(Blake & Mouton, 2002). The leadership grid combined the “concerns of production” and the “concerns for people” (Leadership, 2008) into five alternate behavior theories: improvised management, country club management, task management, middle of the road management, and team management. Improvised management behavior is when a leader emphasizes no concern about people or production. A leader with country club management behavior emphasizes concern for people but little to no concern for production, while task management behavior leaders stress on production and not people. The middle of the road management behavior produces a leader who tries to balance concern for production and people; whereas, a leader exhibiting Team management behavior is able to exhibit high concern for both production and people (Leadership Theories and Studies,
The Seven Habits of Highly Effective People (Covey, 2004) has become the cornerstone of leadership and management wisdom. The habits emphasize personal responsibility and personal leadership. There is challenge in living everyday under the guidance of the habits but there is also great benefit as living the habits can influence everything we do in life. I was introduced to Covey’s seven habits through a one day seminar at my workplace several years ago. I learned some of the terminology and a few of the concepts but never really understood the power of the practical application of the habits. Reading the Covey materials has taught me that life is not about all the tasks that I accomplish but instead about accomplishing the tasks that support what is important to me. Covey has taught me that there are elemental components that are applicable across the many roles that I have in my life. Those universal elements are integrity, vision, discipline, and passion. Embracing these ideas has opened my eyes to the endless applications and benefits of living the seven habits.
This paper describes about my leadership strengths and areas for growth/future study. It also included how these qualities are used in my daily work routine, self-assessment results and a brief explanation on Individual style in leadership.
After understanding the theory behind both the trait and skill approach, I was eager to evaluate and reflect on my own leadership traits. It was interesting to see how the trait approach allowed me to better understand whether or not I have certain traits considered to be important for leadership, while skills approach allowed me to evaluate my strengths and weaknesses in the technical, human and conceptual skills. From completing the Leadership Trait Questionnaire (LTQ) and the Skills Inventory, I was able to reflect more on how I behave towards others in a leadership context, as well as the skills that I currently possess. As a naturally extroverted person, I have been taking on leadership roles from a young age. The findings from these two