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Leadership strengths / weaknesses
Leadership strengths / weaknesses
Role of effective communication in improving managerial performance
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Managers are called upon to understand and lead an ever-diversifying workforce. However, a manager’s job does not end there; these individuals also need to develop an understanding of themselves in order to manage effectively. Identifying strengths and weaknesses and areas in need of personal development is a career long endeavor. While we are all unique and will develop our own personal leadership style, there are several core efficiencies we must have in order to be excellent managers. Managers must have the humility to realize no one is perfect (Baldoni, Use Humility to Improve Performance, 2009) and the ability to honestly assess their strengths and weaknesses so that they can continue to develop as a professional (Baldoni, 2009). This Managers must ensure that employees are treated equally (Heathfield, n.d.), fairly and receiving due process (Prahalad, 2010). When employees are treated unequally, this can breed contempt and negatively impact loyalty and productivity. For example, I was once called upon to report employees breaking the company parking policy to my superior. Employees were not authorized to park in resident parking spots and there was an increasing number of resident complaints at their parking spots being utilized by employees. I had repeatedly reported one individual for breaking this policy but nothing was ever done; I later discovered that this individual was a close friend with my superior. Although it was my duty to report these instances, my reports were ignored due simply to the personal relationship between the employee and my manager. This instance of my manager unfairly favoring his friend over the duty of his employees caused me to distrust his ability to lead in every aspect of his position. If employees cannot trust your actions, they have reduced incentive to perform to the best of their Managers must constantly talk with their employees and assess the needs of their workforce. If employees do not have the resources available to them to achieve a goal, they cannot be expected to achieve it. This requires that effective managers refocus from outcomes to processes and inputs. If a manager ensures that employees are motivated as a team, have access to the needed support, and are valued on what they do as opposed to what they produce, there will be a quality outcome. You cannot bake a quality cake with subpar
Management is the ability to get a job done using appropriate processes, models and systems to achieve an objective. Managers think radically, abide by principles, rules and use experience in their respective fields to make things work. A good manager goes about the ordinary activities such a staffing, organizing, planning (Robert, 2007). The very ability of his/her colleague to discover the uniqueness in each of the subordinates, capitalize on it, harnessing the best out of them to accomplish goals clearly distinguishes such a person as great when compared to others. Great managers develop people and enthusiastically transfer acquired skills to others, work progress is constant and usually by leaps and bounds. In addition, a great manager outlines and strategizes his/her team for project plans such that there is a “buy in” on delivered commitments. In contrast, the former just transfers the required skills to subordinates; work progress is notable, vice versa of the latter. Rupert Murdoch of the News Corporation is ...
First when a leader focuses on the strengths of the employees the odds of the employee being engaged will increase dramatically. This compares to chapter one of our text book in that it says an effective leader is one who helps group members attain productivity. The second key is that the most effective leaders surround themselves with the right people and maximize their team. The book suggest when leaders try to be good at everything they will not be great at anything. Although it is often preached to be well-rounded this results in mediocrity. So instead trying to be good at everything, find and know your strengths and hone those skills to be a more effective leader. The authors say there are four domains of leadership with thirty-four themes that break-down under the domains and these explain the actual strengths of the leader. The domains are executing, influencing, relationship building and strategic thinking. In our text book all but influencing are listed as one of the ten roles of leadership. ...
Identifying and understanding your own personal strengths is key to being a successful leader. Knowing your strengths means you can focus your efforts to maximize results, in yourself and in others. Strengths Finder 2.0 is designed to uncover your strengths and utilize these strengths to your advantage (Rath, 2007). Identifying and applying these strengths to your leadership style, will enhance your effectiveness as a transformational leader.
The workplace is a very sensitive place, especially in businesses. The workers need to be motivated by their bosses to do work properly. Otherwise, they get demoralized. The managers should not be harsh in correcting mistakes since mistakes are bound to happen in any scenario. The manager should have a democratic way of communicating with the employees, this way they become free and the job environment becomes conducive. It is evident in job-friendly environments that jobs are well done and profits increase.
In an industry like ours, where there are no production lines, people are our most important asset and everything depends on how they work as part of a team. This means that, to get the best results, managers have to care about how they live and function, not just about how they work and produce.
If the organization succeeds then the employees also succeeds. Employees must see the bigger picture and must feel that they are part of the organization and not just a one man show.
Leadership is the glue that binds any business together, identifying and understanding your type of leadership style can ultimately aid you in becoming a better leader in your professional career. A successful business cannot function without leadership therefore this is a crucial aspect of internal employee development for businesses striving to stay relevant in a crowded marketplace. In addition to recognizing your leadership style every leader needs to look to them and identify what type of personality they have. By becoming an informed business leader you will gain trust and respect of your team to guide them into the future and maximizing potential growth. Throughout this paper I will identify my leadership style and also personality type and how it has affected my personal career growth. Identifying these conclusions is extremely important in crafting company culture.
With the increasing rate of the change in both business and economics, leaders need to be more prepared to adapt and grow than ever before. With the myriad of advancements and modifications that have occurred holistically in the variety of influential sectors, there has come the need for dynamic and rounded leadership. For a leader to grow, advance, and otherwise generate levels of sufficient proficiency, they must personally assess their strengths and weaknesses and create a leadership development plan (Wille, Beyers, & De Fruyt, 2012). The simplest yet most useful tools for identifying the strengths and weaknesses of a leader are through the personal management skills assessment, otherwise known as PAMS. Reflecting on the results of the assessment, also, the results provided by the peer reviewers, it proves that strengths and weaknesses are clearly defined.
When considering the term management, there has always been a common miss conception that this automatically makes an individual a leader. Leadership is only a single element of the management role. Many times managers are more comfortable utilizing a particular leadership style. While this may work well the majority of the time, certain employees or situations may require a different approach. Good leadership requires that the individual recognize the need for change to motivate their employees to accomplish the task at hand or to reach common goals. Understanding the importance of leadership is essential. However, the key element to focus on is what steps can be taken to improve one’s leadership capabilities. For many individuals this may be a difficult question to answer and may only be possible through self-assessment and reflection.
While many people tend to listen to family, friends, or co-workers about their own strengths and weaknesses, it will often come down to the individual’s own personal assessment of themselves as to what improvements or adjustments one must make. As with any subject, there are pro’s and con’s, or in this case strengths and weaknesses, in each and every one of us. Unfortunately, only a few care to relish on the weaknesses, and instead focus only on their strengths.
I believe that life is a learning experience and being able to recognize our own strengths and weaknesses can help us become better individuals in anything we choose to do, whether it is positive abilities and skills that can help achieve our goals or negative personal areas that need improvement. Knowing yourself and what you can do, can help you recognize and overcome your weaknesses.
The equity theory is the theory that I connected with and it made the most sense to me. I feel that it is very important for any manager to treat everyone fairly. If an employee perceives that they are being treated fairly, they will be motivated, will feel good about their work and be productive. Of course, if the employee does not feel that they are being treated fairly the reverse will occur; the poor productivity will eventually be noticed within the organization.
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.
A reason that this country works well is that everyone has diverse abilities which can contribute to everyday life. Some people let those abilities shine at work, in their personal life or both. As people have their strengths, they also have their weaknesses. There is a problem to improve those weaknesses when the weakness is not identified. Once the weak point is identified it needs to be resolved. A plan of action for improvement helps in solving the situation. In this paper, I will identify abilities and skills that I possess that contribute positively in my work environment, in my personal life, and in my learning team. I will also identify personal areas that need improvement, and outline a plan of action for improvement.
According to the study of this course, I have learned many useful management skills and I feel like these skills will be applied to my future career development. When working on the self- assessment tests, I found myself fall into the category of the ISTJ personality types, which as illustrated by Myers Briggs, is the type of personality that is conscientious, considerate, and helpful. Personality traits such as honest, dutiful, practical and responsible are my strengths; personality traits such as stubborn, insensitive and poor communication skill are my weaknesses. Related to the knowledge I have learned in the course I believe both strengths and weakness will have influence to my future career development. In this reflection paper, I will demonstrate the strengths and weaknesses that may place the most influence on my way of success.