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Essays on leadership skills
Leadership skills needed in today's workforce
Leadership skills needed in today's workforce
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Sgt. Wade Bieberdorf was assigned to the Personnel Division on August 24, 2014. Sgt. Bieberdorf was previously assigned to the Personnel Division as a background investigator; therefore he was able to make a smooth transition into his new assignment. Wade immediately demonstrated his aptitude for Problem Solving and Decision Making as the Personnel Division was confronted with numerous challenging responsibilities and limited staff available to meet commitment deadlines. These challenges included hiring 22 deputies and 20 civilian specialists, along with additional support staff. As such, managing the volume of interviews, polygraphs, backgrounds and establishing hiring boards was a task that Wade needed to immediately assume responsibility for, establishing deadlines and orchestrating the flow of activity. After assessing the workload of each deputy in the unit, Wade formulated a course of action to share the workload and organized the activity in an efficient and systematic manner. Wade viewed each obstacle as an opportunity to problem solve, choosing the course of action best suited for the individual situation. As such, within a relative short period of time, Wade grasped control of the activity and with his guidance; …show more content…
Along with providing staff a degree of flexibility and independence in their daily assignments, Wade likewise sets expectations, deadlines and goals. Furthermore, Wade works with each staff member, helping them improve their individual skills while attaining the Division’s goals. When necessary, he expends additional time mentoring staff, helping them overcome obstacles. Even though he may feel exasperated at times by the lack of progress in an employee, he does not shy away from the challenge of helping the employee reach their
The workforce in collaboration with the executive team foster a high performance and align with their cycle of engagement which is comprised of setting clear objectives and goals, engaging the workforce to those goals, align the workforce to achieve those goal, transparent review of performance and open communication , listening continuously to the workforce, empower a setting to perform, improve and innovate, committing the workforce to grow and develop, frequent performance evaluations, recognizing , rewarding excellence and ensure that their performance aligns with the strategies of the organization. These evaluations are done yearly allow the workforce to incorporate themselves that wish to into high leadership positions and advance as their personal goal align with the organization's goal, thereby promoting growth within the organization and increasing and maintaining retention of the current workforce (MBNQA, 2018). Thereby incorporating the “CQI philosophy of meeting
...e is gaining the respect and trust of him employees. Lastly, in question one, he emphasizes the personal attention and individuality he gives to each of his employees.
I chose to interview Regina Geis, who holds the administrative role as acting supervisor for the County Mental Health adult day program, which provides services for individuals with intellectual disabilities. Ms. Geis has held this position for 15 months. This is her first managerial position within a human service agency. Her style of management has changed over this short period of time. She feels that she is now more direct with her direction with staff. She stated, “Maybe now I come across as a little bit cold. But I have learned that I now have to use the least amount of words to get my point across.”
... Although M.V. has much experience and knowledge over many of the staff members and interns, she must learn to handle conflict, as she often uses an authoritarian approach in solving many issues in her program. M.V.’s change towards mindful and empathetic will greatly increase her leadership ability to improve the program, as she will gain greater insight and improve happiness among the staff and interns. M.V.’s behavior of perceiving her staff and interns positively will assist their work ethic, Theory Y, as she will view them as self-motivated, liking work and accepting responsibility (Northouse, 2012). M.V.’s vision to improve the organization lies with her dedication in working for the agency for over a decade, but she may also find best practices to improve the organization with other great opinions from the staff and interns by being mindful of their feedback.
This includes letters and exit questionnaires. Tiera has had several informal mentors over the years. They have helped her to develop her management style and how to help motivate employees to become successful. She found herself striving to be in this business so that she could help people while achieving business results. She is one that drives others and herself to reach their fullest potential. Tiera has attained her knowledge to becoming a successful manager by a combination of education and experience. She has learned a lot from taking risks and making mistakes. Learning from failure she believes can be one of the greatest contributors to success. She is one that tries to surround herself with knowledgeable people to allow her to make the best decisions for the company. Just like in any job, Tiera faces challenges she must overcome. Many of her obstacles are a result of changes in the business environment and the demand of the clients. The most difficult part of her role as a supervisor is managing the different personalities of fifteen people. She wish she knew to think from a broader perspective earlier on in her career as well as not overreacting in situations. This would
Coaching is not an easy task and figuring out the best way to lead and guide employees can be overwhelming and challenging. Alex is now in a position where she has to be a motivator, leader, and a coach to several employees. She needs to understand the concept of coaching and the behaviors that go along with her coaching style. The concept of coaching helps develop and grow employees to achieve performance improvement, but it also helps the managers see how the employees embrace their job tasks and asses their results in comparison to the overall mission of the company (Bawany, 2015). Therefore, Alex needs to look back at her previous managers and determine what qualities and behaviors they possessed in order to improve her performance. Also, she must look at what personality traits James has and look at his previous managers to see which manager coached James to perform the best while working for the company.
Applying the correct abstractions to problems is essential to my job. Station captains, in the Waco Fire Department are essentially managers of their assigned fire station. We must work with great latitude to ensure the station operates efficiently with minimal disruptions ensuring all facets of the station are operational, this means contacting the appropriate department within the city to ensure readiness, this means knowing who to contact to get things happening without having issues grind through in bureaucracy.
Further, there must have been a number of decisions which drive the direction and initiatives of any staffing strategy. These include, but are not limited to, determining staffing levels and types, current staffing resources, internal/external hiring, understanding current and future supply and demand, hiring or retaining, and short-term or long-term planning. It was important to understand the scope of each category in order to establish a strong and successful staffing
This report focused on Peer Coaching as the coaching relationship brings to light what the person being coached already knows, but may not know he or she knows, and then helping the persons to make decisions and take action so he or she can move forward to some goal he or she has or a dream he or she wants to achieve. Coaching is a method of facilitating affirmative change that impacts an organizational leader’s performance, development of particular skills, which leads to a broader sense of personal growth.
This relates to the servant leadership theory, because the competence of the leader plays an important role in building trust between the leader and followers. (Russell & Stone, 2002) Being that our organization participates in S.M.A.R.T. goal setting, this would provide an excellent opportunity for setting a goal, such as “to attend and successfully pass 24 credit-hours of PLM & Office training within the calendar year.” With an increased knowledge in PLM and Office tools, I expect that the department would have more confidence in Carl’s abilities and competence. This would lead to better communication between the department and engineering, when discussing technical topics, and Carl would be able to confidently relay department information to upper
follow, so they need to scatter their power appropriately to managers in low level to obtain their approval, respect and trust. Beyond that, Harris and Jones are required to communicate with staff in order to express the expectation on them, take them into account decision making for achieving team objective through teamwork. Continuously, allow employees to innovate, challenge themselves embracing indoctrinate new concept are as same as significance.To cultivate different employees in different
Management is all about watching and caring about what you employees are doing. In this class I have learned to see more about what my employee are doing than just tell them to do it. This help to understand to job at and and what they may need to help create an...
The plans will focus on developing or sustaining performance in current positions (Aguinis, 2013). Development opportunities should relate to an employee’s performance in their current position. In reviewing annual evaluations or during weekly coaching sessions, opportunities for the development of skills will surely arise that can be incorporated into the development plan. Additionally, advancements in technology will prompt addit...
This intervention provides employees and management with the opportunity to communicate their mutual expectations and ensure that they are in agreement on the scope and volume of work to be done. In addition, role clarification can help management determine if their department as whole is working effectively as a team or if there are underlying duplications and inefficiencies which should be addressed. This intervention may also result in the organization needing to review staffing levels and employee skill sets if work volume is unable to be met by the current