Principle 3: In this section General Halstead teaches first of the principle of the 360 degrees of trust (Halstead 32). Halstead taught me how a leader needs to have a strong degree of trust in every aspect of their lives. a leader needs to have trust in his or her leaders, followers, and themselves (Halstead 32). This concept, I feel, is one that every leader needs to learn before they can lead efficiently. Leaders need to be able to trust the people under them to do what they are told to do to benefit the team. At the same time, followers need to be able to trust their leaders to do the same for them. Halstead goes on to talk about the fine line between being confident and cocky (Halstead 37). This was a lesson that really spoke to me, because I sometimes struggle with being a little too confident. Halstead explains this as having confidence and being comfortable in your skin, while still being humble enough to follow and do your job without letting success go to your …show more content…
On pages 46 and 47 General Halstead’s lesson about holding her tongue is one that really hit deep with me. I find myself letting my tongue rule over my brain from time to time. This gets me in trouble more times than not. If I want to become an effective leader and follower, I need to be able to reserve myself when it comes to saying what’s on my mind. The second lesson of Halstead’s that I found to really speak to me was on pages 49-50 where she talked about having a can do attitude. Halstead’s view on the “can’t” attitude really needs to become a part in my life, because I often find myself not pushing forward and saying, “I can’t”. I also really like how Halstead talks about looking at your job seriously and yourself humorously(p. 50). This showed me that I can take my work seriously, while still being able to be not so hard on
In the case study, “Effective leadership in unexpected places: A socio-historical analysis of the Red Tops dance orchestra”, by Milorad M. Novicevic, John H. Humphreys, M. Ronald Buckley, Corey Cagle and Foster Roberts, the leadership principles of Walter Osborne that I can further develop and add to my leadership toolbox are: clarifying team norms and developing shared understanding. From my experience in the military, successful teams are those that work in concert with each other to accomplish the objective as a team. Everyone has their part to play similar to a how a pack of wolves survives in the wild.
This principle states that in other for a team to successfully execute a project it has to internally coordinate and integrate the efforts of both the internal and external activities this includes .The integration of internal and external activity includes scouting ambassadorship and task coordination ,decision making and problem solving. In other to do this leader needs to create a psychologically safe environment for people so that they can process and reveal the information the team needs.
Let it be clear that no book will tell us the optimal way of leading, the best way of organizing subordinates, however, we need to realize that successful leaders have all something in common, their actions speak louder than their words, and that these actions are all guided by integrity. The emerging leader should in the end be able to build a character dependent on integrity. The character should be built by the core values we stand for, by our vision’s context, and what’s most important, we should always keep in mind, that “nothing is worse than losing trust, as it will mark our reputation”.
Chapter 12.3 discusses approaches to leadership. The leadership theory of Leader-Member Exchange suggests that “leaders adopt different behaviors with individual subordinates and that the particular behavior pattern of the leader develops over time and depends, to a large extent, on the quality of the leader-subordinate relationship” (Landy & Conte, 2013, p. 494). In essence, this leadership theory references how close the leader is with the staff member. Is there a feeling of trust? Is the staff member one that holds expertise in their role that the leader can rely on? Building a relationship with a staff member doesn’t happen instantly. The relationship grows over time which can result in staff members being a close confidante to the
...tion correctly. They must be psychologically mature to be able to make decisions that may involve stress. Leaders must also have enthusiasm to capture attention of their followers. In the workplace, when managers have energy and are active, it makes employees more enthusiastic as well. Leaders must also possess self-assurance and some would assume that confidence the most important key. Dao (2008) states that, “Self-confidence is the fundamental basis from which leadership grows. Trying to teach leadership without first building confidence is like building a house on a foundation of sand. It may have a nice coat of paint, but it is ultimately shaky at best.” A good leader must have that self-assurance to make decisions and lead others without being afraid. Confidence not only allows a leader to make tough decisions but to also lead a group of people with authority.
In today’s society everybody wants to become the next leader, but do people really know what the qualities of a great leader are? There are many definitions and theories about what constitutes a great leader. Some say that a leader is someone who is capable of inspiring and motivating others to change. Other says a leader is someone who does not rely on their title or power to lead, but instead can use his/her personal power to guide and lead others in an effective manner. While the definition of a great leader can vary depending on whom the question is asked, there is no doubt that these definitions have some common ground. In this paper I will discuss the 5 golden rules a great leader should posses and the reasoning behind it.
Humility – Leaders exhibit confidence, but know when it is time to throw in the towel and move on to other possible solutions.
It is my belief that transformational leadership improves organizational effectiveness, and, therefore, should be used in every organization. As my goal is to move up the management chart, I trust this theory and concept will enable me to be a more effective leader. The transformational leadership style is one of the widely used approaches today. Organizations believe that transformational leaders influence performance. In order for me to influence my follower’s to increase team performance, I must build that trust. Meaning, I must become that effective transformational leader in which my followers have trust in me. These learnings will be applied in my workplace. After the readings, I now understand how crucial trust is in transformational leadership. In the workplace, my focus will be on building cognitive trust among team members so that they will put more efforts into performing the given task. Having trust in the team leader and trust amongst team members has a positive effect on team performance. If I want the vision to be fulfilled, it’s imperative that I encourage my employees to work together. As the article mentions, trust is an important factor that mediates the effect of the transformational leadership on group outcomes. Applying the learnings of this article will enhance my leadership skills as well as improving organizational
Hal is a cold, calculating Machiavellian ruler. According to Machiavelli’s popular theory, being a successful leader has nothing to do with being a nice person or doing the right thing. Instead, it’s about being inventive, manipulative, crafty, and willful. Hal is an intelligent character who put all those attributes to work when he articulated a grand plan to fool everyone around him in order to gain power. One critic claims that traditionally there are two common ways to interpret Prince Hal's development. The first is to see it as a celebration of a great king in training who grows in his responsibility and develops into a mature political leader. The second view sees Prince Hal as a cold Machiavel who uses his friends as means to a political end, without much regard for their feelings. (Johnston 1).
In order for a leader to be a leader he/she must begin with the assumption that you are the one who matters most. As a leader you have to possess that level of confidence in yourself that you are capable of leading yourself “before you can lead others”. And when you develop this belief then you are better able of affirmative influence “on others”.
Two key concepts are behind the model. First, trust is built through the disclosure of information about oneself. Secondly, through constructive feedback from peers and subordinates, leaders can learn about themselves and deal with personal problems or faults. This feedback, if given in a constructive manner, can help organizations build teamwork and create...
Leaders have those indispensable qualities of contagious self-confidence, unwarranted optimism, and incurable idealism that allow them to attract and mobilize others to undertake tasks these people never dreamed they could undertake. (To Lead or Not to Lead, Unit One 36)
Covey, Stephen R. The 7 Habits of Highly Effective People: Restoring the Character Ethic. New York: Simon & Schuster, 1989.
My knowledge of leadership has been dramatically changed by reading the concepts presented within this book. True Me is designed to make you think about your leadership skills and help you to improve yourself. Potter and Hastings correlated a Christian theme through the book on management would appear to be a would be difficult for authors reaching out to a profane audience, but they remained committed in their beliefs, keeping their center of attention to the guiding principles of effective and enlightened leadership. Through out the book the authors reveal the eight characteristics that every leader must have to earn the trust and support of his or her staff, team, or organization.
At first I thought this was not a big deal, but I have learned from my research that it actually is. According to Dao (n.d), “self-confidence is the fundamental basis from which leadership grows.” By recognizing and acknowledging my level of confidence, I can take actions and develop skills to become more confident which will help me in leading project teams. I know that before I can be successful at leading others, I first need to become better at leading myself. Increasing my self-confidence will increase my motivation because I will have the confidence I need to go after my goals. This is how I will incorporate self-leadership into my leadership model while leading project teams. A high level of self-confidence will show in my behavior, my body language, how I speak, and what I say. This will give off a positive “can do” attitude that will motivate others around me. I know that what I put in as a leader is exactly what I will get out. I also know that as a