I ensure that my staff sees me as non-judgmental, dependable and I am clear with my communication of what is to be achieved by my staff when I set them tasks. I liked to explain my vision, and set goals, which the staff agrees upon. I also like to sell the goal or task within an energy that will enthuse my staff to achieve the mission. This accomplished by the use of the SMART principle. What is SMART? SMART stands for specific, measurable, achievable realistic and time bound. Rickards (2012) p.68. & Figure 7.5 p 132 David Pardey 2007
First we must understand what the task is and then apply the SMART principles to it. The task can be the purpose of what the team as to achieve. The leader job is to then guide their team to accomplish this task. So by apply the SMART principles the team understands why their manager may be applying a different leadership style. For example if an urgent task is to be done the leader may decide to use a more direct authoritative style of communication. The benefit in completing the SMART principles with your staff is that they will understand why you have changed you leadership style. Another benefit of using smart objectives is that employees will get an
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If 360 are to be effect then any comments must be followed up with appropriate training or the system has no value.
Exercise 10.4 p214 in the book Personal effectives Dina Winstanly was a good exercise to see if I had good self-efficacy. Winstanly as states that having a role modal is a good idea to keep you encouraged and determined. To help myself improve it seems wise for me to find a role model I can learn from. Furthermore keeping strictly to the British Army Values and Standards will make be become a better all-round leader and manager within my working
It holds that various situations require different leadership styles to result in effective outcomes. According to this school of thought, it is the assessment of the competence, as well as the commitment of the leader’s subjects that makes the whole practice a success. As a result, a leader should access the two factors before deciding on either directive or supportive form of management.
The first of the five principles of leadership is modeling. This is defined by Kouzes and Posner (2007) as doing what you say and doing it first. This involves personally clarifying the values and priorities for the organization, and then sharing, teaching, and modeling those values to others. In leadership, the first step is always to fully understand your vision and become personally transformed and inspired by it.
Leaders are actively on targeting goals and objectives for the people who work for them. In management, many goals are established by staffs and carried out by the managers themselves. Leaders will act to develop in more creative ways solve the problems; keep on going and with new missions. Managers will continue to do whatever is necessary work to accomplish the tasks and usually to get the job done without taking on too much risk or moving forward. The leader's instinct is to take risks instead and to challenge that task holding back by people and think of new ideas within an organization. Leaders more concerned on relationship between staffs, they promote the good staff, help them to develop, and move forward. Managers assign people, focus on personnel issues; and focus on how the job task get done, how they solve it, and how are they finished. (Rashid A., A., 2007).
“The team is faced with creating cohesion and unity, differentiating roles, identifying expectations for members, and enhancing commitment. Providing supportive feedback and fostering commitment to a vision are needed from the team leaders (Developing Management Skills).” ... ... middle of paper ... ...
Hasenfeld (2010) states “Task Oriented” leadership focuses on the planning, directing, implementing, budgeting, and decision making. Internally, making sure each department is operating effectively, and the mission set forth by the organization is upheld. Externally, they use their resources to scope the success of other organizations; then plan, and set goals that will elevate them above the competition. The task oriented leader, is less concerned with how the decisions made, affect the employee’s; instead they focus on making decisions based on what keeps the company moving in a positive direction. Hasenfeld (2010) suggest that these types of organizations are operating with great uncertai...
Reflecting on my skills inventory questionnaire, I have determined my technique skill is my strongest area of expertise. I believe these results are accurate because I have always taken pride in my self-sufficiency. I take great measures to have the tools and knowledge to successful complete my tasks. When working in my professional and academic life I am very task oriented. For example, when I was a manager at a Tim Horton’s, I always made sure my followers were working towards the objective of providing fast, quality service. I did not care much for my human interactions or conceptual knowledge of the job. I find my leadership style is quite rigid. I believe the duty of a leader is to accomplish a mutual
It is the nature, vision, and upbringing of the leader which helps them to determine which leadership theory fits them the most. A leader is the one who helps others to accomplish the goals. If there is any kind of intervention in the leadership style then most probably it would fail as the employee would be no more interested to work under the leader. A leader is someone who inspires others, helps them to view a goal and motivates them to achieve the goal. In a workplace, leaders come and go but the important thing is that leader who inspires others will leave a mark for the lifetime. Being a leader is not a difficult job, but leadership faces a jeopardy situation when a leader is incapable to answering the why and how questions. So, one should be very careful while acting as a
The principles of leadership and management are helps to understand the management style and make the effective decision. An effective decision helps to gain the success of an organization. Lots of way to manage and collect information/question for leadership and management which are describing in the below:
Each style should be applied to different situations. I like that this theory takes into account that different situations should be dealt with using different leadership styles. However, I find that this theory focuses too heavily upon the leader and less on the employees- it assumes that groups must be led because they “do not know what is good for them” (Leadership-Central, n.d.). It asks the leader questions that they rate high or low, the path they take helps decide what course of action should be taken- should they decide to consult individually, consult as a group, facilitate, or delegate?
Inspire a Shared Vision- leaders believe that they can make a difference in getting others excited and drafting them into their dreams and the future possibilities. 3. What is the difference between a'smart' and a'smart'? Challenge the Process – leaders seek unusual ways of enhancing the organization by taking risks and experimenting, thus embracing the unpreventable disappointments as learning opportunities. 4.
This is done through the two commitments of fostering collaboration by building trust and facilitating relationships and strengthening others by increasing self-determination and developing competence. This is another practice that Sally could use being a senior manager because she is in charge of getting her team members to work together. As she works with them and they work with each other, relationships are being formed and trust is being built. There are many ways Sally could increase the self-determination of her employees. She could provide them with choices in their projects and hold them accountable for their projects. Sally also used this practice with David when she made it known to him that he was held accountable for not completing his projects by the required due dates. This is beneficial to use because it allows the teammates to get to know each other better and collaborate to come up with new and different ideas. It also encourages workers to try their best when they are held accountable for their
For example, under this theory the leader would employ High Directive/High Support leadership behaviors to the Disillusioned Learner. Ideally, the leader helps the followers as they progress through the stages to achieve the Self-Reliant Achiever/Delegating level. While I do not necessarily fully subscribe to the theory, it does seem to have merit and I do believe that it is important for an effective leader to have the capability and flexibility to adapt his or her style to the needs of the followers in order to encourage everyone’s success. I also believe that an effective leader plays a significant role in promoting and molding individuals’ readiness as it relates to motivation and commitment. As such, I developed my leadership assessment with these points in mind. The assessment focuses on 14 attributes that I believe are important not only for a leader to be successful within the parameters of the SLT, but...
As a nurse, learning to adapt on various situations and applying appropriate leadership styles in different circumstances is a very essential skill to learn in health care practice. A strong personality should be shown so that the role can be maintained. With my experience, I have met different people with various personalities. Some will have challenging personalities which can be a hindrance in implementing the management plan however, showing the staffs the you have the courage, confidence, knowledge and skills to perform a task can greatly influence them to achieve a common goal. From my experience, I have learned that to be an effective and a good leader; you must also be a good follower and a good role model to the other team members. If the manager or leader is complying strictly with the rules and policies, there is a higher chance that the staffs will also follow the rules and policies based from my experience. Moreover, gathering positive and constructive feedbacks from my mentor helped me to further understand the importance of leadership and management
“Some human behaviors are clearly prompted by specific stimuli.” (Pg. 101) An example of this quote would be Pavlov’s theory. I have learned about many psychologist that have made an impact on the world to explain animals and humans minds and behaviors. A few known people I have learned about are Ivan Pavlov, John Watson, Edward Thorndike, B.F. Skinner, and Albert Bandura. The first psychologist I learned about is Ivan Pavlov and he taught the three stages of classical conditioning. Pavlov’s famous experiment is known as “Pavlov’s Dogs.” In Pavlov’s experiment he used a dog and a bell. The bell had such an effect on the dog that when the bell rang the dog salivates naturally. My example of classical conditioning was to eat food every day at
A situation where I can see myself reflecting on applying these principles to lead my organization is finding ways to increase compliance with the medical staff on discharging patients before 10am. I think this is a great way to lead my origination because not only can I see it from a leadership point of view, but it will allow me to be an empathetic leader and a team player. I believe that the quantum leadership is successful because it also focuses on being a team player. Being a team player one strives to do their share of work and holds others accountable for expected outcomes (Porter-O’Grady & Malloch, 2015).