As a manager, I can see myself inspiring my subordinates to think, grow and take responsibility for them. I do this by demonstrating belief in what my staff members can accomplish. I believe that I can help people to improve, and I enjoy managing and supporting their efforts. Moreover, observing the best in people is important to me. In fact, my ability to combine an acceptance of others as they are with the inspiration and encouragement they need to become even better is what makes me a valuable mentor, manager, co-worker, and friend.
Justin Gemoll – Justin’s assessment score is ENFP. The relationship theory would apply to Justin because he provides inspiration, helps others and wants everyone to reach their full potential/ My leadership plan for Justin is for him to participate in strategy development and implementation. Mai Yang – Mai’s assessment score is ISTJ. The leadership theory that would best apply to Mai is the relationship theory because she is focused on the performance of group members, and she has high ethical and moral standards. My leadership plan for Mai is that she assists in the market research, development, and implementation of strategy Leroy Washington – My personality assessment score is ISTP.
Leadership Style An effective leader generates connections between associates of the organization for the purpose of increasing performance and accomplishing exceptional results (Sullivan & Decker, 2009). An effective leader will encourage members of the organization to collaborate by delivering motivation and direction to attain organizational goals. “One thing that all leaders have in common is one or more followers. If no one is following, one cannot be leading” (Vroom & Jago, 2007, p. 1). A leader can achieve organizational goals by interpersonal skills to persuade, influence, and guide others.
Trust is developed by clearly defining roles, expectations, and goals. This develops a familiarity between the different team members, which helps to produce a shared vision and reliance on each other and improves the team’s effectiveness (Bethea, Holland, & Reddick 2014). A highly effective team uses its shared vision and defined goals to foster a sense of group harmony. This allows for problems to be solved and goals to be achieved. With each problem solved or goal achieved, excitement grows within the team and a sense of accomplishment is felt once the process is completed (Bethea, Holland, & Reddick 2014).
As one reported that Lewis inspired dialogue, and participated in problem solving and decision making, to ensure that the team dug deeply into the caused of the problem. They came up with the strategy to maximize direct product profitability (DPP). According to Richard Gentry Executive Vice President in Merchandising, Staples Inc. Lewis was “able to influenced people and get respect because she has a great insight combined with a great natural personality” (Bromley 2004 p82). These traits that Gentry mentioned was listed on the beyond basic traits of a leader from leadership traits. These are the traits combined with her adaptation of situational leadership, help Lewis in her journey to motivate her followers at Staples and lead them in new directions towards meeting their goals.
It involves modeling the vision, forming teams, influencing them and aligning people to achieve the set goals. Leadership bears the responsibility of inspiring people and producing meaningful changes in the company. Leadership is therefore responsible for positioning people and organizations in the right positions. A good leader has the ability to articulate a vision and assign the right people the right tasks based on their talents. Leaders motivate their subordinates and in return obtain outstanding results from their employees.
A democratic/participative leadership style is one of the most effective styles that leads to higher productivity, better contributions from group members, and increased group morale (Cherry, 2013). As a democratic/participative leader, good communication skills are a must. Leaders must communicate with employees by encouraging and involving them with the opportunity to share ideas, opinions, and suggestions. Giving them the opportunity of sharing the ideas, opinions, and suggestions will show how well the employees skills are and how it will affect the district. The democratic/participative leaders must communicate with its employees by taking his or her ideas, opinions, and suggestions in making the final decision.
The challenges place an ability of performance, increasing skill-levels that produce customer valued work. Employee encouragement takes a creative and “individual approach to challenges, with a strong emphasis placed on performance and skill—and equal, merit-based opportunities across the board” according to "Lg, Life'S Good" (2013, p. 9). This increases the value of the organization and how the organization maintains its longevity with shareholders, within the market, and a society catered to through
Within the LMX, the follower are confident individuals who believe in themselves and their skills, they become motivated to do their best which improves the outcomes for the leaders, followers, and the organizations. In order to influence motivation, an internal behavior, leaders should provide the followers with tools that will enhance and build confidence. When analyzing the two coaches, Coach K. and Coach Knight, there is significant evidence of the leader-member exchange theory. Coach K. and Coach Knight both displayed and provided a structure regimented training program to help improve their player’s fundamental skills which was their approach to motivate their team members that
I believe that a true leader emanates excellence in every aspect of their personal and professional lives. Leaders empower, inspire, motivate, influence, and encourage others around them to achieve excellence by their own example. Furthermore, I believe that leaders are effective communicators, respectful of other’s needs, embody honor, display integrity in their actions, and have the confidence and tenacity to affect positive changes in the workplace, personal and professional relationships, and themselves and