“Transformational leaders are able to increase follower self-efficacy, giving the group a ‘can do’ spirit. Followers are more likely to pursue ambitious goals, agree on the strategic goals of the organization, and believe the goals they are pursuing are personally important” (Robbins & Judge, 2013, p. 384). By evaluating and comparing my characteristics with my admired leader, Janet Mock, “People working for charismatic leaders are motivated to exert extra effort and, because they like and respect their leader, express greater satisfaction” (Robbins & Judge, 2013, p. 381). Developing those additional leadership skills and advancing the characteristics I currently possess, will allow me the opportunity to expand my horizon. Conclusion Understanding and evaluating leadership styles and theories can allow an individual to assess his or her capabilities.
If everyone has a clear role then individuals will be less likely to become disheartened and be more willing to work together. * Open and clear communication is one of the most important points in effective team performance. Improving communication with other team members will help to build healthy interpersonal relationships. By encouraging team members to contribute their ideas and discuss issues and find solutions together this will increase trust and morale. * Effective Decision Making is vital to a team’s progress.
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.
Lastly, the feelers decide in a personal, value oriented way and want to know how the decision will affect the people involved. The Z problem solving model capitalizes on the strengths of the four preferences. By working through the different cognitive styles in order – S, N, T, and F - and utilizing all of them, the group will maximize their problem solving abilities. A diverse group of the cognitive preferences and pairings will allow the group to have more perspectives represented. Thus, better decisions will be made and implemented.
The intangible benefits that I anticipate for this system are making work less stressful on the users allowing them to perform better and create a more coordinated and easier way to obtain information. 4. What do you consider to be the risks of the project as you currently understand it? Is this a low-, medium-, or high-risk project? Justify your answer.
As a result, you are more productive, more effective and confident at decision making, and more creative. * You will be more focused and be able to come up with ideas for innovation, product creation, improved sales and marketing strategies, and much more. Having a clear mind and feeling grounded are essential to getting ahead in your career. Symptoms of poor Work/Life
Motivation is the hardest aspect to evaluate because the manager must trust employees to exhibit their motivations. A tool that a manager can implement to assist in evaluating an employee’s motivations is the DISC Platinum Rule Behavioral Style Assessment provided by Dr. Ken Blanchard. Learning Team B has multiple personality types that help determine their internal motivations. Erin would be considered a Producer. That specific motivation is in the Dominant Square within the DISC assessment.
Aspects of ethics are really sound in the case of the responsible leadership. That is an essential moment – responsible leaders should live by company’s articulated values, moral principals, and ethical issues; that aspects should be not just a great words but practical activity of the responsible leader. (Verschoor 2004). Responsible leadership can be considered as close to ethical leadership which emphasizes demonstration of ethically appropriate conduct by personal actions, relationships with followers, decision-making (Toor & Ofori 2009). The decision-making style of responsible leadership means making ethical decisions based on values, moral principals.
This essay is going to examine the key personal skills that are essential for the delivery of a successful and effective counselling session. I suggest three of the most important qualities to possess within a counselling relationship are trust, empathy and confidentiality without which, the counselling relationship would not survive beyond the first hurdle. I am going to therefore explore the key signs of an empathic understanding and the positive impact this can have on the client's wellbeing. I will then outline the hurdles that need to be overcome overcome to deliver a session effectively with specific focus on my own prejudices and communication barriers. In addition I am going to explore how the client might feel in a session and the blocks, fears and uncertainties they may encounter.
Choosing the right situation Taking the individuals needs into account The chairman should take leadership role and monitoring time, relevance of raised issues and people’s behaviour Keeping to the agenda 2.3.1. Posture Good, straight Posture indicates leadership and confidence and it indicates to the audience that you are in control and it conveys the message that you have confidence in your competence. Leaning slightly forward shows the audience you care. Slouching to one side delivers the opposite message and it shows disinterest. Hunched shoulders indicate lack of confidence and possibly low self-esteem.