Characteristics of a transformational leader are providing vision and direction, gains trust from others, communicates expectations and critical purposes, motivate and influence rationality, advises, and guides individuals (Robbins & Judge, 2013, p. 383). I tend to be creative with the task given to me and I have the ability to think outside the box. Although I have a high attention to detail, my critical thinking and problem-solving skills make me an effective leader amongst my peers. “[T]ransformational leaders also show greater agreement among top managers about the organization’s goals, which yields superior organizational performance” (Robbins & Judge, 2013, p. 383). According to a study conducted by Gong, Huang, and Farh (2009), employees who work under transformational leaders had more self-confidence in their ability to be more creative and perform higher (pgs.
Easy answer, a good leader can guide the team to finish with productive and healthy discussions to come up with the best solutions. The leader can help the individuals on the team understand what is needed for the project and use their strengths in the key areas to accomplish the finish product. Keeping the team organized and on task is another very important detail; the leader can either do this or appoint someone on the team who maybe better at time management and/or organization skills. Listening to the team as a
Examples of great leaders can be found throughout different time periods and situations. This paper is a guide for people who are interested in leadership. Introduction The dictionary definition of a leader is that of one who leads or goes first. In other words a leader should be able to be ahead from others in all questions concerning his or her job. This person uses abilities to influence a group toward obtaining a particular result.
284). As regarding the pragmatic approach, such mentors tend to clearly indicate their authority in the mentoring relationship, via “imparting knowledge and skills to the learner” and providing precise and clear instructions to the mentee (Kwan & Lopez‐Real, 2005, p. 282). On the other hand, interpersonal mentor promotes the idea of mutual support, sharing and collaboration, which can facilitate professional growth both for the mentor and student teacher, for instance, as Kwan and Lopez‐Real (2005) clarify, a critical friend mentor is defined as a supporting friend, who nevertheless, can provide some constructive criticism for the sake of the mentee's professional improvement. Managerial style was regarded the least popular style among mentors, which can be explained by a highly judgemental and least flexible nature of the approach, comparing to pragmatic and interpersonal styles. Interestingly, but the change in perceptions of the mentoring roles was found in course of time and experience for some of the mentors and was influenced by two reasons: either because of the student’s
Running head: ANALYSIS – TEAM CHARTER Improving Team’s Performance Through Team Charter UOP - MGMT 521 – Week III Assignment Abstract Differences, makes the life interesting and challenging. Every Individual is different by nature and has varied strengths and weaknesses. Success lies in tapping each individual’s strengths and overcoming their weaknesses. As a Team, we all have to make sure to utilize each others strong personality traits and help each other to overcome and strengthen the weak points. It is easier to arrive at a solution, once you know the problem.
Briefly outline the key principles of coaching and evaluate its contribution to Leadership development “Coaching is unlocking people’s potentials to maximize their own potential”. It is majorly about helping individuals learn in contrast to teaching them. Coaching is an art of facilitating the development, learning and performance of another i.e. partnering with clients in a thought-provoking and creative process that inspires them to maximize their professional and personal potentials. Coaching assesses the current opportunities and challenges of individuals and organisations, thereby defining the scope of the relationship, identifying priorities for actions and establishment of specific desired outcomes.
I know this a great time to go forward applying tools that are available to me at Ashford University. So, this why I decided to return to college I will overcome and improve myself by employing strategies that will make these obstacles bow down. First, I will write down a plan to succeed. A plan that I believe will provides a direction that is best for me. I notice that organizations and confident people write a vision statement for their destiny.
Obtain feedback from others on your own performance as a team leader/potential team leader and use this feedback to identify one strength and one area for improvement (2 marks) • Strength – I always give positive and constructive feedback to staff members regarding development areas, praising and building on their strengths whilst introducing improvement areas. • Weakness – On some occasions I allow the conversation to veer from the point, which can reduce the time I have to cover the main points of the meeting/coaching session. 4. Describe one thing that can be done to establish and maintain trust within a team (1 mark) • When a team accomplishes a project or task, don't steal the spot light. Also, recognize who excel, but make sure everyone is rewarded for a job well done.
The research focus the importance of delivering intervention after leadership training, not only ensure that behavior goals are achieved, but also to make sure that negative outcome for leaders is not happen in workplace after the training. In practice, these findings suggest that training designer and trainers need to be aware about the possible outcome from leadership training, the positive effects as well negative ones that are connected to behavior outcomes that may also represent. For example, by promoting the positive atmosphere that got from the training and celebrate this to achieve more positive change in transformational leadership behavior. The study stated by Bandura (2001) about social cognitive theory, reveals that leaders’ reaction to transformational leadership training includes psychological attributes as well as behavioral changes. These changes that leaders experience over period of time after the training are associated with the amount of improvement and decline that leadership experience in their behavior, perhaps they should about be able to designing training intervention that are more effective in supporting those
In order to do this the leader must understand their followers and “speak their language.” Effectively communicating the overall vision and expressing what you stand for are the key components to this practice. I have worked on projects where the overall goal was not 100% clear. When the goal is not clear people have a propensity to lose focus and move on to other things. Challenge the process – for me, this practice was most the interesting. “Leaders are pioneers, people who are will to step out into the unknown.” I agree with Warren Bennis “leaders learn by leading, and they learn best by leading in the face obstacles.” The experience of leading a group through a project or task provides the leader with a list of do’s and don’ts for the future.