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.
When working in a team setting I find myself wanting to start ahead of everyone else and leading the group to obtain the best results. The D style personality weaknesses can include when I over step authority due to control issues. My listening skills are often poor in certain situations, which results to overlooking the important issues. The dominance personality style person is motivated by new challenges and achieving goals. Dominance personality leaders are humble but enjoy verbal recognition as well as rewards.
The test that examines more in depth of leadership styles produced a somewhat predicted outcome. I know that my style and personality are strongly linked to achieving a task to completion. There are few times where I put people’s concerns or worries ahead of the task, generally when necessary but defaulting to task at hand as priority. I don’t believe that I’m inconsiderate of people as my style is to be balance the work loads and give people an opportunity to achieve their directives. This allows me to focus more on the issue at hand and worry less about people’s opinions.
“Nothing of me is original. I am the combined effort of everyone I've ever known.” ― Chuck Palahniuk. A person will often feel apprehensive when they are not involved and connected to a certain group but this is when we need to understand and learn to be autonomous and not be necessarily dependent on others. This is when we might find ourselves disconnecting with those surrounding us in order to revaluate ourselves. It is of utmost importance to carefully choose the people we associate with, as we are greatly influenced by our own peer group because they can assist in developing a strong individual identity.
Although I don’t believe this is her strong side, she develops some emotional and social intelligence. Not at the level she should, in my opinion. To be in presence of leadership, a leader must be able to transform traits and skills into behaviors. She is very good planning assignments and arranging schedules. Grace has a lot of way to walk in order to become in a great leader.
Great leaders are mindful of their strengths and leverage these to be persuasive and inspire others. These leaders are also aware of their weaknesses and likely make efforts to increase their skills and abilities where they are weakest. Here are a few key points about each trait: Ability to Delegate You aren’t the only one with great ideas or the right skills to do the work. Trusting others to accomplish the vision and delegating the right tasks, to the right people, demonstrates your confidence in their abilities and skills. Ability to Inspire Your energy, passion, and commitment to achieving a goal are often not enough.
Signature: ……………………………………………………. Important Notes: * Your assignment will not be marked without a valid signature. * A breach of the certification above will result in an academic penalty. Leader Development Leader development is defined as the expansion of a person’s capacity to be effective in leadership roles and processes. These roles and processes are ones that aid in setting direction, creating alignment and maintaining commitment in groups of people sharing common work.
S2 – Selling / Coaching – The leader still defines roles and tasks, but seeks ideas and suggestions from the worker. Decisions remain the leaders but communication is much more two-way. This style is used in situations where a worker has some competence but lacks commitment. The worker may need direction and supervision because they are still relatively inexperienced. They also need support and praise to build their self-esteem and involvement in decision-making to restore their commitment.
S/he will just tell the team or individuals what s/he wants to be done, when to do it and even how to do it without consultation from the team members. If you are short of time this might be the best way to get your employees motivated. People see this style of leadership as the wrong way of motivating individuals and leaders using this style can appear bossy. Some also argue that this style of leadership must be used sparingly and the best way of motivating your team would be to use the democratic style. • Democratic This leadership style is used when the leader wants to involve the team members in the decision making process.
Four situations where different leadership styles would be appropriate for your team Directing style – this is generally applied when staff in the team are highly motivated to do their work but do not have much experience. It is characterised by the manager providing close supervision and giving specific instructions on what needs to be done. This style would be suited, for example, to a new starter to the team who may need considerable guidance relating to the processes and procedures which the team applies in the first instance. Coaching style – this is most appropriate when staff have begun to develop in their roles and hence have grown in confidence which has possibly lowered their level of motivation. In this instance the manager takes on a more consultative persona, asking for questions and ideas, but ultimately makes the final decision.