I will be exposed to new things as well as new people. Finally I would like to develop the skills and be a leader as referred to by Eugene B. Habecker, “The true leader serves people. Serves their best interests, and in so doing will not always be popular, may not always impress. But because true leaders are motivated by loving concern rather than a desire for personal glory they are willing to pay the
Contingency Theories of Leadership To successfully run an organization, many aspects must work together to ensure that everything runs efficiently and effectively. A major part to the effectiveness of the organization internally is leadership among the organizations staff members. But what is leadership and why is it important? We define leadership as the ability to influence group towards the achievement of a vision or set of goals (Robbins et al 2011). Without being able to communicate, direct and inspire people like leaders do, organizations would struggle to be successful as they would not be able to do effectively communicate visions and help overcome hurdles to the best of their ability.
The perception of the trainers needs to be addressed, because the trainees are the ones actually held responsible for the information being taught. The following data and information will prove my theory that learner styles and learner readiness are not being taken into consideration by the employers who are training them. The Majority of Employers Do Not Take into Consideration Learner Readiness or Learner Styles What is Learner Readiness? Education.com describes learner readiness in the following way: “State or condition of an individual that makes it possible for him or her to engage profitably in a given learning activity -- learning readiness depends on such factors as past experiences, cognitive development, affective factors, and motivation as well as on the instructional methods and materials to be used.” (Glossary of Education, None Given) In essence, we are talking about an employee’s ability to learn,
The appropriate form depends on the kind of task or environment one is dealing with. Effective leader know that there is no one best way to manage people. Instead, they adapt their style according to the development level of the people they are managing. For example; manager looking to improve their ability to lead people to higher levels of performance need to adapt their style to match the development level of the people they are managing. It is a proven approach that will help managers lead people to their best performance every time.
61).and orientation as well as motivation to learn. Self-Directed Approach It is the need and ability of an individual to control own learning capacity for the personal growth in contrast to androgogy that focuses on mutual benefit to oneself and surroundings. It has various goals associated with it. Elucidating a few:- 1) - Accepting responsibility of one’s own learning. 2) - Fostering of transformational learning that is the critical reflection is defined as the historical, geographical and cultural reasons for one’s own needs, wants and interests.
In order to display leadership, I believe that one has to have the ability to be a leader. Being a leader to me means to be able to act as a guide, or be an influence in every aspect of our lives. Whether it is lending out our hand to people, helping teachers pick up trash and organize the classroom, acting as a leader by stepping up and doing something that you’re afraid to do, or just simply by doing more than what you’re expected to do, these are all qualities of being a leader. I believe that a leader is someone who puts forth their best efforts every time, and I believe that a leader is one who is able to be one hundred and then percent, even when one is only required to be one hundred percent. Leaders are often “over achievers,” and do the most that they can the absolute best that they can.
Self-leadership in its basic form is the leadership of oneself. However, how one leads themselves and if they do so effectively determines whether their leadership journey will become a transformational one (Neck, Manz, & Houghton, 2017). This transformational journey of self-leadership must begin by discovering one’s vocation, mastering mindfulness, and feeding one’s curiosity as these three tools lay the foundation from upon which to build. Self-Leadership Self-leadership is how one influences themselves to achieve their goals or objectives. It is grounded in behavioral and cognitive strategies and “addresses not only how but also what and why” to aid in positivity and productivity (Neck et al., 2017).
To transform yourself on becoming a leader, it is important to learn from everything. And there is no best teacher than you. There are many ways of learning, and could be for example emulating someone, taking learning from problems, or anticipating events learning before they occur. Since learning is more a process than a thing you get from one day to another, there should be motivations to keep on the road and try to fulfill our potential, and two of them are the hunger to satisfy our attention for something and the difference between what you are and what you should be. Since each person is responsible of its future, it is more than important to accept responsibility.
Any objectives agreed upon by a management coalition would inevitably be highly ambiguous goals, enfeebling the ability of a top manager or entrepreneur to truly control the direction of the firm. Cyert and March argued that while ‘individuals have goals; collectivities of people do not’ (1992, p.30), and thus the firm could not have well-defined objectives. Premised on this weak (or the absence of) leadership, The Behavioral Theory posits that the firm’s strategies and learning processes are short-term in focus with adaptations induced by crises. Management is unable to reconfigure internal resources because of the immutability of standard operating procedures and the ambiguity of coalition goals. In his discussion of firm strategy, Oliver Williamson notes that in Cyert and March ‘the firm resembles a fire department more than a strategic actor’ (1999, p. 14).
So it's critical to distinguish between the skill of performance and the skill of leading the performance, two entirely different skills. It's also important to determine whether a person is capable of learning leadership. The natural leader will stand out. The trick is identifying those who are capable of learning leadership over time. What success looks like and how to achieve it.