Decision making with your employees will let them gain respect for the leader and become more determined. This style will bring strength between you and your employees. Laissez-Faire-This style is used when the leader is lazy or distracted, it’s more of a you do what you want style. This style can be used when the team is highly capable and motivated, it’s when the team doesn’t need close monitoring or supervision. This style can cause failure when the leader expects the group to make the decision between themselves when they are un sure about what they need to achieve and how they need to accomplish the task.
Servant leadership is all about creating teamwork, community, and allowing for others to be involved in decision making, strong ethics, and caring behavior. These are important factors as well as encouraging personal growth among the staff (Spears, 2005). The leader and the servant are usually thought of as opposites however, the servant leader model has shown how the two opposites are intertwined to create a model that teaches about how to put others first and promote the sharing of decision making (Spears, 2005). This model focuses on the positive impact on the employees as well as the community, rather than worrying so much about profit (Spears, 2005). Compare and Contrast Servant Leadership with Transformational Leadership Transformational Leadership is another excellent form of leadership that focuses on the leader as a role model, the ability to generate
Leadership Development Plan MGMT 592-Course Project Table of Contents Introduction……………………………………………………………………………….3 Purpose of Study………………………………………………………………………….3 Understanding Who You Are and Where You Want to Go………………………………4 Values………………………………………………………………………….….5 Leadership Legacy……………………………………………………………..….7 Career Aspirations……………………………………………………………..….8 Literature Review………………………………………………………………………....9 Personal Situation Analysis……………………………………………………………...10 Lifeline Activity………………………………………………………………….11 S.W.O.T Analysis………………………………………………………………..12 Proposed Action Plan ……………………………………………………………………16 Conclusion……………………………………………………………………………….17 References………………………………………………………………………………..18 Introduction This Leadership Development Plan is intended to address my own personal leadership roles in my career, through past employers as well as in my current professional position. This plan will begin by discussing the purpose of this study as well as findings through many self-assessments to determine my specific leadership style and what I want my leadership legacy to be. I will also discuss how leadership theories relate to my profession and the specific types that would deem most effective. A personal S.W.O.T. analysis will review the results from the self-assessments and skill development exercises completed throughout the course.
In order to elicit the desired change he went to the engineers with true concern for their personal welfare. After listening to their challenges, he created a clear sense of purpose that both the leader and follower wanted. The goal was to reduce the administrative paperwork that was consuming the engineers time, the engineers saw this as a time waster, as did John Terrill. As their leader, he took personal responsibility to influence executive management of the inefficiencies of all the extra paperwork. Terrill demonstrated “an important aspect of leadership…influencing others to come together around a common vision” (Daft, 2008, p. 6).
This is not an effective way to get the best result from a team, but it has some advantages in situations where there is pressure to get the task done, like in the armed forces. This leadership style may use threats or intimidation to make sure that subordinates do what the leader requires. This could bring down subordinates by ignoring their knowledge and input. The leader monitors the work and each individual's performance; which is good to make sure that everyone is working. People are motivated by being rewarded; this brings encouragement helping the person who has done well do a better job and help them achieve more in the job.
Leaders have to set the standard by being empathic, supportive and use a range of different leadership styles to develop and maintain the team, they also have be fair and consistent, as workers that feel they are unfairly treated by a manager will not show loyalty and will do the minimum. The leader also has to demonstrate capability and experience, as having workers that are more highly achieving than the leader breeds resentment. Tuckman (1965) described the stages of team development as ‘Forming, Storming, Norming and Performing. As teams travel through these stages trust, respect and understanding of individual’s strengths and tolerance of their weaknesses is established. This process allows individuals to learn about each other personalities, coping strategies and response to pressure, allowing for bonds between members to be formed.
BSBWOR502A: ENSURE TEAM EFFECTIVENESS Assessment tool 2 (AT2) 1. If you were appointed the leader for a newly established team, describe how you would ensure that all memebers of the team knew what they had to accomplish. As a leader for the development of a new team performance plan, the following steps should be considered to ensure roles, duties, and outcomes for each individual is achieved. Roles should be clarified and liased with upper management so members understand their purpose. Conducting meetings, interviews, brainstorming sessions, communication via email, newsletter or other devices.
Many people attempt to understand what methods or actions are involved in becoming a magnificent leader. Leadership is a phenomenon that has been vastly studied and seldom understood. There are many theories of how and why distinguished leaders are developed. The following information will provide an explanation of the theories and methods that it takes to be a successful leader. It will also focus on the challenges that leaders face in today’s organization.
A lot of people thrive on the routine of their job, performing the same tasks day after day. As an entrepreneur I will be able to expect that each day will be filled with new opportunities to challenge myself, and that I something I really like about the idea of having my own business. In the past jobs to me seem truly like work but if I have my own business and the same long hours I put investing in growing my business will not feel like work because I will actually be having fun in what I’m doing. As an entrepreneur it almost seem like I have an allergy to red tape. Rather than wait for approval or for the guidebook to be written about how to do something but instead as a small business owner I will be able to get these things done
Leaders encourage and empower people to achieve success rather than place blame. According to the Keirsey style sorter by Mr. David and Marilyn, I found I have ENFP personality style. To understand what ENFP means and how I land under this category and why they are indicators that lead to strengths and growth areas. In next couple of paragraphs, I will discuss what they mean and recognize strength and growth areas for person of ENFP styles. Later, I will talk about my leader style and finally will combine the dimensions and form personal strength and growth areas about myself.