During the residential weekend, in building the bridge activity we had to build the longest bridge possible. All my teammates were so busy focusing on building a long deck, they forgot about the base that had to be built to support the bridge. I was the only one trying to build a base and I eventually came up with some ideas to try out. Initially it was difficult for me to convince them to focus on the base because they were over-enthusiastic and failed to realize what was important. Later when they did I was not able to get my ideas through to them. I tried to explain it to them but they didn’t get it and we didn’t build a bridge that day. Later, I got a feedback from X and telling me that my ideas were good but I need to effectively communicate my ideas with all my team members so that everyone can understand and reflect on it.
How does your thinking and behavior in this critical incident reflect the findings of your chosen self-analysis toolkit?
This critical incident highlights my preferred roles identified from my Belbin report, which were Monitor Evaluator and Plant. In the above critical incident I analyzed the problem before jumping into action, which helped me identify the importance of building the base. The majority of my contribution to problem solving was in the planning stages of the activity. This reflects on my preferred role as a Monitor Evaluator. The report says that as a monitor evaluator, I think before acting, with a discriminating mind, which is valuable at the strategic planning stages of an operation. Initially I had my doubts over my role as a Modular Evaluator but now I agree more with my Belbin report.
Also during the critical incident I came up with many ideas to build the base of the bridge. From t...
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.... I am naturally an easygoing, carefree person and that makes me a very passive manager. I developed such an attitude because I did not want to be seen as aggressive but then people have taken advantage of this in the past. Also it is important that I check my level of assertiveness so that I do not appear dictatorial.
3. Provide constructive feedback: An effective manager should know how to give feedback constructively. I have avoided giving negative feedback in the past simply because I did not know how to do it. This way I let the person repeat the mistakes. When feedback is provided in the right way, even negative feedback could be used to motivate employees perform better. As a manager I would encounter numerous occasions where I would have to deal with delivering tough messages, so it is important for me to develop the skill to provide constructive feedback.
The I-35 Bridge collapse in 2007 was not the result of a single safety precaution being overlooked; it was primarily due to a miscalculation by the original design team, Sverdrup & Parcel and Associates. While the accountability can be placed on Sverdrup & Parcel and Associates, the only way to learn from such disasters is to delve deeper into the root cause and determine why this minute, yet extremely important, detail was overlooked for over 40 years.
An example of a good leader that lacks management behaviors is the current assistant nurse manager (ASM) in the unit where I am currently employed. The ASM is can motivate the nurses because he is a ?hands on? leader, meaning that he is the first to help with patients on the floor; however, this takes away from other duties that he must accomplish. The ASM lacks the managerial behavior of delegating work to his subordinates. However, he is excellent at gathering information, empowering the employees, and giving positive feedback, although he is unable to manage conflict when it
Feedback is an excellent tool to provide employees with information and guidance. Feedback consists of two-way communication. Employee feedback provides managers with clues regarding how they are hindering or aiding their subordinates ' work performance. Supervisory feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Feedback increases self-awareness. Proverbs 19:20 states “Hear counsel, receive instruction, and accept correction, that you may be wise in the time to come.” If presented correctly, feedback is not positive or negative. It is just data to make someone aware of the impact of his/her skills and behaviors on
There are several different items that I have stored in my leadership “bag of tricks”. The one that I find myself applying the most is the ability to be both stern but flexible. I am a true believer in the statement that no one is perfect. As a leader I feel tha...
First, an IT manager should be a good communicator. This means possessing communication skills that would allow him/her to speak intelligently, forcefully and with authority to all levels of the organization. It especially means being able to communicate the value that IT brings to the organization. Another great skill to possess as an IT manager is to be competent and have strong character. It is one thing to be a good person, but it is another to be a good person which is also competent in what must be accomplished. Possessing a strong character mean one could speak with persuasion to anyone or any group. Lastly, I believe that leading by example is most important when it comes to avoiding pitfalls that causes IT managers to fail. The reason for this is that it would ensure that the IT manager remains competent as well as develop the people under his/her
...itz, 2003). So, my research will firstly focus on what a manager can do on a day to day basis to develop their talent and that of their employees. First, I believe a leader needs to feed his/her people and let them grow. The leader must have an interest in what happens in the lives of people and have genuine interest in the individual employees: who they are and what they want. Ethics should be the bed from which you operate, first you have to give respect , in order to get it. High-quality management of people leads to longer employment , which leads to confidence , which leads to more work. A leader should thus provide a pleasant and friendly environment. I believe that the more fun you can make it for your employees to work, the more profit you will make. The real challenge is the willingness to bet on the long run and not get carried away by short-term pressure.
My own leadership style is one I like to think of as laisse-faire versus micro managing in style, I prefer to size up subordinates and ascertain their abilities and capabilities and if they are sufficiently mature and capable, I allow them to run with their tasks as self-governing until such time as they give me a reason to pause and reconsider my position. I’ve been given constructive criticism by my mentor that I have room to improve with my assertiveness and I do plan
A well-thought plan for addressing leadership development is key to becoming the best leader or in this case-the best project manager. Knowing what my strengths are, is just as important as knowing my weaknesses. It is an important step in assessing one’s natural leadership style by analyzing past behavior rather than consciously doing something unnatural (Career Education Corporation, 2013). The first step in developing weaker areas and emphasizing strong points is to know what type of leader and communicator I am. My overall assessment stated that I am an Artisan and communicate with an analytical approach. Placing emphasis on strong forms of communication and creating a plan to develop weaker areas are important steps to being an effective project manager. Often times, barriers are formed when there is a weakness in communication ability. One of my weaknesses when communicating is reacting defensively to criticism. By acting defensively, I create a barrier between my team and their willingness to be open and honest. With saying that, I have to be open and honest with myself. I have to work to create an environment that emphasize constructive criticism. Team members should not be fearful to voice their opinion even if I may disagree with what is being said. Being assessed as an Analytical communicator, I sometimes come across as insensitive and uncaring. I must work to be more diplomatic in my style to improve communication. I have to encourage my team to embrace a culture of understanding. I may come across as aloof and accept that my style is not the best at interacting with everyone. Striving to become more familiar with each person and how to communicate with them is part of my plan. Communication is the cornerstone of a successful team. Effective teams have frank and free sharing and open-ended meetings that lead to a shared vision and purpose (Janasz, Dowd, & Schneider, 2015). Everyone has unique qualities and
I do not think that any manager or leader can be perfect. There is always going to be someone who does not like how you handle something or how you lead in general.
In order to be a good manager or leader you must have good communication skills. Communication is everything when trying to accomplish many things; including teaching and guiding people within the workplace. In order to lead and build a progressing team of employees or successful group a manager or leader must be able to listen to their trainees needs, pay attention to what they excel in and what they may need improvement in. Building a game plan of how to help them succeed in areas that need improvement is a step in being a good and active leader.
According to Harry Kraemer there are 4 principles to becoming a great leader. The first is self-reflection. In order to lead we must first see a clear picture of ourselves. We must also see what we are good at and what we need to approve on before we can lead others. The second principle is having a balanced perspective. Managers must know all sides of a situation before they make a decision. They should also talk to their team before making a final decision. Employees will have more respect for a manager that cares about their opinion than they will for one who does not care how they feel. The third principle is true self-confidence. A manager has to be confident in themselves in order for their staff to trust them. A manager with a confident attitude will get more respect than one who is unsure and is just hoping they are right. Finally, managers must have humility. A manager has to remember were they came
Successful and effective management really depends upon your team management skills and abilities. If a manager can work in a team, then he can also expect a positive response from his sub-ordinates. Manager should lead b...
Managerial communication and skills explains almost all the concepts on the effective management however some of the vital concepts I have learnt from the course include Effective managerial writing, Motivating employees, Managing Self Directed teams, Human Resource management and the competitive advantage, Communications across different departments, Communication through differences and communicating diversity in an organization, all these concepts taught me on how to reflect my learnings at my work and bring up the balancing status. There are numerous ways to get what we want from employs in assertive manner one among them is through recognizing their work and providing apprecia...
I enjoyed working with managers who treats employees fairly, and uses his own judgement, rather than getting information from others.i like managers who do not yell on their employees wheneever they does slight mistakes. I prefer those who congratualete their employees when ever they perform well or not. Because employees likes to be respected as the way managers also tend to be respected, therefore both parties desrves respect from one antoher.
Management is not just about making decisions, watching over employees, and bossing others around. Good management results in satisfied customers, who provide better customer service. In order for new managers to be successful, they need to have good communication, human skills, and the ability to motivate others. The ability to do these skills effectively makes a big difference to a manager and the company’s overall success. Companies depend on managers to fulfill their skills and knowledge to help their company excel.