Current leadership Style based up on the Assessments which I have taken: Ambassador: Most of the ambassadors are very much familiar on how to handle a many number of situations in decent manner. These kinds of people have a tendency to isolate themselves from the horrible situations. When conflicts occur, people are apt to be more determined in a peaceful way- to be more convincing and respectful at the similar time (Robert & Regina, 2011). Advocate: Advocates here automatically perform to the representative in the group. These have a tendency to be articulate, logical and very convincing. While arguing a point, advocates use linear and non-linear approaches. In most of the critical situations, advocates need senior ambassadors more often to persuade the employees, create consensus among all the employees and make decisions (Robert & Regina, 2011). People Mover: People in this category are the wise mentors. These have directory of many associates who always introduce to new people for new thoughts and new directions (Robert & Regina, 2011). Truth Seeker: Truth seekers always create an environment so that everybody feels that they are equal. When new policies and rules are introduced, Truth seekers help all the employees in understanding the new rules and policies by explaining clearly to them. Root-cause issues and critical issues are mostly identified by the truth seekers. Truth seekers strive to protect the integrity being maintained in the process. Most of the triumphant individuals in the Human Resources function are noted to be truth seekers (Robert & Regina, 2011). Creative Builder: These are the entrepreneurs- who look for new opportunities, new goods and new thoughts for making them factual. Builders get ... ... middle of paper ... ...YOUR LEADERSHIP LEGACY, Retrieved from http://www.yourleadershiplegacy.com/assessment/assessment.php Ferraro, J. (2008). The strategic project leader: mastering service-based project leadership. Boca Raton, FL: Auerbach Publications. The essential role of communications. (2013, 05). Retrieved from http://www.pmi.org/Knowledge-Center/~/media/PDF/Business-Solutions/The-High-Cost-Low-Performance-The-Essential-Role-of-Communications.ashx Tonya, M. P. (2007). Motivation: How to increase project team performance. Project Management Journal, 38(4), 60-69. Retrieved from http://userhome.brooklyn.cuny.edu/irudowsky/PM/articles/Motivation-IncreaseProjectTeamPerformance.pdf Jason, W. (2010, 04 23). 5 goals every project manager should aspire to achieve. Retrieved from http://www.cio.com/article/591811/5_Goals_Every_Project_Manager_Should_Aspire_to_Achieve
Crawford (2000) suggests that project leadership is the highest ranking category among project management competence factors. Project management leadership style affects overall project performance. Recent research supports the idea that successful projects are led by individuals who possess not only a blend of technical and management knowledge, but also leadership skills that are internally compatible with the motivation of the project team (Slevin and Pinto, 1988; Turner et al., 1998). Zimmerer and Yasin (1998) found that positive leadership contributed almost 76% to the success of projects. Negative or poor leadership contributed 67% to the failure of projects. Project leaders need both, relationships and task oriented leadership styles, to cope with the challenges within different phases of project (Slevin and Pinto, 1991). In projects, project leaders must lead their teams towards completing defined goals with in a fixed time scale. Verma (1997) states “Achieving the goal or final aim is the ultimate test of leadership”. Goals and tasks are achieved through people thus making people an important resource for
Mindtools, (2014). Theory X and Theory Y: Understanding Team Member Motivation. [online] Available at: http://www.mindtools.com/pages/article/newLDR_74.htm [Accessed 26 May. 2014].
In order to survive in such a competitive global market, it is essential for all kinds of firms to hire effective leaders to maximize their interest and keep operate successfully. From the leadership class, which is taught by Dr. Karen McDaniel, I have learn what leaders are required to become effective and successful and how to build myself as a successful leader.
I placed my headset over my head and turned down my music. Staring out into the crowded studio I began my version of a stump speech for my first group fitness class. In this moment, I was a leader and demonstrated my visionary leadership style by directing a group of students into a self-designed fitness routine to promote healthy living, utilizing a full body workout. I presented the routine with confidence, explaining the progression of the class in the next hour and weeks to come, encouraging them to join me on my fitness journey. Despite my enthusiasm, I needed to further develop my visionary leadership style by portraying an end goal to meet the needs of my participants and create a following (Goleman, 2015).
Leadership is necessary for a group to accomplish goals. Leadership according to Lamberton and Minor (2014), is the ability to impact people to attain a goal. A leader according to Gaiter (2013), sets direction and influences others to accomplish goals and directs cohesiveness. A leaders’ goal is not just the success of the team but, also the success of individuals on the team, a leader must motivate, inspire and empower others for success (Gaiter, 2013). To accomplish these goals a leader will utilize a leadership style.
A person’s title within the organization does not make them a leader. The driving factor which determines if someone is in a leader position is their behavior. This person who is a leader will guide those in the organization by influencing, guiding, giving direction, and opinions (Marquis & Huston, 2012). The culture as well as the climate of an organization begins with the leadership (Azaare & Gross, 2011). Each individual person has their own leadership style. Knowing one’s own leadership style will help them understand themselves and be able to grow as a leader. The purpose of this paper is to look at my own leadership style, including my strengths for leading others. A description of a potential challenge that I foresee due to my leadership style and a plan for my personal leadership development will be discussed.
Leadership is the glue that binds any business together, identifying and understanding your type of leadership style can ultimately aid you in becoming a better leader in your professional career. A successful business cannot function without leadership therefore this is a crucial aspect of internal employee development for businesses striving to stay relevant in a crowded marketplace. In addition to recognizing your leadership style every leader needs to look to them and identify what type of personality they have. By becoming an informed business leader you will gain trust and respect of your team to guide them into the future and maximizing potential growth. Throughout this paper I will identify my leadership style and also personality type and how it has affected my personal career growth. Identifying these conclusions is extremely important in crafting company culture.
Self leadership through personal learning and reflection “provides a foundation for effective leadership skills” (Watson, 2004). The Canadian College of Health Leaders (CCHL) includes self leadership as one of it’s five core leadership competencies, which is defined as “The Lead Self” domain. As part of Leading Self, effective leaders must demonstrate: self awareness, managing self, developing self and demonstrating character. (CCHL, 2010).
There are a few different types of well known leadership styles, authoritarian, delegative, and democratic. To assess my leadership style I used two online tests to help me determine my style. I felt the results were accurate and I fall into a democratic style/participative style. If I am leading I prefer to include the group and get their feedback on solving issues. However, I still make the final decision after listening to the thoughts of the group on a particular topic. This is considered to be a positive style of leadership that is inspiring to the group involved. The leaders decision making tends to be more accurate due to the input of other experts. (Cite)
“Traditional methods and styles of leadership must change to meet the changing environment “(Sims, 2002, p.242). Sims (2002) argues that organizations can ensure success by developing individuals in leadership positions as leaders and managers. There is a perception that leadership is a level above management. McConnell (2006) states that there are differences between leading and managing. In short, “people obey managers because they must or they expect to; people follow leaders because they want to” (McConnell, 2006, p.147).Therefore, leadership can be defined as “the act of influencing others to work toward a goal” (Bauer & Erdogen, 2009, p.285) and can be considered “more art than science” (McConnell, 2006, p.147). In health organizations, leaders exist at all levels. In the imaging department, leaders are directors, supervisors, and team leaders.
Working in teams provides an opportunity for individuals to come together and establish a rapport towards others within a group. Teamwork is classified as people with different strengths and skills who work together to achieve a common goal. When a team works well, specific objectives are fulfilled and satisfied. Teamwork plays a crucial role in implementing and fulfilling a common goal in a team project. Each member plays a role and takes on different responsibilities combined together. In different stages of teamwork, conflicts and arguments may occur for as members have different standpoints which need to be harmonized within the team. The key to having an effective teamwork is to explore each member's unique abilities to motivate them.
This paper will address six myths involving teamwork. “Teams that are highly motivated and positive are not only fun to be part of, but they also accomplish far more than teams that are struggling with morale.” (“Building a Positive Team: Helping Your People be Happy and Engaged,” n.d.) Building a cohesive takes much more effort than most people realize. By acknowledging this fact, project managers can avoid or mitigate team dysfunction.
Experience and time are amazing teachers. When I wrote on my leadership style trying to answer the question of whether I am a manager or a leader at the start of the semester, I wrote that I am mostly a manager. I also wrote that by recognizing where I was at that time would guide me to develop myself, to advance from being a manager to a leader.
My leadership style would be a Transformational Leadership. I believe in the philosophy that we are everything in this universe is connected and we inter-dependent beings/non-livings. We are interdependent as individuals, but we need each other or to depend on each other to survive or strive/to be successful in this world together. We are so unique as individual, but we have different or special skills and other uniqueness about each other us. It does not matter whether we talk about human beings or other non-livings. I believe that the universe is within and with us. We have the equal as human beings regardless of our different ethnicities, languages, cultures, regions, races, colors, sex and others. Because of my belief as stated above, I believe that each one of us can reach our full potentially of any dreams or career goals that we want to accomplish. I believe that we can accomplish anything and everything if we work together as a team.
Successful project managers develop skills through knowledge and integrate leadership skills with their current capabilities to effectively complete the project. An article emphasizing the leadership skills of a project management states that “The performance of a project manager and the effectiveness of a leader are both measured in terms of the performance of the team.” (Kumar, 2009)