Character traits, values, attributes and leadership pyramid Everyone builds character traits and values during their adolescent years, then becomes an individual contributor and perhaps as time goes on, a leader. The graphic below in Figure (97) represents this. The tan background denotes the learning and using of the character traits and values from the time we are born to the time we die. They will be described in detail below. Then, as we reach maturity, we begin down a path of either individual contributorship and specialization or leadership. We may refine our character traits and levels of achievement as we get older, but most are developed early in life. Mine were more fully developed after the first 10 years of maturity. It would …show more content…
They drill to the heart of the problem for specific answers and don’t give up until they get them. When leaders have this quality, their high energy is infectious. They consistently drive their priorities through the organization. They search tenaciously for information they’re missing and keep tweaking their thoughts until they arrive at a solution. Persistence is doing something again and again until it works. In my mind, tenacity is searching for and using new data to make quantitative solutions to achieve goals. And it’s the curiosity to constantly review current solutions to determine if they continue to be optimal in that circumstance. This while being careful not to be dogmatic or parochial about your approach as drive and tenacity can cause a leader to stick to a plan that isn’t working, or use outdated assumptions, or continue an an investment that is no longer promising. When Bell engineers attempted to solve the heat on the tailboom issue, their approach was conventional, just blow air over the hot spot. This “solution” led to increased weight, reduced lifting power, increased cost and an exacerbation the aft center of gravity issue already present in the aircraft. The tenacity they showed by continually trying to add to their ineffective solution while refusing to inbrace our technically eloquent solution nearly cost Bell the $2B AH-1Z …show more content…
I envision competence as a combination of practical and theoretical knowledge, cognitive skills, behavior and values used to improve performance. It is the state or quality of being well qualified, having the ability to perform a specific role. It begins with the character traits, values and attributes previously described and builds to a competency, or a set of defined behaviors that provide a structured guide enabling the identification, evaluation and development of the behaviors in individual employees. Four key competencies for individual contributors
Leadership is a complex process with many different approaches. This is a summary of the leadership literature including the pros and cons of each approach. The trait approach implies successful leaders are born with those traits. This theory focuses on identifying certain traits that make people great leaders. Some of the major leadership traits identified in the trait approach are intelligence, self-confidence, determination, integrity, and social ability. There are many advantages to the trait approach. “First, it is intuitively appealing because it fits clearly into the popular idea that leaders are special people who are out front, leading ...
Throughout history, there have been great leaders: civil rights leaders, business leaders, and spiritual leaders who have inspired millions. Leaders and visionaries such as John Lennon or Martin Luther King Jr. fought for unity, love, and made an impact on people through their speeches or songs. Watching these great men touch the hearts of millions has brought out a desire for me to become a C.E.O. and an important leader in the life of others. Not only do leaders have knowledge in politics, in emotional values, and spread a certain message or “vision” to their followers or co-workers, but they have certain special characteristics which make them great leaders or heroes. So, what makes these people different from you and me? Could it be that they are better looking? Perhaps they speak in parables or give great speeches? People have often said to me that a good leader is a person who guides both physically and mentally. Going to the job shadowing program has given me an opportunity to broaden my view on how efficient and effective a good leader can be in the work place. Something that has been shown to me in my many interviews with the board of directors has been that every leader must have the capability to have integrity, listen, a vision, and must be responsible.
When comparing my Big Five Personality scores to the class average, I received a score of 6 and the average was 5.7, one score did not come to a surprise. My personality is reliant on my strength of conscientiousness. Individuals who score high in conscientiousness tend to be methodical, well-organized, achievement orientated, and ethically guided. The conscientious personality type has a strong correlation to leader emergence which I can attest is true. I often am the first individual in the group to take reigns because of my organization, self-discipline, and need to create a plan before acting.
Leadership is derived from the Latin word laedere, which roughly translates as “to show the way” and if someone were to look it up in the dictionary, it would come up as “the position of a leader, the ability to lead, and direction.” However, for some this word can be arguable because everyone thinks differently. Leadership or leader itslef can be described or defined as someone promoting good character, a trustworthy person as well as a person who has dedication and takes responsibility for not only him or herself but also takes responsibility for the people surrounding them.
In evaluating myself as a leader I have found that I have many weaknesses that need to be improved upon before being able to lead effectively. This may because I have never really been in a position of leadership, subsequently falling into a follower’s role most of my life. Even though I am not comfortable in a position of leadership, I do exhibit many of the strengths that good leaders need in order to succeed. I feel that I have a strong belief and value system that has helped to guide me through many difficult situations. At the core of my beliefs and values are a belief in morality and ethics, kindness, compassion, empathy, hard work, love, good will towards others, a belief that everyone has something good to offer, a love of learning
There are literally hundreds of desirable traits in the workplace. Of these, one of the arguably most important is to be well-rounded in the workplace. Many skills can assist an individual in being a well-rounded employee. Oral communication skills, written communication skills, teamwork, technical skills, leadership skills, adaptation skills, computer skills, interpersonal skills and analytic abilities are some of the key factors to a well-rounded employee. While these skills all seem to be of equal ability to the well-rounded employee, the scope of this paper will only delve into a few of the skills preceding. Technical skills, oral communication skills and leadership skills will all be detailed in this review in an attempt to help you (the reader) become a well-rounded employee.
The general personality traits, which are related to success both in and outside the workplace, are all inherent in my answers given in the Leadership Assessment Quiz. With statements such as, “it is easy for me to compliment others” and “team members listen to me when I speak,” it is apparent I possess these characteristics. Whereas my task- related personality traits associated with successful leadership, such as courage, still need to be developed. Not only do I know this in myself, but it is clearly pointed out throughout the test, with statements such as, “resolving conflict is an activity I enjoy” and “I would enjoy coaching other members of the team”.
The leadership is a result of a combination of traits, with special emphasis on the personal qualities of the leader, which he should possess certain personality traits that would be special facilitators in leadership performance. This theory shows that leaders are born as such, there is no likelihood of 'making' them later with personal development techniques.
To become a truly effective leader, one must encapsulate the various behaviors related to the aforementioned course learnings in his/her persona and demonstrate such behaviors daily. This course has allowed me to identify four behaviors that all leaders must portray to be effective. The first of which is that a leader must be inspirational. To do so, a leader must set the appropriate vision and direction for the organization and provide a path to achieving defined goals. Additionally, a leader must induce the proper levels of motivation so that each employee has sufficient incentive to work towards the organization’s goals. As discussed in the class, motivation can be accomplished by factors such as rewarding hard work and providing the correct opportunities to employees. While these are motivating in that employees desire to be fairly compensated and to be doing work they deem valuable, inspiration comes more from organizational culture. A leader will be inspirational by setting a tone that appreciates each employee’s contribution, no matter how small in scale it is. Further, employees are inspired when they work collaboratively in a group setting and can capitalize on individual strengths to drive organizational goals.
As a growing debate, the question at hand is whether great leaders are born with specific leadership traits, or if one can be taught certain traits over time. According to (Wikipedia.com) the approach of listing leadership qualities, often termed "trait theory of leadership", assumes certain traits or characteristics will tend to lead to effective leadership. I believe that leadership traits such as honest, competent, initiative, inspiring, hardworking, intelligent, and the ability to lead the masses, are some of the leadership traits one should possess. Within this paper, I will examine the overall concept of leadership traits, while observing the traits that were, or can be associated with successful leaders.
When it comes to management and leadership within any organization, there are fundamental components to consider, of which, managers of all backgrounds embody. One way to briefly assess these foundations is through Personal Assessment of Management Skills (PAMS), allowing examination of skill competencies from a number of strengths and weaknesses that can be brought to attention. This analysis will briefly discuss the strengths and weaknesses of the PAMS examination results and analyze the skill competencies and how they impact the role as an ethical leader. For the purpose of this examination, strengths will be assumed to be topics where the quality is in abundance. This comes with the assumption that while their importance may
Leadership is defined as a process by which an individual influences others to obtain goals. There are three aspects that should be addressed when explaining leadership. One aspect is that leadership is a social influence process; leadership could not exist without a leader and one or more followers. Another leadership aspect is compliance; all of the leader’s directions must be complied with voluntarily. Compliance is what separates leadership from other influence-based formal authority. Finally, leadership results in the followers’ behavior, that is purposeful and goal-directed which must be in some organized setting (Leadership Theories and Studies, 2009).
Gilbert (1996) defined competence ―as the state of being competent refers to having the ability to consistently produce the results (the worthy outcomes of behavior) that are required for the most efficient and effective achievement of the larger organizational
Competence is a contested concept, the meaning of which is shaped by those who use it (Chappell 1996). Proponents of CBET promote it as a way to improve the correspondence ...
Leadership is seen as a process by which one individual influences others toward the attainment of group or organizational goals. It is a social influence process, which involves voluntary action on the part of followers and it is always purposeful and goal-oriented. Leadership deals with influence and is not the same as management, which includes planning, organizing, staffing, directing and controlling.