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Leadership and team effectiveness
The effectiveness of leadership is very important to accomplish the goals of an organization
Leadership and team effectiveness
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Hi Marie an effective leader is constantly working and is easy on their employees because they realizes that in many cases it’s the process and not their staff that requires some measure of objective intervention. This understanding is ultimately demonstrated through a proper mix of process and personal growth (Maxwell, 2013). Therefore, I completely agree with you when you stated that “they are natural committed” and because of this “proper mix” they become more enthusiastic and energetic about their work. Their ability to accomplish extraordinarily complex tasks with grace and ease, increases the success of an organization. More importantly, personal growth is a lifestyle change and expectation, coupled with the rise of knowledge workers
Keita Powell is a pint-sized powerhouse. She is energetic, result oriented, focused, and driven. Ms. Powell is one of many women in the Mary Kay Cosmetics sales force. She rose through the ranks from Independent Beauty Consultant to Independent Elite Executive Senior Sales Director rather quickly because of her charisma, ability to build a sales team of energetic men and women, and sheer enthusiasm to succeed. One would think that she was an amazing leader to get so many women to follow her in teaching skin care, beauty techniques, increasing and maintaining sells goals and to rise from a very junior consultant to one who is an executive in the business. However, she has made mistakes along the way and continues to feign focus on her sales force and customers but the true focus is on her needs, wants, and desires as well as keeping the use of her free pink Cadillac. This paper will evaluate Ms. Powell's leadership approach through four leadership models discovered through the Unit 3 readings.
According to Dr. Karlene Kerfoot, “research tells us that the leadership traits of the person in charge work either as a magnet to attract, retain, and inspire or as a force that repels” (Kerfoot 2006, p. 25) and in support of this statement she makes reference to the fact that many persons go to work for a specific company with enthusiasm and eagerness and ultimately leave disappointed because of the management. “People are generally hungry for personalized leadership that speaks to their hearts”, says Dr.Kerfoot and this type of leadership motivates them to accomplish task and complete projects they deem difficult or impossible (Kerfoot 2006, p. 25)
First when a leader focuses on the strengths of the employees the odds of the employee being engaged will increase dramatically. This compares to chapter one of our text book in that it says an effective leader is one who helps group members attain productivity. The second key is that the most effective leaders surround themselves with the right people and maximize their team. The book suggest when leaders try to be good at everything they will not be great at anything. Although it is often preached to be well-rounded this results in mediocrity. So instead trying to be good at everything, find and know your strengths and hone those skills to be a more effective leader. The authors say there are four domains of leadership with thirty-four themes that break-down under the domains and these explain the actual strengths of the leader. The domains are executing, influencing, relationship building and strategic thinking. In our text book all but influencing are listed as one of the ten roles of leadership. ...
Also, by promoting dedication he or she is able to make everyone notice that they’re putting everything in their power to make things run better than they already are. They’re being self-starters so that everyone else can see and follow the example, making a way towards their desired vision. Correspondingly, there comes the responsibility one must be able to take in, not as a burden but as a gain because that means he or she is actually doing the right thing and people know that they can trust in the leader doing the job. But also, being responsible for ones-self doesn’t mean it’s only on the job, but it’s also being responsible of one’s mental and personal health. Likewise, it’s imperative for the leader to take responsibility for the ones surrounding him or her, making sure things are going accordingly because a suitable leader must also keep in mind that without the others contribution things can fall apart. But taking in the responsibility doesn’t mean making sure things are running smoothly, it also means that the leader has to make decision that he or she feels are right for the group or staff, and like the old saying goes: “A leader is directly tied to the
Effective leaders require characteristics that allow them to commit to their passion and purpose. According to Guyton (2012), as a leader, there is an exceptional nature of soul that prompts one the desire to lead. For instance, most followers want leaders who are committed to coaching and developing individuals without the character of micro-managing but a spirit to inspire. Transformational nurse leaders have characteristics that permit them to recognize changes their environment need, manage the change by giving guided vision, and produce a sense of assurance to change (Smith, 2011). NJ affirms, an effective leader must have attributes that causes changes in people, makes significant and constructive change in the supporters with the
As employee’s developmental levels vary, the leader must be able to understand these subtle differences and apply the right kind of management to ensure the employee can perform the tasks to the best of his or her ability and develop further.
The last leadership pitfall is when leaders overwork their employees (Comaford, 2014). Many employers believe that short periods of having their employees work harder and longer will pay off with short term gains and makeup for previous slower productivity (Stillman, 2014). However, there is a recent study called the Towers Watson 2012 Global Workforce study and it explains that making employees work harder does not end with businesses thriving and not even when its temporary (Stillman, 2014). The Towers Watson 2012 global workforce study “concludes that the traditional definition of engagement – the willingness to invest discretionary effort on the job- is no longer sufficient to fuel top performance in a world of relentlessly increasing demand, the problem is that “willing” doesn’t guarantee “able” (Stillman, 2014, papa. 4) The study also finds that the businesses that overwork their employees will have productivity problems and employees will eventually quit their jobs. Another, the Towers Watson study says that the Sustainable engagement is more important because it will allow the work surroundings to activate employees by helping their personal, emotional, and communal happiness (Stillman,
Anyone can manage but not everyone makes a good leader. “Leadership is a process by which a person influences others to accomplish an objective and directs the organization in a way that makes it more cohesive and coherent” (Clark, 2010, p. 1). As a leader, inspire your employees by being passionate yourself. Have a good attitude and smile. Know your job and know your employees jobs. Think outside the box to come up with solutions for your team.
Leaders are considered as an important part to any successful organization because the leader is not just being a successful leader but also to bring achievement to the organization and its employees. “Leadership is the ability to influence a group toward the achievement of goals.” (Robins, page 221). Leaders insist employees on entering training courses to improve the productivity, and to expand their knowledge.
I chose this particular concept due to the need for effective leadership in today’s workforce as it pertains to employee development. In most cases, many businesses have ineffective leadership development programs that are designed to tear down employees rather than build them up. I have experienced such a lack of leadership through past employment experiences, however, those experiences have afforded me the ability to recognize and prevent those issues from occurring today. I have noticed a lack of focus on behalf of organizations where employee turnaround is the highest. There is nothing more stressful than an organization that is continually trying to see you fail added in with the daily problems of an adult life. The importance of leadership development is found in the constant need for strong and intuitive leadership throughout today’s modern organizations (Rowland, 2016). Organizations of the modern setting will need to explore alternative and innovative avenues to implement effective leadership skills as it pertains to specific industry cultures and or competition. I personally believe that the diversification of today’s workforce has promoted a positive change in how employees are treated and how organizations operate competitively in today’s business
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 stated earlier, leadership is an ever-evolving practice that one is subject to throughout the course of a lifetime. Leadership has countless working parts and theories that many human beings can only grasp through formal classroom training. There are leaders however, without formal education and training who are extremely successful in all aspects of their roles. These leaders focus and thrive on employee relations. These dynamic leaders utilize a plethora of styles and theories which helps to faci...
Positive leaders have an image, a sense, and a reason. They understand and are able to articulate, trust in, and breathe a comprehensible idea or visualization. Purpose requires them to concentrate on long-term calculated goals. By these actions, not only are leaders engage with organizational requirements but also attend to the society benefits for employees. Remember to ask the question: What really motivates the personnel?
By allowing for employees to be increasingly engaged in workplace activities, they are then given the opportunity to develop new skills. Most leaders also encourage for employees to participate in team building activities so that any employee would be more comfortable and have stronger chemistry when working with other members of their respective departments, and with other employees in the company as a whole. Leaders are capable of motivating their subordinates through a series of actions, such as words of encouragement, acts of appreciation, and allowing for employee involvement in key decision making processes in the company. For instance, leaders who appreciate, constantly encourage and assist in the improvement of the tasks performed by their subordinates will be able to build a strong and healthy employer-employee relationship. This good relationship instils the traits of confidence in employees and motivates them to enhance their performance. Excellent leaders commonly try to develop a dialogue or establish open communication with their subordinates. Employees who are well
The old system of management has undergone many changes within the last century. An employee once performed the assigned job duties during the allotted hours and then went home. Now employees are encouraged to grow, give input, and to contribute for the good of the organization. There is a plethora of information for leaders to learn why and how to grow personally thus allowing the organization to grow as well. This new emerging leader is a transformational leader.