At some point in each person life, they will be required to lead others. For some this can be an exciting thought, while for others it can provoke fear and questions of capability. No matter a person’s reaction to this inevitable reality the unanimous response would be that generally people want to lead others well. In order to be prepared to lead people it is valued for a person to know what qualities can be found in an effective leader. Important characteristics a good leader has been shown to possess are being caring, innovative, and responsible.
It is sometimes difficult to bring together a variety of viewpoints to get the best solution out of it or when there have been previous conflicts within the group. Collaborative style is effective in satisfying both the sides in resolving conflict. This strategy works well in achieving “win/win" solution. It takes time and effort. It requires commitment to relationships ... ... middle of paper ... ...se their rank or position, and try to force their opinions and feelings.
I also believe if given an opportunity most people will be able to see the good in others and forge a relationship of some sort. Conerly (2004), further states two things attribute to the way conflict is managed. One is the importance of meeting your own goals and the other is the importance you attribute to relationships and wanting to get along with others. Conflicts arise when people’s interest, values, actions, views or expectation come into contact and there is a difference of opinion and thus a disagreement (Conerly, 2004). The way people view the conflict will determine whether the resolution will negative or positive consequences.
Encourage other team members to help the person that is stress out. And also help each other with their in individual tasks that is happening within the group. Respect: this is very important in a good team because if you don’t have respect for each other or tea... ... middle of paper ... ...o have within a team because the person opens their eyes to all options just don’t see the one thing and also judges the work accurately. Team worker: this is good to have within the team because the person listens very well to other people and also stops conflict or agreements from happening. Implementer: this is good to have in a team because the person turns ideas in to practical and makes them real.
This removes the need to follow a rigid strategy at all times and instead, a leader is more able to make sense of the situation around him or her. The model understands that industries and organisations are different and that even within a team, different people can react differently to tasks. In essence, situational leadership’s strength is how it understands the unique nature of the world. Since the leader is trying to mould the leadership style around the team’s maturity level and needs, the group environment can be comfortable and effective. It can affect the group’s performance, because the leader is using a style that motivates the employee and improves their performance.
I do enjoy forming relationships and connecting with others; however, in terms of a work environment, that could jeopardize the influence I have over those I work with. As I work, I heavily rely on procedures and conventional ways of working towards a goal. When considering the Law of Intuition, as a leader I must be able to explain why I am conducting a certain task and what it has to do with the end result. However, someone who truly embodies the leadership traits associated with the Law of Intuition would be able to sense what the right thing to do is without explaining why or despite not having evidence to support their thoughts. Another area of weakness in terms of leadership would include timing.
However, the longer one lives and or works with a group of people, the more clarity they have regarding how it is that we see them. Do they and their hopes and suggestions have value just like I have, or do individuals merely exist for my using them as needed (Arbinger, 2010). In order to create a conducive climate that promotes mutual success and understanding, the leader must demonstrate personal credibility (as discussed earlier), while also building trust with the people who are on their team (Franklin Covey, 2008b) by acknowledging and honoring them as people who deserve dignity respect and care. With this new paradigm of “seeing others” in place, relationships become engaged and the mutual benefit of the team is ensured. From these relationships, one is able to improve communication, and engender “organizational trust”, and “builds a credible team or organization” (FranklinCovey, 2008,
All these are commonly held ideas which when checked against reality turns out to be a fallacy. (1). Teams are harmonious people: This myth supposes that teams are made up of people who work in harmony with each other, while giving up or sacrificing their individual needs in order to achieve the goal of the team. But the reality is that, a team is composed of diversified people. It is constituted of people with a multiplicity of views, ideas; backgrounds, expertise, education, culture etc and these differences can be a major strength for the team to take advantage of in achieving high performance.
Overall as a counsellor I think there are many other things, I have to learn and improve on. Being in this class is just the beginning and there are a lot of other classes that I am going to being learning new thing from. Therefore Overview of Career and Work Counselling is great and learn a lot of new thing, but there are some new thing I am going to improve on to help me become a good Counsellor. Furthermore in this essay you saw me analyzing the topics we learned in class, also I analyzing why we learned these topics and how these topics will help me or any counsellor be a good counsellor. I also was talking about how I was in the beginning and how I am now.
People, in general, want to be led, but need to be managed. Leadership and management can often be mistaken as the same task, and although they are complimentary of each other, they are not the same skillset. Leadership is the ability to bring clarification on the vision, help others achieve their goals, and develop and inspire the people of the organization. Management, on the other hand, is the ability to make sure tasks are being completed, controlled, and monitored to run the organization effectively. Both can be done without the other, as in a person may be a good manager but not a good leader, or they may be a good leader but not a good manager.