Personal Assessment of Leadership Style In order for leaders to be effective in various roles and changing environments in their personal lives and occupations, they must acquire knowledge of different styles and theories of leadership. "Debate is common about which leadership style is most effective. The answer, of course…it all depends" (Kohntopp, 2012). Through completing the leadership assessment to determine how personal characteristics categorize into Kent University’s leadership styles, and comparing the classification of these various styles as they pertain to personal experience, one can determine what characteristics to utilize dependent on specific scenarios. By implementing the C.O.A.T. theory of assessment, as well as the Transformational …show more content…
According to Gorkman’s theory, these four components known as C.O.A.T. are key to leadership assessment which "should be a predominant theme in the corporate environment" (Gorkman, 2009). First, Communication is vital in shaping a message that can educate team members, help members to visualize goals or persuade them of the worth of such goals, increase understanding, and gain respect. “Words coupled with action create energy and momentum to achieve" (Gorkman, 2009). In accordance with the Transformational leadership style, communication is emphasized as the basis for achievement. A characteristic that is additionally emphasized is charisma. Specifically in my personal experience, oral presentations have not been my strong suit. By working to improve my confidence and charisma while implementing better communication in my personal life, I can better convey my goals and persuade others to understand and respect my vision. Second, Opportunity is the ability to use "broad knowledge and perspective to create competitive and breakthrough strategies and plans for future sustainability and success" (Gorkman, 2009). Transformational leaders …show more content…
theory can be juxtaposed with the Transformational Leadership Model to reiterate the foundational behaviors associated with effectual leadership. According to a study on the Transformational Leadership Model, four distinct behavior categories are attributed to leadership. These four basic characteristics that create the conceptual framework are the Vision Builder, Standard Bearer, Integrator, and Developer. A Vision-Builder is similar to the previously mentioned Communication component. This leader builds a vision and communicates it clearly by establishing specific, achievable goals and shaping how they will be accomplished. A Standard Bearer can be compared to the Advisory role, where a leader adopts a code of ethics and maintains moral standards. This role inspires others and creates an environment where individuals hold this leaders opinions and recommendations in high-regard. The Integrator is related to the Opportunity component, where leaders can identify opportunities and combine resources to achieve organizational goals through aligning the individuals that they are responsible for to be the most productive. Lastly, the Developer is similar to the Talent component. This leadership behavior fosters individual and collective growth through training others and maximizing talents to facilitate a high performance environment. (Bottomley, K., Burgess, S., & Fox III, M.,
...selbein and Cohen, “organizations that take the time to teach leadership are far ahead of the competition. By becoming familiar with the transformational leadership approach and combining the four I's, managers can become effective leaders in the business world.” (1999, p. 263). Transformational leadership can be applied in one-on-one or group situations. Using this approach, the manager (leader) and the associates (followers) are “transformed” to enhance job performance and help the organization be more productive and successful. All of these leaders have the attributes mentioned here. History will decide the greater impact they had on society as it is being written every day. Therefore, the qualities of transformational leadership make the essence of transformational management and the key to successful management of transformational organizational changes.
According to Bass’s (2003) conceptualization, transformational leadership consists of charisma, intellectual stimulation, inspirational motivation, and individualized consideration.
Encarta Dictionary within Microsoft Word defines leadership as,” the ability to guide, direct, or influence people.” Expanding upon that definition, my personal definition is influencing people to follow to achieve a goal, regardless of how unpleasant. Leadership is not something that happens overnight, it needs to be cultivated over time. During that process, it is necessary to identify delinquencies and make adjustments. Reviewing the feedback provided by my LPI/360 assessment, the three areas identified I need to improve on are, praising people for a job well done, actively listening to diverse points of view, and becoming more visible within the workplace.
Transformational leadership has four behaviour dimensions which include inspirational motivation, individualized consideration, intellectual stimulation, and idealized attributes and influences. Firstly, idealized attributes and influences is the degree to which a leader shows charisma and emphasizes the importance of purpose, commitment, and the
I was not significantly surprised at my results of the Personal Inventory Assessment (PIA). My personal results indicated that I have a healthy balance of patience, competitiveness, and engagement when it comes to measuring my personality (Personal Inventory Assessments, 2016). Over the course of my career I have developed my leadership skills, along with my level of self-awareness, to understand the need to approach my work as a collaborative effort and not a self-fulfilling journey. My decision making preference rated highest as a participatory style (Personal Inventory Assessments, 2016). I do believe that there are many times when a decision needs to be group based and not individual given the impact that the decision may have on the group as a whole. I can
Coming into this major I had no idea what to expect and the same went for this course, but I did know that it dealt with leadership, something that I have been steeped in for a good part of my life. So with that, it was hard to really set any goals as to what I would want to improve in with my leadership style but I was able to pin point a few aspects that could use some work through learning about different leadership techniques and methods. By learning about how leaders are formed, different approaches to leading groups and various aspects effecting group dynamics, I could determine an individuals or my own strengths in leadership and the methods necessary to effectively lead various types of groups. Also by observing many others in facilitating the after school program it gave me much more of an opportunity to see what works and what does not, this is an opportunity very few leaders get without being thrust into a role that they are ill prepared for.
Leaders in general are a significant part of the follower’s success on and off of the result charts. As we know, there are people who lead much better than others. The question then becomes, what makes this leader different? Or even, what makes this person a leader? And what is setting him/her apart from the rest of the leaders? And the answer is their individual leadership style determined by certain traits. In terms of the context of what is significant to the leadership that has taken place in my life, we will be analysing and unpacking transformational leadership as my primary leadership type along with servant and transactional leadership traits seen in the works of someone significant in my life.
A transformational leadership is therefore essential when the transforming company has the visions of a big picture ahead that must be attained. Transformational leadership today is among the most popular leaderships commented upon. In contrast, transactional leadership is based on the notion of effectively managing the day to day tasks. Transformational vs. transactional leadership should be meeting the relevant organizational goals in two differing circumstances rather than the opposite styles of leadership. Once the transformation takes place, the organization needs status quo, when the transactional leadership takes place. On the issue of internal competencies of leadership, it is notable that transformational leadership may disregard it even as it is considered significant to leadership success. Leadership might not always lead to transformation, but what is more important, it can communicate and solve problems and ultimately lead people through already grounded processes and
In this time of transition and uncertainty, research suggests that transformational leadership is highly effective (Straight, 2006). Leadership research has drifted from emphasis on the competence of leaders to “manage change” to the ability to “transform” organizations. Transformational leaders have attributes and behaviors needed to successfully motivate and empower employees. According to Bernard Bass (1990), transformational leadership occurs when a leader transforms, or changes, his or her followers in three important ways that together result in followers trusting the leader, performing behaviors that contribute to the achievement of organizational goals, and being motivated to perform at a high level. Transformational leaders can achieve greater performance by stimulating innovative ways of thinking and transforming follower’s beliefs and aspirations. Maxwell (Maxwell, 2007) articulates that most of the time, influence is more important than formal power or authority. I agree with him. Influence is very important in organizational and co...
As an officer in the United States Army, it has been imperative for me to understand every facet of leadership and why it remains important to be an effective leader. During this course, I have learned some valuable lessons about myself as a leader and how I can improve on my leadership ability in the future. The journal entries along with the understanding of available leadership theories have been an integral part of my learning during this course. For all of the journals and assessments that I completed, I feel it has given me a good understanding of my current leadership status and my future potential as a leader. All of the specific assessments looked at several areas in regards to leadership; these assessments covered several separate focus areas and identified my overall strengths and weaknesses as a leader. Over the course of this paper I will briefly discuss each one of these assessments and journal entries as they pertained to me and my leadership.
The social work administrator’s personal leadership and style may influence a human services organization’s culture by addressing individual and social development and advancement in the communities they serve. When it comes organization culture it has two sides, one will quantify how profitability and will give the tools and assets to guarantee achievement. The organization spotlights on motivation and encouragement of the employees' emotional performance. From that point, the procedure must be "top-down" to be dominant. According to Tsai (2011) regardless; the human administration association must respond to the developing many-sided quality of the fair assortment inside a speedy changing worldwide condition. The objective of human administration
When leadership style in the team is analysed from the perspective of the connection to the power that the leader exerts over his followers, three main leadership styles emerge: autocratic, democratic and laissez-faire. (Barr & Dowding, 2012) In the democratic style, the leader encourages followers to interact and contribute to the decision making process; on the other hand, in an autocratic style, the leader exercises ultimate power in decision making, controlling rewards and punishments. (Barr & Dowding, 2012)
It can be somewhat intimidating when having others survey one’s personal traits and leadership profile. The classifications that were high scoring were surprising, since it is easy to be harsh on oneself. My top three categories, from the chapter ten survey, are conceptual, empowering, and ethical. All three groups seem to be suitable for a leader.
Transformational leaders lead by example through personal charisma and demonstration of the behaviors, such as determination, honesty, integrity, ethical behavior, caring, and hard work they wish to see to motivate others to adopt the new vision (McCleskey, 2014; Moman Basham, 2012b; Nworie, 2012). Transformational leaders are able to inspire their followers to not only follow their vision, but to be intrinsically motivated to want to go above and beyond expectations to achieve more than expected (Butcher et al., 2011; McCleskey, 2014; Moman Basham, 2012b; Nworie, 2012). There are four characteristics of transformational leaders, which are idealized influence, individual consideration, intellectual stimulation, and inspirational motivation (Bass, 2008; McCleskey, 2014; Moman Basham, 2012b). Idealized influence, briefly addressed above, is the behavior demonstrated to influence the behavior desired from the faculty and staff, such as high moral standards, desire to succeed, and empathy for others by the leader. Individual consideration refers to how the leader considers the needs of each employee in the organization and works as their coach or mentor
Certainly, an army would not be able to battle in the war without a commander who in charges of the whole strategy. Correspondingly, any organisations cannot function without leaders. Leader is the most substantial element of successful organizations. Becoming outstanding leaders, leadership skill is vital in order to drive the organizations forward. Several leadership principles are extensively used these days. Burns (1978) identified two types of leadership comprise of transactional and transformational leadership. Hence, leaders should be capable to indicate which theory should be applied in accordance with organization’s culture and objectives. This essay aims to evaluate the resemblances and the differences between transactional and transformational leadership as well as the feasibility to utilize a mixture of them by giving the definitions and examples followed by the supporting researches and studies.