Personal Examples of Participatory Leadership On projects I have taken the lead on, I have always valued input from other employees. This assumes the fact that the employee is competent in their area, and have a willingness to share ideas with management. I encourage active participation, and I am often surprised at some of the answers that have come out of collaborative meetings. When employees feel at ease to share their ideas, genuinely good things
I believe this article is definitely relevant to the overarching theme of developing interpersonal skills for managers. There is great value in building a healthy relationship network with your boss. Thus one lesson I learned from reading the article is the importance of being people-centered. People-centered people seek out personal meaning and interaction with others. They achieve their goals by learning from other people.
Do we provide the tools and training for our people to deliver what is expected of them? o Managing relations Do our employees view management viewed as partners in their jobs, or as obstacles? Are our employees hesitant to approach their managers with complaints and suggestions, or are they intimidated? o Diversity Do we do enough to foster an environment of inclusiveness and acceptance for our employees? Do we have policies in place that encourage our employees to treat their coworkers with respect and dignity?
Others can understand my involvement and experience in business and trust my opinion. Out of all the rhetorical appeals, I believe that logos is the easiest and most effective to use because when arguing with others, facts and statistics help me to prove that I am actually correct if I have evidence. The last helpful skill that this class has taught me is the art of evaluating sources. For future papers, I now
and having the ability to express it clearly to my co-workers and superiors may ignite the same passion within them. It may allow them to feel empowered as it could create a shared vision, which everyone would feel proud to be apart of. Strengths and Areas of Improvement in Leadership The ability to identity my own strengths and areas that need improvement is an important part of being an effective leader. One leadership strength I possess is the ability to form strong relationships with the individuals. I accomplish this by caring about the people I work with and taking the time to get to know them.
Although controller and Analyzer are my lease score traits, I do use those qualities when I need to be direct or need to work by myself. I personally liked the Character Traits/Feedback assessment because I was able to determine my results without being told my character traits. It was challenging for me to select negative traits because I wanted to display myself in a positive light but I realized both positive and negative traits make me who I am.... ... middle of paper ... ...ll is only a small sub-culture in comparison. As the supervisor of the McCormack front desk, I am able to change minor day to day operations, but I cannot change large scale items such as gender neutral housing or visitation policies. Aside from cultural leadership, my style relates to the attributes of a transformative leader.
However, in my options I rather loss a customer than compromise my integrity. Once the customer finds out they can trust they tend to help me in my work by referring another customer. Quality of work is opinions that can be observe from group or a client. The quality of my personal effort has always been essential to me.
Peers are accountable for their commitment and they are free and confidence to be direct when promises are missed and quick to thank others when they are kept. When you can't keep the promise, it's perfect to update all who are affected so that they know well in advance. Team members must understand that the teammate's approaches and insights though different, but can be as valid as their own and this process helps members to understand that others approaches are as good as theirs. In order to build trust in an organization, as a leader, your people want to know your trustworthiness, your commitment, capability and how much you care about them. Put your people first and put yourself last.
Currently I do not hold a position of assigned leadership, but I have in the past. My leadership style is the consultative leader. My goal is to know how the members of my team perceive the necessary changes and how they would like to see the changes accomplished. Receiving input from the team gives them the confidence that their leader considers them an integral part of the team. Listening to the team members also gives them a sense of ownership if their opinions become a part of the solution.
I have had the opportunity to work with leaders of different styles, and by just watching them, listening to them and seeing how the staff reacts; I can gauge what is productive with their staff. I try not to copy or mimic their style and ensure my own style comes through in being consistent, authentic and genuine. I feel by following these traits they give me necessary foundation and help me towards achieving leadership excellence. Authentic Leadership I have not had the pleasure of working with a true authentic leader yet, but my current manager is one of the closest. My current manager inspires me to be in control of my own destiny, make my own decisions and providing feedback to better myself in the future.