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Personality Traits and Leadership Styles of Great Leaders
Leadership Styles of Great Leaders:
Peter Drucker said, “Leadership is lifting a person’s vision to high sights, the raising of a person’s performance to a higher standard, the building of a personality beyond its normal limitation” (Kruse, 2012).
Participative Leadership Style and Donald Trump:
“Using participative leadership, entrepreneurs will ask for input and advice from all team members involved in the startup. This type of leadership makes every team members’ opinion an important one and employees quickly become part of the decision-making process. This kind of leadership style makes everyone involved in the startup feels appreciate and highly motivated” (Way, 2012). Participative leaders involve other people in the decision making process. This approach is considered leading by consulting, and empowering (Hulman).
An example of a participative leader is Donald Trump of Trump Organization. With all the hype on Trump’s recent series of “The Apprentice”, it would seem his personality would not match that of a participative leader; however, “although it may come as a surprise to most of America, Donald Trump’s long time employees describe him as a strong yet merciful leader” (2005). Trump has worked hard and can be seen using participative leadership even on “The Apprentice”. He uses his personnel to offer input on the show and in life (2005).
Situational Leadership Style and Dwight Eisenhower:
“This type of leader adapts to situations, abilities of teams and his own capabilities with ease. It’s all about situational adjustment and adaptation” (Way, 2012). Situational Leaders are able to adapt very well when situations arise. These types of lead...
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...tp://www.rose hulman.edu/StudentAffairs/ra/files/CLSK/PDF
Kippenberger, T. (2002). Thinking about the Situation. Leadership Styles (p. 18). Oxford,
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Kruse, K. (2012, October 16). 100 Best Quotes On Leadership. Forbes. Retrieved
January 24, 2014, from
http://www.forbes.com/sites/kevindruse/2012/10/16/quotes-on-leadership/
Leaders. (n.d.). BrainyQuote. Retrieved January 24, 2014, from
http://www.brainyquote.com/
Lussier, R. N., & Achua, C. F. (2013). Traits of Effective Leaders. Leadership: Theory,
Application & Skill Development (5th ed., pp. 37-41). Mason, OH: South-Western
Cengage Learning.
Way, A. (2012, October 11). 9 Leadership Styles for Entrepreneurs. Think Big Partners.
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entrepreneurs.html
A participative leader consults with followers, obtains their ideas and opinions, and integrates their suggestions into the decisions about how the group or organization will proceed” (Northouse, 2016, p.118). As a participative leader, Vida often consults with her staff, obtains their ideas and opinions, and is open minded to their suggestions. For example letting us have flexible hours, because most of us were taking other classes, getting our ideas for recording sessions, and even choosing what snacks we wanted to have available at the
The team jointly identifies plans, procedures, goals, vision, and develops strategies to achieve the leader’s objectives. The leader, leads by acting as a sort of facilitator: a guiding hand. Of course the leader does task delegation and team formation. But in general, a participatory leader involves as many stakeholders as possible when making decisions. This is important because most organizations make decisions with little input from the regular employees: decisions are top down and hierarchical (Hogan & Hogan, 1994). In developing my personal style of leadership, I prefer a more down-up or grass-roots grown decision making. I think the people at the bottom of any organization and the ones at the front counter understand what needs to be done or solved in any organization. Making organizational culture change must include the regular subordinate staff to realize the future vision of the organization. Participatory leadership aspires to involve a wide participation in decision making (Yukl,
The topic of leadership has been explored and written about by thousands of authors who are considerably more qualified than I am to write about the subject. However, I’ve always maintained that developing, evolving and articulating one’s own leadership philosophy is an essential part of a professional’s growth. Through academics and experience, I’ve concluded that leadership is a “soft” skill, more art than science, and that leadership principles can be universally applied. As a topic of discussion, leadership can be ambiguous and seldom does everyone agree on a single definition. Organizations and the people they consist of crave leadership, even if not overtly. Undeniably, strong leadership is essential to achieving
Leadership is not a position but an action that is undertaken by an individual. Leadership is not just about giving orders, yet it is the action of serving others. According to Robert Townsend, “A leader is not an administrator who loves to run others, but someone who carries water for his people so that they can get on with their jobs” (2013). A good leader will support his or hers employees because a leader is not judged on their own actions, but they are judge on the success of those that they support. In the modern era, we look at business leaders in the same way that historians view military commanders or kings of the past.
Leadership has been written about millions of times in the past, and heading in the future, it will be the topic of many debates, books and newspaper articles asking, and in some cases answering the question, “What is leadership?” According to Peter Drucker: “leadership is lifting a person’s vision, raising his performance and building personality”.
...ork ethics will serve as his example for this leadership mentoring. His actions must speak louder than his work. He must not act differently with his vision to the company and in contrast with his promises to his employees. While for the organic organization where employees were given the options to work at their advantage to employ their maximum performance for the benefit of the company, I recommend participative leadership style. Encouraging a participative style to share ideas, and create a sense of purpose, is one of the tactics that supervisors should develop as part of their Talent Management program. This will reinforce employee’s motivation and engagement, thus increasing individual productivity. Staff has to be oriented with a culture that encourages communication, teamwork, personal creativity, innovation, and a supportive workplace environment.
Leadership at times can be a complex topic to delve into and may appear to be a simple and graspable concept for a certain few. Leadership skills are not simply acquired through position, seniority, pay scale, or the amount of titles an individual holds but is a characteristic acquired or is an innate trait for the fortunate few who possess it. Leadership can be misconstrued with management; a manager “manages” the daily operations of a company’s work while a leader envisions, influences, and empowers the individuals around them.
Hersey and Blanchard’s Situational Leadership Theory (SLT) asserts that a leader’s effectiveness is dependent upon the readiness, or ability and willingness, of the leader’s followers to complete a task. This leadership style is an amalgamation of task-oriented and relationship-oriented characteristics that are employed depending upon the situation and the followers involved. According to the SLT, as followers increase in readiness the leader’s style is to adapt accordingly (Kinicki & Kreitner, 2009).
Leaders are the individuals who help to create options and opportunities. They help in identifying the choices and solve the problems. They build commitment and coalitions. Leaders do this by inspiring others and working along with them to construct the shared vision of the possibilities and commitments of a better group, organization or community. They engage the followers in such a way that most of the followers become leaders in their own right. The variety of demands of an increasingly complex world very often require that leadership be shared by most of the members of an organization, in appropriate ways for different situations. A leader is the on...
I decided gratitude would be my highest terminal value. If I can strive to be grateful for all that I have and all that I am, I believe this would lead to helping me achieve all other terminal values. Providing service for other living things is something that I feel is important for the survival of our external world, which is why it is ranked second. My third value is wisdom. In today’s world, there are so many problems that I will not be able to resolve or fix, that I have to have the wisdom to be able to know what I can and can not do, and know that this is okay. I also believe it is of great value to strive for wisdom when I interact with people. Rather than reacting with feelings and passion, responding with wisdom could achieve a lot more from others, and ultimately allow me to achieve my goals. I did not rank happiness any higher because although I believe it to be of vital importance to our lives, I believe that if you do not strive for other key values, then striving for happiness has the potential to become a selfish or destructive act.
For many years, I have been told by teachers, family, and friends that I am a good leader. Until fairly recently, I had never truly thought about what it means to be a good leader and just took it as a compliment. Leadership is an intangible concept which cannot be properly outlined in a dictionary, but one which must be formed and explained only through one’s own philosophies and experiences.
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.
As Yukl (2010) indicates, such factors (e.g. personality, values and capacities) attributed to a leader. Normally it is widespread acknowledged that someone is born to be a lead...
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
So what does this definition mean to me? First, it means that leaders who embrace a participative leadership style, values and involves their entire team. Second, it means leaders work closely with their team members, focusing on building relationships and rapport. Lastly, it means that leaders allow their team to assist in the decision making process, accepting their input and allowing them to share their ideas. As a leader, I would incorporate this style of leadership when leading project teams because it creates a level of trust between a leader and its members. In addition, this leadership style creates motivation and empowerment. When team member’s skills are acknowledged and their opinions are being valued, they see how their contributions aid in completing the final project goal and take ownership. This type of leadership also provides higher levels of motivation and better strategies and solutions because a variety of people contribute with different perspectives and ideas. Although the team leader is required to give up some control, I believe that the motivational benefits of doing so are greater than with other leadership styles. According to Lam, Xu & Chan (2015), “many practicing managers acknowledge the potential motivational benefits of participative management practice, and value its performance implications” (p. 836). I would