A 2. B Weaknesses In Personal Leadership Practice

In emergency, I see myself as an Autocratic leader who makes quick decisions. On the other hand, I see myself as a Democratic leader when time and situation permit. Rarely, I can see myself as a Laissez-faire leader as I usually have hands-on with any process with my subordinates.

The path to a personal leadership philosophy is made up of three parts. Each individual aspect is a facet of a complete whole. Much like a timeline that includes a past, present and future, my personal philosophy consists of a foundation, action, and growth. If you do not understand where your foundation of leadership came from, you will have problems acting in a leadership capacity. Also if don’t pay attention to how you are acting as a leader you cannot know in what ways you need to grow. Why should I spend the time and effort in developing myself as a leader? The Gunner’s Mate rating has a strength of just over 600 members. Maritime Force Protection Unit Kings Bay has 31 Gunner’s Mates assigned to it. I have a full five percent of the Gunner’s Mates in the Coast Guard that I lead. During my four year assignment at MFPU Kings Bay, approximately 55 Gunner’s mates (9.2 percent) will have been under my leadership. I see that as an enormous responsibility. As a young Gunner’s Mate I saw my senior leadership as people capable of effecting great change on the rating. Now today I am in the position to have that same impact.

I have identified three weaknesses of my leadership practice. They all relate to the servant leadership theory. The first weakness is that I seek first to apply logic to any situation. This relates to the servant leadership theory because servant leadership theory emphasizes emotional

As a leader you know the team and can empathise with them, work with them and celebrate success, praise them and encourage them. By encouraging your team to participate in decision making, you will empower them which inspire job satisfaction, which will then reduce conflict, poor time keeping and absenteeism. You will need to help staff understand the need for change and you can do this by being clear about your objectives, the actions required and the part they need to play in achieving those objectives. You need to listen to them and their objections and lead by example, sometimes you need to take control and promote adherence to the policies and

By taking the Seven Habits Profile I was able to identify some of the leadership weaknesses I see in myself. These weaknesses include how stress affects my behavior, a lack of creativity, and how my perception influences my leadership.

Leadership represents an essential element for the success of an organization, it has a profound impact on the achievement of the goals. The leadership unites an organization efforts and directs toward the behavior of individuals in line with the achievement of objectives and deliverables. Organizations composed of members from different cultures, mentalities, and personalities representing groups of people work together in a specific regulatory framework and in accordance with certain operating procedures. These groups or work teams need to coordinate among them in order to reach the specific objectives. In this context, it always highlights the role of leadership in influencing an organization. The Strategic Leadership Instructor is doing his best to develop our leadership, and exploiting his innate cleverness and natural sensation to support his fellows to succeed. He helps us in enabling of taking advantage of the actual innate sixth sense that God gave it, and exploiting the energy and the ability to distinguish. I learned a lot from readings and during the sessions, I learned from my colleagues some of the basic functions of leadership through their experiences. I learned how to develop my skills that will support my style of leadership. During the discussions I have changed some of principles and ideas that already I have, and the others make me to work on developing them. It became clear to me, when I read the

The weaknesses identified can cause issues when trying to be a savant leader. Focht (2015) identifies serving the team first as one of the key functions of servant leadership. However, there needs to be a balance so that the leader has time to do some strategic planning for the group. It is important to remember that serving the group is indeed essential but it alright to step back and count on the team’s service too. Ebener (2010) discusses the advantage that servant leaders have when it comes to their own personal weaknesses. The leader can draw on the strengths of others in the team to help build a better group. This is a great advantage but it is imperative that I work to figure out the proper balance when working with the team and in my own personal life. Giving each area of life the proper attention is key to being a good servant leader. These weaknesses are all something to work on to become a stronger leader and

Through identification and ongoing assessment of her leadership style and ability this leader is able to develop and understand her own strengths and limitations in order to grow and develop into a more effective leader. The aim of this paper is to provide an overview of servant leadership, contingency, path-goal styles leadership to gain an understanding of current leadership models, identify this author’s style of leadership and explore why leadership is important to organizations, society and this author.

This Leadership Theory and Practice class was not at all what I expected it to be, which is great. I had heard of other people who had taken this class previously with different professors and how all they did was write papers and honestly, hardly learned anything about leadership. This class thankfully had an easy work load which helped with my senioritus, but still challenged me to think about different leadership styles, concepts, and what it truly means to be a leader. I was able to hear the views of many other people especially those who were also in the class, but also from the different people we had interviewed for the assignment we had to present on. I learned a lot about leadership and I learned a lot about myself in a leadership

To ensure leadership effective, several leadership theories are put forward and are adopted by different organizations. Some widely accepted theories include Trait Approach, Style Approach, Situational Approach, New Leadership Approach and Post-charismatic & Post-transformational (Western, 2013). Beyond doubt, they have their pros and cons, and they could play their role to guarantee the effectiveness of leadership as long as they are applied in an appropriate condition.

Personal leadership can be simply defined as the leadership of self. In other words, is the ability to direct ones leadership towards their life and lead by first leading themselves. Although this definition covers the general essence of what personal leadership is in general, my definition is a little more specific in what it entails. I define personal leadership as the ability to gain stable independence while leading others by example. Therefore, my definition of personal leadership exemplifies the ideas of independence, stability, and serving as an example.

This document contains the findings from my personal DISC assessment completed on November 6, 2014, along with feedback from my team summarized in a Leadership Scorecard in order to raise my own self-awareness and provide me with the tools to complete a Personal Leadership Development Plan for professional growth.

Few skills are more important to self-improvement than being able to take a step back and honestly evaluate you. Self-reflection allows you to expose problems early, before they become too painful to ignore.

Effective leadership is a key enabler as it provides the vision and the rationale for change. Different styles of leadership have been identified, for example coercive, directive, consultative and collaborative. These different styles may each be appropriate depending on the type and scale of change being undertaken. For example, when there is a large-scale organisation-wide change a directive style has been identified as most effective.

When an employee of an organization feels their performance and achievements do not matter, that organization may ultimately suffer. Genuinely recognizing the value of your employees will help stop a leader from falling into the pitfalls of leadership, and having their employees enter into a dimension known as the ‘critter state”. An employee that falls into this state is known to have their ideas and skills fall short while they focus on a single question: “What will keep me safe?” (Comaford C., 2013). Below, I will explore the leadership pitfalls and how to possibly avoid them.