Adaptive Leadership Style Analysis

The results of my Leadership Style Assessment was a Participatory Leader. I believe that the results were accurate. I try to listen and understand to everyone’s point of view before making a decision regarding others at work. “Participative leadership also known as Democratic Leadership Style is a method of leadership that involves all team members in terms of identifying important goals as well as developing strategies and procedures to achieve the goals. From this point of view, participative style of leadership can be perceived as a leadership style that relies primarily on functioning as a facilitator that the one who simply issues commands or orders or making assignment for each member of the team.” ("Participative Leadership," p. 1-2) The definition of Participative Leader to me means a Leader that listens and considers every point of view before making a final decision.

The journal article I chose is about communication styles that create collaborative leadership. Kramer and Crespy (2011) conducted a unique study to look at what communication actions and methods were used to create a collaborative culture within a group setting. The reason for the study was to move from top down leadership style research projects to more modern day scenarios, albeit still focusing on how leaders influence to achieve set goals. In other words, Kramer and Crespy (2011) wanted to focus on the process and not the usual outcome as in past studies.

Ronald Heifetz first introduced the adaptive leadership approach in his book “Leadership Without Easy Answers” (1994). Further He and his associates developed this approach in series of articles (Heifetz, Grashow, & Linsky, 2009; Heifetz & Laurie, 1997; Heifetz & Linsky, 2002).

Today a lot of the things we talked about really hit home with me, and I actually cried in a room full of strangers as I told them my story and why I chose to be a leader.

will become stronger and have more depth, which will allow the entire team to move forward in attempts to achieve their ultimate goals.

The three concepts that I found the most valuable during my academic lessons at Non-Commissioned Officer Academy Intermediate Leadership Experience would be the three elements of flexibility, the five traits of followership, and leadership influencing styles. These concepts are very important to me because they will make a positive change in myself and my leadership style. My goal to change my flexibility and, my overall adaptability, would be to change my default setting of dispositional flexibility to a more positive outlook. I currently may have a stand-offish/negative outlook when it comes to change. To be a more effective leader I must will myself to maintain a positive disposition to a changing environment. The next goal would be

answer. Let us not seek to fix the blame for the past—let us accept our own responsibility for

My philosophy is a reflection of the way I see my leadership style and how I view

Leadership requires example, patterns of special behavior, and exceptional differentiation. This means a variation from the group. To be unique and different requires an evolving mindset that exhibits exemplary forms of actions. Most people don't change all that much from their early formative years of development. And yet, the delineation of individuality from "group think", "peer" permission and "herd" acceptance, is exceptional within differentiated self-evolving individual. Such leadership capacity is confident, willful, and mature emotionally and intellectually. To approach the edge of this experience is not easy and requires extraordinary diligence. In exemplifying leadership capability, one does not need others to reassure him or her.

One of the most important tasks any business leader must undertake is a personal assessment. An honest inventory of skills, strengths and weaknesses of a business leader can give insight into those areas that need improvement as well as those that can be accepted and learned to work around. A personal inventory also give the business leader the power of information, which a business leader can then use to create situations that emphasize strengths for more consistently positive outcomes. As a business

Continuous Improvement The current data is what drives continuous school improvement. Leaders must look at the school's programs using the key questions. Leaders should answer the questions as honest as possible to get the most out of it. Once a school determines where they are they can decide what is going to get them to where they want to be. Assessment data, and school processes need to be reviewed to answer they key questions effectively.

Adaptive leadership may be the most follower-centric theory of leadership covered in our study thus far. As a component of Complexity Leadership Theory, adaptive leadership premise is for leaders to encourage followers to overcome problems through empowerment (Norhouse, 2013). In this concept, leaders do not assert their legitimate authority to answer the tough questions. Rather, through mobilization, motivation, organization, orientation, and focus, leaders facilitate learning transactions to resolve uncertainly or novel events.

According to my results on the Multifactor Leadership Questionnaire (Bass & Avolio, 2014). Transformational would be my personal leadership style. Transformational leaders are friendlier with followers, fostering warmer interpersonal relationships with them and motivating followers by appealing to their high-level or self-actualization needs. Building trust and acting with integrity, encouraging others to be there best are also attributes of a transformational leadership style. In addition, it would also include energy, and determination, vision, provision for challenge and encouragement for subordinates, and an appropriate degree of risk taking (Javidian and Waldman, 2003). I would agree that this is unquestionably a precise description of my leadership style and the leadership style I prefer to follow. Although there are several different leadership styles in my opinion this style would penetrate long-term successful in the public and nonprofit sectors.

When it comes to contemporary leadership one size does not fit all. Contemporary leadership is a melting pot of theories, approaches, models, and styles that helps an individual lead a group or people or an organization. The trait theory is one example. It has its roots in leadership theory that suggested that certain people were born with special traits that made them great leaders (Northouse, 2013). Next is the skills approach which puts emphasis on the skills and competencies of the leader. Then there is the style approach which is strikingly different from the trait and skill approaches to leadership because the style approach focuses on what leaders do rather than who leaders are (Northouse, 2013). Another contemporary leadership

In adaptive leadership the leader challenges people to face tough problems and learn new ways of dealing with change (Heifetz (1994).