Aw Leadership Style

My leadership style is about how I treat under me with respect, approachable and willing to listen with different suggestions in decision making. I want to have a cooperative teamwork, little supervision, and motivation with professionalism. There is always room for training in developing skills and expertise and encouragement to go above and beyond.

My own leadership style could be considered very similar to my mothers, our personalities are very similar and she was the first person I learned from, so it only makes sense. I consider honesty to be the most important trait. I work to be as transparent as possible with my team. With that comes being open and clear with communication. I have also found that being passion about your job and what you do has a huge impact on how followers see you.

First and foremost, I am extremely passionate about the work I do - whether it be through community service, cheerleading, or another activity. Whenever I engage in an activity I always give it one hundred and ten percent, going above and beyond the expectations. In 2011, Maya Angelou, a leader that I highly respect, stated that her mission in life “is not merely to survive, but to thrive; and to do so with some passion, some compassion, some humor, and some style.” I truly value these words and the truth they portray. In leadership, I work my hardest to live by these principles because of my genuine care for others and the activities in which I participate. Others should be led to follow my lead because of my passion.

A leadership philosophy helps to define and let others know what you expect, what things you value, and how you act as a leader. Different styles of leadership are needed for different situations. Every leader needs to know when and how to display a particular approach of leadership within a group. Leadership strategies define every leader’s personal leadership style. Three leadership styles of a counselor are the following: authoritarian style leaders, democratic style leaders, and laissez-faire style leaders.

“You can do what I cannot do. I can do what you cannot do. Together we can do

Passionate means “showing or caused by strong feelings or a strong belief”. This kind of leader will not be afraid to get dirty. Admitting to making a mistake and not afraid of failure is a good leader. Not being scared to try a new approach to any situation can be a good leader and showing a good leader is passionate about their work. Leaders are people who make things happen. Passionate leaders take the biggest risks. “When seeking to identify these qualities in yourself, it’s important to remember that leadership doesn’t come in only one style. You don’t have to be the red-hot passionate person who’s always sweating and pounding her fists on the boardroom table. Some of the best leaders are quiet, calm and thoughtful people.” passionate leaders doesn’t let what others say get to them. Words don’t mean nothing to a passionate

There are several characteristics a person in a leadership role should portray. My philosophy of leadership encompasses characteristics such as compassion, collaboration, innovation, perseverance, and competence. I believe to be a competent leader one must be authentic to one’s self and beliefs. One must know where he or she stands concerning ethics and innovations surrounding the education field. A leader must convey understanding, be on the forefront of research, advocate for colleagues and students, and collaborate with other professionals.

For example, at times some information or directives come from the district or state office of education. Mrs. Williams has to deliver this information and say to her faculty this is the way we will have to do things. Funding is also a time that necessitates directive leadership since money is allocated to be used in certain ways. She must be direct in ensuring that the money is spent appropriately and the budget stays balanced. There are times when she has to make sure the faculty follows certain protocols to stay in compliance with special education law and state laws. Mrs. Williams uses a supportive leadership style most often. She knows each of her employees personally and shows the faculty and staff that building relationships is essential to the success of our school. She is supportive by helping us with disgruntled parents, disruptive students, as well as attending PLC meetings to offer support and encouragement. Another example of her supportive leadership style is when she went to the district office to ask for more funding so that we could have proper tools and support in order to make the shift to Standards-based grading. She made sure that we had the additional professional development needed as well as the technology changes in order to make this shift work for us. Additionally, the way she gives feedback after evaluations is supportive and helpful. She always makes sure to give feedback in a way that

The leadership style at Boeing is high structured, high consideration where the organization provides step by step guidance on how tasks are to be completed and it is highly considerate of the employee needs and wants. At Boeing honesty matters, the organization outlines initiatives that focuses on enabling the culture of openness and accountability to maintain an ethical workplace that will increase business performance. Their leadership is based on transformational leadership where the focus is on their ethical approach to doing things the correct way and allowing employees to be open about issues and concerns. This approach has become embedded in the ethical decision-making aspect of business, equipping managers

One of the most distinguishing leadership traits I have is the ability to instill some sense of passion to my team and hence leave in the team members a conviction and the will to move on. I also have the quality of listening to my team; in this case I listen carefully and consider various options to the issues raised before giving feedback. In essence, as a good leader, I involve everyone, give everyone responsibility according to their identified abilities and make everybody accountable; thus I am responsible for my actions and the actions of my followers. Another trait that distinguishes my leadership skills is the confidence I manifest. I communicate to my

Strong leadership is vital to the success of any business, institution, school, team, or even church. Leaders that are considered effective encompass a leadership style and qualities that work to influence and motivate their followers. Joel Osteen, an evangelical pastor from Houston, Texas is truly one of the 21st centuries most captivating leaders. So much so, that he as selected by Barbara Walters as one of her 10 Most Fascinating People of 2016 (ABC News, 2006). His appeal is a phenomenon that is unmatched by any other current leaders in his profession. Over the past 15 years he has built a church, where he ministers one of the largest and most diverse congregations in America (Romano, 2005). Aside from his 45,000 attendees at his weekly services, his sermon is broadcasted in every television market in the United States and in over 100 other nations around the world (“About Joel,” n.d.). Joel Osteen is a prime example of a compelling leader who practices an effective leadership style that resonates with people on a personal level.

At my workplace at UWG, there’s a firm push to seek operating cost saving across the board given the competitive marketplace we work in. From the initial discussions held with my direct reports, this drive isn’t perceived as their top priority given the pressure to deliver works to timelines agreed with clients. I’ve taken some time to assess the situation - specifically on how I can influence my direct reports behaviour to achieve the desired outcome. My leadership style as a motivator is biased on being an effective manager rather than a leader – I put a heavy reliance on intrinsic (self-motivation) in my team. It has always been a challenge for me to determine how to effectively and efficiently motivate individuals within my team, as remuneration is not the only motivation that they are looking for.

The strengths of supportive leadership plays a significant in the organization because they help increase employees’ feelings of being valued by organization leaders resulting in increased productivity, reduction in employees’ stress levels, and increasing their self-confidence.

Finding a leadership style is like finding the dress or suit that fits just right. It may take several attempts, but once you find the one that fits, it is usually the one you will keep. For this class, we were asked to take a 50 question survey from Kent University to help us figure out what type of leadership style fits us best. From the results provided from the test, my leadership style was typed as participative. When reading more about participative leadership, I saw a quote I was able to resonate with completely, “The leader makes the final decision, but the team to contribute to the decision-making process” (How to find, n.d.). This quote made me realized that this type of leadership fit me down to the T. In terms of effective communication, I always make an effort to make sure the listener absolutely understands what I am conveying. By asking questions or bringing up any concerns they might have, I am able to make sure that everyone is on the same page. My job presents several opportunities to help teach and train new operators. By having a participant leadership style, I must ensure new operators know how to work within their position proficiently. As a trainer, I deal with trainees who at times feel overwhelmed with the plethora of information given to them. I find it important to give encouragement and facilitate training when need be. Being a participant leader requires a great of humility: “The leader can 't know everything”

Leadership is a concept most people feel informed enough to discuss, but that few are truly educated sufficiently to comment on. Therefore, it is instructive to consider the leadership styles of people with very different approaches both to better understand the diversity underlying leadership, as well as to appreciate the effective and less effective strategies that underlie different leadership outcomes. For that reason, this essay will consider the styles of two leaders who are less visible in this highly contentious presidential election season: Jill Stein (the Green Party nominee) and Gary Johnson, the Libertarian candidate. The leadership styles of both are very different, yet they are aligned in the sense that both are outsider candidates struggling to gain momentum from a disaffected electorate. This essay begins with a theoretical discussion of leadership more generally and then turns to the two leaders as case studies, comparing and contrasting them and drawing conclusions about how they both work within the same public sphere and for putatively similar ends (i.e., gaining votes).