Casey Mork's Leadership Experience

While working for the department, it became very apparent that the practices and management style of the Department Director significantly affected the culture and daily activities of the individual sections under his leadership. First, he would set objectives and standards for the individual sections. These objectives usually looked good on paper but were often unrealistic when applied to daily operations. These lofty ideals, set as goals to middle management, seemed overwhelming and out of touch with the reality of hands on field operations. As a result, middle management would frequently choose to either change or completely disregard the given directives. This disconnect in the chain of command would often cause confusion and inconsistencies at the operations level. Additionally, lack of follow-up meant the Department Director assumed his set objectives were being carried out while lower level employees remained uninformed.

These are all types of situations where I MUST take an autocratic style of leadership or it could result in being very damaging for all parties concerned including the business.

In today’s society, there are some people who possesses the qualities of outstanding leadership. Also, in today’s society, there are some people who keep qualities of a poor leader. A good leader is someone who reads and understands their own emotions and recognize the impact on themselves and others. Another thing great leaders do is think and act with optimism, by looking at the positives and not so much on the negatives. Another great strength a good leader has is that he or she knows the strengths and limits of the certain people on their team (Hewertson). Furthermore, a great leader leads by example, set achievable goals, assigns tasks within someone’s strengths, gets the right people on board,

When approaching an organization with a new idea or concept it is vital to go in with all your data and facts organized and concise. One of the first things they want to know when they are considering revising or upgrading a leadership development plan is proof that a new plan would work. Therefore, the plan must have proof that is reliable, relatable and valid before introducing the plan. Always remember to treat others as you would want to be treated (Luke, 6: 31, KJV). This literature review paper will give provide proof to the Mississippi Army National Guard (MSARNG) that the new leadership development plan that is being proposed is credible.

The Marine Corps has many great philosophies when it comes to leadership, one of the most important being decentralization. By definition decentralization is the ability for subordinates to act, guided by the commander’s intent. This allows subordinates to complete the mission without the “how to” given to them. This style of leadership does not exist at my current unit due to the lack of junior Marines, and the high amount of Staff Non-Commissioned Officers (SNCO’s), and Officers which is hindering the development of Non-Commissioned Officers (NCO’s) within the unit.

Refiners don’t come up with new processes as much as refine processes that have worked in the past. When discussing issues among my Commander and Chief, I think methodically to put my spin to the solution and will help consider the consequences of decisions. An example of this team dynamic came to light when my Commander had to make the decision to have an individual removed from his work center while he was awaiting separation. The Chief, an Advancer, gave out a few alternative work center ideas, and I was able to identify potential problems with the proposals. Ultimately, the three of us used our roles to work out an appropriate work center for the Airman. Just as I can tie personal relevance to the lessons on the Visionary Leader, I can also tie my own personal relevance to that of the Ethical Leader, beginning with my own ethical trap of ethical

Chip Conley made a very notable statement in his lecture that many leaders forget (2010). It doesn’t matter what position that you hold in an organization, we are all still human. In my opinion, to be a successful leader one must always remember that there are influences outside of work that affect the employees personally. A good leader must balance the professional expectations of performance measurement, but also should consider events in an employee’s personal life that can affect the performance of their assigned tasks. Aguinis states that there are five factors that indicate a consideration competency: the leader supports the employees’ projects, is inquisitive to the employees’ personal life and well-being, supports and encourages

When trying to find the meaning of a word, people turn to the dictionary; in the case of leadership, Webster Dictionary defines it as, “the power or ability to lead other people” (Merriam Webster). Yet, this definition is not sufficient. “Leadership” embodies varying degrees of meaning as well as different types of leaders, including successful and unsuccessful ones. “Leadership” and “leader” can be used interchangeably in this sense, as a leader represents all that leadership seeks to obtain. Representatives from various companies define leadership in differing ways. Mark Little, the founder and president of Diversified Funding, states "A leader is someone [who] leads by example and has the integrity to do the right thing even when it is not popular. A good leader has positive influence over others, inspiring them to become a better person and example for others to model their life against, as well" (Helmrich). This definition of a leader is key in understanding the actions of various successful leaders such as Lincoln and Civil Rights lawyers such as Charles Hamilton Houston and Jack Greenberg in regard to the Brown v. Board of Education case. In regard to these to mean and other Civil Rights lawyers such as Thurgood Marshall, Pauli Murray, and Eleanor Holmes Norton, Andrea Walker-Leidy, owner of Walker Publicity Consulting, is precise in saying,

I thought Morpheus has a transformational leadership, however, as your saying, he is a servant leader as well. I agree with you because he has a awareness, foresight, and conceptualization as servant leader. Regarding followers comments, you are good at summary and explain in detail. Especially, the explanation of referent power from chapter 9 was significant example for

According to Paul Carey, “You can take the worst person in the organization and find ways to engage or excite them to make them a better employee and after you do this across the entire organization you entire organization will go up” (P. Carey, personal communication, March 24, 2017). This shows that leaders have the power to improve their followers and transform them into confident people. As a leader, if you do not perform well and help your employees strive to be the best your organization will have issues and employee’s attitudes will be negative. Even if you do not have a leadership title there are ways to have people follow your lead but you can’t be fake. As you take each employee and discuss with them the goals and objective on each

Domenic J. Licata, Chair, Professional Staff Senate and Instructional Support Technician, Department of Art. I interview him in 139 Center for the Art. He clarifies definite the definition of a leader.

Chapter two focuses on the role of emotions in leadership and the influence that comes through understanding and managing the emotions of the leadership and the organization. First, Goleman, Boyatzis, and McKee identify the capacity to serve as an emotional guide by instilling confidence in the face of difficulties or upregulating the attitude of an organization as the original indicator of leadership (2008, p. 18). These primal leadership skills impacted the limbic system, the portion of the brain that controls emotions, behaviors, and motivations (Goleman, Boyatzis, & McKee, 2008, p. 19). Scientist discovered the power of these primal influence stems from the fact that the human limbic system is open to outside influences,

Jonathan Emerich is a leader in the production team of Oil States Energy Services. His coworkers would describe his personality as moderately outgoing, friendly, and to-the-point when it's called for in a situation. Regarding the last in that list, he has been in situations with people who perceived him as being bull-headed, though his intention is to save everyone time and/or get something done.

This paper discusses my leadership experience as a Naval Officer and the application of theories, processes, and ideas included in the coursework for the United States Marine Corps Command and Staff College and The University of Oklahoma Master of Arts in Administrative Leadership program. The lessons learned from the two academic programs provided context as well as a deeper understanding of leadership theory that proved valuable during my executive leadership tour, and will continue to serve me throughout the remainder of my military career and

Administration sets the tone and time for collaboration. It is imperative for school to have educators and staff to work in collaborative teams. The common goal is student achievement. Through respect and partnership the fulfillment can be endless. This year I was invited to be the Positive Behavioral Support Internal Coach for my K-8 school. I accepted and quickly learned that collaboration and organization are key components to a successful team. At first, the focus should be members of the team or group. Asking for volunteer is a great way to get started. People are more apt to commit and put the effort into the cause when they want to be there; however, administration may appoint or suggest people because of their insight to