Critical Factors For Managing And Developing People Based On My Own Experiences Essay

To what extent do you consider that you have already started to develop the approaches of a critical practitioner? Analyse and evaluate your progress using examples from your work to illustrate your arguments.

In presenting a theory about myself as a leader, I will attempt to draw conclusions about my strengths and weakness as a leader based on the things learned in this class. I will speculate on a reflective leadership best-self-portrait through my work experiences that draw on my interpersonal resources for vision. Recognizing my talents and shortcomings will help develop both micro and macro levels of resource development needed to reach my full potential.

Barker, R. A. (1997). How can we train leaders if we do not know what leadership is? Human Relations, 50(4), 343-362. Retrieved from http://search.proquest.com/docview/231429531?accountid=458

An effective leader must have a plan for success. This includes a personal plan of growth as well as a professional plan for improvement. This paper will attempt to highlight my personal strengths and weaknesses as leader, identify the areas needed for improvement, and identify the leadership skills and practices that I will use to become an effective leader. This paper will also give an outline of the goals that I consider a priority and a timeline for this development. The overall result will be an inclusive leadership plan of development that I will use to grow myself as well as any organization that I work for in the future.

Each stakeholder has a different criterion of responsiveness, because they have a different interest in the organization. Most organizations are similarly influenced by a variety of stakeholder groups. Investors, shareholders, employees, customers and suppliers are considered primary stakeholders, without whom the organization cannot survive. Other important stakeholders are the community, which have become increasing important in recent year.

When looking back in one’s career, each manager in the organization leads and develops employees differently. A person can apprehend that each leader has their own leadership style with

The main aim of workshop 1 was to understand what is reflective learning and how to use it in both personal and professional development. I felt that being reflective is very important in management as it helps in analyzing the situation and decision making.

In order to become more effective at leadership applications, people must learn how to more effectively communicate, listen, and embrace a variety of diverse perspectives. Positively influencing both internal and external variables on personal and professional levels require the attainment of individual and self-awareness. Having gained a relatively broad-based awareness for many diverse perspectives, all of which are very much applicable towards enhancing efficiency, effectiveness, and overall organizational productivity, the following reflection paper will begin to apply a new found source of data, information, knowledge, and wisdom into some of the developmental phases necessary to positively enhance the successfulness of individual and organizational goals and objectives moving forward.

My personal experience with leadership covers a variety of professional and personal endeavors. Working as an administrator, radio and TV producer, and business owner, necessitated the application of relative approaches. Succeeding in developing and implementing strategies, which enabled me to accomplish desirable results, required implementing viable techniques. Self-growth and enhanced subordinate participation required the utilization of an admixture of

Reflective practice is a highly significant way to develop the skills of students (Pavlovich, Collins, & Jones, 2007). Because it has value and can help students to focus on the issues they see in governance and leadership, it is a practice that should be undertaken by all students working toward a better understanding of management. In order to properly work within the confines of reflective practice, most students write a number of journal entries. Once they create these entries, they can consolidate and reexamine them in an effort to choose the best ones and work to put them all together into something that shows all of their views and opinions in the area of leadership. That is the focus of this paper, where five learning events will be addressed and discussed. Three of them will relate to the leadership and governance concepts that were discussed by Ladkin (2010).

The following paper will demonstrate the skills and knowledge I learned through the course. This course had taught me many things in leadership such as management vs leadership, emotional intelligence, team stages of development, situational leadership, servant leadership, and Myers-Brigs Personality assessment tool. Also, while taking this course, I also identified my dependable strengths as well as my areas of weakness.

“Learning is a Life Long Journey” there is always room to improve oneself both mentally and physically. As mentioned in this week’s reading, “The twenty first century employee will need to know more about leadership and management than did his or her twentieth-century counterpart.”(Kotter 175)

As previously mentioned, it is important that organizational needs are met by ensuring that leaders have the right skills, while also having a foundation of a specific leadership theory to drive the daily functions of the organization. As important as these aspects are, it is even more important that leaders take the time to evaluate their leadership style and philosophy to ensure that they remain effective and efficient in their work. Fisher (2009) notes that it is important to recognize the type of leadership that is most effective with staff, so that it can be applied accordingly. By taking the time to self-evaluate, it will allow for self-reflection on one’s own philosophies and the ability to grow as a leader in their areas of weakness and enhance the areas that are the strongest.

In Case Study 10.1, Economics professor Richard Easterlin asserted that money couldn’t buy happiness. He based his findings of studies conducted in wealthy and very wealthy countries. His theory was that if happiness indeed were a “commodity” that one could purchase, the wealthiest countries would have more purchasing power for happiness. Easterlin concluded from his research that the wealthier countries were not happier overall. One’s level of happiness did not increase with an increase in money. On the opposite end of the spectrum, individual happiness did not change between rich and poor individuals. This contrast has become known as the Easterlin Paradox. Easterlin asserted that one’s relative income (comparison between one’s income vs. another’s income) was more important than absolute income (income earned in a given time period).

I further understand that in order for my organization to achieve long lasting change, leaders embrace a commitment to learning for not just themselves, but also the organizations. They have made significant strides in establishing a philosophy that further individual development through the institutional, experiential, and personal development constructs. This philosophy has influenced individual development from the early stages of their career to retirement; because, the organization realize that additional benefits further develop a philosophy of long-term learning for the organizations. For example, Senge recognizes the linkage of individual and organizational development in his statement, “Individual learning does not guarantee organizational learning. But without it, no organizational learning occurs” Senge,