Describe Your Own Leadership Style

In his analysis of companies that are able to achieve greatness, James Collins identifies the role of a “Level 5” leader as instrumental in the transformation. Collins identifies this type of leader as an individual “who blends extreme personal humility with intense professional will” (21). While they are willful and fearless, these leaders are also modest and humble. The leader is less interested in personal glorification and is more interested in the performance of the company. They are intensely driven towards building a successful company that is capable of continuing its success in their absence. In his analysis of companies, he identified that all good companies that became great had Level 5 leaders at the help when they transformed. The leaders are interested in building up their successors such that the company continues on a successful path. This is in contrast with leaders who are interested in the short-term success of a company during their tenure. Level 5 leaders are not concerned “with their own reputation for personal greatness” (Collins 26). Rather, they are willing to share credit for their success with colleagues and successors. Under egocentric leaders, Collins noted that companies would achieve particularly strong growth but they would fall apart immediately after the leader’s exit. However, Level 5 leaders seek to obtain consistent results by finding the best people and creating a

1.1 Explain the importance of the team having a common sense of propose that supports the overall vision and strategy of the organisation

The selection of a team leader is of key decision that can have a great impact on the overall success of a team. A good team leader should be able to build and maintain team morale, instilling confidence and trusting in other team members allowing them to work together to achieve the teams goals (Llopis, 2014). The ability to understand the stages of a team and provide the guidance to all members is essential. The stages of forming, storming, norming, performing and adjourning (Abudi, 2010) are a helpful framework for recognizing patterns during team conversations and the understanding that team development may not always be linear. The aptitude to walk the team through these stages and ensuring they understand the development of the team and why things are happening in certain ways is an important part of the self evaluation process. Having ways to identify when certain behavioral patterns are occurring and a way to then cause changes to the team behavior can help the team maximize its productivity.

Urban Meyer is the head coach for The Ohio State Buckeyes football team. He is 49 years old and was born in Toledo Ohio. He attended University of Cincinnati where he played football. Coach Meyer is married and has three children. Prior to coaching Ohio State he retired from coaching was working as a sports analyst for ESPN. Before retiring and working for ESPN, Coach Meyer was the head coach for the University of Florida. He led the Gators to two BCS championship wins and he held the highest percentages of wins for any active college football coach. (www.ohiostatebuckeyes.com).

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

The threads of my leadership style have been influenced by my personal work experience and my time in practicum. Throughout my experiences I have been exposed to many different types of personal and corporate styles of leadership that I have been able to evaluate and reflect on to judge their effectiveness and take away key concepts that I have applied to my own leadership style. Chief among these is understanding the concept that over reaching change and improvement is a team effort that requires being open to input from all different members of the health care team. My personal philosophy of leader ship is heavily influenced by my bird type which is a dove. Doves tend to be natural team players that like to collaborate and work as a team towards a goal.

The Leadership Style Assessment tool, I am categorized to have free rein leadership style. I strongly disagree with this assessment for many reasons; I am detailed oriented and I never assume tasks will be completed correctly, unless, I complete the task myself. I am intently focused at work, rarely relaxed, as I want to ensure that I give 100% to my job.

The five strengths identified by taking the Gallup Strengths Finder Survey were; Relator, Consistency, Learner, Responsibility and Individualization. Each of these strengths are different in their own right and give a solid base as to the type of leadership style and personality type I possess. It is the combination of these strengths and how they are utilized that will determine the type of nurse practitioner I will become in my practice.

Ms. Corson, my second-grade teacher was a democratic leader who influenced with integrity. She was the first to demonstrate equality and justice, in my world. She became the standard which I held all leaders to from that point forward. As one might well imagine, that new standard led to a great deal of disappointment and insubordination.

Collins said something that really stuck with me, “level 5 leaders channel their ego needs away from themselves and into the larger goal of building a great company. It’s not that Level 5 leaders have no ego or self-interest. Indeed, they are incredibly ambitious-but their ambition is first and foremost for the institution, not themselves” (Collins 21). More companies need to have the mindset of a level 5 leader, because they are very unique and essential for the success of a company. People must be patient, and the profits will come. Level 5 leaders care about the company as a whole and they listen to what their employees have to say. These leaders give authority to people and credit to the people who do the work. Managers and leaders rely on the lower end people for their business to succeed. Treating other people the way you want to be treated is how people should operate in a business. Appropriate behavior and rewards are incentives for an employee to be more productive.

challenges as a team. Leaders ensure that goals are outlined clearly and objectives are set forth with a strategic plan to evaluate results and effectiveness of practice. Leaders need to be able to provide

Rather they demonstrated personal humility and professional will revealing an aggressive resolve to do what was best for the company, he or she plays an important role in the success of their organization through talent, knowledge, skills, and good work habits. The lower levels included effective leader, competent manager, contributing team member, and highly capable individual. The traits of Level 5 leaders include, building “enduring greatness” into their organizations, setting their successors up for success, talking about the company and others, but declining to discuss themselves, ordinary people producing extraordinary results, most likely to come from within the company, not outside of it, quick to give credit outside themselves when there was success, while at the same time taking personal responsibility when things went badly and distinctive in their approach to the people they wanted in the company. Most companies would think the first step in becoming a great would be to create a vision and a strategy, but this has not been proven true. The first step a company should take is determining who the right employees are, and which position in the company is right for them. In chapter three is states” If executives get the right people on the bus, the right people in the right seats and the wrong people off the bus, then we’ll figure out how to take it someplace great.” Level 5 leaders wanted top players as well top effort.

Like in sports, in business the performance of team is not just based on the individual talents. It is also, and maybe even more, based on the global efficiency of the team. To be efficient, a team leader needs to ensure that all the team players are pulling at the same rope, towards the same direction. That first step ensures that all the energy that is spent, is used in favor of the objective and not against it. A second step is to set the team organization, in a way that each team member is in the position to deliver its maximum performance. To make this possible, a team leader has to understand the individuals’ and interpersonal dynamics of the team.