Dominant Leadership Style For The State Of Tennessee

I work diligently to treat others with utmost respect regardless of whether I agree with their point of view. By taking the time to establish authentic relationships with individual staff members, I am better able to understand their unique perspectives, needs, and concerns. Additionally, because I tailor my leadership approach to fit individuals and situations I am able to ensure the best possible outcomes. As a participative leader I look to others for input before I make decisions that will impact the group as a whole and I strive to motivate and inspire others so that they can gain professional fulfillment through autonomous practice. Finally, I believe that when individuals feel empowered and valued they develop pride in their work and are more willing to make meaningful contributions toward team goals.

A leadership quiz offered by About.com Psychology. (n.d.) 'What 's your leadership style? ' suggests that the writer demonstrates both Participative. Participative or Transformational Leadership is based on establishing interactions and

belief that a team is not successful without its team members. In my field, a successful team is comprised of individuals who are dedicated, experienced, motivated and supported by management. A1a. Strengths Job Satisfaction: In organizations and companies that utilize participative leadership as a management style, many of the employees are satisfied with their jobs. The reason is rather simple; staff sees their suggestions and/or recommendations are being put into practice. Simply stated, their voices are being heard, their input clearly has significance, and there is a sense of being an essential part of the organization. Within our organization, specifically in the operating room arena, nurses are an important aspect of trialing new equipment or materials that may be utilized in the operating rooms. By enabling these individuals to trial new equipment and provide feedback, management ascertains that the items selected by the staff assist them in performing their tasks successfully. In addition, staff is encouraged to suggest alternatives to equipment being trialed. This particular group of nurses originated from other hospitals that utilize a variety of equipment. Thus there may be better suggestions regarding the

I have not had many leadership roles because I do not seek them. That said the few roles I have had have always been particularly important. I have worked in the Registrar’s Office for Mrs.

After taking the Leadership quiz I discovered that my leadership style is Participative. Participative leaders often ask the opinion of group members and solving problems but ultimately make the final decision. I agree with my findings and I often apply this leadership style at work. I find myself asking other coworkers their opinion on how to troubleshoot a problem. In the nursing occupation it is very important to have teamwork. Being a participative leader exemplifies teamwork. This displays that I value the opinions of my coworkers and feel that everyone should be able to make recommendations and suggestions and as a leader I can take those ideas and make a final decision. On my unit I was a charge nurse and as a charge nurse I always tried to include the recommendations of my coworkers.

Leadership has many definitions, is multifaceted, and involves numerous aspects, such as identifying goals, providing support, inspiring and motivating people to act, and promoting the values of a group or organization (Giltinane, 2013). Some of the characteristics an effective leader possesses are honesty, creativity, emotional stability, energy, flexibility, conceptual skills, perseverance, and knowledge (Huber, 2014). Based on the Leadership Style Survey, my leadership style is determined to be participative, also referred to as democratic. This approach places emphasis on people, relationships, and teamwork. The leader shares responsibility by involving workers in group discussions and decision making, is able to recognize strengths and encourage workers

This approach seems very practical in everyday situations. I find myself thinking about what I would do in a specific situation or finding answers to problems based on the circumstances of a specific situation. I found this questionnaire to be more of a quiz on the understanding of leadership styles and development levels needed, rather than a clear indicator of my participative strengths. I did; however, find that I can delegate, support, coach, or direct, depending on the specific situation. Practicing situational leadership in this questionnaire did help me think through what actions I need to take to foster success in specific situations. For instance, I related to situation 4 as I coach another teacher who I work with on a daily basis. Joe, a second year teacher, has the knowledge and the ability to teach well, but sometimes he just needs some words of encouragement to push him forward. I have watched him as a leader in his classroom and among other teachers, which lead me to recommend him for our school’s Leadership Team. He was honored to have been selected, but worried about how he

The leadership quiz results indicate that this writer is both a participative and a Delegative leader. The quiz results states; Participative leaders accept input from one or more group members when making decisions and solving problems, but the leader retains the final say when choices are made. Group members tend to be encouraged and motivated by this style of leadership. This style of leadership often leads to more effective and accurate decisions, since no leader can be an expert in all areas. Input from group members with specialized knowledge and expertise creates a more complete basis for decision-making. While Delegative leaders allow group members to make decisions, this style is best used in situations where the leader needs to rely on qualified employees. The leader cannot be an expert in all situations, which is why it is important to delegate certain tasks out to knowledgeable and trustworthy employees.

According to How to Find Out Your Style of Leadership (n.d.), participative leadership is also called democratic or consulting leadership, the example which How to Find Out Your Style of Leadership (n.d.), used is Nelson Mandela. This kind of leadership includes building consensus through participation, but the leader makes the final decision after the team has given ideas through the decision-making process. Also, according to How to Find Out Your Style of Leadership (n.d.), a participative leader asks opinions from their teams and uses those opinions to make decisions in the future. Also through this process, the team is kept informed and encouraged to come to the leader and discuss or propose changes they think should be made to the policy. This kind of leadership isn’t a sign of weakness; it is a sign

I regard myself a participative leader. In the words of DuBrin (2008, p.348), "a participative leader is the one who shares decision making with group members." In the past, I have held various leadership positions. During those brief stints as a leader, I have found it prudent to consult widely before making decisions. In my opinion, it is by consulting widely that we make the most viable decisions. It is also by consulting widely that we motivate others to achieve set goals (Pride, Hughes, and Kapoor, 2011).

After taking the assessment, it was determined that my style is Participative. Participative leadership is Democratic and focuses on a collaborative effort from the team. Participative leaders rely on the team’s ideas and abilities instead of making all the decisions on their own (Murdock, K. 2014). Although the leader makes the final decision, the team has the freedom to contribute to decisions being made. Teamwork is an essential attribute for Participative leaders. As a Participative leader, you must possess the ability to set aside your ego, listen to the team, and give the team freedom to make their own decisions. In reviewing my results, I was not shocked by the fact that I as fit the mold of a Participative Leader. I’ve never been the type to rule with an Iron Fist. I don’t believe in a “my way or the Highway approach. I’m a collaborative individual and I rely heavily on the people around me to achieve a specific goal. Reason being,

The key strengths of participative leadership style are increased productivity and job satisfaction. When employees are afforded an opportunity to be involved in the organization’s decision making process, they are likely to develop a strong sense of commitment to the organization as well as increase their performance. Job satisfaction is another key strength of this leadership style. Most employees display high levels of job satisfaction when they notice their suggestions and/or recommendations are taken seriously and in some instances implemented within the organization. Additionally, this

The evolvement of my personal philosophy of management and leadership has come as a result of positive and negative experiences as a manager and also being managed. I currently take a predominantly participative management approach that is based being people-centred. This is a relatively recent transition from a more autocratic and ‘one size fits all’ approach. A participative management approach to management and leadership has been proven to support a well-informed team with strong problem solving skills (Cole, 2010) that promote the key characteristics of developing a team that can work independently and in the absence of their manager. Learning to actively engage in self-reflection was the catalyst to understanding that my concept of managing and leading in an authoritarian manner may be driving negative outcomes in my team and organisation.

Strategies and techniques t hat I would use in my leadership style of Participative Management would be as followed.

Participative style is where the leader and the subordinates shares their views and opinions in decision making process. This can be seen in Roger Eaton where he provides group of interactive sessions and open conversations. This is to enhance open communication and give employees the opportunity to express concerns and their ideas.