Identifying Strength In The Military

The present case study outlines the importance the leadership skill and identifies it as the most sustainable competitive edge in a progressively more competitive and boundary less business world (Hoch and Dulebohn, 2013). The case study on performance coaching with reference to the role of Darcy Gallagher gives the opportunity to comprehend the qualities and skills that need to be nourished to become an effective leader. The kingpin of the case study is the important elements of competency that affect the leadership outcomes and are influenced by the individual characteristics of the leader as well. The main purpose of the Coaching Performance to be conducted at Elmwood is to develop responsiveness to coaching facilities that are available in the daily work routine and aids the mangers to identify the problems of the members, the prompt responses to address their problems and add to the contribution made for long term career growth of the leaders as well as their subordinates.

Identifying and understanding your own personal strengths is key to being a successful leader. Knowing your strengths means you can focus your efforts to maximize results, in yourself and in others. Strengths Finder 2.0 is designed to uncover your strengths and utilize these strengths to your advantage (Rath, 2007). Identifying and applying these strengths to your leadership style, will enhance your effectiveness as a transformational leader.

In this journal, I will discuss my strength skills and skill that I would need to make growth in. Then I will discuss strategies I can use to enhance my group leadership skills that I need growth in.

Today’s potential leaders who have enhanced there skill with education in leadership, believe in the elements that they 've learned. The rational, technical reducible in today 's marketplace could be ill-equipped without the proper motivation and mentoring because motivation of followers isn 't created out of thin air. It’s accomplished by aligning individuals and members who take pride in their contributions and have an understanding of shared goals and values.

Based on the Clifton Strengths Assessment my top five strengths are strategic, deliberative, learner, maximize and individualization. As an individual, I rarely look into my weakness. I believe that when your too focused on your weakness, you forget about your strengths. Everything the book said is true, and we need to take the time to look at our strengths and make it perfect. It is true that in this world or the school system, we are taught to look at our weakness and correct it so that we can become stronger in our life. This book brings out the truth that I longed to hear for a long time. Invariably, I hear my professor tell their students that for them success in life, they must practice and look at our weakness. This book proves it wrong because for us to become successful, we must stay to our strengths’ path.

Leadership development in the military is critical to its mission and objectives. Understanding and embracing leadership will foster an agile culture and facilitate attainment of strategic goals. People desire quality leadership to assist with achieving their goals, albeit personal or professional development. Having a clear vision and the motivation to perform at high-levels influences others to work synergistically together to achieve organizational goals. Insomuch, employees value being treated respectfully, fairly, and ethically. Leaders serve people best when they help them develop their own initiative and good judgment, enable them to grow, and help them become better contributors.

one those who signs up for the military will be put to a test to see how capable the mind and body does in a survival situation.

The training and development that is part of building leaders is important, but there is a distinct difference between "training" and "development," and the authors make that clear. Training in this context means ""¦creating proficiency through specialized instruction" (Mensch, et al, 2008, p. 263). Moreover, training focuses on the "measurable aspects of technical and tactical proficiency," Mensch explains. On the other hand "development" is much broader in scope; it's a "deep, fundamental, and irreversible process," and it stretches out over an extended period of time, Mensch explain (264).

Strengths based leadership is a concept that began in 1998 by Donald Clifton Ph.D., Tom Rath, and scientists from Gallup (Rath, 2007). Its purpose is to guide individual leaders to identify, understand and maximize their strengths, defined as “the ability to consistently provide near-perfect performance,” (Rath, 2007, p.20). To achieve the consistent level of strength, Rath suggests a formula for leadership, “talent x investment = strength,”

Leadership, according to the Army doctrine, represents individuals’ ability to influence people by providing purpose, direction, and motivation while operating to accomplish the mission and improving the organization (“Leadership” FM 6-22). However, the varying characteristics of individuals that the Army attracts may instill this doctrine in many different ways, leading to different representations of leadership. Some individuals choose to lead their subordinate in a stern matter, only displaying matured emotions and a “tough-loving” attitude to guide them in the right direction. Others

In the research carried out by Bass (1990), they found out that trait leadership theory believes some people are born to lead because of their personal qualities, while others are not. Trait theory also suggests that leadership is only accessible to the chosen ones and not available to all. In the past researchers focused on traits that were able to measure such as physical characteristics, aspects of personality and aptitudes. The current trait research has pointed the focus to more specific traits like stress tolerance, energy level, emotional maturity, integrity and self-confidence. Reviews of the trait research have found all of the above traits to be related to managerial effectiveness Bass (1990) and Marques (2010). When looking at the results of

When people talked about the leaders of some famous companies, they firmly believed that these leaders leadership talent is born. In the book “Mindset: The New Psychology of Success”, Carol S. Dweck discussed the fix mindset and growth mindset how to affect themes such as sports, business, relationships, and parents. Leaders with fixed mindset feel that they are superman or a genius, consider that employee who has more ability be more useful than the person who work hard and want to grow. Also, they also believe their company will not be defeated and replace. On the other side, leaders with a growth mindset preferred many people can become an excellent leader by hard-working and learn how to select people: for their mindset, not their pedigrees. Although both mindsets can make a leader successful, the growth mindset person gained more success in business, since they have true self-confidence and think they are not excellent but try their best to learn, credit and nurture. They also know how to use feedback to strengthen their leadership and arrange the company 's employees appropriately. In the teamwork, they will work to solve the problem with staff quickly. They notice their improvement in their employees on the management side and also believe themselves can be educated in negotiation abilities.

It’s weaknesses are: 1) the extensiveness of the Skills Approach seem to expand further than the boundaries of leadership, 2) it can not explain in specifics how skills lead to the effective performance of a leader, 3) although it claims not be a trait approach model, a huge component of it does in fact include individual attributes, 4) it may need to be proven in generalized organizations and populations because findings were constructed using only military personnel in the armed services. (Northouse, 2010).

Using the Strength Finders 2.0 Assessment, I was able to identify my personal strengths, which would identify my personal leadership skills. My strength assessment results where Harmony, Consistency, Empathy, Achiever, and Belief. This paper will identify each strength, how they relate to my leadership style and approach to leadership.

“Leadership is more ability than job. Moreover, it is all about determination, ability to solve problems, set direction for followers, gather them for common purpose and motivating people to achieve tasks. Furthermore, it is a charisma and the ability to reacting at the right time for a particular competitive situation” (L.Mullins, 2010, P372).