Introverted Leadership

Leadership goes beyond management, for some, leadership is instinctual and pours over into your personal life. This paper will discuss a leader I admire in my personal life, and analyze their leadership style. I will discuss how that leader has influenced my leadership style, as well as how things like environment and the economy affect my leadership approach.

A leadership philosophy helps to define and let others know what you expect, what things you value, and how you act as a leader. Different styles of leadership are needed for different situations. Every leader needs to know when and how to display a particular approach of leadership within a group. Leadership strategies define every leader’s personal leadership style. Three leadership styles of a counselor are the following: authoritarian style leaders, democratic style leaders, and laissez-faire style leaders.

Link to leadership: Overall, I think this is one category where I could begin to improve. We have learned in class that extraversion is highly favored by society for those in leadership positions. I think I am in a good place because I am able to be extraverted when needed, but also can be reserved when around those much more extraverted. According to the article “5 Reasons Introverts Make Better Leaders,” an introverted leader is more likely to be a good listener, which can be helpful when building relationships. Introverts also tend to have more meaningful relationships since they don’t waste time talking to everyone. Finally, introverts are more productive because they are not easily distracted. Still, I think it would benefit me to work on my extraversion because it is something that is quickly noticed by people and can have a huge effect on how I am positively or negatively perceived. Since I am toward the middle of the scale, I believe I am in a good place to lead both types of people. If leading a group of extraverts I can be laid back and listen to everyone. However, if leading a group of introverts I think I would be able to motivate and create a positive work environment. Either way, I definitely plan to work the hardest to improve this category.

The results suggest that my four dominant leadership types are the following – extrovert, sensor, feeler, and judger. The two most prominent dominant types (with a score of 5) are extrovert and feeler. I believe the results reflect who I am. I’m very outgoing, a people’s person, and talkative. I’m also a very emotional person. I show my emotions on my face and I am sensitive to what others think of me.

A Disc Assessment is an excellent tool to obtain an individual personality trait. It can disclose information one may or may not have known about themselves. In my case I discovered I have a blend of Cautious, Supportive, and Dominant trait. This explains why I see myself as a Democratic, Authoritative, and an Affiliative leader. On the DISC assessment it describes me as careful person and one that strive for excellence. Additionally, I look for results and enjoy work alongside my teammates. In my current position, the Democratic and Affiliative approach has helped me to address any conflict or disagreements. Also, having certain power within the company provided me with the authority to put a plan into action that would benefit the company and keep the employees motivated in the workplace. The three-leadership style is an advantage as I can use any one or all three on any one or more employees with different personalities.

A leader thinks of the group, rather than themselves aiming for a goal. A leader cares for their team and the process taken to reach their goals. A good leader balances their concern for people and concern for production to promote a fair and productive environment. When I think about a good leader, I envision a democratic leadership style because a leader should trust their team members to do their job well and be there for support and manage conflict, not delegate and belittle. When I am leading a group, I take into consideration what I am asking from my team and how I can support them. I try to guide them to easier processes and offer counter points while letting them create the final product. I focus on relationship-oriented leadership

This paper is being submitted on July 26, 2015, for Professor De La Cruz H300/HSA3110 Section 01 Introduction to Healthcare Administration course.

Extravert is something that I feel definatly describes the type of person that I am. When it comes to work I am there to get the job done. I go in with an attitude that making friends in not what I am here for. This isnt something that I looked at as a negative attitude. Although I always get along with the people I work with sharing personal information or talking about something I did on the weekend or what I had planned for vacation is not something that I usually initiate. Keeping the relationship a business relationship helps to keep everyone focused and working on the job at hand. I am also the one to speak up during a meeting or raising my hand to volunteer for the next project. Since I am very out spoken and normally dont have a problem talking in front of others I have no lack when it comes to taking initiative. This can be a positive thing, but I have also learned that my strong extravert personality can make other feel uncomfortable or even become overbearing. In every work place I

After twenty-two years, I have some experiences and roles to show for the leadership skills I use today at home, school, and work. I gained these skills by putting the knowledge I took from these different environments and using them. The Psychodynamic Approach summed me up well as the leader I am. According to the survey, I am an INFP meaning I am an introvert, an intuitive, a feeler, and lastly a Perceiver. My type of leader is described as, “original, values focused, and caring. They work well when they can foster the well-being of others and help people achieve their fullest potential. They seek meaning and purpose in all they do. They offer authenticity and a spirit of harmony, loyalty, and compassion to the people and institutions

Jesus was the greatest servant-leader ever lived (Matt. 20.28). Followers noticed His qualities which inspired them to follow Him (Psalms 78:72). Therefore it seems followers desire not to follow-followers, however servant-leaders instead (Proverbs 29:2).

I look at myself and I see an individual who wants to help others succeed. Understanding that helping other is my main goal will allow me to analyze what kind of leader I want to become. Knowing when a person needs coaching and when a person needs me to take a step away will be a key aspect to my leadership style. I want the people I am leading to feel confident with the task, but also comfortable enough they can ask for help if they need any assistance. Having a caring response to each problem will allow me to act rationally and take the best course of action. I will motivate others by allowing them to buy into my philosophy of helping others and always giving 100% of my effort.

Employees who feel over-rewarded will feel an imbalance in their relationship with their employer. What kinds of actions might they take to restore balance?

Over the past two weeks, I am able to understand and realized that it is important for any leader, not to apply the same leadership style in every situation (Northouse, 2015). This is due to the fact that all followers under any leadership behavior, may have different competencies (skills) level, confidence (commitment) level, cultural background, and mind-sets that could affect their productivity, if it is not properly matched by their leader’s behavior. Leaders’ who continuously apply one dimensional leadership behavior, may not realize the costs that they have directly and/or indirectly incurred to the organization in terms of underperformance, absenteeism, low morale, and frequent staff turnover. The cost may be even more, if more technical staffs are affected as they can be a critical component of any organization.

Most studies investigating the relationship between leadership and extraversion have found a weak relationship, making it difficult to draw conclusions from such positions. However, some studies have indicated a strong relationship when looking at specific job types. In this case, extraversion predicts that performance in jobs with the competitive social element such as sales. On the other hand, extraversion would predict other less desirable outcomes such as absenteeism. Further, when investigating the

There are many leadership styles and is important to know which style you are. There are many ways one can learn their leadership style, for example, through assessments. Knowing your leadership style will help you become a better leader. Although there are many leadership assessments our text discussed four assessments that can give insights into building blocks of personality most commonly identified by peers, subordinate employees, and supervisors (Ledlow, et al, 2014). These assessments include: Hemisphere Dominance assessments; Jungian assessments; Vark test; Struder Group; Price Group; and many