Leadership Challenge Case Analysis : Case Study

Independent of the Army and country you serve, leadership is always an important subject. There are many civilian books and military manuals talking about leadership. The United States Army divides the subject leadership in three levels. These levels are Direct Leadership, Organizational Leadership, and Strategic Leadership. In this paper, the focus will be only about the first two levels. According with you rank, you will work more in one of these levels. Because of that, most part of time there is not much interaction between higher-level leaders and lower level leaders. Despite the limited interaction between higher level leaders like Brigade commanders with the lower level leader like company commander it’s not affect a satisfactory mission accomplishment.

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.

Being a leader is always a challenge, and assuming a new command is challenging. There are a lot of expectations to me as a leader. The organization has selected me to a new position, and they believe I fulfill their standards for their leaders. The organization trust and expect me to lead, develop and achieve. My superiors and subordinates have a lot of expectations. They expect me to lead them in the best way to solve our assigned missions. In my new assignment as commander of 4th Armor Brigade Combat Team (ABCT), the main critical leadership problems are the lack of cohesive teams, ethical and work standards and the level of stress. I will through analyze explain and defend my selection of critical leadership problems and apply a model for solving them, including implementing and measuring my vision as the new brigade commander.

As an officer in the United States Army, it has been imperative for me to understand every facet of leadership and why it remains important to be an effective leader. During this course, I have learned some valuable lessons about myself as a leader and how I can improve on my leadership ability in the future. The journal entries along with the understanding of available leadership theories have been an integral part of my learning during this course. For all of the journals and assessments that I completed, I feel it has given me a good understanding of my current leadership status and my future potential as a leader. All of the specific assessments looked at several areas in regards to leadership; these assessments covered several

Toxic leadership and climate defines the critical leadership problem within 4th ABCT. In conjunction, a lack of care for Soldiers and their families, favoritism, SHARP issues, and hazing have caused a unit to lose all trust in the previous Command Team. To combat these issues I will develop and implement my vision and a way ahead for the BCT using the 7 Step Model. Furthermore, I will focus on specific portions of the Rocket Model, Organizational Culture “Iceberg”, and correcting the Five Dysfunctions of a Team to solve the problem.

One of the toughest group settings I have ever found myself in was Air Force ROTC Field Training. Field Training is a 5 week course for young college students in the ROTC program to learn how to become officers in the US Air Force and particularly how to lead people in a field setting. Our textbook defines leadership as the ability to influence a group toward the achievement of goals (Robbins & Judge, 2009, Ch. 12). Now, imagine yourself dropped into the environment I was put in. I am one of 400 or so cadets in this encampment, over one thousand miles away from my home. My only communication with my family or the outside world is via hand written letters. It is the middle of the Summer in Southern Alabama, and the heat is so intense it was melting the shoe polish off of my shoes. I am constantly being yelled at by military drill instructors about all of the things I am doing wrong. And now, I am suddenly tasked with being the flight commander for the 20 other cadets in my flights that all come from different backgrounds, and all of whom I am meeting for the first time. In this research paper, I will talk about a few of the core concepts that I feel I applied very well to help me be the best leader I could be in this situation.

Purpose. This memorandum outlines my vision on leadership as a senior noncommissioned officer. It also defines my leadership philosophy and principles towards seniors, peers, and subordinates. My philosophy reflects the foundation of my personal and professional beliefs that makes us successful Soldiers.

Police, courts and corrections are part of criminal justice organizations. Each of these organizations face challenges every day and the leaders of these agencies must deal with these challenges (Duelin, 2010). The types of criminal justice leaders range from police chiefs and sheriffs to prison superintendents, and heads of government, state, or local task forces. Some of the challenges they confront are budget and staffing shortfalls, political perspectives on the roles of law enforcement personnel in society, and the changing nature of crime and the difficulties associated with keeping up with these trends (Bryant, 2010).

“A leader steps up in times of crisis, and is able to think and act creatively in difficult situations. Unlike management, leadership cannot be taught, although it may be learned and enhanced through coaching or mentoring” (Ubben, 2017). My thoughts will focus on what is achievable even when things seem difficult to move forward. A genuine leader knows how to be flexible when it comes to their crew, able to distinguish each individual’s strengths, and capable to motivate and reassure the team to succeed. I will lead by example and give my best in whatever I partake in. It is important for soldiers to recognize that as a leader I will not participate for the sake of contributing. A leader should actively engage themselves in activities that involves soldiers instead of being a spectator. I believe leaders who participate in activities with their soldiers tend to gain more respect from their soldiers. A leader with tangible goals in their leadership philosophy will keep everyone focused and lead everyone without any distractions. My expectations for my soldiers are to ensure they give their best in everything they do.

Houston Community College students who are active members of the National Society of Leadership and Success can apply for the organization's merit and need-based scholarships.

This Leadership Theory and Practice class was not at all what I expected it to be, which is great. I had heard of other people who had taken this class previously with different professors and how all they did was write papers and honestly, hardly learned anything about leadership. This class thankfully had an easy work load which helped with my senioritus, but still challenged me to think about different leadership styles, concepts, and what it truly means to be a leader. I was able to hear the views of many other people especially those who were also in the class, but also from the different people we had interviewed for the assignment we had to present on. I learned a lot about leadership and I learned a lot about myself in a leadership

Beginning in boot camp and continuing throughout my career, I’ve seen the Coast Guard promote the leadership model to be: “You” influencing “Others” to achieve a “Goal”. With all the different ways leadership can be defined, this simplistic model which has been permanently engrained in my thinking definition still rings true for me. As such, when defining my own personal definition of leadership, I align it to this same model. More specifically, while I support the fact that leadership involves influencing others to achieve a common end I propose that is not the whole story. Leaders must not be stagnant in their vision and must lend themselves to the possibility they may have to adjust their leadership styles depending on the goal. The best leaders are the ones that understand their own personality traits as well as those traits of the people they are trying to lead.

Read Ch. 7's Leadership Case Problem A - "Ray, The Empowered Athletic Club Director" pp. 242-243.  Analyze Questions 1-3.

Leadership is an important factor within a business environment and often plays a significant role in achievement of organisational success (Landis, Hill & Harvey 2014). However, leadership is an art, therefore there is no simple formula for effective leadership (Hughes, Ginnett & Curphy 2015, p.33) and a leader’s effectiveness can often only be understood in the context of the leader-follower-situation interaction model.

Fatimah is a 30-year-old woman who owns and manages her own fashion brand label and design company. She started her business 2005. In addition to managing her business, Fatimah is the mother of three adorable kids, ages 5, 7, and 9. In her fashion company, she heads a team of 26 employees ranging from tailors, salesperson, drivers, and secretaries. Fatimah supervises operations, coordinates her staff, and displays good leadership and communication skills. She also interacts regularly with clients and suppliers.