Leadership Development Process Than When I Started The Leadership Program

This portfolio seeks to critically reflect on my engagement with the Teach First Leadership Development Program (TFLDP) and how the Continuous Professional Development (CPD) offered as part of the program has influenced my current and future classroom practice. The TFLDP is the official title given to the training program that all Teach First participants are expected to complete. The program is two years in duration, throughout which, participants are offered various forms CPD, all of which falls under three broad headings; Leading Self, Leading People and Leading Learning. In this assignment, I will focus on how, in conjunction with Teach First support staff and CPD opportunities, I have addressed two of the three key strands; Leading Learning and Leading people. The first strand I will focus on is Leading Learning. I will describe how I worked with my Leadership Development Officer and Educational Consultant to engage passive learners by introducing cooperative learning into the classroom, I will critically reflect on the progress we made towards the vision I created. Secondly, I will focus on how a session forced me to address the wider issues facing my students outside of the classroom and the work that I have done with the East Midlands Action Network (EMAN) to make progress towards providing Socio-economically disadvantaged children with enriching experiences.

In these chapters Banks and Ledbetter draw attention to the raw spiritual, theological, and religious concepts of leadership. Here the authors conduct a case study of a significant author of leadership material, Stephen Covey. It is revealed that many readers are influenced by his Mormon faith without truly understanding or discerning the undertones.[3] This continues with an exploration of other perceived authorities on the topic of leadership. One such study is of Laura Beth Jones, an woman writer with increasing influence as it relates to leadership. Chapter five addresses how to translate practices of leadership into individual context through the use of three basic yet important values: faithfulness, integrity, and a servant-like attitude. Exploration of these three traits is undergirder with discussion of authors such as Robert Greenleaf. He is one of many leaders who brought into popular leadership thinking the idea of ‘servant leadership’.The book closes by offering examples in the form of case-studies. These studies provide deeper insight into the foundational qualities of successful leaders over the span of several years and many different context. This offers the reader a broader view of leadership by showing its success in many different forms and context.

One quality that was highly emphasized throughout the book was the attribute of servant leadership. A servant leader is “the highest expression of the human spirit” (Fisher & Martini , 2004, p. 151) emphasizing on the empowerment of followers to accomplish organizational goals (Lussier & Achua, 2013, p. 345). Ultimately, a servant leader places the needs of others ahead of their own displaying empathy, kindness, honesty, humility and respect for others. Offering methods in becoming a servant leader, Fisher and Martini recommend the imitation of great leaders from the past (Fisher & Martini, 2004, p. 143). An exemplary model for servant leadership is Jesus Christ sense He defined leadership in Matthew 20:26-28, “Whoever wants to become great among you must be your servant, and whoever wants to be first

Integrity, courage and wisdom was the three main concepts chosen to be of focus by group one this week. These concepts were carefully chosen with respect to leadership, an organization, and a Christian world view. A great leader embodies the above character traits (integrity and courage), and in turn enables an organization to strive from their expertise. Coupled with a Christian world view, the display of character and competence produces a wise leader.

Philip (2008) has listed 7 common traits in the characteristic of leadership. The characteristics are empathy, consistency, honesty, direction, communication, flexibility and conviction.

The 21 indispensable qualities of a leader: Becoming the Person Others Will Want to Follow written by John C. Maxwell and published in 1999. The book illustrated 21 personal characteristics needed to be an effective leader, the kind people want to follow. The 21 personal characteristics include: Character, charisma, commitment, communication, competence, courage, discernment, focus, generosity, initiative, listening, passion, positive attitude, problem solving, relationships, responsibility, security, self-discipline, servanthood, teachability, and vision. I chose the book for professional development because when I obtain my license in occupational therapy, I will supervise occupational therapist assistant and who knows, perhaps hold a managerial

Throughout life one will encounter many experiences and there is a lesson within each of those experiences. Right now as an activity aide in a nursing home my passion is to make sure each and every resident gets some sort of enjoyment out of their day whether it’s from reading the newspaper, having coffee outside or its getting their nails painted. I just want to make sure their day has some activity that they enjoy. My dream job after graduation is to work in a hospital in the palliative care/hospice as a social worker. In this setting I will still get to make

For this assessment, the industry is defined as the handful of top business schools within the world that provide elite MBA degrees to Executives.

Describe a specific example(s) of your personal growth and development through your leadership experiences in college. See the help text for additional direction.

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 development plan is only practical like the theories behind the idea. Basically, before a person plan, one must know and understand the mission to be accomplished. Good theories are significant and logical and important to comprehend that many accepted leadership principles are difficult to integrate an actionable behavior. A leadership plan helps in understanding and enhancing to lead organizations, employees and groups. The most valuable skill for a leader is the capacity to manage their individual learning. A highly motivated and principled person can attain a great degree of understanding, when they form a leadership plan. The document needs to be written down and be accessible and accommodate new insights. Preparation of a leadership plan has to take into consideration the first plan being a rough draft.

There are many core attributes of being an active biblical leader. According to Brent Rinehart, there are nine essential qualities of a Godly leader. A good leader is modest, not arrogant. There is always that one person who thinks they know it all or they

From leadership theories and observations and my personal experiences, I found that leadership is a life learning process and best practices of leadership skills. Surprisingly, the Center for Creative Leadership (CCL) points out that informal development opportunities, such as training, are responsible for only 10 percent of the actual learning in leadership development, and ninety percent of learning for leadership development is achieved in formal settings, mainly in everyday job activities such as development assignments and challenging tasks and interpersonal interactions at work, such as networks and mentoring relationships. Cronin and Genovese (2009) insist that what is required in leadership are three things: practice, practice, and practice. Mastery, however, requires more.

My leadership outlook is collectively designed from my life experiences, ascertainments, achievements, and failures. I see leadership as an excursion simultaneously taken by leaders and followers to a mutual destination. Great leaders have clear core values, a course of action, an organized, suitable, and effective team, and unambiguous communication that will lead their team to this common goal. The best leaders have definitive vision and mission statements. They often refine these statements to ensure the requirements needed to successfully accomplish the vision and mission of every area of their lives including their family, their organization, and their unit is feasible.

As defined by Katzenbach (1995), change leadership is “the process whereby individuals who lead initiatives that influence dozens to hundreds of others to perform differently—and better—by applying multiple leadership and change approaches.” Leadership alone is defined as setting a direction and developing the strategies necessary to move in that direction – that is, creating and achieving a vision – leadership is thus a process to do with change (Kotter 1999). Change leadership is critically important to the continuing success of organizations everywhere. Tennant Company understands and invests in change leadership by employing a Sr. Organization Development Manager named Annelise Larson, M.B.A. whose efforts includes setting direction, developing strategies, and leading initiatives through organizational change efforts. An interview was conducted with Annelise Larson to discuss and learn about her change leadership abilities. For the purposes of this paper, the interview questions will be shared, a summary will be provided, and five recommendations are made for Annelise Larson as a change leader.