Leadership Of A Leader And Leading Remote Workers

Leadership skills, taking initiative in doing things on time. this can be demonstrated in my assignment as I

According to Hess (2014), employers’ benefit from the cost saving from not maintaining large office buildings to house their employees and the employees benefit from saving money on travel, meals, and in some instances child care. Hess (2014) goes further and says that distractions usually found in a typical office environment (i.e. phone calls, office conversations, and the like) promotes more efficient work. Although there are inherent positives for the employer, there are also inherent negatives that a manager must face in order to promote a good work environment for the company and for the remote employee. Fallon (2014) gives four challenges that a manager faces managing remote employees. The challenges of Communication, Tracking Productivity, Employee Trust, and providing a Unified Company Culture are the four main issues that Fallon

Leaders are most effective when they are able to attain cooperation among all the members and make them feel the purpose of doing their tasks. It is important for them to research on the characteristics of high performance teams so that they also have it as their standards in leading their people. Some of the important activities that a leader should be good at are persuading, communicating, and motivating people (Tracy, n.d.).

| Employees in geographically dispersed locations can work together in virtual teams using video, e-mail, and the Internet.

(2016). p.33). There are many traits that a leader must have to be able to be successful. Three that come to mind are trustworthy or honest, motivated, and knowledgeable. Ever leader needs to be honest and have the trust of those who are following them. This is essential for any plan or idea to be carried out steadily. Also, open communication cannot happen if one does not trust their leader. Next, a leader must be motivated and have energy. If a leader is not motivated, those who are following them are also not going to be motivated either. Someone has to be able to push others to keep up the hard work to get to where they need to be. Lastly, a leader needs to be knowledgeable. At work, often when faced with something that I do not know the answer to, I go to my charge nurse who is very knowledgeable on almost all situations that may arise. If lacking any vital knowledge, staff under that leader will not have anyone to go to in times of need. This leads to the follower being lost and not knowing what the next step is in their situation. All of these traits are what I like to see in a leader in my work

“Understanding leadership in early childhood has been plagued by its confusion with the concept of management” (Rodd, 2013, p. 19). The quotation highlights the overlapping of different roles of leadership and management. It is true in respect that people misunderstand the true nature, roles and responsibilities of both the roles because the educational leaders play the role of manager in early childhood setting and the managers perform the duties of educational leader. The following essay will discuss the role of the leaders, which is different from the managers in early childhood settings. There will be discussion on the different skills and dispositions required to perform the role of a leader and a manager. There are different models and theories, which influence the way of working of the leaders and managers. First, the essay will explain the Collin’s level five leadership model; and Katz’s four development stages model followed by the Formal, Collegial and Cultural models of educational management in early childhood setting. Finally, the essay will compare and contrast the current theories of leadership; the charismatic theory, the transactional theory and the transformational theory of leadership. The different theories’ implication to the early educational settings will also be discussed through the essay.

In this world, there are many types of people and personalities. The personality trait in question is a leadership. From group leaders to CEOs to presidents, leaders are around us. However, what makes one a leader? Well, a leader needs to possess the characteristics of cooperation, problem solving, integrity, confident, and the list goes on. A leader also needs to live up to any mistakes and learn from them instead of pushing it off or blaming someone else. A leader needs to not take bias, but instead be fair and look at the big picture. I have many of these traits in leadership.

Another skill needed is commitment. Commitment means they finish and follow through with all tasks. Commitment also means they do not easily give up when the task or client get difficult to deal with.

It is a fact that the new communication technologies have enabled to remotely connect with members of the organization, but it happens sometimes that not being in the same physical space can give us the feeling that we can´t defend our ideas with the same emphasis as if we were there. The idea of face to face interaction is essential at this

be reliable you need accomplish tasks in a timely manner and stick with dues dates; finish

Some of these traits self-confidence, intelligence and honesty. It is important for effective leaders to understand their strengths and weakness. Leaders who understand their strengths can use these abilities effectively to make their best contribution. The idea that leaders can do it all is a myth that needs to be avoided because it can destroy the organization. Every leader has a limited capacity, they need to figure out their strengths and built upon that with collaboration of followers to better benefit the organization. Leaders that understand their strength will help followers develop their strength. Causing them to become effective followers and boost job satisfactory. “Job satisfactory is a degree of positive feeling and attitude people have to their job.”

Since telework typically involves a cultural change within the organization, each employee and manager should receive training on the telework policy, procedures and techniques for managing remote workers. Discuss work schedules, communication methods, required technology, success strategies and proper organization to ensure all employees are fully aware of what is expected of them when working remotely.

Working remotely from the main office presents unique challenges. Informal communication is limited and interpersonal relationships take longer to develop along with team culture and tacit knowledge. The effects of these issues compounded as our team lost a significant member and everyone’s workload increased as a result. I contribute all of these

In "The Little Black Book Of Supervision", Chapter-3 of Leadership Skills, Gil Sargent mentions that the quality of a leader to motivate affects the employee performance. Every worker gets motivated in a different way and it also depends on the ability of the leader. In this chapter, the author has very well explained the leadership skills required for efficient supervision and the motivational factors to motivate the staff. According to him, there are various kinds of supervisors and employees, but the most efficient employee is the one who is between the as Gil Sargent quotes "Tough guy" and "Good Guy". They are friendly to their workers while keeping in mind that the rules are being followed. There behavior prompts the employees to do work in an efficient manner. In a similar manner, the best employee is the who is supportive and who has the ability to do work (Sargent, 2003).

There are many more benefits than what’s listed, but these are some of the more compelling reasons why you should hire remote workers.