Leadership Team Interview Essay

As team leader I am responsible for organising workloads on a daily basis to ensure DVLA office service targets are achieved. I prepare a rota on a weekly basis allocating staff to different duties depending on their experience and abilities. Workloads dictate which duties take priority.

When interviewing a leader in an organization in order to discover their leadership style one must ask critical questions. I had the opportunity to interview Casey Aguirre who is a Team Manager at the Salem Call Center for T-Mobile. Casey has been with T-Mobile for over 11 years. In this interview we discussed her leadership style, the steps she took to become a leader, her biggest challenges, and her greatest achievements among other things. While interviewing Casey I kept in mind the connection between women in leadership and the cultural disadvantages and advantages that women in leadership

Employee empowerment is defined as giving employees a degree of autonomy and responsibility for decision-making. The benefits are

In the changing business environment, leaders of all organisations may face unprecedented uncertainty, especially the technology advancement and changes among the employees. To survive and succeed, leaders should have some necessary attributes. Meanwhile, some changes for leadership skills have to be made to confront the challenges.

I had interviewed about leadership with Lee who is the manager of strategic planning in my company. To sum up the interview, he defined that leadership is causing other people to do what the leaders want. That is, leadership is helping other people to rise to their full potential while accomplishing the mission and goals of the organization.

Empowerment, however, is not an act or physical incident. It is employees’ perception that they believe in and (actually do) control what happens to their work processes and that they are capable of controlling those processes efficiently and effectively (Holt, 2000). Stephen Covey stated that “an empowered organization is one in which individuals have the knowledge, skill, desire and opportunity to personally succeed in a way that leads to collective organizational success.”

In the broadest sense, whenever you are working with someone acting in a coaching or mentoring capacity in an ongoing relationship to; raise your awareness, grow as a human being, develop your leadership skills and effectiveness, work through some of the common challenges managers and leaders face, close gaps between where you are now and where you want to be, translate goals into specific actions, change behavior, increase the impact you are having, and generally get better results - you could be considered to be engaged in some form of leadership coaching.

To inspire and influence others, a leader must possess many skills and abilities. As motivational speaker Peter Northouse, states, “a leader should be strong, but not rude; be kind, but not weak; be bold, but not bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant” (Northouse, 2013) Moving an entire group of individuals toward a singular goal is a considerable undertaking. Without effective communication skills and a clear vision of what needs to be accomplished, one will feel like they are trying to herd cats rather than leading.

We thought today we would go to the same class, and do the same things, but we did not. We actually started the class by interviewing Cullen Chaffin, our librarian, Mrs. Tammy Chaffin's son. Cullen is an actor and a college student that is about to graduate in December. When we first walked in the room he introduced himself and we all said "Hi!". It was kind of different to see myself on the laptop and on the board but it was a good experience. Cullen seemed kind of tense and nervous, but it went very well. Shortly we all got settled in our seats and began. We asked questions such as where do you want to be in ten years, who is your role model, and how his choices leading up to where he is now has made him grow up and come of age.

Empowerment is the best way to promote a good long-lasting employee-customer relationship (Fragoso, 1999). Empowerment can also bring certain benefits to employees of an organization. It makes the employees give more input to company improvements; it promotes higher productivity, and is a good balance between their personal and professional lives. It exercises employees’ minds to find better solutions to problems on the job and increases the employees’ potential for promotions and job satisfaction. It results in personal growth, feelings of confidence and control in themselves and their companies. It makes workers utilize their potentials and it enables them to stand behind their decisions, assume risks, participate and take actions. It is a win-win-win situation: customers benefit from employees, organization benefit from the employees and the customers, and employees benefit from higher confidence and self-esteem (Fragoso, 1999).

A team leader’s role is to instruct a group of people, providing directions and guidance to the team in order to ensure the completion of tasks. A good team leader will motivate and inspire his team, solving problems and empowering others to do the same. A team leader should lead by example and be able to ensure the group work well together in order to promote team spirit. They should ensure that each member of the team receives the correct training in order to perform their duties. Each individual in the team brings their own skills and specialisms to the group. A good team

Both management and employees interpret empowerment from their own viewpoints to suit their own needs and build up expectations of what the programme will bring. For management, empowerment promises a more committed and involved workforce who are willing to take responsibility at lower levels. Whilst for employees, empowerment pledges autonomy and the ability to move to a more equitable position within their organization. The failure of these expectations to share similar intentions or goals means that the psychological contract between management and worker could fail, promoting feelings of is trust on both sides (Hill & Huq, 2004)

Managers are studying in-depth for different ways to implement empowerment techniques into their organizations. The term empowerment is making its way in today 's corporations because all levels of management are cutting back the number of employees in their organizations. Management is reducing the volume of employees while the volume of work is increasing. A manager 's ability to empower his workforce is expected in order for him to succeed. However, most managers have a hard time with empowering their employees. If empowerment is a challenge to implement in an organization, then read on.

Empowerment is an important tool for progression and FWD needs to exercise it often when expecting employees to work together towards a global objective. Empowerment can be defined as providing employees the chance to exercise autonomy in making decisions (Vogt, 1997), which is rarely implemented at FWD.

When viewed positively by others in the organization, workers deem themselves to be more qualified and accomplished which causes them to believe that they are an essential part of the firm’s success. (Khan, 2016), discovered a positive relationship between participation, satisfaction, motivation, quality, productivity, and business performance (as cited by Hollander & Offerman, 1990) found that “empowered employees have a sense of ownership, responsibility, and satisfaction in their accomplishments, a sense of control over what and how things are done…which leads towards employee engagement and organizational performance”. As a result, these senses can develop trust between the employee and employer. (Rosen, 2001) conducted a research to find correlations between managerial trust and employee empowerment. He discovered that: