My Leadership Style Of Leadership

Urban Meyer is the head coach for The Ohio State Buckeyes football team. He is 49 years old and was born in Toledo Ohio. He attended University of Cincinnati where he played football. Coach Meyer is married and has three children. Prior to coaching Ohio State he retired from coaching was working as a sports analyst for ESPN. Before retiring and working for ESPN, Coach Meyer was the head coach for the University of Florida. He led the Gators to two BCS championship wins and he held the highest percentages of wins for any active college football coach. (www.ohiostatebuckeyes.com).

After completing the leadership quiz, my leadership style is Democratic, also know as a participative leader. About.com Psychology. (n.d.), defined Democratic leaders as a leadership style that is often the most effective because, this leader encourages input from team members during decision making , although the final decision is made by the leader. This is an accurate description of my leadership style. When there is a conflict, the writer often tried to collaborate with the team to find a solution. Although, the writer usually make the final decision, getting input from team members gives the situation a broader perspective. This style often found to be effective because, in order to have goals accomplished, everyone has to work as a team,

‘Leadership is the subjective. But its foundation stems from one thing: the ability of an individual to establish a following among other individuals or teams.” (Post, 2017) There is no true 1 way to lead. My leadership philosophy is subjective. Each situation, individual, and/or team dictates which of the 30 leadership behaviors we should pay more attention to during that particular time. The 5 personal values that are most valuable to me and guide my leadership philosophy are family, dependability, honesty, communications, and loyalty. The most influential, positive, effective leader I have had the pleasure of working with was the supervisor who made it very clear from the beginning his leadership

"Where there is no community, trust, respect, ethical behavior, it is difficult for the young to learn and from the old to maintain" (Sendjaya and Sarros, 2002, p. 68). The founder of servant leadership, Robert K Greenleaf; believes that every person ought to own values that could support and guide others. Greenleaf 's theory "the servant leader is a servant first; it begins with the natural feeling that one wants to serve" (Dierendonck & Patterson, 2010). In order to serve, people must comprehend values, which are a person 's ethics of behavior shaping his or her vision. In addition, values could be distinct from taking the survey created by Milton Rokeach; which consists of the most important morals and beliefs and how it influences people, organizations, and society (Johnston, 1995). Furthermore, servant leaders have personal models of leadership; which are the advancement of personal growth and values. My personal model of leadership reflects and creates a purpose on my values and belief, which are trust, responsibility, equality and loving; demonstrating how it impacts an individual, interpersonal, organizational and societal. In conclusion, once people comprehend their value and decide their personal model it will define them as a servant leader because it does not matter if it is today or tomorrow, the values will then have the same principles (Lee, Fabish & McGaw, 2005).

After completing a quick management style inventory to discover my leadership style, my results came in and I am a democratic leader. According to Marquis, B., & Huston, C. (2014). “ Democratic leaders exhibit the following behaviors: Less control is maintained.

Today a lot of the things we talked about really hit home with me, and I actually cried in a room full of strangers as I told them my story and why I chose to be a leader.

will become stronger and have more depth, which will allow the entire team to move forward in attempts to achieve their ultimate goals.

The threads of my leadership style have been influenced by my personal work experience and my time in practicum. Throughout my experiences I have been exposed to many different types of personal and corporate styles of leadership that I have been able to evaluate and reflect on to judge their effectiveness and take away key concepts that I have applied to my own leadership style. Chief among these is understanding the concept that over reaching change and improvement is a team effort that requires being open to input from all different members of the health care team. My personal philosophy of leader ship is heavily influenced by my bird type which is a dove. Doves tend to be natural team players that like to collaborate and work as a team towards a goal.

An effective leader has many factors that enable them to be successful. Some of the key characteristics of an effective leader are passion, charisma, dependability, problem solver, communication skills, and multi-tasking abilities. Marquis and Huston (2015) describe four types of leadership styles; autocratic, democratic, laissez-faire, and bureaucratic. The autocratic leadership style deals more with acquiring control and accomplishing tasks rather than relationships (Marquis & Huston, 2015). This type of leader generally makes independent decisions and uses force to implement power. Democratic leadership differs by having human relations and teamwork as the main focus (Marquis & Huston (2015). This leadership welcomes open and two-way communication. Laissez-faire leadership has minimal established policies abstains leading (Marquis & Huston, 2015). The bureaucratic style leans on established rules and policies and lacks security (Marquis & Huston, 2015). Most of the time, the rules are inflexible and the relationship with staff is impersonal. An effective leader can recognize the needs of the organization and foster that leadership style. W.C. recognizes fairness, consistent decisions, listening ability, and knowledge of the field as key qualities in a leader. She believes she has a combination of democratic and bureaucratic leadership styles. Her bureaucratic style promotes corporate policies and mandated regulatory compliance. Part of the qualities of a

The five strengths identified by taking the Gallup Strengths Finder Survey were; Relator, Consistency, Learner, Responsibility and Individualization. Each of these strengths are different in their own right and give a solid base as to the type of leadership style and personality type I possess. It is the combination of these strengths and how they are utilized that will determine the type of nurse practitioner I will become in my practice.

I’ve always considered myself to be a leader. Looking back over the years I’ve learned that my style of leadership has changed over time. Through conversation with myself I have discovered my leadership style and characteristics. I became a leader at a very young age. Leadership to me has always been guiding an individual or group of people in an organization. I’ve always had a desire for interacting with my peers and influencing them in a positive way. In reference to leadership what I have learned is my style of leadership and what leadership really is.

Throughout the course of the semester, I have learned a variety of essential skills needed in order to become an effective manager. Whether I was studying for a test, or just skimming through the chapters, I took some time to reflect on some of my own personal strengths/weaknesses and applied it to “Google’s Rules: Eight Good Behaviors for Good Managers. Possessing a balance of human, conceptual, and technical skills are the standard expectations of management, and I was floored to discover I already possess most of those skills. After completing the “What’s My Leadership Style Assessment” I learned I am a People oriented leader. With training, hard work, and dedication to improving in the areas where I lack, I realize I am well on my way to becoming a phenomenal manager. Covey states “Management is efficiency in climbing the ladder of success; leadership determines whether the ladder is leaning against the right wall.” (Covey, 1989) I must first focus on being a great leader, and taking the necessary steps. Throughout our course book, I have taken a plethora of Self Learning Exercises and have become more aware of my strengths, weaknesses, areas I want to improve and even those I should dilute. I view myself as a manager who doesn’t tolerate bullies, always encourages good energy in the workplace, easy to talk to, confident, knowledgeable on topics, and result-oriented. The type of manager that encourages a productive, clean but cozy work area where people

According to Schwartz (1997), Goizueta joined Coca-Cola at a time when the company was in trouble. Slowed by bureaucracy and with an eroding stock price, the beverage maker was slowly loosing its market share to rivals like Pepsi. An inspirational leader, Goizueta was able to turnaround the beverage maker and before his exit, the company had become one of the most recognizable brands in the world. His managerial style as Rowe and Guerrero (2010) point out was more intellectual than hands-on.

Ricardo Semler is the CEO of highly successful equipment supplier, Semco Inc. and what makes him different from other CEOs is his complete devotion to democratic/participative style of leadership. The participative leader behavior is where leaders would stay in touch with all group members when making decisions and forming targets. This helps in keeping everyone involved by making them feel important but it is a notch above because it works well in situations where goals have a personal meaning to the employees. They must be personal involved in the situation and would thus appreciate a participative style of leadership.

Jim Collins and a group of 22 research associates conducted a five-year research project searching an answer on the question ‘how a company from merely good can be transformed to great one’ and identified that behind this transformation lies a level 5 leader. Level 5 leadership refers to the highest level in a hierarchy of manager’s capabilities. A level 5 leader transforms the organisation into a great institution through a paradoxical combination of personal humility plus professional will.