Reflection On Leadership

Throughout this course, our textbook readings, the posting to threaded discussions, my responses to a classmate’s post, and reading various classmates’ responses helped further digest, comprehend, and synthesize the leadership content within Daft’s “The Leadership Experience” textbook. Our weekly lectures with various classmates’ interpretations and responses during the open discussion forums about the textbook themes brought a variety of unique viewpoints to the specific leadership topics. This reflection paper was an extension of this learning, and provided a deep introspection about leadership concepts; how did I, how am I, and how can I apply this knowledge in my workplace. This writing exercise uncovered new meaning and insights while both challenging and supporting certain personal views and ideas about leadership.

During this class we took many assessments and I learned a lot about myself and what kind of leader I want to be. On your leadership potential I learned my behaviors are the same as leader, these are people who are opened minded, share ideas and values with the company and open to change in the organization. For another assessment t rate your optimism test I found out I am someone who is optimistic and I agree with the statement that people want to follow a leader that is optimistic, rather than someone who is pessimistic. Another assessment I took was called the 5 saboteurs test. There was a scoring grid and what each category means like BP-(be perfect), HU-(hurry up), PO- (please others), TH-(try harder), and BS-(be strong) I found out the my highest score is PO-(please others) and some characteristics include being happy when other others are happy, cares about other people’s needs, can have a hard time saying no, doesn’t like to annoy other people in the work place. Body language and verbal language include facial expressions and saying sure I can do that for you. For another assessment I scored a six which means I right in the middle between high and low resistance to change. I agree with this statement because I think for certain situations my resistance to change will be high or low. After taking all these assessments. I learned that as a leader why it is important to learn about yourself. These assessments can help you improve as a leader figure out your weak spots

Change in educational institutions is inevitable, and leading by learning is critical to meet the demands and high standards for student achievement. Standards and accountability demands placed on schools and school divisions require leaders to dismantle the notion of isolated practice and, instead, promote and instill more collaborative practices to support student learning. Fortunately, I am blessed to have the opportunity to collaborate with a variety of teams throughout the school division, supporting both division and school level goals. Because of the collaborative and multi-faceted nature of my work, gaining a better understanding of the change process as it relates to planning and sustainability has allowed me to reflect upon my own leadership style and its impact on systemic change. To highlight areas of growth in planning for change, a reflection of my leadership style is presented, followed by a discussion of a change regarding school improvement planning that should occur in my division. To conclude, a description of challenges and potential resistors is provided, highlighting the importance of understanding change theories.

Furthermore, there are different theories which give insights about why some leaders lead the way they do. One of these theories is the behavioral theory, it emphasized on what leaders do and their leadership styles. The behavioral theory explains three different types of leadership styles namely: autocratic, democratic, and laissez-faire. An autocratic leader makes plans, gives direction on how to execute them, and makes decisions for the group. These type of leaders are highly power control. They give little or no freedom to the members. Whatever they say is final. On the other hand, democratic leaders allow members to participate in the decision making. They seek opinions of the members. On the other hand, laissez-faire leaders allow members to do whatever they like. This type of leaders does very little planning or decision making thus fail to encourage others to do it (Weiss and Tappen, 2015 p.

“It is unequivocally clear that leaders are not like other people” (Kirkpatrick and Locke, 1991, as cited in Northouse, P. G., 2016, p.22). I have always thought that I was not like other people; I see the world through a different lens. This difference, which sets me apart from my peers, has sometimes restrained my progress; however, after studying my differences and seeing them as strengths, I can now focus on these strengths that make me a unique, passionate, progressive leader. In reflecting on my leadership skills, I will analyze the results of the leadership questionnaires, as presented in Peter Northouse’s book, Leadership:Theory and practice (7th ed.), connect those result strengths with the

Leadership can be defined as the ability to lead a group of people successfully in an organization. Hall, et al (2008) have mentioned that an effective leader has to be visionary, motivating and responsible in order to successfully run a business organization. In business the two key leadership styles, which are widely used in today’s corporate world are autocratic leadership and democratic leadership (Johnson, n.d.). Autocratic leadership may be explained as “a leadership style where the manager sets objectives, allocates tasks and insists on obedience” (Hall, et al 2008 p.g 401). Conversely, democratic leadership encourages “participation in decision making” (Hall, et al 2008 p.g 402). Whilst many people would consider autocratic

Leadership can be defined in various ways. Walter F Ulmer, Jr a retired Lieutenant General in the United States Army (Dyer, 2015), defines leadership as an influencing factor where a leader gains the trust and commitment of its followers without the use of an authority position to achieve set goals (Sadler, 2003, P.5). Autocratic and democratic styles of leadership are based on two early studies on behaviour done by two American researchers, White and Lippitt carried out in 1939 and 1940 (Sadler, 2003, P.63). Autocratic leader delegates instructions expecting team members to follow through without asking for any explanation. This type of leadership style leads to unskilled followers as they are continuously doing what they are told, without

I am committed to continuous learning and have a strong desire to inspire others to action through exceptional leadership and a clear vision that promotes the delivery of superior services, both internally and externally. The Behavioral Health Division will benefit by receiving the highest level of competence and ethical practice along with a personal commitment to quality. I embrace challenges and will initiate and support any necessary changes within the organization. This program will further promote my creativity and innovation, which will enhance the work environment and the delivery of services to the public. My leadership style is a combination of charismatic and innovative. I am extremely energetic and motivate others to move forward

During Phase I of the course, leaders are trained on common core skills and leader development, with emphasis on Army Writing leadership, physical fitness, property accountability, NCOER's equal opportunity, train the force, and risk management. As the course progresses, it focuses on training skill level 3 enlisted personnel to supervise shop operations and diagnose wheeled vehicles and material handling equipment. In addition, this course centered on senior wheeled vehicle mechanic and maintenance supervisor skills and duty positions. Training focused on enhanced skills in leadership, communication and logistics management, practical and classroom exercises, discussions, presentations and lectures. Topics include Ordnance history, stress

This paper named three leadership styles, three attributes that defined each style, and examples of how these attributes can be apply to own leadership. Three things that can be done to continue learning to be a better leader, areas that need to be strengthen, ways to apply in APRN role, and what is meant by leadership is everyone?s business are also described in this

In starting my reflection process for this leadership journal, thinking of the “worst leader” was quite difficult. I have honestly been fortunate and have not had many experiences with poor leadership. But after some careful thought and consideration, I was able to determine the best and worst leader. In comparing the differences between the two leaders, the trait approach accounts for more of the differences. The best leader clearly possesses more innate qualities that makes her the best leader. She is a charismatic leader, seems very self-confident and exhibits determination in both her professional and personal life. She also has the trait of sociability. She always presents herself in a warm, welcoming, positive, confident manner.

Leadership is often an ambiguous term used to describe those individuals who are managing people and processes. There are as many styles of leadership as there are industries who utilize them. Most often, the culture of an industry creates a particular type of leader or manager, and individuals who wish to become leaders must change their style to reflect that of the culture. However, I believe that everyone has a leadership style that reflects who they are, and if provided the opportunity to utilize their natural tendencies toward leadership, can create a style that is uniquely theirs. This paper will reflect on the leadership style that I feel is closer to the unique style I possess. I will also discuss the style in which I feel less

Management and Leadership are two different skill sets and positions, however, it is believed by some organizations that they go hand in hand. I believe that management is a learned concept that is taught in schools. Universities and colleges offer degrees in Management and/or Leadership. Authentic leadership is not actually taught but can be learned as a practical skill through being coached and mentored by a true effective leader. Leadership skills are gained by completing research, gaining ideas to inspire and help others achieve new skills to move into a better position or advanced career. Achieving new leadership skills is always a work in progress. In my IMG 233 class I learned that Management is the formal influence of the organization. Managers develop strategic goals, establish performance control mechanisms, and communicate instructions and information to ensure probability and production to meet the overall demands. Leaders are the heart of the organization and their role is to informally influence and inspire employees while creating visions and direction and at the same time building strong team relationships. An effective and dynamic leader empowers their team with the knowledge to be innovative and generate new ideas to increase productivity and performance.

As an educational leader, I have encountered several new and existing school policies. I never thought deeply about the various processes and the stakeholders involved in policy formulation and implementation. This semester I am engaged in the course Managing Educational Policy as School Leaders (EDLM 6005). This is Semester III, 2016/2017. My course coordinator is Dr. Timar Stephenson. Dr Stephenson was my course coordinator once before and was very helpful whenever I needed clarification or when I had a difficulty. I am thrilled to embrace the new ideas and learning opportunities embedded in this course since it teaches issues which I experience at work. Dr Stephenson, during his introduction reminded his entire class that success in this course would only be realized through hard work, dedication, and commitment. Therefore, it is imperative that I have the right attitude as I navigate this course. The course involves seven weeks of intense work. I am pleased to have a wonderful group facilitator by the name of Rhonda Joseph who has already given us a BBC to explain the requirements of the course and our first two modules.

Due to my passive nature, I’ve always avoided leadership roles. With that being said I still aspire to be someone who can be looked to as a leader. In order to reach that goal I observe and try to mimic the actions of people that inspire me. There have been many people I’ve taken orders from, but I have “followed” few. Those are the ones I consider to be true leaders, and have tried to be like myself.