Review And Reflection On Characteristics Of Leadership

• Using a participative style with a team who know their job. The leader knows the problem, but does not have all the information. The employees know their jobs and want to actively be part of the team.

Grojean, Resick & Diskson (2004) suggest that leaders are responsible for facilitating their follower’s to become capable and guide them to improving their capabilities and strengths. Differentiating between different leadership styles can be done in a number of ways. It was determined that the traditional styles of leaders include authoritian (autocratic), democratic, permissive (laissez-faire) and bureaucratic (Viinamäki, 2009).

A1. Leadership Style Upon conducting research, it is clear that the definition of “leadership” is not agreed upon. It is fluid, based upon many perceptions, situations, and surroundings. According to Robinson (2010), adopting a specific style of leadership is rather futile as it is, “contingent on the personal traits of the leader, the people being led, and the nature of the activity.” Tools are available to help guide potential leaders in determining a preferred style of leadership. For example, utilizing the “Leadership Self-Assessment

Leadership goes beyond management, for some, leadership is instinctual and pours over into your personal life. This paper will discuss a leader I admire in my personal life, and analyze their leadership style. I will discuss how that leader has influenced my leadership style, as well as how things like environment and the economy affect my leadership approach.

Being goal orientated and having a set task to work towards be it as a team or individually and knowing

Focusing on the big picture on why we are doing certain missions or even just getting my subordinates to understand the overarching reason on why we are doing certain things will be the biggest way for me to meet the area of; Appealing to others to share in the dream of the future. This practice under Inspire a Shared Vision will have a big impact on the success of a team, especially on large projects. Being forward looking into the future and having the sense of direction and showing this vision to your subordinates will allow them to know that you know what the goal is and where we are headed. This will allow them to also have an understanding of this vision and they will also know where we are going and what success will look like as well. The sense of the future will make them feel have a stronger sense of spirit de corps that will be seen by others. In order for me to do this I will make sure that when I am providing tasking on daily objectives, I will ensure everyone understands the why we are doing it, how it impacts our community and most importantly what the end result would be. Keeping a team motivated during long projects or even during long events can wear people down, however, knowing what success looks like and where the end result is will keep them motivated through it. This sense of the future will also give my subordinates a sense of ownership and buy-in to the goals of the

To overcome these two challenges I had to sell the team on my vision while listening to their ideas. As a team leader, I can assert that achieving my goals is paramount. Yet this doesn’t denote that I would extensively pursue my goals or blindly follow my objectives at all costs. For that reason, I was open to their opinions no matter how different theirs may be from mine. I am proud to say that the outcome of this stage exceeded my expectations; the team was more motivated and evolved from being a group of strangers to a united team with common goals.

My father once told me that, “everything we do— be it in academia, at work, social or family life—we are guided by principles, beliefs and values that collectively form our ideology of life.” I believe that every leader, to a certain extent, is shaped through her individual personal experience. Although in some cases, we may not realize to what extent our personal assumptions and beliefs shape our ability to lead or be led.

A “vision” of the project “unites professionals with different backgrounds and agendas to a common aspiration. It helps motivate members to subordinate their individual agendas and do what is best for the project” (Gray & Larson, 2006, p. 356). As Amber Briggs creates her team, a shared vision is an essential part of creating a great anniversary celebration. After all, if some members envision a picnic at the park while others envision a black-tie, sit-down dinner at the Ritz, the road back from either extreme will be long and troublesome. An effective vision must be challenging but realistic, and a source of inspiration to others. It must be a vision that the project manager is passionate about and can communicate to others.

The styles today are less authoritative and more on trying to get feedback from co-workers. This change is driven by today’s individuals that want to be treated with respect and empowered to be self-driven. Today’s business environment requires managers to constantly evaluate his or her leadership style to maintain the so called competitive edge. Leadership moves through many power roles and how power vs. soft power that relates to managers as they manage people. The types of leaders are described with characteristics, as it relates to each individual. The characteristics styles that leaders show

Leadership is a very broad topic; I never knew just how many different traits and skills that it takes to become an effective leader. Some of which I was familiar with, and others that I was not aware of, but now from taking this course, they all seem to be necessary for the role of leadership. The attached paper, will explain of some of the important theories and concepts that I thought were most important to be able to become and effective leader.

The purpose of this assignment is for you to develop an understanding of the organisational goals of the team and how to motivate team members to achieve these.

Murphy (2005) maintains that leaders are accountable for helping their follower’s to become efficient and support them to develop their strengths and abilities. Distinguishing and categorising between different leadership styles can be done in several ways, (Gopee and Galloway, 2009). In this essay traditional classification of authoritian (autocratic), democratic, permissive (laissez-faire) and bureaucratic styles of leaders will be discussed.

Commitment and involvement- the team should be able to understand the goals and should be committed in achieving them

that their individual job and overall team goals are met while being able to put trust into the other