Strengths And Weaknesses Of Leadership

The definition is coined from my experiences with exercising leadership. Based on that, the qualities I possessed that may strengthen my leadership skills are organizing, patience, and flexibility. I believe each one of these qualities is important in exercising leadership. For example, in a group project assignment, organization skill is important to monitor progress, establish roles, and produce a finished product before the deadline. If a disagreement occurs between team members, the ability to be patient is crucial to help reach an agreement because it takes a time to talk upfront about issues or resolve issues. The most important quality of all is flexibility because it shows the commitment toward achieving the goal. A person must be there if a problem were to arise. Besides that, I am interested in developing other skills to strengthen areas that I do not possess. I am hesitant to express my opinions and I am indecisive. I do not initiate the flow of a conversation. I always agreed with people’s opinion. One possible way of improving is writing out my opinions. Afterward, I express my opinion by reading it out loud or handing it over to my team members. This is a stepping stone to develop a new skill, but these qualities are the building blocks to exercising leadership in a mission to create a social

A third leadership strength that I possess is my planning process. As mentioned earlier, I utilize various planners for different aspects of my life which helps me ensure that I make the time to do what I need and want to do. Through planning, I am able to break down my work and class assignments into steps so that I do not feel overwhelmed. It also helps me complete these assignments in a timely manner. This process is useful for all leadership styles, some more than others. This strength is particularly useful when using the directing style of leadership which entails providing detailed goals and tasks and monitoring the performance and progress of employees (Daft, 2014).

The Strengths Based Leadership assessment identified five strengths that describes my leadership skills: responsibility, relator, woo, communication, and futuristic. The dictionary defines responsibility as being answerable for all things within one’s control. To contain the strength of being responsible, one must deliver on all commitments, be trustworthy and dependable, as well as diligently attempt to complete tasks correctly the first time. Relator is defined as a person who understands the connections between people and their situations, as well as someone who tells a story. Gallup (2016) defines a relator to be someone who is intrigued by meeting and learning about other individuals, which could turn into a friendship or

Leadership theories in and of themselves carry negative and positives characteristics. Within the various theories lie strengths and weaknesses that when applied to complex problems can highlight each one respectively. As I examine a few theories, I will look at the strengths and weaknesses of each and determine when and with which situation would these theories best be utilized. Collective leadership or distributive leadership, and leader-member exchange are both theories that incorporate specific team or group mentalities.

“Coming together is a beginning, Keeping together is a process, working together is success.” - Henry Ford. Some ways I am strong in a group include leadership and responsibility skills and being honest and straightforward. I am good at being a leader and make sure everything happens right, I do this by keeping track of time & making sure everyone understands what we are doing. I am honest and straightforward in that I will tell people if they are making a mistake or doing a problem wrong. I will also accept the fact that I am wrong sometimes, when I am wrong I try not to take the answer from somebody and I find another way to do the problem. Although I have these strengths I have weaknesses to go along with them. For instance when I try making sure everyone knows what we are doing I take charge and assign everybody a job rather than letting everybody work it out. Sometimes I am also very forceful when telling somebody they are incorrect, I could work on

My best qualities as a leader have to be that I am responsible and a quick learner. I display these two characteristics not only at school, but at home and at work. I don’t claim to know everything there is to know, but I can say that I can pick up on concepts fast and be able to add it to my repertoire.

Leadership. Like all ideas leadership can be defined in a variety of different ways, and so it become challenge to choose just one way to word such a definition. To me a strong leader is one who can effectively develop an idea which they can they can then achieve by conveying this idea to others and motivating them to reach the goal with themselves. I have no doubt that I possess some of these qualities but certainly not all of them. I believe that I am quite strong at developing a process to reach to reach this said goal, and also at directing people to reach the goal by following my plan. At the same time I am aware of certain leadership skills that I lack. The most predominant one for me would most definitely be my difficulty in establishing

'Restorative' describes people who are adept with dealing with problems. The nursing profession is, more often than not, stressful and easily prone to conflicts both between staff and between the patients themselves. Dealing with these problems involves tremendous patience and problem solving. It goes back to my other characteristic of 'harmony' where I am involved with listening to the patient and sorting out their various concerns.

teambuilding, so of course, to be good in those areas, we need to analyze our strengths,

The leadership strengths I feel I have are: organization, motivating, understanding, empathy, and problem solving. I thrive off being organized and when things are not organized I tend to feel out of control. I can easily help motivate others when they are feeling lost or unsure of themselves. I think to be able to motivate others you have to also be understanding and empathic. Being able to relate with others in all these different aspects helps me solve problems that may be presented. The fact that disorganization makes in feel out of control can be a limitation for me. When things are unorganized, it is difficult to know which direction I need to go.

Two leadership strengths that I feel that I bring to the company are a driven dedication to superior performance and the ability to think outside the box creatively. I believe that if you are going to do something, that you should not only do it well, but that you should be dedicated to the cause. No matter how big or small the project is I dedicate all my efforts into ensuring that it is done correctly and to the highest level possible. I see this as a strength of mine and realize that a big reason I am asked to be involved in so many projects is due to my ability to ensure that the work that is completed is not only done in a timely, accurate fashion, but that it is also done to the highest level of perfection. I also bring a high level of

In chapter two of the textbook, Introduction to Leadership, I was introduced to leadership traits, and asked to identify my specific traits and determine my leadership strengths and leadership weaknesses. There is an extensive list of traits which contribute to the leadership process and effectiveness of the leaders, however, six are considered to be key traits: intelligence, confidence, charisma, determination, sociability, and integrity. (Northouse, 2015) Of these six traits, I consider intelligence, charisma, determination, sociability, and integrity to be my strongest, and while I am very confident, I tend to question myself occasionally. Therefore, I would consider confidence to be my weakest trait on the list.

One way I feel skilled when working with others is being able to be flexible and communicate easy. Anytime someone needed something I could respond or meet quickly. I’ve worked with many teams and seem to have a good understanding in how they work and what the teams needs are. I took a couple leadership roles when something was due. Letting the team know that I would start on the project and get together what we needed and they could help give their ideas and add their work to the project. I also was the one who put together the face to face meetings and asked the team when and where they wanted to meet.

Good leadership skills are vital to any business, organisation or government as they mould the various way in which people work, play, live and function (Business Dictionary, 2017). Consequently, effective leadership is an important factor that can contribute to the overall success of an organisation, and thus has the ability to transform individual and group potential into a lasting reality (Hargis et al. 2011). According to Bass (1985) and Barth-Farkas et al. (2014) leadership styles can be influenced by the demands of an organisations or be altered by either an unpredictable environment or by changing circumstances. Therefore, this paper will seek to discuss two opposing key concepts of leadership utilised within two distinct organisations operating within the welfare-to-work sector. This paper will critically evaluate the leadership approaches adopted by discussing the identified strengths and weaknesses of both, and in addition will make reference to the impact each governance structure has on business operations and collaborative working. This assignment is therefore based upon the author’s personal and professional experience of working within these organisations. In the interest of protecting subject anonymity and maintaining privacy and confidentiality, this paper will refer to each organisation as either organisation A or organisation B.

When an employee of an organization feels their performance and achievements do not matter, that organization may ultimately suffer. Genuinely recognizing the value of your employees will help stop a leader from falling into the pitfalls of leadership, and having their employees enter into a dimension known as the ‘critter state”. An employee that falls into this state is known to have their ideas and skills fall short while they focus on a single question: “What will keep me safe?” (Comaford C., 2013). Below, I will explore the leadership pitfalls and how to possibly avoid them.