The leadership self-assessment above indicates own leadership strengths, specifically interpersonal skills. These skills include verbal and non-verbal communication, negotiation, problem-solving, and assertiveness. As a matter of point, interpersonal skills build strong working relationship among employees, hence, improving efficiency in management. Besides, political skills help to manage the organizational politics and reduce workplace conflicts (Hersey, Ken, and Dewey 15). However, self-assessment indicated some weakness in analytical and drama fairness skills that needs development.
She fully committed to this by quitting her job, and selling everything she ever owned which I think helped her to not turn back whenever she was doubting her abilities to continue on the trail, but in the end, the sacrifices she made in order for her trip payed off because of how powerfully it impacted her mentally.
Self-Awareness, self-concept and emotional intelligence are effective managerial concepts that will result in leadership success. According to Stanford University, having these soft skills are indispensable traits that good managers should develop to be successful leaders. Managers strive to become aware of who they are, what their values, attitudes, skills, and abilities are. These values drive them to achieve and will eventually result in them become more effective. (Showry & Manasa, 2014, p. 15)
It feels as if we rarely have situations with sufficient data to make decisions clear and absolute. Maybe those situations do occur frequently, but because they are obvious, we don’t even register them as decisions. Leadership hinges on effective decision making and judgement calls. That includes gathering information for analysis when available, but also recognizing how not to be caught in analysis paralysis. Effective leaders constantly evaluate the situation, recognize the benefits, risks, and constraints and move forward. Nothing impedes an organization more than inability to commit to a path forward.
This week in the field as an intern for the Department of Social Services, I was able to complete in-office tasks and complete a home visit with my supervisor. On Monday my supervisor informed me she and other coworkers were in need of creating a new resource manual that would be up to date with the current resources in the Midlands area. Therefore, one of the tasks completed this week was creating a resource manual that would have more resources with up to date numbers, addresses, and contact persons. During this process, I was able to understand the importance of workers having the manual up to date with more resources added to it. Competency skill 9 states a professional social worker, “Actively refers clients to community resources.” With this being required of a professional
Decisions: Leaders need the intuition to make the right decisions to lead a company or others in a positive direction.
Leadership is showing the ways for workers and followers so they can accomplish tasks in life and show the way to success. decision-making is regarded as the cognitive process resulting in the selection of a belief or a course of action among several alternative possibilities. Authoritarian favoring or enforcing strict obedience to authority, especially that of the government, at the expense of personal freedom. Democratic of, relating to, or supporting democracy or its principles. I’m probably authoritarian I like to follow the rules and get the job done right the first time and keep drama out . Martin Luther King, Jr. was an American Baptist minister, activist, humanitarian, and leader in the African-American Civil Rights Movement he was
Evidence of this bias proves that distraction can improve choice across several situations that typically elicit robustly biased responses, even though participants are not aware of the effectiveness of this strategy. (Lench 2016). Human being uses social judgement and emotional intelligence in leadership situations as well as in our social interactions. So yes, I believe they are the same just defined differently however having the same characteristics. Humans identify situations with emotions and feelings and use judgement to identify the way they feel about something. Humans do not have the ability to separate emotions from judgmental
My decision-making assessment test was conducted to evaluate if I had the required minimum skills to make right decisions. According to Hess and Bacigalupo (2011), timely decision-making based on collected information and data is critical and essential in today business to be a successful effective leader. My decision-making assessment showed that I could analyze the various situations effectively and efficiently. I am also able to conduct benefit-cost analysis to identify problems before reaching right decisions. One of the negative attributes that I need to improve is avoidance of groupthink sometimes.
Leaders tend to be people who can motivate others to work together for better results. They tend to have 4 different kinds of intelligence: emotional intelligence, social intelligence, cultural intelligence, and technical intelligence. Emotional intelligence is the
Some skills that make a good leader include, flexibility, quick thinking, sustaining the confidence from your group, even in uncertain times, and creating rules that work for individuals from widely diverse backgrounds, (A Synthesis of Leadership Theories and Styles, 2014). A leader must possess the skills to truly listen to other’s and respect the opinions of others. A good leader possesses the skill to direct the staff in a positive direction, and carry out the plan to the end. Skills need for a manager include delegation and strategy. Managers must possess the skills to provide their staff with key resources, be able to inform them about productivity and job performance and the ability to directly determine a solution to problem, (Direct Decision Making vs. Oblique Decision Making, 2011).
Tolbert explains that there are four leadership styles that has an impact on the decision making in an organization. These four styles include authoritarian which involves making decisions independently, consultative, which is gathering information from group members, delegative which involves providing relevant information to one or more group members and allowing them to make decisions and group based involves the group to formulate a problem and possible solutions. (Tolbert, 2009) Research shows that leaders who are more interpersonally oriented and more participative has more of better outcome because they have followers with high satisfaction. Also, the outcome depends on the organization’s goals. For example, if the managers want high productivity, then an authoritative style may be better.
1. Based on the leadership assessment my dominant decision making style is empathy (south). As stated on the assessment some of the leadership strength I have are capabilities to understand how people need to receive information in order to act upon it, integrate others input to determine direction of what is happening, focus on present moment, and receptive of other ideas. Some weaknesses are inability to internalize difficulties and assumes blames, have difficulties with anger and manipulated by anger, and may lose focus of goals if relationships or needs of people are being compromised. My plan to strengthen my leadership style is by learning how to control my anger better if something frustrates me by taking a few minutes to myself. Most
I struggle to include the feedback of other both during and after a decision making process. I also struggle with setting concrete plans and achievable milestones. I have also never really sat down and established what I wanted my personal leadership philosophy to embody, and evaluate whether I am projecting those qualities.
One of the first values established in my leadership framework is “Planning for the future”. Planning for the future allows me to lead myself by ensuring that I am prepared for any future situations or deviations from the original strategy. “Planning for the future” also helps me lead others in the same way. It allows me to foresee and plan for any future situations which could compromise our goal. Attached to the value “planning for the future” is the statement, “sound judgement”. Sound judgement is necessary for planning because it makes the necessary differentiation between “thinking about the future” and “planning for the future”. Sound judgement allows a leader to plan for future situations and create a plan to deal with those situations.