The Multidimensional Model Of Leadership

The book selected for the assignment is, ‘Be a people person: Effective leadership through effective relationships,’ by John C. Maxwell. Mr. Maxwell is an author, speaker, leadership expert who is internationally recognized and a pastor. He wrote books on leadership (The John Maxwell Company, n.d.). He has a doctorate in ministry and started his career as a pastor. After 14 years of preaching the word of God, he devoted himself to speaking and writing. He became a religious leader (Christian Books Previews, n.d.). Maxwell has recognized the role of interpersonal relationships in making and breaking a leader. He has also realized the importance of developing personal skills from the people (Victor Books, 2002). In his book, Maxwell explains how a person who follows can turn to a leader by connecting with people and relating to them from a biblical perspective. The author places 50 percent emphasis on others, 25 percent on self and the remaining 25 percent on God in his approach to the followers (Barnes and Noble, n.d.).

Team cohesion is a very important area explored in sport psychology. Though it has as many uses as there are types of groups and teams, it has an exceptionally large impact on the success of sports teams and their ability to reach their goals (Building a Cohesive Team). The ability to become and remain a unified functioning team, especially when faced with conflict or strong opponents, can mean the difference between winning and losing. Developing a team includes many aspects, including trust and familiarity amongst the players, as well as a strong leader, with whom a strong trust and level of comfort is equally important.

Team Cohesion in the sport setting is the most important factor for group effectiveness, being influenced largely by leadership people. Homogenous attitudes and goals, personal sacrifice, and training and instructing coaching tactics are positively linked to team cohesion, and therefore performance. Cohesion is a dynamic and multidimensial process, and these methods could change depending on initial levels. By examining two scenarios of teams having significantly different levels of cohesion, it can be determined how these tactics are used in contrasting contexts. It was concluded the same tactics were used regardless of initial team cohesiveness, and performance was improved in both cases. A single coach administered these methods, but a case study revealed that multiple team leaders can change the different factors enhancing cohesion and still gets the same performance enhancements. Thus, cohesion does not have to rely on a single leader but multiple figures can have a combined effect.

Research proved that athletes found their coaches training as well as instruction behavior and their style of coaching did have an impact on individual performance. This was important research for me in understanding how those I coach perceive my leadership and whether or not I am effective as their leader. My teams’ outstanding performance or lack of performance can be a direct link to my type of leadership skills in addition to my training. The primary role of any coach or athletic leader is to help their athletes and improve on their individual performance. “Several sport studies exploring the coach-athlete relationship claim that effective coaching includes basic ingredients such as empathic understanding, honesty, support, liking, acceptance, friendliness, cooperation, caring and respect” (Moen, Hoigaard, & Peters, 2014, p. 76). The challenge for me is finding the balance between being supportive and meeting the individual needs of team members while also enhancing their ability and understanding of the sport. Understanding how to lead and coach various personalities within the team is essential to the team’s

The leadership models/theories that will be demonstrated are skills-based leadership, situational leadership, and leader-member exchange theory.

Throughout the years, leadership has played a significant role in the world of athletics. Whether it is coming from a coach or a player, leadership is no doubt the most important role one can hold; leadership can make or break a team. John C. Maxwell put it clearly when he stated that “everything rises and falls on leadership”. When looking at leadership as it relates to sports one must first define leadership. Barrow (1977) defined leadership as “the behavioral process of influencing individuals and groups towards set goals” (p.232). This definition puts an emphasis on vision of a leader while it also highlights the importance of the interaction between the leader and the group members. Leaders play an important role in the success of the

"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).

How important it is to understand a leaders worldview is vital. When we are a leader or employee of a business a huge aspect of business ethics is loyalty, if we are in sync of the vision, policies, and model of the business then in order to succeed in our contractual duties is to believe in the direction of the business and display it. Loyalty is really forming us as an living billboard of what business we are associated with. How can we know this to be true let us take an interpersonal survey of how many conversations we have with family, friends, and others that the content of the dialog without fail is threaded with questions about the business your associated with and the direction it is going.

Oftentimes in sports, coach’s contributions get overlooked while players garner most of the attention. When teams find success, it’s the players who receive the majority of the credit, while the coaches are often left in the background. Oppositely, when teams experience failure it’s the coaches who receive most of the criticism, not the players. In reality, organizations and teams are made up of multiple components, each having an effect on one another. Depending on the level of the sport, player to coach relationships can have an insurmountable effect on a team’s performance, culture, and cohesion. In building these relationships, coaches bring their own unique set of leadership skills and styles, and hope to have a positive influence

Chapter sixteen discusses various leadership theories which can implemented by leaders to achieve success. The choice of leadership theory differs from leader to leader as they possess different vision and way of managing. A theory isn 't always perfect in itself, it is the endless effort of the leaders which makes the theory a perfect one. Two approaches of leadership that I prefer are Situational Leadership Theory and Servant Leadership Theory. Among many theories I prefer these two because I tend to practice those principles most of the time and I assume these are theories that I truly tend to continue in a long run.

As per the Continuum of Leadership Behavior, Joan’s style of leadership is definitely “authoritarian” because she wants the management to use their authority to make the official decision, and just announce it. (Lecture 9A-B, Slide 4). On the other hand, Henry’s style of leadership is “democratic” as he wants to give the employees the freedom to develop a plan that best suits their interests. (Lecture 9A-B, Slide 4). Frank will find himself in the middle of this continuum because he wants to present the tentative plan (developed by the management) to the employees so the management is able to determine the best skill fit for new positions after this consultation.

As a graduate student approaching her final semester in school, thoughts regarding my leadership abilities in the soon-to-be “real world” have occupied my mind lately. To further explore and develop my ideas about leadership, I decided to develop my personal leadership theory. So, I asked myself the following questions: What makes a successful leader? How do you recognize a leader when you meet one?, and lastly, what is my theory of leadership? With this last question I thought about what leadership meant to me personally and how I personified it in a role of authority. While I had given thought to how I led, I had rarely taken the time to fully understand what my personal leadership theory entailed. Throughout the length of this paper I will analyze how my leadership skills, traits, values and elements from both Authentic Transformational theories help me to shape my leadership philosophy. In doing so I hope to define the leadership values that influence the way I view and practice leadership.

Leadership seems to be a concept that is just out of grasp. Simple in theory, yet difficult to define. According to Northouse (2015), inaugural definitions of leadership “emphasized control and centralization of power with a common theme of dominance”. Beginning views of leadership also postulated that leadership traits were not only inborn, but were also inherited- particularly by the upper classes. Soon after this trend of rationale, trait theory emerged and became the primary lens through which leadership was viewed. Early research in trait theory was focused on identifying individual innate traits that popular leaders conveyed. Trait theory differed from the prior leadership model as trait theory asserted that leaders were composed of traits that digressed from non-leaders and not that traits were passed down from previous leaders.

Over the years, scholars and management theorists have cultivated several leadership styles that they have encouraged people to apply and try to implement. However, most of these theories have shown various short comings. Typically, none of these styles has proven to work best in diverse situations. In the late 1960’s, the Situational Leadership Model was developed. In this paper, I will discuss the details about the situational leadership model. In detail, the paper begins with a defined introduction of what the situational leadership model is about and an interpretation of its origination. An outline of the model will follow after which a discussion about the benefits and drawbacks of this model will shortly follow.

Behavioral theory promotes the value of leadership styles with an emphasis on concern for people and collaboration. It promotes participative decision making and team development by supporting individual needs and aligning individual and group objectives. Behavioral Theories of Leadership, also known as “The style approach to leadership” focuses on the behavior of the leader and what leaders do and how they act. Learn about the two general kinds of behaviors; task behaviors and relationship behaviors and advantages of this approach to leadership. Learn more about this theory of leadership. What are Behaviors? Behavior is the range of actions and mannerisms made by organisms, systems, or artificial