Why I Have The Coaching Leadership Style

My leadership style is about how I treat under me with respect, approachable and willing to listen with different suggestions in decision making. I want to have a cooperative teamwork, little supervision, and motivation with professionalism. There is always room for training in developing skills and expertise and encouragement to go above and beyond.

Before this lecture and assignment I never gave it thought about different leadership styles and what type I have or will deal with in the past, present, and future. This paper also gave me chance to break down how I’m a different leader depending on what situation I’m put in. As of right now it would be difficult trying to put my leadership style because I’m always in different positon that allow be that to specific leader. Right now I’m in a great position that allow me to lead other in the direction that benefit them and the

Today a lot of the things we talked about really hit home with me, and I actually cried in a room full of strangers as I told them my story and why I chose to be a leader.

will become stronger and have more depth, which will allow the entire team to move forward in attempts to achieve their ultimate goals.

My leadership style is a combination of two of the leadership styles mentioned in this module. The transformational leadership style mostly exemplifies my style and personality. However, I have implemented situational leadership based on the skill level of the teachers assigned to my school and happenings within the community.

Coaching competencies are needed in the growing industry around the world, especially for leadership development. According to Zenger and Stinnett (2006), about 70% of formal leadership development programs in organizations have some different forms of coaching. This reveals that coaching is becoming a World Wide phenomenon. As a result of this popularity, many coaching competencies, models, tools and training have appeared. For instance, effective coaching requires the coach to have good communication skill, client motivation, self-management, and technical skill. These skills enable the coaching session come up with positive success.

My philosophy is a reflection of the way I see my leadership style and how I view

In hindsight I understand her approach. It was a new leadership style and I had to work through it. I developed a lot under her direction. Now that I think about it, I could have developed even more if I let my guard down some. I reported to this manager for a year and due to organizational changes she moved to another department.

my comfort zones in order to get the full experience and immerse myself in the retreat, and showing my vulnerable side. All these experiences allowed me to realize how they help foster a caring, nurturing and team building culture where we can all trust one another and depend on each other to help us through our experiences. Furthermore, I then realized that there are certain characteristics important to becoming a great leader. These are that the individual has established a complete set of core values, can become present and devote 100% of their attention to the task at hand. Has a well rounded set of characteristics addressing; authenticity, vision, integrity, creativity and service. If a leader can poses most of these characteristics they

Of the different leadership styles, my personal style which I developed over the years based on my life experiences both personal and professional is “Situational Leadership” and it is “Directing, Coaching, Supporting and Delegating” as needed. I complement my style with my character and personality of selflessness, honesty, respect, truthfulness and commitment.

Final Thoughts Understanding your behavioral style as a leader is key to improving your leadership abilities and the results that you are able to achieve through others. It is useful for you to identify the pattern of behaviors that you intend to use; however, it is even more important to gather feedback about how your style affects others. I have been assisting my clients in gathering this feedback by using a 360-degree online instrument, The Inventory of Leadership Styles (ILS). They have found it very useful for focusing their development on critical styles to improve their effectiveness at getting results through others. Please give me a call if you would like to explore this application with you or your team.

List 5 10 questions that will determine if this candidate can take charge, organize things, and get people motivated and working again in a Service Department.

Conflict is a natural part of human existence. It occurs in just about any environment and the workplace is no exception. Conflicts arise when there is a difference of opinion between two or more persons (Cohen, 2014). Workplace conflicts can be difficult to resolve, however, unresolved conflicts can result in poor interpersonal relationships, compromise employee loyalty, and even jeopardize quality and safety (Bowers & Ferron, 2014). While unresolved conflicts may have deleterious effects on the work environment, healthy conflict resolution can lead to creativity and growth (Bowers & Ferron, 2014). One of the main sources of conflict between employees, supervisors, and the human resource (HR) department is poor communication.

In order to understand conflict, one must understand communication and the role it plays with conflict. Conflict is defined in the dictionary as, a serious disagreement or argument, typically a protracted one. When communication is not present or used effectively in a situation, the chances of conflict will arise because of either the lack of communication or the misunderstanding of it. If used effectively then each party has a greater chance of understanding each other in a efficient way, thus the chances for being mislead or not understood decreases greatly. Even if issues arise, they can be quickly contained in a swift manner as effective communication is being use for everyone to understand the situation at hand. Simply put, communication and conflict are often side by side when it comes with either solving a issue or creating on.

According to our textbook, “leadership is an influence relationship among leaders and followers who intend real changes and outcomes that reflect their shared purposes” (Daft, 2014, pg. 5). In another word, leadership is not defined by what one individual does, but as the ability to form an alliance, motivate, empowered, coach, and to build relationship with others. Leadership is a set of skills that leaders can practice over time. In addition, there are different leadership perspectives one can develop in order to become an effective leader. Furthermore, there are a number of leadership styles leaders can adapt to. Among them are micromanaging, coaching, democratic, delegating, and many more. All these leadership styles can be added to a