...ASSIGNMENT TASK for Unit - Becoming an effective leader Centre Number | Centre Name : DISTANCE LEARNING COLLEGE AND TRAINING | Learner Registration No:91270513 | Learner Name: ANDREW MPANDE | TASKThe purpose of this unit is to develop knowledge and understanding of effective leadership as required by a practising or potential middle manager.NoteAn ILM Assessment Task provides an opportunity to relate your learning directly to your current organisation. It is recommended that you discuss the assignment with your line manager to explore and agree how the task could be used to support the needs of your employer (as well as evidencing your learning as part of completing your ILM qualification).If you are not currently working within an organisation, then you may complete this task in relation to an organisation with which you are familiar. This could include experience working in a voluntary capacity.NOTE:You should plan to spend approximately 31 hours researching your workplace context, preparing for and writing or presenting the outcomes of this assignment for assessment.The nominal word count for this assignment is 2500 words: The suggested range is between 2000 and 3000 words, however individuals have different writing styles, and there is no penalty if the word-count range is exceeded. | Please use the headings shown below when writing up your assignment | Assessment Criteria | Understand own ability to fulfil key responsibilities of the leadership roleThe first part...
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...Assignment 1 – Becoming an effective Leader Understanding own ability to fulfil key responsibilities of the leadership role 1.1 Evaluate own ability to use a range of leadership styles in different situations with different people There are many similarities between Leadership and Management but the fundamental difference is that Leadership always involves people, whereas Management can just involve items such as stock or IT. Therefore Leadership is the responsibility for and the leading of people. It also includes the management of the team which can ideally be delegated to team members to help them develop and boost their motivation and morale. There are numerous categories of leadership style proposed by different theorists – Bureaucratic, Charismatic, Servant, Transactional, Transformational, Situational, Behavioural, Functional and more In the 1930s, the psychologist Kurt Lewin proposed that there are three types of leaders: Autocratic leaders make decisions without consulting their teams. This may be appropriate when decisions need to be made quickly, when there's no need for team input or if team agreement isn't necessary for a successful outcome. This style can be demoralizing and lead to high staff absenteeism/turnover. Democratic leaders allow the team to provide input before a final decision is made. This style can be difficult to manage when there are lots of different perspectives and ideas and is not effective if a quick decision is required. It does encourage...
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...they would be people who would not succeed. Naturally I think that I took three skills that helped me be the best leader I could be towards my sisters: I was accountable, dependable, and compassionate. Three skills that I think any effective leader needs in helping not just your family but your community as well. My accountability comes from the learned lesson that I have taken which is knowing when to say no and yes. Throughout life, if I have accepted helping someone I will find a way to get it done. In my family, alongside my parents I have helped them to manage our household. I was ten years old when I learned to use an agenda to keep track of bills and my homework. This was my way of helping my father who had to work long hours, and my mother who did not know English. Anytime I would by accident forget to pay a monthly bill, I had to be accountable and find a way to have the provider forgive the late fee so that I would not disappoint my father. Being dependable makes you form a very well rounded personality. I am always ready to inform constituents of new policy implications for people who may not be able to...
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...When you learn, teach- Mya Angelou… Most of my youth and young adult years I spent struggling with accepting the label of leader, or teacher, or even mediator. I imagine two possible reasons why standing in this light is such a challenge. Part of the reason could come from societies dictation that minimizing one's greatness is a desirable sign of humility, especially for women. A more introspective response would say that I was/am simply afraid to accept that I have been gifted with the ability to lead, guide, and nurture others for fear of being misunderstood and rejected. In the past 4 years, I have grown to accept and appreciate my innate ability to relate to and lead diverse groups of individuals in various capacities. When fate and timing...
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...What Team Leaders Need to Know Article Critique Caminiti, S., & Sookdeo, R. (1995). What Team Leaders Need to Know. Fortune, 131(3), 93-100. The author states that leadership behaviors can be learned. Further, the author uses personal experiences of others to clarify this point. Moreover, these skills needed to become an effective leader can be developed overtime through experiences. More importantly, they note that there are six things every leader needs to know. Successful leaders emerge over time by learning the knowledge and skills needed to become an effective leader. The authors share with readers six things all leaders must know. Further, he states that the knowledge and skills needed to become an effective leader can be learned. The article stated that companies expect managers to transform overnight into effective team leaders. But companies fail to realize that becoming an effective leader is a difficult process. These skills that leaders need are developed through experiences. One thing noted by the authors is that leaders who lack technical skills doesn’t make them an ineffective leader. Additionally, a team leader is not expected to have the technical expertise other team members possess to be a good leader. The job of the leader is to make sure they have the necessary tools and skills needed in order to accomplish the task successfully. Another key point they make is a team leader must know when to step in and make the right decisions. ...
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...classes to help me get through this program. However, I believe the more I read and write papers, the easier it will become. I plan on completing this program and obtain my Bachelor of Science in Nursing (BSN) by October 2017. Once I graduate with a BSN degree, I hope that I can advance my career and obtain a leadership positon at my current place of employment. Leadership skills play a critical role in decision making and assist in the development of quality improvement in various health care settings. To achieve effective Leadership practices, there should be a shift from hierarchical approaches to a leadership style that encourages shared governance with the availability of information and support structures to facilitate staff empowerment (Williamson, 2005). Effective leadership requires new ideas of thinking. Strong leadership also requires people to encourage others to be positive which in return creates positive outcomes. A characteristic of a good Leader is to be a creative thinker and to have the skills to...
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...There were several key insights from this week’s reading being an effective ethical leader and values of work: The first key insight was about being an effective ethical leader. Being an effective leader is using skills learned and acquired to motive and engage employees. Leadership is a combination of personal characteristics, attributes, and traits that sets the tone on how business is conducted and having others follow suit. Listening to others, being open to feedback, and being open to new ideas, and developing leadership skills is a start to becoming an effective leader. However, being a good an effective leader doesn’t always mean that the leader is an ethical leader. Ethical leaders demonstrate traits of integrity, honesty and trustworthiness, but they also demonstrate these traits when making decisions for a corporation. Leaders of the organization are to set the example, and use ethical principles as guidelines to the decision making process. As DesJardins mentions in his book, An Introduction to Business Ethics, “One key difference lies with the means used to motivate others and achieve one’s goals.” (DesJardins, 2011) Motivating employees by empowering them to be creative and successful is an ethical mean of becoming an ethical and effective leader. An effective ethical leader is one who possesses the qualities of both transformational and transitional leadership styles. One who involves exchanges that are necessary for achieving routine performance and...
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...roles, responsibilities of leaders play in creating, and maintaining an organizational culture will be discussed and an evaluation of the affect of globalization and management across borders. Moreover, strategies that managers and leaders can utilize are examined. Management and Leadership Management and leadership are interchangeable functions but are not the same, are uniquely different. Managers and leaders must be able to differentiate between the two and have the ability to determine which function is considered necessary. Effort must be taken not to spate the two, as it often is problematic. However, much time is spent delineating the differences. Basically, the manager’s job is to plan, organize, and coordinate. The leader’s job is to inspire and motivate. Warren Bennis listed the differences in his 1989 book “On Becoming a Leader” [ (Bennis, On Becoming a Leader, 1989) ]. The manager administers; the leader innovates. Leaders are often visionaries and see the big picture while it is the role of the manager’s role to utilize the tools necessary to achieve the leader’s innovation. The manager is a copy but the leader is an original. Managers often do not originate new ideas but ensure a successful outcome. Thus, the manager maintains and the leader develops (Bennis, On Becoming a Leader, 1989). The manager focuses on systems and structure while the leader focuses on people. Manager will rely upon control, but the leader inspires trust. Short-range...
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...2009, U.S. companies spent an estimated $12 billion (24% of their overall training budgets) on leadership development programs and services. By any reasonable standard, what we are currently doing to grow and develop future leaders is not working. (Ashford, DeRue, 2010, para. 1) In August of 2011, the national unemployment rate in the United States was 9.1% or 14 million people without jobs (bls.gov, 2011). Despite an abundance of available workers, American businesses are finding it difficult to locate personnel who possess leadership abilities. Why are potential leaders hard to find? There are over 7,000 established American recruiting firms and over one million recruiters on LinkedIn and other professional network sites who are searching for candidates who they can place into vacant leadership positions. With 14 million unemployed workers seeking employment and over one million recruiters seeking to assist companies’ acquisition of leaders, why are 93% of American businesses facing or predicting to face performance losses due to leadership talent shortages? The most likely cause for this phenomenon is a lack of available personnel who are perceived as possessing the characteristics of an effective leader. What qualities do an effective leader exhibit? The subjective nature of this question makes it difficult to provide a definitive answer; however, a comparison of executive responses reveals three reoccurring answers, good communication skills, credibility, and the...
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...intelligence is an important characteristic in becoming a good leader. “Emotional intelligence is the ability to manage oneself and one's relationships in mature and constructive ways” (Kinicki & Kreitner, 2009, p.137).Being a good leader entails more than just being smart; leaders need to be able to connect to their employees emotionally and empathetically. Organizations today not only look for leaders with the skills, but leaders that can emotionally connect to employees to obtain the organization’s goal. “Leaders have always played a primordial emotional role. No doubt humankind’s original leaders-whether tribal chieftains or shamanesses-earned their place in large part because their leadership was emotionally compelling” (Goleman, 2002, para.2). The lack of emotional intelligence can hinder working relationships in any organization. The results, accuracy, and benefits of my Emotional Intelligence Quiz will be discussed in this paper, in addition to whether I was surprised by the results. The Institute for Health and Human Potential emotional intelligence quiz states that my emotional intelligence is high. The results mention that my “level of EQ likely has been and will be a driver of your high performance for years to come” (IHHP, 2011, para.1). To me, this is a true statement. I have been in leadership roles before, and my ability to connect emotionally with my co-workers has made me an empathic and effective leader. Because I was able to connect with my employees...
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...Managers into Coaches: Five Steps for Coaching Success, an effective manager is a coach and not just a boss. The most effective managers are those who can coach and collaborate. If one is able to coach their employees effectively then they are able to create sustainable long-term results for themselves and their company. Coaching is action of helping others to perform better, whether it is through feedback, demonstrations, or teaching. It is investing in the people within a company and shaping them into better employees so that they can not only perform their tasks better, but also better qualify for promotions. Mike Noble’s article breaks down the five steps necessary for successfully becoming a coaching leader and the benefits of becoming one. By coaching your employees, you become a transformational leader who enhances as well as generates new experiences for employees, thus gaining a stronger level of commitment from them. The first step to transforming a manager into a coaching leader is to build a personal case for coaching. The manager has to want to develop their coaching skills and see the relevance of developing them. Once a manager understands that they can achieve better results through coaching instead of taking a command and control response to management, they will be willing to develop their skills as a coach. Managers are more inclined to seize the opportunity when they realize that many successful leaders and executives are coaches in their respective disciplines...
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...collaboration within and between companies, for a very simple reason: the next layers of value creation – whether in technology, marketing, biomedicine, or manufacturing – are becoming so complex that no single firm or department is going to be able to master them alone” (Birchfield, 2008). This quote can initiate one simple theory, that leaders are unable to be successful without the support of their employees and/or supporters. Nonetheless, they can only collaborate in an operational direction by having an unrestrained form of communication. It is imperative that all forms of leadership seek and fulfill communication strategies to create happy employees or supporters. Additionally, while seeking effective communication strategies, leaders must learn how to overcome the barriers that can diminish communication. These almost create a sort of cause and effect feeling with one another. Above all, leaders cannot expect to create a successful business or entity by only leading themselves; a leader must consistently seek self-growth all the while encouraging empowerment and growth among them. Communication Strategies To begin, good communication is a “bridge to worker loyalty” (Mayfield, 2002). Creating worker loyalty produces motivation, dedication, better performances, and a strong support team that will stand behind a leader. Predominantly obtaining employee commitment contributes to the overall views of the business or entity, without these factors a business will not succeed because they...
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...choices to lose weight and feel better in the new year. My professional goal is to become an effective leader while helping myself and others learn and grow through my new job position at work. Finally, I want to be on the Dean’s List each semester on college while maintaining a 3.5 grade point average or higher each class. Personal goal of weight loss has been a real struggle of mine for many years....
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...Abstract To be an effective leader you have to know yourself, your people and your business while leading the team through different conflict-situations that may increase the stress level of each team member and on the organization. It is critical for the leader to understand his own management style and that of his team members and using the analyses in becoming a more effective coach and mentor. This analysis will look into the relationship between Wolfgang Keller and Dmitri Brodsky. Wolfgang is the Managing Director at Konsigsbrau-TAK (A) and Dmitri is a direct report. The two individuals have very different management styles, experiences and cultural backgrounds. The analysis will review their management style differences, how Wolfgang could have prevented the conflicts and how he can improve the relationship with Dmitri. Wolfgang Keller A Business Case Analysis Wolfgang Keller’s personality is best described as “getting things done”. He is motivated by involving himself in the day to day actions and by gaining immediate results which is indicative of a management style of “Dominance” according to DiSC management profile model (Inscape Publishing, 2008). Dmitri Brodsky, a direct report to Wolfgang, operates with a management style of “Conscientiousness” (Inscape Publishing, 2008) described as ensuring accuracy, maintaining stability and embracing challenging assumptions. Wolfgang and Dmitri share a common management priority of embracing challenges...
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...Strayer University PAD 515 Dr. Michael W. Popejoy Julian Hoggard January 19, 2012 According to Draft (2011), leadership is an influenced relationship among leaders and followers who intend real changes and outcomes that reflect their shared purposes (pg. 5). According to Dr. Brooks (2008), he suggested that the overall outcome of effective public leadership is the creation and demonstration of public value. Based on these definitions, one argues and disagrees with the ideal that “Young public leaders are usually less effective because they have so little experience”; due to the fact, both definitions does not mention experience. Young public leaders may not have more experience than others, but one advocates that young public leaders are usually more effective in leadership due to the more increasing enthusiasm and passion the leader may have inside him/herself and to the public; not yet understanding the norm of this place we live, which is “society”. One opposes this view that “Young public leaders are usually less effective because they have so little experience”, due to which public sphere they interact in. The definition of the public sphere is a metaphorical term used to describe the virtual space where people can interact. The World Wide Web, for example, is not actually a web; cyberspace is not a space; and so with the public sphere. It's the virtual space where the citizens of a country exchange ideas and discuss issues, in order to reach agreement about 'matters...
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