...Reflective Leadership Plan Donald Graham University of Phoenix Reflective Leadership Plan I have had many leadership courses throughout my life, this course Leadership Theories and Practice has been the most profound for me. The theories and self-assessments have caused me to reflect on my current knowledge and application of leadership style and theories. I have discovered that my skills and mind set as it relates to leadership needs to develop and grow into the person and the leader I wish to be. I have developed the following action plan for the development and improvement of my leadership skills. Leadership Theory The assessment of my current leadership style or theory is the situational approach. Clawson (2006) described a situational leader as one who is concerned about the contextual factors of the nature of work required (p. 386). According to Hersey and Blanchard as quoted by (Clawson, 2006) the situational theory can be identified using a two dimensional grid of task orientation and people orientation. The situational approach used a contingent pattern of task and relations behavior with little evidence that this approached increased the effectiveness of the leader (Yukl, 2006). I have been an action or task orientated leader to this point in my life. I want to become a transformational leader to realize effective leadership. Yukl (2006) described a transformational leader as a leader that affects their followers to make necessary self-sacrifices...
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...leading teams. The research on leadership models and behaviors emerged through the modernization of manufacturing and production of goods and services. Studies included the study of biographical characteristics of members, such as sex, age, education, marital status, race, religious affiliation, geographic region of birth, weight, and height are some of the data collected (Bass, 2010, p. 7). Moreover, the purpose of this essay is to give an overview of the team’s online assessment scores and how each team member’s leadership style translates into specific leadership behaviors and practices. In addition to the overview, Learning Team B will describe how each team member’s style reflects one or more leadership theories, while explaining team member’s leadership style, use of power, conflict-handling style, and team skills that potentially affect team effectiveness. Learning Team B leadership analysis is based on members’ self-assessment scores from the Pearson-Prentice Hall Self-Assessment Library...
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...cooperate, they can inspire each other. This helps the team to solve problems and identifies the individual skills within the team. The work can be allocated within the team so that the complementary skills of team members can be used to best effect. A team is a group of people working together to achieve common objectives, willing to commit to ensuring that the team objectives are achieved. In this unit learners will explore the benefits of team development and teamworking. They will examine the skills required by different team members and how an effective team leader can motivate and develop individuals within teams. Sometimes when people work in teams, they have their own types of communication, which can affect others and cause conflict or tension. In this unit learners will be able to demonstrate their own teamworking abilities identify the strengths they can bring to team activity and recognise the skills that could be developed Learning outcomes On completion of this unit a learner should: 1 Know the importance of teams 2 Understand team development 3...
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...Managerial self-awareness and personal reflection play an important role in the leadership development process (McCarthy & Garavan, 1999). The 360-degree feedback process, multisource assessments, and personality inventories are useful in the context of leadership development (Church & Bracken, 1997; McCarthy & Garavan, 1999). Selfassessment and personal reflection are valuable tools in achieving personal and professional 2 growth and success. The challenge, however, is that self-assessment is oftentimes a difficult task due to the subjectivity of personal perceptions of strengths and weaknesses. The purpose of this essay is to report out on the assessment of the leadership styles of individual team members and identify the most important areas for improvement. The essay commences with a discussion on the criteria used for the selection of the Myers Briggs Type Indicator (MBTI) as a self-awareness leadership instrument. The essay continues with an analysis of individual team member results from the Myers-Briggs and concludes with a set of recommendations by acknowledging that leadership styles vary among individuals and the personality of the individual plays an important role in developing his or her leadership style. Criteria for Instrument Selection Personality characteristics influence the effectiveness of individual...
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...have been promoted and are now in a supervisory position, and while their skill set for completing the mechanics of the jobs is there, the leadership component is missing. As identified by Little, we need a leadership program that will harness the staff’s leadership capacity so they can lead. Objectives In an interview with the Executive Director of West Central, the objective of the leadership development program would be to enhance leadership skills for the participants by providing appropriate activities, experiences, training to increase the probability of success for each participant; establish a peer coaching network that involves the participants and West Central’s management team and provide ongoing assessment of the progress of the program as well as an assessment of the success of the program overall. These objectives would be accomplished over a five month period and would consist of planned activities, training sessions, peer-networking and journaling. Intensive two day sessions would be held every month at the main office and the program would be administered by an organizational development practitioner (Nagle, 2010). Scope:...
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...SAT2 - Leading and managing conflict resolution For this discussion, the topic of “leading and managing conflict” will be applied to the new manager. To begin with, good communication leads to an effective leader. In addition, effective conflict resolution requires good communication. To begin, the Self-Portrait of My Communication Effectiveness Assessment is provided below to help new managers identify their communication style and determining its effectiveness. Table 1: A Self-Portrait of My Communication Effectiveness Instructions: The following statements relate to various aspects of communication effectiveness. Indicate whether each of the statements is mostly true or mostly false, even if the most accurate answer would depend somewhat on the situation. Asking another person who is familiar with your communication behavior to help you answer the questions may improve the accuracy of your answers. | | MostlyTrue | MostlyFalse | 1. When I begin to speak in a group, most people stop talking, turn toward me, and listen. | | 2. I receive compliments on the quality of my writing. | | 3. The reaction to the outgoing message on my voicemail has been favorable. | | 4. I welcome the opportunity to speak in front of a group. | | 5. I have published something, including a letter to the editor, an article...
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...Week 1 Assignment Assessing Conflict Styles To Buy This material Click below link http://www.uoptutors.com/ese-633-ash/ese-633-week-1-assignment-assessing-conflict-styles In this assignment you will demonstrate your understanding of the following learning objectives: Recognize the importance of knowing personal strengths and weaknesses in conflict resolution. Determine some causes of education-based conflict. Evaluate problem solving and negotiation strategies to resolve education-based conflict. Additionally, completion of this assignment represents mastery of Course Learning Outcomes 2 & 3. Within the field of special education, collaboration among team members with differing personalities and opinions is commonplace. Being a leader in education means learning to proactively problem-solve and manage differences by embracing multiple viewpoints. In education, sources of contention may include conflicting educational placement or transition goals, different personality styles among team members, limited financial resources or services, contrasting communication techniques, and contrasting academic or post-graduation values (Meier, 2011). Each person handles these points of conflict based on their level of comfort and communication style. With a self-awareness of your individual methods and styles, you can increase your effectiveness in resolving education-based conflict. The Thomas-Kilman Conflict Mode Instrument is a self-assessment and scoring tool that will...
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...the university level--but first things first. My initial desire is to go into the field. My choices, whether be radio, television, cable, or multimedia, grow as fast as the technology in this digital age we live in. To be a successful manager— and this is increasing in the telecommunications field—a proper understanding of how peoples’ attitudes and actions shape their behavior within the organization is a necessity. The following paper will highlight core aspects of organizational behavior, how they connect within the context of organizational behavior—touching on key matters—and how the information from the assessments might apply in my development toward a future career. Additionally, the paper will reflect and highlight the results of the Self-Assessment and how they connect with my experiences in daily life. The paper will follow the order of the assessments in relation to the chapters they pertain to. All quotations from Essentials of Organizational Behavior by Stephen P. Robbins, 7th edition, 2003, will be indicated throughout this paper unless otherwise noted. Many themes involve themselves with organizational behavior. In the context of this course, my view of the central issues encompasses several aspects. Diversity, improving quality and productivity, empowering people, decision making, teamwork and communication are just a small sample of these themes. Increasingly, the workplace contains employees from many ethnicities and cultures. Workforce...
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...2011, p. 33). The leader’s self insight exercises taking the form of questionnaires, scenarios and activities provides self-assessments for learners and opportunities to experience leadership issues in a personal nature (Draft, 2011, p. xv). Therefore, knowing each individual leader unique set of qualities, characteristics, and strengths can be beneficial to the leadership role, by giving a perspective to leadership behavior (2013, p. 33). The question in this case is; does leader’s self insight assessments proves effective for learners and offers opportunities for improving leadership? In constructing this paper it was found that chapter three and chapter four contains a total of eight leader’s self-insight exercises in the form of questionnaires, scenarios and activities, all providing self-assessments for learners and offering opportunities for leadership roles. The question remains how will we perform under pressure and respond as a work group leader while, focusing on how the leader’s self-insight contributes to the learner’s leadership development. We should find the answers from the following insights; T-P Leadership Questionnaire: An assessment of style, Are you Ready?, measuring substitutes for leadership, big five personality, measuring locus of control, instrumental and end values, what’s your thinking style , and personality assessment Jung’s typology. T-P Leadership Questionnaire: An...
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... | | | | | | | | (1) Behavioral Style: Based on the results of the DISC Assessment, my results were inconclusive and an accurate result couldn’t be determined. This proves that as a leader, I try to please everyone and look for common grounds between differentiating groups that satisfy their expectations. This can be a disadvantage because acting as a “perfectionist” on most occasions can cause stress and lead to further problems in the future both mentally and physically. My behavioral tendencies tend to target towards a Stabilizer (Steadiness) observing the situation that is presented, assessing the strengths and weaknesses, and then seeking a common ground that maximizes the strengths and minimizes the weaknesses. (2) Assessment of Strengths According to the VIA Survey-120 originally developed by renowned psychologist, Christopher Peterson, Ph.D. my top five strengths included the following: * Curiosity * Zest * Creativity * Kindness * Zest I find that my best strength is curiosity. Curiosity allows the mind to expand and proved insight to the “What-Ifs” that may arise in any given situation. When responding to the survey questionnaire I was surprised that Curiosity was the first characteristic that described my strength. The DISC assessment was definitely accurate although the results of the test were inaccurate. This proves that I always try to please everyone to where no conflict may arise. Although from the outside this may be...
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...Learning Styles Journal 3 Why Students Matter The effective teachers are perceived to be fully equipped naturally and professionally to lead their students to success in competitive standardized tests, as well as inculcate in them, values that would make them exhibit behaviors that are generally desirable and acceptable. On the other hand, the ineffective teachers do not care about the success of their students in examinations and in some cases students who pass through such teachers, especially in terms of emulating their life styles, tend to exhibit behaviors that are detestable by the society Teacher effectiveness influences students’ academic performance. It is not however, very easy to investigate the area of effectiveness in teaching because many hold the view that the concept has. Even, from among those who hold the views that teacher quality should be assessed by student outcomes however, arguments could be made for an emphasis on different types of student outcomes. Teacher quality can be gauged by short- term outcomes such as students’ performance on state standardized tests at the end of the period prescribed for a given academic programs. Long-term outcomes may be much more difficult to measure but some might argue that the best teachers are those who somehow improve students’ educational trajectories in some important ways. In other words, teacher quality is multi-dimensional and complex in nature and can be measured. Perkins (1974) said that, there...
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...SOC 110 TEAMWORK, COLLABORATION, AND CONFLICT RESOLUTION GROUP: WCICS178 DATES: October 28, 2008 November 4, 2008 November 11, 2008 November 18, 2008 November 25, 2008 INSTRUCTOR: Dr. Brian N. Hewlett Program Council The Academic Program Councils for each college oversee the design and development of all University of Phoenix curricula. Council members include full-time and practitioner faculty members who have extensive experience in this discipline. Teams of full-time and practitioner faculty content experts are assembled under the direction of these Councils to create specific courses within the academic program. Copyright Copyright ( 2003 by the University of Phoenix. All rights reserved. University of Phoenix® is a registered trademark of Apollo Group, Inc. in the United States and/or other countries. Microsoft®, Windows®, and Windows NT® are registered trademarks of Microsoft Corporation in the United States and/or other countries. All other company and product names are trademarks or registered trademarks or their respective companies. Use of these marks is not intended to imply endorsement, sponsorship, or affiliation. Edited in accordance with University of Phoenix® editorial standards and practices. Course Syllabus |Course Title: |Teamwork, Collaboration, and Conflict Resolution | |Course Schedule: |Tuesdays, October 28 – November...
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... |LDR/531 Version 4 | | |Organizational Leadership | Copyright © 2011, 2009, 2008 by University of Phoenix. All rights reserved. Course Description This course prepares students to apply leadership principles to the roles they play as managers. Students will discover more about themselves and will learn more about the connection between the individual and the organization. Other topics include organizational culture, structure, group behavior, motivation, power, politics, organizational change, and workplace conflict. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this document. Instructor policies: This document is posted in the Course Materials forum.2+10+ University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Mintzberg, H., Lampel, J., Quinn, J. B., & Ghoshal, S. (2003). The strategy process: Concepts...
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...2.............................................................................................................p 2.1 skills and attributes for leadership.............................................................p 2.2 difference between leadership and management..........................................p 2.3 scenarios’ and compare leadership styles...................................................p Task 3.............................................................................................................p 3.1 benefits of team working for an organization..............................................p 3.2 work towards a specific goal ......................................................................p 3.3 effectiveness of the team in achieving the goals............................................p Task 4..............................................................................................................p 4.1 factors in planning the monitoring and assessment of work performance......p 4.2 assessments of the development needs of individuals.....................................p 4.3 success of the assessment...
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...Intelligence…………………………………………………………………..3 2.3 Learning Style Profiler………………………………………………………….……….4 2.4 Development Actions…………………………………………………………….….…..5 2.5 Impact on Organizational Effectiveness………………………………………….……..6 3.0Interpersonal Effectiveness…………………………….…………………………….…..6 3.1 Theory……………………………………………………………………………….…..6 3.2 Spark and MEIS…………………………………………………………………………7 3.3 Belbin Team Roles ……………………………………………………………………..7 3.4 Development Actions……………………………………………………………………8 3.5 social and cultural diversity considerations……………………………………………..9 3.6 Impact on Organizational Effectiveness……………………………………………...…9 4.0 Conclusion………………………………………………………………………………10 Reference list………………………………………………………………………………..11 Appendix…………………………………………………………………………………..…13 Assignment#1 1.0 Introduction Working in business is a unit whose aim is to develop an understanding of the skills which can make efficient works in business environment. In this portfolio, I am going to discuss the theories what I have learned in class, including intrapersonal, interpersonal and organizational effectiveness. I will also discuss my own experience which link to the theories. I will choose to concentrate on my learning style based on the Jackson Learning Style Profiler for intrapersonal effectiveness. In the second part I will choose SPARK feedback and MEIS to explain interpersonal effectiveness. It is important to develop self-awareness and effectiveness in intrapersonal, interpersonal and organizational...
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