...and vision. The cornerstones of my leadership principles are trustworthiness and transparency. I take tremendous pride in being open, honest, straightforward and credible. Next, a leader must be intelligent, an ability that is necessary for sound decision-making. My educational background and my work experience have trained me to be an analytical and critical thinker. As an experienced, senior-level professional, I am capable of resolving confidential issues, managing complex situations and have the capacity to multi-task very successfully. I am an experienced visionary leader. Throughout my entire career, I have implemented initiatives that have improved citizens’ quality of life by focusing on public safety. That being said, I would have to say in most situations, my style of leadership is transformational. The transformational leadership style depends on high levels of communication from management to meet goals. Leaders motivate employees and enhance productivity and efficiency through communication and high visibility. This style of leadership requires the involvement of management to meet goals. I believe I would be described as a good leader. I take being a good leader seriously and have studied leadership for many years. I...
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...Personal Leadership Mission Statement "Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do." – Steve Jobs My main mission is to reach a senior position in my banking or financial career and to demonstrate that hearing impaired people can also rise to the professional level through determination, hard work and perseverance. To be considered dependable and invaluable among my colleagues and seniors that I can produce timely and quality work in my assignments. My company Standard Chartered Bank motto “Here for Good” has inspired my soul. Its sustainable business model stands out from its competitors in which I like to apply to my personal life. Its six priorities are * Access to financial services * Tackling financial crime * Responsible selling and marketing * Community investment (Employee volunteering) * Great place to work * Protecting the environment My personal mission is to promote and demonstrate respect for property, beliefs, ideas and opinions of my family and others and stand up for my country’s constitution. I will accept responsibility for my mistakes in which I will study from them. I will welcome constructive criticism as it helps me make better decisions and character. I will act honorably and integrity in challenging situations. My actions will be done with the best of intentions, honest, ethical...
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...It is with great pleasure and enthusiasm that I am writing to endorse Phillip's application to your program. I have spent over 20 years in IT and healthcare leadership. During that time I have mentored many consultants and business students. I hope my perspective will be helpful to you as you evaluate this exceptional candidate. When Phillip was hired, our department was in it’s infancy. We didn’t know what skill sets we would need in the future, but we knew we needed high-performing proactive “doers”. As soon as he joined our team, it was clear Phillip epitomized that descriptor. One of the most evident examples of his initiative came shortly after we signed an 8 figure contract with a technology provider. Being a small team, resources were at a premium. As the technology leader, I initially managed all aspects of the relationship and implementation in addition to my other duties. Being stretched so thin meant most of the product strategy was stored solely in my mind. Phillip identified the need for centralized ownership of the tool and came to me to offer his services. His established relationships with the organization’s leaders made it easy for him to liaise between our technology team and business leaders....
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...Developing a Philosophy of Leadership A leadership philosophy is the way we see ourselves as leaders. This philosophy guides our actions, our behaviors, and our thoughts. Our philosophies are influenced by external and internal forces. We can change who we are as leaders by simply changing our philosophy of leadership. Leadership philosophies can change as you grow to understand yourself within the context of leading. Creating or finding your leadership philosophy means that you must explore and reflect upon your personal values, assumptions, and beliefs about leadership. Personal values are qualities or characteristics that you value. You would rather leave an organization or step down as a leader than violate your values. Your values guide your intentions and they influence how you lead. When your personal values are clear and you are conscious of them, you create a solid foundation for leading. Assumptions are ideas that are assumed or believed to be true. As a leader it is important to understand what assumptions fuel your leadership thinking. Often leaders are not aware of the assumptions because they are operating from certain paradigms that will not allow them to see assumptions. Reflection into one’s leadership is an excellent way to uncover assumptions. Beliefs are ideas that we hold to be true; they shape our realities. If a leader believes that the only individuals in an organization that can make decisions is the management staff, then that belief will...
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...Developing a Philosophy of Leadership A leadership philosophy is the way we see ourselves as leaders. This philosophy guides our actions, our behaviors, and our thoughts. Our philosophies are influenced by external and internal forces. We can change who we are as leaders by simply changing our philosophy of leadership. Leadership philosophies can change as you grow to understand yourself within the context of leading. Creating or finding your leadership philosophy means that you must explore and reflect upon your personal values, assumptions, and beliefs about leadership. Personal values are qualities or characteristics that you value. You would rather leave an organization or step down as a leader than violate your values. Your values guide your intentions and they influence how you lead. When your personal values are clear and you are conscious of them, you create a solid foundation for leading. Assumptions are ideas that are assumed or believed to be true. As a leader it is important to understand what assumptions fuel your leadership thinking. Often leaders are not aware of the assumptions because they are operating from certain paradigms that will not allow them to see assumptions. Reflection into one’s leadership is an excellent way to uncover assumptions. Beliefs are ideas that we hold to be true; they shape our realities. If a leader believes that the only individuals in an organization that can make decisions is the management staff, then that belief will...
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...|[pic] |MAN 385: Leadership Development | | |Fall 2011, #04693 | Professor Deidra Stephens, Ph.D. Office CBA 5.133 Phone 232-3780 E-Mail deidra.stephens@mccombs.utexas.edu Course Web Page via Blackboard Class Date/Time/Location Tuesdays, 3:30-6:30 p.m., GSB 5.154 Office Hours By Appointment Course Description & Objectives The Texas MBA program is designed to develop influential business leaders. The MBA Program has identified four fundamental and broad pillars of leadership: knowledge and understanding, communication and collaboration, responsibility and integrity, and a worldview of business and society. This class is designed to help students develop a deeper understanding of their leadership capabilities in the context of business. During the first year of their Texas MBA program, students engage in co-curricular programs, services, and leadership roles that are designed primarily to develop their skills. These activities are meant to introduce students to a wide variety of topics, help them hone in on their own strengths and weaknesses, and provide them with a foundation from which they can further their leadership development into their second year. The task during the...
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...Self-reflection – the key to effective leadership Most authorities on leadership development understand the importance of assisting managers and leaders to engage in self-discovery and self-reflection. Recorded statements from philosophers about the need for self-awareness and reflection for those in leadership positions goes back thousands of years to ancient philosophers and teaches like Confucius, Socrates, Plato, Jesus and Mohammed. However, research has shown that self-reflection is possibly a manager’s least favourite activity. While much has been written on the need for self-reflection and for selfunderstanding by managers, little is available that points the way forward for managers on how to commence self-reflection, what are the processes involved and how one commences on the road to self discovery. In this short article, I will endeavour to assist you to commence learning about yourself. There are two good reasons why managers and leaders should be concerned about learning about themselves. First, while some people, because of personality flaws, like narcissism, Machiavellianism and psychological personality disorders should never be allowed to lead others, most people can improve their leadership potential and performance by engaging in self-reflection. Second, research has shown there is no better bedrock for effective leadership than a secure understanding and sense of oneself. Self-understanding also provides a sound basis for understanding ...
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...born, they are made. There are many personal and professional qualities that come together to create a leader with great skills. While a person may not be naturally endowed with all of the leadership skills needed to be a great leader, they can be learned. A starting point to evaluate one’s leadership skill level is to take a personal inventory of your current leadership skills. Based upon the information provided from your inventory, you can identify areas where additional learning is needed. The mark of any good leader is having the ability to acknowledge that they do not know everything and that they have room to grow and improve. My personal inventory of leadership skills and competencies, obtained through the completion of a leadership skills quiz, resulted in a score of 76 out of 90. The results of the quiz were broken down into three major leadership components. They were personal characteristics, emotional...
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...The Personal Leadership Strategy | An important part of ongoing leadership development is the immediate application and practice of newly learned skills. In addition to discussing some of the major issues in Organizational Leadership, during this course you were introduced to a variety of leadership skills and techniques that will better enable you to inspire high performance in others. Research suggests that you will significantly increase the likelihood of your accomplishing your goals, vision, and plans if you write them down. Research further suggests that the longer you wait to apply and practice what you have learned; the less likely you will be to successfully transfer these skills into real-world applications. As you fill out the form, take time to reflect now on the information and questions provided in this document. At minimum, identify four things you will do within the next 10 days to reinforce or apply what you’ve learned. Consider your development needs in relation to your organization, cause, or movement’s needs, or another situation you are currently in. Relating them to real-world learning will ensure that the skills get practiced now. As you progress through the next terms of classes you should use this as a guide for developing strategies so that you will continue your journey in becoming an effective leader. Personal Leadership Plan | Name: Lauren Hajek Date: 12/4/15 Development Area | Specific Action(s) | Target Dates | Resources...
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...the critical thinking model created by Browne and Keeley? Critical thinking can only be effective if the one who engages in the process understands the 11 questions and steps created by Browne and Keeley while adapting them to each situation. This paper is an attempt to evaluate and converse the nature of critical thinking as an intellectual process based on the given situation (ex. the memo to evaluate the merit of Ms. Forsythe’s proposal to establish and fund a new leadership development program for junior insurance executives). Critical Thinking: According to Brown and Keeley (2007) critical thinking is an organized intellectual process that an individual undergoes while using all the information that is available from the environment to analyze situations, solve problems, develop logical conclusions, evaluate probabilities, and formulate decisions. Unfortunately, critical thinking is multifaceted and is not a simple process; rather it requires the ability for individuals make use of personal skills, perspectives and values to establish a frame of reference that...
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...Presentation Outline: Leadership and Organizational Theory: the heart of the matter * Introduction Paragraph * This article discusses concepts of leadership and organizational theory. * It begins with a statement “Leadership is much more of an art, a belief, a condition of the heart, than a set of things to do. The visible signs of artful leadership are expressed, ultimately in its practice.” This statement mirrors our study of emotional intelligence. * The article identifies essential leadership theories and their impact on organizational dynamics. * Introduction of Leadership Theory Impact of Leader-Follower Relationships * Leadership theory and application revolve around two major ingredients: leadership and followership. Together, they encompass strategies for solving social coordination in effective problem solving, conflict resolution and cohesion among groups who work together. * Major Point #1: Impact of Leader-Follower Relationships * There are multiple leadership styles, but no one style is recognized as the ‘all in all’ of leadership. Many leaders employ a variety of styles to adapt to situations, which the author refers to as situational leadership. Other leaders apply specific leadership styles based on who they are and how they lead. * Major Point #2: Leadership influence on Organization Culture * The key is to develop a leadership style that gets to the heart of the...
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...Questions, Browne (2012) will guide this discussion. A summation of findings and suggestions for future readings concludes this discussion. Asking the Right Questions What are the issue and conclusions? The first step to appreciating the authenticity and credibility of the work is to identify the issue as well as the conclusion purported by its author. Browne (2012) defines the issue as the question or controversy that is responsible for the discussion, the actual stimulus (p. 19). In the memo by A. Ravaswami to one of his colleagues, the issue raised is whether a leadership development program is even necessary (A. Ravaswami, personal communication, October 10, 2012). This is an example of an explicitly stated prescriptive issue. The author is raising the question as to what is the proper route for training his top-level executives. The answer to this will involve ethical, moral and personal viewpoints and is therefore a prescriptive issue. Defining the conclusion although complex is the essence of utilizing critical thinking as it helps the reader focus on the message that the author would like us to accept. In Asking the Right Questions, Browne (2012) offered sequential steps to locating this author’s conclusion and are listed here. 1. Ask what the issue is: Knowing and understanding the issue will help you...
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...the costs to send 20 employees to the Aspen Leadership Institute of Colorado for an intensive three week leadership-development training at the cost of $5,000 per person. The CEO of the company has asked the VP of Human Resources, Anil Ravaswami (hereafter referred to as “Mr. R.”), to analyze the proposal and report back his findings. Mr. R has completed his research and analysis and presents his findings in a memorandum to the CEO of the organization (A. Ravaswami, personal communication, October 10 2014). The following is an analysis of Mr. R’s memorandum that has been organized based upon the strategies presented in the book Asking the Right Questions, by Neil Browne and Stuart M. Keeley (Asking the Right Questions, 2015). Browne and Keeley have established a framework through which one can analyze and evaluate issues, reasons, assumptions and conclusions through a series of thinking tools and strategies and the following is presented based upon that framework. What are the Issues and Conclusions? The issue at hand is what Browne and Keeley refer to as a prescriptive issue, one that seeks to determine whether or not the company should incur the costs to develop a new leadership training program. Prescriptive issues bring into question whether or not a contemplated action is _________________. Mr. R has been asked to make a recommendation as to whether or not there is merit in participating in the leadership program. At the end of his memorandum...
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...through analysis of written statements in reflection papers. The open-ended nature of the writing is intended to encourage self-directed reflection and expression of both feelings and thoughts. The categories represent major objectives of the Pathways to Leadership: Emerging and New Administrator Workshop* classified according to the Awareness—Acceptance—Action (AAA) paradigm of behavioral change as described by Mitstifer (1976). Awareness: Statements imply that persons have made attempts to discover who they are and what they wish to become. This is usually expressed in second or third person only. Acceptance: Persons made positive and/or consistent statements in the first person. Statements must show commitment and some decisions toward action. |Category |Examples | |Self-Awareness—Statements indicate participation in the |_____awareness—The way individuals handle issues affects others. | |evaluation of self. Persons reflect on their own thinking and |_____acceptance—I am beginning to examine my assumptions and | |reasoning and participate in advocacy and inquiry. |conclusions so that I can be more comfortable in advocating my | | |point of view. | |Relationships and Teamwork—Statements indicate that one’s ...
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...through analysis of written statements in reflection papers. The open-ended nature of the writing is intended to encourage self-directed reflection and expression of both feelings and thoughts. The categories represent major objectives of the Pathways to Leadership: Emerging and New Administrator Workshop* classified according to the Awareness—Acceptance—Action (AAA) paradigm of behavioral change as described by Mitstifer (1976). Awareness: Statements imply that persons have made attempts to discover who they are and what they wish to become. This is usually expressed in second or third person only. Acceptance: Persons made positive and/or consistent statements in the first person. Statements must show commitment and some decisions toward action. |Category |Examples | |Self-Awareness—Statements indicate participation in the |_____awareness—The way individuals handle issues affects others. | |evaluation of self. Persons reflect on their own thinking and |_____acceptance—I am beginning to examine my assumptions and | |reasoning and participate in advocacy and inquiry. |conclusions so that I can be more comfortable in advocating my | | |point of view. | |Relationships and Teamwork—Statements indicate that one’s ...
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