...A.1. Evaluate my leadership style My main leadership style is delegator. The advantages to the employees are they work on their own, no one stands over them and they set their own work schedules. The employees use their creative talents to enhance the finished product. The employees feel that they are in charge and have a stake in the finished project. Other advantages for the employees to work this way are they have the freedom to set their own hours. They can arrive late, leave early or take a long lunch, as long as the project they are responsible for is on schedule. This style of leadership empowers and makes the employee more responsible (Beck & Yeager, 2001). Strengths: · Leader time management- The leader or manager will more time to focus on important issues instead of standing over employees making sure the work is done. · Using the best talent for the task- One person is not good at everything, if the best person is selected for the task, based on ability, the task will be completed quickly and painlessly. · Develop skills- Delegation allows employees to learn and grow. Assignments completed with a coworker will allow the employee to learn new skills that the employee does not know. Developing the employee’s skills prepares the employee for a promotion and it allows the leader to pick from a larger creative pool. · Communication- Communication is imperative, without communication between the employee and the leader, the leader will not know the progress of the...
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...Leadership Task 1 September 16, 2014 Leadership Analysis Personal Leadership Style After reading Leadership: Research Findings, Practice, and Skills, I believe that I fall into a Participative style of leadership, as I am very big on getting feedback about decisions, especially when the feedback is from a person or persons that have more experience in the current situation than I do. My philosophy in life and business is that most likely someone has already encountered the same project or problem and would have insight on how to accomplish or resolve. Further, I believe this mindset would put me in the subcategory of a consultative leader, where I gather input, but retain the final decision making authority. “Consultative leaders confer with group members before making a decision. However, they retain the final authority to make decisions” (Dubrin, 2010). I know that as a manager, I can be detached from everyday work that matters to the customers. This is where those whom I manage would be able to offer more insight on operations. Additionally, I am not well versed in every aspect of operations within a company, therefore, I would rely on experts in their fields, i.e., marketing, to provide insight. The openness of management with this style is a strength. As workers on the front line are involved with customers and daily operations, their feedback is valuable and real, it helps play a part in strategic planning. When employees know their opinions matter and that management...
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...WGU SAT2 Leadership Task 2 A. Leadership Style There are certainly several types of leaders, and both good qualities and bad qualities to every type. While I think most leaders cannot be pinned completely into any one label, my own personal leadership style most closely matches the participative style. The participative style of leadership lends itself toward collaboration within the group rather than dictatorship or authoritarian style leadership that makes firm decisions based on their own personal judgment. Generally, the authoritarian leadership style is considered to be the more traditional type. In the past most businesses operated under the assumption that there were not effective reasons to discuss decisions with staff before making significant changes. This rather militant style of operating businesses can be visualized as a top-down approach; decisions come from above and trickle to those below. This is mostly effective, but leaves the people on the bottom, oftentimes the ones actually doing the labor, with no voice about how to perform their daily work activities. Over time management concepts have evolved into modern techniques that rely more on listening to and understanding the needs of employees as more businesses realize how much more productive employees can be when they have some control in their team or work environment. I do feel that some leadership decisions can and should be made directly by the leader or manager in charge, as there is not always...
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...Leadership styles are a particular approach taken by a leader. These styles can either be participative or collaborative or directive or commanding. Leaders can either choose to shift their style depending on the situation or use the same style all together. Choosing the right leadership style can be very effective or ineffective depending on the group. It is important for leaders to know exactly what their main leadership style is so that they can better prepare to address situations and people or so they can know how much to alter their leadership style in order to get the best results. A1. Having worked in groups numerous times throughout my professional career as well as my educations career, I would have to say my leadership style fits more closely to the participative leader. Democratic leadership, also known as participative leadership, is a type of leadership style in which members of the group take a more participative role in the decision-making process (http://psychology.about.com/od/leadership/f/democratic-leadership.htm). Participative leaders tend to take everyone’s opinion into consideration before making the final decision. There are also subgroups to participative leadership and I would say I fall in to the consultative leader’s subgroup. Although I value every team member’s opinion and take into consideration everyone’s thoughts and Ideas I like to make the final decision. The final decision is usually based on weighing the pros and cons of each decision and...
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...Leadership Handbook Leadership Handbook 2014 Team Payton Manning Western Governors University 10/26/2014 2014 Team Payton Manning Western Governors University 10/26/2014 Emotional Intelligence Kristen Bogue 000214741 What is emotional intelligence? ------------------------------------------------- “If your emotional abilities aren’t in hand, if you don’t have self-awareness, if you are not able to manage your distressing emotions, if you can’t have empathy and have effective relationships, then no matter how smart you are, you are not going to get very far.” –Daniel Goleman ------------------------------------------------- “If your emotional abilities aren’t in hand, if you don’t have self-awareness, if you are not able to manage your distressing emotions, if you can’t have empathy and have effective relationships, then no matter how smart you are, you are not going to get very far.” –Daniel Goleman Commonly referred to as EQ, Emotional Intelligence is the ability to observe, influence, and assess the emotions of others by being aware and in control of your personal emotions (Cherry, n.d.). The search to understand people’s ability to get along with other people using emotional intelligence began in the 1930s and was popularized by Daniel Goleman in the 1990s after the EQ theory was developed by Peter Salovey and John Mayer (Unknown, 2009). EQ was originally thought to be an inborn trait—one that could not be developed, but Daniel Goleman and other psychologists...
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...Running Head: Leadership Skills Analysis Leadership Skills Analysis Competency 325.1 Running Head: Leadership Skills Analysis As I reviewed all the different leadership styles within our e-text I came to the conclusion that my individual leadership agenda is most congruent with the participative style. " Sharing decision making with group members and working with them side by side has become the generally accepted leadership approach in the modern organization" (DuBrin, 2009, p. 113). As a leader, I strive to make an effort to extract thoughts and opinions from my team members when making major decisions that impact the team as a whole with my chosen leadership style. Participative, also referred to as consensus, leadership allows managers to evaluate and integrate the whole picture within their role allowing for a more unified approach to decision-making. Thorough assessment of my team members’ leadership styles, I have chosen to compare the styles of Delegation and Problem-Solving. (… effective leaders who are good at problem solving,[->0] skilled at managing the balance between openness and decisiveness)”. (Beck &Yeager, 2001). Problem Solvers hope to maintain a balance between sincerity and conclusiveness. The Delegator utilizes a different leadership approach. “What leaders often...
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...SAT2 Leadership Task 1 A1.) I am a Participative/Consultative leader. My style on the Leadership Grid is Sound Leader. I believe in empowering my team to participate in the decision making process both as a team and as individuals. My team members are experts in their particular functions, and as such have valuable skills and experience to add to the decision making process. In order not to slip into the Human Relations leadership style, I maintain control of the final decision after getting input from the team, and manage the insignificant day-to-day decisions with an understanding of the needs of the team and the requirements of the project. I set incremental and final goals for the team after we have discussed a project and determined the appropriate path to successful completion. I am aware of personal goals of my team members, and support them while keeping in mind the organizational objectives. a.) One strength of the Participative/Consultative leadership style is that the team members feel heard and are invested in the outcome as they have contributed to the project development and structural process. This means that there is less complaining, more focus on the goals of a project, and generally more willingness to cooperate with other team members in order to reach objectives. Another is that in utilizing my subject matter experts in a given area, I do not myself have to become an expert in each area. I trust my subject matter experts to know their area of expertise...
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...A1. Leadership Style: My leadership style evolved from an autocratic style while serving in the military to a situational style in my current career as a therapy supervisor. My staff consists of sixteen occupational therapists, three occupational therapy assistants, one speech-language pathologist, and ten physical therapists. The staff members are unique individuals with high level of education and various skill levels. Together, they are a highly engaged team. The most senior staff member has thirty-nine years of clinical experience with twenty years as the department supervisor. The most junior staff member has ten months of clinical experience and a strong focus on research. Majority of the staff have over fifteen years of clinical experience and mentor the less experienced staff members. Therefore, I must identify the priorities of the department and the larger organization, the technical and clinical skills of the staff, the engagement of the staff, and adjust my leadership from directing, coaching, supporting, and delegating depending on my staff’s needs and the situation. This style allows me to be flexible in my approach depended on the tasks and actions that I am requesting from them. This style also allows me to support my staff in their professional and technical development. This style resulted in the development of a clinical education program, preschool-aged therapy group, teaching opportunities both in the community and overseas, and home-based therapy...
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...LEADERSHIP - SAT TASK 1 A1. LEADERSHIP STYLE Leadership is the ability to organize a group of people in order to achieve a common goal. My leadership style is participative leadership and it is to share decision making with each member of my group. A Participative style of leadership encompasses consultative, consensus, and democratic. As a participative leader who is consultative, it is very important that I confer with members of the group before making final decisions on issues concerning the group. In addition, as a consensus leader, it is important to build consensus among the group in order to encourage group discussions concerning an issue and finally make decisions that fully reflect the agreement and support from the members of the group. Consensus leader ensures that all members of the group are involved to support a decision before it is considered final. Also, a participant leader is a democratic leader who ensures that final authority in decision making lies on the group. In this case, the group deliberate on issues and collect group opinion, and then cast votes in order to determine the final decision to make. DuBrin, A. (2010). Leadership. The advantages of the Participative style of leadership are that it operates on bases of management openness which allow leaders to accept suggestions from group members to manage the operations. The participative style also allow welcoming ideas from workers since the workers are closer to the market and know how the products...
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...Leadership as a whole can be broken into two discrete components: relation-oriented leadership and task-oriented leadership. Relationships between a leader and their follower(s) take time to develop, require a large portion of trust, and two-way open communication. (Which follows trust) Overtime, relationships build to form deep interpersonal interactions. The idea is to create these relationships with the consequence of achieving goals after. With positive relations between a leader and a follower, the leader appears approachable to the follower, and the follower is easier to understand. Understanding one another creates such a bond that it encourages motivation as well. Decent relations will spark worthy work, which will produce suitable outcomes. Likewise, the negation states that negative relations will trigger unconstructive work, which will...
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...SAT Task 2 Personality Traits and leadership styles of great leaders Each person is unique and has their own personality traits that make them different from the next person. Likewise, each leader is different and has their own methods of leading their teams. In order to be an effective leader there are certain traits that research has shown effective leaders have. They are broken down into two categories, general personality traits and task related personality traits. In the figure below you can see examples of the general personality traits of effective leaders. General Personality Traits of effective Leaders (Fig. 2-1 DuBrin, A. , 2013). A self confident leader is a good leader due to his/her self assurance. The ability and confidence to take charge and make (sometimes quick) decisions is important for leaders because it often must be done. Self confidence is also associated with being able to stay calm in stressful situations, another good trait for effective leaders. Humility is an very important trait for leaders to exhibit at the right times. No one knows everything and as a leader, they need to realize and acknowledge they too make mistakes and have room to grow in order to improve. Trustworthiness is an important trait for leaders to have so that they set a good example for their team. Also, honesty is important to be given the first and every time so that incorrect information is not communicated from employee to employee or from employee to customer...
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...Folio Task 2 Leadership and Emergency Response 1. A leader’s effectiveness is defined by their characteristics and qualities. To be an effective leader you must have qualities such as confidence, being positive and experience, just to name a few (See Figure 1). Qualities such as these are what make leaders successful and effective. (Figure 1) Confidence is one quality that I believe is a must, if a leader isn’t confident in what they are doing or saying how can they expect people to follow or believe them? If the group doesn’t have confidence in the ability or knowledge in the leader there wont be any trust created. Without any trust formed between the leader and the people he is leading situations such as non cooperation, arguments or negativity...
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...Lens and Dilemmas Ethical Leadership C206 April 4th, 2015 Ethical Lens and Dilemmas Ethics is the guiding force in any respectable organization. With a moral compass, especially in the leadership of organization, a company can become compromised and fall into a quagmire of legal issues, a tarnished reputation, and devaluation of company stock if it is a publically traded company. In pursuit of examine my own ethical lens I will analyze the ethical traits of an admired leader, my own traits as exhibited in the Ethical Lens Inventory, and how I make a decision concerning a particular ethical dilemma. Ethical Traits of President Obama My chosen leader for this ethics review is President Barack Obama. President Obama’s two leading exhibited ethical traits are respect and fairness. According to article Obama's Leadership & Character Traits Obama showed the first trait, respect, when he shared his views concerning diplomacy with Iran before he took office. He believed that we should recommence peace talks with Iran rather than pass a bill that would seek to label a group within their borders a terrorist threat which would lead us to locate troops near the Iranian border and escalate already heated tensions with Iran. Obama showed respect in this instance by believing that the past of an organization does not inherently infer that the organization should be disrespected by using force first rather than diplomacy. (Obama's Leadership & Character Traits, n.d.) The...
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...DETAILS OF TASK In the 21st century raising money for a cause has become one of the most common form of assistance offered to people in need. These activities have attracted a lot of interest from individuals especially those in leadership. It would be of no use if these monies were collected and used for the intended purposes. It is for this reason that am going to write a project on raising money for a cause. The project will involve organizing a fund drive which will be conducted in the form of a race to help raise money for humanitarian needs. ANTICIPATED OPPORTUNITY TO PRACTICE LEADERSHIP As leadership in action student, I find that the project will provide a good avenue for me to practice my leadership skills. I intend to chair a committee who will oversee that this project is a success. These opportunities will include sourcing for finances mostly corporate, liaising with the local authority or one of the institutions to provide an avenue for the race and most of all to coordinate the day’s activities. GOALS AND OBJECTIVES The main goal of this activity is to practice the theories learnt in the leadership classes in real live situation. Interacting with people is one of the main aspects of leadership and hence, this project will equip me with the necessary experience. Team work building is another major function performed by leaders. Through the involvement of different people to make this project a success, I will be able to gauge how best I am able to solve team...
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...Volunteer Activity MGMT300 Leadership Table of Contents Introduce your activity………………………………………………………………2 How/why was this activity chosen? Did you “stretch your boundaries?” ………….3 Discuss your experience as it relates to at lease four of the unit topics……………..3 What did you learn about yourself that will enhance your own leadership potential from this experience, and why?...........................................................................................7 Volunteer Activity- The Underwear Affair Introduce your activity The Underwear Affair is an event that takes place in Edmonton, Calgary and Vancouver to help raise money for cancers below the waist, such as prostate, ovarian, and colon. Participants have the option to register for a fun five-kilometer walk, ten-kilometer walk, or a citywide “booty hunt” also known as a scavenger hunt. People participating in the events are encouraged to strip down to their underwear, or wear ridiculous costumes and attire. After the walk, run and scavenger hunt is over, the festivities continue with a hot meal, drinks and dancing for all participates and families. This year was the seventh annual Underwear Affair in Edmonton; approximately 1100 people participated in the events raising $625,000 dollars for the Alberta Cancer Foundation. This money will help support vital research, treatment, care and early screenings at the Cross Cancer Society and 16 other cancer centers in Alberta. In the...
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