My Leadership Style Analysis

As I take a moment to reflect on my time here, I have learned that I have traits of a Transformational Leader but that I also have room for improvement. I have highlighted areas in where I felt I needed the most improvement to become the Transformational Leader that I aspire to be. For the next three to five years, I plan to implement these changes to improve the way that I utilize the Elements of Adaptability, The Who, Stakes and Situation, Impact on Work Center Climate, and Ethical Behavior concepts. Understanding and effectively implementing these changes will make me a better leader for my subordinates, peers, and supervisors.

Different leaders have different ways of handling their role as leader of a group, particularly in the workplace. Whatever style a particular manager chooses, however, it is expected that, as leader, that he makes the final decision. Even in a more participatory work environment, it is expected of him or her to cast the deciding vote when there is a tie.

The Leadership Style Assessment tool, I am categorized to have free rein leadership style. I strongly disagree with this assessment for many reasons; I am detailed oriented and I never assume tasks will be completed correctly, unless, I complete the task myself. I am intently focused at work, rarely relaxed, as I want to ensure that I give 100% to my job.

Leadership style research has been conducted examining multiple variables and settings, but the review of literature shows a need for more analysis of how such styles are being viewed by teachers in both high poverty and low poverty settings. School climate differences also need further examination to determine if teachers perceive their school climate differently in high poverty and low poverty schools. Chapter three describes the sampling procedures, research methodology, instrumentation, data collection, data analysis and procedures for the study of leadership styles and school climate differences in schools of different poverty levels.

Ms. Corson, my second-grade teacher was a democratic leader who influenced with integrity. She was the first to demonstrate equality and justice, in my world. She became the standard which I held all leaders to from that point forward. As one might well imagine, that new standard led to a great deal of disappointment and insubordination.

My philosophy of leadership has changed for what I believe is better and more open minded. I know there is more information for me to learn and I am looking forward to learning more about leadership and how to improve myself as a leader. To improve my own leadership skills I think it is important for me to recognize my strengths, weaknesses and values. This is truly important for any successful leader because there is always ways to

I now understand that some individuals need to be inspired or intellectually stimulated to perform at their optimum level. Improving in these areas will increase my level of success as a leader in my work center, while also improving my work center’s overall mission effectiveness. In conclusion, successfully developing as a transformational leader, will aid in building trust within my supervision, as they will see that I have the ability to not only accomplish the mission, but create and sustain “buy-in” from my subordinates as

Throughout the course of the semester, I have learned a variety of essential skills needed in order to become an effective manager. Whether I was studying for a test, or just skimming through the chapters, I took some time to reflect on some of my own personal strengths/weaknesses and applied it to “Google’s Rules: Eight Good Behaviors for Good Managers. Possessing a balance of human, conceptual, and technical skills are the standard expectations of management, and I was floored to discover I already possess most of those skills. After completing the “What’s My Leadership Style Assessment” I learned I am a People oriented leader. With training, hard work, and dedication to improving in the areas where I lack, I realize I am well on my way to becoming a phenomenal manager. Covey states “Management is efficiency in climbing the ladder of success; leadership determines whether the ladder is leaning against the right wall.” (Covey, 1989) I must first focus on being a great leader, and taking the necessary steps. Throughout our course book, I have taken a plethora of Self Learning Exercises and have become more aware of my strengths, weaknesses, areas I want to improve and even those I should dilute. I view myself as a manager who doesn’t tolerate bullies, always encourages good energy in the workplace, easy to talk to, confident, knowledgeable on topics, and result-oriented. The type of manager that encourages a productive, clean but cozy work area where people

answer. Let us not seek to fix the blame for the past—let us accept our own responsibility for

I’m very much in favor of learning more about transformational leadership as it relates to leading with inspiration that is committed to new changes. While at the same time, I would like to possess strong skills of team building, which I would strive to achieve advancing forward by putting in extra effort to help the team to remain successful. I’m encouraged and started to see that leadership is not about managing others, it is about influencing them to do well, which I will strive to achieve.

A third strength of my leadership style is that it promotes a good relationship and sense of loyalty among my followers. This is a benefit to me and the organizations that I lead, because it leads to more productive followers. The people that I work with and who work for me want to succeed in part because they want me to be successful, and do not want to disappoint me. This sense of loyalty has helped immensely when dealing with students who I have connected with by making sure that they know that I do whatever I can to help them succeed. I am often able to appeal to these students to work harder by making clear to them that completing work on time and in good quality is important to me. The students respond by trying to meet or exceed their goals to avoid disappointing me.

In order to evaluate and reflect on my own leadership practices and style, I completed the Seven HabitsⓇ Profile to shine a light on my current status. Initially I will review the document and my results. I will then evaluate my leadership practices, strengths, weaknesses, recommendations for success, discuss S.M.A.R.T. goals and end with some final thoughts.

My parents divorced when I was 11 and my mother left for Europe to be with her family. She definitely moved to USA when I was 16. I was really close to her while growing up so after she left I did not really have a female figure to look up too or to share my worries with. I grew up in the city and I was going to a private school; being the kid without a mother at home made me feel different but that was not something you could talk about in my dad’s house. He is a proud man and he put that pride in us so we had to keep our heads up all the time. Still, I had people talking on my back. I started keeping to myself from there and doing everything on my own without asking anyone help because that is how my dad wanted us to be: educated, successful, proud and independent so we wouldn’t have to deal with failure or rejection. I realize today that as people, we will always need someone’s help at some point in our life, and pride is not everything. It is hard letting go of old habits, but I am trying to be more of a people person because we can also learn from failure and rejection. They are all part of life.

In an discussion on Leadership and its styles, the main thing that must be focused on is being strategic. Effective leadership stems from an understanding of the various styles of leadership and a comprehension of how each style has an impact upon the organisation 's situation in the present day. It is critical, thus, to keep up with the times. This brings us to the topic of contemporary organisations.

In the case Drill Sergeant at First, we find Mark Young the crew leader of 20 employee’s at a hospital. Young was determined to innovate change in the department by submitting direct and indirect cost of the painting department , as well as, reorganizing of the department with new scheduling and procedures with new expectations of performance. Young’s take in this case is he focused on task performance with his crew to attempt to align the performance of his crew with the expectation and high specifications of the hospital environment. At some point in this case, Young made a conscious decision to utilize the Authority-Compliance Management approach, as referenced by