This week I take on Ohio as I learn to grow as a leader.
Today a lot of the things we talked about really hit home with me, and I actually cried in a room full of strangers as I told them my story and why I chose to be a leader.
But today we talked about resilience. We defined resilience as:
The process of adapting well in the face of adversity, trauma, tragedy, threats or significant sources of stress.
This definition really spoke to me. I have been facing this day after day ever since April, and today we had a lady talk to us about it for 2 hours, but it felt like it was only seconds. She helped me to realize that I am not alone, that I have other sisters out there that are fighting, if not the same battle, one that is similar to mine.
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Collaboration. I have a one track mind. I get an image for something in my mind, and then that's how it has to be done. I have never been great at asking for other people's feedback (which bleeds into the next point), and I always have to have things planned out just the way I see them in my head, so I need to stretch myself to collaborate with others, especially if I want to obtain leadership opportunities within my life. But this is also a good thing to keep in mind for friendships and any other kind of relationship that includes more than just yourself. Learning to collaborate is also learning to compromise, which will always be inevitable when more than one person are …show more content…
I definitely relate to these characteristics way more... Most of the time they all occur at once.
To fold up into yourself is basically when you look at people and just say "I can't with you right now." You hide away, turn off your phone, turn off all communication with the outside world, and basically just become one with your bed... and maybe a bag of taco bell. With my depression, I am guilty of this a lot. People try to talk to me and then I get in trouble because I get irritated that they won't just leave me alone with myself for a bit... That's often when I storm off. You just hit that point where you've had enough and you just need to run away from all your responsibilities. This was comforting to hear from someone else, because I was starting to worry that maybe part of my three year old self had held onto parts of my brain. Next is to blame others. You don't want to accept that you have done wrong or that you have messed up, so you start putting the blame on other people. Next, you require total control. In a leadership role, sometimes you feel like you have lost control of a situation, so you try to regain control by taking all of it. You shut people out, and you tell them that you don't need their help. As a bit of a control freak, like I said, I am very guilty of this. As I come into contact with more and more leaders on campus, I have learned to step back and just observe situations and let other people handle them. I have
The results of my Leadership Style Assessment was a Participatory Leader. I believe that the results were accurate. I try to listen and understand to everyone’s point of view before making a decision regarding others at work. “Participative leadership also known as Democratic Leadership Style is a method of leadership that involves all team members in terms of identifying important goals as well as developing strategies and procedures to achieve the goals. From this point of view, participative style of leadership can be perceived as a leadership style that relies primarily on functioning as a facilitator that the one who simply issues commands or orders or making assignment for each member of the team.” ("Participative Leadership," p. 1-2) The definition of Participative Leader to me means a Leader that listens and considers every point of view before making a final decision.
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.
Schien,(1992) has been identifies that how leaders do shape culture, embed and identity through primary mechanism such as role modeling, leader reaction to critical incidents, what leader pay attention to measure or control and observed way of allocating rewards, selection, promotion, and communication. Also, mentioned by (Lian et al, 2011) a great leader with positive influential personality will give a positive effect on the job satisfaction and the performances of the employees. Perhaps, it can be assumed, poor work culture at ward X, may shaped by an autocratic leadership over a long term, consequently affecting works performance and quality of care. (Manthey, 1991) mentioned that staff under bureaucratic had a poor performance and quality in performing a task.
My leadership style assessed by the Kent tool is participative style of leadership. (University of Kent (n.d). Participative style of leadership is the type where the entire team works in collaboration. Each of the team members contributes their valuable ideas, but the final decision is made by the leader (University of Kent. (n.d). This is truly the leadership style that I love to exhibit. Participative leader always encourage inputs from the members to assist in decision making. For example, in a code blue situation, team leader directs the code, but each member has designated roles and communicates throughout the situation, aiming towards a single goal. Participative leadership builds consensus through participation. Individuals with different skills and knowledge working towards common summit will take them to a level of synergy where whole is definitely greater than sum of parts. (Koen, M.P.,&
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
According to my results on the Multifactor Leadership Questionnaire (Bass & Avolio, 2014). Transformational would be my personal leadership style. Transformational leaders are friendlier with followers, fostering warmer interpersonal relationships with them and motivating followers by appealing to their high-level or self-actualization needs. Building trust and acting with integrity, encouraging others to be there best are also attributes of a transformational leadership style. In addition, it would also include energy, and determination, vision, provision for challenge and encouragement for subordinates, and an appropriate degree of risk taking (Javidian and Waldman, 2003). I would agree that this is unquestionably a precise description of my leadership style and the leadership style I prefer to follow. Although there are several different leadership styles in my opinion this style would penetrate long-term successful in the public and nonprofit sectors.
My current mentor and I differ in many ways concerning leadership styles. Based on the FRL material and assessment, my strengths rest in the Transformational Leadership style, especially Inspirational Motivation and Idealized Influence. Although I score relatively high in Individual Consideration and Intellectual Stimulation, these and the management concepts (MBE-P, MBE-A, and Contingent Rewards) are distinct areas of improvement. Conversely, my mentor is an exceptional manger, excelling in MBE-A and Contingent Rewards. Additionally, he is uniquely gifted in Individual Consideration and Intellectual Stimulation. He quickly understands processes and is quick to recognize inefficiencies. Furthermore, he is skilled at intellectually stimulating others to recognize alternatives and develop stronger skills while truly valuing his Airmen. Undoubtedly, his skill in my areas for improvement is what drove me to seek a mentoring relationship with him.
During the following year, I will be facing major changes in my life, and clearly what is expected from me is discipline and hard work so I will be able to achieve my goals. Based on my “Leadership Style Analysis Paper” I realized that sometimes I am extremely relaxed, carefree, and unable to stay focused on formal studies so I knew I had to change. In the future, I don’t want to be recognize by those “attributes”. I want to be known for being efficient, proactive, thorough, committed, trusting and determined and my desired identity is defined in three two-word phrases: 1. efficiently proactive, 2. thoroughly committed and 3. trustingly determined. At the end, my leadership brand statement end up as follow: “I want to be known for being efficiently
Leadership is the action of influencing the thoughts, attitudes and behaviors of a person or group of people. In order to direct and empower people toward a specific goal in any organization, a leader must first be in place. NBMBAA has successfully been the forerunner in leadership development and empowering minority business professionals for forty-five years by focusing on three significant principles: relevance, drive and effect.
When combined with authentic leadership, critical theory allows me to examine organizations from a variety of perspectives while challenging inequities in policy or practice through an action-oriented approach. The primary strength of authentic leadership is that it is multi-faceted. Authentic leaders are proactive, adapting their style to fit the situation. Authentic leaders are also strategic and are said to lead with their heart and their head. For example, they can move fluidly from empathetic and motivational to visionary and goal centered, and balance the needs of followers with the goals of the organization all while remaining true to themselves. (Northouse, 2016; Walumbwa et al., 2008; Gardiner, 2011). I am also fully aware that my lens as a
Hi Rachel! Great thought about how displayed leadership behaviors can help create a positive setting in which relationships are strengthened. This is part of what I liked about the psychodynamic approach, since it can assist in comprehending the motives of followers. For example, two people may perform the same behavior, but have vastly different reasons for what they did. The psychodynamic approach at least give possibilities for the underlying behavior and motivational patterns, which can be beneficial in being open-minded and influential with others (Northouse, 2016). Like most approaches, psychodynamic leadership takes practice and perseverance to get it right. Northouse (2016) mentions that if the psychodynamic approach is too constricted
I have chosen Ngozi Okonjo-Iweala as my idea of a true leader. Ngozi has made corruption her enemy and stability her goal. She is fiercely intelligent; everyone wants her to work with them. (Bono, 2014) As a charismatic leader, she is a combination of agreeableness and extroversion while earning respect, confidence and loyalty of the group. (Engleberg, p. 122) She inspires others to reach goals and would be described as a transformational leader. (Engleberg, p.122) She once said, "I think being a woman makes you able to deal with a lot of things - and still keep sane. I also think women have less ego. If someone's saying things to make me feel bad, I don't care as long as I get the job done. When it comes to doing my job, I keep my ego in
“Let us not seek the Republican answer or the Democratic answer but the right answer. Let us not seek to fix the blame for the past—let us accept our own responsibility for the future”
Managers play an important role in many organizations, they must be able to handle many different situations, and adapt their management style to different situations. The way a manager goes about getting things done and achieving the goals of an organization is known as the management process, also called the four management functions: planning, organizing, leading, and controlling (Kinicki, A., & Williams, B. K. 2013, P.9). Many managers possess three main skills; Technical, the ability to get things done; Conceptual, the ability to think analytically; and Human skills, the ability to work well in cooperation with others ((Kinicki, A., & Williams, B. K. 2013, P.22). Using the management process and possessing the technical, conceptual, and
It can be concluded ,that leadership requirement may vary from situation to another ,so it is important to be flexible on various kinds of situations .Many authoritative leaders use penalties against their employee that will lead to tension ,absence of innovation and moral fall ,that can affect the performance of the organization. Also lessez -faire style can bring to staff an informal selection for guidance that might be successful in certain environment, yet can fail in another .Personally, democratic and behavioural style are highly concerned with my subordinates with whom I feel open and easy to communicate and deliver to achieve goals ,so flexibility doesn't mean a transformation in personality it's all about changing tactics in various situation that a manager can face .