Reflective Leadership Style Analysis

When I began this course I was very nervous because I had no idea of the scope of the course. I was unfamiliar with the Canadian education system and other students. After receiving instructions from my professor, I introduced myself to the person beside me and this process helped to break the ice. I developed a good friendship with the student and this technique used by the professor helped me develop better communication and relationship skills. After few classes, I felt very comfortable and the nervousness and anxiety faded away. I learned about leadership, power relationships in the profession, personal, cultural, professional and organizational, each of which is very important in the nurse’s career. I also gained knowledge regarding client centred care.

The journal article I chose is about communication styles that create collaborative leadership. Kramer and Crespy (2011) conducted a unique study to look at what communication actions and methods were used to create a collaborative culture within a group setting. The reason for the study was to move from top down leadership style research projects to more modern day scenarios, albeit still focusing on how leaders influence to achieve set goals. In other words, Kramer and Crespy (2011) wanted to focus on the process and not the usual outcome as in past studies.

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.

will become stronger and have more depth, which will allow the entire team to move forward in attempts to achieve their ultimate goals.

The three concepts that I found the most valuable during my academic lessons at Non-Commissioned Officer Academy Intermediate Leadership Experience would be the three elements of flexibility, the five traits of followership, and leadership influencing styles. These concepts are very important to me because they will make a positive change in myself and my leadership style. My goal to change my flexibility and, my overall adaptability, would be to change my default setting of dispositional flexibility to a more positive outlook. I currently may have a stand-offish/negative outlook when it comes to change. To be a more effective leader I must will myself to maintain a positive disposition to a changing environment. The next goal would be

As a leader I work well with others but I can also take charge when necessary. I like to find different ways people can work together and make projects fun and interesting. I’ll always try to fix problems and be

Leadership isn't for the faint of heart. There is a lot of responsibility involved. Plus, the success or failure of the work falls on the leader's shoulders. If a project or event was successful, the leader is praised. If the project was a failure, the leader is often viewed as a failure. If you're the leader of a company or would like to become a leader, it's best to know yourself well and identify who you are outside of the work you do. Otherwise, you run the risk of attaching your self-esteem to an organism that's forever-changing and inconsistent. In order to be the best leader you can be, implement these nine tips.

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.

An analysis of the leadership practices for myself, Ira Rainey, is provided within this paper.

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.,&

Thinking back to the beginning of the semester to now, I can definitely see how things have changed. I had a list of many of strengths and weaknesses at the beginning of this class. I feel as if I have gotten out of my comfort zone and I have grown throughout this semester as a person, and more importantly a leader. I have learned many lessons that I can take and apply to my everyday life and my future ahead.

As I worked through my analysis I was not at all surprised by the areas that I scored the

Leadership can be the unique ability to give instructions to individuals working under you and getting them to abide by the set rules and regulations. For an individual to be viewed as an effective leader, he or she must exhibit traits that depict him as authentic. In equal measure, it proves imperative to take note that authenticity in a given leader cannot be achieved by copying or rather imitating others. Moreover, it is seen that people tend to build trust in the instance one is authentic and unique given that the particular individual is depicting his real character. For the past few years, people have developed a profound sense of distrust among leaders putting into consideration that most of them are trying to copy or rather imitate

The first academic journal that I viewed was Leadership Styles of Effective Project Managers: Techniques and Traits to Lead High Performance Teams by Melissa DuBois, John Hanlon, Jodi Koch, Betty Nyatuga, and Nathan Kerr. A summary of the article, the authors analyze the important qualities of leadership and determine their positive impact, which can benefit project managers in any industry and, therefore, increase project success. They identified two leadership styles: Situational leadership and Transactional leadership. A few of these leadership traits include: team building, setting clear relations and roles between project members, openness, self-confidence, organization, and clearly defining project successes, revaluating when necessary. The traits of organization, managerial competence, emotional competence, openness to experiences, communication, inspiration, investigative, enterprising and entrepreneurialism, demonstrated the highest correlation with project success. These leadership styles and traits were examined and analyzed to determine the extent they contribute to the construction, execution, and closure of the project. The methods for locating and identifying resources, for this project, involved accessing electronic databases provided by the libraries at Drexel University. Each team member conducted a literature

After reading the required text I realized I have a lot of traits similar to a transactional leader. Under this leadership I lean more towards a constructive leader than a corrective leader. With the stated facts would mean that I would fall under contingent reward leadership style. I try to be a leader who empowers rather than micromanages. I also believe that members should own a portion of the goal so they are aware of the value of their contribution. My goal is to equip others with the knowledge to confidently complete their job. I also understand that being one type of leader doesn’t mean that you can’t cross into other types of leadership styles. My style is setting a goal and expressing my expectations. If the goal isn’t met I try to