...Leadership Styles: A Personal Reflection Todd A. Heslep Ohio University Leadership Styles: A Personal Reflection There are many different leadership styles and each individual prefers a different leadership style in their manager. The purpose of this paper is to review and summarize the different types a leadership styles, positives and negatives of each style, and reflect upon my own leadership style. Each person consists of different leadership styles and not usually on specific but rather a mix of different style. However, often times one leadership style is the most prominent throughout their professional lives. There are four different leadership styles and they include autocratic, consultative, participative, and free-rein. The four types of leadership styles will be broken down further in this paper. Authoritarian Leadership Firstly, autocratic leaders are dominant and make is clearly to their subordinates that why are in charge (Lamberton & Minor, 2010). This leadership style can also be referred to as authoritarian leaders. These leaders make sure they only have a professional relationship with their subordinates (Maloş, 2012). This leaders are strong believes in direct supervision. Those employees that are considered unproductive are likely to be more closely supervised to ensure optimal productivity (Maloş, 2012). Traits of autocratic leaders include individual goals, engages in one-way downward communication, controls discussion with followers, expectations...
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...Self-Reflection - Leadership Development Many varied management and leadership philosophies exist and no single style or approach can be considered to be the ‘correct’ one. Regardless of management and leadership philosophies, self-reflection has played, and will continue to play, a significant role in the shaping of a managers leadership philosophy. Depending on the level of consciousness that a manager has in regards to self-reflection, along with how they communication their management and leadership philosophies, will affect their performance as a manager. Like all managers, my management and leadership philosophies have developed through experiences and the meaning assigned with these. The philosophies that I have previously employed have not always allowed me to adequately address a situation; however, by being reflective the experiences have expanded my knowledge base, resulting in refined management and leadership philosophies. Self-reflecting and communicating management and leadership philosophies is essential for managers in realising their personal potential due to the need to actively learn and interpret experiences for future use. Life experiences shape how individuals manage and lead due to the self-perceptions developed through these experiences. The traits, values and competencies associated with different experiences “dictate how people interpret their environment and what motivates them to act” (Brent and Matheny, 2000, p. 3). This important concept...
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...In order to fully understand the personal development and reflective reasoning in relation to your development in the Nursing field, one will have to define these two terminologies. Personal development means to include activities that improve awareness, can develop potential that will ultimately enhance the quality of life. Medical colleges advocate personal development plans as a basis for continuing professional development. Whereas, reflective reasoning is where a nurse can apply learning and insights of others into their own work. In nursing courses students learn through lecture and discussion, which is the primary method for teaching theoretical principles, but when you add a more complete understanding of the relationship between theory and practice one may become a more competent nurse. Awareness of issues and analysis of knowledge and feelings are some stages that are involved in reflection but then identification and integration of new learning is needed as well. By consciously engaging in their own and others reflection it is believed that the level of professional interaction will improve. Motivation, one issue bound to crop up in ones work life, as well as leadership and of course managing conflict these are some issues when speaking of personal development. The ability to reflect upon us is a valuable part of human life, insisted Taylor (2000). Reflection and reflective practice are claimed to enhance professional development, link theory and practice, promote...
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...In order to fully understand the personal development and reflective reasoning in relation to your development in the Nursing field, one will have to define these two terminologies. Personal development means to include activities that improve awareness, can develop potential that will ultimately enhance the quality of life. Medical colleges advocate personal development plans as a basis for continuing professional development. Whereas, reflective reasoning is where a nurse can apply learning and insights of others into their own work. In nursing courses students learn through lecture and discussion, which is the primary method for teaching theoretical principles, but when you add a more complete understanding of the relationship between theory and practice one may become a more competent nurse. Awareness of issues and analysis of knowledge and feelings are some stages that are involved in reflection but then identification and integration of new learning is needed as well. By consciously engaging in their own and others reflection it is believed that the level of professional interaction will improve. Motivation, one issue bound to crop up in ones work life, as well as leadership and of course managing conflict these are some issues when speaking of personal development. The ability to reflect upon us is a valuable part of human life, insisted Taylor (2000). Reflection and reflective practice are claimed to enhance professional development, link theory and practice, promote...
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...Self Reflection Report to Improve Leadership Skills Free Essay, Term Paper and Book Report Self-Reflection Essay What better way exists to examine key concepts of organizational behaviour than to reflect on one's own experiences and beliefs as they apply to workplace successes and failures? In this report, I intend to review a variety of theories relative to organizational behaviour by considering each in relation to my own experiences as a mid-level manager. This reflection will focus primarily on three themes including personality, working in groups, and leadership. Throughout this report, I will consider my own personal strengths and weaknesses, attempting to determine how each affected situational outcomes. Many of these strengths and weaknesses were highlighted through a series of self-assessment exercises completed as part of the "Prentice Hall Self-Assessment Library" (Robbins and Judge, 2007), the results of which will be regularly referred to in this report. In closing, I will summarize areas requiring continued personal effort in order to ensure ongoing development and both personal and professional growth. Personality Personality seems a logical start...... Word Count: 3238 Page Count: 12.9 (250 words a page / double spaced) What is Your Time Worth? Get INSTANT UNLIMITED ACCESS to this Essay and 15,000 other Essays & Term Papers . Only $12.99! View This Essay Now Get instant access to this essay paper and 15,000 term papers, essays, and book...
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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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...an effective, moral, and efficient school leader? Over the last few years at MSUM I have learned what it takes to have strong leadership in a school. My philosophy of leadership has many components which have been derived from my various classes and readings in the educational leadership program. Leadership in my eyes is a combination of having an open mind, shared vision, strong collaboration, lifelong learner, and a willingness to take risks. I feel that I have come a long way in all of those areas of leadership. How we interact and work with one another leads to success in anything. Admiral Arleigh A. Burke has a quote about leadership that I feel is a clear picture of what exactly leadership is, "leadership is understanding people and involving them to help you do a job. That takes all of the good characteristics, like integrity, dedication of purpose, selflessness, knowledge, skill, implacability, as well as determination not to accept failure." For any leadership to be effective there must be a focused and shared vision that everyone is a part of. The vision is one of the most crucial pieces for leadership to follow because it determines how we make decisions. Decisions that are made without following the vision can not only hurt the school, but lead to chaos in the school system. Having a clear vision will help leadership and other stakeholders determine goals and provide direction for the school. In conjuncture with that I feel it is a necessity...
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...Critical Reflection and Transformational Leadership Ivan F Rodriguez University of Phoenix Critical Reflection and Transformational Leadership This paper briefly examines the relevance of critical reflection practices in leadership development. Incorporating critical reflective practices in a leadership development program (LDP) helps closing loops assimilating the knowledge, updating reference frames and providing valuable feedback to the decision making and problem solving processes. It is my learned experience that using critical lenses to enable building on previous experiences and to incorporate new learning will perpetrate the transformational leadership (TL) process. The correlation between critical reflection and TL can be explained by the closed loop between outside world and inside world, it is though a reflective process how the leader encourages multiple perspectives that ultimately challenge his or her to excel in complex and uncertain environments. Leadership development practices depend on reflection-in-action. Advancing one step further, TL focuses on how leaders inspire and motivate followers to a higher moral level (Burns, 1978), its essence is inspiring follower’s commitment to achieve the vision of a desired future. TL conveys the “connection between the organization’s philosophy and shared values, and embeds those values in organizational rules and actions in order to communicate meaning and inspire followers” (Bennis and Nanus, 1985, p. 58). The...
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...Unit 6.7 Personal Leadership and Management Development Level 6 10 Credits SUMMARY |Unit Level |Level 6 | |Unit Code |A/503/5350 | |Credit Value |10 | |Assessment Guidance |Assignments in accordance with awarding organisation guidance | ASSESSMENT Context Your existing qualifications, past employment and personal experiences and current level of study mean that you intend to apply for leadership and management positions in organisations. In preparation for this you wish to enhance your prospects for success by further development of your leadership and management skills. You plan to do this by undertaking some research on leadership and management. You will then undertake a personal assessment of your skills and construct and implement a personal development plan. You must file all of this information for future reference, either as an electronic or hard copy. As this information is important and will be accessed, as your future career progresses it must be carefully and systematically organised. Task 1 You must begin the file by...
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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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...Jackielyn B. De Mesa September 26, 2015 MSSW Dr. Lolita Pablo Journal Review Title of the Book: Human Resource Development Review (Jamie L. Callahan, Editor) Title of the Article: The Role of Self-Reflection, Emotional Management of Feedback and Self- Regulation Processes in Self-Directed Leadership Development Author: Paul L. Nesbit No. of Pages: 18 pages SUMMARY The self- directed leadership development is conceptualized within a framework of emphasizing a self understanding phase and self-change phase that are dependent on the integrated operation of three skills concerning one’s ability to manage emotional reactions to feedback, to carry out effectively the practice of self-reflection, and to enact self regulatory processes for development. It is suggested that the accomplished operation of these skills enable more refined and effective self development efforts allowing leaders to respond to changing work environments in a continuous and productive fashion. However, once learned and incorporated into ones behavioral repertoire, the operation of self development strategies would become self guiding. Given that self-development can be considered as metaskills- skills that allow for the development of other skills. It requires developing self awareness of competency strengths and deficits as a primary focus in leaders self development. This process requires self initiated obtainment of performance feedback and self-reflective analysis...
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...minutes: Overview 45 minutes: Group Discussion 5 minutes: Reflections 5 minutes: Reading and Role Assignments Introduction | Brief Overview/Distribution of Materials/Role Assignments | Session One | Chapter One: Pull the Weeds Before You Plant the FlowersChapter Two: The Personal Change Readiness AssessmentChapter Three: The Organizational Change Readiness Assessment | Session Two | Chapter Four: Cultural ChangeChapter Five: Confronting the Myths of Change Leadership | Session Three | Chapter Six: Leadership LeverageChapter Seven: The Right Team | Session Four | Chapter Eight: Building Capacity With CoachingChapter Nine: Making Strategic Planning Work | Session Five | Chapter Ten: Closing the Implementation GapChapter Eleven: The Flywheel | Session Six | Chapter Twelve: Building Stakeholder SupportChapter Thirteen: Defining Change | Session Seven | Chapter Fourteen: Sustaining ExcellenceChapter Fifteen: Lessons Across the GlobeChapter Sixteen: Teacher Leadership | Materials for Each Participant: * Folder * Post-it Notes * Highlighter * Reflection Sheet * Book: Leading Change in Your School Members of the Leadership Team will meet in the Professional Learning Room. Materials will be distributed. Each participant will write his/her name on the folder containing the agenda, reflection sheet, and role descriptions. The introduction will be conducted by the leadership candidate. A brief overview of the book and its author will be...
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...“A Novice Manager’s Tale of Woe” Tricia Monet is a store director at a retail store called “Personal Reflections”. Personal Reflections is a national chain of personal care and household products. Tricia moved from Illinois with her fiancé to Sioux City, Iowa. Tricia has a bachelors in Accounting, but decided she wanted to do something different. She saw the position for assistant director and Personal Reflections and applied. She was hired with under the director Heather Munson. Assistant directors were scheduled in 9-hour shifts there were three assistant directors who could potentially all be working at the same time along with part-time as well as seasonal employees. Tricia worked under Heather Munson clashed from the beginning. Tricia felt interrogated; the store that Tricia was assigned to consistently fail to meet sales goals, the store was un-organized. Tricia was yelled at for organizing the store and after 1 month she was ready to quit. Munson then stated that she was going on disability leave which put Tricia in a temporary store director, which then took on fully when she found out Munson was not returning. In the process Tricia had fully organized the store, brought up sales and had trained three new assistant store directors; Amy, Lori, and Tammy. Lori soon became Tricia’s right-hand man because she wanted to achieve everything. Amy was one of the easiest to get along with, and Tammy struggles with paper work and adapting to a new environment. ...
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...Communication The literature of the past decade draws focus to the need to moderate the observed rise of communication in a virtual setting with physical, interpersonal communication. In reflection on my and my team’s experiences, communication was more effective in Everest 2 than in Everest 1 with one exception to the rule. The findings infer that online interaction undermines the communicative process by fostering the disinhibition effect, unethical communication and filtering. Although they also point out that virtual communication can help clarify decision making by diffusing emotional cues. This analysis seeks to clarify these facets of communication and apply them to the issues in order to draw conclusions to help improve my and my team’s approach to team-work. The disinhibition effect refers to the propensity of individuals to disregard social conventions, act impulsively and exercise poor risk assessment where personal interaction has been removed. It negatively affects the communicative process because it distorts meaning by removing interpersonal consequences. This effect was manifest in our team prior to commencing Everest 2. A team member was unresponsive, after prompting within the course guide lines the member attempted Everest 1 but failed to attend Everest 2. I didn’t individually pursue the member so the disinhibition effect is more relatable through the team’s experience. Moments prior to Everest 2 the team members vehemently pursued the absent person...
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...Introduction: Thinking and Behavior "The quest for leadership is first an inner quest to discover who you are” (p.391).[1] --Jim Kouzes and Barry Posner--- Self-awareness is foundational to effective leadership and organization success[2]. Research in leadership and organizational behavior indicates that managers who are blind to who they are, and to the effects they have on other people in their organizations, place their effectiveness and their careers at risk. A frequently cited axiom is "the first commandment of leadership is to know thyself." For example, in their studies of managerial and executive derailment, the Center for Creative Leadership found that successful managers: (1) understand their values, personal styles, and strengths and weaknesses; (2) know the impact of these values, styles, and strengths and weaknesses on their ability to effectively work with others and achieve their goals; and (3) are quick to reflect upon and learn from their own experiences. Despite these advantages, we often resist opportunities to increase our self-awareness or to acknowledge error. We fear that learning something new about ourselves will be painful -- doing so may require us to change our treasured and habitual ways of seeing, thinking, and behaving. Self-awareness is also an important barometer to ensure that even the best leadership practices don't become destructive. As Jim Kouzes and Barry Posner caution us in "The Leadership Challenge", virtues can become vices. Being...
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