...Self-Leadership Self-Leadership is basically the practice of intentionally influencing your thinking, feeling and behaviors to strive towards your goals. Self-Leadership have a drive for autonomy, can make decisions, are more creative and persist, even in the face of adversity. Some of the intentional behaviors that characterize self-leadership are; self-awareness, self-goal setting, self-motivation, positive self-talk, assertive communication and the ability to receive and act on feedback. Becoming a Self-leader and maintaining Self-leadership is a self-development activity. According to John Maxwell, self-leadership isn’t really a simple task. Most importantly the most difficult task in self-leadership is to lead ourselves because he believes that by leading ourselves correctly, the rest of the people will follow correctly. He adds to his perception that leaders who leads the way, know the right path, and always implement the right decisions are the leaders you will want to follow. He believes that leaders aren’t trained but naturally born. People who are meant to be leaders are rare. They only exist at the very top of an organization. Being a leader is not simple, some people admits that being a leader makes us suffer through loneliness ad this is the reason why we have to know why we are up there. Being at the top and lead people doesn’t mean that we have nothing to sacrifice. Being a leader makes us lose freedom. To become a great leader, merely leading people isn’t...
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...When choosing the appropriate leadership style a leader needs to focus on the readiness level of its followers. The readiness level of followers depends on the degree of education and skills, experience, self-confidence, and work attitude. I scored 1 point in my readiness level, which indicates “low” readiness. The appropriate leadership style for my readiness level would be the directing style. Directing style means a high concern for tasks and a low concern for people and relationships. A directing style leader will establish clear goals and objectives for his or her work and also for his or her followers. I do think this is the appropriate style because followers, who have no clue about the job, self-confidence, or skills, need to be guided by the leader. The leader needs to provide guidance and instructions. Once the followers demonstrate they are self-confident, the leader can change from directing style to coaching style. My first couple of weeks in my former job, my supervisor used directing style as well. As time passed I obtained self-confidence and skills in my job, as a result my supervisor stopped giving me instructions because she knew I was ready for the job. That’s why I don’t agree with my result from the self-assessment test. Locus of control means if the person believes that they have control, or if it was out of their control. People with internal locus of control are more likely to succeed in school and cope with pain because they feel like they have control...
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...According to the “Leadership Self-Assessment” my leadership style is transformational and charismatic (Media.capella.edu, 2015). The “transformational leadership theory-assume the fact that people will follow a person who inspires them, a person with vision and passion who can lead them in the wright direction, and can help them achieve great things” (Alina, 2013, p. 210). The major premise of the charismatic leadership theory is “beliefs imparted to followers” (Media.capella.edu, 2015). I believe the leadership characteristics most dominant for me are those of the transformational leader: “charismatic, inspirational, role model, enabler” (Media.capella.edu, 2015). I might integrate other leadership characteristics into my style to...
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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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...Reviewing the Competency Self-Evaluation Jennifer Offenberger Franklin University PSCY603-E2WW Abstract Research shows that leadership assessments can provide opportunities to assess and reflect on a leader’s capabilities and areas of potential growth. It can provide insight into skills such as communication and relationships that can assist in creating a positive environment. The following paper shares the results of this author’s recent Leadership Competency Self-Assessment and reflects on its results and impact on their current job. Competencies of Management: A Self-Evaluation This author completed the Table 3.2 Competencies of Management on page 91 of the Managing text. (Mintzberg, 2009). The tool is used to assess expertise in critical areas of leadership. The competencies comprise a subset of relevant management and leadership tasks. It is used to assist in identifying areas this author considers to be current strengths and areas that athe author aspires to grow and develop. Figure 1 shows the results of the self-assessment. Figure 1 When reviewing the results in Figure 1, there are patterns evident in the current competencies scoring. First, this author rated herself lower in all competencies for her current capabilities than she would like to have upon completion of her master’s program and as she develops her skills over time in her career. It’s probably noteworthy that the author would like to exhibit a high level of competency in all areas as well. This...
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...Self-Assessment of Leadership Practices In this paper, you will be introduced to my leadership self-assessment based on seven habits profile. I will share with you more in detail regarding my strengths, weaknesses and recommendations for leadership development. In the end, I will present you with SMART goals in order to support my future goals. Seven Habits Profile and Findings Seven habits profile is a self-scoring statement form. Using the best judgment, reading each statement, I circled the number that indicated how well I perform in each of the eight listed categories. After completing the seven habits profile, I ranked as follows: OUSTANDING (17 points) Emotional Bank Account Think Win-Win Seek First to Understand Synergize VERY GOOD (15 points) Be Proactive Put First Things First Sharpen the Saw VERY GOOD (14 points) Life Balance Begin with the End in Mind I have chosen to group the results based on the number of points. My results of seven habits profile indicate that I am people-oriented person rather than task oriented person. Indeed, throughout my working life, I made individual decisions to step out of career path and instead serve others as a lay missionary or volunteer. Following the dream to explore and discover the world, I also dedicated one entire working year to just traveling, meeting with people from different cultures. The results of seven habits profile also shows the opportunities for my future...
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...------------------------------------------------- Task 2: Self-Assessment of Leadership Practices Contents Self-Assessment of Leadership Practices 3 Seven Habits Profile and Findings 3 Leadership Strengths 3 Leadership Weaknesses 4 Recommendations for Leadership Development 5 SMART Goals 6 References 8 Self-Assessment of Leadership Practices In this introduction paragraph, provide the reader with a brief overview of what is included in this paper. Seven Habits Profile and Findings The Seven Habits Profile scores indicate I operate more proficiently in habits 4-6. My comfort zone has always been working with and supporting others. I have always been much more effective dealing with others situations; listening to their concerns and then offering solutions that they can easily implement with their existing resources and tool set. As a leader, I strive to seek balance with staff, inspiring them to meet organizational goals in ways that do not compromise their own personal beliefs and objectives. I make it a priority to listen to others and communicate in a manner that they can relate. My leadership style is very hands on and engaged with my staff. I spend time getting to know them personally and professionally and often work side by side with them to learn more about their needs as individuals. I am open and authentic with employees and feel that this builds a high level of trust and mutual respect. Leadership Strengths I am using the Transformational Leadership Theory to evaluate...
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...Self-leadership in its simplest term is the leadership of oneself. However, how one leads themselves and if they do so effectively determines whether their leadership journey will become a transformational one or not (Neck, Manz, & Houghton, 2017). This transformational journey of self-leadership must begin by discovering one’s vocation, mastering mindfulness, and feeding one’s curiosity as these three tools lay the foundation from upon which to build. Self-Leadership Self-leadership, grounded in behavioral and cognitive strategies, “addresses not only how but also what and why” to aid in positivity and productivity (Neck et al., 2017). By focusing one’s attention on behavioral and cognitive strategies, you are shaping and reshaping yourself....
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...Introduction The purpose of the paper is to perform an assessment of my leadership practices and skill. I will evaluate my strengths, weaknesses, and plan for improvement. I show my leadership style is situational leadership and show evidence of the leadership. In my evaluation I will use the Seven Habits Profile to determine my good habits and what habits need improvement. Self-Assessment of Leadership Practices Seven Habits Profile and Findings A step in determining what my leadership style is and how to improve on it was to take the Seven Habits Profile. After completed the Seven Habits Profile I discovered what areas I do well in and what areas I need work. I was surprised on some of the results noting what my strengths and weaknesses. After reviewing each habit it became clear why I score was high and low in an area. In reviewing my high scores it indicated that have a good emotional bank account, begin with the end in mind, and have life balance. In this section I will discuss what the results might indicate about my leadership practices today and in the future. One of the habits that I rated high on was that of emotional bank account. Scoring high in this area is shows that my positive attributes are understanding, keeping commitments, and show integrity. I believe this reflects my leadership style. I am empathic with staff who are learning new information. I am an empathic listener. When you do your best for the people that you lead they do the...
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...Research Proposal Template 1. Title “A situational analysis of shared leadership in a self-managing team” 2. Background Team leadership merits continued attention because leaders have an impact on how the team develops and performs. Team processes are explored within self-managed teams that develop different leadership styles. In particular, two leadership styles are compared: shared leadership and single leadership. The results of the study suggest that teams with shared leadership have motivational and cognitive advantages over teams that took the traditional approach of relying on a single leader. The two main concepts in organisational studies can be search in this leadership and teams. Moreover, this represents the analysis of leadership styles and team processes within self-managed teams. Self-managed teams have the autonomy to make important decisions concerning their team processes. A key team process is leadership and without leadership, team members are unlikely to identify with team objectives. The self-managed teams need more leadership than conventional teams around both task related issues and team development issues. As far as I concerned, I believe in team and teamwork. Furthermore, the business can only be successful only when the decisions are team leaders with their excellent leadership skills. The teams with shared leadership have motivational and cognitive advantages over teams that took the traditional approach of relying on a single leader. ...
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...The benefits of self-evaluation as it relates to leaders today When talking about LEAN, leadership is a key component of change and driving implementation. The article below, written as part of my MBA in Leadership and Sustainability with Robert Kennedy College & The University of Cumbria, examines the benefits of self-evaluation for leaders. Self-evaluation or “self-leadership” (Runn, 2011) forms a critical part of a leaders repertoire and some key blocks of the foundation for this persons leadership. If someone can ultimately say that they fully understand themselves, they will find it much easier to understand others around them. This however requires some strong discipline from the leader, to continuously self-evaluate and aim for continuous improvement. There are some key questions that the leader needs to ask themselves and truthfully answer to gage where they are at. 1. Do as you preach If a leader makes a statement about what he or she will be doing, they need to take ownership and answer on the basis whether they actually did as they said. When a leader expects others to follow suit, they need to set the standards. 2. Change is ok If a change of direction was required from the initial target, that is ok, as long as the leader can clearly identify why it was different to the planned path, and explain that in simple terms. The two points above can be broken into many individual questions that form the basis of a self-evaluation tool...
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...Comprehensive Self Analysis of Leadership Style Stephen R. Covey once said “We immediately become more effective when we decide to change ourselves rather than asking things to change for us.” A manager should assess themselves regularly, just as they do with their employees. My name is Jane Doe, and I currently manage a team of highly intelligent computer programmers at a rural telecommunications company. I assess myself and my team in the interest of providing the best service to my company and team. One assessment I used recently was the “Seven Habit’s Profile.” This profile measures the following areas: Emotional Bank Account, Life Balance, Be Proactive, Begin with the End in Mind, Put First Things First, Think Win-Win, Seek First to Understand, Synergize and Sharpen the Saw. The scoring landed me squarely in the “very good” range, but a couple areas that stood out to me were Seek First to Understand and Think Win-Win. These are areas that are indicative of my leadership style. The style I most closely represent is Transformational Leadership. The ability to understand others, supports the transformational leadership style by making a leader aware of others’ needs, something which is needed when inspiring change. “Thinking win-win”, also supports this style by finding areas where both parties benefit; making change easier and more productive. Taking the Seven Habits Profile highlighted some of my strengths and weaknesses in relation to the Transformational Leadership style...
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...KEYS TO PERSONAL LEADERSHIP - initiative and selfreliance Mr. Ronay’s history encompasses 35 years of leadership as a CEO, consultant, founder, trainer, and coach in technology, life style, leadership, change management, and disruptive businesses domestically and internationally. He has devoted much energy to public service and volunteer organizations. Written for the Aug Austin Software Council newsletter.. June, 2001 The ability to lead is a peculiar combination of human characteristics equal to, if not more important than the ability to discover, to invent, and to create. Invention results from the experiment with the unknown; leadership, by contrast, grows out of experience with what is already known. The Austin Software Council was birthed as an experiment to forge solidity of experience in networking and awareness building helping to drive our technology community toward greater leadership capabilities. --------------------------- Contrary to the cliché genuinely nice guys most often finish first or very near it because they are leaders. Historically, for me, grade school was a command and control environment, a carrot and stick behavior modification routine filled with rules, sin, prayers, shame, guilt, fear and not much on leadership. High school had less of the same although the Army military academy I attended sprinkled in military precepts of leadership. College, the Air Force and a pilot career left more in my bag of leadership skills. Most behaviors were highly...
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...The Leadership Quarterly 23 (2012) 809–821 Contents lists available at SciVerse ScienceDirect The Leadership Quarterly journal homepage: www.elsevier.com/locate/leaqua Personality predictors of leadership styles and the self–other agreement problem Reinout E. de Vries ⁎ VU University Amsterdam, Department of Social and Organizational Psychology, Van der Boechorststraat 1, 1081 BT, Amsterdam, The Netherlands a r t i c l e i n f o a b s t r a c t Whereas it has been acknowledged that personality plays an important role in leader emergence and effectiveness, most studies have shown weak relations between personality and leadership styles. In this study, it is argued that one of the reasons for this lack of association may lie in the low level of self–other agreement among leaders and subordinates. In this study both leaderand subordinate ratings of leader personality and leadership styles are employed to inspect the relations between HEXACO Honesty–Humility, Extraversion, Agreeableness, and Conscientiousness on the one hand and Ethical, Charismatic, Supportive, and Task-oriented leadership on the other. Using an instrumental variable procedure, strong direct effects of Honesty–Humility on Ethical leadership, Extraversion on Charismatic leadership, Agreeableness on Supportive leadership, and Conscientiousness on Task-oriented leadership were observed. The results imply that the relatively weak relations between personality and leadership styles in previous studies...
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...Organizational Behavior & Theory Self-Leadership and One-Minute Manager Fall 2014 GOAL #1 One goal of mines is to release my digital retail album within the next year. I have released over 10 independently in the last 6 years. This one is different, however because it will be available for digital retail only online. It will not be a version available for free download stream and buy only, the others at some point involved a free download. The success of the project will be dependent upon the right marketing and promotion efforts. This means connecting with current fans and reaching as many new fans as possible. Development Continuum 1. What is your level of development for this goal (D1-4)? Explain. As of right now a lot of the album has been recorded. As of now I would say 60 to 70 % of the album has been recorded. As far as promotion, no official announcement or release date has been set yet. There is still a lot if mixing left to do as well as features from other artist to be added to the project. However, the recording and mixing is only the beginning. I would say the project is at the D3 stage, which is described as capable but cautious. This issue is not that the commitment or that the capability isn’t there but you have to be cautious to release the project...
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