...SAT2 Leadership Task 1 A1.) I am a Participative/Consultative leader. My style on the Leadership Grid is Sound Leader. I believe in empowering my team to participate in the decision making process both as a team and as individuals. My team members are experts in their particular functions, and as such have valuable skills and experience to add to the decision making process. In order not to slip into the Human Relations leadership style, I maintain control of the final decision after getting input from the team, and manage the insignificant day-to-day decisions with an understanding of the needs of the team and the requirements of the project. I set incremental and final goals for the team after we have discussed a project and determined the appropriate path to successful completion. I am aware of personal goals of my team members, and support them while keeping in mind the organizational objectives. a.) One strength of the Participative/Consultative leadership style is that the team members feel heard and are invested in the outcome as they have contributed to the project development and structural process. This means that there is less complaining, more focus on the goals of a project, and generally more willingness to cooperate with other team members in order to reach objectives. Another is that in utilizing my subject matter experts in a given area, I do not myself have to become an expert in each area. I trust my subject matter experts to know their area of expertise...
Words: 2448 - Pages: 10
...Different leadership styles used in the public services - P1 Abbie Wood In this assignment I will be writing about all the different leadership styles which are used in the public services and everyday life: Authoritarian – This is a direct leadership style where the leader gives clear instructions for what needs to be completed. It is a style where the leader maintains power/order. The leader makes decisions on their own (independently) and no one in the rest of the group has a say or has an opinion. This leadership style would normally be used by an officer in the army, like Hitler, this is because they normally generally are loud and bossy also, this leadership style helps to motivate teams. They think that they are always right (which in most cases they normally are) and that they’re way is the best way. This type of leadership style could be used in a situation where the/a team needs to do something fast and successfully (For example – on the battlefield, if a team is under fire the leader shouts instructions and the team (unit) must respond quickly because everyone in that groups life’s are on the line). This style however wouldn’t work effectively in a situation where a group needs to plan something because only the leader (‘boss’) has a say and therefore some members of the group might not listen and do their own thing or they wouldn’t pay attention and maybe won’t have a clue what they need to do. This leadership style is similar to the ‘task orientated’ style because the leader...
Words: 2121 - Pages: 9
...Support and High Direction Style S2 leadership style consists of directions from managers based on ideas that are solicited from members of the managers’ team. S2 leaders actively seek team member’s involvement in the process by encouraging them to speak their concerns and creating an environment that members feel they are able to voice their concerns and opinions involving organizational problems and active participants in the solutions. S2 leaders like to share problems with team members, listen to their points of view regarding problems before deciding on a course of action to correct the issue. S2 leaders meet only with the individuals that need to be involved, run effective meetings when required and are excellent at using input acquired from members to make decisions that will speed up the decision making process. S2 leaders typically use a systematic approach that can include the following. * Identifying problems * Clarifying goals * Generating alternatives * Choosing the best solution * Building an action plan * Monitoring implementation Strengths of the S2 leadership style: The S2 leadership style can benefit team members and an organization in many ways such as a positive work environment, successful initiatives or projects, increased creative thinking, and can reduce friction and office politics within the group. * Positive work environment: S2 leaders create a positive work environment by allowing team members to share in responsibility...
Words: 1999 - Pages: 8
...WGU SAT2 Leadership Task 2 A. Leadership Style There are certainly several types of leaders, and both good qualities and bad qualities to every type. While I think most leaders cannot be pinned completely into any one label, my own personal leadership style most closely matches the participative style. The participative style of leadership lends itself toward collaboration within the group rather than dictatorship or authoritarian style leadership that makes firm decisions based on their own personal judgment. Generally, the authoritarian leadership style is considered to be the more traditional type. In the past most businesses operated under the assumption that there were not effective reasons to discuss decisions with staff before making significant changes. This rather militant style of operating businesses can be visualized as a top-down approach; decisions come from above and trickle to those below. This is mostly effective, but leaves the people on the bottom, oftentimes the ones actually doing the labor, with no voice about how to perform their daily work activities. Over time management concepts have evolved into modern techniques that rely more on listening to and understanding the needs of employees as more businesses realize how much more productive employees can be when they have some control in their team or work environment. I do feel that some leadership decisions can and should be made directly by the leader or manager in charge, as there is not always...
Words: 2254 - Pages: 10
...http://www.mindtools.com/pages/article/newLDR_84.htm Leadership Styles From Mahatma Gandhi, Kung Fu Tzu, Nelson Mandela to Martin Luther King and Steve Jobs, there can seem to be as many ways to lead people as there are leaders. Fortunately, businesspeople and psychologists have developed useful, simple ways to describe the main styles of leadership. By understanding these styles and their impact, you can develop your own approach to leadership and become a more effective leader. Adapting Your Approach to Leadership In business, a leadership style called "transformational leadership" is often the most effective approach to use. Transformational leaders have integrity, they inspire people with a shared vision of the future, they set clear goals and motivate people towards them, they manage delivery, and they communicate well with their teams. (You can find out more about transformational leadership at the end of this article.) However, leadership is not "one size fits all" thing; often, you must adapt your style to fit a situation or a specific group. This is why it's useful to gain a thorough understanding of other leadership styles; after all, the more approaches you're familiar with, the more tools you'll be able to use to lead effectively. Let's take a deeper look at some of the leadership styles that you can use. 1. Transactional Leadership This leadership style starts with the idea that team members agree to obey their leader when they accept a job....
Words: 1874 - Pages: 8
...address the characteristics of Learning Team A while designating myself as a team leader. If the plan is effective, it can be used to determine the needs of the learning team. It can also be used as a tool for the members to assess their skills, strengths, areas needing improvement, and the resources needed to help them reach their career goals. Recommendations for all team members are based on the results from the "The DISC Platinum Rule Behavioral Style Assessment" that each team member completed. Developing includes several managerial practices that are used to increase a subordinate’s skills and facilitate job adjustment and career advancement. Key component behaviors include mentoring, coaching, and providing developmental opportunities. (Yukl, G. 2013). Learning Team Disc Chart From Disc Assessment DIRECT | GUARDED | Dd | | Di | | Id | | Ii | OPEN | | | | | | | | | | | Dc | | Ds | | Ic / Jeff | | Is | | | | | | | | | | | | Cd | | Ci / Renee & | | Sd / Ty | | Si | | | | | John | | | | | | | Cc | | Cs | | Sc | | Ss | | INDIRECT | Evaluation of the Individual Team Members Renata Roman and John Coakley's self-assessment characterized them in "The Cautious Style" group. More specifically, Roman and Coakley fell into class "Ci" described as "The Assessor" known for accomplishing goals with excellence. (Alessandra, 1996-2014). The style has a tendency to have strong opinions about...
Words: 1113 - Pages: 5
...Unit 4001 - An Introduction to Management Styles Name: Timothy Freeman CMI Number: P04304125 1. Be able to understand assumptions about human nature and managerial behaviour. 1.1 Identify models which make suppositions about human nature and behaviour at work Theory X and Theory Y represent two sets of assumptions about human nature and human behaviour that are relevant to the practice of management. They describe two contrasting models of workforce motivation. Theory X represents a negative view on of human nature that assumes individuals generally dislike work, are irresponsible, and require close supervision to do their jobs. Theory Y represents a positive view of human nature and assumes individuals are generally hard-working, creative, and able to take on responsibility and exercise self-control in their jobs. One would expect that managers holding assumptions about human nature that are consistent with Theory X might exhibit a managerial style that is quite different than managers who hold assumptions consistent with Theory Y. 1.2 Discuss how attitudes as assumptions can influence managerial behaviour. McGregor described two distinct set of assumptions about people at work. He believed that these assumptions influence the thinking and attitude of most managers about the people at work. 1|Page Theory X presents a pessimistic or negative view of human nature whereas Theory Y reflects an optimistic or positive view of human behaviour. Theory X lists...
Words: 3075 - Pages: 13
...many forms. While the traditional style of leadership still exist and is very prevalent, there are several modern leadership styles that have been created throughout the years. One modern style of leadership is servant leadership. This may actually sound like an oxymoron because how can you be a servant and leader at the same time. However, this leadership has been found to very effective in some settings. There has been a rise in new forms of leadership style due to people feeling that the traditional style of leadership just doesn’t work anymore. Traditional leadership has evolved to so many different forms of leadership one that will be discussed specifically is servant leadership. First, I will compare the basis of each type of leadership. I will then compare how both styles of leaders interact to their team and how their team respects them. Lastly, I will also explore the pros can cons of each leadership style. Leadership has evolved throughout the years and it is important to recognize the effectiveness of new forms of leadership. This paper will compare and contrast the values, attributes, interaction and team moral of traditional and servant style leaders. It will also highlight the similarities and differences of each leadership style. Reading this paper a person will learn that both styles have a similar foundation but somewhat different styles. It is important to understand that it is as a leader you can choose what style of leader you would like to be or...
Words: 2690 - Pages: 11
...Professional Development Characteristic styles and patterns of behavior are factors that determine the type of interpersonal and professional relationships we build with others. Characteristics and behavioral patters influence a person’s actions and define how those actions have an impact within those relationships. Working within a team such factors will determine what one expects from someone else and how those needs are communicated. Each team member within Team B completed The DISC Platinum Rule Behavioral Style Assessment. The results of the assessment and the interactions in relation to this assignment provide the team with a means to develop an efficient professional development plan. The plan addresses the characteristics of each member as an individual and within the group as well as the most effective leadership approach for each team member. Team Assessments and Behavioral Characteristics After an assessment of each of the team member’s personality types with the use of their DISC assessments I was able to develop a professional development plan that promotes an open and communicative environment conducive to forming a productive group. This approach identifies each team member’s characteristics and work styles as experienced through cooperation and participation in the completion of this plan. Through these characteristics and interactions I was able to identify each member’s strengths, weaknesses, preferences and personality type. Such information allows...
Words: 1283 - Pages: 6
...A1. Leadership Style: My leadership style evolved from an autocratic style while serving in the military to a situational style in my current career as a therapy supervisor. My staff consists of sixteen occupational therapists, three occupational therapy assistants, one speech-language pathologist, and ten physical therapists. The staff members are unique individuals with high level of education and various skill levels. Together, they are a highly engaged team. The most senior staff member has thirty-nine years of clinical experience with twenty years as the department supervisor. The most junior staff member has ten months of clinical experience and a strong focus on research. Majority of the staff have over fifteen years of clinical experience and mentor the less experienced staff members. Therefore, I must identify the priorities of the department and the larger organization, the technical and clinical skills of the staff, the engagement of the staff, and adjust my leadership from directing, coaching, supporting, and delegating depending on my staff’s needs and the situation. This style allows me to be flexible in my approach depended on the tasks and actions that I am requesting from them. This style also allows me to support my staff in their professional and technical development. This style resulted in the development of a clinical education program, preschool-aged therapy group, teaching opportunities both in the community and overseas, and home-based therapy...
Words: 1887 - Pages: 8
...Leadership 3 Teams 3 Temporary teams 4 Permanent teams 4 Stages Team Development 4 Theories of leadership 6 Leadership styles 7 Leadership skills and approaches 8 Leaders Role in Communication: 9 My contribution in group team event 10 Conclusion 11 References: 12 Introduction Leadership The leader is the encouragement and principal of the accomplishment. Leader who is the individual in the group that holds a position of understanding of behaviour and skills that makes others feel like to pursue his or her path. According to drucker (2007) ‘Leadership’ is distinct process of influencing, motivating and coaching group of people in an organized way towards goal accomplishment. Coaching is frequently linked with leadership, to be a successful leader, firstly leaders necessity is to know themselves with their own strengths and weakness, and people around them. Leaders should create a group of people who recognize leader’s objectives and participate to achieving them; leaders have to help each individual person of a team to perform their incredibly paramount. Every organisation will call for teamwork at some time or another, the major aspect is to form a team to facilitate and work well as one and motivate other people to accomplish organisation goals collectively. Leaders should have an appropriate knowledge to build high performing teams. The leader is accountable for creating a high level team they should have a quality in building team management training...
Words: 3849 - Pages: 16
...LDR 531 ARUN IYENGAR Motivation must occur to maximize team efficiency and productivity within a work environment. Motivation can come in many ways; however it is solely reliant on the personality of the individual the person is trying to motivate. Applying the DiSC assessments help manager in his or her responsibilities in the development and motivation of a team or group. As a second-level supervisor it is Lieutenant Sneed’s responsible to oversee and direct the department’s day-to-day activities as security officer at the International Monetary Fund. He believes that valuing each of the company’s employee’s assessments will help management in creating a motivational plan structured in meeting the various personality types within the work environment. He will design the type of organization the plan using supply chain management. The motivation plan will consist of the evaluation of Brandon Sheakley-Ward, Alyssa Craven, Efrain Vazquez and Danny Williams DiSC assessments results. From an assessment of team C’s DiSC assessments results, the team consist of one in interactive style, two steadiness styles and dominance style. The company’s motivational plan will vision these personality types to develop a plan that identifies and accounts for each individual style for in the company’s work environment. The lieutenant’s plan is to basically use the team’s skill sets and match his or her personality traits with...
Words: 1075 - Pages: 5
...LEADERSHIP STYLES LEADERSHIP STYLES By Siddhartha Panapakam ,Bhola Singh, Pankaj Sultane A Brief Idea… As quoted by the famous Leader Nelson Mandela. “Every real leader uses every issue, no matter how serious and sensitive; to ensure that at the end of the debate we should emerge stronger and more united than ever before. ” Leader is the person who influences a group of people towards the achievement of a goal and Leadership is defined as a process of influencing people to accomplish the mission, inspiring their commitment, and improving the organization. Daniel Goleman, an internationally known psychologist in his book “Emotional Intelligence” has written six basic styles of Leadership like the Coercive style, Authoritative style, Affiliative Style, Democratic Style, Pacesetting Style and Coaching Style. In this article all the six leadership styles are discussed in brief giving the advantages, disadvantages and example of each style. The best Leaders don’t just adapt one way of leadership style but they are skilled with all the styles and they are comfortable enough to switch between the styles according to the situations. Page | 1 LEADERSHIP STYLES The Leadership Styles are as follows: The Coercive Style: Daniel Goleman penned this style with a title “Do what I say”. This means that the manager or leader following this type of style has a complete idea what is going on in the organization in the specified time interval and uses his power to force an...
Words: 2108 - Pages: 9
...Leadership Style and its influence on Team Effectiveness | 11/15/2013 INTRODUCTION LEADERSHIP Leadership style is the manner and the approach of providing direction implementing plans and motivating people.Leadership is just more than science;it is an art as well. The art of leadership varies from leader to leader. Different situations call for different kind of leadership styles. Kurt Lewin led a group of researchers to identify three major styles of leadership. They are: * Authoritarian or Autocratic * Participative or Democratic * Delegative or Free Reign Although effective leaders use all three styles, with one of them normally dominant, most leaders tend to stick with a one style. Some leaders are very task- oriented; they simply want to get things done. Others are very people oriented; they want people to be happy. And others are a combination of two. If you prefer to lead by setting and enforcing tight schedules, you tend to be more production oriented(or task oriented). If you make people your priority and try to accommodate employee needs, then you are more people oriented. TEAM EFFECTIVENESS The other dimension to the study is team effectiveness. According to the team effectiveness model, the following are the factors that affect team effectiveness. Teams can continuously improve their effectiveness by focussing on improving their functioning in five key areas – goals, roles, procedures, relationships and leadership: * Goals: What the team aspire...
Words: 3099 - Pages: 13
...meaning to leader and manager. And that there is a need for different types of leadership in different types of change. This means that there are actually fewer common threads in this chapter. So unlike other chapters, this assignment will separately address the different ways of leading the four main types of change. The aim of this unit is to develop the skills and knowledge needed for working with and leading others, through understanding the importance of recruiting the right people for the job. What is the difference between management and leadership? It is a question that has been asked more than once and also answered in different ways. The biggest difference between managers and leaders is the way they motivate the people who work or follow them, and this sets the tone for most other aspects of what they do. Many people, by the way, are both. They have management...
Words: 5341 - Pages: 22
