Through life I had the opportunity to play leadership roles and follow the leadership of others. I tried to learn from my leaders things that I thought were most effective in allowing me to reach my potential. Some inspired me and allowed me to successfully complete my tasks while others allowed me to go beyond what I believed my limitations were. Great leaders are those who can push you to achieve things you did not know that you were capable of. Leadership is a two way partnership in which the parties empower each other; the leader empowers the follower by guidance and information while the follower empowers the leader by delivering on their tasks.
The best leaders that I had the opportunity to work with are those who led by example, were confident and were not threatened by my ambition, had clear communication style, and offered me freedom that allowed me to explore new ways of doing things. On the other hand bad leaders were those who held by the rules and lacked flexibility; even in instances where the rules did not serve the mission, they held by them. Other bad character for leaders is lack of interest in the subject which kills the interest of the whole team. Leaders must be able to motivate the team and in order to do so they must be genuine in their passion for the mission and goals. If the leader is insecure, that makes it extremely difficult for the subordinates to achieve goals or propose new ideas since it would all appear as a threat to the leader.
As a leader, I believe I may face certain challenges around humility. I am quiet honest and I believe that I work hard. I am proud of what I achieve and I try to present it in the most positive way which could in some circumstances appear as lack of modesty. I do believe that achievement entitles individuals to things that others would not be entitled too but that applies to everyone on the team which makes it fair and acceptable. I believe that “bragging rights” are a very strong motivator and that in many instances people would do things because they want to be recognized for them not only financially but socially as well. I therefore believe that this approach would motivate individuals who are willing to take initiative and go above and beyond; these are the individuals I would like to have on my team. I believe as a leader I would enjoy taking calculated risk. I have small fear of harm and would be bored without risk. Although I would not have fear of risk I would have anxiety which would incentivize my hard work and my high expectation from my team to live up to the challenge and capture the reward. On the other hand I do not believe that I would have the ability to provide emotional support to my team. Since I find solitude to be my best cure for times of stress and do not like to be dependent, I have a hard time accommodating individuals who are not similar to myself. This is one thing I can improve or rely on members in the team to provide the emotional support to each other. I believe this has improved since I joined the MBA program and worked in numerous groups with different level of expertise. One example which resonated with me is the group I worked in during the Haskayen Business Case competition. We placed 3ed amongst 16 international business teams. We received the case and were supposed to present within 24 hours. I took initiative to put the PowerPoint together. This to an extent allowed me to discuss points before including them in the presentation. It was important to me to only include ideas that can be defended through data. If a team member presented a concept that was not substantiated, I did not include it. As the day progressed one team member felt that his ideas were not being included. The challenge was to convince him to find the support data. He decided to stop working. It was a stressful situation as we needed him and his contribution. I was not able to speak with him and convince him to work but my team mate was
Guidelines for final paper Final paper: Integration of ideas related to leadership, change, and communication. This course requires critical thought about the course readings and class discussions in order to critically understand and develop your own sense of what leadership means, so the mid-term and final papers will focus on your perspectives on leadership and communication, drawing from the course readings and outside supporting materials. The paper will be evaluated according to the evaluation…
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My Leadership Profile Deepak Lal Jack Welch Management Institute Dr. Jamie Chesler JWI 510: Leading in the 21st Century April 24, 2016 Executive Summary All leadership styles are unique and executed via a well-thought out process. This paper reviews the leadership and managerial opportunities I have had in my recent work experiences. The experiences mentioned in this paper range from my first work engagement to the current role I am assigned as a Senior Financial Analyst. There are examples…
Situational Leadership Case Study Paper Sawsan Berjawi February 9, 2013 Introduction In search of what situational leadership style would fit me better, I completed the Situational Leadership Style Self-Assessment provided on line and adapted from Hersey and Blanchard. This paper will assess the results of this self-assessment and study its application on a given case study. In the process, I will be discussing if I agree or not with the results and I will be identifying…
Develop a Tainted Leader? Faye Lopez Abstract This paper discusses a former leader and where her leadership skills were lacking. It points out missteps that I have witnessed, but also explains why these missteps may have occurred. This is not an attack on my previous leader. It is simply an example of where her leadership failed, but how she could have improved on being a leader. This paper examines possible reasons why her leadership was lacking, but also gives examples how she could improve…
Leadership from Two Perspectives Timothy Scott University of Maryland University College AMBA 600 9045 MBA Fundamentals (2148) October 28, 2014 Professor Susan Malone Leadership from Two Perspectives This paper summarizes two types of leadership that each claim leaders must inherit to maximize their career, as well as remain a competitive asset within their organization. Mitch McCrimmon, the author of Thought Leadership: a radical departure from traditional, positional leadership suggest that…
Article Summaries and Analysis Paper: Goleman (1998) and McCrimmon (2005) University of Maryland University College Summary – The Emotional Intelligence of Leaders (Goleman, 1998) In the article, “The Emotional Intelligence of Leaders,” Daniel Goleman (1998) argues that our ability to display and manage emotions as human beings is also essential for being a superior leader (p. 20). Goleman (1998) highlights that many are accustomed to appointing and recognizing leaders for their…
Mentorship and the ability to influence are also key leadership characteristics of effectiveness. A minister is a unique leadership role that, at first thought, would not be evaluated like the aforementioned leadership roles. However, after careful consideration, a minister can be evaluated on a results driven basis like an assistant coach or teacher. The results, in a minister’s scenario…
My Personal Leadership Style Samuel R. Young II Indiana Tech Abstract The purpose of this paper is to clearly explain my personal leadership style. My leadership style will be described by using concepts such as emotional intelligence, transformational leadership style, and servant leadership. Taking the class Leadership Styles and Development has allowed me to understand concepts of leaderships which describe me as an evolving leader. By defining, examining, discussing, describing, and…
Leadership Behaviour Andersen, JA & Hansson, PH 2011,"At the end of the road? On differences between women and men in leadership behaviour", Leadership & Organization Development Journal, vol. 32 no. 5 pp. 428 – 441 In this article Anderson and Hansson explore the behavioural differences between women and men in managerial positions and propose explanations for the differences and similarities. The authors used data gained through questionnaires of public managers, that measured their…