Leadership Development Action free essay sample

In order to become an exemplary leader, I plan to strengthen my weakness in areas received from i360 assessments primarily focusing on three areas: decision making, time management and communication. As I have learned the importance of coaching, and have found the process to be of benefit, I seek proficiency in the areas of leadership behaviors. The type of behaviors that will strengthen usage of communicable tools need to grow as I yearn to inspire others to envision their futures, and act on them. My ideal path is first and foremost to stay on track and successfully complete the MBA program. As I acquired transforming skills, I look forward to the path that will help me understand concepts needed to start a long awaited dream, a staffing agency with special emphasis on disabilities as a plant seeds to grow. Assignment Review I have learned from classmates during discussions posts regarding leadership competencies such as in the case of Paul Levy‘s Beth Israel Deaconess Medical Center case study. We will write a custom essay sample on Leadership Development Action or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page As for people coming together, I understand the importance of having a vision and how one becomes compelled to learn more. My interview with Dr. A. Ward was as refreshing as she challenged the process by beating the odds of racism, sexism, and poverty. And as I come to comprehend impacts of different leadership behaviors, I realize how important it is to plan small wins and to be empowered by others. The road taken to have my vision come to life involves more than the thought; if you dont know where youre going, you might end up someplace else (Nanus, p 317). Based on the instruction I received from Levy’s case, I am making better decisions and found news ways to motivate people as well as analyze issues more appropriately. Competencies I Wish to Develop The competencies I wish to develop are: challenging the process, model the way and enable others to act. When I think of developing competencies, I think of my interview with Dr. Ward’s struggles at beating the odds as a single parent of four, challenging the status quo, and that she learned to make education a game of competition as she modeled the way for others. I too challenge the process as there are not many agencies existing that are willing to go the extra mile to hire someone who may need additional training. I plan to set the example of the importance of face-to-face interactivity by asking successful leaders to give some of their time back to communities in need. Physical contact will allow our clients to focus on their goals as they are inspired from our success stories. As we search for opportunities, I want to enable others to act from success stories shared to inspire underprivileged children that they can soar as well. To strengthen others, I need to develop and make more informed decisions and be more realistic on how to overcome barriers. As Dr. Ward spoke of her leadership effectiveness, she challenged the process evaluating the consequences of her actions knowing the odds were against her succeeding. As I realize the odds of finding employment may be challenging, I am up for the challenge. We must be in tuned with ourselves. In order to deliver information properly; there’s reality. I prepare myself for the worst at all time. As I look into each theory, I realize there is so much emotion involved theory we accept, one thing we have to keep in mind as we focus on being leaders, Goleman, Boyatzis, and McKee (2008) states: â€Å"How well leaders manage their moods and affect everyone else’s moods, then, becomes not just a private matter, but a factor in how well a business will do. Emotions play into how we challenge the process, in relation to challenging for a purpose. My Stretch Plan I can continue to review best practices shared from other resources and introduce them to our institution to heighten performance levels. I will continue to have a positive impact on the position I hold at the college where I work. I work in a time sensitive environment; I fear not meeting goals as accurately as proposed. In times of uncertainty, I promise to imamate Levy actions as he answered inquiries timely. I plan to use to time management skills more effectively as I have learned the consequences of not meeting deadlines. Despite the inevitability of mistakes and failure, skills acquired from the program will allow me to reposition myself into becoming a more powerful performer that welcomes room for change and the awareness it brings. I am already stretched, as I work eight to ten hours daily, five days a week; one additional day four to six hours part-time as a bookkeeper and is known as a mother and wife, cook, shall I say more. I have given up most of my free time; I barely have time as a person. As a leader, I will continue to demonstrate my intense commitment to the values I espouse by setting an example that hard work pays off. In order to become successful during this pursuit, I must be a realist and understand that if I can’t manage time effectively, I won’t make it. Ergo, I stretch to reload and start holding my direct reports more accountable for their actions to free up some time whereby I might be able to relax. I also need to focus on delegating and following up as I plan to use leadership development as a guide to embark as I improve my ability to challenge the process. Leadership Values, Goals Mission My Vision as a leader is to be able to master a many leadership skills so that I can effectively communicate my goals. As I realize my primary vision is to make money, the second passion is to invest in a business to inspire others so that they too can do the same. As I want to focus on changing, adapting, and empowering people to realize their own energy. I look forward to completing this degree. As Dr. Ward articulated there were a lot of inefficiencies and failures she learned to challenge the way by sharing her experiences using emotional and authentic leadership characteristics, I too need to realize what lies ahead and be honest with myself want to develop competence and confidence more within so that I can continue to interject and practice new experiences with my staff. Leaders increase the belief in their own ability to make a difference, according to Kouzes Posner, (2007), leaders help others to learn new skills and development existing talents, and they provide the institutional support required for ongoing growth and change. In the final analysis, what leaders are doing is turning their constituents into leaders (251). My future staffing and empowerment agency mission is to do just that. What I Have Learned As I agree with Kotter (2008), leadership and management are two distinctive and complementary systems of action, and are necessary for success of all business ventures, I know they must coexist. Because there are so many similarities in both functions, I sway back and forth on the approaches of why one supersedes the other. While it may be easy to state that both leadership and management have to balance one another based on actions that fall under both theories. Those who perform in managerial positions have limitations because their visions are micro managed. As we network amongst each other, (leaders and managers) and while leaders are considered the visionaries, why is it that they need mangers to carry out their dreams? I believe the mood and tone does set a difference between leaders. I have to listen and focus on what is being expressed. Connecting with staff members on a positive light can be very rewarding, in reverse, as a leader, it can cause total anarchy. Goleman, Boyatzis and McKee (2008) believe great leadership works through their emotions (p 16). As I agree with the authentic approach, and highly believe that you must always be yourself. Bennis (2008) states, â€Å"authentic leaders are generous and may experience a pang at watching someone accomplish something they cannot do† at that point, emotions are running high (p 73). And because of their actions, regardless of their leadership behavior, they cannot help but become emotional; it is an inevitable characteristic. I also learned that people have capacities to become strong mangers, but not strong enough to lead. Such as in the case of a well rounded educator who is incapable of delivering good instruction to students. Strong leadership with weak management is no better, and is sometimes actually worse, than the reverse. (Kotter, 2008). Initial behavior changes come directly from managers; even though leadership is about change, management and leadership are about coping with complexities, both are bosses, both are in demand. I know that my dream involves Kouzes Posner, (2007), â€Å"Leaders know well that innovation and change involves experimenting and taking risks. One way of dealing with the potential risks and failure of experimentation is to approach change through incremental steps and small wins; and that the key that unlocks the door to opportunity is learning† (pp 19-20). The two closest styles I related with most are emotional and authentic leadership as I feel they interrelate. As in the case of Dr. King’s, â€Å"I have a Dream â€Å"speech. While most of us have learned to rise from the occasion, and understand, historically, mankind has come a long way, if we are to live as one, we have yet a long way to go; actions for good leadership are of great need. We must realize that we cannot walk alone, collaboration is needed. Dr. King beliefs were very authentic and emotion as he captured the nation’s attention to address equality. This speech inspired me to remain committed to the cause of being myself, a compassionate person that listens and acts on the needs of others while servicing in the educational and private sector. I have learned to connect history to my future as I envision using my leadership skills as a reminder that history does count and can be used as a shield and/or guide to help others move forward. Dr. King’s speech teaches all how important our history is and how it actually relates to our future. While he spoke then on a bogus check, our nation still seems is trying to cash in on the same dollar. We have enslaved ourselves in a different light; our standards seem to be sub standing and there is still a need for change. I learned from my leadership interview with Dr. Anitra J. Ward, who is a self-described political animal that loves challenging others to excels. She added that it is not enough to simply do the normal things on a job, e. g. coming to work on time, finishing tasks, one must work and play well with others. The reality is that work environments are not just about the job you were hired to do, it’s about knowing who you are and what’s important; a true authentic sign of leadership. Leaders need to share the missteps that they make and provide a map that guides the others along the way so that they can model the way for others. I’ve learned from this course that I need to tap into my own needs, strengths, weaknesses as I develop and focus on specializing in I have accepted concentrating on my writing skills, it is of the greatest important as I have to learn to articulate my thoughts succinctly. The main thing that I am taking away from course is that nothing is ever â€Å"finished† when it comes to organizational battles; alliances change as new challenges are introduced to the workplace. As a leader who is willing to challenge the traditional process, I must be prepared to take the first step alone and give others the time to determine their own level of comfort for change. Levy knew that he could not do it alone, it took collaboration. I attempt to incorporate as much as I have learned from my MBA experience with my direct reports and subordinates. This in turn fosters collaboration and development of new processes and procedures for future endeavors. I will continue to inspire others to excel and use my coaching skills as a less formal way of expression for growth. My Proposed Project I plan to put my experience to practice within the within the next two years. I want to own an employment agency focusing on placing people with disabilities on the job. As a backup plan, I want to be an educator. The individuals that I will serve must be drug free and be able to comprehend, yet, have the ability to perform as the job would relate to their situation. According to the Office of Disability Employment Polity (ODEP), Temporary staffing agencies may be one answer to people with disabilities finding employment opportunities. Qualified persons with disabilities represent a largely untapped labor source (http://www. ol. gov/odep/pubs/ek99/temp. htm). Because of my backup plan to work as an educator, I also envision working primarily with underprivileged children; focusing on the importance of education and self preservation. My platform will be to enhance their understanding of community service as they are exposed to the benefits from preparing earlier for success. By creating an environment of this nature, I want to model the way by showing (those society see as less fortunate) people, I care and can make a positive difference in their lives with the help from others as we strengthened their learning capabilities. Activities I will model the value of collaboration by sharing information and encouraging others to persevere. Empowerment will come in the form of team members adjusting their schedules to help their contemporary complete their studies if they take advantage of free tuition policy. In this respect a sense of trust is formed amongst ourselves as we pass on the torch to encourage the next to join in. By having models of success that people can identify with, it is my hope that others will be empowered to take advantage of the benefits education has to offer. My staff spends that majority of the day together as we see each other as an extended family member. As a families are seen to enjoy one another’s company at dinner time, we have found it important to acknowledge family ways and in the same light. Through positive emotional support during stressful experiences, we value sharing a meal. As we support face-to-face interactions, meals serve its purpose by bringing them closer to another as the goal is to create an image of unity. It is so important for the leader to provide lasting opportunities for team members as they intermingle. According to Kouzes Posner (2007) frequent interactions between people promote positive feelings on the part of each other for the other (p 24). Who would have ever thought a meal could make a difference. Key Insights Conclusions As initial behavioral changes come directly from managers, I have learned as a leader we have to be very careful in our delivery as our actions can cause staff to personally lose respect and devalue everything that comes out of our mouth even though moods and emotions are seen trivial from a business point of view (Goleman, Boyatzis and McKee 2008, p 21). I must be able to articulate to my audiences in a captivating manner. I agree in the primal leadership theory; introspectively speaking, yes we must be in tuned with ourselves, this makes us authentic. And as we are challenged daily with unforeseen events, we have to put on that face as well as relay updates to our direct reports. I find it unsettling as I express directives that take tolls on staff, as a woman, (an emotional being). I have found as changes arise, subordinates seek surrogacy; even men fall into this category, they want recognition in the same regard. Studies have found that more positive the overall moods of people in the top management team, the more cooperatively they worked together – and the better the company’s business results (Goleman, Boyatzis, McKee, 2008, p 23). I will take all of these evaluations and incorporate them into the culture of my business. For I look forward to a reputable place where people are delighted to be a part of; as trust, respect and honesty are prime characteristics. I will work on remaining calm and focused in stressful situations for it serves as a benchmark in my decision making and communicational skills. And as Dr. Ward expressed, â€Å"Anyone can steer a ship in calm waters, but it takes competence at the helm to navigate treacherous seas. † This is a motto she constantly used as she pushed others to excel. Conger (1989) suggest: rather to be truly effective it requires an understanding of subordinates and one’s organizational context †¦that forms partnerships to enhance their products or services (p 23). Sure, management practices vary as people understand the context of their environment, it’s also important to note that teamwork counts and it’s good to want people to feel comfortable and in charge while performing daily. I look forward to multiplicity as diversity helped Levy’s prior experience to be of great benefit as he gained trust from internal and external constituents. His role proved a true global leader; effectively proving organization and leadership are intertwined with culture formation, evolution, transformation and destruction (Schein, 2008, p368). I will take all of the skills acquired from the various degrees obtained coupled with work exposure to highlight future decisions. All I can do as I see the benefits of interacting and inspiring my team that their presence does make difference as I agree with Kouzes Posner, (2007) in the end, we realize that leadership development is self- development. Meeting the leadership challenge is a personal – and a daily – challenge for all of us. We know that if you have the will and the way to lead, you can. You have to supply the will. We’ll do our best to supply the way†.