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Personal Philosophy on Leadership

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Introduction

Though many people have a tendency of recognizing leadership the way they perceive it, it is difficult to precisely define leadership with exact accuracy. The leadership survey is aimed at providing a detailed description of leadership qualities to assist in leadership development. Further, it provides a description of valuable skills, behaviors, abilities and knowledge, which an individual harbor. Leaders are not expected to master all the competencies. However, they are expected to at least be aware of the most of them.

They should also have a focus on how to develop leadership competencies in them, and be able to identify leadership qualities in others to choose individuals who may be able to compensate their weaknesses. The leadership survey will help me in understanding my leadership capabilities and potentials. I will prioritize my development plan on the core competencies that are essential for my leadership. The prioritization should also be based on competencies, which lack in me.

My Leadership Strengths and Weaknesses

Strengths

I have always had a desire to make my team members view me as a leader who encourages them to work. Another aspect is to have a good relationship with them. I can accomplish this by listening to their concerns and designing strategies on how to meet their needs. Some people claim that leadership is a natural talent, however I tend not to agree with them for some reason. My argument is that the qualities of leadership that are crucial for success can be developed and established.

By nature, I am also a creative person. In most instances, my team members would find my ideas unique owing to my creativity. They would be surprised in many situations concerning my ideas and creativity at the work place. At Sellin engineering department, the aspect of being creative has assisted me to capitalize on complexities. The ever-increasing complexity in work operations at my workplace has necessitated a bold creativity. This is not only on my side but also from other management teams in designing the operations in an imaginative way that enhances flexibility, and speed in line to the ever-changing work atmosphere.

Weakness

To be frank enough, I do not like doing things using new methods because I become scared of not achieving the stipulated objectives or in other ways delaying in achieving them. In other words, I do not embrace innovation. Doing business in the usual way is also easy as there is no risk anticipated. Although I am perceived as someone who does not like innovation, the truth of the matter is that this attitude has saved many situations that could have turned sour in my company’s operations.

One such incidence is when the management at Selin hydraulic section, where I also work as a deputy administrator decided to automate most of the difficult and complicated tasks by use of new technology. Their aim in doing this was to reduce the number of employees and therefore, cut costs associated with employment. However, I came up with a contrary idea where I informed them that it would not be wise to over rely on technology rather than people.

They however disregarded my idea and went ahead to incorporate the automated systems. The problem arose when there was a breakdown in these systems and most of the operations in this department were halted, dearly affecting the company. My assumption therefore, is that although technology is good and can make work easier, the management ought not to be too reliant on it. Rather it should be substantiated with the manual knowledge.

With regard to management, there are incidences where I try to think of making my team to be lean to minimize the possible mistakes. In addition, I do not hesitate to articulate my stand to any member of the team and even to the management board. With regard to supervising and managing projects, I am more of comfortable in managing them one by one instead of managing them simultaneously. This is because I consider it difficult to respond to the demands of various people from different directions, which could sometimes be frustrating. Further, I need to find ways of dealing with group work pressure, especially in dealing with large teams if I plan to move forwards in my career and accomplish my dreams. I am also not a very effective communicator, particularly in the work context. My social skills are also low since I consider myself an introvert.

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Leadership Approaches

There are specific concepts that can be used from various leadership theories in relation to my leadership development plan. I believe that the skill approach can be used to nurture, and develop effective leadership qualities. I also believe in the essentiality of the servant leadership theory, which revolves around the interest of ethical, and community dimension. Skill approach is dissimilar to the traits theory in the sense that it depends on an individual’s abilities in developing the qualities of leadership. According to Northouse (2009), any individual has potential of becoming a leader, he exerts an effort in nurturing the skills in crucial aspects. Katz (2009) in her three-skill approach explains that the conceptual, human and technical skills can be developed.

This approach takes consideration one individual as a potential leader by simply acquiring the three important leadership skills and using them to realize a specific objective. Katz continues that conceptual, human, and technical skills are needed on different levels depending on the nature and level of management. Nonetheless, human skill is regarded as being crucial at all levels (Saha, 2009). Human skill is explained as the capability of working with people where the concept of leadership is focused on relationship building, team building, motivating others (Thompson, 2012). I feel this as being important for me as a leader, and I will therefore place it at the core of my leadership plan.

According to me, leadership is not simply focusing at individual’s interest, but also establishing relationship with others. Since I prefer autonomy in work, I believe that the servant leadership theory could be helpful in my leadership development plan. It will also assist me to understand the significance of growth, and progression as leaders, as well as the wellness of other people. This is done through establishing interrelationship, listening, and effective communication.

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The concept of servant leadership, which was formulated by Greenlef (2001), has been an influence, and support for many successful leaders in today’s perspective. Servant leadership theory will assist me prioritize clients, and colleagues in my workplace and the general social relations. The traditional leadership mode is established in a hierarchical structure where most leaders manage by fear and authority. Servant leadership differs from this structure in five crucial aspects, respect, trust, common goal, shared experience, and mutual understanding (Maxwell, 2003). Authority or power does not influence the servant leadership theory, rather it is one willing to serve others, and be committed to society’s development. According to this model, an effective leader must be willing to learn and seek feedback from colleagues or other leaders (Seyranian, 2008).

My Current Sphere of Influence

My sphere of influence is derived from Ursula Burns, the C.E.O of Xerox Company. Ursula is currently rated as the 22nd most influential woman worldwide in 2014. Her stewardship in Xerox indicates that she is a transformational leader with an aptitude in technological innovation (Thompson, 2012). From her leadership capabilities, it can be noted that she has transformed employees in many ways towards achieving company goals. Therefore, this leader has been a great influence to my career.

My Leadership and the Application of the Leadership Philosophy

I am currently a nurse manager at Zeturn Health care, a private hospital in New York. I arose into the management board after the previous manager left the company for other ventures. From the leadership survey results, it is apparent that my preferred style of leadership is that of participative leadership. Owing to the dynamic nature of the healthcare system, it becomes critical for health care managers to employ specific types of leadership such as participative, which favors change and involvement of workers in this industry (Woodward, 2011). Health care managers who use this type of leadership will feel more confident, and comfortable when formulating, or implementing healthcare policies.

As a heath care manager, I will employ participative leadership to promote teamwork among the staff, motivate them on performance, encourage self-esteem and involve the staff members in the formulation and implementing policies and other decisions in the organization. The qualities of participative leadership will assist in promoting a healthy and conducive environment for staff, and employees, subsequently improving satisfaction among staff, patients and the management (Thompson, 2012).

The Use of Informal, Formal, Positive and Negative Power in Relation to Participative Leadership

While exercising the formal power, I will ensure that the desires of the management are implemented accordingly. This implies that there can be some decisions, which I make that may not be very pleasing to the members. However, I will have to explain the reason for these decisions to the particular members so that they understand. On the other hand, informal power will involve giving employees autonomy in performing their duties. I will also involve them in decision-making process. I will seek important ideas from them and incorporate them in the leadership processes.

I will essentially apply positive power by initiative activities to be accomplished setting goals for each team and encourage them accordingly to improve their performance. On the other hand, I will exercise negative power by stopping activities, which I deem irrelevant or heading to the wrong direction. This may also include instilling necessary punishments on members who do not perform according to their expectations.

Conclusion

This evaluation has indicated that I can achieve my goals as a leader. However, I need to increase strictness in meeting my objectives. Further, the assessment has shown that I can be creative in various aspects and this is one of my strengths. However, I need to look for better strategies, and mechanisms to handle various problems, and issues. Improvement of my communication and planning are among the concerns that I need to check when I establish my own business. My determination and drive show that my entrepreneurship and projects can be successive.

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