Self-Development as a leader to build self-awareness
Leadership within an organisation plays an important role in setting ground rules for employees and other workers managing the operations of the firm in a professional setting. However, it is essential for leaders to work according to their leadership style to develop their skills and capabilities according to the requirements of the organisational setting. However, there is a difference between the approach of a manager and a leader influencing the operations of the company. It can be said that a leader is one that design operations and functions for its followers, however, managers are the one that imposes the changes, however, it is important to understand that a leader that guide the manager at first place (Bernard M. Bass, 2015; Blaik Hourani & Litz, 2016).
Thus, it depends on the leader’s skilled approach to planning, organise, lead, and control the internal operations of the company to manage its resources. The report is focused on outlining a detailed reflection review to discuss the self-development approach to build self-awareness; it has given a reflection about key leadership theory along with Whitman GROQ and Boyatzis, intentional Change model. It aims to determine personal leadership development capacity to influence motivation to set practising standards to coach and mentor followers to achieving their targets as determined at first place (Bolman & Deal, 2017; Carter & Greer, 2013).
It is found that self-awareness helps a leader to keep them grounded, focused, and attuned about their goals and objectives. Self-development approach helps a leader to stay focused on their vision to control their mind and their follower’s mind to develop knowledge and success for their followers and leaders. However, it requires knowledge development to guide the leaders in achieving their targets. I have been working on my leadership skills from the start especially considering my learning approach to be aware of my skills and capabilities, though it has not been an easy job it has helped me develop my focus. I have been working to achieve success based on the skills, though I have not always worked as a leader directly, I have been working under various leaders in different organisations to gain experience about their own approaches that they have used to regulate in the professional world (Chhokar, Brodbeck, & House, 2013 ; Zhu, Avolio, & Walumbwa, 2016).
There have been thousands of successful leadership examples across the world, for example, the leadership of Facebook, Mark Zuckerberg has been following transformational leadership approach, they have been learning from their own mistakes to guide their employees. It was not always that the leadership of Facebook was successful in getting success; they have faced hundreds of issues among their employees to set guidelines for them. From what I have learned from this example, I have kept an open mind to regulate my emotional intelligence to keep them attracted to the successful performance of the company. I have always been a team player even as a leader; I want to pursue the same lead. Currently, I have been working on improving my leadership skills and capabilities, I have set long-term goals to start my project in future, and I only want to consider self-development and self-awareness approach as a leader to achieve my targets in the next few years. I believe it will help me achieve my targets in the long run (Maier, Olaru, Floricel, & Marin, 2014; Clarke, 2013).
Reflection on key leadership theories
There are different leadership theories to achieve collaborative targets; it is important for leaders to consider the leadership approach based on different elements, for example, the way to manage internal resources, planning methods to become successful leaders. It can be said that there are several leadership theories and types different from one another helping the leaders to work with their approaches and traits. For example, in the case of Trait theory, there are some personality traits to lead people naturally to leadership roles. Another theory is focused on discussing great events to consider the crisis and important events about people’s management that can cause issues for the people in the future. I have been working on Great Events Theory that can cause an individual to polish their skills and self-awareness approach to achieve their collaborative goals. However, this leadership style does not suit my personality, though I highlight my honourable skills and traits to guide my followers and provide them with a development approach to achieve their targets (Gold, Thorpe, & Mumford, 2010; Jackson & Parry, 2011).
While I was studying other leadership theories, I can see across transformational leadership theories, this is a style where people select their own approach to become leaders and learn leadership skills and traits to achieve their targets. In the current competitive environment, it is important for leaders to work on their skills and guide followers to come forward with their own ideas. It is important for leaders with a transformational approach to consider developing for all, it can be said that good leadership trait requires the firms to adopt an approach based on beliefs and character. So that they can understand their own job, tasks, and human nature to implement motivate and provide direction to followers in achieving their targets according to the situation. The benefit of transformational leadership looks forward to understanding the intensity of the situation to plan the future of the project and convey a strong future for the company (Hoch, Bommer, Dulebohn, & Wu, 2018).
While I was working on improving my leadership skills and capabilities, I came across two different leadership models to plan their resources; these models are found efficient in helping leaders, one such model includes the GROW Model developed by Whitman, it is a simple model determined for goal setting and problem-solving. In the UK environment, the business industry becomes more competitive with time especially after the financial crisis period creating the urge for the leaders to look to work on models that can help them achieve their targets. For example, the GROW model stands for Goal, Reality, Obstacles/options, and way forward to take action based steps. I believe that this model is planned to achieve collaborative goals and objectives to work on ground realities and make a difference to bring a change within the company. For example, identifying obstacles and issues related to the business environment are considered collaboratively to look for options for the professional setting (Dong, Bartol, Zhang, & Li, 2017).
The model is found suitable for new leaders to consider a step-based approach to work on possible options for the firms to achieve their targets. This model is initially designed to coach the followers and reduce the issues they might face in managing their resources. While on the other hand, I have been working on the five stages of intentional change theory, the model was designed according to the need of the change based on the behaviour and situation; these entail perspectives, individual behaviour, competencies, dreams, and inspiration for the followers to adopt their attitude to meet the requirements of the industry. Also, the foundation of the intentional change theory according to me has worked on different discoveries made for the leaders. These are focused on the ideal self and a self-proclaimed vision. It also includes real-self to compare their results and assess the strengths and weaknesses of individuals based on their skills and capabilities (Qu, Janssen, & Shi, 2015; Schmitt, Den Hartog, & Belschak, 2016).
Whitman GROW and Boyatzis Intentional Change models
I also believe that this theory encourages the individuals to provide an agenda and plan; it also aims to experiment to practice new behaviour, thoughts, and perception about a collaborative study. It is where I have been working to collaborate my level of understanding with transformational leadership and trust the relationship to enable an individual based on experience and processes in the process discovery. It is essential for the leaders to consider their approaches in this cycle to look forward to the changes that can help a leader to learn from their own mistakes to work their way out in the industry (Ghasabeh, Soosay, & Reaiche, 2015).
I have been focused on learning new leadership traits to work as a successful leader that focus on seeing the potential among other people and help them gain credit for it. Throughout the years, I have found that if I am working to gain my focus it will help me extract opportunities in the next few years, and I have felt a solid draw to make a move as a method for readiness for meeting that future vision. It appears as perceiving the gaps between the assets required to focus on my long term goals to determined activities expected to close the gaps (Schaubroeck, Lam, & Peng, 2016; Banks, McCauley, Gardner, & Guler, 2016).
The leadership challenge for leaders is to express and communicate their vision among the ones they believe that the capacity to fulfil their dreams and work with me to make them true. Institutions are helping individuals to understand their skills that further help them look into long term planning and communicate collaborative goals to achieve their targets. However, there have been challenges for individuals to manage their responsibilities but these can be arranged according to the situation. The procedure is to determine contextual understanding regarding the needs of the project to fulfil the gaps adequately and manage their resource as required (Herman & Chiu, 2014; Engelen, Gupta, Strenger, & Brettel, 2015).
Since leadership theories work on different levels, it is essential for individuals to focus on developing their business designing and plan their external outcomes based on their predictions, this help the firms to look forward to reduce the risk related to the issues that leaders face in motivating their followers in managing their operations. According to research, I have found that to improve facilities, it is essential for the firms to understand the expectations of their employees in setting their roles and responsibilities and set rewards and incentives for them adequately as it helps the individuals to achieve their performance targets (Appelbaum, Degbe, MacDonald, & Nguyen-Quang, 2015; Carter & Greer, 2013).
The use of any hypothesis of inspiration has qualities and shortcomings that permit knowledge into singular inspiration and give departures to those occasions when the hypothesis disappoints us. All hypotheses add to a superior comprehension of human conduct largely. However particular utilisation of hypothesis relies upon factors that react to singular needs. On the off chance that this hypothesis is right, it contains some further ramifications for inspiration (Jensen, Moynihan, & Salomonsen, 2018). It accommodates a vastly improved comprehension of inborn and outward rewards in connection to execution. While positive judgment from peers gives extraneous prizes, the characteristic prizes originate from both the acknowledgement of this judgment and the heading that it accommodates additionally learning. The entertainer considers figuring out how to be a long lasting procedure, along these lines making considerably more noteworthy levels of inspiration. Besides, this hypothesis gives a superior comprehension about disappointment and its effect on the person. Since I have, the capacity to react is an essential factor in inspiration. A man with a learning objective will react to disappointment by investing significantly more energy to succeed (Breevaart, Bakker, Hetland, Demerouti, Olsen, & Espevik, 2014; Schaubroeck, Lam, & Peng, 2016).
A hypothesis of intelligent practice as a strategy for discovering that underlined inspecting our encounters and associating with my emotions. Schön’s hypothesis individuals learn in two distinctive routes know as an appearance in real life and reflection on action. Right off the bat, individuals pick up learning through an appearance in real life. Appearance in real life (“thinking on your feet”) includes growing new understandings of educational activities in the circumstance that is unfurling. Subsequently, when people approach the unconstrained execution of activities of regular day to day existence, they show particular information.
Nevertheless, regularly individuals cannot understand this learning. People cannot state what they know; rather, they do what they know this incorporate, information in real life. Correspondingly, individuals may learn fundamental abilities by being in an organized condition and by associating with companions, mentors, and guardians; however, they will most likely be unable to explain which aptitudes they learned or how they learned them without help (Jackson & Parry, 2011; Schmitt, Den Hartog, & Belschak, 2016).
To feature what individuals realise practically speaking, and to anticipate people getting to be thin and redundant, individuals need to utilise another sort of reflection. Individuals can utilise toe reflection on activity to investigate why they went about as they did, what was going on in a circumstance, what they have educated, and how they can utilise this information later on. The result of reflection on activity is a collection of musings and thoughts in light of fruitful reaction techniques and results that one can draw upon when faced with new situations. The well-known experience gave correspondence approaches as a similitude, or a model for the new one, for instance, setting correspondence ways to deal with enabling representatives to work when in new settings (Zhu, Avolio, & Walumbwa, 2016; Banks, McCauley, Gardner, & Guler, 2016).
It is recommended that by pondering your relational abilities, you will turn out to be more mindful of your qualities and zones to create, which will make me mindful of the effect that diverse physical and enthusiastic impacts have on your correspondence, and your capacity to adjust your correspondence to address the issues. Besides, as you build up a capability to consider benefit clients’ responses and correspondence designs, you will upgrade your ability to relate and comprehend benefit clients’ sentiments, and therefore your fitness to react properly, which will result in enhanced correspondence that meets their passionate needs (Akar, 2010). By building up the relational abilities through reflection and review, you will unavoidably build up your enthusiastic insight. I am certain that the reflection is the beginning of passionate insight; the utilisation of the reflection that makes us sincerely keen. As indicated by Gibbs’ and Kolb’s cycles of reflection, that is, to simply reflect is lacking, you need to apply the gaining from the appearance in the following mediation and keep on reflecting on being an intelligence expert and a sincerely canny understudy social specialist (Banks, McCauley, Gardner, & Guler, 2016; Jackson & Parry, 2011).
Reflection is not a simple action for some social work understudies. However, these attitudes need to hone like all other social work abilities. Growing great reflection aptitudes requires some serious energy and duty, however setting aside that opportunity to build up your abilities will improve your enthusiastic insight, and hence your capacity to be a superior communicator and a superior understudy social specialist. We would contend that reflection ought not to be viewed as an ‘errand’ to be finished for a surveyed or developmental assignment, however as an ability that ought to support the training to guarantee that, I am deliberately capable in the social work and correspondence. It can be contended that enthusiastic insight is the blend of my intrapersonal and relational aptitudes: how you decipher your musings and sentiments and express them, and how you translate the other individual’s verbal and non-verbal correspondence and react to them. Through mindfulness and social mindfulness, the understudy social labourer can alter and upgrade correspondence to improve the commitment of administration clients (Gold, Thorpe, & Mumford, 2010; Akar, 2010).
To summarise the reflection, it can be said that the personal experience included in the research has a wide appreciation about different leadership theories and models, it is important for organisations to look forward to adopting transformational leadership approach in managing their operations. Considering the long-term plans of the leader of my organisation, I believe that there are high chances for every individual in the setting to achieve their targets. However, if I consider myself as a leader working to manage my resources and achieve my business targets, I will want to ensure that my people are following my lead as it has determined to achieve financial and non-financial objectives and as a leader.
I believe that I can control their mind with a suitable approach. With self-awareness approach, a leader can adopt an approach to develop self-knowledge and awareness to achieve success. To formulate understanding, I have been using two different model (Whitman Grow and Boyatzis intentional change) to look forward to the required changes within their operations to achieve its targets, as it is determined at the first place. It has outlined the techniques that I have been seeing my previous leaders using to adopt a continuous learning and self-development approach to maintain a competitive advantage over its employees.
References
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