My Philosophy Of Leadership Statement
Discuss about the Philosophy Of Leadership Statement.
In Week 1, I have developed my understanding about the leadership. In this way, it is evaluated that leadership is the capability regarding management of the company to set and attain the challenging tasks, take decisive action and shift, outperform the rivalry, and lead others to act effectively (Bolman, and Deal, 2017). When I was traveling through life, I met people who have a vital impact on who we are and what we do. I have been reflected by the human forces, beyond my family, that have built my leadership style. When I was working in a previous organization, my leadership statement was “always be fair and reliable in the principles that lead my decision, because there would be people who disagree. If I will reliable towards my team members then they will respect of a decision made by me.”
In my previous organization, I was accountable for managing a team of six such as managing their schedules, and offer training, and mentoring to them. I had enjoyed my leadership as I am proud to say that three out of these six people were promoted because I was mentoring them. Earlier the job, I had supervised a team of five designers on specific projects. I was not a direct manager but they reported to me for the project I led. From my current job, I have gained mix of project management experiences such as direct management and role experience. I had enjoyed my both experience. I believe in transformation leadership style. In week 1, I have developed understanding about this leadership style. In this way, it is evaluated that an individual, who has transformational leadership style, could inspire his or her team with a shared vision of the upcoming year (Northouse, 2018). Transformational leaders are highly transparent and spend their lot of time to communicate with the team. They do not necessarily directly from the front because they tend to allocate responsibilities amid their teams. This kind of leader has been supported by a detailed individual but, their enthusiasm is transmittable. A Vision is a portrait of what a company could and should be (Goleman, 2017). I have shared my vision with my team members by telling the story. It is discussed that a good storyteller builds trust, detain minds and hearts and deals as a reminder of the vision.
Along with this, people can find it easier to repeat a story as compared to talk regarding vision statement. For making the good decision, I have used an effective strategy such as evidence-based decision making. Sometimes without realizing it, managers are fitting the evidence to make a decision (Ward, 2016). I also use the fact ‘evidence-based decision making’ to deal with the team members. A clear knowledge of the roles evidence could play imperative to make a decision. As a result, it could help to avoid the challenges of decision making. During the week 1, I have developed my experience about the difference between evidence-based decision making and decision-based evidence making. There are two examples regarding this matter. For example, consensus decision making entails different alternative for the group and using the different option for making a good decision (Heifetz, and Linsky, 2017). Another example is that the consultation takes the ideas of the group into consideration while making a decision. Both techniques require the participation of group and manager for considering their beliefs and input of the groups in the decision-making procedures (Antonakis, and Day, 2017). I have realized that group decision making is effective rather than individual decision-making process as it considers the belief of different people, which enables me to make a good decision, as a leader at the workplace.
Transformational Leadership Style
It is analyzed that formal authority is required for employees in the organizational context to attain the outcomes in an agile way (Fairhurst, and Connaughton, 2014). As an HR manager, I have built my different key capabilities to develop the personal and professional life of my team member by using a different technique. These capabilities are intervened, inspire, steer and coach (Renz, and Herman, 2016).
Without formal authorities, I can inspire the employees by taking accountabilities. An ideal strategy is to tell a compelling story, which entails both pulls and pushes people into the action. In my previous organization, I have identified the potential issues and address them to avoid resistance to the new movement. I built myself as a trustworthy leader to inspire the other in an effective and efficient manner.
As a team leader, I have learned about the power of collaboration and teamwork. I have created a tremendous team in around me, which acts well together and plays a pleasant role in an organization. When I work as a leader, then I never think of myself as my boss. I have remembered that I was appointed as a leader, not for a senior position as I was in power-hungry crazy position. I have also identified the strength and weakness of my team members. I have also gained my learning about how to build both strengths and weaknesses. It helps me to act as a team within an organization. It also aids me to encourage and motivate my team members. It also leads me to develop a better vision at the workplace.
In 2016, I was hired for executive direction for a small town business association that had been ruined by factionalism and unprofessionalism amid board of directors. I scheduled face to face meeting with each member and leader to get to know them, their stress, their jobs, their hopes for the services and association they needed. I also took the time to understand each perspective. I found out that there is a large amount of individual who had two things in common such as love for their community and desire to help each other. After two months of these visits, I had reported to the board what I had learned and how we might want to make the transformation to the initiatives we were providing.
It is assessed that listening about the common goals that everyone shared, the board came to appreciate the worth of reaching out to perceived critics. Furthermore, a board meeting is changed from the sessions of member complaints to issue-driven collaboration (DuBrin, 2015). After that, member meetings are changed into positive and interactive places. We had designed the initiatives that met the needs of board members such as business expo, which permitted all local business owners of the town to endorse themselves. It becomes a win-win situation within an organization.
Identify a key leadership issue (either past or present) in your organization
During the Week 2, 3 and 4, I have learned about different leadership challenges. In 2017, when I had joined a start-up corporation in the medical device manufacturing space, then I had enhanced my leadership skills. I have participated in three major acquisitions and worked as six different presidents. In the beginning, I had worked as a training and organization development specialists in order to leas the whole HR organization. It has developed my leadership development program, and global learning and development function.
Evidence-Based Decision Making
In 2013, the culture of the corporation, I had dedicated to my professional growth to had become toxic. Employees had complained about me as my morale was low at that time, attrition was on high and engagement ranks on the annual employee survey remained at the low level after a year. Although, I had effectively led my team of 10 to 300 in over 20 years, yet unaccountably I was realizing over my head. I was burned out as a leader and failed to serve to my employees. It demonstrated that there is no matter whatever I did as my team was dissatisfied and the organizational issue remained inflexible. As a leader, I was arguable hence employees grew more distrustful. Thus, I have decided to leave the dysfunction and acts as a consultant.
Analyze the issue in accordance with Organizational Behavior and Leadership principles
In week 3, I have learned that leader faces issue associated with organizational behavior and leadership principle. The complex issue, which I had faced in my previous organization, was dealing with my team members in ethical and professional manner. I have gained my learning that organization should adopt a simple and clear behavior strategy in order to deal with organizational challenges. Another issue, which was faced by me, is related to review policies and interact about new standard at the workplace.
During the week 4, I have learned that organization should consider the ethical behavior as a comprehensive cultural standard as it will prevent the problem that might lead to significant damage. An organization that applies set of policies and system without identifying the role of leadership, then it could create difficulty to build legal business environment (Komives, 2016). Every new law, regulation, and initiatives should consider the collective or individual decision to avoid the issues (Johnston, and Marshall, 2016). The organization should clearly specify elements of leadership behavior. The leader should understand the non-negotiable need to avoid the issues at the workplace. The organization should maintain accountable leaders to implement the behavioral standard and manage the employees in accordance with them (Tourish, 2014).
References
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. USA: John Wiley & Sons.
Northouse, P. G. (2018). Leadership: Theory and practice. UK: Sage publications.
Goleman, D. (2017). Leadership That Gets Results (Harvard Business Review Classics). USA: Harvard Business Press.
Ward, J. (2016). Keeping the family business healthy: How to plan for continuing growth, profitability, and family leadership. UK: Springer.
Antonakis, J., & Day, D. V. (Eds.). (2017). The nature of leadership. UK: Sage publications.
Heifetz, R., & Linsky, M. (2017). Leadership on the Line, With a New Preface: Staying Alive Through the Dangers of Change. UK: Harvard Business Press.
Fairhurst, G. T., & Connaughton, S. L. (2014). Leadership: A communicative perspective. Leadership, 10(1), 7-35.
Renz, D. O., & Herman, R. D. (Eds.). (2016). The Jossey-Bass handbook of nonprofit leadership and management. USA: John Wiley & Sons.
DuBrin, A. J. (2015). Leadership: Research findings, practice, and skills. UK: Nelson Education.
Johnston, M. W., & Marshall, G. W. (2016). Salesforce management: Leadership, innovation, technology. UK: Routledge.
Tourish, D. (2014). Leadership, more or less? A processual, communication perspective on the role of agency in leadership theory. Leadership, 10(1), 79-98.
Komives, S. R. (2016). Leadership for a better world: Understanding the social change model of leadership development. UK: John Wiley & Sons.
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