Future Goals
Discuss about the Synthesis of Leadership Theories and Styles.
In order to become an effective leader, there are some elements which are unavoidable but must be present in one’s inner self. Similarly, I have various weaknesses which may cater barrier in my personal development to become a leader. My strength can help me to transcend some of the barriers in the way of being a successful leader. For being a successful leader one needs to be motivational and positive internally otherwise they cannot effectively get involved with the organisation or the employees (Dinh et al. 2014). Beside these inner qualities there are some external issues which one can effectively build up within them through proper planning and training. In me also I have found some weaknesses which I feel need to eradicate. This includes the inefficiency of communication, inability to assess the people and situations around myself. Moreover, I have issues like inefficiency to build teams through collaborative measure. This is why I can find some improvement areas that can challenge by efficiency.
There are some social innovation issues in my organisation which has compelled me to develop an action plan. As I want to be a social entrepreneur to guide and help the disable people to reduce their sufferings, I feel I need to be more competent in my job. The products and services that I want to provide through my organisation will then be more innovative and acceptable. Hence I need to identify the issues in me and transform the weaknesses in my strength.
Future goals: In order to become an effective leader, I first need to set some personal as well as professional goals which will effectively help me to reach the desired position in my life, first I need a life mission statement to expand my mind so that I do not face any problem regarding the critical thinking process of the organisation. In order to maintain the balance in the teams I need to develop the collaborative way of working (Ehrhart 2015). Thirdly I need to develop an effective communication and behavioural style. Finally, I need to develop a managing skill to face any future challenging and varied experience.
Leadership theories: Numerous studies have been conducted on how the leaders operate effectively (Kennedy and Chen 2015). These theories identify the factors that influence the efficiency of the leaders. Among these Behavioural theories, Trait theory, Contingency theories, Charismatic leadership theories, Transformational leadership and Transactional leadership theories are important (Favaro 2013). However, to help me in the personal development, charismatic leadership theory and transformational theory will be the most supportive. The charismatic leaders motivate their employees through their charismatic personalities (Landis et al. 2014). Transformational leaders can inspire their followers with vision and personality to change expectations, motivation and perceptions to work to achieve the common goals. These leadership theories are the guiding features of my development in future. These theories are being effectively used by the companies to match the expectations of the employees as well as the stakeholders. The current trends of the organisation have been changed due to the globalisation and the resulted technological advancements. This is the reason why the companies are focussing on hiring such a leader who will be able to run the business effectively.
Leadership Theories
Current leadership trends: due to globalisation, the hierarchical leadership which traditionally maintained the power distance among the employees with leaders has been abolished (Latham 2014). This is the reason why the companies are desiring to have more versatile leaders who are the supporters of diversity and having motivational character. Therefore, the leaders are now a days are more than leaders but the manger also. The functioning of the leaders has become more relationship oriented than task oriented. Due to the high enhancement of competitors in the market, the companies are trying to build an empowered as well as motivated workforce which will be able to give a competitive advantage to the company and this will be possible if the leaders of the company becomes competent enough.
Plan period: I have decided to complete all the measures according to the plan within the period of 5 years so that I can guide my organisation effectively. In this process there will be numerous steps which will be time consuming but I aim to limit all these initiatives within 5 years.
Leadership development opportunities: in my case, leadership development opportunities include all the essentials that the leader need to possess in developing himself acting effectively (Trujillo 2014). Through my initiatives I will be able to understand the places of improvements by identifying the weaknesses in me. Secondly I shall be able to know the scopes through which I can enhance the productivity in my firm and keep my employees motivated (Coetsee and Flood 2017). The improved communication skills will help me to increase collaborative measures in the organisation. There will be some people as well as institutions who will effectively help the me to develop may skills. As I shall be enlisting in the development courses for developing leadership skills, it shall be guided by mentors, teachers and other people. Moreover, my corporation will help me to consider the time during when my development will be under process. Thus will the help from all associates I shall be successful in achieving my goal.
|
Leadership goal |
Strategies to create changes |
Timeline |
Resources needed |
Newly developed skills |
|
Enhancing oral communication |
· Listening carefully to others · Judging designation of the involved communicator · accepting the expectation · being quite brief, to the point · providing messages within limited words (Buble 2012) · thinking and arranging before speaking · participation in the group discussion and debate · maintaining positive attitude |
Within a year |
Workshops, examinations, external learning processes, readings, job trainings and guidance from the mentors |
Learning to express myself much better before large audience |
|
Building skills for leadership and team building |
· Finding effective mentor · Joining courses to understand the real life example · Practical practice |
Six months |
job trainings and guidance from the mentors |
Learning all the methods to lead, employer and delegate my employees |
|
Fostering employee |
· Start delegating more responsibilities · Encouraging employees · Helping them with personal resource · Participating in the collaborative works · Assisting my team to achieve the goal · Taking positive role to meet future goals |
2 years |
Conference rooms, workplace internal learning process and mentor. |
Learning to incorporate others instead of doing all to myself |
|
Working with connecting and networking through growing assessment |
· Enrolling to personal assessment courses · Joining and reviewing the assessment processes from online sources · Proper understanding of the requirements · Guidance from mentors · Consulting with the colleagues to improve assessment process. |
2 and half year |
Workshops, external learning class, readings business journals, guidance of the mentors |
Connecting with more people working in my field and developing better networking techniques in team. |
Evaluation process: in measuring the improvement in me, I want to follow some of the very important evaluation process.
Firstly, I need to check the behavioural changes in me which will be done through judging the identification of priorities (Wambugu 2014). I shall be checking whether I can align things according to their priority or importance in my life.
Secondly, after the development process will be commenced, I shall be able to get clear on specific behaviours which I aimed to change.
Thirdly, I will be able to demonstrate value in terms that resonate with my audience
Fourthly, I shall be able to inform decisions which can affect the future program investment
Fifthly, I will build confidence in the ability of my team to contribute the organization needs
Sixthly I shall be able to help the participants to identify their scopes of improve
Seventhly I shall the support supervisors to improve their team performance
Eighthly, I shall be providing executives the needs to see the real impacts of the projects
Finally, I shall close the gaps which can prohibit the transfers of learning.
References:
Buble, M., 2012. Interdependence of organizational culture and leadership styles in large firms. Management: Journal of Contemporary Management Issues, 17(2), 85-97.
Coetsee, J. and Flood, P.C., 2017. 8 Leadership models: the future research agenda for HRM. A Research Agenda for Human Resource Management, p.130.
Dinh, J.E., Lord, R.G., Gardner, W.L., Meuser, J.D., Liden, R.C. and Hu, J., 2014. Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), pp.36-62.
Ehrhart, M.G., 2015. Self-concept, implicit leadership theories, and follower preferences for leadership. Zeitschrift für Psychologie.
Favaro, K., 2013. How leaders mistake execution for strategy (and why that damages both). Strategy+ Business.
Kennedy, G. and Chen, H., 2015. Practical Tips for Developing Leadership Skills Early in a Career. In Leadership in Surgery (pp. 91-98). Springer International Publishing.
Landis, E.A., Hill, D. and Harvey, M.R., 2014. A synthesis of leadership theories and styles. Journal of Management Policy and Practice, 15(2), p.97.
Latham, J.R., 2014. Leadership for quality and innovation: Challenges, theories, and a framework for future research. Quality Management Journal, 21(1), pp.11-15.
Trujillo, T., 2014. The modern cult of efficiency: Intermediary organizations and the new scientific management. Educational Policy, 28(2), pp.207-232.
Wambugu, L.W., 2014. Effects of Organizational Culture on Employee Performance (Case Study of Wartsila–kipevu Ii Power Plant). European Journal of Business and Management, 6(32).
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