Leadership Personal Plan - Term Paper Example

Develop a personal plan - topic is leadership Everyone expects effective and efficient leaders who would guide one through. The role of a coach or mentor has increased tremendously in one’s personal and professional lives. Similarly, leadership theories and styles have become a much discussed topic in the organizational and management scenario. However, leadership is much more than just managing people and involves a lot of aspects like motivating and developing followers and their skills. Effective leaders can influence the performance and actions of their followers considerably through inspiration, empowerment, and encouragement. The type of person one likes to have as a coach or mentor differs from person to person; there may be people who like charismatic leadership while others may prefer transactional, executive coach model, democratic, autocratic, or transformational leadership styles. However, it should be borne in mind that a genuine and effective leader adopts many leadership models and theories as the situation demands rather than sticking on to any particular leadership theories or styles. In my opinion an effective leader should have a charismatic personality and he should follow a mixture of executive coach model, transactional and transformative leadership styles in his dealings with his followers. My personal plan for leadership is immensely influenced by Robin Sharma’s view that “Leadership is not about how much money you make or the clothes you wear. Leadership is a philosophy. It's an attitude. It's a state of mind. And it's available to each one of us” (What is leadership?). Thus, I strongly believe that anyone who can develop an attitude or a state of mind to become a successful leader becomes one. It would be worthwhile at this stage to define what a leader is before moving on to the topic of this paper. It should be noted that there are many views on what leadership is all about, though most of them agree that it has to do with guiding or leading a group of people to achieve a common vision or goal. In this context “a leader is interpreted as someone who sets direction in an effort and influences people to follow that direction” (McNamara, 2008). Thus, I feel that leadership is all about influencing people. Whatever may be the view about leadership, no one denies that it is an extremely important factor in the success of any organization. The rising trends of globalization and the resulting competition in the market place have increased the importance of effective leadership in the business arena too. Lack or absence of leadership can lead to a situation known as leadership vacuum which is dangerous for an organization. I strongly believe that an effective leader should possess the qualities of a coach and mentor. Effective leaders are very often compared to effective coaches who motivate, inspire and impart key strategies and techniques to the players under him. Natale & Diamante propagate the Executive coach model of leadership where there is a stress on performance and mutual understanding, confidentiality, service agreement, and the method of communication between the coach and executive (2005, p. 362). The five stages of executive coaching include credibility of performance feedback, perceptual tendencies and filtering, work history and corporate culture, personality and cognitive style/explanatory style, and pressing career/personal needs, values and concerns (Natale & Diamante, 2005, p. 365). In the executive coach model of relationship the emotional bond between the two is as important as the cognitive evaluation. Thus, I would like to have someone as a leader who possesses the above mentioned traits of an effective coach or mentor. As already mentioned, my personal plan for effective leadership focuses on the charismatic, transactional and transformational leadership styles and therefore it is worthwhile to consider each of these leadership styles: Charismatic Leadership: I strongly feel that a leader with a charismatic personality can lead others by example and that he will be better equipped to inspire and influence his followers. The fact that a person can arouse loyalty is indicative of the influence a leader with charisma can have over his or her followers. Dr Alessandra is a renowned author and motivational speaker. Charisma, according to him “is the ability to positively influence others by connecting with them physically, emotionally, and intellectually” (Alessandra). In other words, a person who has charisma coupled with other leadership qualities can be labelled as a charismatic leader. One of the unique abilities of such leaders is to turn complex or difficult concepts into simple and easily understood interpretations. Charismatic leaders have a vision which can arouse enthusiasm and confidence in the person’s followers. Another trait is sensitivity for the followers and the environment. The characteristics, ability, and behavioural traits of charismatic leaders have the potential to influence and motivate their followers and so my personal statement on leadership includes charismatic leadership styles. Transactional and Transformational leaderships: In an organizational setting, I support transformational and transactional leadership styles. According to Farrell, Souchon & Durden (2000), a transformational leader is most likely to be “charismatic, inspirational, intellectually stimulating to followers, and individually considerate” whereas a transactional leader is likely to be “short-term and instrumentally focused, in that s/he will lead by providing rewards contingent on performance, and manage by exception” (p. 2). It is important that a transactional leader motivates his followers or employees through timely positive reinforcements, constructive intrinsic and extrinsic rewards, incentives, performance feed backs and praise. Transformational leaders, on the other hand, believe in the power of motivation, inspiration and the empowerment of staffs and emphasise the use of intelligence and creativity (Farrell, Souchon & Durden 2000 p.5). Thus, I am of the opinion that employees who work under a transformational leader are more likely to be more committed, more satisfied, and less stressed than those under transactional leadership. Transformational leadership strategies such as role modeling, verbal persuasion and physiological arousal are most likely to enhance the self-efficacy of the employees. Transformational leaders can bring about unprecedented transformations within the organization by motivating the followers or staffs to go beyond their individual interests and goals for the accomplishment of the common organizational goal which is of very significance at the management level. It has been argued that a transformational leader is better equipped to know the aspirations and perceptions of the staff force and where the staffs are provided abundant inspiration and motivation the staffs are most likely to improve their commitment and dedication. Besides, a transformational leader can also implement effective strategies that keep the entire staff cope up with their aspirations. In order to keep the employees motivated it is necessary that efficient staffs are provided with ample opportunity for professional growth and development within the organization itself. However, it has been generally agreed that proper, efficient and timely feed backs and motivation from the part of the leaders or managers, whether they be transactional or transformational, is an essential prerequisite as far as the growth and development of any organization is concerned. Thus, my personal statement on leadership consists of a proper blend of transactional and transformational leadership styles. Conclusions Thus, it can be stated that I would like to have someone as leader who possesses a charismatic personality, the character traits of a coach or mentor, and who motivates, guides, influences and inspires me through a proper blend of transactional and transformational leadership styles. Similarly, an effective leader is one who leads from the front; for this one should have innovative and far reaching goals which is being shared and supported by the followers. No one likes an autocratic or authoritative leader; everyone prefers a democratic leader who builds up positive and constructive relationships with the followers or employees and whose deeds and actions are quite motivating and influencing. References Alessandra, Tony. (1996-2005). Charisma: What is it? What will it do for you? Retrieved November 28, 2010, from Alessandra & Associates, Inc: http://www.alessandra.com/freeresources/CharismaWhatisit.asp Farrell, Andrew M., Souchon, Anne L. and Durden, Geoffrey R. (2000). Enhancing Service Performance through Transformational and Transactional Leadership Styles. Retrieved November 28, 2010, from Conference Track: Marketing of Services website: http://andrewmfarrell.com/FSD_EMAC_2000.pdf McNamara, Carter. 1997-2008. Overview of Leadership in Organizations. Retrieved November 28, 2010, from Authenticity Consulting, LLC: http://managementhelp.org/ldrship/ldrship.htm Natale, Samuel M. and Diamante, Thomas. (2005). The Five Stages of Executive Coaching: Better Process Makes Better Practice. Journal of Business Ethics, 59, 361–374. What is leadership? Retrieved November 28, 2010, from Robin Sharma Articles: http://www.robinsharmaarticles.com/8/What_is_Leadership?/ Read More