Personal Construct of Leadership - Coursework Example

Personal Construct of Leadership Name: Institution: Date: Personal construct of Leadership Throughout the historical periods, the world has had great and important leaders. People have given their thoughts about what leadership entails. Books and various articles have been published to give us a true definition of leadership. All these have never been adequate. Many people in the society have provided many and varied opinions and ideas about the concept of leadership. It seems that no sector of the economy can survive without an established leadership. The political, economic and social dimensions of a country must have a well-established leadership system. The world has had great leaders with different ideologies and policies of governance. Many people have had different leadership experiences. The question I have always asked myself has been about what is entailed in leadership? What governs leadership? Who is a true leader, and if there is, what are the qualities and skills associated with a true leader? The aforementioned ones are among the few questions I constantly ask myself. My personal idea of leadership has developed through reading various books, my personal experience of leading an accounting team, being a leader in sporting activities. My university educational life has continued to enlighten me about the scope of leadership. In this work, I provide my perspective on the definition and scope of leadership concerning my past experiences. I give a description of the leadership theories that have guided my personal framework on leadership. Some of these theories are the Great man theory, transformational, situational, and authentic leadership theories. I then identify and describe some of the leadership skills that I would need to have as a leader. The skills are a reflection, emotional, goal setting, listening and intelligence skills. The final part of my work entails the various ways through which my personal guide would help me in my future. Definition of Leadership Leadership simply revolves around people. I see leadership as a means through which an individual can have an influence on others. It involves a person being able to coordinate many people for the purpose of achieving common or desired goals (Green, 2015). It entails common influence on a group of people. The influence should be a positive one. Leadership inspires, motivates and influences people (Mintzerb, 2011). Leadership involves the ability to engage and directs employees via relationships. The employees are inspired to work effectively towards achieving quality outcomes. Leaders must have a vision, integrity and must be of sound character (Beerel, 2009). These qualities appeal to others and seek the inspiration and guidance of the leaders. I can describe an ideal leader as being full of passion, love, empathy, vision, harmony, sacrifice and many other qualities (Jackson, 2011). Leadership can also be learned. We do not have to be born leaders. Based on the above, I provide an evaluation of my leadership style and put the framework for the identification of my leadership skills. Theories of Leadership The Great man theory My previous thoughts about leadership have often been associated with this theory. I have always believed that leaders are special people because of their family origins or their social classes. I knew that leaders must possess special personality traits. Some of these traits are self-confidence, personal integrity, the need for power, emotional stability, maturity and many other qualities (Ciulla, 2008). I often knew that leaders are born. On the contrary, my current studies have revealed to me that I had wrong notions. Leaders must not come from great families or social status. Many leaders emerge irrespective of their social status and family backgrounds (Hernon, 2010). People are not only born to be leaders but also through self-awareness, they learn to become great and important leaders of the society. Many people grow to acquire leadership skills that eventually make them become true leaders in the society. Situational Leadership Leadership is not done in one right way. It involves flexibility regarding how leadership services are delivered. Leaders become more effective when the style of leadership matches the situations. A leader should adapt and be flexible to whatever situations that come the way (Ciulla, 2008). A leader must adapt to the requirements of the people to be led. The way a leader rule is related to the tasks, the relationship with members and the position power of the leader. The tasks, relationships, and positions of power have different requirements that must be delivered by a leader (DuBrin, 2013). This calls for flexibility and adaptability on leaders. My personal leadership analysis indicates that I am more of task-oriented leader. However, this does not mean that I cannot build or maintain an effective leader-client relationship in my working position. I am often reminded of the significance of maintaining a good client-leader relationship. A good leader acquires and develops the ability to adjust to all the possible situations in a work place. He does not get stuck in one style and then identifying the situations that match his style. The flexibility in leadership helps those who have differing abilities. The situational leadership theory helps leaders to use their best styles depending on the prevailing situations or the kind of employee (Nahavandi, 2014). The situational model presents to leaders various ways through which they can adapt to changes in the working environment. The use of different styles in adapting to various circumstances increases the competence and ability of a leader in performing different tasks (Chemers, 2014). Therefore, this theory gives me a belief that a leader who can adapt and be flexible in doing various tasks is more productive than a leader who only performs or engaged in one style of leadership in executing a particular task. Leaders must learn to match the styles with the prevailing situations (Miner, 2007). They should lead by matching the styles with the willingness and the willingness of the people they are leading. Through this, a leader is transformed. Transformational leadership theory This leadership theory gives me a reflection of the kind of a leader I desire to be. Transformational leaders are true leaders who have undergone a change and desires to be a leader of high standards. The transformational leaders work towards delivering the needs of the team they lead. Transformational leadership is the way to which leaders and their followers assist one another in to move forward to higher levels of leadership (Miner, 2007). It moves people towards the interest of the group but not because of self-interests of thee leader. This theory appeals to me because it highlights that one can be transformed from one position of leadership to another. An employee may undergo a transformation depending on his interests into becoming a manager of a company. People undergo leadership transformation as a result of certain motivations. Transformational leadership is very beneficial to others in the working environment (Gill, 2011). Their role is to improve the awareness of others towards achieving the possibilities. Through them, people can move beyond their self-interest. People understand why there should be change and they remain committed to the moral goals of the working environment. Transformational leaders guide others into being able to adopt broad and long-range perspectives of how things should be done (Wissman, et. al, 2008). The theory of transformational leadership remains significant to me. As a growing leader, I still desire to be a source of motivation to the rest. I have watched transformational leaders as they motivate employees in the industry where I work. They inspire others by influencing their behaviors and attitudes. Through the inspiration they give to other employees, work performance is enhanced to be stimulating as possible. Transformational leadership builds up leadership is full of inspiration to others. This theory is significant to me as a leader who aspires to reach greater heights and to be a source of inspiration to others. Having moderate transformational leadership style, this theory would help me enhance my leadership approach. It would enable me to have good leading skills. This will enable me to lead my fellow working team with effective leadership strategies. Transformational leadership enables managers of organizations to create a more productive and having teams that are more innovative (Woodsworth & Penniman, 2014). Women have better interpersonal skills than men, and this makes them to more transformational leaders as compared to men. Based on the transformational leadership theory, I think that leadership can become more wonderful. People do not have to use one specific way to lead others. The theory postulates that leaders should seek for various ways of improving their leadership styles and skills. Leaders should be ready to learn from others. Leaders should inspire others to reach greater leadership standards. Leaders should be multi-dimensional in nature. They should be people who want to rise to higher positions of leadership and should not stay at a particular comfort zone. Authentic leadership Based on the above leadership theory, I agree that leadership should entail much authenticity from leaders. Leadership should entail total trust and honesty. A leader must have full awareness about the people he leads (Lawson, 2006). Leaders should be able to express their real values, purpose, feelings and their attitude towards others. Leaders should not be easily moved but should take a strong stand about their ideologies. I think should be slow in judgment just in case of any bias. A true leader should not focus on the past mistakes but dwell on how to improve the mistakes so that he achieves success as a leader. Leaders should not operate or lead from behind the scenes but should rather express the leadership traits in a bold manner. Leadership Skills Effective leadership is associated with some skills that guide a leader on how he or she can express the leadership traits and objectives to others. One does not just wake up from slumber and becomes a leader. He or she must have skills that show the character traits of the leader. Some of the skills that a leader should have should incorporate self-awareness (Ferguson Publishing, 2009). Some of the skills of self-awareness that a leader should have are emotional intelligence, implementation skills, and reflection. Other interpersonal skills that I consider to be important are listening skills, trust, empathy, and communication skills. Leaders require the skill of reflection. Leaders should not act or react before reflecting on what to speak. The skill of reflection is very useful in the process of decision making done by leaders. Reflection is the key to the decisions made by leaders in an organization (Ferguson Publishing, 2009). Decisions that are made upon a critical reflection and analysis have often proved to be the best decisions made by leaders. Reflection involves developing a deeper understanding and creating personal meanings that are relevant. Also, it includes questioning assumptions to verify if they are true and relevant. Reflection is a useful skill that will guide me in making the best decisions as a leader. The use of the skill of reflection has increased as a result of my recent studies in management. In the management of my staff, reflection helps me develop better outcomes, prevent future failures and keep me in touch with my values. However, I have been limited in the time I put into reflection, and I tend to do most of my reflection mentally. I feel it may be worthwhile to start a journal and to put, say, a half hour or more a week into looking over the last week and planning for the next one. I would also like to reflect more on where my career is going since I have been in this position for six years and am not sure how much it will help me develop my skills and job satisfaction in the future. Reflecting on my attempts to develop transformational leadership skills, and the coaching and participatory styles discussed above might help me focus beyond the day-to-day operational level and keep an eye on my personal development. It may be that eventually, I need to move to a position that provides more scope for developing these skills. Thus, the skill of reflection gives me more insight on my future life and career development. Emotional intelligence is the second skill that is significant to leaders. I think that true leadership has a connection with having sound emotional reasoning. Leaders should not make decisions on behalf of others with their emotions being higher than their intelligent reasoning (Goleman, et. al, 2001). Leadership involves social engagement with others. Emotional intelligence refers to the ability of an individual to recognize his or her feelings and of others (Berry, 2010). It is the ability by which an individual can handle his or her emotions in the right manner. As leaders associate with others, they must maintain high levels of emotional intelligence to ensure that no offense is made on anybody. Emotional intelligence enables leaders to have the power of influencing others (Berry, 2010). Leaders also build positive relationships and attitudes with others. Emotional intelligence is significantly more than the technical skills and intellectual intelligence (Novis, 2011). Transformational leaders have high levels of emotional intelligence (Carmichael, 2011). This skill will enable me to acknowledge my emotions in the working environment. I will focus more on being aware of my emotions as I carry out my management duties. For example, by limiting blames on others. To develop my emotional .intelligence, I will conduct assessments to gather feedback on my weaknesses. I will create goals of development that are emotionally-focused. I will interview people who know me well to provide me with feedback about my emotional life. Why does the framework work for me? The leadership framework I have provided works for me because of my strong belief that everything is possible. The possibility of things is dependent on our willingness to learn. We grow to become good leaders regardless of our backgrounds. Qualities of leadership can be learned. This gives me hope of having no fear. This framework guides me on developing the best styles of leadership that fit the needs of roles of my work and personal needs. The framework will assist me in achieving both my formal and informal roles as a leader. The framework is based on the leadership theories and skills that will increase my credibility and will be a measure of my progress as a leader. Conclusion Being a leader is a lifelong process. Leadership cannot just be learned from reading or through the experiences we acquire from other leaders. Leadership must be put into practice in the working environment. Through the practice of leadership, a person gets adequate time to reflect upon his life and the roles played by a leader. Leadership serves to influence others to move towards a specific direction with a purpose of achieving collective objectives. Through the development of transformational leadership skills and the focus on situational leadership theory, I have hopes to increase the scope of my leadership style from my experience. Reflecting on tasks will enable me to understand the position or role played by leadership. The theories of leadership will enable me to be a focused and a straightforward leader. Through the skills of leadership such as emotional intelligence and reflection, I will be strengthened as a leader. I think everybody can become a leader only if we take the task to learn and practice it. References Beerel, A. C. (2009). Leadership and change management. Los Angeles: SAGE. Berry, C. M. (2010). Elements of Emotional Intelligence that Facilitate Exper-to-Peer TacitKnowledge Transfer. Carmichael, J. (2011). Leadership and management development. Oxford: Oxford University Press. Chemers, M. (2014). An integrative theory of leadership. New York Ciulla, J. B. (2008). Leadership at the crossroads. Westport, Conn: Praeger. DuBrin, A. J. (2013). Principles of leadership. Mason, Ohio?: South-Western Cengage Learning. Ferguson Publishing. (2009). Leadership skills. New York: Ferguson. Gill, R. (2011). Theory and practice of leadership. London: Sage publications. Goleman, D., WETA-TV (Television station : Washington, D.C.), Consortium for Research on Emotional Intelligence in Organizations., & PBS Home Video. (2001). Emotional intelligence. Alexandria, Va.: PBS Home Video. Green, M. T. (2015). Evidence of leadership: A review of the science of leadership : understanding the most popular theories of leadership and The Research Foundation that supports them. North Chaleston, SC Leadership Press. Hernon, P. (2010). Shaping the future: Advancing the understanding of leadership. Santa Barbara, Calif: Libraries Unlimited. Jackson, B. (2011). The SAGE handbook of leadership. London: SAGE. Lawson, K. (2006). Successful leadership skills. Hauppauge, N.Y: Barron's. Miner, J. B. (2007). Organizational behavior 1: Essential theories of motivation and leadership. New Delhi: Prentice-Hall of India Private. Mintzberg, H. (2011). Managing. San Francisco: Berrett-Koehler Publishers. Nahavandi, A. (2014). The art and science of leadership. Harlow: Pearson Education Limited. Novis, G. (2011). Leadership skills. Johannesburg: Freeman Productions. Johannesburg: Freeman Production. Wissman, J., Knippa, A., Roberts, K. K., & Assessment Technologies Institute. (2008). Leadership and management. Overland Park, KS: Assessment Technologies Institute. Woodsworth, A., & Penniman, W. D. (2014). Management and Leadership Innovations. 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