1DYNAMIC LEADERSHIP Introduction Leadership is the main determinant of the growth of an organization or the success of a project. A leader is the one who inspires, influences and guides a team for their efficient performance towards the achievement of some specific objectives (Braun et al., 2016). This is a reflective report of my role as a team leader. It will give an account of my leadership style, analyse the findings of the Gallup strength finder. This will help me to understandmystrengthsandtheweaknesses.Finally,thepaperwillalsoscrutinizethe leadershipstyles,thepossibleimplicationsoftheprovidedfeedback,backedupbythe theoretical concepts of leadership. Current roles and responsibilities as a leader Recently, I was appointed as a team leader of a group that was working on a research project related to psychology , where we had to conduct a primary research, that is we had to do some field work, collect the data, analyse the data, set out the themes and then draw conclusion from them. The work was not only tedious, but required precise planning and leadership. Each of the team members were expert in my field and hence delegation of the task had been quite challenging for me. However, I allocated each of them as per their convenience and expertise. One of the challenge that I experienced being a leader was lack of time. We were asked to complete the assigned task within the stipulated time, hence, I took various measures such taking team hurdles in order to under the progression of our work. Another challenging aspect, which I faced as a leader is the conflict between the team members. Being a leader, I acknowledged their conflicts and tried to maintain an open communication between the team members. I provided
2DYNAMIC LEADERSHIP ample scopes of discussion among the team members and tried to understand their perceptions (Men, Fulk & Yuan, 2015). However, the conflicts were being resolved successfully. Key aspect of the leadership journey My experience over the years have actually taught me to distinct the difference between the traditional leadership styles and the modern styles of leadership. During my earlier days, the leaders were mainly authoritative and exercised power differences in an organisation. But, I was greatly inspired by my course teacher. He was perfect amalgamation of a teacher as well as a leader. The way he motivated his students was a perfect manifestation of a motivational leaders. He helped had helped us to develop a clear vision of the goals of our life, to develop a marked passionandtokeeptheteammembersenergizedandrecharged.Myteacherfollowed transformational leadership. Transformational leadership is a leadership styles that my leader used to follow. This is a type of leadership that can inspire positive changes in the one that followstransformationalleadership(McCleskey,2014).Myteacherofferedsupportand encouragement to the individual followers. In order to foster supportive relationship, out mentor kept lines of open communication, such that we feel free to share our grievances. Hence, I can say, that my teacher’s inspiration has been a turning point in my leadership style and I intended to practice transformational leadership while managing the team. Results of the Gallup strength finder I have taken a Gallup Strength Finder, which is an online test for evaluating personal characters and strengths. My Gallup strength survey have shown that I am empathetic, which makes me accessible to the other members of team and everyone can approach me without much hesitation. However, another strength determines that I have enough control of my emotions and
3DYNAMIC LEADERSHIP I intend to make decisions based on proper evidences. However, I feel that I have enough flexibility and adaptability, which is most important in managing a team. My optimistic nature helps me to overcome adverse situations and helps me to motivate my team members in times of crisis. My perfectionist attitude had set a higher standard for myself. My, this quality has helped to deliver perfect work and I tend to channelize my ideas to my team members. However, I always believe in team work and always seek feedback from my team members before proposing my ideas. Some of the signature themes that I have found out are futuristic, maximizer and focus. I intend to maximise my skills by focussing on my skills and helping my other team members to bring out the best out of them. I believe that I am focussed of the futuristic goals and thrive to develop a shared goal for the other team members. Apart from seeking the short term goals, I aim for long term goals, and my futuristic thoughts have always helped me and my team to withstand any crisis related to our work or job. Leadership style, capabilities, effectiveness Asstatedintheabovesections,Ibelieveintransformationalleadershipstyle. Transformational leadership represents the leadership style where the leaders broaden their interest for elevating the interests of the employees for generating awareness and acceptance of the performance and the mission of the group (Dwyer et al., 2013). Leaders acts as stimulants that impetusthe individualsto have a shared common goals- for the bettermentof the organization (in this case our project) (Ghadi, Fernando & Caputi, 2013). Transformational leaders tends to improve their leadership skills by seeking proactive feedback from their peers and by giving honest feedback about the employees (Soltwisch, & Krahnke, 2017). Although most of the leaders are born charismatic, but one has to imbibe the transformational leadership skills among them, hence seeking feedback provides the potential for the improvement (Men,
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4DYNAMIC LEADERSHIP 2014). Some of the important social skills of a transformational leaders are emotional control, emotional sensitivity, political skills, interpersonal skills, communication skills and emotional intelligence (Mencl, Wefald & van Ittersum, 2016). I have received feedback from my peers that I have strong interpersonal skills that make other members to rely on my words and convince others. I personally employees tends to remain motivated and energized while working under leaders with strong interpersonal skills. Interpersonal skills has also been associated with increased job satisfaction among the employees. I have also received positive feedback about my empathetic attitude and emotional intelligence. A study byMathew and Gupta, (2015) have found out that the transformational leaders mainly rely on emotional intelligence more than that of the transactional and the Laissez-faire leaders.As, I have already mentioned, that I provide enough room for discussion and try to understand the situation, by getting on their shoe. I believe that it is my emotional intelligence that helps me to survive frustrations. As stated byKumar (2014) Emotional intelligence enables the leaders to boost their performance. Implications of the feedback provided The feedbacks provided by my peers and partners have helped me to understand my weaknesses and the strengths. I have come to know about by appreciable communication skills and emotional skills that provides positive environment for the other members working in the same group. My futuristic vision helps me to under the effective implications of any changes required in the project. I was very happy to know that my team members are happy to accept me as their leaders. However, personally I feel difficulties in situation when my opinion contradicts my team members. Furthermore, I believe, that I need to calm myself as I often become anxious and exaggerate more to make everything perfect. Perfectionism can often turn out to a weakness and leads to procrastination (De Cremer, 2013). It might cause anxiety or depression for not
5DYNAMIC LEADERSHIP finishing tasks on deadline or if a small mistake is found. I intend to develop my resilience and mindfulness. According toLevey and Levey (2019), transformational leaders need to develop mindfulness resilience and sustainability skills for the success of the organization and for the personal professional development of the leader. However, I can say that now I am confident enough to manage big teams. I intend to further develop my leadership skills by reading motivational journals and magazines, where the motivational leaders share their valuable ideas and views. One of biggest achievement of this project is the unity among the team members, in spite of their uniqueness making a diversified team. Recommendations Analysing the feedback and my own reflective piece, I can say that I will continue to uphold my leadership qualities in all the aspects of my professionals. I intend to use my self – confidence and emotional intelligence that I have nurtured throughout my life in my future professional practice.Apart from developing leadership skills, I wish to fulfil my dreams to bring out the best from my psychology research, so that, it canbe utilized for the betterment of mankind. Conclusion Conclusively, it can be said that my leadership journey has been a teaching- learning journey, where life has taught me several things than I have taught my team members. Starting from conflict management to submitting the project on deadline, has been a learning experience for me. I intend to do more research on the attributes of a transformational leader and will try to incorporate them within me.
6DYNAMIC LEADERSHIP
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7DYNAMIC LEADERSHIP References Braun, S., Peus, C., Weisweiler, S., & Frey, D. (2013). Transformational leadership, job satisfaction,andteamperformance:Amultilevelmediationmodeloftrust.The Leadership Quarterly,24(1), 270-283. De Cremer, D. (2013).The proactive leader: How to overcome procrastination and be a bold decision-maker. Springer. Dwyer, P. C., Bono, J. E., Snyder, M., Nov, O., & Berson, Y. (2013). Sources of volunteer motivation:Transformationalleadershipandpersonalmotivesinfluencevolunteer outcomes.Nonprofit Management and Leadership,24(2), 181-205. Ghadi, M. Y., Fernando, M., & Caputi, P. (2013). Transformational leadership and work engagement.Leadership & Organization Development Journal. Gilbert, S., Horsman, P., & Kelloway, E. K. (2016). The motivation for transformational leadership scale.Leadership & Organization Development Journal. Kumar S. (2014). Establishing linkages between emotional intelligence and transformational leadership.Industrialpsychiatryjournal,23(1),1–3.https://doi.org/10.4103/0972- 6748.144934 Levey, J., & Levey, M. (2019). Mindful leadership for personal and organisational resilience. Clinical radiology,74(10), 739-745.
8DYNAMIC LEADERSHIP Mathew, M., & Gupta, K. S. (2015). Transformational leadership: Emotional intelligence.SCMS Journal of Indian Management,12(2), 75. McCleskey,J.A.(2014).Situational,transformational,andtransactionalleadershipand leadership development.Journal of Business Studies Quarterly,5(4), 117. Men,L.R.(2014).Strategicinternalcommunication:Transformationalleadership, communicationchannels,andemployeesatisfaction.ManagementCommunication Quarterly,28(2), 264-284. Mencl, J., Wefald, A. J., & van Ittersum, K. W. (2016). Transformational leader attributes: interpersonalskills,engagement,andwell-being.LeadershipandOrganization Development Journal,37(5), 635-657. Meng, J., Fulk, J., & Yuan, Y. C. (2015). The roles and interplay of intragroup conflict and team emotionmanagementoninformationseekingbehaviorsinteamcontexts. Communication Research,42(5), 675-700. Soltwisch, B. W., & Krahnke, K. (2017). Maximizing Decision Making Style and Managerial Effectiveness: Understanding How Maximizing and Locus of Control Impact Managers' Performance on the Job.Managing Global Transitions,15(3), 215-230.