Critical Leadership: Theory and Practice

This article discusses the theory and practice of leadership assessment, including tools used to assess leadership abilities and potential, personal leadership development, and plans to meet identified development needs.

CRITICAL LEADERSHIP: THEORY AND PRACTICE
Introduction to leader/leadership assessment: theory and practice
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The leaders approach with a prediction to build an appropriate procedure of working ( Real
frontrunners likewise bring about to deal with all classes of interventions just round the corner to
the foundation of beneficial undertakings of missions. The Exploratory Examination
demonstrates that the dogmas of guidance occurs once the Leader is acknowledged to be
accountable and inspiring others. The Frontrunners all over the society are “motivated in
generating decisions besides these entities are acquainted around the challenging situations to
be determined as found in Toyota” (Azaralli, 2013). The leaders of Toyota persuade the all-
encompassing team with projected views of realizing the group’s end. “The Best always adjusts
the performance of the task which differs accommodating with the burdens of sets” as per the
principles of spontaneous up gradation of Lean Leadership policies. The “statistical review”
endorses that the top person might remain answerable intended for overseeing “15 to 45% of
presentation of business”. The logical definition of expertise of administrative studies discloses
that the leader’s activities ought to own 66 % standpoint of ensuing a confident consequence in
the demonstration of a creation (Bass, 2010).
According to Davis (2011), the topographies and attitudes as regards the frontrunners
encompass the genuine abilities to realize positively from end to end along numerous settings.
The organizations like “eBay” incorporate encouragement above and beyond problem-
solving expertise. Performance as well as Superiority of Forerunner denotes the dealings in
the best interests of superior that appoints the individual’s representative practice of
implementation of the necessities. The environments hold their dimensions besides
impenetrable stage of passion which resources the head through the limitation of understanding
an outstanding work. The “Forceful and Outlying Conditions” comprise the panels of the
arrangement which may conceivably “or else not remain lead by the assertions of the viewpoints
of leader”. The projects of development include financial strategy, multiplicity of employees,
decision-making ethics etc. (Marquis & Huston, 2011).
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(Source: Yukl & Mahsud, 2010)
Table of tools used to assess my leader abilities and potential
Tools Used Assesses
Leadership style- Participatory, Tools used:
survey method, through self-appraisal
Questionnaire
 Are the fellows monitored carefully, or
they possibly not perform their work?
 Do the players intend to participate in
decision forming procedure?
 In complicated circumstances, do I
allow them to work out
 Is it justified to point out the
individuals who are lethargic?
My self-assessment tool indicates that I interact
with my fellows in a pleasant and
understanding manner and involve them in all
forms of discussions and conferences. I always
give them a moral boost and help to sort out all
forms of challenges and motivate them to think
constructively. I clearly specify my
expectations related to performances and
observe their quality of enactments and record
their key scores.
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 I should not lay stress on my team
mates while directing them on the field
 As an encouragement, the associates of
the team should get some reward if they
perform well.
 Do I interact with my team affiliates in
flexible way supporting their talents?
 Do the players feel insecure and
worried if they are not in proper form?
 Do the players feel interest to receive
the responsibility of their work I tell to
perform?
MLQ Questionnaire through 360 degree
feedback
Emotionalized influence(Conduct): I drive
further than self-attentiveness for the welfare
of my team
Romanticized influence (Trait): I normally
bother for moralities while taking decisions
Motivation: I always think in positive manner
Intellectual supervision: I, in general, critically
examine the requests of members whether they
are suitable
Personal care: I help others to accomplish their
activities
Mark: 0 = No 1 = On one instance in 2 =
The assessment articulates that I possess a
mode, grace and indicator of positive
impression
Attend to and studies others’ visions
Deliberate identifiable outlooks clearly and
briefly
Challenge the discrepancies beneficially
Assume future needs and developments
Emphasize on recognizing chances to benefit
the players of my team
Bid advice and guidance in reacting to the
queries of others
Attempt to resolve peoples; concerns
Converse and listen to the personnel to clear
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Occasionally 3 = Fairly 4 = Regularly up their actual desires and perspectives
Practical leadership session feedback
Feedback from 4 class colleagues
 I generally take the ultimate decision
while leading my group
 I consider the advice of my colleagues
while facing challenging situations
 I try to send messages through
WhatsApp or email in order to inform
my teammates regarding any serious
matters of discussion.
 I never charge anyone if they supposed
to make any mistake; indeed I simply
note it.
Assessing the behaviors while leading a small
team
Precisely pinpoint what individuals are worthy
at plus where they require potentials to
advance
Generate a situation of acquiring positive
knowledge
Buoy up others to expand themselves
Uphold the awareness of unremitting
improvement
Provide modified training and support to the
team
Arrange and come to an understanding with
aims to monitor the players
Appreciate people's strong point and ambitions
and consider them while apportioning tasks
Assessment center feedback
Feedback form 3 trained assessors
 I permit my team mates to find out
what changes to be done in the process
of activities that we perform.
 I respect the opinion of others.
 I like to help others and share their
problems.
One section of competencies focused on
emergent leadership potential
Accepts accountability for individual effort &
choices
Admits slipups
Gives recognition to commendable events and
does not yield recognition for the effort of
others
Verbal comments from my football team: I am
team captain and asked for feedback
I need to be more polite in
Behaviors in a practical setting
Exhibits faith in the capabilities of others
Displays open interest in publics and their
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conversation.
I attempt to be supportive in
understanding the potentialities of my
team members
I try to resolve the conflict if it happens
amid the participants of the squad.
progress
Gives compliment and open appreciation
Summary of current strengths and development needs
The present strengths need to pinnacle the perceptible elucidation of the productive services with
operational and organizational methods in the direction of resolving inspirational and
encouraging activities headed for the expansion of the group members of my squad as well as
me. The rewards and possessions of the considerably accomplished workouts manifest to execute
the well-organized potentials to certify the liability to draw responsive feelings headed for my
team mates with the bonding and inspire to the accomplishment of the association and to
appreciate the consequence of constructing an encouraging affiliation with their corresponding
charges to augment the dependent’s promise to the institute to lead the team.
Personal leader/leadership development
Introduction to leader and leadership development techniques: theory and practice
The morals of guidance are recurrently revised which are predisposed on the way to reveal the
aptitude as per desirable to exercise at the accurate point of time. Leadership organizes for
adjustment and mobility to bend by draining the burdens of the situational dealings. The upmost
plus prominent front-runners refurbish the bases to touch the theories of values. The principle of
the accredited rights framed by “heads of institutions” on top of group followers holding the
dogmas of “autocracy” deviates in the course of mutual planning of instituting decision.
Consequently, the perception of leadership strategy has transmuted a great deal from the
primary years of developments that administered the positions within as well as outside the
control of varied types of institutes. The transactional lead of Bill Gates stressed on the focus of
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short-range objectives based on planned strategies following the regulations efficiently without
accepting the flexible modifications of system performance of employees. Nevertheless, Marquis
and Huston (2011) demarcated transformational guidance as a brilliant procedure that renovates
the personnel to upsurge further than their “self-interest” by way of shifting their values of self-
reliance, remunerations, and morals, stimulating them to perform superior than above all
expected. The organization of Tesco contains participative drive, insertion of deeds,
responsibility of decisions of interface and all that. The structures of “Team of Members”
include the abilities of the predictable followers (Marquis & Huston, 2011)
Summary of plans to meet my identified development needs
Identified
development needs
Planned
Development
Method
Intended method Time scale
Need to develop self-
motivation
Self-Appraisal Performance Review
Method through
2weeks-27th April
2018 to11th May
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continuous
evaluation
Need to Develop the
comprehensive
network of creative
relationships around
the group
Behavioral judgments
by survey method
Feedback of others 1 week
11th May, 2018- 18th
May 2018
Need to Actively
receive constructive
change
Critical thinking Feedback of others
through survey
1 weeks 18th May,
2018- 18th May 2018
Rationale for choice of development methods/techniques
Leadership development strategy reflects the connection among the leader as well as mass
followers and therefore integrates a grant of leadership responsibility. Me as an expert edged by
sporting spirit and group associates aim to utilize the immensity of practical effect of prolific
presentation of the behavioral traits. This faith exhibits the group when the process of handling
people plus tasks changes away with the values of absolutism in the direction of joint scheme of
founding decision in all kind of circumstances. The “360 degree feedback” serves as a significant
method to justify the presentation of effort and treatment toward others while guiding and
encouraging the members. The responses of the companions essentially pave the way to move
forward in positive direction and rectify the loopholes of leadership.
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References
Adair, J. (2010) Strategic Leadership: How to Think and Plan Strategically and Provide
Direction. 5th ed. London: Kogan Page.
Armstrong, M & Taylor, S. (2014) Armstrong's Handbook of Human Resource Management
Practice. 13th ed. London: Kogan Page Limited
Azaralli, N. (2013). “Effects of transformational leadership on empowerment and team
effectiveness”. Leadership & Org Development J, 24(6), pp.335-344.
Bass, B. (2010) The Bass handbook of leadership: Theory, research, and managerial
applications. New York, NY: Simon & Schuster.
Conger, J. A. & Riggio, R. E. (2012) The Practice of Leadership: Developing the Next
Generation of Leaders, 2nd ed. Oxford: Butterworth Heinemann.
Davis, A. (2011) Leadership, Teamwork and Trust. 3rd ed. New York: Harper Collins.
Hughes, R. L. & Beatty, K. M. (2011) Becoming a Strategic Leader: Your Role in Your
Organization's Enduring Success, 2nd ed. San Francisco: Jossey-Bass
Jones, A. (2013). Conceptualising business mobilities: Towards an analytical framework.
Research in Transportation Business & Management, 9, pp.58-66.
Machado, C (2015) International Human resource Management: challenges and changes
Springer
Marquis, B. L. & Huston, C. J. (2011) Leadership Roles and Management Functions in Nursing:
Theory and Application, 6th ed. London: Elsevier.
Yukl, G. & Mahsud, R. (2010). “Why flexible and adaptive leadership is essential”. Consulting
Psychology Journal: Practice and Research, 62(2), pp.81-93.
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Appendix
Leadership style- Participatory, Tools used: survey method, through self-appraisal
Questionnaire
Are the fellows monitored carefully, or they possibly not perform their work?
Yes
Do the players intend to participate in decision forming procedure?
Yes
In complicated circumstances, do I allow them to work out?
Sometimes
Is it justified to point out the individuals who are lethargic?
No
Do I put stress on my team mates while directing them on the field?
No
As an encouragement, should the associates of the team get some reward if they perform well?
Yes.
Do I interact with my team affiliates in flexible way supporting their talents?
Mostly
Do the players feel insecure and worried if they are not in proper form?
Sometimes
Do the players feel interest to receive the responsibility of their work I tell to perform?
Yes
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MLQ Questionnaire through 360 degree feedback
Emotionalized influence (Conduct): I drive further than self-attentiveness for the welfare of my
team
Romanticized influence (Trait): I normally bother for moralities while taking decisions
Motivation: I always think in positive manner
Intellectual supervision: I, in general, critically examine the requests of members whether they
are suitable
Personal care: I help others to accomplish their activities
Mark: 0 = No 1 = on one instance in 2 = Occasionally 3 = Fairly 4 = regularly
Practical leadership session feedback
Feedback from 4 class colleagues
 I generally take the ultimate decision while leading my group
 I consider the advice of my colleagues while facing challenging situations
 I try to send messages through WhatsApp or email in order to inform my teammates
regarding any serious matters of discussion.
I never charge anyone if they supposed to make any mistake; indeed I simply note it.
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