Leadership capabilities in the organization - Reflection

Running Head: MANAGEMENT
Leadership capabilities in the organization: reflection

MANAGEMENT
Empowering and engaging others
Empowering and engaging others is the most important attribute of the successful leaders
where they achieve great things by helping other to do the task in the best possible manner.
According to Borghuis, empowering others has the positive effect on the people of
organization as they can achieve the great things by helping the organization to achieve its
goals and visions (Borghuis, 2016). As a manager in the company, I have learned about these
from starting that the best way to deal with the teammates is to help them achieve the best
personal self. By helping the teammates to empower them to achieve the great heights will
build in good connections with the them thus resulting in greater achievement of the set goals
and visions of the organization (Caproni, 2011). From the starting, I have built good rapport
with my peers that included subordinates, colleagues and top managers. The establishment of
the good rapport with them was helpful in getting various tasks done by them in an effective
and efficient manner.
According to Arditi is one of the most important ingredients in happily engaging with others
in the best possible manner (Arditi, 2017). Empathy promotes looking at a situation from
other person’s individuals thus giving the individual the chance to express his or her concerns
in the efficient manner. during the team projects there used to be various disputes among the
members on non-fulfillment of the targets (Carlyn, 2017). During one of the most important
client projects, one of the team members became absent due to some kind of personal
emergency that led to the dispute among the team members regarding the careless behavior of
that person. I as the leader of the team used my team engagement qualities to initiate the
positivity in the team so that the stated goals of the client can be achieved. I was able to
convince them on the issues and able to satisfy them with the situation and after period, we
were able to meet out the objectives of the clients. Such situations of team handing where I
had to infuse positivity to initiate the positive engagement among team members helped me
in becoming an effective leader in the organization. These scenarios helped in achieving the
right goals among the team members.
As a behavior, I have used the quality to build meaningful connections with people. During
college days also, the quality had made me the leaders of various groups as people found me
capable of handling various tasks. The quality helped in being interactive and winning many
rounds of the Group discussions of the reputed companies because of the habit of engaging
the other person in the conversation and making the environment cheerful. According to the

MANAGEMENT
Couto, highly interactive people are able to exploit various opportunities because they have
the habit of dealing with people creatively (Couto, 2015).
According to Belbin, I have scored the lowest score as a team worker that means that I might
fail as the team worker but I could say that although team worker is not the right role for me
but I am good as the leaders. I remember the time when the company had to face with the
severe organizational crises where it had to go for the structural shift and during the structural
shift, many employees were rendered jobless. During that period, I had to keep the employees
motivated and hopeful so that they do not get broken in the middle of the journey of the
organization. I organized various recreational activities that included the lunch at different
venue or an informal chat session in the meeting. During these activities, I discussed various
future projects of the organization that would undertake and positive employee initiatives, it
will achieve in the long period. I took these initiatives for the team so that they do not lose
hope and stay committed to the organizational goals and promises. After organizing such
activities, I could sense that the members of my team felt a little empowered and capable of
getting the goals done. As a leader of the organization, it gave me the great feeling
complacency that I was able to achieve the great team engagement even during the periods of
organizational crises. As Belbin mentioned the importance of the team worker where he has
mentioned the important qualities of the team worker that include co-operation, diplomatic
and perceptive and warned for the weak side that include high level of Indecisive nature
(Belbin, 2019).
Although in many situations, I performed well as leader by incorporating high level of team
engagement among team members (G, 2013). There were situations where I was not able to
understand the situation in an effective manner thus leading to poor results. One of the
situations included where one of my subordinates who was consistently the top performer of
the company was not able to perform effectively for the past few days. Due to the consistent
organizational pressure, I got completely irritated and rebuked him for his bad performance.
In the conversation with the employee, I said some inappropriate words without
understanding his situation that made him to grab another exciting offer of the company. My
lack of understanding of the situation led to the loss of one of productive employees of the
company.
According to the Myers Briggs type indicator of personality, I got the personality type of
INFJ that means I had introversion, intuition, feeling and judging qualities in me as the leader

MANAGEMENT
(G, 2013). The quality of introversion had helped me to be highly empathetic with the people
and to understand their situations in the best possible manner. the other quality of intuitive
had helped me to analyze the right needs of the employees in the organization. The right
knowledge of the needs of the employees helped in getting the things done in an effective
manner. According to Harris, personality test of the employees is helpful in knowing one’s
weak and strong areas to deal with the situation (Harris, 2008). The INFJT personality type
had been of great help in practicing the trait of empowering and engaging employees but it
had also affected them in a negative manner (Linton, 2017). The quality of judging had
affected the quality of engaging with other people. As a manager, I had sometime judged the
individuals negatively thus affecting my way of handling organizational matters. The
qualities were helpful in getting the things done in an effective manner.
Assertive communication
According to Moyle, standing for one’s right is most important trait of the leadership as it
gives an individual the strength to listen to his mind and do the right thing (Moyle, 2018).
Assertiveness is the quality that provides the strength to an individual to boldly specifying
their arguments in a manner that make the subordinates to follow it (Nahavandi, 2015). It is
the essential trait of an individual can guide the people or the followers towards the path in
the best possible way. Assertiveness is the important element where the employees are able to
understand the point of view of the leader. There can be two types of assertive people that
include aggressive and passive assertive. In the aggressive assertive state, the leader
communicates to its followers by violating the rights of the other people in other words
simply imposing on them while the passive assertiveness is all about where the employees
disregard the values and judgments of the leader in a negative manner (Olsson & Bosch,
2015). According to Belbin, I have got the good percentile score as a coordinator that means
I am able coordinate the efforts of the employees in the company in the best possible manner.
there were several instances where I had acted as the good coordinator by solving the
disputes among the employees of various departments.
I as the leader of the team has always used the combination of approaches to achieve the
targeted goals of the team. I tried to be assertive in the tone while positively influencing my
team members. The high degree of assertiveness has been of great help where I could
positively guide them towards the certain behavior. My assertive behavior as a leader was
reflective in my verbal and non-verbal cues. Some of the scenarios in the organization were
where the department was undergoing the change in the policy structure and many of the

MANAGEMENT
employees in the company were finding themselves dejected to adjust according to the policy
changes.
During the meeting, one of the employees told me in a frustrated manner that the change is of
no use as it affects the organizational culture in the bad manner and most importantly
frustrates the employees in the organization. on this I as the leader replies to be him in the
assertive tone by making him understand the positive impact of the policies in his future
career and salary in the organization. I was able to positively influence the employees by
assertively influencing them on benefits the policy will bring in them in their future career in
the organization. According to Phadermrod, it is important for the leader to be positive in
their approach while communication in the organization as it will be helpful for getting the
things done in an effective manner (Phadermrod, 2019).
Although I was positively assertive to the people around me in the organization, there were
various cases where I had reacted in a very aggressive tone. In one of the scenarios, I
negatively answer one of the employees in the organization. My negative reaction was due to
the excessive workload of the organization as at that time the organization was going through
the period of trouble and I as the manager had the pressure to initiate various changes at the
executive level. My aggressive reaction came at the time when employees were unnecessarily
about the change in the process system brought down by the organization. At that time, I had
used the aggressive tone and behavior to make people understand the reasons for bringing the
change and negatively motivated them to follow the new set of conduct. After the period of
time, I regretted my actions of aggressively communicating my intentions to the people as it
yielded negative results for the long period of time. My connection with the employees got
affected negatively as in the later period employees were not ready to accept my suggestions
and opinions. I could also find that there was a dip in the productivity level as they felt de
motivated to work.
There was also time where I acted passively with the employees in the organization. The
reason for my passive behavior was my low confidence in my leadership qualities to
influence people. According to Quintana, Passive behavior can result in increase in the cases
of employees defying the orders of the organization as passiveness leads to increased
lightness in following the code of conduct (Quintana, 2015). In the early days of leadership, I
was given with the task of managing the team where I had to guide them towards them new
system of performance appraisal that would lead to effectiveness in appraising the

MANAGEMENT
performance of teams and would result in less time of the employers. The tone that I had
taken in conveying them about the new performance appraisal system was highly passive
where I was not able to convey my point of view as I lacked knowledge of the right
leadership skills to influence them.
My non-verbal cues that included low body posture and unconfident facial expressions made
the employees to disregard my point of view thus leading to the non-compliance of the
project. According to Reader, there is deep connection between the verbal cues and style of
communication that affects the communication system in the organization (Reader, 2017).
Although passive style of communication negatively affects the leadership style of
communication in the company but it has its own set of benefits as it is quite helpful in
dealing with the adamant employees of the company (Saaty & Ergu, 2015). Adamant
employees have the habit of sticking to their ways of doing things so it becomes easier to
make them understand by adopting the passive style of communication.
According to Saraswat, it is essential to understand that the combination of both the assertive
style that include passive and aggressive to convey to the employees is the best as it helps
them in understanding them in an effective manner (Saraswat, 2018). The aggressive style is
helpful in guiding the employees who are easy in nature towards the important goals. It can
be concluded that it is the combination of approaches that are helpful in getting the things
done in an effective and efficient manner (Ross & Clarke, 2015).
Active listening
According to UNESCO, one of the most essential qualities of a leader is to listen to his peers
and respond accordingly ( UNESCO , 2016). Listening is one of the most important traits of a
leader as it helps them know about the mindset and perceptions of the people and act
accordingly. A leader charts his by actively participating in other people affairs. Various
types of listening are there but the best among all types of listening is the active listening as it
involves the heart and brain of the listener (Marshall, 2015). In the study conducted by one of
the prestigious university on the leadership behavior of the great leaders in the history, it was
reported that all the great leaders in past had one thing in common that was the gift of active
listening (Caproni, 2011).It was due to the quality of active listening the great leaders were in
the position to take the major life decisions. According to Belbin, I have got the moderate
percentile in the area of shaper where I actively listen to people opinions to shape the
understanding (Belbin, 2019).

MANAGEMENT
I as the leader of the team was the good listener but not an active one. My listening quality
can be rated as 6 on the scale of 1 to 10. I had taken various major decisions of the teams by
actively involving myself in their matters through listening. I had also achieved the support
of my peers through the power of active listening as they started considering them as their
great advisor. In one of the cases, one of the team members who was the top performer of the
company stopped performing all of a sudden. He seemed very frustrated all the time and no
amount of motivational programs could revive back his productivity and motivation at work
place. I got concerned about his performance and felt like asking him about the reason. I
called him in the meeting room where I asked him about the reasons of his lack in the
productivity and interest towards the organization. He told me about the clashes or the
conflicts he had with the colleagues that was the major cause of his lack in productivity.
When he was explaining me about his problem, I listened to him consciously by noting his
expressions and tone. When his explanation was over, I guided him towards the right way of
dealing with the issues faced by him. On the suggestion, he felt quite relieved and after the
point of time, his performance improved and he became the top performer of the company.
There are various other cases where I was the good listener of my teammates and they
appreciated my efforts.
According to Vasyakin, active listening can solve various problems in the best possible way
than the speaking can solve. It is considered one of the greatest weapons in the hands of the
leader where he can use it to solve the problems of his peers (Vasyakin, 2016). With the
good experiences, I had various other bad ones also where as a leader, I displayed the poor
listening capability to my co-workers or peers. During the peak season of the business, one of
the employees wanted extra funds to complete the project of the client. He, on various other
occasions asked me to render some amount of money for the project but I dismissed his
request. The reason for extra funds was the additional requirements of the client. Due to the
workload of the organization, I was not able to concentrate on the needs of the employees so I
simply ignored their interest. After a point of time, it was found that the request of getting
funds to meet out the client’s needs was genuine and if only I had been an active listener to
the employee’s needs for money. The situation of unsatisfied client could have been avoided.
These situations gave me the understanding about the importance of active listening and its
positive impact on the productivity and profitability of the organization.
In today’s world, various organizations are not performing well in terms of effective
organizational culture and profitability. The reason behind their non-performance or low

MANAGEMENT
productivity is the leadership skills of the leaders. In the study, it was recorded that the
leaders lack in the important leadership skills to manage the organizational affairs. One of the
leadership skills includes listening quality, as the leaders tend to take the leadership in a
wrong way by simply directing its workforce but not understanding them well (Walker,
2016).
To succeed as a leader, it is essential to have all the essential qualities that her helpful in
getting things done in an effective manner. According to the Mayer Briggs personality test, I
got the INFJ personality type where I had the high degree of intuitiveness that means I had
the good listening quality where I could sense the thought and feelings of the other person
with ease (Whetten, 1998). These qualities of leadership helped me surf through the toughest
times in the organization.
One of the priorities need in developing leadership capabilities is to make employees work in
the team effectively. It is the toughest task to get employees to work in harmony with each
other as there are huge differences among the employees regarding culture, perceptions,
attitudes, and beliefs. As my current job role is of manager then it becomes important to
organize people in groups in an effective manner to accomplish stated goals and objectives
that leads to the need of development of the essential leadership qualities. The priority needs
will be addressed by taking part into various events that require the use of leadership skills.
There will be various challenges to achieve the targeted leadership skills as one of the
challenges will be fighting, one’s old qualities to acquire the new one that will result in one of
the toughest batteles
The leadership qualities discussed in the report helped me in becoming the good leader of my
team. It had taught me the ways of dealing with the situation in an effective manner where I
have understood various ways of motivating the workforce and to maintain the composure in
the tough times. I have also understood the ways of dealing with the situation in an effective
manner and the type of approach to be used in making the employees understand the given
situation in an effective manner. These qualities helped me in becoming the best version of
myself and helped the employees in achieving their goals.

MANAGEMENT
Bibliography
UNESCO , 2016. Integrating conflict and mamagement planning. [Online]
Available at: file:///C:/Users/SystemJP/Downloads/1735752517_IIEPGuidancenotesEiEEN.pdf
Arditi, D., 2017. Effect of organizational culture on delay in construction. International Journal of
Project Management, pp. 136-147..
Borghuis, J., 2016. Big Five personality stability, change, and codevelopment across adolescence and
early adulthood. Journal of Personality and Social Psychology, 55(2), pp. 55-65.
Caproni, P., 2011. Management skills for everyday life: The practical coach.. New York: Pearson
Higher .
Carlyn, M., 2017. An assessment of the Myers-Briggs type indicator.. Journal of personality
assessment,, 41(5), pp. 461-473..
Couto, 2015. Teamwork skills in actual, in situ, and in-center pediatric emergencies: performance
levels across settings and perceptions of comparative educational impact.. Simulation in Healthcare,
10(2), pp. .76-84..
G, y., 2013. Leadership in Organizations. New York: Person Edaucation .
Harris, A., 2008. Effective Leadership for School Improvement. New York: Routledge .
Linton, S., 2017. Early workplace communication and problem solving to prevent back disability:
results of a randomized controlled trial among high-risk workers and their supervisors.. Journal of
occupational rehabilitation, 26(2), pp. .150-159..
Marshall, T. C. L. K., 2015. The Big Five, self-esteem, and narcissism as predictors of the topics people
write about in Facebook status updates.. Elsevier, pp. 35-40..
Moyle, P., 2018. Personality Assessment for Employee Development: Ivory Tower or Real World.
Journal of personality assessment,, 100(5), pp. 507-511.
Nahavandi, A., 2015. The art and science of leadership. New York: perason education.
Olsson, H. H. & Bosch, J., 2015. Towards continuous customer validation: A conceptual model for
combining qualitative customer feedback with quantitative customer observation. International
Conference of Software Business, pp. 154-166.
Phadermrod, B. C. R. M., 2019. mportance-performance analysis based SWOT analysis. International
Journal of Information Management,, pp. 194-203..
Quintana, T. P. S., 2015. Assessing the effects of leadership styles on employees’ outcomes in
international luxury hotels.. Journal of Business ethics, 129(2), pp. 469-489..
Reader, T. F. R., 2017. Factors affecting team communication in the intensive care unit. Improving
healthcare team communication, pp. 117-133.
Ross, H. T. A. M. & Clarke, A., 2015. Understanding and achieving person centred care: the nurse‐
perspective.. Journal of Clinical Nursing, pp. 1223-1233..

MANAGEMENT
Saaty, T. L. & Ergu, D., 2015. When is a decision-making method trustworthy? Criteria for evaluating
multi-criteria decision-making methods.. International Journal of Information Technology & Decision
Making, , pp. 1171-1187..
Saraswat, S., 2018. Strategies v/s Consumer Perception of Brand Zara-India.. IITM Journal of
Management and IT,, pp. 68-80.
Vasyakin, B. S., 2016. . A Study of the Organizational Culture at a Higher Education Institution.
International Journal of Environmental and Science Education, pp. 11515-11528..
Walker, M., 2016. Changing the personality of a face: Perceived Big Two and Big Five personality
factors modeled in real photographs. Journal of personality and social psychology, 110(2), p. 609..
Whetten, D., 1998. Developing management skills. New York: Addison Wesley.