University Name: MGT601 Dynamic Leadership Reflexive Report

This report provides an in-depth analysis of dynamic leadership, focusing on the author's personal experiences and self-assessment. The report begins with an executive summary and table of contents, followed by an introduction that highlights the importance of leadership styles in organizational efficiency. The body of the report explores the author's recent role as a manager in the production department, detailing responsibilities and leadership challenges, such as communication difficulties and an authoritative leadership style. The report then delves into the author's leadership journey, discussing experiences and lessons learned. A significant portion is dedicated to Gallup strength analysis, identifying strengths like analytical, responsibility, restorative, learner, and includer. The report also includes feedback on the author's leadership style, implications of the feedback, and associations of theory with practice. The author reflects on the impact of their leadership style and suggests areas for improvement based on the feedback received. Finally, the report concludes with a summary of findings and recommendations for leadership development.

Running head: DYNAMIC LEADERSHIP
DYNAMIC LEADERSHIP
Name of the student
Name of the university
Author note

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Executive summary
The report focused on identifying the leadership role of an individual and the challenges that are
faced by the same while operating in a given situation. On the other hand, the report assessed the
Gallup strengths of the individual and thereby reflected on the feedbacks from the subordinates
for identifying the major contingencies. Lastly, the research enumerated leadership theories that
helped in justifying the operations of the leader. Therefore, the purpose of undertaking the
research is to identify the implications of the leadership roles and the manner in which they
might be developed.

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Table of Contents
1. Introduction..................................................................................................................................3
2. Body of your report.....................................................................................................................3
2.1 Recent role, responsibilities and leadership challenges in the organization..........................3
2.2 Aspects of the leadership journey..........................................................................................4
2.3 Gallup strength analysis along with MBTI............................................................................6
2.4 Feedback on current leadership.............................................................................................8
2.5 Implications of the feedbacks................................................................................................9
2.6 Association of theory with practice.......................................................................................9
3. Conclusion.................................................................................................................................10
References......................................................................................................................................11
Appendix........................................................................................................................................12

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1. Introduction
Leadership styles play n important role in maintaining the efficiency of the operation in
an organization. The different changes that are undertaken by the organizations are dependent on
the decisions and approach of the leaders (Atwijuka & Caldwell, 2017). On the other hand, the
smooth functioning of the workforce is facilitated through conflict and time management
initiatives. Leadership roles relating to decision making and conflict management through
communication and empathy helps in upholding the efficiency of the operations accordance to
the objectives of the business.
The discussion aims at identifying the different roles of a leader in continuing the
efficiency of the operation in an organization. The discussion will include an assessment of the
leadership challenges faced by an individual and the recent role of the same. The research will
also demonstrate an understanding of the Gallup Strengths and the different leadership styles in
this connection. The report will also assess the feedbacks and identify the implications of the
same on the leadership role through different theories and frameworks.
2. Body of your report
2.1 Recent role, responsibilities and leadership challenges in the organization
Currently I am playing the role of a manager in the production department of an
organization. The coordinated functioning of the members and the manner in which the common
goal might be achieved are the top- most priorities that are faced by me. Lawton and Páez
(2015) stated that communication helps in enhancing the collaborative functioning of the
workforce. However, I believe myself to be an introvert, which affected my capabilities of

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interacting with people on the floor. Lack of suitable communication capabilities has affected my
ability of enhancing the operations with the objective of achieving the common goal of
enhancing the productivity of the business. Baesu and Bejinaru (2014) stated that the different
activities that are undertaken in the production departments are based on collaborative
functioning of the employees and the decision making capabilities of the supervisors. In this
connection, lack of suitable communication with the employees affected my ability of
understanding the issues in the production process.
The major challenge that is faced by me while operating as the manager of the production
department is based on the higher power distance gap, which is created through the authoritative
style of leadership employed by me. The differences in the management style have affected the
capabilities of the employees in coping with diverse situations. On the other hand, the lack of
adaptability to different situations affected the capabilities in maintaining the efficiency of the
operations in accordance to the needs of achieving the common goal. Lack of suitable
communication and the involvement of the emotional elements while making decisions has also
affected my potentials of leadership criterion. Choi, Tran and Park (2015) stated that the
decision making criterion helps a leader in adhering to the needs of the sustenance and growth of
businesses. However, in this connection, my decision making capabilities are restricted by the
emotional barriers related to bondage and relations, which resulted to skill shortages in the
workplace. On the other hand, the lack of suitable conflict management mechanisms has affected
my capabilities while ensuring the smooth functioning of the processes in the workforce.
2.2 Aspects of the leadership journey
The leadership journey began from the day when I was appointed as the manager of the
production department. The higher analytical skills and management criteria helped me in

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developing the operations of the production departments. However, the higher power- distance
gaps between my subordinates and me affected the communicability and collaborative
functioning. I had no prior experience as a manager in a particular department, which affected
my capabilities of understanding the different processes. However, I was adaptable to ingrain the
basics of the structure and the manner in which the productivity might be controlled. Hansen,
Byrne and Kiersch (2014) stated that the responsibility of being the leader is based on the
understanding of the team capabilities. Identification of the team capabilities and the manner in
which the issues might be mitigated helps a leader in maintaining the synergy between the
workflow and the performance related needs of the same. In this context, lack of proper
communication with the team members and the inefficient conflict management capabilities
challenged the potentials of managing the growth and productivity of the team.
Flynn, Smither and Walker (2016) stated that communication plays an important role in
identifying the issues that are faced by the employees and the manner in which they might be
mitigated for the smooth functioning of the processes. However, lack of suitable
communication practices has affected my capability of undertaking sessions with the teams. On
the other hand, the decisions that were undertaken by me were based on the assumptions based
on empathetic understanding of the needs of the team members. Moreover, the emotional
attachment s and bondage with some of the employees resulted to partial and biased decision
making which resulted to discontent in the workforce. However, the intuitive nature helped me in
adapting myself to different situations while developing continuous learning habits. Continuous
learning has helped me in developing my skills in accordance to the needs of the workforce. The
continuous learning attributes also helped me in developing an insight of the different
approaches that might be considered in order to facilitate the smooth functioning of the

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production process. Therefore, the leadership journey helped me in identifying the different
strengths and weaknesses in my leadership style.
2.3 Gallup strength analysis along with MBTI
The Gallup strength analysis helped me in identifying the different strengths in me, which
will help me in developing a better leadership quality in accordance to the needs of enhancing
the operations in the production departments. The section will discuss the different Gallup
strength sin order to emphasize on my leadership qualities.
Analytical
The analytical strength clearly delineated my character as an enthusiastic person who is
filled with reasoning. Therefore, it has helped me in delineating and adapting myself to the
different modification in the organization. On the other hand, the analytical nature has helped me
in reasoning for the changes and thereby convincing the subordinates while operating in
accordance to the needs of the organi0zational productivity. The MBTI test also portrayed the
analytical nature in me, which has helped in reasoning the authenticity of the strength. On the
other hand, the self- reflection attitude and empathy has helped me in understanding the position
of the subordinates while operating in a diverse organizational culture. The rational decision
making capabilities without connecting myself with the sentiments of the people has helped me
in developing a positive insight of the leadership qualities. However, there are instances where
conflicts in the workforce arose due to the rational decision making skills, which affected the
workflow.
Responsibility

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The test delineated that I prefer transparency, which has helped me in maintaining the
efficiency of the operations in the workforce. Transparency is again an important need of
maintaining the trustworthiness among the subordinates while facilitating the mutual
collaborative functioning of the systems. The different aspects of honesty and truthfulness are
ingrained in me, which has helped me in maintaining the operation in accordance to the common
goal of the business. On the other hand, the responsibility related to transparency of operations
while motivating the workforce has helped me in enhancing the production process.
Restorative
The Gallup strength analysis helped me in identifying the restorative aspect, which is
specifically based on the continuous knowledge upgradation with the view of conquering the
shortcomings. The strength has helped me in increasing the level of adapting to diverse
organizational situations through continuous learning. The ability has helped me in bringing
forth continuous change in the processes for achieving the common goal of the business. The
restorative strength has helped me in enhancing the operations in the business. Therefore, the
strength helped me in identifying the different relative steps that might be undertak4en in order
to facilitate the smooth functioning of the business systems. The corrective actions will be
helping me to develop the capabilities of the production department while maintaining the
efficiency of the operations.
Learner
The strength emphasized on my observational capabilities, which has helped in
maintaining the efficiency of the operations in accordance to the needs of the business. The
observational capabilities have helped me in maintaining the efficiency of the operations in the

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workforce through the implementation of relevant changes. The strength has helped me in
implementing knowledge and skills methodically in accordance to the needs of uplifting the
operations of the production department. The learning attributes and the higher observation
power have helped me in identifying the different modifications that might be undertaken for
ensuring the enhanced performance of the systems. Therefore, the strength helped me in
identifying the chief skills and the manner in which the collaborative functioning of the
subordinates might be facilitated.
Includer
The inclusive nature is being reflected as one of my chief skills, which has helped me in
interacting with the different people with whom I work. The strength has helped me in
developing a positive insight of the different skills in people while interacting with the same. On
the other hand, the inclusiveness has helped me in motivating the people working under me and
thereby enhancing the productivity of the same. The different changes in the working criteria is
based on the assessment of the needs of the organization and convincing the people to operate in
accordance to the productivity based requirement. The strength helped me in discussing issues
with my colleagues and subordinates. Interaction with the employees helps in maintaining the
efficiency of the operations in the organization.
2.4 Feedback on current leadership
The feedbacks on my current leadership style reflected my approach as an authoritative
leader. A survey was created and response from the employees in the department were gathered
which reflected that they held the view that I am not easily approachable which affected the
capabilities of the workforce in maintaining the synergy. Rowold (2014) stated in a research that

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an authoritative leader dictates the policies and procedures without encouraging the participation
of the employees through consultation. Therefore, the feedbacks clearly stated that the
authoritative style of leadership affected my capability of maintaining the inclusiveness of the
employees while operating in a diverse workplace. On the other hand, it was also found that I
rarely communicate with m colleagues and subordinates which has affected my ability of
managing the workplace conflicts. Conflicts in the workplace affect the capabilities of the
employees in achieving the target in adherence to the common goal of the business.
2.5 Implications of the feedbacks
The implications of the feedbacks helped me in identifying the manner in which the
workforce perceives my activities. The feedback helped me in identifying the changes that might
be undertaken by me in order to maintain the efficiency of the operations of the department. The
different areas that were highlighted during the feedback session helped me in understanding the
necessary changes and the manner in which my leadership potentials might be enhanced through
inclusiveness. The authoritative governance style has affected my capabilities of maintaining the
synergy of the operations in the working process. Therefore, the identification of the
contingency in the leadership style will be helping me to develop a positive leadership approach.
2.6 Association of theory with practice
The traits theory helped in exemplifying and understanding the actions that are
undertaken by me and the manner in which it affected the capabilities of the department while
operating in accordance to the needs of the business (Popli & Rizvi, 2017). The Trait theory
focused on identifying the patterns of personal characteristics in an individual while operating in
a group confronting an organizational situation. The different aspects of the trait theory have
helped me in identifying the needs of maintaining the synergy between the actions and

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expectations of the subordinates while achieving the common goal of the business. On the other
hand, the Reinforcement theory of motivation helped in understanding the different changes in
my behavioral pattern as a function of its consequences. The theory helped me in justifying my
position in the leadership contexts while operating in a diverse workplace environment.
3. Conclusion
Therefore, from the above analysis it might be stated that the individual has certain
strengths and weaknesses as a leader, which might be developed through the better
understanding of the feedbacks from the subordinates. The research also aimed at identifying the
Gallup strengths in the individual and the major modifications that might be undertaken on the
basis of theoretical assessments. It has helped in identifying the effectiveness of the leadership
role in accordance to the expectation of the employees.

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References
Atwijuka, S., & Caldwell, C. (2017). Authentic leadership and the ethic of care. Journal of
Management Development, 36(8), 1040-1051.
Baesu, C., & Bejinaru, R. (2014). Leadership approaches regarding the organizational
change. The USV annals of economics and public administration, 13(2 (18)), 146-152.
Choi, S. B., Tran, T. B. H., & Park, B. I. (2015). Inclusive leadership and work engagement:
Mediating roles of affective organizational commitment and creativity. Social Behavior
and Personality: an international journal, 43(6), 931-943.
Flynn, C. B., Smither, J. W., & Walker, A. G. (2016). Exploring the relationship between
leaders’ core self-evaluations and subordinates’ perceptions of servant leadership: A field
study. Journal of Leadership & Organizational Studies, 23(3), 260-271.
Hansen, A., Byrne, Z., & Kiersch, C. (2014). How interpersonal leadership relates to employee
engagement. Journal of Managerial Psychology, 29(8), 953-972.
Lawton, A., & Páez, I. (2015). Developing a framework for ethical leadership. Journal of
Business Ethics, 130(3), 639-649.
Popli, S., & Rizvi, I. A. (2017). Leadership style and service orientation: the catalytic role of
employee engagement. Journal of Service Theory and Practice, 27(1), 292-310.
Rowold, J. (2014). Instrumental leadership: Extending the transformational-transactional
leadership paradigm. German Journal of Human Resource Management, 28(3), 367-390.