BUS501 Reflective Leadership Essay: Integrating Biblical Frameworks

This reflective essay explores personal leadership philosophy, analyzing past experiences and integrating them with organizational behavior principles and a Christian worldview. It discusses the evolution of the author's leadership style, emphasizing transformational leadership and evidence-based decision-making. The essay addresses challenges faced in previous organizations, including ethical dilemmas and toxic work environments, and proposes solutions aligned with biblical principles and ethical leadership practices. The author reflects on the importance of collaboration, trust, and ethical behavior in fostering a positive organizational culture and achieving collective goals. The essay concludes by advocating for a comprehensive cultural standard rooted in ethical behavior and accountable leadership.

Running head: REFLECTIVE LEADERSHIP
R E F L E C T I V E L E A D E R S H I P

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TABLE OF CONTENTS
Philosophy of leadership statement................................................................................................................................ 3
Application and analysis related to leadership........................................................................................................... 6
Take a position on the issue and defend your decision in light of your leadership philosophy and
based on a Christian worldview/ through a biblical lens.......................................................................................7
References.................................................................................................................................................................................. 8

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PHILOSOPHY OF LEADERSHIP STATEMENT
In Week 1, I have developed my understanding about the leadership. In this way, it is evaluated
that leadership is the capability regarding management of the company to set and attain the
challenging tasks, take decisive action and shift, outperform the rivalry, and lead others to act
effectively (Bolman, and Deal, 2017). When I was traveling through life, I met people who have
a vital impact on who we are and what we do. I have been reflected by the human forces, beyond
my family, that have built my leadership style. When I was working in a previous organization,
my leadership statement was “always be fair and reliable in the principles that lead my decision,
because there would be people who disagree. If I will reliable towards my team members then
they will respect of a decision made by me.”
In my previous organization, I was accountable for managing a team of six such as managing
their schedules, and offer training, and mentoring to them. I had enjoyed my leadership as I am
proud to say that three out of these six people were promoted because I was mentoring them.
Earlier the job, I had supervised a team of five designers on specific projects. I was not a direct
manager but they reported to me for the project I led. From my current job, I have gained mix of
project management experiences such as direct management and role experience. I had enjoyed
my both experience. I believe in transformation leadership style. In week 1, I have developed
understanding about this leadership style. In this way, it is evaluated that an individual, who has
transformational leadership style, could inspire his or her team with a shared vision of the
upcoming year (Northouse, 2018). Transformational leaders are highly transparent and spend
their lot of time to communicate with the team. They do not necessarily directly from the front
because they tend to allocate responsibilities amid their teams. This kind of leader has been
supported by a detailed individual but, their enthusiasm is transmittable. A Vision is a portrait of

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what a company could and should be (Goleman, 2017). I have shared my vision with my team
members by telling the story. It is discussed that a good storyteller builds trust, detain minds and
hearts and deals as a reminder of the vision.
Along with this, people can find it easier to repeat a story as compared to talk regarding vision
statement. For making the good decision, I have used an effective strategy such as evidence-
based decision making. Sometimes without realizing it, managers are fitting the evidence to
make a decision (Ward, 2016). I also use the fact ‘evidence-based decision making’ to deal with
the team members. A clear knowledge of the roles evidence could play imperative to make a
decision. As a result, it could help to avoid the challenges of decision making. During the week
1, I have developed my experience about the difference between evidence-based decision
making and decision-based evidence making. There are two examples regarding this matter. For
example, consensus decision making entails different alternative for the group and using the
different option for making a good decision (Heifetz, and Linsky, 2017). Another example is that
the consultation takes the ideas of the group into consideration while making a decision. Both
techniques require the participation of group and manager for considering their beliefs and input
of the groups in the decision-making procedures (Antonakis, and Day, 2017). I have realized that
group decision making is effective rather than individual decision-making process as it considers
the belief of different people, which enables me to make a good decision, as a leader at the
workplace.
It is analyzed that formal authority is required for employees in the organizational context to
attain the outcomes in an agile way (Fairhurst, and Connaughton, 2014). As an HR manager, I
have built my different key capabilities to develop the personal and professional life of my team

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member by using a different technique. These capabilities are intervened, inspire, steer and coach
(Renz, and Herman, 2016).
Without formal authorities, I can inspire the employees by taking accountabilities. An ideal
strategy is to tell a compelling story, which entails both pulls and pushes people into the action.
In my previous organization, I have identified the potential issues and address them to avoid
resistance to the new movement. I built myself as a trustworthy leader to inspire the other in an
effective and efficient manner.
As a team leader, I have learned about the power of collaboration and teamwork. I have created a
tremendous team in around me, which acts well together and plays a pleasant role in an
organization. When I work as a leader, then I never think of myself as my boss. I have
remembered that I was appointed as a leader, not for a senior position as I was in power-hungry
crazy position. I have also identified the strength and weakness of my team members. I have also
gained my learning about how to build both strengths and weaknesses. It helps me to act as a
team within an organization. It also aids me to encourage and motivate my team members. It also
leads me to develop a better vision at the workplace.
In 2016, I was hired for executive direction for a small town business association that had been
ruined by factionalism and unprofessionalism amid board of directors. I scheduled face to face
meeting with each member and leader to get to know them, their stress, their jobs, their hopes for
the services and association they needed. I also took the time to understand each perspective. I
found out that there is a large amount of individual who had two things in common such as love
for their community and desire to help each other. After two months of these visits, I had
reported to the board what I had learned and how we might want to make the transformation to
the initiatives we were providing.

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It is assessed that listening about the common goals that everyone shared, the board came to
appreciate the worth of reaching out to perceived critics. Furthermore, a board meeting is
changed from the sessions of member complaints to issue-driven collaboration (DuBrin, 2015).
After that, member meetings are changed into positive and interactive places. We had designed
the initiatives that met the needs of board members such as business expo, which permitted all
local business owners of the town to endorse themselves. It becomes a win-win situation within
an organization.
APPLICATION AND ANALYSIS RELATED TO LEADERSHIP
Identify a key leadership issue (either past or present) in your organization
During the Week 2, 3 and 4, I have learned about different leadership challenges. In 2017, when
I had joined a start-up corporation in the medical device manufacturing space, then I had
enhanced my leadership skills. I have participated in three major acquisitions and worked as six
different presidents. In the beginning, I had worked as a training and organization development
specialists in order to leas the whole HR organization. It has developed my leadership
development program, and global learning and development function.
In 2013, the culture of the corporation, I had dedicated to my professional growth to had become
toxic. Employees had complained about me as my morale was low at that time, attrition was on
high and engagement ranks on the annual employee survey remained at the low level after a
year. Although, I had effectively led my team of 10 to 300 in over 20 years, yet unaccountably I
was realizing over my head. I was burned out as a leader and failed to serve to my employees. It
demonstrated that there is no matter whatever I did as my team was dissatisfied and the
organizational issue remained inflexible. As a leader, I was arguable hence employees grew
more distrustful. Thus, I have decided to leave the dysfunction and acts as a consultant.

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Analyze the issue in accordance with Organizational Behavior and Leadership principles
In week 3, I have learned that leader faces issue associated with organizational behavior and
leadership principle. The complex issue, which I had faced in my previous organization, was
dealing with my team members in ethical and professional manner. I have gained my learning
that organization should adopt a simple and clear behavior strategy in order to deal with
organizational challenges. Another issue, which was faced by me, is related to review policies
and interact about new standard at the workplace.
TAKE A POSITION ON THE ISSUE AND DEFEND YOUR DECISION IN
LIGHT OF YOUR LEADERSHIP PHILOSOPHY AND BASED ON A
CHRISTIAN WORLDVIEW/ THROUGH A BIBLICAL LENS
During the week 4, I have learned that organization should consider the ethical behavior as a
comprehensive cultural standard as it will prevent the problem that might lead to significant
damage. An organization that applies set of policies and system without identifying the role of
leadership, then it could create difficulty to build legal business environment (Komives, 2016).
Every new law, regulation, and initiatives should consider the collective or individual decision to
avoid the issues (Johnston, and Marshall, 2016). The organization should clearly specify
elements of leadership behavior. The leader should understand the non-negotiable need to avoid
the issues at the workplace. The organization should maintain accountable leaders to implement
the behavioral standard and manage the employees in accordance with them (Tourish, 2014).

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REFERENCES
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership.
USA: John Wiley & Sons.
Northouse, P. G. (2018). Leadership: Theory and practice. UK: Sage publications.
Goleman, D. (2017). Leadership That Gets Results (Harvard Business Review Classics). USA:
Harvard Business Press.
Ward, J. (2016). Keeping the family business healthy: How to plan for continuing growth,
profitability, and family leadership. UK: Springer.
Antonakis, J., & Day, D. V. (Eds.). (2017). The nature of leadership. UK: Sage publications.
Heifetz, R., & Linsky, M. (2017). Leadership on the Line, With a New Preface: Staying Alive
Through the Dangers of Change. UK: Harvard Business Press.
Fairhurst, G. T., & Connaughton, S. L. (2014). Leadership: A communicative
perspective. Leadership, 10(1), 7-35.
Renz, D. O., & Herman, R. D. (Eds.). (2016). The Jossey-Bass handbook of nonprofit leadership
and management. USA: John Wiley & Sons.
DuBrin, A. J. (2015). Leadership: Research findings, practice, and skills. UK: Nelson Education.
Johnston, M. W., & Marshall, G. W. (2016). Salesforce management: Leadership, innovation,
technology. UK: Routledge.
Tourish, D. (2014). Leadership, more or less? A processual, communication perspective on the
role of agency in leadership theory. Leadership, 10(1), 79-98.
Komives, S. R. (2016). Leadership for a better world: Understanding the social change model of
leadership development. UK: John Wiley & Sons.