Reflective Report: Leadership, Event Management, and Kolb's Theory

This report provides a reflective analysis of leadership within the context of event management, focusing on the experience of organizing an event. The report begins with a mission statement outlining the team's goals and values. It then proceeds to a SWOT analysis, evaluating the group's strengths, weaknesses, opportunities, and threats in relation to event planning. The core of the report applies Kolb's learning theory to understand different learning styles and how they influence team dynamics and performance. The author discusses the practical application of Kolb's model, including concrete experience, reflective observation, abstract conceptualization, and active experimentation, and how these impact the event management process. The conclusion summarizes key insights and recommendations for effective leadership and event organization, emphasizing the importance of adapting to different learning styles and fostering innovation. The report also includes a comprehensive list of references from academic journals and books.

REFLECTIVE

Table of Contents
INTRODUCTION....................................................................................................................................................3
TASK 1.....................................................................................................................................................................3
Mission statement...............................................................................................................................................3
TASK 2.....................................................................................................................................................................4
SWOT analysis...................................................................................................................................................4
TASK 3.....................................................................................................................................................................4
Kolb's learning theory.........................................................................................................................................4
CONCLUSION-.......................................................................................................................................................6
REFERENCES.........................................................................................................................................................6

INTRODUCTION
Wow special event pvt. Ltd. Is a event organising company to create and organising
many events in different country. Its create the events to add fresh inputs into the your
fascinating ideas(Schein, 2010). This company organisation the corporate events gained over
many years to leading with multinational and international companies. We are provide with
firths and knowledge and new innovations of all our services we believe that our combined
strength in the all aspects of any event management to provide you best solutions and support
that customer needed. Our business type to creating and organising the different types of
events like corporate, launched the products, road shows and international events in different
countries. The group of the company to focus on the goals to create the new innovative event
according to consumer demands and use the new visibility effects in their events.
TASK 1
Mission statement
My group is a part of wow special event pvt Ltd. To organising a event in the school
including the 11 members. The mission statement of the group to fulfil the all needs of the
kids and create the event according to the kids view(Northouse, P.G., 2012). The value of the
our group to create a good team tied together be wow delivered wow, create the fun and
excitement in the events. My mission statement is build a positive team with open
communication to all members of the team. Every members of the team with special skills
and knowledge in own work. My team mission statement organising an event with planning
or executions, use better quality, new creativity and quick turn around the time.
TASK 2
SWOT analysis
STERNGHT- As a leader to execute and deliver the new ideas, information about the
work to their team members. Choose the right communication tool and create a visible
structure, system and involved the right detail. Lead or communicate with others to emphasis
relationship with trust. As a leader influence are including confident in their employers and
develop the strong voice to control the team activities(Raelin, 2011). Focus on the goal of the

team and take right decision about the strategy, planning to achieve the goals. My strength is
my team to work as a good team and share the open information about the tasks and use the
own creative ideas.
WEAKMESS- My weakness is communicate with all team members at the same time
to give the direction to complete the task. According to me weakness of a team leader is time
management to complete the all task of a event before the end of the time line. In today
business environment to organising a event before quit time of the event is not easy. Some
times over-optimism about people, strategies, or tactics in the events environment.
OPPORTUNITY- I need to increases the my communication voice to control the all
team activities in a time line. As a leader to recruit the smart talents and create the something
new and some time go against your conventions or your intuition(Zhang and Bartol, 2010).
As a leader scheduled the time for rest for relaxation and sleep for the team members. As a
leader with a hold of lot if information and activities that may help their team members to
create the better work and manage their own ideas and emotion in the work.
THERATS- As a leader to use the based assumptions and work don't just be a team
work are friendly. I don't treat the team members as a co-workers for eat, sport, vacation, and
hang out together as you minister at the4 all time in the work place. A leader don't compete
the status to demotivate the team members(Walumbwa and et. al, 2010). Don't minimise the
contributions and dismiss ideas with out involving their team members.
TASK 3
Kolb's learning theory
It is learning style model that give the sources of learning and development in work
experience. This model include the four types of learning styles in their work . Its include the
four stage of learning immediate experience, provide basis for observations(Avolio and
Yammarino, 2013). These reflection are assimilated into abstract concept creating the new
implications for the new action which can actively tested in turn creating new experiences.
Kolb's model based on two level- four stage of learning cycle-
Concrete experience- This experience create the new feeling about the work. Its
including the diverging are feelings and watching peoples to see the different respective to
the work. They peoples are prefer to watch rather than to get the information and use the

imagination to solve the problems in work place. Those type persons performance better in
situation that required to new ideas generations like brainstorming, monitoring and to
learning the culture to interest in the gather the new informations(Derue and et. al, 2011).
Theses type of people learn to see other works and use the own ideas to solve the problems,
Leader adopted the many tools and techniques like monitoring and brainstorming for the
team members to create the new thinking about the work problems and they are solve it.
Reflective Observation- This observation including the watching and thinking about
the information. Its include learning preference for a logical approach, new ideas and new
concept are more important to the this types of persons(Gutiérrez, Hilborn and Defeo, 2011).
The peoples with the assimilating learning style are less focused on the on others peoples
ideas and new information generate. These people are not interested in the others persons
ideas and information to the work experience. Leader use this model for those peoples are not
use the others ideas, information they solve the problems to create the own ideas and
informations. They persons are use own logical approach to learn new thing and generate the
own experience about the work. They observe the others work and skills to use the solve the
problems.
Abstract Conceptualization- Many peoples are converging learning style to solve the
problems to use the their learning information and find the solutions to practical issues in the
work place(Dumdum, Lowe and Avolio, 2013). These types of people to find practical uses
ideas, informations or theories to solve the problems and they make decision to finding the
solution to questions and problems. Converging are specialist in the technology filed to solve
the technical task in the work place. These type of persons to solve the problems in the any
tools and techniques in practical field. They use practical theories in the work and apply those
theories to solve and generate something new experience.
Active Experimentation- Accommodating as a part of this learning model to including
those peoples prefer to work in a team to complete the task in the work place. This type of
people use the other people analysis information and ideas(Fairhurst and Connaughton,
2014). These people are attracted by the new challenges or task, experience and carried out
the new plans to complete the challenges. A leader use this model to complete the task and
challenges in the works place to their people to accept the new challenges to solve the

rpobl3ems use the others analysis data. Leader create a team for this type of people to
complete the task and they learn or observe the all team members performance in a team.
The result of the two level to hoe the approach the task and our emotional response to
the experience about the work. Approaches to the task experience to watching other
individual involve the experience and reaction on the what happen in the next task. At that
same time chose the emotionally transforming the experience to gaining the new informations
by thinking, analysing observing the peoples and through the experience the tangible quality,
concept of the world(Tourish, 2014). according to this model company use the all stage to
learn the new experience in the work place to innovate the new ideas and strategy for work.
CONCLUSION-
According to me company use the new techniques in the events and hire the new
employers who are special in the work. Company use the learning model to the new
employers to share the work experience. To recruit the small talents, to try something
different and take the some time for rest to the team members. As a leader with lot of
activities to help the team members to use their innovative ideas and experience in the work.
Company use the new tools and techniques to share the information and its events. In a
school events organising according the student view to the innovative ideas in the event
management filed and they attract their filed.

REFERENCES
Books and journals
Avolio, B.J. and Yammarino, F.J. eds., 2013. Introduction to, and overview of,
transformational and charismatic leadership. In Transformational and Charismatic
Leadership: The Road Ahead 10th Anniversary Edition (pp. xxvii-xxxiii). Emerald
Group Publishing Limited.
Derue, D.S., Nahrgang, J.D., Wellman, N.E.D. and Humphrey, S.E., 2011. Trait and
behavioral theories of leadership: An integration and meta‐analytic test of their
relative validity. Personnel psychology. 64(1). pp.7-52.
Dumdum, U.R., Lowe, K.B. and Avolio, B.J., 2013. A meta-analysis of transformational and
transactional leadership correlates of effectiveness and satisfaction: An update and
extension. In Transformational and Charismatic Leadership: The Road Ahead 10th
Anniversary Edition (pp. 39-70). Emerald Group Publishing Limited.
Fairhurst, G.T. and Connaughton, S.L., 2014. Leadership: A communicative
perspective. Leadership, 10(1). pp.7-35.
Ford, J., 2010. Studying leadership critically: A psychosocial lens on leadership
identities. Leadership. 6(1). pp.47-65.
Gutiérrez, N.L., Hilborn, R. and Defeo, O., 2011. Leadership, social capital and incentives
promote successful fisheries. Nature. 470(7334). pp.386-389.
Northouse, P.G., 2012. Leadership: Theory and practice. Sage.
Raelin, J., 2011. From leadership-as-practice to leaderful practice. Leadership, 7(2), pp.195-
211.
Schein, E.H., 2010. Organizational culture and leadership (Vol. 2). John Wiley & Sons.
Tourish, D., 2014. Leadership, more or less? A processual, communication perspective on the
role of agency in leadership theory. Leadership. 10(1). pp.79-98.
Walumbwa, F.O, and et. al, 2010. Retracted: Psychological processes linking authentic
leadership to follower behaviors. The Leadership Quarterly. 21(5). pp.901-914.
Zhang, X. and Bartol, K.M., 2010. Linking empowering leadership and employee creativity:
The influence of psychological empowerment, intrinsic motivation, and creative
process engagement. Academy of management journal. 53(1), pp.107-128.
ONLINE
Leadership. 2017. [Online]. Available through.
<http://www.businessdictionary.com/definition/leadership.html>. [Accessed on 24th
April 2017].