Leadership Portfolio: Developing Leadership Style, Competencies, Team

This leadership portfolio outlines the student's understanding and development in leadership style, competencies, and team leadership. The portfolio begins by detailing the student's leadership style, emphasizing clear communication, feedback, and proactive problem-solving. It highlights the importance of monitoring key performance indicators and fostering team diversity to enhance productivity and creativity. The student reflects on past experiences, demonstrating leadership competencies such as problem-solving, conflict resolution, and team building. The portfolio also discusses the impact of transformational leadership on team performance, emphasizing emotional intelligence, team engagement, and continuous improvement through training and performance monitoring. The student emphasizes the importance of flexibility and focusing on the well-being of team members to increase job satisfaction. The document is available on Desklib, a platform offering a range of study tools and resources for students.

DEVELOPMENT OF LEADERSHIP PORTFOLIO
DEVELOPMENT OF LEADERSHIP PORTFOLIO
Name of the Student:
Name of the University:
Author note:

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1. Leadership Style and Strategies-
I think a leader must at the very first try to communicate about his work expectations
clearly to all his team members so that they can get a clear knowledge about what they are
expected to do so that to achieve the desired goal of their team leader. Hence, I start from
sharing my expectations with all my peers regarding my aim and would highlight each and
every thing that has been communicated or said to me by my managers and the executives. I
think it reduces the chance of failure. This is because having a clear insight about the aim and
expectations would work for them as a road map for success as it shows them exactly what is
expected from them to do in order to make their leader happy. Secondly, I would frequently
give them feedbacks on their performance so as to make them know whether they are on their
targets or not. I would make sure that my feedbacks are constructive and positive in every
way and that too in timely manner. Thirdly, if I see any of my team members are falling short
of my expectations then I try to communicate with him personally so as to know about his
problems and to know where he is getting stuck or facing complications. I try to guide him to
perform better from the day onwards and take regular check-ups on him. I constantly try to
help my people when I am their leader. Fourthly, throughout the task or the project, I monitor
the key performance indicators for checking if all my team members are on their schedule
within the budget and are producing a quality work (Yin, Zhu and Kaynak 2015). This is
because if I ignore the issues taking place within my team instead of trying to address and
resolve them too many times, some or the other member would eventually wonder regarding
my results and my effectiveness as a team leader. With the same, I also asks that whether my
team members are maintaining consistent and constant communication with me all through
the task. This is because of the fact that this helps me to identify and anticipate the problems
prior to their emergence and also helps me in reducing any kind of negative effects. I also try
to conduct different meetings with my team members so that I could know them better and

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understand about their backgrounds. This is because of the fact that a team comprises of
diverse people and I personally believe this fact that each and every individual possess some
or the other qualities that is different from the others. Hence, each one of us has something to
learn. Diversity in a team helps in sharing of more knowledge, ideas, thoughts and skills and
as a result the production is far more creative and productive. Hence, I make sure that my
team celebrates diversity so that each and every one of them could share and understand their
strengths and weaknesses so as to help them share their skills and could assist others in
overcome their weaknesses. Through the meetings, I also help them to improve further and
place them in their worthy position where they could use their knowledge and skills better.
Also, one of the major reasons to conduct such meetings is that in this way my team members
seems me to be approachable and real rather than a person who is figurehead or out of reach
and who is not involved. I don’t just know my team members with their names and faces but
to understand them really well.
2. Leadership competencies-
Leadership competencies are the practical behaviours, knowledge, attitudes and skills
that inform the manner a person can operate in his working life. In my earlier job, I was given
the responsibility for supervising a team of ten people, including the work of managing their
schedules, mentoring the team and training them. I really enjoyed the leadership and I am
really proud to say that there were six people who prompted when I was mentoring them.
Also, in one of the other jobs I was again given the task of supervising a team comprised of
five members on certain projects. I was not their direct manager but I do want to say that they
reported to me for the projects that I was leading. Hence, I can say that I have a mixture of
the project management experience and the direct management experience from those roles
of mine from my most recent job and I really enjoyed both of them. As a group leader, my
primary responsibility was to use my problem solving skills for analysing and developing the

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plans and ideas. With each of the team members, I had analyse their backgrounds as well as
their individual thoughts to different subjects in order to determine if we could carry on with
the idea or should drop it there itself. At that time there was a rise in conflict among the team
members as because everyone was desiring that their idea would be chosen for completing
the project. I talked about the same with my manager and he suggested me to sit in a group
discussion where each of the voices would be heard and analysed in an open manner. I did
the same. I choose to make use of a round table discussion in order to solicit creative inputs
and I must say the conflict was resolved there itself as the advantages and disadvantages of
every ideas were put in front of everyone and the one that was better was chosen by
everyone. I also later introduced a monthly team based competitions with an intention to
build morale within the team and spark more exciting new thoughts and ideas as well as to
improve the collaboration. I also made sure that no member is being judged socially on the
basis of his or her weaknesses in the workplace and always encouraged collaboration and
unity within the team (Gingerich 2015). In the very first meeting with my members I clearly
stated that each and every one must lift the other in my team. If someone sees any
weaknesses of his peer, he must help him in overcoming those weaknesses rather than
mocking him for the same. Playing the role of leader, I learnt many things. I have learnt many
leadership skills through volunteering my teams. It has provided me with rewarding
experiences, chances and several opportunities and has helped me in building string networks
within the industry. It has helped me in building passion and confidence within me. I have
also learnt to reflect on myself through connecting with the others. While giving me the
responsibility of managing a team, my managers had provided me with great opportunity to
make a difference. I really enjoyed being working as a team leader and it has taught me many
things to implement in my future and that too with more efficiency.
3. Working with and leading team

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As stated by Banks et al., (2016), introduction of effective leadership practices have
higher level of impact on the overall performance management process in a team. Here the
study has also mentioned about different leadership styles, among all the leadership style, I
believe, transformational leadership can be considered as the effective leadership style in
which the individuals will be able to give their decision regarding the development.
Therefore, this can be said that through this process, each team members get the chance to be
a part of the decision making process. Through the transformational leadership process, the
positive changes can be brought in the workplace (McCleskey, 2014). I have also realized
that if the transformational leadership practices is being introduced in the team, this can also
influence the internal culture in the team. I can suggest that in order to achieve the goals and
objectives, the leader should be able to develop strong personality, this can help to increases
the passion of the team members. With the good communicational skill and effective team
management practices, the leader of the team will be able to encourage the team members
towards their objectives (Tepper et al., 2017). Healthy relationship is needed to be maintained
in the team, so that the leader will be able to understand the need and demands of the team
members. I strongly believe that the skills of emotional intelligence have higher level of
impact on the leadership practices. Leader is considered as the role model for the team
members. Therefore, the leader should have the quality to control one self and others
emotions. With these skills the operations in the team can be done in the effective way.
Another way I have also analysed that engagement of large number of people in the
team activity is very important which needs to be maintained by the team leader. Each and
individual team members needed to be informed about their roles and responsibility in the
team. It has been los analysed that if the team members will be well trained, this can
strengthen them. It is also very effective in the case of increasing the confidence of the team
members. If the team members will be involved in the decision making process, this will be

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helping in the case of gain the trust of the team members. On the other hand, I have also
analysed that, as a leader I need to be more flexible to handle to challenges. If I will be able
to manage the sudden challenges, this will be helping in the case of increasing the confidence
of the team members. I need to focus on the well-being of the team members. This will help
to increase their love for their job. By developing the well-being of the team members, job
satisfaction can be increased (Dong et al., 2017). It has been analysed by me that proper
performance structure is also needed to be introduced in the workplace. This will help to
maintain the discipline in the team operations. As a leader I should adopt the monitoring skill
so that I will be able to analyse both the strength and weakness of my team members. After
identifying the team members who are not being able to compete with the other members, I
will give special attention to them. This will play an effective role in the case of increasing
the confidence of the team members and they will get the chance to perform with their
colleagues with same efficiency. Therefore, this can be said that transformational leadership
style can be considered as an important leadership style that impacts on the overall
performance of the team. On the other hand, this can be said that through this process, a
leader can develop healthy cultural environment in the workplace.

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Reference list
Banks, G. C., McCauley, K. D., Gardner, W. L., & Guler, C. E. (2016). A meta-analytic
review of authentic and transformational leadership: A test for redundancy. The
Leadership Quarterly, 27(4), 634-652.
Dong, Y., Bartol, K. M., Zhang, Z. X., & Li, C. (2017). Enhancing employee creativity via
individual skill development and team knowledge sharing: Influences of dual‐focused
transformational leadership. Journal of Organizational Behavior, 38(3), 439-458.
Gingerich, A., 2015. What if the ‘trust’in entrustable were a social judgement?. Medical
education, 49(8), pp.750-752.
McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and
leadership development. Journal of Business Studies Quarterly, 5(4), 117.
Tepper, B. J., Dimotakis, N., Lambert, L. S., Koopman, J., Matta, F. K., Park, H., & Goo, W.
(2017). Examining follower responses to transformational leadership from a dynamic,
person-environment fit perspective. Academy of Management Journal, (ja).
Yin, S., Zhu, X. and Kaynak, O., 2015. Improved PLS focused on key-performance-
indicator-related fault diagnosis. IEEE Transactions on Industrial Electronics, 62(3),
pp.1651-1658.