Leadership Project: Skills, Teamwork, and Decision Making Reflection

This assignment is a reflective piece on a leadership project, detailing the student's experiences and insights gained throughout the process. The student describes their interactions with group members, the development of communication skills, and the negotiation of project focus. The reflection highlights the influence of leadership traits on decision-making, the balance between active and passive team members, and the absence of negative group dynamics. The student discusses personal development, including enhanced skills in team coordination, public speaking, and influencing, and how their interests aligned with the team's objectives. The assignment also covers the application of deliberate thinking, training, and listening abilities as development goals. References to supporting literature are included. This assignment is available on Desklib, a platform providing study tools for students.

Leadership in organisation:
Step 4: During this session I came to know more about my group members, their thought
process, learned new skills and abilities. There was proper flow of communication. Endless
points kept on bubbling up and then efforts were made to reach on a common platform. After
each meeting with the members, there was an increment in set of values, beliefs, attitudes,
learnings and exposure. Our group negotiated the focus on project because it was of mutual
interest and everyone could relate the topic in their real life context. Therefore, it was an ease
for all of us to reach at an agreement. Apparently, as studies have revealed the person with
the leadership trait have major influence in decision making process in organisation because
of the fact that they are more prone to past experiences, guidance, age and individual
practices, cognitive biases as well as an escalation of commitment (Ejimabo, 2015). The
parallel thing happened in our project as well, leaders were the pillar of decision making.
Although, while making the decision the interest of all the team members were safeguarded
on the prior note and thereafter, path way of mutual gain was concluded. Yes, members had
listened to one another and developed a broader vision. Some very highly active and rest
were passive. There was a definite proportion. As it is rightly said, we all differ from one
another in limelight of some or other qualities. In our case, the members who were highly
active and had inherit trait of leadership forecasted themselves as leaders and those who lack
to take the initiative and confidence but were active after any work was allotted to them
categorised themselves as followers (Kirkpatrick & Locke, 1991). Both leadership and
followership go hand in hand. No, I haven’t witnessed occurrence of an Apollo syndrome in
my group, as there was proper balance in sayings and weightage granted to them.
Correspondingly, a particular style of leadership was followed. As far as the matter of
bystander is concerned, in my team none of us acted likewise. Instead we all were highly
active with our energy and presence of mind. Each member had equivalent level of
participation and contribution. There was “no sit back “or the fear of expressing out
(Brewster & Tucker, 2015). On my part, I stood for my own belief and thoughts. As per me,
car parking prices should be brought down and time limit should also be extended. The fine
should exist to maintain polished structure, but at the same end it should be minimised for
students as they are not earning yet.

Step 5: Relatively, while working on this project I enhanced myself in two ways. Firstly, the
study in respect of car parking and its long term repercussion will favour me. Secondly, my
thought process is now much more widened after listening to my team member’s point of
view. Also I have developed the quality of team coordination, public speaking, confidence,
influencing skills, leadership and mutual trust (Krapp, 1999). In ahead future, I want to
continue practicing my influential skills as it gives me positive vibes and self-satisfaction.
Coming onto other team members, I am aware of their interest and motivation because I have
analysed their behaviour in different circumstances as well as their individual personality
characteristic. Because of the fact, that there was no gap in individual and group interest, the
incidence of conflicts or any dispute was certainly nil (Barrett, 1970). Instead, we followed
the pathway of mutual gain and interest. My personal interest got aligned with others because
of the reason behind, we all were having characteristics In common. No, as such I do not find
any alignment.
Step 6: I have managed to practice and experience all the three development goals during this
team project which include deliberate thinking, training and listening abilities (Sternbergh &
Weitzel, 2011).
Example 1- when I was hearing out other team members prospective, I found myself
undergoing in cautious thinking and unfolding new dimensions in light of its effective
implementation.
Example 2- “A good listener comes out to be a good leader”. Henceforth, I inculcated the
habit of listening the distinguished vision of my team members.
Towards the end, my team mates were fully satisfied with the type of leadership style
followed throughout, still I would favour all kinds of feedback and modifications needed as
per them and will try my best to overcome them.
References:-
Ejimabo, N.O. (2015). The Influence of Decision Making in Organizational Leadership and
Management Activities. Journal of Entrepreneurship & Organization Management ,
(Online). Doi: 10.4172/2169-026X.1000138. (Accessed 7th march 2018).

Brewster, M. and Tucker, J.M. (2015). The Influence of and Interaction between Bystander
Characteristics and Situational Factors. Understanding bystander behaviour, (Online) pp.
455-481. Doi: https://doi.org/10.1080/15564886.2015.1009593. (Accessed 7th march 2018).
Krapp, A. (1999). Interest, motivation and learning: An educational-psychological
perspective. European Journal of Psychology of Education. 14(1), pp. 23-40.
Kirkpatrick, S.A. and Locke, E.A., (1991). Leadership: do traits matter? The executive, 5(2),
pp.48-60.
Barrett, J.H. (1970). Individual goals and organizational objectives: a study of integration
mechanisms. Centre for Research on Utilization of Scientific Knowledge, University of
Michigan.
Sternbergh, B. and Weitzel, S.R. (2011). Setting Your Development Goals: Start with Your
Values. John Wiley & Sons.