Reflective Report on Dynamic Leadership: Assessment 1 Part B

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DYNAMIC LEADERSHIP: ASSESSMENT 1 PART B
REFLECTIVE REPORT
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Executive summary
The reflective report helps to identify all the important aspects of my entire leadership journey
since it starts. My current job role, challenges, my most suitable leadership style, which was
feedback from my partner, will be discussed in this report. My partner suggested the
transformational leadership style to me. The significance, impacts and uses will be addressed in
this report as well. Some leadership theory will be discussed in the context of my leadership
journey in this report, as well.
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Table of Contents
Executive summary.........................................................................................................................1
Introduction......................................................................................................................................3
Current roles and responsibilities....................................................................................................4
Key aspects of the leadership journey.............................................................................................5
Summary of Part A (Results of Gallup strength finder)..................................................................6
Feedback from partner.....................................................................................................................6
The implications of the feedbacks and its significance...................................................................8
Theory and conceptual frameworks.................................................................................................9
Conclusion.......................................................................................................................................9
References......................................................................................................................................10
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Introduction
The reflective report helps to understand and analyse the leadership journey of myself since its
beginning. It includes all the major events, incidents which inspired me to become a leader or
recognise my skills as a leader. It includes my current job role and challenges as a leader. The
feedback from the partner helped me find my most suitable leadership style (transformational
leadership style). The significance of the leadership style and its impacts will be discussed in
appropriate leadership theory in this report.
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Current roles and responsibilities
I have been working with one of the specialised health care centres in the city; the organisation
itself is one of the renowned organisation in the health care industry as well. I have been working
here as an assistant administrative manager from last one year and a half years. The organisation
has been built up a reputation of best patient services and best administrative services as well
among all its competitors as well. For my position in this health care centre, I have two senior
managers whom I have to report. Both of them are very experienced people, and they are taught
me a lot of things for developing my skills for this job because I was struggling with my job
duties in the beginning. I have to handle around 50 people directly and 150 people indirectly as
well for in this job (Shin, et al., 2016). In my job duties in includes managing people from four
different departments in the hospital, which are information services, therapeutic services,
diagnostics services and support services as well. It has to manage and handle these four
departments people as well which was not easy in starting, I would say this job made me
exhausted in starting few months, the situation is not that bad now for me, but sometimes it’s a
real struggle to manage the work with 200 people as well. There were a few specific issues
which I had to face since its starting as well.
The motivation level of the employees was not very high all the time, and I had to deal with the
tired faces all the time. The productivity of the employees was low at the same time, and the
main reason behind it was the day-night shifts, which increase the rate of high employee turnover
in the organisation as well. The communication was a serious problem with the employees here
because meetings with all staff can’t be possible, so it was a huge amount of the employees.
They didn’t have any adaptive attitude, which created more problems for me in the beginning as
well. But with the help of my leadership skills and two experienced senior managers who guide
me all the time, I was able to overcome these issues and perform my duties easily as well (Best,
et al., 2018).
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Key aspects of the leadership journey
My leadership journey started since I was in high school. I was into my school’s theatre
playgroups. I never played any character, but I directed a few of the plays. During a play, I was
assisting the director of that play, but suddenly due to some emergency, he had to take a few
days off, and the play was ready with all the cast and all. I got the chance to direct that play, and
many of the actors were not really ready to work under my direction because they think I was not
capable enough to direct that play because it was a complex play. Within these conflicts, the
supporting casts and other associate people were very disappointed with the play. I made them
believe in myself and worked as a team for the play. The play created history with the highest
visitors’ numbers in my school history as well (Marques, 2018). My teachers, family, friends and
theatre people told me that I have huge possibilities for becoming a good leader because, in that
difficult situation, I managed my team and encourage them to perform better as well. It was the
incident which made me started thinking about leadership seriously in future (Marques, 2018).
Besides that, I would like to remember one more incident which happened during my college
days. I was very active in extracurricular activities in college days. I like to lead people and
manage work. I actively participated in each and every function of the college. In the final year,
my college management wanted me to organise the annual day of the college; they wanted the
highest participation in the function from students because the number of students who attend the
college functions was very low. It was a very low strength of students who attend the college
functions. My biggest challenge was to not only invite students but also encourage them to take
active participation in the functions as well. I took casual get together meetings with the students
in small batches and encourage them to participate in the various competition of the function. At
the day, the hall was full of students, and it was record-breaking participants that year as well
(Fraser & Taylor, 2019). Management was happy, and they hounded me for my efforts and my
leadership skills. The director of my college praised my leadership skills and advised me to
become serious in future for this because it develops a strong sense of the managing and
handling people for common causes and goals as well.
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Summary of Part A (Results of Gallup strength finder)
Gallup strength finder helped me identify and evaluate five top strengths of the mine, which
helped me in my current job as well. Those strengths are following.
Deliberative is my first strength which I identified with Gallup strength finder, and in my
opinion, it was one of the most require strength for leaders in order to understand the fellow
people and encourage them for increasing their productivity as well. Being deliberative was very
helpful to manage my current role in order to motivate them to work purposefully for the
organisation (Gilbert, et al., 2019).
Ideation is again one more important strength of the leaders because a leader has to have ideas
and the plans for the execution of the ideas as well. I am lucky enough that my team support my
ideas. I have to suggest ideas for the employees to increase their motivation and develop them as
a team as well with a high productivity rate.
Strategic is an important strength of mine. It helped me a lot in my college days, school days and
in my professional life. In order to manage a large workforce who had low motivation level, it is
really required that the leaders must have a strategic approach so that making strategies and
execution of those strategies will be easy in the organisation (Nahum & Carmeli, 2019).
Analytical, it is my fourth strength, and I am happy about it because being analytical, it was easy
for me to understand, analysis and evaluates the best possible outcomes to the strategies and the
plans or the consequences of the situations. It was helpful to me when I got in this job because
the health care industry requires strong preparations, and executions because the quality is
required there (Tariq, et al., 2019).
Command, I was not surprised when I got to know this strength because people always told me
that I am good at commanding the things, people and tasks as well. I ask for feedback and
suggestions or recommendations, but I prefer not to lose command over my team. It helped me
work with a large workforce with all the quality assurance standards in services as well.
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Feedback from partner
The partner I got from this purpose was not a stranger, but we didn’t have much in contact as
well, but I was happy that she was a partner because I know she was one of the most influencing
people around me and my friends which made it easy to work with. She always encouraged
people, and she always has a very positive approach for everything life as well. I believed in her
since starting, and I would say she didn’t prove me wrong so far (Afsar & Umrani, 2019). The
choice she made for my most appropriate or suitable leadership style was a transformational
leadership style, which is one of the most important motivational theories as well. I was happy
with her choice. She took some days before making this choice, she took this time for observing
my skills, and she mentioned that I am good at motivating others as well especially when the
motivation level of people are drastically down (Afsar & Umrani, 2019). She mentioned that I
am to use all the tricks and techniques to encourage people to work harder in difficult situations.
I am honoured to work with her and thankful to her for sharing her opinion as well.
According to her, the transformational leadership style will be the most important style
according to my skills; it helps me to encourage people and transform them as well. As I
mentioned earlier, the motivation level of the employees in my current job was very low earlier,
but later with the help of transformational leadership style, I encouraged them to become more
productive and resolve their conflicts by collecting regular feedback as well (Buil, et al., 2019).
It helped me in various ways to make my teams perform better, which created a huge difference
as well. The strengths which I came to found out with Gallup strength finder helped me to
become good at transformational leadership style as well.
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The implications of the feedbacks and its significance
My partner recommends transformational leadership style as the most suitable leadership style
for me because she thinks that I am good at managing, encouraging and motivating people who
are a few important qualities of the leaders as well. It was one of my personal favourite
leadership styles, and I am very happy and honoured that she found me suitable for this
leadership style as well.
As I mentioned earlier, in my current job, I have to manage a large workforce within four
important departments of the organisation where I have to make sure the quality of the services
must not be affected as well. The transformational leadership style helped me to communicate
effectively with the employees from different teams which made me realise that the employee's
productivity was affecting negatively because of they had to handle a constant pressure of
working in day-night shifts. It also helped me to understand that if the time management were
effective in the company, it would be easy to manage work as per standards. I took feedback
from them regularly so that they can explain the issues to me (Yukl, et al., 2019). I took small
meetings or got together so that the employees will learn new skills and become more adaptive
as well, which helped me to make them adopt new changes in the organisation as well.
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Theory and conceptual frameworks
In my entire leadership journey, I have included and used different leadership theories to the
experiences and skills of mine. Among all the theories which I incorporated, there are few who
made a huge impact on my leadership journey as well. Reinforcement theory will be one of them
which I would like to mention because it made me learn and improve various important
leadership skills as well. Reinforcement theory helped me to understand the importance of
motivating fellow people in order to make them stay with the organisation as well. It helped me
understand that rewards and recognitions are a few of these things which can increase the
motivation level of the team members as well (Peitres, 2019). I strongly believe that people who
are performing well should get some benefits or rewards, and people must require some level of
punishment in order to make them achieve their targets, goals of the organisation.
Behavioural theory helps me understand that being a leader, I must learn new things and
advancement as well. It will be helpful to me in order to make my behaviour appropriate with the
teammates, which helped them openly communicate with me for their issues as well (Fingleton,
et al., 2019).
Contingency theory helps me understand that I should be able to make myself flexible for the
work and working environment of the organisation because it is required in order to understand
the working style of the company as well. It will be helpful to become adaptive, which is an
important skill for leaders (McAdam, et al., 2019). All the theories helped me in various ways to
improve and grow as a leader in my life.
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Conclusion
This reflective report included my entire leadership journey, including the most impactful events
related to my leadership skills as well. My current job challenges, roles have been discussed in
this report. Transformational leadership style and its impacts, which were suggested by my
partner, has been discussed in this report. The uses and impacts of leadership styles and
leadership theories have been discussed in this report, as well.
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References
 Afsar, B. and Umrani, W.A., 2019. Transformational leadership and innovative work
behavior. European Journal of Innovation Management.
 Best, S., Long, J., Taylor, N. and Braithwaite, J., 2018. Challenges for clinical leaders in
the new digital age of genomic medicine. In Australasian College of Health Service
Management: 2018 Asia-Pacific Health Leadership Congress.
 Buil, I., Martínez, E. and Matute, J., 2019. Transformational leadership and employee
performance: The role of identification, engagement and proactive
personality. International Journal of Hospitality Management, 77, pp.64-75.
 Fingleton, N., Duncan, E., Watson, M. and Matheson, C., 2019. Specialist Clinicians’
Management of Dependence on Non-Prescription Medicines and Barriers to Treatment
Provision: An Exploratory Mixed Methods Study Using Behavioural
Theory. Pharmacy, 7(1), p.25.
 Fraser, I. and Taylor, M., 2019. The Business of People: Leadership for the Changing
World.
 Gilbert, D.U., Rasche, A., Schormair, M.J. and Singer, A., 2019. Call for Submissions
Business Ethics Quarterly Special Issue on: The Challenges and Prospects of Deliberative
Democracy for Corporate Sustainability and Responsibility.
 Marques, J., 2018. Courage: Mapping the Leadership Journey. In Women's Leadership
Journeys (pp. 119-139). Routledge.
 McAdam, R., Miller, K. and McSorley, C., 2019. Towards a contingency theory
perspective of quality management in enabling strategic alignment. International Journal
of Production Economics, 207, pp.195-209.
 Nahum, N. and Carmeli, A., 2019. Leadership style in a board of directors: implications
of involvement in the strategic decision-making process. Journal of Management and
Governance, pp.1-29.
 Pietras, B.W., 2019. Computational Modeling of Behavior and Neural Mechanisms of
Decision-Making Using Reinforcement Learning Theory (Doctoral dissertation).
 Shin, S., Han, J. and Cha, C., 2016. Capacity building for global nursing leaders:
challenges and experiences. International nursing review, 63(4), pp.580-587.
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