The focus of the essay is to analyse different leadership model and develop a personal leadership model, which will help me further in the future. The main organising idea of the traits of the leadership, which are important part of this leadership is also, will be discussed. I have developed this leadership by focusing on management, multiculturism and teamwork as well as a behaviour in the leadership.
Main organising idea is the personal leadership model consists of the traits that a leader possesses in any kind of field that they work. Leadership and management are complementary of each other though they are not the same. The main idea of my leadership model is dependent on the behaviour of the leader (Antonakis and Day 2017). The core vision of this leadership is to be empathic about their followers, lead them to achieve more success as a team, and encourage a working relationship to alleviate the organisation culture (Lussier and Achua 2015). The main vision of the leadership is to create more value for the internal and external stakeholders while maintaining the profitability of the business.
Explanation of the most important trait of leaders that I have included is honesty towards the employees and colleagues, empathy towards them, enthusiasm, commitments, excitements, inspirational, diversity oriented and have a team building and maintaining spirits (Antonakis and Day 2017). This personal leadership model is the perfect combination of task and behavioural oriented. The most important part of the business is maintaining the diversity in people as well as sharing the value of the company. Communication is also a proper skill of the leader in my personal leadership model (Lussier and Achua 2015). An effective and productivity oriented leader properly communicates with the key personnel makes sure that the messages are properly communicated in the text. Adaptability factor of the leaders are high and they are focused into constant development of the organisation (Berkovich 2014). Thus, I focused on this kind of leadership, which will also focus on developing the individuals in the system development too. Other essential traits of this kind leadership are dependent on the leadership and the nature is very collaborative with the community they work with. In this leadership the following traits are emphasized. The right level of competency, creativity, courage, economic security and helpful nature. This kind of leadership is very influential in behaviour as they change with the requirements but the core values and attitude of this kind of leadership is never changed. The individual of this kind of leadership loyal and wise towards the organisation they serve too (Lussier and Achua 2015).
Core values of the leadership consist of the essential value and beliefs as well as the integrity of the leadership. The integration of the organisation’s goals with the employer’s objectives is essential in nature. Therefore, according to me aligning the goals is necessary part of the company’s leaders. The courage, authenticity and trust expectations are very high in these leadership traits (Antonakis and Day 2017). I would ensure this authenticity and demonstrated courage and ethical strength and trust maintenance of the employees are part of this leadership. Courage must be included demonstrate the strength of self in this kind of leadership another metrics. The matter will be emphasised in boldness when showing inclusion and justice when faced with adversity (Meuser et al .2016). This kind of leadership is demonstrated while treating all the people with respect regardless of their background. Emphasise in humbleness, dignity and commitments should be given of leading people in the company.
Understanding the main aim of leadership is very important part of organisation and thus they play a very important role in the organisation. As main objective I would check that the leadership decisions contribute to the organisational objectives. The three main leadership objectives are dependent on the productivity (Aarons et al. 2014). The facilitation of the communication and monitoring the group is also part of their objectives. Scheduling meetings of day-to-day communication is also part of the leadership’s daily activity. Alleviating the production quality and reducing the defects while increasing efficiency is part of the concern of the leaderships main criteria too (Antonakis and Day 2017). Part of the process is also to motivate the team members and setting the proper goals for the individual they are following. Providing sustainable strategies should also be given emphasis in the matter. I would also review the performance daily and giving feedback should be included in the leadership’s activity (Meuser et al .2016). Planning on the goals or the projects and distributing assignments based on the skills are very important part of the company to ensure. It is essential to track the progress of the projects and staying with the time and budget of the company (Tourish 2014). It is essential for people leadership aligned for this kind of leadership as they are considered as an asset in this.
Benefit of leadership exists in the effectiveness of the leadership lies in the proficiency of the organisation’s work. It is important for the leader to change the current situation of the organisation in my leadership. With the change in leadership, employees must change their ability and upgrade their challenging tasks. It would benefit the organisation as if the leaders are able to purposefully manage conflicts, acquire right talent and be fit for the work requirements (Meuser et al .2016). The leaders must able to have a knack for the negotiation skills. The aptitude skills of the leaders must be high, as this would be required to increase innovation in the company. The communication skills also are required for the company to explore on, as I would increase the operational activity of the company. The clients of the leaders are also part of the business leadership management (Tourish 2014). If the leaders are inspiring enough they are needed to inspire the other people, thus a positive influence is must and affects positively to the people in the company. If the performance of the employees is very satisfactory and the profitability has a proper trend, then the company may have advantage in convincing the investors and expand the organisation’s profitability further more (Aarons et al. 2014). The proper leaders are well enough to be of nurturing nature, which is dependent upon the culture of the organisation. The managers are very important person along with the leaders. Though there is some difference in the functional activity in the two different roles, this personal leadership consist of the clear combination of the two.
Inside the culture of leadership, the main features in the personal leadership model is used in are the percentage of that will be used in enhancing the culture. The culture promotion is required, as this would benefit the overall organisation culture. To make the end customers happy, the employees must be trained about the core values of the customers. The people must be hired according the skills as well as the culturally fit for the organisation (Antonakis and Day 2017). It is essential in creating a proper team for the company is based on the special team’s feedbacks for the organisation to consider. Separate programs must be coordinated and different activities must be created for the company to process (Vann et al .2014). Employees must be convinced of the common larger goals of the company to alleviate the culture. An employee friendly nature of the company’s authority is known as the key factor to fulfil the satisfaction needs of the company. It is essential for the requirements of different activity programs and health and fitness benefits in the leadership model (Lewis et al. 2017). A constant development of the employee’s related programs and evolving with the trends in the economy is needed to go with the evolving culture. People are the elements of the culture in an application. Therefore, the company must consider the people with greater soft skills. Moreover, the cooperative group or a community will be considered an essential element in this personal leadership model (Parkay et al. 2014).
The current leadership is different from other kinds of leaderships present in the organisation. Today the kind of leaderships is mostly transactional in nature according to me. Therefore, most of the time the organisations goes through a bad reputation in the industry. The cultural aspect of the industry is known as the most important part to retain and maintain the employees (Berkovich 2014). The most important benefit I would get is to try to change the current situation with respect to diversity is known as the most important part of the company. The functional aspect of the company will be more effective if they have positive influential factors in the organisation (Lewis et al. 2017). The leader’s works as a stimulating factor in that function. In this personally developed leadership model, another feature that is different from the other leadership is nurtured working relationships (Parkay et al. 2014). The dominating nature of the leaders will be strictly prohibited and a equality environment will be promoted in this leadership model. According the vision statement the core values of the company’s of being empathic in nature will also is created in the company (Berkovich 2014). Resolving the conflicts among the employees is also another factor that is different from other kind of leadership.
Personal application model is dependent upon getting the job done is the most important power of leaders. Therefore, to get the job done by the people, I will empower them in all the activity. To be a perfect leader I will ensure that all my followers gets the help and skills training they need to get the job done. I would also communicate the proper goals, values and beliefs of the company to the employers, as communication is essential part of this personal leadership plan
Conclusion
Therefore, it can be concluded that this personal leadership model will be very useful in the work environment and will help people grow in the organisation.
References
Aarons, G.A., Ehrhart, M.G. and Farahnak, L.R., 2014. The implementation leadership scale (ILS): development of a brief measure of unit level implementation leadership. Implementation Science, 9(1), p.45.
Antonakis, J. and Day, D.V. eds., 2017. The nature of leadership. Sage publications.
Berkovich, I., 2014. Between person and person: Dialogical pedagogy in authentic leadership development. Academy of Management Learning & Education, 13(2), pp.245-264.
Chemers, M., 2014. An integrative theory of leadership. Psychology Press.
Day, D.V., Fleenor, J.W., Atwater, L.E., Sturm, R.E. and McKee, R.A., 2014. Advances in leader and leadership development: A review of 25years of research and theory. The Leadership Quarterly, 25(1), pp.63-82.
Leigh, N.G. and Blakely, E.J., 2016. Planning local economic development: Theory and practice. Sage Publications.
Lewis, E., Boston, D. and Peterson, S., 2017. A Global Perspective of Transformational Leadership and Organizational Development. Journal of Research Initiatives, 2(3), p.5.
Lussier, R.N. and Achua, C.F., 2015. Leadership: Theory, application, & skill development. Nelson Education.
Meuser, J.D., Gardner, W.L., Dinh, J.E., Hu, J., Liden, R.C. and Lord, R.G., 2016. A network analysis of leadership theory: The infancy of integration. Journal of Management, 42(5), pp.1374-1403.
Parkay, F.W., Anctil, E.J. and Hass, G., 2014. Curriculum leadership: Readings for developing quality educational programs. Prentice Hall.
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.
Vann, B.A., Coleman, A.N. and Simpson, J.A., 2014. Development of the Vannsimpco leadership survey: a delineation of hybrid leadership styles. Swiss Business School Journal of Applied Business Research, 3, pp.28-38.
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