This reflection report evaluates the leadership concept. It also demonstrates different theories and model of leadership. It also depicts the self-awareness technique to assess the strength, opportunity, weakness, and threats. In the last, it analyses the action plan for identified concern.
From lecture, I increased understanding that leadership is the command to lead the team member for accomplishing the particular goal as well as objectives. Moreover, it is assessed that leadership is a process by which a person keeps the authority to manage the team members for attaining the goal as well as the objective of the corporation (Lopez-Cabrales, Bornay-Barrachina, and Diaz-Fernandez, 2017). It was also beneficial to me for developing my leadership skill consequently I can apply my leadership skill in my professional as well as personal career. During the course of leadership, it is analyzed that a leader is a person who is followed by another person (Raelin, 2016). It is also determined that a leader can persuade and influence the attitude and performance of others at the workplace (Roy and Abaid, 2016). As a result, I am competent to build harmonization amongst member of team for attaining specified goals as well as objectives.
Moreover, leadership initiatives have supportive for me to become a good leader as it has developed my traits of personality. Leadership is a competency to influence others but, he may be made or born (Cashman, 2017). Moreover, I learned that leader could be born or made. In such condition, it is evaluated that trait of leader can exist from born or it could be built by sufficient coaching and training. In addition, a leader cannot survive without the followers (Sotarauta, 2016). In such case, I demonstrated that a leader has a specific foundation of authority like formal authority, resources, personality trait, knowledge, and experience. It also aids to influence the behavior of cohorts (Epitropaki, Martin, and Thomas, 2017). Consequently, this understanding would be advantageous for me to improve my personal as well as professional growth.
Through the leadership course, I have developed my knowledge about distinct models and theories like transactional and transformational leadership. I have applied both leadership theories to train the workforces at the workplace by building the leadership understanding. After analysis, I realized that my leadership strength and weaknesses are transparent and clear. As a result, I could enhance my knowledge about leadership as well as can become successful leader in the upcoming period. Further, my initiatives to accomplish the goal of leadership in long-term is elegant, practical as well as quantifiable. I will apply my initiatives as a leader to complete the objectives as well as goals in future. In addition, I could determinedly analyze my enhancement through structuring the plan. From the course, I have developed my understanding about two types of leadership style named transformational and transactional as I am able to use these leadership styles in the future. In this way, it is assessed that transformational leadership enables a leader to consider learning experience and team member culture (Drescher, Korsgaard, Welpe, Picot, and Wigand, 2014). In addition, key purpose of transforming the precedence and value of cohorts is to lead them to act away from their expectation (Breevaart, Bakker, Demerouti, and Derks, 2016).
I have also built my experience my understanding of the transactional leadership that was effective to me in order to apply it in the company. It is evaluated that transactional leadership allows a leader to motivate their team member by understanding their financial as well as non-financial issues at the workplace (Turner, and Baker, 2017). This kind of leadership style is task oriented as a leader focuses on offering rewards to meet the task (Russell, 2014). This leadership would be applied by me to assess the performance of my followers. Consequently, it would be appropriate for me to accomplish the goal and objective of the research.
When I was working in two diverse groups, I observed that team leader should analyze, assign as well as execute information regarding unidentified concern of their team members. By developing this awareness, I am competent to gather the information with regards to international concern and also enable me to increase my literacy. But, it is a necessity to pool resources and give positive feedback to make a good relationship with team member (Obolensky, 2017). There are several feedbacks that I got was positive but not very beneficial. The single individual who felt to give positive response was Christ. He said to me I should work on project until the project completion and also assess the concern of team member to effectively complete the objective of project. As a result, I will make every effort to provide reliable output and accomplish the target earlier form predetermined time as it could be advantageous for me to acquire favorable feedbacks. The self-assessment with regards to leadership style, power as well as conflict shows that I am able to develop a team, which will support for attaining the goal as well as objectives and get the success of the team.
Through the leadership program, it is assessed that MBTI (Myers-Brigs Type Indicator) is a kind of self-evaluation technique that depends on different aspects like sensation, emotion, intuition and thoughts (Al Rahbi, Khalid, and Khan, 2017). Following test was assessed by me to determine my personality qualities. This technique is beneficial to me in order to know how an individual perceives to other and generate beliefs.
Existing strengths and fields for improvement
I increased my knowledge regarding myself by using the lecture of self-awareness. I have increased my more learning about myself during these weeks. It is evaluated that self-evaluation describes the identification of loathe and likes, personality and weakness and strength (Bolman and Deal, 2017). Consequently, I would make able to build my self-awareness as it will support me to identify where I could under duress as well as in stress. Self-awareness could lead to the effective leadership as well as built compassion towards others (Meuser, Gardner, Dinh, Hu, Liden, and Lord, 2016).
Following table shows my strength, opportunity, weakness, and threats that are assessed by me to determine self-awareness:
The implication of your culture and social background on your leadership
Under leadership program, I assessed that employees should assess diverse religious, family, and cultural environment for improving the co-operation. There is a diverse aspect of national, social and cultural background that leads to building awareness such as modes of communication, leadership style, respect and manner (Zhang, Wang, and Pearce, 2014). This learning experience was effective for me to create my professional as well as personal proficiency.
I have also increased my knowledge that team members should complete the task within time framework by understanding the background of social as well as cultural aspects. It is also evaluated that people may generate the diverse leadership style because of their heredity personality traits, education as well as upbringings (Allison, and Goethals, 2014). It is also advantageous for me to improve my skills associated with leadership. I have also learned that building hierarchy position at the working culture could be harmful to develop a successful team. In such situation, I pointed that team leader is a person who provide positive atmosphere at the working place for maintaining their position. Consequently, I could become a successful team leader in the prospect as it could not only improve my personal as well as professional career.
Conclusion
As per the evaluation, it could be concluded that leadership programs, courses, and lectures were beneficial to me in order to build my capabilities of leadership. It could also be evaluated that I generated my understanding about self-evaluation by applying MBTI test and SWOT assessment. I analyzed my shortcoming like emotional intelligence as well as the articulation of thought. In the last, it can be concluded that an action plan is developed to enhance my shortcoming.
References
Al Rahbi, D., Khalid, K., & Khan, M. (2017). The Effects of Leadership Styles on Team Motivation. Academy of Strategic Management Journal, 16(3), 1-14.
Allison, S. T., & Goethals, G. R. (2014). “Now he belongs to the ages”: The heroic leadership dynamic and deep narratives of greatness. In Conceptions of Leadership (pp. 167-183). UK: Palgrave Macmillan, New York.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. USA: John Wiley & Sons.
Breevaart, K., Bakker, A. B., Demerouti, E., & Derks, D. (2016). Who takes the lead? A multi?source diary study on leadership, work engagement, and job performance. Journal of Organizational Behavior, 37(3), 309-325.
Cashman, K. (2017). Leadership from the inside out: Becoming a leader for life. Berrett-Koehler Publishers.
Drescher, M. A., Korsgaard, M. A., Welpe, I. M., Picot, A., & Wigand, R. T. (2014). The dynamics of shared leadership: Building trust and enhancing performance. Journal of Applied Psychology, 99(5), 771.
Epitropaki, O., Martin, R., & Thomas, G. (2017). Relational Leadership. The Nature of Leadership, 109.
Lopez-Cabrales, A., Bornay-Barrachina, M., & Diaz-Fernandez, M. (2017). Leadership and dynamic capabilities: the role of HR systems. Personnel Review, 46(2), 255-276.
Meuser, J. D., Gardner, W. L., Dinh, J. E., Hu, J., Liden, R. C., & Lord, R. G. (2016). A network analysis of leadership theory: The infancy of integration. Journal of Management, 42(5), 1374-1403.
Obolensky, N. (2017). Complex adaptive leadership: Embracing paradox and uncertainty. UK: Routledge.
Raelin, J. A. (2016). Introduction to leadership-as-practice. Leadership-as-practice, theory, and application. Abingdon, Oxon: Routledge, 1-17.
Roy, S., & Abaid, N. (2016). Leader-follower consensus and synchronization in numerosity-constrained networks with dynamic leadership. Chaos: An Interdisciplinary Journal of Nonlinear Science, 26(11), 116309.
Russell, M. B. (2014). From Locally Good to Globally Great: The Role of Dynamic Leadership in Global Team Building. Leadership Advance Online, 6, 1-7.
Sotarauta, M. (2016). Shared leadership and dynamic capabilities in regional development. In Regionalism Contested (pp. 63-82). UK: Routledge.
Turner, J. R., & Baker, R. (2017). Team Emergence Leadership Development and Evaluation: A Theoretical Model Using Complexity Theory. Journal of Information & Knowledge Management, 16(02), 1750012.
Zhang, W., Wang, H., & Pearce, C. L. (2014). Consideration for future consequences as an antecedent of transformational leadership behavior: The moderating effects of the perceived dynamic work environment. The Leadership Quarterly, 25(2), 329-343.
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