Leadership is the procedure of directing the team members for the attainment of the targeted goal (Pearce & Wassenaar, 2014). In my whole life, I get many leadership opportunities and I believed that the leadership could be imperative to reshape my life. From these leadership skills, I have been privileged to conduct suitable behavior with a different culture of people. A team leader conferred with many liabilities that required to be accomplished. Further, it is evaluated a leader could play an imperative role in the company to meet the aim and objectives of research issue (Higgs & Dulewicz, 2016). A team leader might be capable to make trust among their employees and reach the valid conclusion. Recently, I worked as a leader in the communications department of E-commerce retailer. At that period, I lead approximate five members to reach the valid conclusion.
I also observed that leader could make a favourable position of the organization in their specific stakeholder to get higher competitive benefits. As a group member, it is our accountability to prepare each material of communication that requires operating the group and meeting the same goal. It considers many sources named newspaper reports, taglines, social media posts, and advertisements (Carraher, 2015). I analysed that these sources could not only beneficial for internal but also for external shareholders of the organization.
I lead this particular team from the last 18 months. I observed that my leadership journey was wide wherein taught many things that could be imperative for my career. When I appointed as the leader, I came with certain skills that were was quite complicated for me to deal with the different culture of group member but after sometimes I improved my skills and make higher benefits. I had suffered from several conflict issues but over the time period situation has changed. In the current period, I worked as a close team member. Moreover, each workforce of team self-inspired that is imperative for targeted time and cost. The Initial accountability that was assigned for me is to effectively lead five members of groups. Apart from this, they would also be capable to effectively communicate with others and conducting suitable behavior at the time of accomplishing the same goal.
I developed communication department for making public relation in the least time and cost. I observed that this activity is handled by the marketing team. From the storming phase, I observed that team members were not connected from each other that were a major concern for me. For overcoming this issue, I started to conduct the meeting and involve them in the decision making process. The main purpose of using meeting is that as it permits employees to spend more time with each other and secondly, it enhanced the ownership sense of leaders. From this journey, I was capable to reflect my leadership styles and capabilities to meet that was imperative for me to accomplish my specified aim and objectives. I adopted a particular style of leadership and reach a valid conclusion. Moreover, I used the democratic leadership style for leading team members and reach the valid conclusion.
This leadership style may enable the leader to give the equal priority to employees and consider them before making a final decision in the context of organizational issues. It would lead to making a favorable relationship with their employees. Further, it is also examined that clear goals could be an important concept for the leader. Goal setting approach could enable the leader to make clear objectives with respect to the organizational issue and inspire their employees to work appropriately. I was a leader hence I set monthly and weekly goal for a team member. Initially, I made weekly target to my team member but after sometimes I obtained negative feedback of group members that weekly target create complexity as well as pressure on the team member.
Hence, I do not continue this plan. For declining pressure of employees, I used the monthly target method and reach the valid conclusion. Further, it is also evaluated that the feedback could be imperative for team success. Our team also decided to use 360-degree feedback structure to eliminate organizational issues and reach the valid conclusion. Moreover, it is examined that the 360-degree feedback system could enable the employees to get the feedback of their senior towards their performance (Ha-Vikström & Takala, 2016). This method will facilitate to obtain as well as give their feedback and meet the aim and objectives of research matter.
Moreover, we devote fifteen minutes after each meeting to collect feedback instead of conducting a meeting only for the purpose of feedback. It will save time and cost to conduct the meeting only for one purpose. Moreover, each employee is free to independently give their feedback for their team member. This tool is imperative for making transparency in the group and it has improved performance of individuals. As a team of the communication department, I strongly believed that effective conversation between team members could be imperative in certifying the team success.
As a team leader, I used open communication to freely communicate on any topic as it would eliminate possibilities of conflict from the working place. From the application of open meeting, we determine problems and conflicts in the team to increase the productivity of the firm. Moreover, it leads to increased trust among team members. During this course, I was capable to improve my leadership abilities and reach a valid conclusion. I approached my managers to give feedback to my team as well as me to improve my leadership skills and direct them in a systematic manner.
Gallup’s strength finder
The primary purpose of Gallup’s strength finder approach is to determine weaknesses by responding to the questions series. The obtained outcome supported me to determine my five prior strengths. The outcomes from this approach supported to me in making a plan for the leadership development plan (Koryak, Mole, Lockett, Hayton, Ucbasaran, & Hodgkinson, 2015). On behalf of Gallup’s test, it is addressed that the major positive point of mine is the capability to easily converse with others. I observed that I will always be an effective correspondent. This stems come from my avid reading of magazines and books. I also observed that communication could be the backbone of the shareholder relationship development hence this was always my highest priority.
Hence, I continually tried to make transparent and open communication culture to reach the valid conclusion. This kind of culture could be imperative for building the trust at the working place in leats time and cost (Lopez-Cabrales Bornay-Barrachina, & Diaz-Fernandez, 2017). Hence, I ensure to bring compassion and comfort among group members by open communication. As per the Gallup’s test, the second positive thing is being recuperative. This capability always supported to me concentrate on making a solution on each specified issue (Hou, Liu, Pan, & Wang, 2014). As a leader, I was always accountable for making communication team, I comprehend that crisis cannot come from the post data. A crisis in the working place could be the most unexpected and sudden.
Moreover, it is also examined that effective communication could be vital for managing the crisis issues form the working place. At the time of crisis, I always make an open and transparent communication atmosphere to address the solution of the crisis. The primary purpose of this tool always addresses the solution rather than addressing the problems of the situation (Zehrer, Raich, Siller, & Tschiderer, 2014). It could be effective for maintaining the shareholders satisfied and increasing the trust level in our appropriateness (Tyssen, Wald, & Spieth, 2014). The last strength that is addressed by Gallup’s test was being optimistic and capability to learn more. This strength was more suitable as compared to another method as it would lead to improving my leadership skills in a systematic matter (Lehmann-Willenbrock, Meinecke, Rowold, & Kauffeld, 2015).
Leadership development plan
This leadership plan offers an opportunity for me to determine my leadership capabilities, weaknesses, and strengths with respect to improving my leadership skills. This plan could lead to both short-term as well as long-term goals for eliminating my weakness and become an appropriate leader of the organization. I used Whittman GROW model with respect to the do the same. This model is suitable to comprehend and easy methods of goal setting as well as solve the problem of the organization. The main purpose of selecting this model is that it not only concentrates on identifying goals but also supports in making the action plan towards accomplishing the same (Dinh, Lord, Gardner, Meuser, Liden, & Hu, 2014).
Goal setting (G):
Initially, we determine the goal for both short-term as well as long-term. For the next six months, I made a goal and ensure that my team perform well and will accomplish their target. At the end of six months, we plan to expand our team by including at least 6 more individuals making a group of eleven individuals. I would also like to increase the accountability of each team members. The team members should also be aware of many sectors named CRM (customer relationship management), public relations, hardcore sales, and marketing (Rothaermel 2015).
Further, we also determined that we decide to become a self-sustaining department in the next six months. In addition, it is examined that I would like to be more confident in basic nature due to playing the lead role within the working place (Obolensky, 2017). In the working place, many times the leader uses the autocratic approach with respect to complete the work in a systematic manner. In some situation, I would like to be autocratic in some situation to meet specified aim and objectives (Kelly, 2014). Apart from this, it is evaluated that accountability of maintaining my team member’s motivation level could be a major concern for me as it affects the overall performance of the firm (Bolman & Deal, 2017).
Reality (R):
I was lead five people of the team in the recent period. It is complicated for me to deal at each stage and make a suitable decision. It is because the communication department is new and our responsibilities are not well-defined. I also observed that my team members have achieved their specified target from last six months hence I planned to increase target of employees to increase the capability of the employee. Furthermore, I should need to work hard and become a great leader. In addition, I need to work with respect to my group members to motivate them for the long-term. One of my senior suggested me to use autocratic leadership strategy in a different situation with respect to deal with them in a reliable way. Moreover, my team member suggested me to more contact with each other to stay connected with each other.
Obstacles (O):
The purpose issue is huge competition for roles and promotions of leadership within the firm. In addition, it is examined that the organization has selected top business schools individuals who have appropriate perception and fresh viewpoint with respect to the same situation (DrescherA., Korsgaard, Welpe, Picot, & Wigand, 2014). Hence, it is mandated for me that I consistently concentrate on work for improving my performance. Secondly, due to the communication department is very lower, there are lots of problems faced by the organization as the same work is done by the marketing department.
Moreover, it is examined that the specified work gets delayed due to lack of clarity (Zhang, Wang, & Pearce, 2014). Besides this, as a leader, my approach and style are totally different that lead to me get a positive result. I always address different methods to perform better and get at the valid conclusion. I made many decisions related to the situation sometimes that creates conflicts. Thus, it is also evaluated that such issues can be hampered to get a reliable outcome (Tucker & Lam, 2014).
The way forward (W):
It is a significant phase of grow model. This phase supports in addressing the way forward to attain the defined goals by eliminating the state obstacles. The leading thing that I must do is to ensure that the team has all the required resources for performing the best of their competencies. My goal is to make sure that within the next six month, my team will deliver 120% of the target. I would perform it by categorizing the new target into different parts such as weekly and monthly goals. In addition, the motivation of employees has a vital impact on the performance of employees (Swanson & Frederick, 2016). I would also make efforts to consistently encouraging my members of the team.
In addition, I would work with regards to generating a culture of open communication by interacting open door policy. This kinds of policy suggest that the leaders of the company must leave their doors open to signify that they exist for communication. It would permit my members of the team to promptly come to me in case of any concern (Tepper, Dimotakis, Lambert, Koopman, Matta, Man Park, & Goo, 2018). I would initiate the leading example with respect to performance. I would get down to the business and initiate to work with my team members as compared to delegating work as a part of the team. I would also make sure that team members can learn from different example hence I will do the same.
As a leader, I will surely act for becoming a more autocratic leader in case of demand it. I would contribute more efforts to make sure that the decision making is centralized and there is no hindrance in the decision-making process. I would continue to read books, however; I would surely read more about the leadership. I would also like to follow the life of some popular leaders such as Jeff Bezos and Elon Musk in order to learn from their experience.
As a leader, I will emphasize more on the enlargement of my team members. I will work with respect to address the learning opportunities in different departments so that they can also polish themselves and improve their set of skills. I feel very accountable for the performance of my team and I would try my best that they all continue to do the best of their competencies.
In addition, workshops both offline and online is an interesting method to build own skills of an individual (Gelard, Boroumand, & Mohammadi, 2014). I would like to enroll myself in at least two leadership development workshops in the upcoming six months. I would attempt to address the online certified courses and workshops with the intention that they would improve my leadership competencies and proficiencies.
I feel that it is only my performance that could support me to avoid those obstacles as far as the rivalry at the workplace is concerned. I will consistently look for getting feedback from my team members as well as my seniors. It would aid to address areas whether I need to make an improvement. It would also support me to sustain in the competition and be qualified for more opportunity related to leadership in the upcoming time period (Antonakis & Day, 2017).
Finally, I need to ensure that the communications department is profitable on its own. I will sit with the different department’s leaders such as PR department and marketing, and also perform with respect to developing clear roles and responsibilities of all the division. Due to this clarity, I would be in a good place in terms of setting the goals and targets for my team. I need to make sure that the company can better comprehend the significance of the communication division together with identifying the efforts put by this team. With that knowledge, I would perform with respect to getting a monetary appraisal for myself and for my team within the targeted time period. Hence, I have set certain goals for my team and for myself.
For attaining these goals, I will consistently work as per the development plan of leadership. This plan involves the culture of openness, transparency of communication; motivate my team members to consistently making efforts for better performance as well as outline the clear boundaries for accountabilities of job between all divisions, follow great leaders and learns from their experience, read more books about leadership (Wong Humborstad, GL Nerstad, & Dysvik, 2014). It would also aid to enhance my overall leadership skills by participating in the workshops (Nonaka, Kodama, Hirose, & Kohlbacher, 2014).
Conclusion
As per the above discussion, it can be concluded that the capability of an individual could inspire direct and motivate the guide to complete their desired task in a different way. The leader could be originating anywhere. It can also be illustrated that some persons could be team leader owing to its position or designation but at the same time, some individuals could be leaders owning to their personality, charisma, and performance. In addition, it is examined that a leader conferred with many accountabilities. A responsible team leader could take that accountability and works with respect to their growth to make a favorable decision. It can also be summarized that this course was imperative for me to comprehend my leadership skills, strengths and weakness that would be effective for improving my personal as well as professional life in a systematic manner.
For improving my leadership skills, I use feedback method and collect the opinion and views of seniors and juniors and reach the valid conclusion. This section has supported me in reflecting upon my team skills, weakness, and strengths. Peer suggestion leads me to improve my team members skills and make a favorable decision. I also developed a leadership plan for doing the same. With respect to accomplishing my goal, I used many steps named goal setting, reliability, obstacles, and Ways to learn. It would support to being more assertive and improving my leadership skills. It would be effective for accomplishing the task of the organization in the least time and cost. From the application of the action plan, I would be capable to accomplish my task in leats time and cost. These efforts could ensure my team members as well as mine growth.
References
Antonakis, J., & Day, D. V. (Eds.). (2017). The nature of leadership. Sage publications.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Carraher, S. (2015). Objectivism, Lyman Porter and ethical leadership. Journal of Management History, 21(1).
Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., & Hu, J. (2014). Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), 36-62.
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.
Gelard, P., Boroumand, Z., & Mohammadi, A. (2014). Relationship between transformational leadership and knowledge management. International Journal of Information Science and Management (IJISM), 12(2), 67-82.
Ha-Vikström, T., & Takala, J. (2016). Knowledge management and analytical modeling for transformational leadership profiles in a multinational company. In Successes and Failures of Knowledge Management (pp. 151-173).
Higgs, M., & Dulewicz, V. (2016). Developments in leadership thinking. In Leading with Emotional Intelligence (pp. 75-103). Palgrave Macmillan, Cham.
Hou, L., Liu, J. G., Pan, X., & Wang, B. H. (2014). A social force evacuation model with the leadership effect. Physica A: Statistical Mechanics and its Applications, 400, 93-99.
Kelly, S. (2014). Towards a negative ontology of leadership. Human relations, 67(8), 905-922.
Koryak, O., Mole, K. F., Lockett, A., Hayton, J. C., Ucbasaran, D., & Hodgkinson, G. P. (2015). Entrepreneurial leadership, capabilities and firm growth. International Small Business Journal, 33(1), 89-105.
Lehmann-Willenbrock, N., Meinecke, A. L., Rowold, J., & Kauffeld, S. (2015). How transformational leadership works during team interactions: A behavioral process analysis. The Leadership Quarterly, 26(6), 1017-1033.
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.
Nonaka, I., Kodama, M., Hirose, A., & Kohlbacher, F. (2014). Dynamic fractal organizations for promoting knowledge-based transformation–A new paradigm for organizational theory. European Management Journal, 32(1), 137-146.
Obolensky, N. (2017). Complex adaptive leadership: Embracing paradox and uncertainty. Routledge.
Pearce, C. L., & Wassenaar, C. L. (2014). Leadership is like fine wine. Organizational Dynamics, 43(1), 9-16.
Rothaermel, F. T. (2015). Strategic management. McGraw-Hill Education,.
Swanson, D. L., & Frederick, W. C. (2016). Denial and leadership in business ethics education. Business ethics: New challenges for business schools and corporate leaders, 222-240.
Tepper, B. J., Dimotakis, N., Lambert, L. S., Koopman, J., Matta, F. K., Man Park, H., & Goo, W. (2018). Examining Follower Responses to Transformational Leadership from a Dynamic, Person–Environment Fit Perspective. Academy of Management Journal, 61(4), 1343-1368.
Tucker, E., & Lam, S. (2014). Dynamic leadership–a leadership shortage solution. Strategic HR Review, 13(4/5), 199-204.
Tyssen, A. K., Wald, A., & Spieth, P. (2014). The challenge of transactional and transformational leadership in projects. International Journal of Project Management, 32(3), 365-375.
Wong Humborstad, S., GL Nerstad, C., & Dysvik, A. (2014). Empowering leadership, employee goal orientations and work performance: A competing hypothesis approach. Personnel Review, 43(2), 246-271.
Zehrer, A., Raich, F., Siller, H., & Tschiderer, F. (2014). Leadership networks in destinations. Tourism Review, 69(1), 59-73.
Zhang, W., Wang, H., & Pearce, C. L. (2014). Consideration for future consequences as an antecedent of transformational leadership behavior: The moderating effects of perceived dynamic work environment. The Leadership Quarterly, 25(2), 329-343.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download