According to Laschinger, Wong, Cummings & Grau (2014), resonant leaders are defined as leaders who are not only able to identify and control their own thought and feelings, but are able to influence the thoughts and feelings of others. Furthermore, the results from their study found that working with resonant leaders resulted in positive work environments and empowered followers. The goal that I had envisioned closely corresponded the outcomes that take place when there is resonant
Contemporary management involves many aspects of management. These aspects include planning, leading, organising and controlling operations to achieve certain organisational goals. When comparing different management levels it is evident that at all levels emphasise the importance of using resources effective and responsibly. Managers should be able to build their own as well as their subordinates’ skills, regarding decision making, monitoring information and supervising personnel are which are essential to success. Managers have great responsibilities, these responsibilities include managing a diverse work force, maintaining a competitive edge, behaving ethically and using emerging technologies.
Paul said that effective and efficient managers have these key skills: negotiation, conflict management, team building, decision making, innovation, problem solving, time management, empowering skills, dealing with change, and effective communication: Verbal and Written. Paul Esqueda remarks on leadership, proposed an interesting feel on how leaders should act. One quote that Paul said was that “if you need help, get it. If you can give help, give it”. This brought a
According to Bass, leaders should display both leadership styles depending of the need of the situation. In the explanation of full range leadership model, Bass and Riggio elaborated further on this concept of various leadership styles. The described the different leadership styles which includes: contingent reward, management by exception and laissez faire leadership in the full range leadership model. An efficient leader displays all leadership styles in a balance way. Transformational leadership is the positive behavior in order to achieve performance beyond expectations from the followers.
Work beside, motivate, encourage and ensure their safety. In addition to being a good supervisor, form a strong partnership with the other supervisors. Work together to solve problems, maximize productivity and ensure each other’s success. Communication – Effective communication is a trademark of successful leaders. Focus on providing timely and accurate communication to your teams, your peers, management and our customers.
AC3.2: Demonstrate working in a team as a leader and member towards specific goal, dealing with any conflict or difficult situation. Leader in a Team: Working in a team as leader addressing a specific goal or dealing a problem or situation is very interesting difficult job. It’s a very important position because team leader driver of the team leading success or failure. Team leader provides direction, instructions and Giddiness to members of team. Responsibilities of team leader as under: Organize Develop Strategy Define roles Provide training Communicate Listen Monitor Manage Report Inform Qualities of Team leader: Patience Listen to others Take in others' suggestions Include everyone Encourage
“Pausing for reflection allows the space to separate logic and emotions; it allows us to understand all of the contributing factors and dynamics and to separate the personal from the systemic” (Young, Boulton, & Liddell, 2016, p.42). As a reflective leader, I can challenge my assumptions, asks relevant questions and endeavor to make sense of my experiences. Being an effective leader is of paramount importance to me. As an effective leader, I can reflect to improve, effect change for the betterment of an organization, and hold integrity as the mantra of my leadership style. The use of structured reflection is central to sustain and enhance professional and personal effectiveness.
Whether formal related to work or school, or informal close friends or family. The effect of being part of a group can in many ways influence our behavior and performance. In my professional career, I worked in groups that were efficient in completing tasks, projects, and provided innovative solutions to problems. Notwithstanding, it is not without its unique challenges to ensure the groups are effective. The success of groups is also dependent on individuals comprising them.
However, the need of strong emotional intelligence is require for the people who lead others. Ermer (2012) stated that the terms strong emotional intelligence and leadership have deep link as it helps the leaders to recognise the needs of their employees, there satisfaction level, retention and their performance. It is important for leaders to observe the level of satisfaction among its employees in order to motivate them and to help them in performing according to the high working standard so that they can benefit the organisation. Here are some of the factors that are important for an emotionally intelligent leader who possess the responsibility and proficient to lead people especially in an organisation (Houghton, et al.,
According to Nelson (2013), for effectiveness in project management, particularly in communication, project managers must master interpersonal skills. This means a long and continuous process of personal growth and management development. This demonstrates that interpersonal competence is the result of accurate and realistic perception of interpersonal situations and specific behavioral skills leading to a significant impact on long-lasting and authentic relationship, satisfactory to the people involved. Another component of this competency refers to the relationship itself, and understands the emotional-affective dimension, predominantly. In the view of Narayanan and DeFillippi (2012), handle interpersonal situations requires sensitivity and perceptual and behavioral flexibility, which means trying to see different angles or aspects of the same situation and act differently, not routine, experimenting with new behaviors perceived as action alternatives.