Even with careful planning, things can not go as planned and a leader has to step up to the plate to take the consequences. Some leaders are very intimidating and make their team feel as if they can not establish their opinions on certain things. As a leader you should make those around you feel comfortable and encouraged enough to speak up and voice their opinions. Multiple ideas and points of views are always better than one. The things you are saying while communicating to team members should be truthful.
In such case, to have an effective counselling, certain strategies could be used. Firstly, I need to identify the causes and formation of the difficulty situation of my client. I should not involve my own personal emotions when analysing the situation. Next, clarification of the situation is essential. The clients should figure out themselves on how to face the situation.
We are ready to ignore even the most obvious truths if that increases our likeability. Our answers are not based on a rational consideration of what is asked but how we should be perceived by others while answering. We do everything possible to try to
This is something that I consciously make effort to address. Introversion, while in itself is not a complete negative, it can be perceived as such especially for someone in a position of authority. Withdrawing from others can be seen several ways; indifference, unassertive, or indecisive. It can also give way to self-doubt because of the tendency to be in a state of constant self-reflection. I would like to have a transformational approach to my leadership style.
I have to look outside the box, see things from another perspective or experience otherwise, then effectively doing and promoting these things in others is necessary for good practice. Personal lives are changing, as well as people get older, as well as jobs, careers and organizations. However, human beings have a tendency to resist change and to defend them strongly. The whole process can be very worrying and distressing for service users and even carers; and negative emotions or reactions could stem out of it. It is therefore always appropriate to recognize the different stages of change and anticipate their impact in order to take preventive measures, e.g.
The first occasion was at the Graduation and Induction Ceremony in Sandton. Listening to the key note speakers, Raymond Ackerman and some of the previous year graduates, I questioned within myself how I, someone who grew up so disadvantaged, could ever compete with these highly intelligent and successful people. The second occasion was the first day of classes at Henley where I sat and listened attentively to all the questions and statements raised by my fellow delegates. Wow, everyone was so knowledgeable I thought, what and how am I going to contribute to this group without looking foolish. The personal mastery session by Megan Hooper started the self-reflection that led to the narrative above.
I try to see an issue or problem from all sides of the parties involved; not forcing on my personal opinion on others, especially when we need to work together to achieve the desired results. I have begun to tap into this more and it has helped me at work defuse situations that had the potential to become bigger problems. I can get to the root of the problem, seeing past personal emotions of involved parties. I hope to maintain the balance with my human resource frame. I do not want others to think I am “rolling over” to accommodate others or I hate confrontation; I just want to focus on the issues and get the job
I am constantly trying to come up with new ideas and new ways of doing things that are more efficient. When making decisions as a leader, I often make fair, but also un-researched decisions, based on my intuition if an answer is needed quickly. It 's my belief that simply being more aware of my strengths and weaknesses will make me a better leader. Furthermore, by taking the SCARF and NVC tools and making minor changes in the way I act and perform, there is no doubt I’ll be able to implement positive change. In looking at my weaknesses based on my personality profile, which include being fickle in my attainment of
I like to know what it going on and I don’t like surprises. 2) I would like to learn how to give up control to other people. I want to try to trust people more, instead of trying to do everything myself. I like to be self reliant, but I think that it is useful to be able to use other people for support when I need it. 2.
The “leadership and change management” course was one of the best course that I have taken since I started this program, not only I have learned a lot throughout the eight-week classes, but because it helped me to think in a different way as a leader. Sometimes as leaders, we can be caught up in this “tunnel vision” of viewing things. As I wrote in my first journal about the difference between a leader and a manager, “I strongly believe that as a leader we must be able to perform both roles that are being a leader and manager at the same time. We must know when we can and when we can be the other. In the end, it is our responsibility to get better in our skills as leaders.” Leaders must change and adapt to many different challenges in their careers and our lives.