Introduction
According to Northouse (2010), a leader is invented to possess certain leadership qualities. This qualifies the leader to possess the ability of guiding others while at the same time respecting their opinions. This essay provides a description of my leadership in relation to situational leadership theory and presents a plan of action to improve my leadership and motivation skills. According to this theoretical approach, leadership is an art through which individuals are inspired to achieve their dreams (Northouse, 2010).
Basically, situational leadership is unending (Northouse, 2010). This is based on the fact that it addresses the tasks complexity changes and the followers varying capabilities. Together, these aspects are aimed at attaining the desired goals. Therefore I am convinced that given my leadership practice in the college, situational leadership provides a description of my leadership style at the primary personal level.
According to the situational theory, leaders are supposed to familiarize with their own styles of leadership. Through this approach, they are able to sustain their team members’ needs based on the willingness of the individuals to complete their specific tasks. This includes precise diagnosis of an individual’s readiness and skills together with prescription of the chores that provides appropriate diagnosis of the followers’ capability to complete a task.
Summary
In this essay, I basically realize that my leadership has always been influenced by situational leadership approach. Hence, I lead my followers on the bases of the situation. This leadership can also extend beyond by followers based on the fact that I have learnt ways of adapting my behaviors to other people’s needs. In situational leadership, the essay also establishes that there is need for the leader to adjust their styles of leadership in order to meet the required tasks. While an important role is played by the skills and personal traits, this essay establishes that situational approach can be applied in many circumstances. This is because of its flexibility in application.
My leadership style
Contingency approach: This approach is based on various suppositions. First, this approach insists on the leaders being either relationship oriented or task oriented. For a task oriented leader, Baldoni (2005) notes that motivation is enhanced through achievement of a certain goal. In order to ensure that a job is done, a structuring style is usually exhibited by these leaders. For a leader that is relationship oriented, motivation is on the other side enhanced through development of close interactive relationship. Therefore, a passive style is exhibited by these leaders.
Situational approach: As a result of variation in the organizational situations, there is also need for use of various leadership approaches. This approach also stresses on the need for adjustments in the leadership styles in order to meet particular needs of the organization. This is based on the assumption that the followers in this organization are not similar. Therefore, there is need for provision of varying attention that can only be enhanced by a dynamic leader. From this model, there is strong emphasis on flexibility of the leader after evaluating the commitment and competence of the followers (Northouse, 2010). From this approach, leadership behavior is determined through the following process:
1. The followers’ readiness when it comes to perfection on specific responsibilities, objectives and functions
2. The level of direction and guidance given by a leader
3. The level of social emotional sustenance provided by a leader
In comparison to the contingency approach, this approach (situational) best fit my leadership style. I believe that a leader has to be dynamic and adoptive to the arising situations that require specific attention. In addition, every follower has specific responsibilities. These problems that I need to specifically understand as a leader. Understanding of these responsibilities cannot be enhanced unless a close bond is maintained between the leader and the follower. This is enhanced through establishing personal bond with each of the followers and handling their issue from their specific perspective. This will require dynamism that is emphasized in situational approach. I do therefore believe that for the best leadership, I have to be my employees’ follower in addition to being their boss.
LMX approach: From this approach, strong emphasis is drawn on a special type of relationship between the leader and the followers. Therefore, two categories of relationships are found in an organization. One category is the out-group (Burke, 2002). This category is associated with defined job, roles and official contracts descriptions. The other category is the in-group. This category is connected through mutually assigned roles. This theory also insists that a leader does not possess a steady behavior to all the subordinates. For instance, it is allowed for a leader to be cordial to one employee and yet be very strict to the other.
My leadership traits
There are major traits that are highlighted as essential for a successful leader. As a result of being in possession of these traits, I am able to maintain leadership under varying situations. These traits are inclusive of: physical strengths and vitality; making of judgment based on intelligence and action; accepting the responsibility with willingness; being competent on the tasks; gaining substantial understanding of my followers; and dealing with them through a skillful manner.
Preferred leadership approach by a follower
As a follower, I believe that it is hard for the leaders to exist without us. Based on this consideration, it is also important for the leaders to understand that they can hardly change the followers (Sashkin & Sashkin, 2003). What they can do is to understand them. Moreover, the followers do not want their choices to be as a result of being forced by the leaders. Offering guidance to the followers is enough (Sashkin & Sashkin, 2003).
Based on the understanding above, it is clear that as followers I require the leader to focus on my authenticity, community and significance needs. Hence, the strides to be made by the leaders will have to be aimed at reducing the distance resulting from diversity and interdependence. By focusing on these needs, it becomes possible to create a reconnection to the leader. As a result, we are placed in a path of growth through a healthy relationship. For optimal efficiency and organizational effectiveness, I perceive this approach by the leaders as important.
How I influence others
Through incorporation of the situational approach of leadership, I need to understand various things as a leader in order to influence others. For instance, there is need to understand the best style of leadership to be used. In addition, when full team support is required, I require- as a leader- to know the “more appropriate” way of leading. It is also important that I understand whether I am to be people oriented or task oriented. With the situational leadership approach, I can influence others through addressing these issues.
Goal and plan for leadership and motivational improvement
As a leader, success is what I strive for. However, this can only be enhanced through a well-established plan with clearly set goals. I need to improve my leadership skills continually in addition to motivating my team members. In order to be a leader with a positive motivational influence, there is a strategy that is highlighted as essential.
1. A clear vision establishment for the leader and followers: through this vision, it becomes possible to live as a leader that is capable of enhancing reality in the vision.
2. Utilizing the leadership skills- In every leader, there are unique gifts and personal strengths that have been developed as they perform their duties. Through utilization of these strengths, becoming a formidable leader will be enhanced.
3. Leading the others with compassion-, Successful leaders realize the need for including others in their influence circle. This is enhanced by being aware the greatest skills of each person. This means that a leader has to go beyond the obvious perception to viewing the followers with compassion and insight.
4. Establishing ultimate goals together and plan of action is very important. Even before a map is developed, a leader will need to be aware of the destination. For improvement of the leadership abilities, specific goals should be initially set. These goals should be based on a fitting timeliness. The next step will involve formulation of a plan of action.
5. Motivation of team members: A leader is as strong as his group (Baldoni, 2005). An optimistic leader wants to be surrounded by a group that is full of strength. Through motivation, their energy will be improved. This is in addition to increasing their strength towards their responsibility. Therefore, the move will be towards achievement of the organizations vision and goals.
The timeline for achievement of the above plan will depend on the goals’ complexity. However, through hard work, the timeframe would be limited as much as possible. Within one month, the progress will be reevaluated. This will enhance evaluation of the achievement against the set target. Based on the evaluation, appropriate measures are taken to ensure the longterm achievement.
Conclusion
In this article, I have provided a comprehensive analysis of my leadership based on a theoretical approach. In leadership, there is the concept of influence and the fact that a leader cannot exist alone. In addition, leadership requires being able to come up with the best plan to build a successful organization. Lastly as a leader, there is need for having a clear understanding of what needs to be achieved. This qualifies leaders as people that can creatively act and think in non-routine situations. They have to influence the teams’ actions, feelings and beliefs.
References
Baldoni, J. (2005). Great motivation secrets of great leaders. New York, NY: McGraw-
Hill.
Burke, W. (2002). Organization change: theory and practice. Thousand Oaks, CA: Sage
Publications.
Northouse, P. G. (2010). Leadership: theory and practice, (5th Ed.). Thousand Oaks, CA:
Sage Publications.
Sashkin, M. & Sashkin, M. (2003). Leadership that matters: The critical factors for making a
difference in people’s lives and organizational success. San Francisco: Berrett-Koehler.
