An Assignment Submitted by
Reflection to Questionnaires
The results obtained with the help of questionnaires revealed a lot of new issues about myself, which both surprised me and made me think about the issues I have to improve. Leadership is a complex task that requires full attention and a certain skill set as well as knowledge in psychology, communication, and management. I have realized that despite my preference of the democratic style, in practice I tend to rely on certain authoritarian tools. One of the questionnaires determined that I try to prove my point and impose personal agenda rather than looking for the compromise or following the ideas of others. I consider it has both pros and cons. The main advantage of such approach is the ability to attain goals, but at the same time, it shows my inflexibility in terms of accepting the point of view different than mine. It is the issue I have to work with in future, so as the ability to consider out-group members, as it was detected that I do not pay much attention on people with extreme point of views.
Also, with the help of questionnaires I revealed my core strengths as a leader and a professional. I have good analytical skills that enable me to find cause-and-effect relationship between the topics and problems. It helps me to make decisions in critical situations and accumulate resources for the further resolution of the problem. It is more effective for me to with the information and to find new decisions. I have realized that I also have a competitive advantage by being innovative, which is a requirement for the modern specialists. My abilities to work with the team proved to be less significant, despite the fact that I had good results in the questionnaire. I tend to implement task-oriented leadership, as I think it is the best way to attain corporate objectives. For me, it is more effective to concentrate all efforts on certain milestones rather than the relationship in the group. However, after this course, I realized that it is essential to work with the group members.
Overall, I find the questionnaires well-structured in terms of reflecting the course material. They provide a good consolidation of the previously learnt material and highlight a perspective regarding your personal skills. I think that the insight provided by the results of the questionnaire will be helpful in my future professional life and the ability to function better as a leader. One of the important revelations for me was the need to plan both short-term and long-term goals in order to become a viable leader. I always assumed that this is the responsibility of the top management. However, the results of the questionnaires proved that I have necessary skills to ensure that all aims are attained. Several questionnaires required the examination of our interaction with other people, which became the most difficult for me. It turned out that it is hard to analyze oneself in the context of collaboration and communication with the others. Also, it was problematic to analyze the behavior of the other leaders, especially when you have close relationship with these persons. I came to a conclusion that people do not usually notice their behavioral patterns and methods they use to affect each other. Moreover, I recognized that while I prefer certain methods to lead, I usually use absolutely different techniques out of comfort and habit.
Reflection to the Observations
Observations have become the most entertaining and productive tasks during the course. I found out a lot about the leadership and the means used by them to guide the followers. It was a crucial practical experience that enhanced my knowledge and understanding of my mission as a leader. Also, it made me realize that it is possible to learn how to be a leader rather than only to have innate skills for this task. One of the most essential observations was the requirement to reflect on the leaders and their orientation regarding the tasks and relationships. Two leaders I observed were proficient in their job and used different approach to their followers and tasks that had to be accomplished. Each of them used their personal methods in encouraging the team and achieving necessary aims. Also, I came to a conclusion that the followers react differently to task- or relationship-oriented leadership. Some people tend not to like the approach of the leaders, while the others function better in the same environment. This phenomenon helped me to understand that a specific leader attract specific followers that will work better under his/her command.
Consequently, I assumed that I will be able to recruit the team that will suit my approach and leadership orientation, which is more effective than trying to change the followers. Yet, one issue bothers me until these days. The competition in the job market is severe and there is a need to attract highly trained specialists that may or may not approve of your leadership skills. In this case, the leader may have to change the approach for a specific individual that I find a drawback of leadership. People tend to be particularly ambitious and self-oriented that make the task of a leader quite difficult. I have noticed during the observations that people try to pursue their own agenda and lack the skills to work with the team members. At some point, I realized that I have the same flaw. During one of the observations, I caught myself in criticizing a leader who had more developed interpersonal skills than the technical competence. I looked at it as the disadvantage and weakness than a chance to acquire the experience I lack.
It made me to conclude that there is a misconception about leadership requiring he/she to be strong, execute authority, and pursue their own agenda rather than ensure effective communication in the team and make sure all members of the group have the ability to express themselves. Also, it made me realize that there are both formal and informal leaders that have to be noticed by the managers, as it can improve their effectiveness and make the work easier. Empathy and understanding of the team members will make the work more productive for both the leaders and their followers. The observations made me realize that not in all cases the formal leaders execute effective practices due to their lack of interest in the task or simple negligence. One of the observations that aimed to analyze the meeting in the campus determined that all people are too self-oriented and fail to see a bigger picture of the problem that further on slows down the process of development of the resolution. It is quite frustrating that a lot of the leaders do not see the problem in their actions or absence of such. However, the experience involving the observations enriched me with the vital information about the ways how to execute leadership and what methods a good leader has to avoid.
Reflection to the Material
The information provided in the book was particularly effective due to its orientation to the practical instructions and the ability to consolidate the knowledge with the help of exercises. The material reflected the most relevant trends in leadership and business environment, where the real-life cases were especially important for better understanding of the theoretical framework. The information on strengths, weaknesses, and learned behaviors of the leaders emphasized an important issue in the understanding of the effective leadership. Specifically, it was claimed that such flaw as unconditionality limits the ability of leaders to consider the point of view of the others and accept it (Northouse, 2014). It was a helpful revelation for me, as I tend to have the same flaw. According to the material, it is essential to minimize one’s weaknesses and try to enhance the strengths. Persons occupying the position of a leader have to be particularly critical to themselves rather than to criticize the others. The analysis of personal strengths and weaknesses may designate the approach to leadership and team members. In the same way, the leader will be able to enhance the strengths of the followers and eliminate the weaknesses as well.
One of the most extensive frameworks presented in the book was the information on the styles and philosophy. It has to be noted that until these days, leaders and experts cannot find consensus in terms of what style is the most appropriate for the leadership. According to Northouse (2014), there are two basic leadership theories that include various assumptions and are reflected in three basic styles, namely democratic, laissez-faire, and authoritarian leadership. Each of these styles was observed during the observations, which produced a conclusion that at some point all of them work in their own way. Yet, authoritarian and laissez-faire approaches are two extremes that are not as productive as democratic styles. There are also mixed approaches that are executed according to the situation and a specific follower.
One of the most significant issues for me raised in the book is the necessity to include out-group members into the conversation. Northouse (2014) claimed that each member of the group share common social identity that actually form the team, while there are several individuals who do not comply with this rule. They use to have a different opinion on things that may be considered extreme or inappropriate for a lot of members of the group. However, it does not always mean it is a negative phenomenon. Each follower has a chance to contribute to the work of a team and the responsibility of a leader is to include them, despite their difference in vision. At some point radical, distinctive, and extreme decisions may be more helpful for the resolution of the problem. Also, such opinions may provide an original insight into the issue that will change the course of the entire approach.
At the same time, it was revealed that the leaders have to show justice and serve others in order to be useful for the company and the team members (Northouse, 2014). Honesty, empathy, and understanding of the team members create a positive example for all parties involved and affect the culture of the company. Otherwise, unjust decisions may ruin the trust and communication in the group and lead to unwanted consequences. Leaders have to make sure their behavior serve as an example for the other members of the group and generate the same attitude in the team members. Overall, the material provided for this course made me realize that there are a lot of specificities and details to the leaders’ functions and responsibilities that can be improved by the knowledge and practice.
References
Northouse, P. G. (2014). Introduction to leadership: Concepts and practice. Los Angeles, CA: SAGE Publications.
