Students are to write an essay reflecting upon their leadership journey throughout the term. Consider what you learned about yourself through the assessments how those characteristics and values played out through the simulation as well as working as a team on the video presentation.
Here are a few guiding questions to stimulate your thinking.
How did you test what you learned about leadership and yourself throughout the term?
What did you learn about yourself, leadership, and leadership within teams/groups?
Where are the gaps in your leadership development?
Apply theories and concepts from the unit where applicable.
The purpose of organisational and leadership development is in its entirety to exploit the collective and individual potential and learn unfortunate attitudes and behaviours. -Theory is a simplified picture of reality-.
Theories purpose is to simplify reality in a way that makes it easier for us to explain and predict the behaviour and relationships of individuals, groups and processes. The theories summarize and organize data, provide data collection guidelines, and point to gaps in the computing world. The relationship between theory and data can also be seen as a productive contradiction and conflict, according to the principle of -survival of the fittest-. (-Leadership: Survival of the Fittest | Executive Coach, Team Building, Onboarding and Leadership Coaching | Link Resource Group-, 2020)
The way managers - and those who research management - choose to formulate management challenges is in itself an expression of value selection. Among other reasons, theories of good management abound. Theories that do not infrequently contradict each other.
For the sake of overview, let's divide these leadership values into two main groups:
Industrial management is based on values that are physical and measurable. Value management in industrial management is expressed through the formulation of work objectives, registration of the degree of goal achievement, measurement and registration of results, controls and description of methods. These are the so-called hard values. (-Industrial Leadership-, 2020)
Humanistic leadership is based on values that put people in focus. Respect for the individual, development of people, how to create enthusiasm, motivation and well-being and how management can best organize the work and the physical working environment. Often this is referred to as soft values. (-The Humanistic Leadership Model (HLM)-, 2020)
Authentic leadership is about honesty, openness and credibility. These are factors that influence employees' confidence in management, and which ultimately affect productivity and company results.
An authentic leader is a self-aware leader who knows his strengths and weaknesses. They show the outside world who they are and what they stand for, while at the same time being humble about learning from others
Based on the Hogan Assessments conducted at the start of this trimester, the proposed improvement areas are my leadership development: it appears that I am likely to be seen as a team player, although others may appreciate my hands-off style, I may be waiting for opportunities to come to you instead of proactively seeking challenges. Others probably perceive you as being able to make quick decisions and adapt easily to changing situations. Although people will appreciate my flexible working style, I can also seem impulsive and resilient to the process. I dislike disappointing employees or managers, which makes me very emotional and demotivated.
I have learned through this exercise that delegation of responsibility is not just to free or release the leader of the many workloads, but to provide opportunities for growth. Similarly, involving the entire team in a problem-solving activity results in an opportunity to make decisions. It is noteworthy here that decision-making allows employees to become more involved in the job.
Although Hogan’s states that I am team-oriented and work best in groups. It is preferable to own work is that everything is based on my work, while in a group of work there are several factors that play into it, such as repetition of content, delays, uneven distribution of work tasks. It is important to understand the objectives and to have precise role clarification and demarcation in a group. Something that came up in the test but something I was also aware of before is that I rarely want to take the leadership role in a group. This is especially true abroad, where I have to practice a language other than my mother tongue. I stay quieter and would rather write styles than speak unprepared in an assembly. Then I find it uncomfortable with the language barrier when I'm put on the spot.
In an article for the Harvard Business Review by David DeSteno (2018), he explains why gratitude is so important in leadership. DeSteno is a professor of psychology at Northeastern
University and the author of the book Emotional Success: The power of gratitude, compassion and pride. Many scientists have tried to find out if there is any clear connection between people's
personality and their ability to lead others. (-How to Cultivate Gratitude, Compassion, and Pride on Your Team-, 2020)
The research carried out in this area suggests that there is a certain correlation between the leader's personality and leadership skills. This can be illustrated through the following simplified model:
LEADER PERSONALITY— LEADERSHIP STYLE } — EMPLOYEE ATTITUDES } — ORGANIZATION
— TEAM FUNCTIONING PERFORMANCE
In conclusion, I think Hogan's assessment has been practical and helpful by specifically pointing out what I need to work on to become a better leader. There was a lot I already was aware of in the online report we got back and a lot I was not as aware of. This trimester I have learned a lot about myself and grown and developed my leadership potential which I will need in the future.