Video: The biggest mistake a leader can make: trust, certainty, self-doubt, arrogance, executing without thinking
Introduction
What is leadership? This is an important question to define before evaluating those characteristics that will help me to become an effective leader. This will positively contribute to successful realizing my aspirations by laying the foundations for the achievement of my goals. More specifically, properly evaluating and developing my leadership ability will affirm my ability to become an “impact player” within my organization. I will also be more capable of becoming an influential leader within my organization by honing on my inherently strong skills while focusing on developing those that will enable me to realize my potential. Both of these are skills necessary for becoming an operations manager/SVP in my organization.
There does exist ambiguity around the term leadership. It is important to realize that this term is not related to a title, such as those in executive management within a company. More importantly, it is not synonymous with the term management. Albeit, good management is necessary for “managing things” including the ability to plan, coordinate, hire, fire and many other things. Leaders, on the other hand, lead people. Kevin Kruse, a contributing writer to Forbes, defines leadership as “…process of social influence, which maximizes the efforts of others, towards the achievement of a goal.”
Several key elements of this definition contribute to what I believe are the fundamentals concepts of the term. This include the importance of social influence over something that is derives from power or authority. It also suggests a holistic inclusion of individuals, not necessarily an individual’s direct reports. I refer to this as the inclusion of all contributors. This is an important to becoming an influential leader – I must develop my leadership abilities and apply them in a variety of contexts within my organization.
Kruse’s definition also diminishes the necessity of having personal styles, attributes or traits. Therefore, there exists many paths that an individual can pursue to becoming an effective leader. This is important in my exploration and development of my leadership style as I should not limit my focus on the accomplishments, traits, attitudes or behaviors of others. I have to avoid locking myself into a socially constructed mold of effective leadership. I find this to be difficult given the leadership exercises and guidance that my superiors are currently supplying towards my development. I must objectively evaluate the path that is most effective for me to become successful. This will enable me to achieve my goals by developing the leadership traits and qualities that are tailored to my needs.
Finally, Kruse’s definition of leadership suggests the importance of influence that is grounded in a goal and maximizes the efforts. Leadership should focus on influencing people with the central idea of achieving a common goal. It will lack effectiveness with no outcome by blindly guiding others in a convoluted direction. Moreover, it should maximize the efforts of the perceived outcome to achieve the goal as efficiently as possible.
There are numerous definitions for leadership in existence today. I believe Kevin Kruse offers a compelling one that embodies the elements that I believe are important for my personal development. The elements of leadership should include social influence, application to a variety of contributors, and maximizing effort towards a common goal. Much of this definition can be wrapped up by the concept of 'transformational leadership." I supply a number of articles that center around the characteristics of this leadership style. I believe implementing transformational qualities in my management of people will contribute to the successful achievement of becoming an operations manager/SVP.
What is leadership? This is an important question to define before evaluating those characteristics that will help me to become an effective leader. This will positively contribute to successful realizing my aspirations by laying the foundations for the achievement of my goals. More specifically, properly evaluating and developing my leadership ability will affirm my ability to become an “impact player” within my organization. I will also be more capable of becoming an influential leader within my organization by honing on my inherently strong skills while focusing on developing those that will enable me to realize my potential. Both of these are skills necessary for becoming an operations manager/SVP in my organization.
There does exist ambiguity around the term leadership. It is important to realize that this term is not related to a title, such as those in executive management within a company. More importantly, it is not synonymous with the term management. Albeit, good management is necessary for “managing things” including the ability to plan, coordinate, hire, fire and many other things. Leaders, on the other hand, lead people. Kevin Kruse, a contributing writer to Forbes, defines leadership as “…process of social influence, which maximizes the efforts of others, towards the achievement of a goal.”
Several key elements of this definition contribute to what I believe are the fundamentals concepts of the term. This include the importance of social influence over something that is derives from power or authority. It also suggests a holistic inclusion of individuals, not necessarily an individual’s direct reports. I refer to this as the inclusion of all contributors. This is an important to becoming an influential leader – I must develop my leadership abilities and apply them in a variety of contexts within my organization.
Kruse’s definition also diminishes the necessity of having personal styles, attributes or traits. Therefore, there exists many paths that an individual can pursue to becoming an effective leader. This is important in my exploration and development of my leadership style as I should not limit my focus on the accomplishments, traits, attitudes or behaviors of others. I have to avoid locking myself into a socially constructed mold of effective leadership. I find this to be difficult given the leadership exercises and guidance that my superiors are currently supplying towards my development. I must objectively evaluate the path that is most effective for me to become successful. This will enable me to achieve my goals by developing the leadership traits and qualities that are tailored to my needs.
Finally, Kruse’s definition of leadership suggests the importance of influence that is grounded in a goal and maximizes the efforts. Leadership should focus on influencing people with the central idea of achieving a common goal. It will lack effectiveness with no outcome by blindly guiding others in a convoluted direction. Moreover, it should maximize the efforts of the perceived outcome to achieve the goal as efficiently as possible.
There are numerous definitions for leadership in existence today. I believe Kevin Kruse offers a compelling one that embodies the elements that I believe are important for my personal development. The elements of leadership should include social influence, application to a variety of contributors, and maximizing effort towards a common goal. Much of this definition can be wrapped up by the concept of 'transformational leadership." I supply a number of articles that center around the characteristics of this leadership style. I believe implementing transformational qualities in my management of people will contribute to the successful achievement of becoming an operations manager/SVP.
Content
“From Transactional to Transformational Leadership:
Learning to Share the Vision”
Learning to Share the Vision”
“Managers who behave like transformational leaders are more likely to be seen by their colleagues and employees as satisfying and effective leaders.” (Bass, p.21).
Today, manager’s engage in a transaction (transactional leadership) with their employees rather than relying on their legitimate or coercive powers. The author, Bernard Bass, argues that this type of leadership is a prescription for mediocrity, especially when the manager relies on only intervening when standards are not being met. Such a manager might rely on disciplinary threats that are found to be highly ineffective and counterproductive in the long run. Bass proposes the introduction of transformational leadership as producing “superior leadership performance.”
Bass highlights several characteristics of a transformational leader (p.22):
1. Charisma: Provide mission and sense of vision, instills pride, gains trust and respect
2. Inspiration: Communicates high expectations , uses symbols to focus on efforts, expresses important purposes in a simple way
3. Intellectual stimulation: promotes intelligence, rationality, and careful problem solving
4. Individualized consideration: gives personal attention – coached and advises
Transformational leaders focus on broadening and elevating the interests of their employees, generating awareness and acceptance for the purpose and mission of the group, and encourage employees to look beyond their own self-interests for the benefit of the group. Moreover, they will achieve these goals by being charismatic, emotionally intelligent, and intellectually stimulating. The article identifies charisma as a central to the transformational leader. It will generate power and influence by garnering trust and confidence from their employees. Transformational leaders are motivating, inspirational, and individually considerate of their employees.
Personal Relevance: Becoming a transformational leader is necessary to develop several of the skills identified to achieve my career aspirations. The principles associated with the characteristics of this type of leader will be crucial in becoming an effective influential leader and inspirational driver of change. More specifically, I will use the principles highlighted in this article to focus on a path of professional development that focuses on inspiring, energizing, and intellectually stimulating my employees, peers, and other partners within the organization. My self-assessments identify two strengths that can be leverages when focusing on this concept: energetic and enthusiastic. An area for development is my ability to inspire. Garnering an atmosphere grounded in trust and confidence will help me to be more inspirational. The article relates tangible examples of qualities of this type of individual that I will use to leverage those strengths and improve my ability to inspire.
This article is particularly important to me because it relates to the current transactional managerial style that is present in my department. I now have a better understanding of the limited benefits of this type of leadership that relies on a system of rewards and punishments. Instead, I should focus on learning from the pitfalls associated with this style and implement my own leadership techniques that maintain an adherence to the principles of a transformational leader. Leading by example in this way will add the potential benefit of positively influencing my current managers to implement the techniques themselves. The article also reasonably suggests that a greater use of this style of leadership by higher level managers will result in the implementation of similar techniques by lower-level employees. Thus, as they rise throughout the organization, these individuals will be more likely to be a transformational leader. Overall, this article lays the ground work for improving my leadership style by implementing transformational qualities. This will help me to achieve my aspirations by becoming a more effective manager of people.
Today, manager’s engage in a transaction (transactional leadership) with their employees rather than relying on their legitimate or coercive powers. The author, Bernard Bass, argues that this type of leadership is a prescription for mediocrity, especially when the manager relies on only intervening when standards are not being met. Such a manager might rely on disciplinary threats that are found to be highly ineffective and counterproductive in the long run. Bass proposes the introduction of transformational leadership as producing “superior leadership performance.”
Bass highlights several characteristics of a transformational leader (p.22):
1. Charisma: Provide mission and sense of vision, instills pride, gains trust and respect
2. Inspiration: Communicates high expectations , uses symbols to focus on efforts, expresses important purposes in a simple way
3. Intellectual stimulation: promotes intelligence, rationality, and careful problem solving
4. Individualized consideration: gives personal attention – coached and advises
Transformational leaders focus on broadening and elevating the interests of their employees, generating awareness and acceptance for the purpose and mission of the group, and encourage employees to look beyond their own self-interests for the benefit of the group. Moreover, they will achieve these goals by being charismatic, emotionally intelligent, and intellectually stimulating. The article identifies charisma as a central to the transformational leader. It will generate power and influence by garnering trust and confidence from their employees. Transformational leaders are motivating, inspirational, and individually considerate of their employees.
Personal Relevance: Becoming a transformational leader is necessary to develop several of the skills identified to achieve my career aspirations. The principles associated with the characteristics of this type of leader will be crucial in becoming an effective influential leader and inspirational driver of change. More specifically, I will use the principles highlighted in this article to focus on a path of professional development that focuses on inspiring, energizing, and intellectually stimulating my employees, peers, and other partners within the organization. My self-assessments identify two strengths that can be leverages when focusing on this concept: energetic and enthusiastic. An area for development is my ability to inspire. Garnering an atmosphere grounded in trust and confidence will help me to be more inspirational. The article relates tangible examples of qualities of this type of individual that I will use to leverage those strengths and improve my ability to inspire.
This article is particularly important to me because it relates to the current transactional managerial style that is present in my department. I now have a better understanding of the limited benefits of this type of leadership that relies on a system of rewards and punishments. Instead, I should focus on learning from the pitfalls associated with this style and implement my own leadership techniques that maintain an adherence to the principles of a transformational leader. Leading by example in this way will add the potential benefit of positively influencing my current managers to implement the techniques themselves. The article also reasonably suggests that a greater use of this style of leadership by higher level managers will result in the implementation of similar techniques by lower-level employees. Thus, as they rise throughout the organization, these individuals will be more likely to be a transformational leader. Overall, this article lays the ground work for improving my leadership style by implementing transformational qualities. This will help me to achieve my aspirations by becoming a more effective manager of people.
“Emotional Intelligence: Sine Qua Non of Leadership or Folderol?”
This article evaluates the importance of emotional intelligence (EI) in effective leadership. It dictates that leadership is an “emotion-laden” process (Walter et al, p. 47). A leaders’ emotions will have an immense effect on the emotions of his followers. Thus, job performance can be positively influenced if a leader emulates positive, optimistic feelings. Conversely, performance will suffer with feelings of frustration and negativity. The fundamental nature of EI has an important impact on leadership.
A leader that can better understand the emotions of his followers will be more successful in grasping their problems or concerns. Inevitably this will contribute to a more productive outcome as the leader can identify a successful response. Moreover, a leader that can effectively display and manager his emotions with positively influence others feelings. Consequently, EI can “help leaders generate and maintain follower confidence, cooperation, and trust; guide teams through situations of ambiguity, confusion and conflict; and provide inspiration and a sense of meaning, identity, and commitment to followers.” (p. Walter et al, p.47).
Walter et al. (2011) highlight that emotionally intelligent individuals are more likely to emerge as leaders. Additionally, several sources of EI research are examined and it is determined that there is a strong linkage between EI and leadership emergence, effectiveness, and behavior.
Personal Relevance: This article is valuable to the development of the skill of becoming an influential leader, one that is necessary to become a operations manager in my industry. This is primarily because of the importance that emotional intelligence plays in effective leadership. Moreover, this particular concept encompasses a number of different important characteristics that are identified as critical for an operations manager including empathy, social skills, self-regulation, and motivation. I must be vigilant in developing my ability to control each of these in the pursuit of becoming an emotionally intelligent leader.
My leadership skills assessment identified the need to develop in this area. According to my managerial review and other self-assessments tests, I should focus on my ability to self-regulate my emotions and actively listen. Maintaining a positive, optimistic attitude will have an inspiring effect on the individuals within my organization. Becoming more attune to the needs of my employees through active listening will support my ability to be empathetic to their needs. Being more caring and considerate will positively support a progression toward my aspirations by making me a more emotionally intelligent individual. My ability to effectively manage people and relationships is a crucial aspect of leadership effectiveness. This article supports the notion of managerial effectiveness through a thorough understanding of yourself and your employees. By utilizing this concept, I will be more prepared to achieve my aspirations of becoming a successful operations manager. Moreover, these qualities will increase the likelihood that I will achieve the recognition of SVP, a position synonymous in the industry with proven effective leadership abilities.
A leader that can better understand the emotions of his followers will be more successful in grasping their problems or concerns. Inevitably this will contribute to a more productive outcome as the leader can identify a successful response. Moreover, a leader that can effectively display and manager his emotions with positively influence others feelings. Consequently, EI can “help leaders generate and maintain follower confidence, cooperation, and trust; guide teams through situations of ambiguity, confusion and conflict; and provide inspiration and a sense of meaning, identity, and commitment to followers.” (p. Walter et al, p.47).
Walter et al. (2011) highlight that emotionally intelligent individuals are more likely to emerge as leaders. Additionally, several sources of EI research are examined and it is determined that there is a strong linkage between EI and leadership emergence, effectiveness, and behavior.
Personal Relevance: This article is valuable to the development of the skill of becoming an influential leader, one that is necessary to become a operations manager in my industry. This is primarily because of the importance that emotional intelligence plays in effective leadership. Moreover, this particular concept encompasses a number of different important characteristics that are identified as critical for an operations manager including empathy, social skills, self-regulation, and motivation. I must be vigilant in developing my ability to control each of these in the pursuit of becoming an emotionally intelligent leader.
My leadership skills assessment identified the need to develop in this area. According to my managerial review and other self-assessments tests, I should focus on my ability to self-regulate my emotions and actively listen. Maintaining a positive, optimistic attitude will have an inspiring effect on the individuals within my organization. Becoming more attune to the needs of my employees through active listening will support my ability to be empathetic to their needs. Being more caring and considerate will positively support a progression toward my aspirations by making me a more emotionally intelligent individual. My ability to effectively manage people and relationships is a crucial aspect of leadership effectiveness. This article supports the notion of managerial effectiveness through a thorough understanding of yourself and your employees. By utilizing this concept, I will be more prepared to achieve my aspirations of becoming a successful operations manager. Moreover, these qualities will increase the likelihood that I will achieve the recognition of SVP, a position synonymous in the industry with proven effective leadership abilities.
“Leadership = Communication? The Relation of Leaders’ Communication Styles with Leadership Styles, Knowledge Sharing and Leadership Outcomes”
A study was conducted between communication style in relation to charismatic leadership, human-oriented leadership (transformational leadership), task-oriented leadership (transactional leadership), and leadership outcomes. Six main communication styles were operationalized: verbal aggressiveness, expressiveness, preciseness, assuredness, supportiveness, and argumentativeness. The study found that charismatic and human-oriented leadership - opposed task-oriented leadership - are inherently communicative. Furthermore, it supports the need of training focused on a leader’s ability to be supportive, assuring, and precise when communicating with subordinates.
The article highlights several studies that relate the idea of increased satisfaction as a product of a more friendly communication style. Moreover, this type of communication style is shown to produce an environment that is more conducive to knowledge sharing; one where team members are more willing to share knowledge with someone who is more agreeable and extroverted in their communication style.
The study found human-oriented leadership to be strongly associated with a supportive communication style. Charismatic leadership was found to strongly correlate to all of the aforementioned communication styles with the exception of expressiveness. Task-oriented leadership was strongly associated with preciseness, assuredness, and some verbal aggressiveness. The study also suggested that more supportive leaders were found to encourage an environment of knowledge sharing. Finally, assuredness was found to relate to perceived performance, job satisfaction, and commitment to the organization.
Personal Relevance: The importance of developing and understanding how to communicate with individuals in my organization cannot be understated. I have a strong foundation for this as identified in my self-assessments. I will not be able to professionally progress in my career, nor achieve my aspirations, without focusing on effective communication techniques. Applying an emphasis on supportiveness and assuredness in my communication with others will support the development of becoming a transformational leader. Creating this can be supported by my inherent extroverted tendencies. Becoming a supportive leader will be necessary for my to become an operations manager as I will be expected to create an environment of satisfaction and commitment.
Effective communication will also need to be tailored to each situation. I should have a primary focus on lowering the use of verbal aggressiveness and increasing those qualities that move me towards the transformational leadership mindset. The article highlights six communication styles. I must be aware of the aspects of a particular social situation and apply the most appropriate ‘operationalized communication style’ to a particular situation. Ultimately, this article will support my leadership growth by helping me to recognize the importance of different types of communication style. This is a necessary skill that I must achieve in order to become an operations manager/SVP.
The article highlights several studies that relate the idea of increased satisfaction as a product of a more friendly communication style. Moreover, this type of communication style is shown to produce an environment that is more conducive to knowledge sharing; one where team members are more willing to share knowledge with someone who is more agreeable and extroverted in their communication style.
The study found human-oriented leadership to be strongly associated with a supportive communication style. Charismatic leadership was found to strongly correlate to all of the aforementioned communication styles with the exception of expressiveness. Task-oriented leadership was strongly associated with preciseness, assuredness, and some verbal aggressiveness. The study also suggested that more supportive leaders were found to encourage an environment of knowledge sharing. Finally, assuredness was found to relate to perceived performance, job satisfaction, and commitment to the organization.
Personal Relevance: The importance of developing and understanding how to communicate with individuals in my organization cannot be understated. I have a strong foundation for this as identified in my self-assessments. I will not be able to professionally progress in my career, nor achieve my aspirations, without focusing on effective communication techniques. Applying an emphasis on supportiveness and assuredness in my communication with others will support the development of becoming a transformational leader. Creating this can be supported by my inherent extroverted tendencies. Becoming a supportive leader will be necessary for my to become an operations manager as I will be expected to create an environment of satisfaction and commitment.
Effective communication will also need to be tailored to each situation. I should have a primary focus on lowering the use of verbal aggressiveness and increasing those qualities that move me towards the transformational leadership mindset. The article highlights six communication styles. I must be aware of the aspects of a particular social situation and apply the most appropriate ‘operationalized communication style’ to a particular situation. Ultimately, this article will support my leadership growth by helping me to recognize the importance of different types of communication style. This is a necessary skill that I must achieve in order to become an operations manager/SVP.
Exercises and Practice Routines
I found this activity to be useful in helping develop a leaders understanding of how to recognize and use emotional intelligence in their lives. The use of this tool in a group setting allowed us to explore the importance and need for developing this trait. The group setting a supported an environment that increased participant openness and sharing on this topic. This helped to establish an environment of trust which contributed to the participative development of the concept.
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This activity presented an interesting way to understand the components of and necessity of listening. This is particularly important for leaders who must do so in order to properly understand others so they can motivate, guide and provide feedback in a proper way. My team found this exercise to be informative and interactive. It was a good all-around exercise on a different way to look at this critical concept.
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