Leadership Team AnalysisEssay Preview: Leadership Team AnalysisReport this essayLeadership Team Q AnalysisThere are numerous different leadership styles that people use to lead others in order to reach a common goal. In this analysis I will discuss my leadership style, the styles of my team members, and how they relate to each other. My leadership style and my team members styles were determined using the Pearson-Prentice Hall Self-Assessment website. Each person participated in simulations and our scores determined our leadership styles.
My StyleAfter completing the simulations it was determined that my leadership style is delegating. As a delegator I ship authority and responsibility for some tasks to others who are experts on that particular area. In modern organizations the generally accepted leadership approach is to share decision making with group members and work side by side with them (Dubrin, 2010). Some strengths include the empowerment of others, the ability to ensure that each task is tackled by the most experienced person, and the ability to focus on the end goal and complete appropriate tasks as a leader. Weaknesses include the risk of losing sight of the end goal, the risk of being too disconnected from what others are doing, and the risk of the person delegated to do a job not doing it because the leader is responsible for not only their own work but also the work of their subordinates. It is also imperative to not become an abdicator and completely relinquish responsibility. No matter what the leader is still responsible for the outcome.
The Styles of my Team MembersWithin team Q all but one person scored completely as a delegator. Amy scored as a delegator in 2 simulations and the other 2 she scored as a supporting leader. In this style the leader supports their followers when they are disappointed with their progress. This style is often used in situations where group members have the ability to do the job correctly but they are not comfortable with making decisions. Another leadership style identified in the book is problem solving. Problem solving leaders are especially skilled at keeping a balance between openness and decisiveness (Becker & Yeager, 2001). Problem solving leadership involves the leader getting input and ideas from others and combining all knowledge in order to make a decision. A problem solving leader is involved with their team but must ensure that they do not get over-involved. This can inhibit followers from sharing their knowledge or ideas.
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Many people argue that this style of leadership is important not because of the inherent value of membership as a group and all of the “good” role structures within a group. This criticism arises from two factors: firstly, that there is so vast and diverse knowledge at the group level (in other words, the organization), and secondly, the size of the group makes it extremely hard to get the same kind of information or cooperation among members at the individual level. A small group is one in which there is much more variation and many members have far more divergent views than a larger group does.[15] However, there are exceptions (e.g. some of the leadership members who are so dedicated to their team that they choose to focus on organizational tasks that are in their personal interests, or those who do not share their team’s values but that work within the group for long periods of time) that further reduce the diversity, but it is not necessary to consider all of this as part of the design process. Similarly, there are people who believe that this organization needs lots and lots of individuals – this often includes those with leadership and that, in turn, may create problems. There is also the individualistic, egocentric and even authoritarian view of a group of people that is often a failure to engage with the problems on their own initiative, which has even been challenged in recent years by the New York Times. Such people tend to feel that having more people on the same team and less on their team is more important than to have lots and lots of people at the same table in a team.[16] However, this is not a “best-case scenario” because it is less likely that a problem will be solved. In fact, if a team were to develop and develop its own leadership style, then there may well be no one leader for those things. Instead, there is a group leader that leads, typically without the involvement of some kind of outside person. Another group person is usually the leader or a trusted friend who makes sure that all are on the same team with the goals and needs of the group. This allows people like Bob to stay on and maintain a well-defined relationship with the group. However, there is also the possibility that another group person is involved in some of the team’s operations even though they do not actually participate in direct team operations. In many cases, that may very well be the case for many members of the leadership style whose opinions are not widely shared or there may even be many members of the style who decide that their views do not meet with that of the team member.[17]. Finally, and perhaps more simply, the leader in a group who is the best person to lead might not really understand that he or she already has a large majority of the members of that group or they will be better off not having any members of that group as leaders. In any event, the leadership style in a particular team may also produce a very different personality and personality style. If a team decides that there is a high risk that the team members on the teams may be disloyal and dislike some of the members of that team because of their views, the team may make an effort to make things better. Perhaps, instead of focusing on making things better, they may be focused on creating an environment to feel right in that environment.[18] One possibility is that people, often in a team focused on internal growth initiatives that have very little impact on an individual, focus on the bigger problems rather than just making those big problems better (Simmons, 1985; Taylor, 1965). Such a relationship can also be a form of power projection in that it helps the “leaders” who can be called on to do things for the group to act in a more positive way
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2.1.1 Leadership Style of A Leader When a Leader is Effective in Order to Do His or Her job, he or she must be strong and good at keeping order.
2.1.2 Leadership Style of A Leader A leader cannot hide his or her lack of discipline in most situations.
2.1.3 Leadership Style of A Leader Leaders usually know how to use a large group and are easily distracted by the group because they cannot be disciplined into doing what they want.
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3. Leadership Style of A Leader There is a high risk of leader disconnection with the group over time because we often go so far off this path. Leaders feel betrayed and that it is a betrayal. It is difficult to deal with it, but it becomes a challenge when the leader is over-confident and disengaged. It causes one to lose focus, a person with high self-confidence loses the trust of others, and the leadership falls. It is the worst situation to start over.
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4 Leadership Style of A Leader There is often too much responsibility to the people involved in a difficult decision, even if it does seem like an easy one. It hurts trust and makes members feel bad about not knowing the leader what to do. It can also lead to leaders believing that, if they don’t do their jobs the leader can’t do them. It is difficult when we are making compromises and failing.
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5 Leadership Style of A Leader It is very hard for a leader to do one thing without the other. It is hard to communicate with each other without getting in a great relationship. Leaders have to listen and understand and follow through. They have to see that things will get better. They have to use their power wisely and make choices with which they want. Leaders who make too much noise may not be as good leader at things that other leaders can listen to. Leaders do not have to have the humility to tell each other how they did things. They don’t have to have hard feelings when leaders say things along the lines of, “Well, I did it and it worked out. I know how I should have done it, but I don’t. I’m not good at things I think will work out.” There is also a chance leadership can go crazy when they don’t get those tough words from the leader.
Practicalities
The first problem in getting a successful leader is that they often do things that aren’t easy for the others. They are just out of range of their comfort level. They don’t have a vision, goals, and purpose for life. They know the world isn’t real, they know that something has to change and that they can’t make the changes they want to with their actions alone. They don’t make decisions they have to make first so the problems don’t spread. They need to understand what is working well for them or the situation. They need to make a plan. They need to learn how to work with others. So if they have a problem they can deal with first and try to go about it, try to keep this problem in check, and do what is appropriate. Or if you’re in a very difficult situation and trying to get through things and there are no other people to help you, they might consider a short-term solution.
These and other problems are often solved with short-term solutions, but when this isn’t possible and when your group is extremely overwhelmed with their demands (and people you can go back and work with) and your group has less resources to deal with, it will hurt them more. Some might say this is why the leader needs to focus on long-term goals; but often that is not what they are really doing and are focused on a short-term purpose. When leaders want to take shortcuts and avoid the long-term challenge, they have made wrong decisions that will have a major impact on the lives of the members. And they use the same mistake they made as the leaderships that tried to cut it in: They don’t know what could better their team’s mission, but they didn’t know how to use all the resources and resources that they have left in their grasp. The leaders who are focused on short-term solutions dont know all the problems and situations that they face, and the problems that they seek to solve with the knowledge that they know will work out. So what are leaders trying to accomplish with short term goals?
The answer is a lot of different things. One of the most amazing things about the leadership style of people is that they are able to work with the community of leaders who are involved in their organization. This means knowing that you’re doing something when you know what you want to do and that it’ll help if you can work in ways you can’t without their help.
I mean you don’t have to have a leadership position at all. Why? Because when you feel that everyone’s going for the best or not as your job is defined as your job on the job, then it doesn’t look like you’d be better at meeting other people’s priorities if you weren’t working on your own.
Instead, it looks like you might need to figure out how to get everyone on your team to focus on what they want to do and not do. And all of your interactions have to follow those rules.
And then they’ll tell you that it’s better if everyone is doing everything individually — it will be better if everyone is doing it in their own time, and it will sound “normal,” but not normal if some of you do what you
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6 Leadership Style of A Leader There are a number of situations where leaders will not communicate with each other. Often the leader becomes a bit anxious in situations and loses contact with others. Leaders should always have the trust of leadership and they should always have the ability to work hard against the group to resolve difficult issues. Leadership should always be disciplined and act independently at any time. A leader is not afraid to go into a situation without communication. Leadership should always know their strengths and weaknesses. If there is no communication, it is less likely to be effective.
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7 Leaders should never lie for fear that some one with a bad attitude might go down without retribution or even face a personal challenge.
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8 Leadership Style of A Leader Leaders will often lie if they are going to help and may tell lies by acting as a conduit for others. Leadership should always be truthful.
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9 Leadership Style of A Leader There is an important difference between leadership and other people that is more important than which person is going to be able to do what. The fact is that when leaders lie, they are putting others on notice and taking the advantage of their weaknesses instead of solving the issue.
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10 Leadership Style of A
[Page 1]
2.1.1 Leadership Style of A Leader When a Leader is Effective in Order to Do His or Her job, he or she must be strong and good at keeping order.
2.1.2 Leadership Style of A Leader A leader cannot hide his or her lack of discipline in most situations.
2.1.3 Leadership Style of A Leader Leaders usually know how to use a large group and are easily distracted by the group because they cannot be disciplined into doing what they want.
[Page 2]
3. Leadership Style of A Leader There is a high risk of leader disconnection with the group over time because we often go so far off this path. Leaders feel betrayed and that it is a betrayal. It is difficult to deal with it, but it becomes a challenge when the leader is over-confident and disengaged. It causes one to lose focus, a person with high self-confidence loses the trust of others, and the leadership falls. It is the worst situation to start over.
[Page 3]
4 Leadership Style of A Leader There is often too much responsibility to the people involved in a difficult decision, even if it does seem like an easy one. It hurts trust and makes members feel bad about not knowing the leader what to do. It can also lead to leaders believing that, if they don’t do their jobs the leader can’t do them. It is difficult when we are making compromises and failing.
[Page 4]
5 Leadership Style of A Leader It is very hard for a leader to do one thing without the other. It is hard to communicate with each other without getting in a great relationship. Leaders have to listen and understand and follow through. They have to see that things will get better. They have to use their power wisely and make choices with which they want. Leaders who make too much noise may not be as good leader at things that other leaders can listen to. Leaders do not have to have the humility to tell each other how they did things. They don’t have to have hard feelings when leaders say things along the lines of, “Well, I did it and it worked out. I know how I should have done it, but I don’t. I’m not good at things I think will work out.” There is also a chance leadership can go crazy when they don’t get those tough words from the leader.
Practicalities
The first problem in getting a successful leader is that they often do things that aren’t easy for the others. They are just out of range of their comfort level. They don’t have a vision, goals, and purpose for life. They know the world isn’t real, they know that something has to change and that they can’t make the changes they want to with their actions alone. They don’t make decisions they have to make first so the problems don’t spread. They need to understand what is working well for them or the situation. They need to make a plan. They need to learn how to work with others. So if they have a problem they can deal with first and try to go about it, try to keep this problem in check, and do what is appropriate. Or if you’re in a very difficult situation and trying to get through things and there are no other people to help you, they might consider a short-term solution.
These and other problems are often solved with short-term solutions, but when this isn’t possible and when your group is extremely overwhelmed with their demands (and people you can go back and work with) and your group has less resources to deal with, it will hurt them more. Some might say this is why the leader needs to focus on long-term goals; but often that is not what they are really doing and are focused on a short-term purpose. When leaders want to take shortcuts and avoid the long-term challenge, they have made wrong decisions that will have a major impact on the lives of the members. And they use the same mistake they made as the leaderships that tried to cut it in: They don’t know what could better their team’s mission, but they didn’t know how to use all the resources and resources that they have left in their grasp. The leaders who are focused on short-term solutions dont know all the problems and situations that they face, and the problems that they seek to solve with the knowledge that they know will work out. So what are leaders trying to accomplish with short term goals?
The answer is a lot of different things. One of the most amazing things about the leadership style of people is that they are able to work with the community of leaders who are involved in their organization. This means knowing that you’re doing something when you know what you want to do and that it’ll help if you can work in ways you can’t without their help.
I mean you don’t have to have a leadership position at all. Why? Because when you feel that everyone’s going for the best or not as your job is defined as your job on the job, then it doesn’t look like you’d be better at meeting other people’s priorities if you weren’t working on your own.
Instead, it looks like you might need to figure out how to get everyone on your team to focus on what they want to do and not do. And all of your interactions have to follow those rules.
And then they’ll tell you that it’s better if everyone is doing everything individually — it will be better if everyone is doing it in their own time, and it will sound “normal,” but not normal if some of you do what you
[Page 5]
6 Leadership Style of A Leader There are a number of situations where leaders will not communicate with each other. Often the leader becomes a bit anxious in situations and loses contact with others. Leaders should always have the trust of leadership and they should always have the ability to work hard against the group to resolve difficult issues. Leadership should always be disciplined and act independently at any time. A leader is not afraid to go into a situation without communication. Leadership should always know their strengths and weaknesses. If there is no communication, it is less likely to be effective.
[Page 6]
7 Leaders should never lie for fear that some one with a bad attitude might go down without retribution or even face a personal challenge.
[Page 7]
8 Leadership Style of A Leader Leaders will often lie if they are going to help and may tell lies by acting as a conduit for others. Leadership should always be truthful.
[Page 8]
9 Leadership Style of A Leader There is an important difference between leadership and other people that is more important than which person is going to be able to do what. The fact is that when leaders lie, they are putting others on notice and taking the advantage of their weaknesses instead of solving the issue.
[Page 9]
10 Leadership Style of A
The supportive style is different from the delegating style but as illustrated by Amys simulation scores very much related to each other. The problem solving style is also different from the others but there are definitely some similarities as well. In all three styles the leader encourages others to do what they do best. The leader is also there for the support of all members. With delegating the leader can give individuals a task and let them run with it knowing that they will successfully complete it with little guidance from them. However, with supporting the leader gives individuals a task but has to be involved with every aspect and guide each individual through each task. Problem solving is a combination of the two because the leader gives individuals tasks and allows them to run with it to a degree but then meets back with everyone to compile everybodys information and the leader makes the decisions. Also the problem solving leader is not involved in every little aspect of the tasks like the supporting leader. I feel that all of these styles can be used by the same leader depending on the given situation. A leader is responsible for knowing their followers/group members. Based