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Extraordinary leaders might not be born that way, however; the behaviours that spot the finest and lead to achievement can be established and improved over time. Leadership behaviour plays a vital role in the formation of fruitful companies. Leadership is the most vital ability that can help someone to make efficient decisions in life and career. There is no doubt that successful companies are the result of an effective leadership style followed by their managers along with the corporate culture (Malik, Aziz & Hassan, 2014). The major goals of effective leadership are to bring about changes, strategic decisions, adhere to unified corporate structure, motivation, creativity, and innovation within the workplace (Attah, Obera & Isaac, 2017). This essay is set to reflect on my experience demonstrating my positive and negative aspects of behaviour. Furthermore, it reflects on my current leadership style strengths, and weaknesses. Additionally, it also discusses the areas where I need to improve upon further to get more positive outcomes.
While working with and leading others within my previous workplace, I demonstrated my behaviour in a unique manner that may or may not be liked by people. In my previous organization, I had to lead a team wherein I was a project leader. During that project, I preferred to take all the decisions regarding the ongoing project by myself and did not involve the team members in the decision-making process. This was because I had not established much trust in my team and hence I had less bonding with them. Furthermore, I used to empower and motivate my team throughout the project but I felt that my efforts in motivating them were not leading to increasing the morale of members. Additionally, my behaviour while leading them was adopting a one-way communication while doing project activities that I perceived to be accurate for getting prompt outcomes. I liked to work as a team and was good at judging the individuals. Moreover, the role that I played in the team was of a coordinator who always focuses on achieving objectives of the team, delegating the work suitably to every member of the team. Besides that, I came across a situation where I had to complete a massive portion of the project within one day and there was a shortage of staff on that day. I faced many difficulties on that day Then I planned to assign the work to the present team members equally irrespective of their abilities and interests to do the work. This resulted in the ineffectiveness of the outcomes of project activities and declined the morale of the team also.
I possess the qualities of an autocratic leader that impacted the entire team and the project miserably. It was because I never involved the team members in any of the decisions taken for the project at the workplace. Autocratic leaders are those who have complete control over their authority and do not accept any input from workers or team members regarding their decisions. They offer a clear expectation for what is going to be accomplished, and how it must be done. It is strongly emphasized on both commands by the leader and control of the followers. Moreover, the decision making under such leadership style was less creative. It is true to say that this kind of leadership style tends to develop dysfunctional and even aggressive environments, frequently opposing followers against the dominant leader. The implications of my autocratic leadership style could be seen in the negative performance of the team members during the project.
Despite numerous strengths of this leadership style like prompt results, better realization of consequences from an activity, and there are more negative implications of this style at the workplace (Amanchukwu, Stanley & Ololube, 2015). It can be said that as autocratic leaders choose everything by themselves and perform it in their manner, they do not provide the workers with the chance to give their spin on the jobs to be performed. Due to this behaviour, the imaginative ability of the worker is never established and that is a neglected chance for both the worker and the organization. Furthermore, I perceived that this leadership style of mine somewhere demotivated the members as they were not even being appreciated by me when they attained success. That particular behaviour resulted in a decline in the bonding of trust between me and the team members.
I always tried to be an ethical leader by treating them with respect, however, my certain behaviours while the leading team did not seem to be moral or correct as per others and I now understand the reason. It is noteworthy that there were certain factors responsible for developing and refining my leadership qualities (Harms et al., 2018). The factors responsible were social, cultural, professional, and environmental factors. Professionalism was one of the significant factors that made me realize the importance of effective transformational leadership. This leads to positive outcomes for all the members, the higher motivation of workers, enhanced level of employee satisfaction, and various other advantages (Kensbock & Boehm, 2016). Besides, the environmental factors that were affecting my leadership development were changes in the technology, diverse culture of the organization, constantly changing staff of the company, traditions of diverse workers within a team, and more. Additional factors may include weakness in the use of technology, lack of time, religion, communication style, consistency, compassion, and connection to the purpose. These factors played an essential role in letting me think of a new set of skills required to become an effective leader. Moreover, they made me realize the importance of transformational leadership at the workplace to get positive outcomes by motivated workers.
As per my current skills set for leadership practices, I feel that these need to be developed further. I need to improve myself on my skills set to become an efficient and effective leader. I perceive that to be an effective leader, I must work on the skills needed to become a transformational leader. The new set of skills for transformational leader entails self-empathy, inspirational, innovative, creative, foster two-way communication, involving others in decision making, and more. It is noteworthy to say that transformational leadership theory can help develop these skill sets (Afzal et al., 2016). Transformational leadership theory defines the process in which leaders take care of the desires and aims of their groups to bring about a motivational environment for them. With this theory, I will learn numerous things about coordinating and managing the group members, communicating effectively with each other, and more. Furthermore, there are four aspects of transformational leadership named as inspirational motivation, individual consideration, idealized influence, and intellectual stimulation (Tyssen, Wald & Spieth, 2014). This theory will transform me and produce a positive and valuable change in myself for handling the people. My experience of leading a team with a domineering role made me understand the desires of people from me as a leader. I must bring about change in my leadership skills that could better handle a team with soft communication skills, honesty, gratitude, motivation, and justice.
As I perceived that my team members were not satisfied with my autocratic leadership style. Also, it was declining the performance of individuals and the company as a whole. The workplace environment was disturbed with me as a domineering personality. I should have acted like a decent leader who strategically sets goals and objectives for his team members and guide them throughout the project. whenever needed, ask for their innovative ideas and insights for getting the positive results. This experience of mine has changed me from a domineering leader to a participatory role Furthermore, I will ensure to constantly develop my leadership skills to remain competitive by practising and improving my communication skills, management skills, and problem-solving strengths, relationship management, trustworthiness, empathy for individuals, and more.
The actions and strategies that I would like to implement for the same are that I will need to build a high level of confidence in myself to become successful in my career. Moreover, I would like to develop effective communication and relationship skills through emotional intelligence to have empathy for the people. Transformational leadership will help me in increasing the morale of the staff and hence their productivity and job satisfaction as well. I need to be more passionate, sensitive, decisive, supportive, and solution-oriented. Self-awareness is the most crucial element to get success in any profession. Therefore, I will practice emotional intelligence theory to understand the importance of self-awareness (Rezvani & Khosravi, 2019).
From the above reflective essay on my leadership behaviours and skills at the workplace, it can be concluded that I was previously a leader who possesses all the qualities of an autocratic leader. It means that I was a leader who did not involve his team members in the decision-making of the company or project. Furthermore, it can be concluded that I did not allow two-way communication and permit the members to discuss the things. Regardless of the abilities of my team members, I disseminated work among them equally and ask them to finish it by themselves. It can also be inferred that there were many negative outcomes of my autocratic leadership behaviour. It resulted in reduced morale of team members, high demotivation level of workers, undesirable performance, and negative outcomes in the project. Moreover, certain factors like social, professional, and more, made me understand the significance of transformational leadership within the workplace. I developed numerous skills needed to become a transformational leader. The actions and strategies that I would like to implement are that I need to build a high level of confidence in myself to become successful in my career. Moreover, I would like to develop effective communication and relationship skills through emotional intelligence to show empathy to the workers.
Afzal, M., Waqas, A., Farooq, A., & Hussain, M. (2016). The Impact of Transformational Leadership Style on Nurse’s Self-Esteem of Public Hospitals of Lahore Pakistan. International Journal of Social Sciences and Management, 3(4), 287-293.
Amanchukwu, R. N., Stanley, G. J., & Ololube, N. P. (2015). A review of leadership theories, principles, and styles and their relevance to educational management. Management, 5(1), 6-14.
Attah, E., Obera, V., & Isaac, S. (2017). Effective leadership and change management for sustainable development in Nigeria. International Journal of Public Administration and Management Research, 4(2), 37-42.
Harms, P. D., Wood, D., Landay, K., Lester, P. B., & Lester, G. V. (2018). Autocratic leaders and authoritarian followers revisited: A review and agenda for the future. The Leadership Quarterly, 29(1), 105-122.
Kensbock, J. M., & Boehm, S. A. (2016). The role of transformational leadership in the mental health and job performance of employees with disabilities. The International Journal of Human Resource Management, 27(14), 1580-1609.
Malik, S. H., Aziz, S., & Hassan, H. (2014). Leadership behaviour and acceptance of leaders by subordinates: Application of path-goal theory in the telecom sector. International Journal of Trade, Economics, and Finance, 5(2), 170.
Rezvani, A., & Khosravi, P. (2019). Emotional intelligence: The key to mitigating stress and fostering trust among software developers working on information system projects. International Journal of Information Management, 48, 139-150.
Tyssen, A. K., Wald, A., & Spieth, P. (2014). The challenge of transactional and transformational leadership in projects. International Journal of Project Management, 32(3), 365-375.
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