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When individuals are taught by mentors, their knowledge and awareness regarding situations and possible outcomes are significantly increased. Moreover, mentees become capable of understanding what the nature of their role is (Clutterbuck, 2008). Because of this, their potential for career growth and mobility is increased as well. Coaching, meanwhile, has been considered by many to be a managerial responsibility and those who are being coached receive assistance and support when carrying out new duties or using new skills and technologies (Veale and Wachtel, 1996). Coaching activities enable individuals to acquire and develop skills and competencies, have the opportunity to correct mistakes, and prepare themselves for teamwork.
Nonetheless, I believe that mentoring activities can eventually develop a motivating and supportive environment where both success and failure can be assessed. Moreover, because personal and professional relationships are established between the mentor and mentees, empowerment and recognition effectively comes for both parties, thereby increasing levels of satisfaction (Southworth, 1995). This way, both the mentor and those who are being mentored are encouraged to pursue their goals and come up with possible solutions for all problems.
In organizations, it is necessary that their strengths and weaknesses are carefully analyzed in order to completely view their attitudes, values, and leadership styles (Belasen and Frank, 2008). Similarly, through my mentoring experience, I realized that I had my own set of strong and weak points. For instance, my enthusiasm for work encouraged my mentee to respond more openly with dedication and commitment towards our goals. I am actively involved with our activities, and these may help develop my leadership potential by being a source of motivation for those who will follow. I believe that my confidence in the mentoring role has
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Traditional conceptualizations categorized leadership styles into three distinct categories. These are: democratic, autocratic and laissez-faire. This categorization is greatly associated with Kurt Lewin and his fellow researchers (Hill & McShane, 2006). Different situations require different leadership styles.
The fast-paced lifestyles being propagated by globalization and expedited progress have created a huge impact in terms of how people view things and how they relate to others. The blinding speed of change from one practice to another when one has not yet been accustomed to the former and now needs to learn the latter is an enormously stressful thing to go through especially if one’s job and reputation is at stake.
Out our use of language is full of nuances and we not directly set out stand on certain issues but rather let the listener “feel” rather than “hear” what we want them to know. As someone who has been told from an early age to be very careful with what I say or do, I am more inclined to be thorough in my decision-making, thus, I prefer to use vision leadership style.
In 1985, the company was purchased by Sara Lee Corporation. In October 2000, Coach Inc. shares were first publicly traded at the New York Stock Exchange, under the symbol COH at 16.00 dollars per share (FAQ). The current share market value of Coach ranges between 2 and 3 dollars each (Wikiinvest).
Besuner noted that the MD’s leadership was healthy especially in his policies. MD is noted to have learned these policies from the Princeton University in the school of public and international affairs as well as his degree from Harvard Medical School. Her discussion on this post mainly concentrated on MD’s political leadership.
However, this changed when the Taliban’s tried to take control of the town and banned education for girls (MalalaYousafzai, 2014). She advocated the girls right for education, which led her to receiving death threats from the Talibans.