Personal Leadership Experience - Essay Example

Personal Leadership Experience Nowadays, organizations are successful more because of their leadership ratherthan their historical backgrounds and assets. Leadership is referred to the change that an individual makes, it can be either positive or negative. Every individual who works, goes through some kind of experience related to leadership. In organizations, the most famous types of leadership include transformational, charismatic, authoritarian, authoritative or democratic. My personal experience related to leadership was the one when I was working in a local restaurant. I started working at that restaurant from the age of sixteen as a first delivery personnel. Gradually, I got promoted and finally got the position of Assistant Manager. The duties and responsibilities of Assistant Manager included coordinating between the waiters and the kitchen, making sure that all the orders are filled in tie and waiters do not make any kind of mistake pertaining to filling the orders. Another responsibility was related to the decors of the restaurant and reporting any problem that might arise on the part of waiters or any other workers. Apart from me, there was also another Assistant who had the responsibilities of the kitchen supplies. Our manager was very proficient in running the restaurant. The manager was authoritative in nature and he wanted the instructions to be pursued in great detail. We were not allowed to make decisions on our own as there was no delegation at all. He did not have the habit of taking his assistants into confidence. The main objective of managing and maintaining the restaurant definitely got accomplished easily due to this style of leadership of our manager but his subordinates used to get highly disappointed with him including me, the other assistant and the waiters. Slowly and gradually, everyone started having problems with him as he was way more authoritative and wanted everyone to follow his instructions. Other workers used to manage somehow, but were very disappointed with the behavior of our manager since I had the habit of doing work based on my own decisions. Due to this, I started having serious conflicts with my manager. My job was also in danger as humiliating or unethical behavior with senior staff could cost me a loss of a good job. The situation got more serious when during a busy weekend I was asked by my manager regarding assisting the cashier when I was already on my toes in performing my old duties and, therefore, I did not have enough time for new responsibilities. At first, I politely refused him but he did not want to understand my position. I told that I was already busy in my previous duties but he was committed to his statement that only I had to help the cashier. That situation led to conflict between me and my manager and we argued with each other for about 30 minutes. At last, I had to obey his command and I was compelled to follow his instructions. I had decided in my mind that I had to talk to senior manager related to this issue. The next day, I went to the senior manager and told him the entire situation. At first, he also gave the glimpse of being an authoritative leader but later on he understood my view point and called the manager. We both were in the cabin of our Senior Manager and my manager was continually debating and arguing with him. Making someone understand a simple thing was never been so difficult for me. With all due respect, he was not only authoritative but also very stubborn. Anyway, the senior manager provided us both the list of duties of assistant manager and asked to follow the duties which were mentioned in the list. The list consisted of duties and responsibilities for both: the manager and the assistant manager. I was a bit relaxed that now the problem has been solved to certain extent and from now I will try to have minimal interaction with my manager, though it was not possible practically. To certain extent, I learnt to compromise and I had to kill my own ideas, feedback and suggestion. My manager was also at some distance from me as he knew what has been coming up in my mind and what are my thoughts pertaining to his leadership style. I believe that all the leaders, no matter how small or large group they are governing, must consult the advice, suggestion, feedback and response of their subordinates. It can be helpful not only for their relation, but also for the betterment of the organization. Despite of being authoritative, the only quality that the leaders must have should be of participation between leaders and followers. No one is asking to change the entire style of leadership, but a single alteration in perspective can cause a huge difference in interpersonal relationships and growth of the organization. Some people have this absurd habit of doing their own and not listening to the advice or suggestion of others. It irritates other people and, at the end, the authoritative person also realizes that it would be better if he/she would have taken advice of others. Yet, it is difficult to make stubborn people understand something. They will listen for a while, but at the end, will do what they think is best. An authoritarian leader needs to mobilize people in order to direct them towards a mutually accepted goal. There comes many obstacles in the pathways towards that goal, therefore, it is necessary to take advice and suggestion from others. Considering others’ viewpoint can help in taking the best possible decision as it is said that “two minds are better than one.” Paying attention to the opinions of others can be helpful for leaders as well as their followers. I believe that every leader must have this ability despite of the fact that they are authoritative, authoritarian, democratic or transformational leaders. Participation from both the parties will boost the interpersonal relationship, will enhance the workplace environment and will be helpful for the overall organization. Works Cited HALLER, CHRISTIAN. "The Visionary (Authoritative) Leader." Leadership Is a Choice. 28 Apr. 2011. Web. 17 July 2012. . Read More