How to Ensure Leadership Statement in the Everyday Life - Essay Example

LEADERSHIP MENT al Affiliation LEADERSHIP MENT Introduction Leaders are presumed to be role models for many societies. Theyhandle many decision making that affects numerous lives. The citizens on several occasions will look up to them in matters of the decision-making process. The society as well is committed to developing a good leadership statement that outline the expected standard of behavior of which leaders should conform to. With such information, it is usually of the opinion that the declaration would provide the divergence that people would want to be seen in their leaders while giving the initial steps towards change (Rowe & Guerrero, 2012). The statement of leadership will reflect on the positive attributes that many persons would like to witness in their leaders. The leadership statement provides an all round look at what values and gains associated with being a leader, behaviors and emotional control that constitutes a good leader that makes them have control over us. Applying scholarship, practice, and leadership Good leaders are known by the scholarships they are nominated for in the exemplary performance (Hackman, & Johnson, 2013) observed for one to be chosen by the many individuals, and then the leader must be creative, innovating and has high work performance in the institution they manage. The nomination award is a clear indication of good leadership statement and acts as an inspiration to many young persons. They make their mark and are impacting the industry that’s motivational for the society to have confidence, trust and honesty among your followers. There is one common saying that practice makes perfect while never fear to fail but do not fail to try. The beautiful statement offers friendly leadership statement to any leader around us. Leaders should be able to practice and try out new ideas that make them succeed within their institution. Pless and Maak (2012) noted that those leaders who persist and constantly have new strategies without fear of implementing them are bound to succeed than their less risky counterparts. The statement speaks significantly about any leader as it shows their creativity and willingness to explore new options that make them achieve their desired goals. They become achievers and become role models for the rest of the population. Leaders should be able to show their worth in workplaces. Hackman and Johnson in their study of the leadership of (2013) observed that leaders should be able to display the direction in times of needs. (Ciulla, 2012) observed that in times of crisis; how you implement the decisions and offer the course to take, sound loud about leaders’ statement. It is the time when the leader demonstrates his/her quality of being able to rule and usually goes well with the society. Teams and individuality Leaders do not work in isolation but with the collaboration of the numerous workforce recruited to them by their institution. Shuck and Herd (2012) points out that of those leaders who are capable to identify the right mix of teams makes them have a good leadership statement. Teams that are not well constructed may end up having similar traits among the persons, and the result is a failure for their leader diminishing the leadership statement about the leader. (Rowe & Guerrero, 2012) showed that the teams’ members should complement each other so that they can attain high performance. Identifying the unique traits and making them work together is the responsibility of the leader. The distinct personalities enable teams to adjust to any circumstances that provide them with divergent views on how to overcome challenges. Those personalities who can achieve this usually have high leadership statement on their profile. Those leaders able to promote individuality at the expense e of the team work do have the high statement about them. Hackman and Johnson (2013) showed that leaders should see a sense of balance between individuality and teamwork. On many occasions, decisions are made while making reference to group thinking that at times leads to errors. A team will always work to a common objective of achieving goals, but individuals will always act in variable ways in the same process. As a leader, finding the right balance is necessary, and it shows a lot of statement about the individual. Leadership insights gained Leadership insights can be attributed to those leaders who can identify the inner deductions of their workers and make good use of their observations. A strong insight by a leader should be able to produce high performance, motivates persons to undertake challenges and equips the society with resources to advance relations (Rumelt, 2012). A good leader should be able to identify and assess the talent of the persons around them, provide training and coaching so that individuals can acquire skills. Superior leaders have high-quality insights they have gained over time, they can identify the contemporary abilities around them and any upcoming talents that should be tapped for nurturing and training. The leaders who attract the skills and can be able to retain them within their places speaks loud of their leadership statement. (Hackman, & Johnson, 2013) Indicates that those leaders influences society and acts as the character to admire as they are a revelation to many persons. Leaders can also develop coaching of the existing workforce to attain the required performance. Coaching is an essential way of motivation and those leaders who develop the idea to influence the performance have high statement regarding leadership (Nixon, Harrington, & Parker, 2012) Optimizing skills Leaders are mandated to ensure the welfare of their organization and society is achieved. Achievement of the desired goals by any leader is considered to portray an excellent statement about an individual. Rowe and Guerrero, (2012) in their case study shows that to have a good leadership statement is indeed an honor that comes with a lot of conscientiousness. Developing of skills starts with the leader himself by identifying his/her strengths, practicing self-improvement on the management to have a wider perspective of problem solutions. Less motivation leads to fewer skills that leaders will even find it hard to inspire the rest of the population. Low statement of leadership is then associated with the leader and in many occasions will fail to achieve their goals. Leaders can also optimize on the skills of those around them to reach their target. As a leader, strengths and weakness of the various persons can be established. The individuals are made to work at their best potentials and interests. Leaders are then capable to maximize the single potentials to have a high performance. Ciulla, (2012) showed that this process is not a walk in the park, but those persons who are capable to use the individuals abilities do have high leadership statement among their society members. Emotional intelligence Emotional intelligence is important in leadership because it facilitates the proper management and control of self-emotions as well as the subject’s emotions’. Emotional perfection in this context implies a circumstance in which as a leader you are able to manage your psychological parameters regardless of the prevailing conditions that might evoke aggressive aura (Ciulla, 2012). As a leader, an elevated level of emotional intelligence creates a scenario where manipulating circumstances that are potentially fragile is easy resulting in a laid-back environment. Leaders exhibiting high emotional intelligence understand the values attached to their feelings. The concept enables me as a leader to conceptualize what to interpret of my feelings and have a better understanding of the perception of my environment concerning my feelings. The technique is a perfect blueprint for leadership to ensure successful management subjects as a leader. Being able to stay on top of potentially fragile enables me as a leader to express high emotional intelligence compared to an individual to whose emotions get the most of their actions. Such kind of emotional immaturity may inhibit the ability to impact positively on your environment as a leader (Gächter, Nosenzo, Renner, &Sefton, 2012).. Emotional intellect is examinable in four primary spheres namely self-awareness intellect, social or environmental awareness intellect, self-management intellect and relationship management intelligence. Emotional intellect or emotional intelligence is a principal aspect that is key to effective leadership. Leadership that does not exhibit a significant level of emotional intelligence is considered ineffective in expressing their leadership positions to their subjects (Gächter et al., 2012). Leadership that does not take charge of situations when the need arises may evoke feelings of uncertainty and distrust from the subjects leading to failure to meet the set objectives and goals. Self-awareness Self-awareness in leadership is a key principle that guides emotional intelligence and ensures that the self (leader) is cautious of the environment and all the factors that relate directly and indirectly to them (Gächter et al., 2012). Self-aware leaders understand the potential impacts of their feelings. Personal feelings directly relate to the subjects of leadership, being able to scrutinize how these feelings affect the subjects is important to understanding their reactions and how the perceived feelings affect them. Self-awareness attribute enables me as a leader to understand my weaknesses and as a result a better chance at compensating the weaknesses with the strength qualities (Mast, Jonas, Cronauer, &Darioly, 2012). Self-awareness is vital to leadership. Self-awareness facilitates the ability to evaluate your strengths and weaknesses as leader. Being able to self-evaluate yourself as a leader is crucial to understanding and acknowledging shortfalls. The shortfalls, when acknowledged, is an advantage because of the avenue created to either compensate for them or build towards improving the disadvantages created by them (Mast et al., 2012). Self-awareness facilitates improved decision making since all the flaws that are intrinsic are known, and each decision made is in consideration to this factors therefore limiting any possibility of unforeseen eventuality from personal weaknesses (Gächter et al., 2012). A key technique for improving self-awareness lies in the ability to keep track of past decisions through jotting them down. This enables a leader to evaluate such decisions against other decisions comprehending the full impacts of such decisions in terms of success and failure. The key to becoming self-aware as a leader lies in the ability to acknowledge all weaknesses and strengths that you possess as person. Self-management Self-management in leadership, like other parameters of good leadership, has, has two dimensions: internal and the external dimension (Rumelt, 2012). The internal dimension of self-management in leadership relates to the definite activity of making decisions, managing relationships and carrying out day to day actions relating to leadership. The external dimension relates to attitude, emotions habits and beliefs. A Leader, like every person, deal with teams of people to achieve some objectives or target. The circumstances of this relationship is in a constant dynamism of changing conditions, therefore, to deal with other people it is essential for a leader to be able to manage themselves effectively. Effective self-management in leadership consists of creating an alignment, an engagement or commitment towards accountability to the people or subjects of the leadership in a deeper personal sense without being autocratic (Rumelt, 2012). Self-management can also be examined as a personal development towards achieving a state of self-actualization as a leader. Leadership should be dynamic towards ascertaining the significance of self-managing. For effective leadership, three concepts in self-awareness should be emphasized that is execution, focus, and awareness. For a good team dynamic, the self-management attribute should prevail in all the team members(Mast et al., 2012). The initiation of self-management begins with the team leader. The upholding of values that are relevant to the team ensures a great deal of trusts exists between leadership and the subjects. The trust is a direct result of an effective self-management attribute that exists in the team. In order for an individual to provide effective leadership, they need to have the three important abilities that include focus, awareness, and execution. For an individual to make effective decisions, they should have a high level of awareness. Self-management is significant to all individuals, not just the leaders alone. Social awareness In leadership social awareness refers to the ability to conceptualize and respond to the needs raised by other people (Rumelt, 2012). Social awareness is examinable in three competencies that include empathy, organizational awareness, and service. Empathy refers to the deep desire as a leader to understand the needs of others. This enables a leader to channel efforts towards grasping other people’s perspectives. Empathy is crucial in getting along with people of divergent cultures and background. Empathy is essential to leadership management of conflict and instilling a spirit of team collaboration. In scenarios of conflicts, leadership should exercise empathy in resolving the issues through fair consideration of all perspectives before making decisions. Organizational awareness is an attribute of leadership that builds on empathy while directing its focus towards the overall success of the team. It is key towards the general success of the team through meeting objectives and setting the guiding principles (Mast et al., 2012). The third competence in social awareness is service, which refers to the ability of leadership to create an emotional climate where a deep aura of appreciation exists between all organizational members and the leadership. Relationship management Relationship management refers to facilitating the connection with others in the style that promotes the feeling of understanding and support (Nixon, Harrington, & Parker, 2012). Managing relationships is a vital emotional, intellectual skill that allows a leader to promote efficiently and effectively change. Before a leader can effectively manage relationships, it is critical to notice and manage the perception of the team members towards the leadership. It is only through this understanding that the leadership can decide the procedure on how effectively to interact with the subjects to attain the desired outcomes for the team or organization (Nixon, Harrington, & Parker, 2012). There exist four criteria for effective relationship management; decision, interaction, outcome, and needs. The decision phase involves evaluating the best course of action to be implemented in a particular situation. Interaction involves considering the relationship with others when making decisions. The outcome phase entails how the decision will be dictated by the specified outcome that is stated in the objectives and goals of the team. The needs dictate the prevailing objectives that guide decision making (Mast et al., 2012). The competencies in leadership that are associated with relationship management include influencing leadership, inspirational leadership, development of other team members, facilitating change in the organization, and enforcing a spirit of teamwork. Conclusion Many qualities can be used to describe leaders that form good statement about them. The making of this attributes is though based purely on the leaders themselves on how they go about their operations. Acquiring of excess skills, how you motivate those around to achieve goals and response measures undertaken concerning any challenge speaks a lot about a leader. They determine their destiny with the society. The society only emulates those positive attributes and as a leader to have a good statement about them, they must influence their duties with motivating traits. References Ciulla, J. B. (2012). Ethics Effectiveness: The Nature of Good Leadership. Gächter, S., Nosenzo, D., Renner, E., & Sefton, M. (2012). Who Makes a Good Leader? Cooperativeness, Optimism, and Leading‐By‐Example. Economic Inquiry, 50(4), 953-967. Hackman, M. Z., & Johnson, C. E. (2013). Leadership: A communication perspective. Waveland Press. Mast, M. S., Jonas, K., Cronauer, C. K., & Darioly, A. (2012). On the importance of the superiors interpersonal sensitivity for good leadership. Journal of Applied Social Psychology, 42(5), 1043-1068. Nixon, P., Harrington, M., & Parker, D. (2012). Leadership performance is significant to project success or failure: a critical analysis. International Journal of productivity and performance management, 61(2), 204-216. Pless, N. M., & Maak, T. (2012). Responsible leadership: Pathways to the future. In Responsible Leadership (pp. 3-13). Springer Netherlands. Rowe, W. G., & Guerrero, L. (Eds.). (2012). Cases in leadership. Sage. Rumelt, R. P. (2012). Good strategy/bad strategy: The difference and why it matters. Strategic Direction, 28(8). Shuck, B., & Herd, A. M. (2012). 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