My Leadership Journey Essay

A leader should be able to have gone through enough steps to be flexible and shift their management styles and fit the leadership situation at that moment. I have learned the importance of paying attention to little leadership hitches and meeting the desired goals for the good of the followers. Every leadership context requires different skills and talents, making it quite necessary for the leaders to increase their awareness and learn to adjust their strengths and weaknesses regularly. Leadership challenges and responsibilities It is common to associate great leadership skills with a strong work ethic for effective leadership responsibilities. As a leader of my group discussions and class, I have been able to successfully meet my responsibility to lead by example through guiding and managing my team members.

I have learned that leadership itself is a challenge especially when one is leading a team of classmates and peers who may at some point feel no need to rely on your guidelines and direction. Such a group of individuals requires the leader to guide their necessary changes. There are instances where I have failed the burden of guiding the team through management, mobilization and understanding the need for change in the society. Key aspects of leadership It is no secret that leadership styles have much influence on individual performance. I must admit that my leadership was largely influenced by my urge to motivate and push others into achieving their best. As an individual, these are all qualities that I have at some point seen in my life.

The major leadership domains for my leadership roles in class and on our group discussion remain to be building of relationships with the team members, strategic thinking to consider the future of the group and in relation to the goals of the group, execution of duties in the group, influencing others within the group to follow the set directions and guidelines by the group members. These are leadership domains that play such an important role in my leadership styles in college. Key feedback points on your current leadership style, capabilities, effectiveness, interpersonal and social skills associated with emotional intelligence and personality assessments received from partners and trusted sources I must admit that I was never surprised by my leadership results from the Gallup Model.

Most of my friends and family who I trust me have constantly reminded of my leadership skills and the need to pursue. Theory and conceptual frameworks that explain and clarify my feedback and experiences I understand different leadership theories and models that support my results from the Gallup Model. For instance, trait leadership theory has always made me believe that I was a born leader that was lucky to meet important persons such as friends and family who have a role to play in making me a fine leader (Ehrhart, 2015). My personality supports both self-confidence, courage, and extroversion that supports leadership based on personality traits. I have believed I was born a lady and nothing can change. My leadership trait can only be strengthened through experiences as I continue to grow and meet new people in life.

6 The Gallup Strengths Finder …………………………………………………………………. 6 Challenges in Leadership Positions …………………………………………………………. 8 Reflections on Leadership Models …………………………………………………………. 9 Conclusion …………………………………………………………………………. 10 References ………………………………………………………………………………. In this part of the assignment, it will be important to ensure that I look at my journey on how my leadership has been able to influence others and reacted to organizational and cultural changes. Discussion As at now, I am the general manager of a branch of my organization. My responsibilities include the management of the day to day running of the company and ensuring that the staff I am working with are executing their responsibilities to the best of their abilities. In organizational change, there is a manner in which self-awareness becomes part and parcel of what the team members in the organization are. Self – awareness enables the responsible manager to look at the organization they are leading in the best way they can elevate its outlook and performance.

The general manager is also responsible for the coaching of other individuals in the organization. Every so often, a new employee is hired by the company. It is always important to ensure that the new employees are inculcated into the workings of the company including matters to do with ethics, professionalism and the work content required for each member. The second responsibility I have as a manager regards the direction and delegating of duties. Over the human resources manager, the general manager has the wherewithal to determine the exact responsibilities the different members of staff should work with (Beauchamp‐Akatova, 2009). I was able to build my confidence through addressing the class and the assembly in school. It is no accident that I can now command and address a huge gathering of investors and employees with no difficulty encounter.

In the company, I have borrowed greatly from the chairman of the board, who through his wise counsel has been able to be the leader that the urban digitalization needs. The Gallup Strengths Finder The Gallup Strengths Finder is an inventory system that allows managers and leaders in different organizations to have a way in which they can assess their leadership capabilities. It is in the following of the steps to be found that a leader is able to see how their leadership activities are going and how they can be able to revolutionize the organization they are leading. Moving on, it is important to look at the various ways in which the leader focuses on their discipline and how they develop and grow through the years.

As an individual, I was always steadfast in making sure that I am disciplined. As a servant leader, it is important to consider the various ways in which the servant leader looks at the manner in which the junior staff carry themselves (Liu & Shi, 2018). I have always had the feeling that a leader should be able to motivate those working with him so that they can execute their mandate in the best way possible. It is also important to consider the relationship between the leader and the staff they are working with. The journey to growth as a leader is faced by different challenges that must be identified in the best way possible. In the beginning, I was not effective in communicating with different departments in the organization.

As time went by, I have been able to forge new relationships, mend bitter encounters with clients, deal with unfair competition and ensure that the working conditions in the organization match the required standards. The challenge with people skills in my position required that I maintain professionalism in the face of any situation. It is important to consider the various ways in which the staff at a company might react in different situations. Disaster recovery is a process where companies find a new platform to resume operations due to a disaster that occurred. Looking on the capital investment that different companies have put in store for emergencies, it became important to have an account for recovery. It is in the same way that I have grown from the points that have been engaged.

The leadership theory that well emasculates my attempts at becoming the best leader for the organization that I represent is servant leadership. Servant leadership theory emphasizes the fact that the servant leader is part and parcel of what is being done in the organization. , Niwa, M. , Fujisaki, K. , & Suzuki, Y. Associations between emotional intelligence, empathy and personality in Japanese medical students.  BMC medical education, 18(1), 47. , Eriksson, K. , & Nåden, D. Love and responsibility: A new understanding of leadership.  Nursing science quarterly, 31(2), 148-156. Liu, P. (2013, January). Development of a philosophy and practice of servant leadership through service opportunity. In Proceedings of the European Conference on Management, Leadership & Governance (pp. Tohidi, H. , & Jabbari, M. Servant leadership as a driver of employee service performance: Test of a trickle-down model and its boundary conditions.