Leadership Potential for Proper Delegation - myassignmenthelp.com

Question: Discuss about theLeadership Potential for Proper Delegation and Honesty. Answer: Leadership can be defined as the capability of leading a group of individual following the best pathway that bring success and help in achievement of the goal. This also helps in developing the working environment where all the members are enthusiastic to work beyond their expectations (Anderson 2012). Some of the important qualities of being a leader are the honesty, proper delegation, perfect communication, right level of confidence. Moreover, it also comprised of proper commitment to team members and to organizations and developing a positive attitude which helps working much easier even in stressful situations. Creativity and inspiration are two other attributes of leadership. When I was first placed as a leader of a 8 member team, I was quite confident about my leadership skills although I had no prior experience of leadership. I set up the vision to the employees perfectly and they understood it well. With the passing of time, I noticed that my other colleagues who were also leading team were much successful in achieving productivity than me. On thorough analysis, I understood that my improper communication style was the main reason that affected the team members. I was an impatient listener and often used to cut my team members midway which hurt their self respect. Moreover I never asked for feedback and suggestions from them thinking that my decision would bring the best outcome. I did not involve them in my decision making procedures. All these affected their self respect and they could not align with the companys objectives. They thought me to be bossy and developed a negative feeling. This affected the team spirit and as a result the productivity co uld not be achieved. Their motivation level was low and lack of enthusiasm in the work environment made them feel stressed and burdened with work. However the other class members were very well in managing teams developing effective relationship with their employees and developing an informal environment. As their work environment was happier and less stressful, the workers showed huge zeal in conducting tasks. After the survey, I understood that I am a transactional leader. My forcing decisions on them and punishing them for poor work were wrong approaches. I should have invited them to provide feedback and suggest better ideas if they had any. If I had not punished them, there would have less stress developed on them as they would have been able to develop proper relationships with me. I had improper communication skill where my impatient listening affected their ego and self respect. I should have involved them in decision making which would have helped them giving out innovative ideas. This could have helped me to work with creative strategies helping to meet productivity at a faster rate. Proper communication skills involve active listening and proper feedback giving and receiving skills (Malakyan 2014). Moreover my lack of social skills did not allow the development of informal relationship which is very important to release the stress from the workers due to work burden. I realized t hem and therefore I have to change the attributes so that I can also become a successful leader like my classmates. When some researchers say that leadership is an innate ability, others believe that each and every leader is born after a series of experiences and failure. Any person can be a leader by practicing proper leadership skills and applying them correctly in different situation to control them effectively. When individuals can master the skills of critical reasoning and rational thinking and apply such features in handling a team in adverse situations, he can rightly be called leaders. No one is born a leader. This is said so because leadership is an adaptive feature where an individual has to apply his leadership skills according to the requirement of the work environment. There is no such framework of leadership. An individual needs to analyze the situation and apply skills like empathy, social skills, proper inspiration communication skills and others. In many severe situations where ready decisions and implementation of strategies are important autocratic leadership is required (Bhowm ick and Paul 2015). The same leaders can also apply transformational leadership style when required (Church 2014). As per the requirements, I need to develop skills of transformational leadership. I need to develop proper listening skills as well as feedback giving and receiving skills. I should not punish them for poor work but should encourage them for better work in future. This makes the employees feel respected and loved by the organization. This prevents them from developing low morale and help boosting their confidence (Tost, Francesca and Larrick 2013). As a result, workers make themselves more dedicated towards team goals. Not only that, I also need to develop social skills and empathy towards my followers. This is because it helps in proper relationship building among the team members which makes work faster and smooth flow is maintained. An informal environment makes employees feel less stressful and each of them share their feelings and work burden together (Tortorella et al. 2017). These help in developing a workplace where workers are enthusiastic, dedicating to company and work bey ond their expectation to achieve organization goals. They do not develop job stress as effective leadership provides motivation and inspiration to rise to the zenith of success. References: Anderson, D 2012, 'Is building relationships the key to leadership?', Performance Improvement, vol. 51, no. 2, pp. 1521. Bhowmik, J. and Pol, H.G., 2017. Performance Management for Effective Leadership.AADYA-National Journal of Management and Technology (NJMT),7, pp.29-35. Church, AH 2014, 'What do we know about developing leadership potential? OD Practitioner, vol. 46, no. 3, pp. 5261. Malakyan, PG 2014 'Followership in leadership studies: A case of leader follower trade approach, Journal of Leadership Studies, vol. 7, no. 4, pp. 622. Tortorella, G., Tortorella, G., Fogliatto, F. and Fogliatto, F., 2017. Implementation of lean manufacturing and situational leadership styles: An empirical study.Leadership Organization Development Journal,38(7), pp.946-968. Tost, LP, Francesca, G Larrick, RP 2013, 'When power makes others speechless: the negative impact of leader power on team performance', Academy of Management Journal, vol. 56, no. 5, pp. 14651486.