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There was a view in the old days that under a leadership the leaders are born to be leaders and do the leadership from early on in their lives. They used to believe that if you are not a born leader there is not much scope for you to become a leader in this lifetime. Earlier people thought about leaders like Lincoln as "mythological creatures", split from others and empowered with some mysterious qualities for that inevitable success.
The way of looking at a leader and his leadership skills have changed gradually and they say that through tolerance, determination and hard slog you can be an excellent leader, until you make the effort and give your very best wherever required. Further, we would explore here the various phases to achieve leadership expertise.
As a successful manager to achieve the goals of organization and own goals, he need to understand the significance of his personal skills and his professional skills. A manager should know when his employees need his assistance and when they need him to stand behind them. As a manager stand back and wait for the employee if he needs to make out how to manage his time. However, if the issues are too big, involve in the issue and give some advice or raise concern. A good manager needs to focus on the team wherein every individual matters and the team in the wholesome is viewed as one in the organization. For doing a great job, a good manager should work very hard. They make it a point that the people working under him are not having any troubles and happily working for the goal. As truly said by Stephen R Covey that "Management is efficiency in climbing the ladder of success; leadership determines whether the ladder is leaning against the right wall"
There are 9 key personal and professional leadership skills:
Time Management - Managing your time, activity logs, actions plans, to do list, personal goal setting and time scheduling, etc.
Leadership Skills - Leadership Motivation Assessment, Leadership Motivation Skills, Information gathering, Task allocation, Leadership style, Conflict resolution, Mission statements, Success delegation, etc.
Problems Solving Techniques - Appreciation, Drill down, Cause and Effect analysis, flow charts, Process Flows, Decision Trees, SWOT analysis, Cash Flow, Risk Assessment, Understanding the Big picture, Understanding the forces, Value, Unique selling propositions, etc.
Decision Making - Pareto Analysis, Comparison, Matrix analysis, Decision Tree, Weighing, Force analysis, Costs/Benefits.
Communication Skills - Making a first great impression and maintaining, Johari Window, Public speaking and presentation, Writing skills, Effective emails, Active listening, Running meetings, Managing Ice breakers, Speaking to an audience, Presentation planning checklist.
Project Management - Project management and management skills, Estimation time accurately, Gantts Charts, Critical Path Analysis, Planning process, Stakeholders Analysis, Stakeholders management.
Practical creativity - Creativity techniques, Reversals, Attributes Listing, Scamper, Brainstorming, Reframing Matrix, Concept Fan, Random Input, Provocation, Do It, Simplex.
Stress Management - Stress Diaries, Job Analysis, Performance planning, Imagery, Physical technique, Thought Awareness, Anger Management, Burnout self test.
Stress Management - How to manage your stress.
Having a look at the 9 effective personal and leadership professional skills, there are range of practical methods that are suitable for the development and improvement of the leadership proficiency. When you think to of doing something good with your style of leadership, you have to ensure that you are within the limits of your own personality.
Listening skills and Communication skills are an essential part of leadership wherein one should make sure that people informed and do not be afraid of assigning the job to others as you cannot do everything by yourself. The method of doing this is:
Appreciate and reward those who perform highly wherein it is not strictly about having those who bring in the best financial results but the one who works hard are also recognized equally.
Involve the employees and ask for their input for making decisions or policy formation by having meetings and surveys.
Recognize a person for his performance by letters, awards, mention on the intranet or in the newsletter, etc wherein his peers get the awareness of his excellence in performance.
Time management - The 80:20 Rule: As per the Pareto Principle which is known as the "80:20 Rule", states that 80% of our unfocussed efforts generate 20% of the needed results and 20% of our focused effort generates 80% of the needed results.
For effective leadership skills following are the practical methods:
Listen to creative ideas and develop the necessary solutions.
Motivate group for their team work.
Encourage and build trust in entire team.
Bring good ideas to the front by simple and efficient methods.
Avoid criticism or debates.
Personal Skills Audits
The various personal skills audit is carried out as an aid to understanding where you stand with regards to achieving the objective of becoming a more effective manager. The skills audit helps you to identify your vigor, limitations and areas for
Growth, within various vicinity.
Below here is the Skills Area, put a correct mark in the column area that suits you best for reflecting your capability and in the last column put your priorities for the growth of these skill.
I CAN DO THIS WELL
OK, BUT I NEED MORE PRACTICE
I CAN'T DO THIS
PRIORITY DEVELOPMENT OF THIS SKILLÂ
1 = very important, Â
2 = quite important, Â
3 = not important
ORGANIZATION OF LEARNING
I can make strategies to plan and for time management.
I can place the importance for my tasks and activities.
I am able to work to deadlines
I know what can make my learning experience better.
Â As per David Kolb's learning style models in his 1984 book "Experimental learning: Experience As the Source of Learning and Development", Kolb acknowledges the learning style models. Here is a brief description of Kolb's 4 Learning Styles:
Diverging (feeling and watching) - Under this category people work in a better manner in every situation that needs new ideas, for example, inspiration. They have wide literary interests and like information gathering.
Assimilating (watching and thinking) - This learning is for a concise, logical approach. These people are expert at knowing various types of knowledge and organizing it in a proper format. In the earlier learning's, people with this style like to read, give lectures, knowing analytical types and have time to think things by.
Converging (doing and thinking) - These people can solve problems and use them in solving practical issues. They prefer technical tasks rather than problems of social and interpersonal issues. They like to experiment new ideas, to stimulate and work with practical functions.
Accommodating (doing and feeling) - They use other people's analysis and prefer to take a practical, experimental approach. They commonly act on 'gut' instinct instead logical analysis. They prefer to work in teams and create targets and actively work in an area trying different ways to attain a goal.
A stress management questionnaire helps recognize stress triggers and help reduce stress in your life.
a. Are you enjoying your work and does it satisfy you that, you are using all you have to give i.e. your time, energy and money effectively?
b. Do you care to make your environment peaceful?
c. Do you know how to use self-relaxation techniques to loosen up your body? Do you give some time to it?
d. Are you doing things that increase your self-confidence?
e. Are you able to focus on the present and task on hand without crippling for the past or the future?
f. Are you only paying attention on having money and commodities or do you enjoy listening music, reading, nature and personal relationships?
g. Do you handle big goals by dividing them into smaller, more manageable tasks?
h. Do you avoid taking caffeine or excess sugar causing large swings in the body energy?
i. Do you get rid of your anger easily and push it out of your physical system?
Outcome 3 - Personal Development Plan
Personal development plan:
What is my current state? What are my strengths? What are my weaknesses? What are the common feedbacks (positive & negative) that I have received from others? What other performance indicators can I notice? Focus area priorities.
What is my desired state? What do I hope to improve? Able to talk and act confidently, able to be assertive, to calmly assess to any situation before reacting to it.
Why do I want to achieve that? What does it give me? What are my short term goals? What are my long term goals?
How do I get there? What is needed? What must I improve/learn/experience to achieve that desired state? What are the possible resources to learn/ improve/ experience?
Timeline- When do I want or need to achieve the desired state? What is my schedule to work on these focus areas?
Document any important notes or other items in this section.
The following are the various types of aims under the SMART analysis:
Process objective: Makes you understand what you are doing and how can you do it doing interactions and other activities.
Impact objectives: Helps you know what the further implications of your activity will be and describe the longer implications on your target organization.
Outcome objectives: Helps you know how you would change attitudes, knowledge or behavior and describe the extent until what change can you expect.
Personal objectives: Personal objectives are perfect application for SMART objectives. It is a very important formula within which to set an individual measure performance.
"Chance favors the prepared mind." - Louis Pasteur (Lecture, University of Lille, 7 December 1854)
SWOT analysis is an ideal technique that analyzes your strengths, weaknesses, opportunities and threats. SWOT helps you discover the openings that you might not otherwise have marked and weakness which you may manage and minus the threats which might hurt your capability to move ahead.
Strengths: What do others see as your strength? What can you do that anyone else cannot do? What personal resource can you access? What advantages do you have that others don't have? What morals do you think which anyone else cannot think of?
Weaknesses: Are your education and skills training confident enough? What will the people see in you as your weaknesses? What are your negative work habits? Do you held back in your area of personality traits? In what tasks are you not confident to perform?
Opportunities: Do you have contacts that can help you and give you good advice? Is your industry growing? In the current market, how much can you take advantage? Are any of your competitors failing in important things? If yes then are you able to take advantage from their mistakes? Can new technology help you
Threats: What obstacles are you currently facing at work? Is your job changing? Could any of your weaknesses move you towards threats? Is anybody competing with you? Does changing technology threaten your position?
The development plan needs to be undertaken with feedback from the team members and necessary changes and adjustments are to be made for the same. If done so the plan would be a success and the goals could be achieved.
For the same the manager needs to have the following skills to help their team co-operate and give their suggestions and point of view.
He has to be a great communicator. He has to communicate correctly in front of his employees so that they get the correct point of it. A good cricket coach never praises the best player in his team after a great game. Because of this, the player will keep on the hard work to improve. But at the same time, after a bad game the coach should be the first to encourage his player. A good communicator also has the responsibility of being a good listener.
A good quality leader is also a good decision maker. A good leader should not take too much time in analyzing or considering each decision, infact he as to be quick in these tasks. A good leader has to be determined and be firm on his decision making power.
A good leader should have the ability to take the correct decisions and his requirements. A clear idea should provide stability and certainty to the organization.
A good leader should be able to trust his employees and be flexible to believe in the abilities of others to do things in their own manner.
A good leader should always take the liabilities of everything and he has to set standards. He should be fully dedicated in his work and work with full passion.
It is utmost important for a leader to practice what he has said to his employees. He has to practice what he has communicated to others to be able to gain trust.
A good leader should not be bossy over his employees and be friend with them to gain their trust and to make it a best team.
In the end, the learning's we get from this analysis is that for having the excellent leadership qualities and he should be able to adjust and mould himself in every situation. For having the best leadership qualities he should not just lead his employees as a boss but to trust his employees and make their point of view as yours.
To conclude, ask yourself whenever you are in any difficult situation 'What would a great manager do in such kind of a situation?' Try doing that daily and you're well on your path of being a perfect leader.