Leadership Principles Essay

AbstractThis musical composition explores the definition of campaignership, and how applying the principles of leadership rotter product more success for teams in the workplace. It also serves to further explore some wholenessality self-evaluation and how protest(prenominal)ity traits help to place an item-by-items leadership likely traits and strengths. Reference will be made to personality assessments such as the Meyers-Briggs Type Indicator (MBTI) and the Big-Five go on to personalizedity Assessment, and what those assessments imply close to an individual. While individuals tend to face particular trends and traits in relation to the personality assessments, the results are non absolute, and in no way offer definitive information about an individuals specific characteristics (Scholl 2002). Detailed exploration of particular aspects and principles will yield a more refined working knowledge of leadership and unimaginative applications in the workplace, specifically s elf- conscious(predicate)ness and personal recognition of individual characteristics and victimizeing styles. A summary with findings and conclusions will conclude the paper. leadLeadership is the ability to ache a group to achieve greater accomplishments and achievements than the sum of individuals actions. Leadership federal agency taking advantage of opportunities and finding ways to improve upon a situation, whether or not someone else gave you the empowerment to accomplish those goals (Blanchard, Fowler, and Hawkins, 2005, p. 15). Leaders develop the essential ability to observe a scenario, get in what needs to happen to crystallize results, seize the moment and guide others to work together to accomplish a common goal. Ultimately, a leader is anyone who burn give you the support and bearing you need to achieve your goal. (Blanchard et al, 2005, 133).Self-Evaluation all person is an individual, and as individuals they naturally induce unique personality traits that af fect how they interact and interact with others in the world. Personal assessment is a valu able-bodied tool that allows an individual to realize their experience unique traits and tendencies, allowing them to be aware of precognitive tendencies that they might demonstrate in given situations. For me personally, I was assessed using the MBTI method to be an introvert, who tends to be slenderly sensing, somewhat thinking, and fondly judging (https//www.typefocus.com). At first, I took some rudeness to being categorized in this method, provided after researching the general explanation of my personality, as rise up as specific definitions of the preference categories, I came to realize that this information would ultimately empower me to go away a stronger and more able-bodied leader in the future. A summary of careers suggest that I could become a strong motorbus that would have it off a workplace where I could use my knowledge and organizational skills. I am likely to enj oy occupations that involve working with, communicating with, and teaching people. (https//www.typefocus.com). I am able to ascertain that my personality traits suggest I am a person who is capable of teaching others my knowledge and other applicable skills. I am a leader who possesses both information power as well as expert power (Yukl, 2011, p. 193)Another assessment that helped me to understand about my character was the Big-Five Approach to Personality Assessment (Scholl, 2002). The Big-Five assessment provided flipper factors, on with several more specific traits and facets that help individuals understand and recognize concerning their personality. The five factors, or domains, are neuroticism, extraversion, openness, agreeableness, and conscientiousness. My low scoring on the neuroticism accord suggests that I am a confident, optimistic individual who is even hard-boiled and relaxed able to face stressful situations without becoming upset (Scholl, 2002). I had a low extr aversion polish off, suggesting that I am reserved and interpersonally formal an single-handed thinker rather than a follower (Scholl, 2002). In the domain of openness, my score was almost dead center, suggesting that I do not have strong tendencies one way or the other (Scholl, 2002).I believe that this suggests that my response depends on the situation and the environment surrounding it. I shadow be curious and imaginative about certain situations, exclusively cautious and worldly-minded for others. Personal morals and ethics strongly influence my openness, whereas I am open to new ideas and thinking about scenarios, as long as they do not violate my personal ethical standards. For agreeableness, my slightly high than center score suggests that I am for the most part a generous, trusting person who is sympathetic to others. At the same time, I can be louche and impatient with those who have disappointed me in the past.This is one aspect that I need to be aware of my past, and how it influences my present and future. I once had an assistant who I trusted complicity attempt to stage a mutiny to attempt to remove me from my position. Thankfully, my employees had enough ethical standards to make me aware of the decision, so that I could deal with the situation through and through the proper channels. However, as a result of that situation I have found it practically more difficult to trust subordinates, and I tend to be suspicious of actions that could be viewed as disloyal and insubordinate to me as a manager and leader.For the final domain, conscientiousness, my score was again dead center, but the results for this particular persona made me think more deeply about myself. I had continuously thought that I demonstrated the traits associated with someone who scores high for conscientiousness, but I must accept the fact that I may have tendencies that are normally for those scoring low. For me to be successful, I must continuously be aware of these t raits, and be able to recognize and adjust my actions when I act in a way that is not conscientious.The guidelines representing how to promote stirred up intelligence in the workplace (https//www.eiconsortium.org) suggested twenty-two steps to assess the situation, disturb change, then transfer power and evaluate how everything worked. The company I at a time worked for must have been influenced by these guidelines, as I had been introduced to the turn geezerhood ago, and was a continual body of work for me as a sell manager. For every employee that was hired, whether full or part time, I had to assess them as an employee, and implement a training program that would yield the best results for the company. article of belief has always been a passion of mine, and I enjoyed showing how every employee had an opposition on our store, and their effort and personal pride could have far stint impact on our daily success, both for sales and customer satisfaction. The process of encou raging transfer and maintenance ofchange was mainly designated for the management team, but that was an essential process for our team. I simply could not do it solo I needed every member of the management to perform to their potential, so that we could function as a team, and each member of management would realise and better their skills for the next advancement opportunity that might come along. It was through this process that I was able to train and advance several members of management, many of whom are now store managers with their own stores to run.Leadership StyleMy personal leadership style is supportive leadership. I will always extend to empower others around me to be aware of their potential, and support them when they need assistance. As Yukl suggests, I use my interpersonal skills to be supportive and compassionate with others as they try to get their work done (Yukl, 2011, p. 64). I attempt to learn more about an individuals personality, so that I can find a way t o best assist them in their own growth and leadership potential. That requires a being a coach who is sometimes there to boost their confidence, and at other times kick them in the rear when they are not putting forth their best effort.At the same time, I realize that it is not possible to provide the indigence for everyone. Every individual has different motivations, and ultimately must take debt instrument for creating their own work environment (Blanchard et al, 2005, p.29). I am aware that to be a successful leader, I need to be able to not only empower others, but to show them how to be leaders unto themselves. Every individual needs to be aware of their own strengths and powers before they can lead themselves (Blanchard et al, 2005, p.62), and I plan help others find their way to lead themselves, and ultimately lead others to success.ReferencesBlanchard, K., Fowler, S., & Hawkins, L. (2005). Self Leadership and the One Minute carriage Increasing Effectiveness Through Situati onal Self Leadership. New York, NY HarperCollins Publishing, Inc. Buckingham, Marcus (2005). The One occasion You Need to KnowAbout Great Managing, Great Leading, and Sustained separate Success. New York, NY Free Press. Lencioni, Patrick (2002). The Five Dysfunctions of a Team A Leadership Fable. San Francisco, CA Jossey-Bass. Scholl, Richard (2002). Dispositions The Big 5 Personality Assessment. Retrieved from University of Rhode Island, Labor Research heart Web site http//www.uri.edu/research/lrc/scholl/webnotes/Dispositions_Big_5.htm Yukl, Gary (2011). Leadership In Organizations, Eighth Edition. San Francisco, CA Pearson Education, Inc.