BIP2C200 Managing Organizations And Leading People
BIP2:
C200 Managing Organizations and Leading People Task 2 C200
My Leadership Practices and Future
C200 Managing Organizations and Leading People
September 19th, 2014
My Leadership Practices and Future
This following will outline my personal leadership practices and potential future leadership. To analyze my leadership qualities I will use the Seven Habits Profile and a leadership theory to determine my strengths, weaknesses, and areas of opportunity for improvement. In conclusion, I will determine the best recommendations for long-term improvement as well as SMART goals, or short-term courses of action, for leadership improvement.
Seven Habits Profile
The Seven Habits Profile revealed that I rank as outstanding in two categories, very good in six categories, and good in just one category. This seems to highlight what I am most exemplary at in terms of leadership, what I am just proficient at, and what presents itself as an opportunity for improvement. The main two strengths include having a work-life balance and being a proactive problem solver. An area of opportunity as indicated by the profile would be having the ability to synergize which is a combination of seeking the views of others and making creative decisions. The two strengths point to qualities I have constantly tried to improve upon. Earlier in my career, I was a bit of a workaholic and tended to bring work home with me. This resulted in a dismal personal life which eventually permeated negativity into my professional life as well. In light of that, over the years I have created rules for myself to remedy that initial error and in doing so this has become one of my strengths. My other strength, being proactive, stems from the lack of this quality in my current career field. More often than not it is more imperative to be reactive in my line of work. To set myself above the rest I decided early on in my career to work on being both, as being reactive is just as important as being proactive in
C200 Managing Organizations and Leading People Task 2 C200
My Leadership Practices and Future
C200 Managing Organizations and Leading People
September 19th, 2014
My Leadership Practices and Future
This following will outline my personal leadership practices and potential future leadership. To analyze my leadership qualities I will use the Seven Habits Profile and a leadership theory to determine my strengths, weaknesses, and areas of opportunity for improvement. In conclusion, I will determine the best recommendations for long-term improvement as well as SMART goals, or short-term courses of action, for leadership improvement.
Seven Habits Profile
The Seven Habits Profile revealed that I rank as outstanding in two categories, very good in six categories, and good in just one category. This seems to highlight what I am most exemplary at in terms of leadership, what I am just proficient at, and what presents itself as an opportunity for improvement. The main two strengths include having a work-life balance and being a proactive problem solver. An area of opportunity as indicated by the profile would be having the ability to synergize which is a combination of seeking the views of others and making creative decisions. The two strengths point to qualities I have constantly tried to improve upon. Earlier in my career, I was a bit of a workaholic and tended to bring work home with me. This resulted in a dismal personal life which eventually permeated negativity into my professional life as well. In light of that, over the years I have created rules for myself to remedy that initial error and in doing so this has become one of my strengths. My other strength, being proactive, stems from the lack of this quality in my current career field. More often than not it is more imperative to be reactive in my line of work. To set myself above the rest I decided early on in my career to work on being both, as being reactive is just as important as being proactive in
References: Boone, L. W., & Makhani, S. (2012). Five Necessary Attitudes of a Servant Leader. Review Of Business, 33(1), 83-96. Retrieved from: http://wguproxy.egloballibrary.com/login?user=true&url=http://search.ebscohost.com/login.aspx?direct=true&db=heh&AN=86286635&site=ehost-live&scope=site Caldwell, C., Dixon, R., Floyd, L., Chaudoin, J., Post, J., & Cheokas, G. (2012). Transformative Leadership: Achieving Unparalleled Excellence. Journal Of Business Ethics, 109(2), 175-187. Retrieved from: http://wguproxy.egloballibrary.com/login?user=true&url=http://search.ebscohost.com/login.aspx?direct=true&db=heh&AN=78333229&site=ehost-live&scope=site Parris, D., & Peachey, J. (2013). A Systematic Literature Review of Servant Leadership Theory in Organizational Contexts. Journal Of Business Ethics, 113(3), 377-393. Retrieved from: http://wguproxy.egloballibrary.com/login?user=true&url=http://search.ebscohost.com/login.aspx?direct=true&db=heh&AN=87015717&site=ehost-live&scope=site Waterman, H. (2011). Principles of 'servant leadership ' and how they can enhance practice. Nursing Management - UK, 17(9), 24-26. Retrieved form: http://wguproxy.egloballibrary.com/login?user=true&url=http://search.ebscohost.com/login.aspx?direct=true&db=heh&AN=58043443&site=ehost-live&scope=site