Leadership Development Report

Only available on StudyMode
  • Download(s) : 253
  • Published : September 15, 2012
Open Document
Text Preview
Chosen Model
The purpose of this report is to review my leadership competencies through the theories and models explored. A leadership development plan will be created to assist myself; a young female adult who is entering the family based engineering business, taking up the role of sales manager. The Leadership Competency Model, developed by the Central Michigan University (CMU Model), will be used as a guiding principal. The model is made up of the aspects, namely, self-management; leading others, task management, innovation and social responsibility. It is chosen as it thoroughly describes the aspects a effective leader should possess. As a young female undergraduate in business management, to set foot into an engineering industry it is no mean feat. The unfamiliar industry will result in many occasions where hiccups at work are inevitable. The model appropriately addresses my strength and weakness, which will be further mentioned below. Strengths and Weakness

My strength would be my ability to engage employees on a friendly level. Having a high level of emotional sensitivity, I feel a need to create a non-hostile, cohesive work environment for the better good of the employees and myself. It is important that employees see their significance and value towards the company. The employees are the company’s greatest assets and through nurturing good working relationships with the employees, they will gain higher job satisfaction (Deshpande 1996). However, this skill of being emotionally sensitive would also represent my ability to access their work abilities on an immediate and personal level and sift out the factors that drive them to achieve. With the appropriate empowerments, human resources can be better utilized. As a leader, the emotional vulnerability that I experience towards people could be perceived as a double-edged sword. There are occasions where empathy comes into place as a hindrance while faced with a situation where confrontation is required, but the key is to be remain as objective as possible, while engaging on a personal level. A major weakness faced is my inability to self-manage. In stressful circumstances, my emotions overpower my cognitive ability to work. The capacity to work with my dysfunctional emotions is almost minimal. The negative emotions brought about from work demands, causes me to have long periods of downtime. This feeling of being overwhelmed will only result in a downward spiral. Hence, it is crucial that emotions have to be positively managed and controlled to ensure effective leadership. According to, the ability to attend to information and make decisions decreases with the feeling of being upset. Instead of resolving the issue at hand, I let my emotions overwhelm myself. Due to my low resilience to overcome the emotional roller coaster, my productivity drops drastically. This leads to inability and failure to lead. According to CMU Model, my areas of strength and weakness are leading others and self-management respectively. In a people oriented sales industry, it is crucial to have such management needs addressed. Leadership theories

According to the Leadership Theory developed by Renis Likert, it indicates that I am a participative group leader. A participative leader is warm and approachable. They often take interest in nurturing supportive relationships, place emphasis on decision making as a group. Although the leader has a considerable amount of confidence in their subordinates, they would still keep the control of decision. (Bryman 1986) The association between participative management is related to emotional intelligence. As the correlations suggests that leaders who engage in active listening to others and valuing other’s inputs are likely to foster relationships at work to create a cohesive team. (Ruderman et al. 2001) This emotional intelligence correlated with Cherniss and Adler (2000)

the components of leadership advocates that effective leadership (Palmer et al....
tracking img