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Fundamental Of Leadership Skills

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Introduction to Leadership

Leadership is an art that increases the skills of an individual and assists the person in developing influencing power while working in an organization (Adair, 2010). The present study has been made in an attempt to ascertain the contribution of listening skills in interpreting the message. The researcher has also discussed the ways through which effective working relationships with peers and superiors can be developed. Furthermore, the researcher has also discussed the techniques of stress management in different leadership situations. Researchers' own ways of delegating tasks and responsibilities have been stated in the subsequent study. Lastly, varied techniques of conflict resolution have been included in the research report. Innovation can be facilitated in any business with different strategies and techniques among which a few are mentioned in the following report.

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SECTION 1: FUNDAMENTAL LEADERSHIP SKILLS

Use of listening skills to interpret messages

At the time when I go to different conferences and seminars, I hear issues of people with concentration and there, I try to find out the key aspects which are included in the discussion. In my view, active listening skills are required so that I can interpret the messages in an effective manner. For such purposes, I have developed non-verbal skills so that I can interpret the verbal messages in an appropriate manner. I try to find out the concept behind discussion so that I can use the knowledge for other purposes as well (Appelbaum and et.al., 2000) (The Importance of Listening, and Ways to Improve Your Own Skills, 2013). When I was working, I went to different events and meetings and there, I used to apply interpersonal skills and abilities so that I could comprehend the meaning behind the message. At the same time, I ask directly to the person in case of any confusion so that I can comprehend the concept effectually. I always maintain eye contact with the person who is speaking and I even notice the posture of him. I try to avoid sources of distractions and I never interrupt while one is speaking which helps me to get complete knowledge about the matter.

Ways of communication used to meet the needs of the audience

While communicating within an organization, I always use adequate and common language so that each and every member who is present in the meeting can comprehend it accurately. I try to use professional language so that I can maintain dignity and respect for others. When I speak in front of others, I try to acquire the attention of others and while communicating, sometimes I try to make fun and entertaining so that people may not lose interest (Beinecke and Spencer, 2007). I always plan for entertainment activities while organizing conferences and seminars so that the rate of absenteeism can be minimized. The audience always wants to grab the information about valuable concepts that I consider the most and for that reason, I select only adequate topics for the discussion. All the time, I choose valuable topics and subject matter for discussion so that quality information can be delivered. Even, in case of indirect communication, I try to mention things accurately and properly in emails so that every aspect can be properly communicated.

Effective relationships with peers and superiors

I always believe in developing a friendly and positive environment at the workplace so that job roles can be managed appropriately. This also increases proper coordination level among employees and as a result, it develops the opportunities of acquiring goals and objectives. I have an effective relationship with the superiors in my firm where I follow their directions in each and every area of concern. I complete all my projects as per the deadlines which helps me to generate a positive image among them and many times, they appreciate me for such dedication (Bucic, Robinson and Ramburuth, 2010). I always talk in a polite manner and I give proper responses to them as being a part of the organization, I am accountable to do all that. When it comes to superior peer relationships, I talk with each and every person in my department so that a friendly environment can be developed. I assist everyone in the organization to the extent I can because I consider it to be one of my prime responsibilities.

Use of stress management techniques in leadership situations

Action-oriented approach: Stress can arise at any time; therefore, with the help of action action-oriented approach (where management of deadlines is important), I try to achieve the deadlines by delegating duties in an adequate manner. I make sure that people are putting their efforts into achieving the goals. Hence, I have used this technique in the case of autocratic leadership style (Casimir and Ng, 2010).

Emotion-oriented approach: Sometimes, stress arises if a person is unable to perceive things in an adequate manner; therefore, the technique perhaps can be used in the case of participative leadership situations. With the help of this technique, I change the perception of others through discussing with them.

Acceptance-Oriented approach: The approach is useful in situations where no one has the power to change the situation because the situation are genuinely bad. I use this style at the time when I follow an autocratic leadership style. This assists me in delegating directions respectively (Six Ways to Manage Leadership Stress, 2009).

Credibility with individuals and teams

From many sources, I got the appreciation that I am a trustworthy person as I never make things diplomatic. I maintain honesty in each and every aspect which is a part of establishing a sense of trust among subordinates. People have trust in me because I manage my duties and responsibilities in an adequate manner and this also assists me to derive confidence from others. My team members have faith in me because I hear all their issues and I also pay adequate attention to their feedback. In order to increase credibility, I use actions and words together so as to influence people in an effectual manner (Ten Ways to Build Credibility as a Leader, 2012). I am a focused person and to maintain my personality, I keep things in an appropriate direction so that I could contribute to the achievement of goals and objectives. I respect all the team members and up to a higher extent, I try to consider the viewpoints of every member to increase the loyalty factor.

SECTION 2: LEADER-FOLLOWER RELATIONSHIP

Constructive feedback to individuals and groups

At the time when I discussed things with the team members, I tried to convert it into two-way communication so that I could acquire views and opinions from others as well. I have worked in several teams and there, I make sure that I maintain proper coordination level; however, on the other hand, if I feel something is inadequate or not good, then I prefer to provide feedback appropriately. Being a leader, I discuss with them the problems that are derived from various projects and tasks so that I can consult them regarding their issues (King and Nesbit, 2015). At the time of exploring any mistakes and problems, I talk in a polite manner with the team members and I clearly depict them the areas where common mistakes prevail. Even I show them the right way to perform their job roles which further assists me to develop the learning abilities of my team members. I made them realize that the problems generated have been hampering the productivity and effectiveness of the business entity.

Designed processes for receiving feedback

I have been managing a range of work processes in my organization and I am in a senior position; however still that, I still make many mistakes. Therefore, in order to rectify those mistakes and problems, I take feedback and opinions from others which often help me to perform my duties effectively in alternate methods. For such purpose, I have designed a particular structure where my team members can provide feedback to me regarding diversified areas (Komives and Wagner, 2012). I have maintained a formalized structure where team members are allowed to give feedback on my performance if they find any sort of error in it. I have given them the authority to communicate with me directly if they want to discuss anything.

  • I take feedback from others.
  • I scrutinize the areas where actual problems are prevailing.
  • I have a discussion with the team members.
  • I find ways to improve the existing performance.
  • I consult with the top management regarding the implementation of the ways.
  • Final execution of changes as per the feedback (Moran, Harris, and Moran, 2011).

Response on feedback

Feedback is an apparent response that I get from people at the workplace on several grounds. Some of the feedback is feasible and optimistic while some are of no use and worthless. In both cases, it was my prime responsibility to pay adequate attention to the feedback so that I could make modifications to my performance. Generally, I derive positive feedback from my superiors which also assists me in managing my performance level and I can make a few alterations as per the feedback. I always give positive responses to feedback as I believe in improving the performance level. I receive feedback as a source to identify the level to which improvement is required in my performance and along with that, I find out the ways through which additional skills and abilities can be developed. I keep an optimistic attitude in every situation so that no one can develop negativity about me. I perceive things as if they will bring positive changes in me; hence, for such purpose, I give adequate attention to the feedback.

Read more - Fundamentals of High Organizational Performance Sample

Delegation of tasks and responsibilities

I delegate duties and responsibilities in a prominent manner where I consider the skills and qualifications of the team members which further helps me to attain the organizational goals and objectives in proper manner. I have maintained a formalized structure through which I delegate duties to all my teammates. The mentors are responsible for taking care of quality aspects of their mentees and along with that, they are also accountable for explaining the roles and tasks to the mentees. I get directions from the top management and I must follow the same. Then I transfer the same to subordinates so that they can also work as per the specified directions. Moreover, I give complete instructions so that team members can reach towards perfection stage. I teach people in an appropriate manner while delegating tasks so that they can maintain the standard of quality. I have constructed a proper follow-up structure that is communicated to all the team members (6 Ways to Delegate More Effectively, n.d).

Effective teamwork

I believe in teamwork because I feel that teamwork reduces work complexities and teamwork also accelerates the probabilities of growth and prosperity. In my previous organization, I developed a team where I segregated people according to their skills and qualifications. I did that because I knew the same field of people could manage the goal achievement process in an appropriate way. From the very first day at my workplace, I have believed in multitasking so now I form teams with people who are from different fields and qualifications (Harikumar, 2012). This helps me to get innovative ideas from the team members and as a result, they get appreciation for efficient performance. The teams which I made earlier are now going for executive purposes and they are even handling other subordinates from the respective fields. The developed team has been working in a prominent manner since they were provided with proper directions and guidance. As a team, we all have maintained better coordination which manages the consistent flow of information.

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Strategies for developing informal coaching skills and empowering others

I always try to create a learning environment in the organization so that the possibilities of growth and success can be accelerated. I always direct people about the problems that are arising in their performance; thus, I suggest to them the different ways to improve their performance level. In terms of informal coaching, I have organized weekly classes where weak performers are invited to attend the classes as per the areas of improvement (Wolfe, 2012). Such classes are organized for them where they are allowed to ask about any issues and problems they are facing while managing different job roles. Being a leader, it is my responsibility to conduct training sessions for my team members so that they can develop multiple skills while working. I have been providing training to the teammates by representing their mistakes which aids them to identify the specific areas where modifications should be executed. Hence, for such purposes, all the team members are engaged in different processes.

SECTION 3: LEADERSHIP SITUATIONS

Ways of sharing organizational mission, vision, and values with others

I have been performing all the duties as per the mission, vision, and values of the organization and I communicate the same to my colleagues also. This helps me to accomplish the objectives subsequently. In order to share the organization's mission, I often conduct weekly meetings where I guide others to consider the values of business. Probably, this helps them to deliver adequate services to the customers. For instance, the organizational value says that quality concerns should be taken into account while delivering services to the customers; therefore, according to the same aspect, my team delivers appropriate amenities to the customers. All the team members never exploit and cheat customers. Even the advertisements are prepared through authentic sources and it provides relevant information to the customers. This helps the organization acquire customer loyalty to a higher extent.

Goals for individuals and teams

I consider myself a crucial part of the organization so, I make sure that each and every one is contributing to the goal achievement process. I am working as a leader of the firm; therefore, I have set various goals for individuals as well as for the entire team so that overall organizational goals can be acquired.

Goals for individual

  • Every individual should participate in creative processes  (Cravens, 2014)
  • Every individual should get the chance to speak in the decision-making process
  • Goals for team
  • To achieve better team coordination
  • To improve the performance of a team
  • To make an appropriate contribution to organizational success (Jogulu, 2010)

Ways of Resolving conflicts and problems

At the time of having conflicts and problems at the workplace, I use formalized techniques to resolve them. I have also made a plan that I follow in case the problem reaches to conflict stage. When I observe any issues that are prevailing among the workforce, I discuss them with them and then I try to resolve the issue with mutual understanding. I could say that the method helps me to resolve organizational problems effectually; however, in case of legal and regulatory conflict, I follow a standardized structure to resolve the issue (Komives and Wagner, 2012). For instance, I have seen several issues prevailing in the company regarding irregular supply of products; however, as a part of the firm, I know that such kind of issue is not appearing, so I suggest the management to undertake legal actions against the dispute since this is the best method to release the claim which is held by another party.

Strategies for improving creativity in organizations

Being a creative person, I demand for more creative suggestions from my team members as that brings me a sense of having a skilled person in a team. Thus, in order to improve creativity in my organization, I involve each and every member in the decision-making process so that all can present their quality advice. This is often required for enhancing the productivity aspects (Beinecke and Spencer, 2007). One of the specific things I made in terms of creativity is that I organized a group of culturally diverse people and I grabbed information from them regarding the development of new dishes in the hotel. They all have made a dish that is quite extravagant in hotels and which is a combination of four different cultural facets. I have seen that the dish has persuaded many people which is yet another reason that improved the success facets of the cited hotel entity.

Processes for diagnosing problems and strategies to address them

Even in a higher position, I still make mistakes; thus, it is vital for me to identify the problems and issues that are arising in my performance.

  • Self-analysis is the best technique through which I am able to identify the problems that are arising in my performance (Adair, 2010).
  • I also acquire feedback from the experts regarding the areas that should be improved. Apart from this, I get advice and opinions from my peers as well and they are authorized to rate my performance level.
  • I always maintain direct communication with the top executives and team members so that we can share things appropriately.

All these methods are appropriate for me to diagnose the problems and errors in my performance. I follow these methods for my subordinates as well and I believe that all such problems should be addressed properly merely for improving the organizational aspects. Team meetings and conferences should be conducted and along with that, specified emails can also be arranged to specify the areas of change (King and Nesbit, 2015).

Experts write many samples on leadership, this is the one from the collection Leadership Strategies - lead Performance of Employees

REFERENCES

  • Adair, J., 2010. Develop Your Leadership Skills. Kogan Page Publishers.
  • Appelbaum, H. S. and et. al., 2000. Strategic organizational change: the role of leadership, learning, motivation, and productivity. Management Decision. 36(5). pp. 58-64.
  • Beinecke, R. and Spencer. J., 2007. International Leadership Competencies and Issues. International Journal of Leadership in Public Services, The. 3(3). pp. 4-14.
  • Bucic, T. Robinson, L. and Ramburuth, P., 2010. Effects of leadership style on team learning. Journal of Workplace Learning. 22(4). pp. 228-248.
  • Casimir, G. and Ng, Y. N. K., 2010. Combinative aspects of leadership style and the interaction between leadership behaviors. Leadership & Organization Development Journal. 31(6). pp.501-517.
  • Cravens, X. C., 2014. The cross-cultural validity of the Learning-Centered Leadership framework and its assessment instrument for principals. Journal of Educational Administration. 521(1). pp.2-36.
  • Jogulu, U., 2010. Culturally-linked leadership styles. Leadership & Organization Development Journal. 31(8). pp.705 - 719.
  • King, E. and  Nesbit, P., 2015. Collusion with denial: leadership development and its evaluation. Sage. 34(2). pp.134 - 152.
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