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Introduction to Leadership

Leadership is an art that increases the skills of an individual and assists the person to develop influencing power while working in an organization (Adair, 2010). The present study has been made with an attempt to ascertain the contribution of listening skills in interpreting the message. Researcher has also discussed the ways through which effective working relationships with peers and superiors can be developed. Furthermore, 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.

SECTION 1: FUNDAMENTAL LEADERSHIP SKILLS

Use of listening skills to interpret messages

At the time when I go to different conferences and seminars, I used to hear issues of people with concentration and there, I try to find out the key aspects which are included in the discussion. As per my views, active listening skills are required so that I can interpret the messages in an effective manner. For such purpose, 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 can comprehend the meaning behind 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 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 the dignity and respect for others. When I speak in front of others, I try to acquire attention of others and while communicating, sometimes I try to make fun and entertainment so that people may not lose interest (Beinecke and Spencer, 2007). I always plan for entertainment activities while organizing conferences and seminars so that rate of absenteeism can be minimized. Audience always wants to grab the information about valuable concepts which 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 the 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 friendly and positive environment at 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 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 help me to generate positive image among them and many a times, they appreciate me for such dedication (Bucic, Robinson and Ramburuth, 2010). I always talk in a polite manner and I give proper response 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 friendly environment can be developed. I assist everyone in the organization up 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 any time; therefore, with the help of action oriented approach (where management of deadline is important), I try to achieve the deadlines by delegating duties in an adequate manner. I make sure that people are putting their efforts in achieving the goals. Hence, I have used this technique in 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 case of participative leadership situation. With the help of this technique, I change the perception of others through discussing with them.

Acceptance – Oriented approach: The approach is useful to the situation where no one has the power to change the situations because the situations are genuinely bad. I use this style at the time when I follow autocratic leadership style. This assists me to delegate the 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 towards their feedbacks. In order to increase the 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 the things in an appropriate direction so that I could contribute in the achievement of goals and objectives. I respect all the team members and up to higher extent, I try to consider 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 try to convert it into two way communication so that I can 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 regarding the problems that are deriving in 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 are prevailing. Even I show them the right way to perform their job roles which further assists me to develop learning abilities of my team members. I made them realize that the problems generated have been hampering the productivity and effectiveness of business entity.

Designed processes for receiving feedback

I have been managing a range of work processes in my organization and I am at a senior position; however still that, I do 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 particular structure where my team members can provide feedback to me regarding diversified areas (Komives and Wagner, 2012). I have maintained 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 make discussion with the team members.
  • I find the ways to improve the existing performance.
  • I consult with the top management regarding 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 feedbacks are feasible and optimistic while some are of no use and worthless. In both the cases, it is my prime responsibility to pay adequate attention towards the feedback so that I could make modifications in my performance. Generally, I derive positive feedback from my superiors which also assists me to manage my performance level and I can make a few alterations as per the feedbacks. I always give positive response towards 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 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 towards the feedback.

Delegation of tasks and responsibilities

I delegate duties and responsibilities in a prominent manner where I consider skills and qualifications of the team members which further help me to attain the organizational goals and objectives in proper manner. I have maintained formalized structure through which I delegate duties to all the team mates. The mentors are responsible to take care of quality aspects of their mentees and along with that, they are also accountable to explain the roles and tasks to the mentees. I get directions from the top management and it is obligatory for me to 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 could reach towards perfection stage. I teach people in an appropriate manner while delegating the tasks so that they could maintain the standard of quality. I have constructed proper follow up structure which is communicated to all the team members (6 Ways to Delegate More Effectively, n.d).

Effective team work

I believe in team work because I feel that team work reduces work complexities and team work also accelerates the probabilities of growth and prosperity. In my previous organization, I have developed a team where I segregated people as per their skills and qualifications. I did that because I knew same field of people can manage goal achievement process in an appropriate way. From the very first day at my workplace, I believe in multitasking so now I form teams with those 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. Developed team has been working in a prominent manner since they are provided proper directions and guidance. As a team, we all have maintained better coordination which manages consistent flow of information.

Strategies for developing informal coaching skills and empowering others

I always try to create 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 the performance; thus, according to that, I suggest 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 improvements (Wolfe, 2012). Such classes are organized for them where they are allowed to ask for any issues and problems which they are facing while managing different job roles. Being a leader, it is my responsibility to conduct the training sessions for my team members so that they can develop multiple skills while working. I have been providing training to the team mates by representing their mistakes which aids them to identify the specific areas where modifications should be executed. Hence, for such purpose, 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 organization and I communicate the same to my colleagues also. This helps me to accomplish the objectives subsequently. In order to share 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 to acquire customer loyalty on higher extent.

Goals for individuals and teams

I consider myself as the crucial part of organization so, I make sure that each and every one is contributing in 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 of speaking in decision making process
  • Goals for team
  • To achieve better team coordination
  • To improve the performance of team
  • To get appropriate contribution in organizational success (Jogulu, 2010)

Ways of Resolving conflicts and problems

At the time of having conflicts and problems at workplace, I use formalized technique for resolving it. I have also made a plan which I follow in case when problem reaches to conflict stage. When I observe any issues that are prevailing among workforces, I discuss with them and then I try to resolve the issue with mutual understanding. I could say that the method helps me to resolve the organizational problems effectually; however, in case of legal and regulatory conflict, I follow standardized structure to resolve the issue (Komives and Wagner, 2012). For instance, I have seen several issues which are prevailing in 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 skilled person in a team. Thus, in order to improve creativity in my organization, I involve each and every member in decision making process so that all can present their quality advices. This is often required for enhancing the productivity aspects (Beinecke and Spencer, 2007). One of the specific things which I made in terms of creativity is that I have organized a group of cultural diversified people and I grabbed information from them regarding development of new dishes in the hotel. They all have made a dish which 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 are yet another reason that improved the success facets of cited hotel entity.

Processes for diagnosing problems and strategies to address them

Even at the 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 opinion from the peers as well where they are authorized to rate my performance level.
  • I always maintain direct communication from 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 for specifying the areas of changes (King and Nesbit, 2015).

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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