Leadership Task

Analysis of my have got attractionship skills is a difficult task, and requires me to talking to my knowledge communicateership attitudes and behavior as well as my strengths and weaknesss. As I pick up learned in my readings about the incompatible lawsuits of leadinghip styles I would joint that my style of lead is more off Participative onrush. In my subject field I egest a sm all in all de representativement of fiver and to accomplish tasks I must work array by side with my staff. We all are active participants, but outcomes and production is ultimately my responsibility.I homogeneous to think that my squad is an accumulative effort and by encouraging distributively person to come up with ideas and to share their opinions is our recipe for triumph. I occupy created a classify atmosphere that has been productive and consistent over the lead 2 years. More in-chief(postnominal)ly in my absence my team functions retributory an efficiently as if I were present . Much like how I sway my office is how I run my family. We likewise are a group of five and as the kids stomach gotten older they too have force an active participant in goal achievements. I see a lot of similar traits of how I run my office to how I run my home.It is a collaborative effort. One of my strength s a loss leader would be my communication skill. I unendingly try to take the snip to listen. I tonicity that hearing what my employees say is crucial in lead them. Our whole kit and caboodlepace is setup in a circle where we all work to stir upher. I could have one of the large offices one floor up, but rather of taking an office away from them Im right in the trenches with them. I wish them to deal that I am al slipway available for them. It is not always easy but by eliminating distractions and focusing my attention on my employees considers, demonstrates to them that I am listening.Another strength that I practice is Leading by typeface. I am the beginning( a) person in the office all(prenominal) morning, and the last person to leave every night. I want them to know that I am present and available to them whenever they need me. I do not take 2-hour lunches, play computer games, or sleep at my desk. When a new project comes a recollective I am the first person to take an assignment and my assignments are ALWAYS exact laidd on time. I practice what I expect from them, and always try to lead by congressman. For a complete self-analysis of my leadership skill I must besides address my weakness.For one several hoi polloi have old me that I am too nice. Part because of my personality and part because I think people are happier working for a handler that they get along with. But because of this trait I may sometimes come off as a pushover and people nominate be tempted to try to take advantage of our relationship. It is sometimes difficult to recall the balance between world a friend and being a boss. I bottom be tough when demand and I am working on setting better boundaries with my employees. Another weakness I have is taking on too much myself and not delegating. just about tasks I feel no-one can do as well as I can.For example we have this one large report on a shared drive that needs to be updated on a regular basis, my team provides me all the numbers, and I enter all the numbers. I think to myself that I must be the most handsomely paying(a) data entry person in the world. This is only one example of my lack of delegating skills. This weakness can sometimes create a bottleneck of work for me whereas I should be spending my time on more pressing matters. Additional it demonstrates lack of confidence and fails to develop my team into future leaders. I have been in a position term of office were a disaster. I had a high turnover rate and a low production rate.I would say that early in my position I used an autocratic approach that Just did not work for me. These types of leaders keep close supervision of employees and have a purely original relationship with their staff. They make decisions on their own without input from others. They dictate the who, how and when of work assignments. When I think about Autocratic leadership I represent that too micro- music director. When it was me, I spent more time watching them consequently working on my own assignments. Not very productive and it was too stressful for me. Another type of leadership style is the delegated.As previously utter this would be very difficult for me to be. This leader assigns work and leaves an employee to their own talents and resources to complete tasks. The employee can come and go as they wish as long as assignments or tasks are completed and turned in on time. Because outcomes are my responsibility I need to be involved in tasks, I need to know that things are on schedule and acquire done. By being an active participant admirers me to reduce my stress and be more in control. By having a better understa nd of various types of dervish styles helps me to be a more productive leader in a couple several(predicate) ways.By taking away qualities from other styles of leadership help me to become a better- rounded leader. First it reminds me how I use to feel earlier in my position. I was stressed out, tense, abrupt, and totally ineffective. I pick out that the autocratic style of leadership definitely has its place and may be effective for others however it is not the approach that works for me. I am much happier by having a relationship with my employee. I feel it is important to connect personally with those that you spend 40 lust hours every calendar week with. I like to work with people and not have people work for me.Different leadership styles can cause meshs in the workplace. For example a problem that can arise in the work place could be a personality conflict. An example of this is when new management comes on add-in and different personalities and leadership styles are int roduced. Change is never easy attest if it is thrust upon you. Another conflict that can occur is often out-of-pocket to emotion and perceptions about somebody elses intentions. This can occur for example when a leader showing favoritism for one employee over another. One of the slash things you can do to lose the respect of your subordinates by not being fair.Respect is paramount to achieve success. There are a couple of ways to overcome personality conflicts in the workplace. For one is to take the time to get to know your employees. By getting to know them, you are letting them get to know you. It is a win, win situation. Another way to avoid conflict especially if you are a new manager coming into a situation is by being clear about the focus and changes you have planned. Honesty and immunization are key to conflict resolution. An always return the best way to prevent personality conflict in the workplace, is to not take things personally.It is Just business, not personal. Fairness is of the utmost importance when dealings with teams. Favoritism has no place at work and if a manager demonstrates that they will not have the trust of their employees. Trust is a major(ip) issue, and to build trust you must be impeccable with your word. By once again communicating clearly goals and objectives and being consistent with your follow through is a good start to build trust. But if it needs to be said, Ill say it, dont show any favoritism It will be detrimental to the success of a team and all should be treated equally.Although we are all different, there are potential advantages that may be created between different leadership styles. An effective manager will recognize when to use which leadership style in order to produce results. An autocratic leader makes it own decisions without any input from others and this could be beneficial when a new direction or a drastic change is necessary. When timing is crucial and decisions need to be make this leadership st yle has its advantages. A delegating approach to leadership is the polar opposite and will assign task, provide necessary resources, and guidance, but backs off and let the team work at their own pace.This style would be advantageous if you work with a group that is passing effective, experienced, and instigated. Then there is the participative approach to leadership that is somewhere in the mettle of autocratic and delegating styles. This leader is very hands on and works with the team by building morale and most effective if demodulating is an issue. By empowering them to be part of the decision making recesses the employee feels important and can motivate them to go above and beyond what is expected of them.To increase productivity you can capitalize on the different styles of leadership based on the undivided situations. If you are in a position where decisions have to be made quickly, use the autocratic style of leadership. This style of leadership can also be a benefit if your work is particularly stressful. This can free a person to concentrate on doing their Job and not care about making decision. Utilizing a delegating approach allows a leader to capitalize n individual employees strength and talents to increase productivity.This style allows for flexibility and better collaboration. In a participative style of leadership this encourages employees to share or participate in the decision making process. Which gives the employee a vested interest in their work and can benefit productivity. Rather than sticking to one type of leadership approach evaluate the circumstances and adjust your style. The best leaders can adjust their thinking to how it is most beneficial at different times, remembering that productivity depends on effective leadership.