Leadership Characters

This essay has a total of 1455 words and 6 pages.

Leadership

Leadership comes in many different forms but they all are heading toward the same goal;
and that is to communicate with people. Some people are silent leaders and lead by example
some are more vocal. Nevertheless, whatever type of leader you are, there are certain
criteria that must be met. For example being a good role model, being dependable, being
trust worthy, these are all things that a true leader must possess. However, all leaders
have their strengths and weakness and these are a few areas in which men and woman
striving to become leaders often have trouble dealing with.


All to often leaders become over defensive and it beings to tear away at the seams of a
cohesive unit. A little defensiveness is healthy self-protection...like your immune
system. Excessive defensiveness will prevent you from learning from your mistakes after
all, why do anything different, if all your mistakes are someone else's fault? Feeling
angry because of changes imposed from above? Attack the stupidity of your bosses and you
will feel better! This move can be self-defeating if it stops you from understanding their
rationale and coming to terms with your own resistance to change. If you have healthy
self-esteem, you should be able to admit your mistakes if you have low self-esteem you
will either be too hard on yourself for even small mistakes, or you will overreact and
defensively never admit them! When you anticipate the failure of one of your projects, do
you start telling people why it will fail? You are setting up your defenses in advance so
you will not have to create them after the fact. Advance defensiveness can even facilitate
failure. Some people will even sabotage their own projects, when they start to think they
will fail, if they can do so in a way that ensures their getting off the hook. Recognizing
and avoiding your own excessive defensiveness is not easy if you have developed a pattern
of protecting a fragile self esteem in this way. However, you will not keep up with the
demand in today's competitive market to learn faster if you do not confront this issue for
yourself.


Assertiveness - you may think you are assertive just because you rant and rave at times.
Maybe you often give in to others, kidding yourself that you are just being reasonable. So
how can you say "no" to your boss or others without incurring their wrath? Say "Yes,
but"... and find a way to help others get what they want without you doing it! On the
other hand,...you negotiate priorities. Which crisis do they want handled first? A flat
"no" is always confrontational even if not expressed aggressively. Being assertive just
means speaking firmly about how you feel about a situation. It is less confrontational to
refer to YOUR feelings rather than the other's behavior. The other party as an attack may
experience arguing even if you speak gently. You can be assertive simply by asking
questions making statements is more confrontational if you are trying to make a point, ask
questions to lead the other party to your conclusions. Emphasizing areas of agreement
before discussing differences defuses conflict and confrontation Assertiveness...getting
the words and the balance just right takes a lot of practice. Practice works best with
frequent feedback from someone you trust. You need to be assertive to keep yourself from
sliding into burnout due to excessive stress. The benefit to you is control over your
priorities rather than being driven by demands, you feel unable to manage.


Delegating - What's the difference between delegation and empowerment? Empowerment relates
to larger scale culture change it involves instituting a completely new way of working.
Delegation refers to specific, one-off, decisions it means letting someone else make
decisions you normally make Just giving someone tasks to do is not really delegation For a
specific project, decision or period, someone is your delegate. The challenge is to give
clear direction but not too much focus on the outcome expected. Be clear on the authority
and limits you are delegating, is your delegate to decide just how to achieve a task, or
is there to be latitude on what and when? What support does your delegate require? What
recourse should be taken and under what conditions? What feedback do you require and how
often? Ask open questions to verify understanding not closed questions like ''Do you
understand?'' How would you define a satisfactory outcome? Are you betraying your
reluctance to let go by asking for too much reassurance?


Team building - Most organization reward individual success/accountability, making real
teamwork extremely difficult. Avoid ''groupthink'' by rewarding openness - thank people
for bad news and for disagreeing with you. Frowning, scowling, and defending your own
views will turn teamwork into conformity. Excessive use of authority, however subtle,
Continues for 3 more pages >>




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