Leadership Capability Samples for Students †MyAssignmenthelp.com

Question: Discuss about the Developing Leadership Capability. Answer: Introduction Leadership capability is something, which brings effective supremacy skills and productiveness in its inhibitors. It is indeed very difficult to find an ideal leader that has every single characteristics of leadership. Nevertheless, leadership qualities are not particular for particular leaders. This means that different leadership qualities are being developed at different intervals of time. Moreover, some are born with sheer leadership styles but they are limited in number (Beck Cowan, 2014). The main purpose of the assignment is to understand the way to develop a leadership style in an individual. This would be done in accordance to different leadership styles and theories, which would help analyze the personal weaknesses and provide necessary solutions for the problems. Self-analysis or reflection Some of the models are extremely helpful in analyzing the personal credibility in accordance to the leadership styles. Some of the most useful leadership management tools are such as Quinn Management Questionnaire, Situational Leadership Questionnaire and Emotional Intelligence (ESCI) (Cameron et al., 2014). Different leadership analyzing tools have their own importance but they all are extremely helpful in analyzing the personal credibility as a leader. The Quinn Questionnaire does test on eight different roles such as innovator, mentor, mediator, director, stimulator, monitor, coordinator and producer. These are eight different kinds of leadership styles in the light of questionnaire. The Quinn Management Questionnaire does tell that the leaders with high scoring comprising of all the mentioned qualities are of high standard. Nevertheless, it is very difficult to find the supremacy of all the characteristics in a single leader; however, it is indeed feasible to judge leaders based on the scorings they get. It does not emphasize on a single quality alone but it gives importance to the collective workforce of those qualities (Chemers, 2014). On other hand, Emotional Intelligence is also a scoring kind of leadership analyzing theory, which says that those leaders who have better intelligence towards their emotions they are better than the rest. The emotions can be of any kind such as feeling, awareness, motivation and empathy. The list is long but the main fact behind the ESCI is the importance of emotional realization for the leaders. The leaders who have better realization of their emotions they would have better control on their actions. It means that to be a better leader it is important that the leader is aware of its personal characteristics and emotions (Chhokar, Brodbeck House, 2013). Situational leadership theory is different to Quinn ESCI in its preaching. It tells that every leader should act according to the situations. Situations can be anything, which depends on the surrounding circumstances; however, the leader should at accordingly by playing four different roles such as supporting, coaching, directing and delegating. Nevertheless, this is also very important as it imparts some useful information on the leadership style, which is very important to analyse the personal characteristics. It demands from a leader to become a coach when it is required to guide the entire team towards a direction (Daft, 2014). Comparisons Of all the three theories, situational leadership styles are the most preferred because of its beliefs, which encourages the flexible nature of leaders. Today, in the modern day business, leaders of these kinds are hugely available who make decisions based on the situations. They also achieve high rate of success, as they are situation oriented. Both the ESCI and Quinn Management Questionnaire do give some important teaching about the different qualities of leaders but they do not guide towards an action, which is more acceptable in the modern era of business. The modern era of business is more favourable and inclined to that kind of leadership, which is flexible to the surrounding nature and productive in nature. Some of the examples of situational leadership styles are of present day leaders who act according to the situation. This is because of the fact that they receive maximum number of acknowledgements even for some false commitments. It is only because they know this well that how to use the power of speech and administration. They are very active during the times of election because their intention is on getting huge favours form the customers, which is only possible if they are showing some great works. The public is aware of the fact that the government was ineffective during the entire administrative period; however, some notable works and commanding speeches are sufficient to mould the favours of public into their favour (Day Antonakis, 2012). The situational leadership style has helped in understanding some common problems, which I have in my leadership. This is something, which is preventing my success as a leader. The two problems, which I have identified, are the coaching and the directing nature of situational leadership styles. This could be very well understood from some of my past examples (Hackman Johnson, 2013). First Incident I was in a private company where my job responsibilities as to take care of a team of 15 members. The team members were efficient and skilled too but they were not dedicated to their works. This was perhaps the biggest challenge in front of me. I was the coach of some of the most undisciplined people on this world. They made my life hard by not doing any significant action against me. They just stick to their nature and carried on showing their utmost rudeness towards me. Initially, I tried my level best according to my expertise but as the day passes on, I soon started losing my confidence on the team and on my credentials. The incidents eventually landed to me no mans place. After spending some more times with them, I decided that I do not have such capabilities, which could change the behaviour of the entire team. However, the situational leadership style has helped me realize the biggest mistake, which I committed there. It was the lack of coaching quality and an underactive move towards the goal that helped me landed up with no good outcomes. I finally have to leave the company. I should have made some distinct goals to a particular direction in that company featuring some strategies such as short-term goals and long-term goals. The short-term and long-term would have given me a direction to head for and the duration of goals would have provided me enough patience, which is required with such kinds of team members. Nevertheless, a directionless move with no certain goals and objectives have landed me with low confidence and eventually forced me to quit the job (Hargreaves Fink, 2012). Second Incident Another incident did happen when I got a chance to work with a multinational company. They hired me as a supervisor based on my qualifications and the certificates, which I have from my previous employments. They gave me a team 25 members and the task was generally target oriented. The previous supervisor did leave the same job because the ex-supervisor could not come up with the expectations of the management. I hesitated initially before opting the job as I had some bitter past behind me but eventually, made up my mind and agreed to work for them. The reason behind making up of decision was the background of the team members. Moreover, they were disciplined employees but had les skills of making sales. This is why they were not able to come up to the expected target. I just thought that luckily I got a team, which is dedicated towards their job responsibilities. This is why I was confident that I would make things wonder for this company. However, the situation that turned around w as very different to my perceptions. The team had some serious understanding and grasping skills. They were low on confidence because of their recent performances. Their recent performances have reflected hugely on their credibility and mentality. Because of which, they have now become stagnant and are showing no sign of improvement. Nevertheless, the latest experience have made me more worsened about my confidence level as I gain failed to successfully lead the team to the targeted goal (Klenke, 2016). The above two incidents have certainly hurt me and made me broke down completely; however, the leadership theories have helped in finding the weakness in me and the possible causes behind two of my past failures. The theory of self-confidence has helped me analyze that I lacks in coaching skills and I lacks in a directional move too. Moreover, the theory helps me understands that the main problem in my past supervisions instances was the lack of self-confidence, which is very important for a leader (Mendenhall, 2012). Literature review Different kinds of leadership theories do preach different kinds of lessons to the world of business. The theories of leadership are of four kinds such as Trait theory, Behavioural theory, Contingency theory and Full-range theory. Self-confidence is related to the Behavioural theory, which governs a fact that leaders are born different leadership qualities, which are only specific to the leaders. Self-confidence is an integral part of a leader, which encourages the leader for making some bold and gutsy decisions in the time when it is required the most (Nahavandi, 2016). Self-confidence is something that makes tough tasks look like a small task. Situations are not always alike for leaders; they rather have to take some gutsy decisions, which is just the reflection of sheer confidence they have on their own skills. For example, in the highly competitive market of the modern era of business, business managers always get some chances where they have to make some bold decisions required to be in competition in the market. In the present nature of market, there is hardly any time to stay behind and think on some planning. The market nature rather demand for some quick analytical skills and the situation analysis, so that, a quick action can be made in response to the created urgency (Northouse, 2012). If Self-confidence is nothing then what has made Colonel Harland Sanders believe on some cheapest kitchen recipes, which eventually helped him becoming one of the most admired living billionaire of the world. The list is long, which is filled with many great leaders such as Bill Gates. The endless stories of these leaders do very well cite the importance of self-confidence, which plays a huge role in making gutsy decisions (Rice, 2013). Sometimes, it is better to think of the track and this is when self-confidence matters the most. Self-confidence is a born quality in some leaders but this does not at all mean that ordinary leaders cannot think confidence. They rather can by just following the footsteps of some of the most successful stories of confident leaders. It is an undeniable fact that successful leaders have different sets of qualities in them of which self-confidence is one quality. This is the one quality, which gives the foundation of some institutional thoughts in some or dinary leaders (Rodd, 2012). The possession of self-confidence in can be achieved with the help of some institutional thoughts and with the help of two important characteristics of leaders such as coaching and the directional move. These are two important qualities, which prevent leaders going down on their self-confidence. Moreover, these two are those qualities, which need some institutional trainings and development program. Nevertheless, the training and development program is not only sufficient. The adherence to some of the highly successful leaders is necessary in this context. This would help in grabbing the hidden facts behind the success. However, the leadership style and the required resources for the same might not be the same kin every company as small sized organizations have less resources available to them than the multinational companies (Tannenbaum, Weschler Massarik, 2013). To become an efficient leader in the light of leadership theory of self-confidence, it is also important that the respec tive country have necessary resources available to them to facilitate and encourage the leadership styles of some top multinational companies. To become a Bill Gates, it is also important that the company have some unique product lines. It is not necessary that every company be on the same line to but uniqueness in some part is very much required. Some has better products whereas some has good customer service. Nonetheless, a leader full of self-confidence can try to bring wonders to its company (Verba, 2015). Conclusions The leadership development, which has been identified in the reflective session of the assignment, requires some positive move from the management in the degree colleges and the universities. The learning can be done by segmenting different required things and allocating different sets of deadlines for each of the segmentation. The development program is for the two identified problem, which hampers the governance of a leader in the organization. The lack of coaching skills and the directional move would be the highlight of the action plan. The management first need to communicate the action plan with the respective professors and tutors. This would help implement the development program for the identified skills and the leadership style. Once the communication is done with respective professors and tutors, it is now important to plan the development program by sitting with the professors and the tutors. This is because that the professors and the tutors are very close to their respe ctive group of students, which is why they are better aware of their students. It would help the management in planning something most feasible to the environment. The plan would be made such as short-term development program or long-term development program. The management is then required to allocate the required resources to the development program. The development program is like short-term courses, which would be given to the students in their spare time. Therefore, it is necessary that the development program does not overlap the fundamental study, which is more required for an academic study. After planning the duration of the courses, the same is needed to be communicated among the students in order to make them aware of the plan. This would also help them allocate their different tasks accordingly. References Beck, D. E., Cowan, C. (2014).Spiral dynamics: Mastering values, leadership and change. John Wiley Sons. Cameron, K. S., Quinn, R. E., DeGraff, J., Thakor, A. V. (2014).Competing values leadership. Edward Elgar Publishing. Chemers, M. (2014).An integrative theory of leadership. Psychology Press. Chhokar, J. S., Brodbeck, F. C., House, R. J. (Eds.). (2013).Culture and leadership across the world: The GLOBE book of in-depth studies of 25 societies. Routledge. Daft, R. L. (2014).The leadership experience. Cengage Learning. Day, D. V., Antonakis, J. (2012).The nature of leadership. Sage. Hackman, M. Z., Johnson, C. E. (2013).Leadership: A communication perspective. Waveland Press. Hargreaves, A., Fink, D. (2012).Sustainable leadership(Vol. 6). John Wiley Sons. Klenke, K. (Ed.). (2016).Qualitative research in the study of leadership. Emerald Group Publishing Limited. Mendenhall, M. E. (2012).Global leadership: Research, practice, and development. Routledge. Nahavandi, A. (2016).The Art and Science of Leadership -Global Edition. Pearson. Northouse, P. G. (2012).Leadership: Theory and practice. Sage. Rice, A. K. (Ed.). (2013).Learning for leadership: Interpersonal and intergroup relations. Routledge. Rodd, J. (2012).Leadership in early childhood. McGraw-Hill Education (UK). Tannenbaum, R., Weschler, I., Massarik, F. (2013).Leadership and organization. Routledge. Verba, S. (2015).Small groups and political behavior: A study of leadership. Princeton University Press.