Finding a personal leadership style

Leader got more than one way to lead effectively, which means there is no perfect leadership style. When a leadership style that matches your strengths and weaknesses, values, beliefs and personality. Once you understand yourself enough to determine your style, then you can begin building your skills, practicing and more. Therefore, this blog is written to determining to finding my leadership style.

These first three strategies will move me through the path.

•  Consider own values - My behaviors, choices and actions will be guided by those values. All of this is a foundation of my personal leadership style.

•  Know the personality traits - Action oriented people can lead, as can disciplined planners and researchers. These natural tendencies are an important foundation for my style. 

• lValidate strengths, recognize weaknesses - Take my personality preferences and tendencies and put that together with past experiences and learning moving towards my strengths and weaknesses. 

Once i understand my own values, i can begin looking to round out my leadership style. Here are some ways i need to do:

•  Learn from, don’t emulate - Always look to leaders that i admire, there is much i can learn by observing others. Doing better and understand for own style is far healthier for the development.

• Give a time - Give myself some time to take the steps suggested. Be patient, andlearn how to get feedback from others and always improve myself.

•  Keep learning - No excuse to stop learning, or allow me to deny my weaknesses. 

Besides, my character and working style is more on care and concern for the people, with a comfortable and friendly environment and style. I assume that if employees are happy, they will work hard. I am high interest in the needs and feelings of employees affects productivity. With much of the focus on employee comfort, and i finds it difficult to punish an employee. As a result, the relationship between employee and leader is very casual, like that of friends. Besides, i realize that i had a low focus on task may give questionable results. Therefore I am belong to the country club management leadership style.

All leaders build up their own unique styles for leading and managing people. From a hiring and management perspective, understanding the nuances of individual leadership styles has an advantage of appropriately placing leaders within the workplace. Selecting the right leaders for the right jobs can be strategic in achieving both short and long-term goals for a company.

Your leadership style will address a problem differently than others. When challenges arise you can contribute best to the solution by understanding your leadership style. It may mean you’re the best to get involved with the issue or use another strategy for solving the situation. You can arrive at the most effective result by navigating the strengths of your leadership style.

To my understanding my leadership is strong on my belief because I leave my own country Malaysia and come to a virtually unknown land. My managing of my situation of transition make me a strong person within my self. With manager my emotions away from home leaving my job give me strong leadership quality. Irrespective of which category I belong to I continue to work and improve my leadership style. Finding leadership style that may work for me but the good things I have is to improve that and better utilize now in my daily like.

Like many people say every journey starts with a footstep. My journey to become a good leader started the day left my country. to enhance and better understand this unit which I am studying gives me more idea to improve and most important thing to move forward a successful leader.

Ethical Leadership

What do we mean by ethical leadership?

Ethical leadership as the demonstration of appropriate conduct through personal actions and relationships and the promotion of such conduct to subordinates through two-way communication, reinforcement, and decision making. (Dion, M. 2012)

We can’t really discuss ethical leadership without looking first at ethics. Ask 100 people or 100 philosophers, what they mean by ethics, and you might get 100 different answers.

Some of the different ways that the “ethics” is defined:

l Situational ethics - What’s right depends on the context of the situation. What’s right in one situation may be wrong in another.

l Cultural relativism - Whatever a culture deems right is ethical for that culture. No one has any right to judge the ethics of another culture except on its own terms.

l Professional ethics - Many professions – law, medicine, have their own specific codes of ethics, which all members of those professions are expected to follow. Members of those professions are considered ethical in their practice if they adhere to the code of their profession.

l Value-based ethics -The assumption here is that everyone has a set of values she lives by. A person is behaving ethically if her behavior matches her values.

l Ethics based on fairness - Ethical behavior consists in making sure everyone is treated fairly.(Palmer, D. E. 2009).

From my view, three key components of ethical leadership lead to success:  

1. Leaders become credible and authentic as ethical role models by engaging in ongoing behaviors that subordinates deem unselfish and ethically appropriate. These behaviors include being honest, showing consideration for others, and treating people fairly and with respect.

2. Ethical leadership requires emphasizing the importance and significance of ethics. Communicating about ethics on a consistent basis is a key component to ethical leadership; leaders who behave ethically but never talk to their subordinate about ethics will fall short in ethical leadership.

3. Ethical leadership entails creating ethical command climates that set the         conditions   for positive outcomes and ethically appropriate behavior and provide negative outcomes for inappropriate behavior.

  (Brown, M. E., Trevino, L. K., & Harrison, D. A. 2005).

How does effective ethical leadership affect people?

l Ethical leadership results in positive relationships between the leaders and their subordinates. Had a positive relationship with subordinates’ satisfaction with their leaders and their perceptions of how fairly their leaders treated them.

l Ethical leadership results in important behavioral outcomes as well.  subordinates to be more willing to report problems and to engage in higher levels of effort. Management and colleagues found that ethical leadership was associated with less unethical behavior and more positive helping and citizenship behavior by subordinates

From my past 10 years working experiences, I found that ethical leadership can spread through an organization all the way to the front lines. Front-line workers behaved more ethically and cooperatively when their immediate supervisors ranked high in ethical leadership. Even more interesting, ethical leadership in top management and leader teams predicted ethical and cooperative behavior of front-line employees and lower-level supervisors. This indicates that high or low ethical leadership from leaders at the very highest levels influenced leaders at lower levels, who in turn influenced the ethical behavior of everyone else.

Finally, and perhaps most important, an ethical leader never stops reexamining his own ethical assumptions and what it means to be an ethical leader. Like so many other important tasks, maintaining ethical leadership is ongoing; like only a few others, it can last a lifetime.

References

Dion, M. (2012). Are ethical theories relevant for ethical leadership? Leadership & Organization Development Journal, 33(1), 4-24. doi:http://dx.doi.org/10.1108/01437731211193098

Palmer, D. E. (2009). Business leadership: Three levels of ethical analysis. Journal of Business Ethics, 88(3), 525-536. doi:http://dx.doi.org/10.1007/s10551-009-0117-x

Brown, M. E., Trevino, L. K., & Harrison, D. A. (2005). Ethical leadership: A social learning perspective for construct development and testing. Organizational Behavior and Human Decision Processes, 97(2), 117-134. Retrieved from https://search.proquest.com/docview/223212415?accountid=164702

Management communication skill

Management communication skill

Communication is at the very heart of effective management. Management Communication Skills meets this demand and the managers want to be successful, they need good communication skills, styles and strategies.

In this discussion, I would like to analyses more on attitude and behavior during communication. At first, remember that shouting at team members with them lead to no solution; instead make the situation all the more worse. Make sure you do not lose your temper while communicating. Take care of your pitch and tone. Speak in a convincing way for people to understand what you intend to communicate. No

employee would ever like to communicate with a shabbily dressed manager. (Patton, G. H. 2005)

Let us go through various skills required for effective management communication skill:

1. Be Honest. Communicate directly with your team members rather than appointing middle men. Don't playing with information and data tampering lead to ineffective communication.

Example:

2. Speak Relevant. Loose talks must be avoided at the workplace. The choice of words is really very important in verbal communication.

3. Be Focus. As a managers must prepare their speech well in advance before addressing their team members. Managers must know what intend to communicate and ensure their team members are able to understand well. (Hunsicker, F. R. 1978)

Just want to share a situation that has happened on me and that leads me into very embarrassing moment. Still remember that when I got promoted to be a team leader, I had promised that I will give dinner to my team members. I had text a message to the group chat and told then we all have a great treat by 2 9 ! For me 2 9 is means tonight, but some how all my member taught is 29th. This misunderstanding nobody came to dinner , only me was having dinner. After this, I know that important of communication and speak relevant and write the right words. This is helps me avoid mistake because of the clear information and proper communication. 

Another point of view, effective communication practices to establish a strong business relationship. In contrast, poor communication will lead to misunderstanding and strain the productivity of the organization. (Bowes, B.2008).Awareness of such problems in communication is the first step toward solving them. Some of my own experiences when facing the communication barriers and what I will do :

1. Lower Efficiency and decreased Innovation

Nowadays, many communications are conducted by email, memo, or short video conferencing. When involved parties are not interaction with each other, that is a huge communication barrier. I have facing a serious problem, my projects result are inefficient to complete and out of my expectation and this is because of team member without implementing clear communication practices, however, company projects. On the other hand, poor communication skills result in the inadequate handling of important projects, this can decrease the team’s innovation and capacity to make positive contributions to company.

My solution: When conduct meetings try to schedule live interaction for important issues and do not rely on emails or memos to do the job. When the conference call or meeting is over, ask each participant to summarize the meeting’s content and post it where all members can read it and agree. Keep encourage team member to sharing own new idea and innovate the capacity to communicate with right direction. Can I can see the improvements within a short period.

2. Focus & listening problem

The inability to listen is a huge problem. I will often to see some of the team member interrupting speakers or planning what they will say next instead of effectively listening. Beside, some team member forget to pay attention and obviously these all reflect on their failure to listen.

My solution: I will stress the importance of listening before begin a discussion. Talk about how inattention keeps people from learning the different points of view and that they wouldn’t like that happening to them. Suggest that they focus on the person and the point they are making and to write notes later and also keep their own contributions brief and relevant. Stress that they maintain eye contact with each speaker involved. 

References

Patton, G. H. (2005). Developing business communication skills: Leveraging stage versus global processes of change in skills improvement approaches (Order No. 3196872). Available from ProQuest Business Collection. (305388331). Retrieved from https://search.proquest.com/docview/305388331?accountid=164702

Hunsicker, F. R. (1978). What successful managers say about their skills. Personnel Journal, 57(11), 618. Retrieved from https://search.proquest.com/docview/219751667?accountid=164702

Bowes, B. (2008). Building effective communicators. CMA Management, 81(9), 14-16. Retrieved from https://search.proquest.com/docview/197856913?accountid=164702

Do you LIKE your leader?

Leadership style is the way a person uses power to lead other people. Every leaders have their own character, great leader lead organization to successful. But, which type of leadership style do you like? Here are the six leadership styles, as well as a brief analysis of the effects of each style on the workplace.

“What leadership style work best for workplace”

1. “Do as I do, now”

Pacesetter leader would rather do the job themselves. They set high

standards, and they lead by example. They are loners. They expect self-direction of themselves and others. Pacesetter leaders have trouble delegating because they believe they can do the job much better than their subordinates. Pacesetter leaders don’t develop subordinates because they are continually taking away the subordinates’ responsibility and exerting their own authority.

2.“Come with me”

The authoritative leader motivated the team toward a common vision and focuses on end goals, leaving the means up to each individual.The authoritative style works best when the team needs a new vision because circumstances have changed, or when explicit guidance is not required. They persuade subordinates to do the job by explaining the “whys” behind decisions. They monitor all jobs closely and provide negative and positive feedback to their subordinates.

 3.“People come first”

The affiliate leader in this leadership style the people are the leader’s first concern. They consider concern for subordinates and personal popularity as the most important aspect of their job. They don’t provide clear direction,standards, or goals. They provide for job security and fringe benefits to keep their subordinates happy.

4.“Try this”

The coaching leader develops people for the future. The coaching style works best when the leader wants to help teammates build lasting personal strengths that make them more successful overall. It is least effective when teammates are defiant and unwilling to change or learn, or if the leader lacks proficiency.

5. “Do what I tell you”

The coercive leader demands immediate compliance. The coercive style is most effective in times of crisis, such as in a company turnaround or a takeover attempt, or during an actual emergency like a tornado or a fire. This style can also help control a problem teammate when everything else has failed. They motivate their subordinates by threats of discipline or punishment

6.“What do you think?”

The democratic leader builds consensus through participation and needs the team to buy into or have ownership of a decision, plan, or goal, or if he or she is uncertain and needs fresh ideas from qualified teammates. It is not the best choice in an emergency situation, when time is of the essence for another reason or when teammates are not informed enough to offer sufficient guidance to the leader. Democratic leaders usually reward average performance and rarely give negative feedback or punishment.

Each of the six leadership styles has advantages and disadvantages. Usually a good leader is a combination of several of these styles. You must tailor your personal leadership style to fit each situation.

For the real case sharing of my working experiences:

CEO of OPPO Electronic Sdn Bhd (MALAYSIA) - WILLIAM FANG

I am working with OPPO (MALAYSIA) almost 2 years, Company launched at 2012. at first, CEO WILLIAM FANG is definitely belong to Pacesetting style in the very early stage. From what I understand, he is want all workers follow his instruction and do what he want. Besides, he is very little time to just sit down and answer specific questions about how to get a job done efficiently. All workers are expected to pick up tasks quickly, deliver high quality results immediately. When cant reach his expectation he will get in very low temper. That is make all department so nervous and panic. Furthermore, this is the fact that sometimes good workers get left behind simply because they cannot keep up. They get overwhelmed with the whirlwind of the CEO because there is hardly ever any time to rest. After a year, business of OPPO will start to run smoothly, I can see that CEO changing his style to become an authoritative leader. He change a lot with his low temper and learn to accept workers feedback. Example like : he start have a meeting with all department leader and let everyone have chance to speak out their problem. From the conversation, he will try to solve out the problem for workers. And he was speaking with authority, and he needed his followers to understand how he wanted to achieve the vision. He become a great leader that was able to mobilize a nation towards a vision.

References List

Kathrins, R. (2007). The relationship of leadership style and types of organizational culture to the effectivness and employee satisfaction in acute care hospital (Order No. 3252355). Available from ProQuest Business Collection. (304702349). Retrieved from https://search.proquest.com/docview/304702349?accountid=164702