Self-Leadership Paper

Unit-5
Self- Leadership Paper Final version
Prashanth Reddy Poola
Globe University/Minnesota School of Business
MSM Information Technology
Politics of Leadership in Global Economy
Professor: Dr. Frank Plachecki
October 31, 2015

Self-Leadership Paper

Leadership is the ability to inspire motivation in others to move toward a team so they work
together toward the same goal. While management is focused on tasks, leadership is focused on
the person.
In my experience Leadership involves:

Establishing a clear vision,

Sharing that vision with others so that they will follow willingly,

Providing the information, knowledge and methods to realize that vision, and

Coordinating and balancing the conflicting interests of all members and stakeholders.

Self-Leadership is The ability to get yourself to do what needs to be done, when it needs to be
done, whether you feel like it or not, and still do it well.
That contains four elements:

Action (what needs to be done),

Timing (when it needs to be done),

Motivation (whether you feel like it or not) and

Quality (do it well).

There are different types of leadership styles

Laissez-Faire
A laissez-faire leader lacks direct supervision of employees and fails to provide regular feedback
to those under his supervision. Highly experienced and trained employees requiring little
supervision fall under the laissez-faire leadership style. However, not all employees possess
those characteristics. This leadership style hinders the production of employees needing
supervision. The laissez-faire style produces no leadership or supervision efforts from managers,
which can lead to poor production, lack of control and increasing costs.
Autocratic
The autocratic leadership style allows managers to make decisions alone without the input of
others. Managers possess total authority and impose their will on employees. No one challenges

Self-Leadership Paper

the decisions of autocratic leaders. Countries such as Cuba and North Korea operate under the
autocratic leadership style. This leadership style benefits employees who require close
supervision. Creative employees who thrive in group functions detest this leadership style.
Participative
Often called the democratic leadership style, participative leadership values the input of team
members and peers, but the responsibility of making the final decision rests with the participative
leader. Participative leadership boosts employee morale because employees make contributions
to the decision-making process. It causes them to feel as if their opinions matter. When a
company needs to make changes within the organization, the participative leadership style helps
employees accept changes easily because they play a role in the process. This style meets
challenges when companies need to make a decision in a short period.
Transactional
Managers using the transactional leadership style receive certain tasks to perform and provide
rewards or punishments to team members based on performance results. Managers and team
members set predetermined goals together, and employees agree to follow the direction and
leadership of the manager to accomplish those goals. The manager possesses power to review
results and train or correct employees when team members fail to meet goals. Employees receive
rewards, such as bonuses, when they accomplish goals.
Transformational
The transformational leadership style depends on high levels of communication from
management to meet goals. Leaders motivate employees and enhance productivity and efficiency
through communication and high visibility. This style of leadership requires the involvement of

Self-Leadership Paper

management to meet goals. Leaders focus on the big picture within an organization and delegate
smaller tasks to the team to accomplish goals.
Every leader has a different way of work style based on their strengths and abilities.
According to Dr. Roger Allen leadership depends on different roles based on the techniques,
strategies, performance and traits.
Some the strategies are:

Leadership orientation and commitment

Integrated management of business performance

Chartering the change process

Development of strategy and vision

Assessment of the business and organization

Strategic leadership Essential skills:

Anticipate

Challenge

Interpret

Decide

Align

Learn

According to Ronald Riggio (2009), "Leaders who are positive, inspiring, and who
empower and develop followers are better leaders. They are more valued by followers and higher

Self-Leadership Paper

performing teams. By working on the 4 key components of transformational leadership, we can

all become better leaders and better persons in general.

1. Be a positive role model

2. be optimistic and inspirational
3. Challenge, but support
4. Listen to followers and be genuinely concerned" (Ronald Riggio, 2009)
Approach
"The superior leader gets things done with very little motion. He imparts instruction not
through many words but through a few deeds. He keeps informed about everything but
interferes hardly at all. He is a catalyst, and though things would not get done well if he weren't
there, when they succeed he takes no credit. And because he takes no credit, credit never leaves
him" (Lao Tse & Tao Te Ching). Some of the concepts or emphasis to analyze the self-profile
leadership qualities are to know the strength, weakness, opportunities and threats for the
following factors like traits, ability, knowledge, skills, behavior, relationship building,
techniques, decision making, problem solving and analytical.

Objectives
Leadership self-profile is a multidimensional and requires assessing self, people, strategies,
global factors and changes. By assessing the leadership self-profiles is reliant on what others
think about leadership qualities. Leadership capabilities can be developed by knowing the
True sense of what real qualities a leader must possess.
1. Focusing on complex issues
2. Commitment and To know the constraints, demands and choice
3. Good understanding & Highly creative and innovative

Self-Leadership Paper

Conclusion:
Leadership self-profile is known as the key evaluation of skills, social, abilities, knowledge,
responsibilities, qualities and creating a collaborative environment for a group to achieve
success.

References:
Allen, R. K. (2012). Leadership process.The center for organizational design.com. Retrieved
http://www.centerod.com/2012/02/leadership-process/
Dodd, B. (2011, April 28). The top 10 benefits of leadership.Briandoddleadership.com.
http://www.briandoddonleadership.com/2011/04/28/thetop-10-benefits-of-leadership/
Field, K., Holden, P., Lawlor, H. (2002). Effective subject leadership. New York: Routledge,
Taylor & Francis Group.
Galford, R. M. &Maruca, R. F. (2011).Your leadership legacy.
http://www.yourleadershiplegacy.com/assessment/assessment.php
http://www.businessdictionary.com/definition/leadership.html#ixzz3pW2Wl6PK
http://smallbusiness.chron.com/5-different-types-leadership-styles-17584.html