Leadership self-assessment: Regarding the four areas of the leadership selected in the previous journal now let us self-analyse them and summarise the results in the following way. This self- assessment is designed or made to recognize and develop the leadership skills they need to develop in further.
The first leadership skill is “management”. Management is the process of achieving goals through the use of people and other resources. It includes planning, organising, staffing, directing, and controlling. Managers are responsible for ensuring that an organisation’s resources are used effectively and efficiently to achieve its goals.
The second leadership skill selected is “employment”. Employment involves the process of recruiting, selecting, and training employees. Employers must ensure that their employees have the necessary skills and knowledge to perform their jobs effectively. They also need to provide employees with motivation and incentives to encourage them to do their best work.
The third leadership skill selected is “leadership”. Leadership involves influencing others to achieve organisational goals. Leaders must be able to motivate and inspire employees to work towards common objectives. They also need to be able to build trust and relationships with employees.
The fourth leadership skill selected is “communication”. Communication involves the process of exchanging information between two or more people. It includes both verbal and nonverbal communication. Effective communication is essential for managers to be able to convey their instructions and expectations to employees. It is also necessary for leaders to be able to build relationships with employees.
Let us begin with the self-assessment by answering the following questions about various sectors of leadership, based on our selections in Working with Others, Improving Services, and Creating a Vision.
1. What is our preferred leadership style?
There are many different ways to lead others, and no single leadership style is the right fit for every situation. The key is to find the management approach that works best for you and your team. Do you prefer to lead by example? Do you like to give clear instructions and then step back to let your team take the reins? Do you prefer a more hands-on approach, or do you prefer to delegate tasks and empower your team members to make decisions on their own?
2. How well do we communicate our vision for the future?
It’s important that leaders are able to articulate their vision for the future, so that employees understand what they’re working towards and can buy into the company’s goals. Do you feel like you’re able to clearly communicate your vision for the future, or do you find it difficult to put your thoughts into words?
3. How well do we delegate tasks and empower our team members to make decisions?
One of the most important aspects of leadership is delegation – knowing when to hand over responsibility to others. Are you comfortable delegating tasks and giving team members the autonomy they need to perform at their best, or do you tend to micromanage?
4. How well do we handle conflict within the team?
Conflict is inevitable in any workplace, but it’s how you handle conflict that really matters. Do you shy away from conflict, or do you see it as an opportunity to learn and grow? Do you tend to take sides in arguments, or do you try to mediate and find a compromise that everyone can live with?
5. How well do we manage our own time and resources?
As a leader, it’s important to be efficient and effective in the way you use your time and resources. Are you able to prioritize your tasks and stay organized, or do you find yourself constantly playing catch-up?
6. How well do we motivate and inspire our team members?
Motivation is key to keeping employees engaged and productive. As a leader, it’s important to find ways to keep your team motivated – whether it’s offering incentives, providing positive feedback, or simply being a role model.
7. How well do we build relationships with our team members?
Good leaders know that strong relationships are key to a successful team. Do you take the time to get to know your team members on a personal level, or do you tend to keep things strictly business? Do you make an effort to build trust and rapport, or do you find it difficult to let down your guard?
A servant leadership style and psychological trait refers to the ability to serve, support, encourage, and empower others. Rather than thinking of themselves as superior beings who always need to be served, this type of leadership may be described as a form of service leadership. Also known as service leadership performance of the behavior and attitude of providing services to others, this idea of leadership might be summed up as servant leadership.
In the following of paragraphs, according to Robert K. Greenleaf’s “The Servant as Leader” and other leadership scholars, the definition, characteristics and advantages of servant leadership will be analyzed.
First and foremost, it is important to understand what is servant leadership and its relationship with management and employment. According to Robert K. Greenleaf, “The servant-leader is a servant first… It begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead” (Greenleaf 10).
In other words, a servant leader puts others first instead of themselves; they want to help people reach their potentials. The word “servant” does not mean that servant leaders are subservient to their followers. They are servants in the sense that they are willing to help others reach their goals and help them grow as individuals.
Servant leadership is often confused with management or employment. Management is about controlling and directing people to achieve organizational goals. Employment is a contractual agreement between an employer and an employee in which the employee agrees to work for the employer in exchange for compensation. Servant leadership is neither of these things. It is a relationship between leader and follower in which the leader’s primary motivation is to serve the follower. The leader’s goal is to help the follower grow and develop into their fullest potential.
There are many different characteristics of servant leaders, but some of the most important ones are listed below:
– They have a strong desire to serve others.
– They are committed to the growth and development of their followers.
– They possess emotional intelligence and are able to effectively communicate with and understand their followers.
– They create an environment of trust and respect.
– They are willing to sacrifice their own interests for the sake of their followers.
There are many advantages to being a servant leader. Some of these advantages include:
– Servant leaders are more likely to be successful in achieving their goals because they are focused on helping others achieve theirs.
– Servant leaders create an environment of trust, respect, and cooperation.
– Servant leaders develop strong relationships with their followers.
– Servant leaders are more likely to be perceived as fair and just.
If you are interested in becoming a servant leader, there are many resources available to help you. There are books, articles, workshops, and even online courses that can help you learn more about this type of leadership. The most important thing is to start with the right attitude and motivation. Remember, servant leadership is about putting others first. If you can do that, you will be well on your way to becoming a successful servant leader.