Assignment Detailsshare Your Experiences Of Working With A Leader ✓ Solved

Assignment Details: Share your experience(s) of working with a leader. Consider the following: · Was this person an inspiring leader or more of a command-and-control style leader? · What lessons did you learn from that experience? · What are the positive skills the leader demonstrated that you may incorporate into a leadership training program? · How would you describe, in a few short sentences, the ideal leader to work for in today’s VUCA (volatile, uncertain, complex, and ambiguous) environment? Please provide a brief rationale for your response. ** MUST BE MINIMUM OF 250 WORDS 2 PARAGRAPHS Assignment Details part2: For this assignment, complete the Leadership Circle Profile Self-Assessment and reflect upon your results in a journal.

In this course, the journals will be used for reflection. In this reflective journal, you are not required to use sources; however , you can emphasize and support your thinking with resources if you feel it is applicable. Address the following: · Purpose: How are self-assessment tools, such as the Leadership Circle profile, useful to you as a developing leader? Explain. · Impact: What part of your results were the most impactful? Explain. · Application: How could you apply the results of your assessment in your current or intended industry or job?

Explain. · Reflection: Consider your comfort level with the scaling leadership concept, with modifying your leadership style to be more of a transformational leader, and with using more of the creative competencies discussed in the Scaling Leadership resource. **Use double-spacing, 12-point Times New Roman font, and one-inch margins. This assignment should be 1 to 2 pages in length. You are not required to use sources; however, if you choose to use sources they should be cited in APA format.

Paper for above instructions

Experiences of Working with a Leader

Throughout my professional journey, I had the opportunity to work under a remarkable leader named Sarah, who exemplified inspirational leadership in a challenging corporate environment. Unlike a command-and-control leader, Sarah utilized a collaborative approach that encouraged empowerment and autonomy among team members. Her ability to articulate a compelling vision and communicate the significance of every individual's contributions played a significant role in fostering a sense of ownership within the team. During a critical product launch, she organized brainstorming sessions that encouraged team input, demonstrating her belief in collective intelligence over unilateral decision-making. This approach not only boosted team morale but also cultivated a work environment in which creativity flourished, leading to innovative solutions that surpassed our initial goals.
From this experience, I learned the importance of transparency and empathy in leadership. Sarah consistently made an effort to understand team members’ perspectives, which built trust and strengthened relationships. I aim to incorporate these positive skills, such as active listening, being approachable, and practicing emotional intelligence, into any leadership training program I may develop in the future. In today’s VUCA environment, the ideal leader should possess adaptability, resilience, and inspirational motivational skills to navigate uncertainties and complexities. They should empower their followers to embrace change, utilize creative problem-solving, and innovative thinking while fostering an inclusive climate. By being a supportive coach and a visionary, such leaders can effectively guide their teams through disruption, allowing both the organization and its employees to thrive.

Leadership Circle Profile Self-Assessment Reflection

The Leadership Circle Profile (LCP) serves as a powerful self-assessment tool for leaders looking to develop their skills further. It offers a structured method to evaluate my leadership competencies and identify areas for improvement. By providing insights into both reactive and creative leadership styles, the LCP illuminates tendencies that may hinder or enhance my leadership effectiveness. As a developing leader, these assessments are particularly useful as they offer a balanced perspective between my innate leadership abilities and areas requiring growth.
One result that resonated with me was my score in the category of "Achieving." It highlighted my inclination toward goal-setting and performance outcomes but also pointed out that I sometimes prioritize results over relationships. This realization motivated me to reflect on the importance of maintaining a balance between achieving targets and nurturing interpersonal relationships within the team. In my current role in project management, I can apply this knowledge by creating an atmosphere built on collaboration and open communication while still setting ambitious project objectives. Growing in this area may also encourage team members to share their insights and foster greater collective commitment to our shared goals.
As I reflect on my comfort level with the scaling leadership concept and my willingness to modify my leadership style, I find that embracing transformational leadership principles will be essential for my development. Transformational leaders inspire their teams and encourage innovation through creativity. I am keen to incorporate these creative competencies into my leadership practice. Adapting to a more inclusive and inspiring leadership style, especially in the context of a volatile, uncertain, complex, and ambiguous (VUCA) environment, will enhance my capability as a leader and contribute to overall organizational success.

References

1. Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.
2. Goleman, D. (2000). Leadership that gets results. Harvard Business Review, 78(2), 78-90.
3. Heifetz, R., & Laurie, D. L. (1997). The work of leadership. Harvard Business Review, 75(1), 124-134.
4. Kotter, J. P. (1996). Leading change. Harvard Business Review Press.
5. Northouse, P. G. (2018). Leadership: Theory and practice. SAGE Publications.
6. Schein, E. H. (2010). Organizational culture and leadership. Jossey-Bass.
7. Senge, P. M. (2006). The fifth discipline: The art and practice of the learning organization. Crown Business.
8. Stone, D. N., & Patton, B. (2011). Difficult conversations: How to discuss what matters most. Penguin Group.
9. Tannenbaum, R., & Schmidt, W. H. (1958). How to choose a leadership pattern. Harvard Business Review, 36(2), 95-101.
10. Zenger, J., & Folkman, J. (2002). The extraordinary leader: Turning good managers into great leaders. McGraw-Hill.
This assignment illustrates my reflections on working under an inspirational leader and the invaluable lessons gained from that experience. By integrating what I learned into my development as a leader, particularly through the insights gained from the Leadership Circle Profile, I can become adept at navigating today's complex organizational environments.