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Observational Exercise Leadership Skills Purpose 1. To develop an understanding of different types of leadership skills 2. To examine how leadership skills affect a leader’s performance Directions 1. Your task in this exercise is to observe a leader and evaluate that person’s leadership skills. This leader can be a supervisor, a manager, a coach, a teacher, a fraternity or sorority officer, or anyone who has a position that involves leadership.

2. For each of the groups of skills listed below, write what you observed about this leader. Name of leader: ________________ Administrative skills Managing people Poor Weak Average Good Very good Managing resources Poor Weak Average Good Very good Showing technical competence Poor Weak Average Good Very good Comments: Interpersonal skills Being socially perceptive Poor Weak Average Good Very good Showing emotional intelligence Poor Weak Average Good Very good Managing conflict Poor Weak Average Good Very good Comments: Conceptual skills Problem solving Poor Weak Average Good Very good Strategic planning Poor Weak Average Good Very good Creating vision Poor Weak Average Good Very good Comments: Questions 1.

Based on your observations, what were the leader’s strengths and weaknesses? 2. In what setting did this leadership example occur? Did the setting influence the kind of skills that the leader used? Discuss.

3. If you were coaching this leader, what specific things would you tell this leader about how he or she could improve leadership skills? Discuss. 4. In another situation, do you think this leader would exhibit the same strengths and weaknesses?

Discuss. Reflection and Action Worksheet Leadership Skills Reflection 1. Based on what you know about yourself and the scores you received on the Leadership Skills Questionnaire in the three areas (administrative, interpersonal, and conceptual), how would you describe your leadership skills? Which specific skills are your strongest, and which are your weakest? What impact do you think your leadership skills could have on your role as a leader?

Discuss. 2. This chapter suggests that emotional intelligence is an interpersonal leadership skill. Discuss whether you agree or disagree with this assumption. As you think about your own leadership, how do your emotions help or hinder your role as a leader?

Discuss. 3. This chapter divides leadership into three kinds of skills (administrative, interpersonal, and conceptual). Do you think some of these skills are more important than others in some kinds of situations? Do you think lower levels of leadership (e.g., supervisor) require the same skills as upper levels of leadership (e.g., CEO)?

Discuss. Action 1. One unique aspect of leadership skills is that they can be practiced. List and briefly describe three things you could do to improve your administrative skills. 2.

Leaders need to be socially perceptive. As you assess yourself in this area, identify two specific actions that would help you become more perceptive of other people and their viewpoints. Discuss. 3. What kind of problem solver are you?

Are you slow or quick to address problem situations? Overall, what two things could you change about yourself to be a more effective problem solver?

Paper for above instructions

Leadership Skills Observational Exercise

Introduction

Leadership is not a one-size-fits-all trait; it encompasses a variety of skills, styles, and competencies. In attempting to observe and analyze leadership skills, I chose to observe a local sports coach at a community center. Coach Michael is in charge of a youth soccer team and displays various leadership characteristics pivotal for guiding young athletes. This observational exercise will explore key skills under three primary categories: administrative, interpersonal, and conceptual skills.

Skill Observations

A. Administrative Skills

1. Managing People: Good
Coach Michael has effectively managed his team by fostering an environment of respect and trust. He maintains discipline, while also being approachable to his players’ concerns. Observationally, he balanced authority and friendliness, leading to a cohesive team dynamic.
2. Managing Resources: Very Good
He wisely allocates resources, including equipment and training time. By ensuring that every player has access to the necessary gear and pairing players based on skillsets during practices, he optimizes resources efficiently.
3. Showing Technical Competence: Average
While Coach Michael understands the fundamentals of soccer, his technical knowledge is somewhat limited compared to more experienced coaches. This gap sometimes affects his coaching on advanced tactical skills.
Comments: Overall, Coach Michael excels in managing people and resources effectively. His technical competence, while sufficient, could benefit from further development.

B. Interpersonal Skills

1. Being Socially Perceptive: Good
Coach Michael demonstrates a keen awareness of the social dynamics among his players. He often recognizes when a player is feeling anxious or disengaged, choosing the right moments to provide encouragement.
2. Showing Emotional Intelligence: Very Good
He effectively navigates players' emotions, ensuring they feel understood and valued. For instance, he takes time after disappointing games to help them process the experience positively.
3. Managing Conflict: Average
Conflicts occasionally arise, and while he addresses them, there are moments where he could expedite resolution by facilitating dialogue among the players involved instead of individually resolving issues.
Comments: Coach Michael's strengths in emotional intelligence and social awareness significantly enhance the team's overall morale, but he has some room for improvement in conflict resolution.

C. Conceptual Skills

1. Problem Solving: Good
He demonstrates good problem-solving skills, often adapting game strategies mid-match based on the opposition's behavior. This flexibility fosters resilience in the players and prepares them to think tactically.
2. Strategic Planning: Very Good
Coach Michael outlines a clear season strategy that emphasizes skill improvement, team cohesion, and individual player growth. His ability to formulate a vision gains buy-in from both players and parents.
3. Creating Vision: Very Good
His vision for the season emphasizes development and fun over winning at all costs, which aligns with the players’ age and growth needs. His motivational speeches help reinforce this vision.
Comments: Coach Michael excels in strategic planning and vision creation, although there are instances where he could enhance problem-solving effectiveness.

Questions and Analysis

1. Leader’s Strengths and Weaknesses

Coach Michael’s strengths lie in his ability to manage people, show emotional intelligence, and execute strategic planning effectively. His weaknesses, on the other hand, include limited technical knowledge and moderate competency in conflict management.

2. Setting Influence on Skills

The setting—a community sports environment—greatly influenced the skills Coach Michael utilized. In a youth-focused context, interpersonal skills and emotional intelligence took precedence, as these elements are paramount when working with young athletes. However, in a competitive professional environment, a coach may need a stronger emphasis on strategic planning and technical skills.

3. Suggestions for Improvement

To enhance his leadership skills, I would suggest that Coach Michael:
- Pursue professional development opportunities or attend coaching clinics to boost technical understanding.
- Improve conflict management by actively encouraging open communication and facilitating conflicts through team discussions.

4. Potential Variation in Strengths and Weaknesses

While I believe Coach Michael exhibits unique strengths tied to his coaching environment, these strengths may not be as pronounced in a different context. For example, in a corporate setting, technical knowledge and problem-solving may need to overshadow interpersonal skills.

Reflection and Action Worksheet

Leadership Skills Reflection

1. After evaluating my own leadership skills through the Leadership Skills Questionnaire, I identify my strongest skills as emotional intelligence and strategic planning. However, my administrative skills require improvement, particularly in resource management. My current leadership role requires a balanced skill set to effectively lead a diverse team.
2. I agree that emotional intelligence is a crucial interpersonal leadership skill. My emotions significantly impact how I lead; they can foster connection and trust but can also cloud judgment during conflicts. Recognizing this duality allows me to harness emotional intelligence thoughtfully.
3. Skills must adapt to situational demands. While administrative skills are crucial at all levels of leadership, executives may require more conceptual skills than a lower-level supervisor. Each leadership level demands adaptability in skill application and demonstration.

Action Steps

1. Improving Administrative Skills:
- Time Management Workshops: Attend a workshop to learn efficient resource allocation.
- Online Courses: Enroll in online courses focusing on project management tools.
- Mentorship: Seek a mentor with strong administrative skills to gain insights.
2. Increasing Social Perceptiveness:
- Active Listening: Practice active listening during conversations to enhance understanding of others' viewpoints.
- Feedback Sessions: Conduct regular feedback sessions to engage with team perspectives actively.
3. Becoming a Better Problem Solver:
- I tend to be a quick problem solver, addressing issues as they arise; nevertheless, I could work on being more methodical in my approach. To improve, I must:
- Implement a Structured Approach: Create checklists to follow in troubleshooting scenarios.
- Seek Diverse Perspectives: Involve team members in problem-solving discussions to expand the range of input and solutions.

Conclusion

This observational exercise reinforced the complexities of leadership, highlighting the significance of diverse skills across various contexts. Through thoughtful analysis of Coach Michael's abilities and reflection on my leadership practices, I found actionable insights that have both immediate and long-term implications for my personal development as a leader.

References

1. Goleman, D. (2006). Emotional Intelligence: Why It Can Matter More Than IQ. Bantam.
2. Yukl, G. (2010). Leadership in Organizations. Pearson.
3. Bass, B. M. (1990). From Transactional to Transformational Leadership: Learning to Share the Vision. Organizational Dynamics.
4. Northouse, P. G. (2018). Leadership: Theory and Practice. Sage Publications.
5. Collins, J. (2001). Good to Great: Why Some Companies Make the Leap... and Others Don’t. HarperCollins.
6. Mintzberg, H. (2009). Managing. Berrett-Koehler Publishers.
7. Bennis, W. (2009). On Becoming a Leader. Basic Books.
8. Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.
9. Kouzes, J. M., & Posner, B. Z. (2012). The Leadership Challenge. John Wiley & Sons.
10. Katz, R. L. (1974). Skills of an Effective Administrator. Harvard Business Review.