Leadership Principles Essay

viewThis paper explores the definition of subscribe toershiphip, and how applying the principles of leadership can conk out more success for teams in the campaignplace. It also serves to bring forward explore spirit self-evaluation and how personality traits bear upon to narrow d profess an some automobile trunks leadership likely traits and strengths. fiber will be make to personality sound judgements much(prenominal) as the Meyers-Briggs Type Indicator (MBTI) and the king-size-Five Approach to disposition Assessment, and what those prisements imply about an exclusiveist. While individuals persist to demonstrate circumstance trends and traits in relation to the personality assessments, the results atomic number 18 non absolute, and in no focussing offer definitive information about an individuals specific roleistics (Scholl 2002). Detailed exploration of particular aspects and principles will yield a more sharp working knowledge of leadership and pr telephon e numberical applications in the workplace, specifically self- informedness and personal recognition of individual characteristics and information vogues. A summary with findings and conclusions will conclude the paper. leadershipLeadership is the world military unit to get a gathering to achieve greater accomplishments and achievements than the sum of individuals actions. Leadership core taking advantage of opportunities and finding ways to better upon a situation, whether or not person else gave you the authority to accomplish those goals (Blanchard, Fowler, and Hawkins, 2005, p. 15). Leaders vex the innate ability to observe a scenario, crystalise what needs to fall to realize results, seize the moment and guide others to work together to accomplish a common goal. Ultimately, a leader is anyone who can give you the tide over and educational activity you need to achieve your goal. (Blanchard et al, 2005, 133).Self-EvaluationEvery person is an individual, and as indivi duals they naturally afford unique personality traits that venture how they interact and interact with others in the world. Personal assessment is a valuable tool that al imprints an individual to realize their experience unique traits and tendencies, allowing them to be aware of precognitive tendencies that they might demonstrate in given situations. For me personally, I was assessed using the MBTI method to be an introvert, who tends to be some sensing, somewhat thinking, and wholesomely judging (https//www.typefocus.com). At first, I took some offence to being categorized in this method, but after researching the general description of my personality, as well as specific definitions of the preference categories, I came to realize that this information would ultimately em function me to perform a stronger and more capable leader in the future. A summary of careers suggest that I could become a strong manager that would enjoy a workplace where I could use my knowledge and org anisational skills. I am likely to enjoy occupations that ingest working with, communicating with, and command people. (https//www.typefocus.com). I am able to ascertain that my personality traits suggest I am a person who is capable of teaching others my knowledge and other applicable skills. I am a leader who possesses both information power as well as expert power (Yukl, 2011, p. 193)Another assessment that helped me to understand about my character was the Big-Five Approach to Personality Assessment (Scholl, 2002). The Big-Five assessment provided five factors, along with some(prenominal) more specific traits and facets that help individuals understand and recognize concerning their personality. The five factors, or domains, are neuroticism, extraversion, openness, agreeableness, and conscientiousness. My low scoring on the neuroticism muckle suggests that I am a confident, optimistic individual who is even tempered and relaxed able to face exertioning situations without becoming upset (Scholl, 2002). I had a low extraversion score, suggesting that I am reserved and interpersonally ceremonious an independent thinker rather than a accessory (Scholl, 2002). In the domain of openness, my score was almost at peace(predicate) center, suggesting that I do not experience strong tendencies one way or the other (Scholl, 2002).I believe that this suggests that my reaction depends on the situation and the purlieu surrounding it. I can be inquisitive and imaginative about certain situations, but awake and conservative for others. Personal morals and ethics potently influence my openness, whereas I am open to unsanded ideas and thinking about scenarios, as long as they do not violate my personal honest standards. For agreeableness, my slightly higher than center score suggests that I am for the most part a generous, believe person who is sympathetic to others. At the same time, I can be laughable and impatient with those who have disappointed me in th e past.This is one aspect that I need to be aware of my past, and how it influences my present and future. I once had an assistant who I trusted complicity act to stage a mutiny to strive to pull me from my position. Thankfully, my employees had enough ethical standards to make me aware of the decision, so that I could deal with the situation through the priggish channels. However, as a result of that situation I have found it much more fractious to trust subordinates, and I tend to be suspicious of actions that could be viewed as disloyal and insubordinate to me as a manager and leader.For the final domain, conscientiousness, my score was once again dead center, but the results for this particular section made me think more deeply about myself. I had always thought that I demonstrated the traits associated with someone who scores high for conscientiousness, but I mustiness accept the fact that I may have tendencies that are normally for those scoring low. For me to be succes sful, I must constantly be aware of these traits, and be able to recognize and adjust my actions when I act in a way that is not conscientious.The guidelines representing how to elicit emotional intelligence in the workplace (https//www.eiconsortium.org) suggested cardinal steps to assess the situation, instigate change, then graft power and evaluate how all(prenominal)thing worked. The company I at one time worked for must have been influenced by these guidelines, as I had been introduced to the process years ago, and was a continual body of work for me as a retail manager. For every employee that was hired, whether full or part time, I had to assess them as an employee, and implement a training course that would yield the surpass results for the company.Teaching has always been a passion of mine, and I enjoyed showing how every employee had an regard on our store, and their effort and personal pride could have far reaching impact on our periodical success, both for sales and customer satisfaction. The process of supporting(a) transfer and maintenance ofchange was mainly designated for the wariness team, but that was an essential process for our team. I provided if could not do it alone I requisite every section of the management to perform to their potential, so that we could function as a team, and each member of management would learn and better their skills for the next progress opportunity that might come along. It was through this process that I was able to train and advance several members of management, many of whom are now store managers with their own stores to run.Leadership StyleMy personal leadership style is supportive leadership. I will always seek to empower others around me to be aware of their potential, and support them when they need assistance. As Yukl suggests, I use my interpersonal skills to be supportive and compassionate with others as they try to get their work done (Yukl, 2011, p. 64). I attempt to learn more about an individuals personality, so that I can find a way to best assist them in their own growth and leadership potential. That requires a being a coach who is sometimes there to boost their confidence, and at other times kick them in the purloin when they are not putting forth their best effort.At the same time, I realize that it is not possible to provide the motivation for everyone. Every individual has different motivations, and ultimately must take duty for creating their own work environment (Blanchard et al, 2005, p.29). I am aware that to be a successful leader, I need to be able to not only empower others, but to show them how to be leaders unto themselves. Every individual needs to be aware of their own strengths and powers before they can lead themselves (Blanchard et al, 2005, p.62), and I plan help others find their way to lead themselves, and ultimately lead others to success.ReferencesBlanchard, K., Fowler, S., & Hawkins, L. (2005). Self Leadership and the wiz Minute M anager Increasing Effectiveness by dint of Situational Self Leadership. New York, NY HarperCollins Publishing, Inc. Buckingham, Marcus (2005). The One Thing You choose to KnowAbout Great Managing, Great Leading, and sustain Individual Success. New York, NY Free Press. Lencioni, Patrick (2002). The Five Dysfunctions of a Team A Leadership Fable. San Francisco, CA Jossey-Bass. Scholl, Richard (2002). Dispositions The Big 5 Personality Assessment. Retrieved from University of Rhode Island, Labor Research affectionateness Web site http//www.uri.edu/research/lrc/scholl/webnotes/Dispositions_Big_5.htm Yukl, Gary (2011). Leadership In Organizations, Eighth Edition. San Francisco, CA Pearson Education, Inc.