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College of Technology London

Strategic Developed Leadership Skills


Assignment 2

Lecture By

Seetha Ananthanarayanan
Student: Jose Rodrigo Vargas Suarez 100382-78 London UK 2011

INTRODUCTION Leaders are those who are able to face new challenges that lead to test all the skills to create a change on the environment of people that are followed. Thus being a leader represents to live facing different risks for generating a positive result that influences not only the organization but also the people who comprise it.

Thus, the purpose of this essay will analyze the different skills that a leader should have to deal with the biggest challenges imposed by today's business world. This evaluation is important to recognize how this group of attributes can strengthen or weaken the personality of those who have taken the decision to be in the exciting position of being a leader.

LEADERSHIP SKILLS

The best leaders can identify opportunities for change that arise from any kind of situation regardless of context. This represents new alternatives, which must be taken into account to obtain the maximum benefit of it. However, this only depends of those leaders who can recognize in their skills a source of knowledge of great value which the main function is to be ready for any situation (Caroselli, 2009). . To analyze the different skills present in the leaders is necessary to make a classification into three groups such as personal skills, relationships skills and teamwork skills, in the first aspect into account factors such as self-learning, confidence, strength, patience, among others (Caroselli, 2009). The second group consists in factors such as communication, delegation and negotiation, among others. Finally, the third group contains factors: projection of target, managing meetings, presence as a director and more. Having identified these groups is important to analyze the role in the formation of new leaders.

For a leader to identify and classify their qualities is of great value to their formation. They work like a backbone forming the individual's personality and make it unique in the way they lead their life and those around him. However, the development of these skills in humans is not an easy task. It is not enough to acquire the intellectual knowledge is an important part also do a self-assessment in relation to behaviours that have developed throughout life, in order to identify the various negative aspects where the leaders will work to improve their weak points and thus be conscious about their strengths and weaknesses (Dessler and Varkkey, 2009). Leaders have a mission to work on strengthening their own skills, but should also understand that as a leader has the obligation to help others as leaders, colleagues, subordinates to improve their skills. One way is through the practical exercise where they invited members of the team to identify the use and function of your skills (Dessler and Varkkey, 2009). This creates awareness by the person about the importance of skill development that previously identified. This increases the frequent practice with the aim of improving. AUDIT OF LEADERSHIP SKILLS The following chart shows how strong or weak are my leadership skills, for better understood these are the Key criteria to asses these. 1. Excellent 2.Very good 3.Good 4.Satisfactory 5.Unsatisfactory

1 DISCIPLINED

LIDERSHIP SKILLS 2 3

x x x x

PERSEVERING

COMMUNICATION

TEAMWORK

For me, discipline is an important quality that every leader must have. This is how I have developed step by step this aspect, which previously only I saw it as a simple commitment or requirement that someone asked. However, now I think being disciplined helps me to strengthen my profile as a leader. Although I consider myself a persistent, I think I need to strengthen of the skill because on many occasions, I have deserted projects because they found the solutions on time or just my lack of interest. During my working days, I have learned to work in a team where I realized that in order to perform this type of work is necessary and important to positively influence people in order to obtain greater benefits when it comes to teamwork.

Thanks to the development of the ability to work as a team could discover some characteristic that I have the time to lead projects, where the communication is very important for this reason try to study the different ways, there is to know how to transmit a message, were not only the oral part is important but also the body language. In this regard, I think I have strong leadership skills.

CASE STUDY In relation with the case study, I could say that as the leader of CMO / ED and as a person responsible to meet the objectivity of the organization, I would put my attention first of all to identify the skills that the group of subordinate managers has, with the intention of creating teams, which are led in an intelligent way.

Thus, some of the skills assessed in the group of directors would be: teamwork, reasoning, communication and discipline, the development of these skills seeks to make known the importance of change in the way of managing and leading the organization. The main objective is to maintain the team's concentration on a single overall objective.

LEADERSHIP STYLE Transformational leadership Analyzing the different situations that the company CMO/ED presents. The kind of leadership that could help could be the transformational leadership style which is defined as a leadership that generates a valuable and positive change in the followers (Hamel, 2002). The transformational leader puts all its attention to "transform" others to help each other, supports the others, keeps the mood and harmony, increases motivation, morale and performance of their group of followers. Transformational leadership would lead the organization into a process in which leaders and followers are working together with each other to reach a higher level in their morale and motivation (Hamel, 2002).The transformational leader is measured by impact on the followers whom feel trust, admiration, loyalty and respect for the leader. The leader transforms and motivates followers by charisma, intellectual motivation this leader also looking for new ways of working, while trying to identify new opportunities to threats and attempts to break the deadlock in which the organization has entered

LIDERSHIP GAPS With the aim of improving my leadership style is important to identify the gaps that I have in my personality who does more difficult my own development as a leader. Some weak points in my profile would be: arrogant, sometimes I tend to ignore people and do not value their opinions. I do not listen to others: at times, I tend to misunderstand the message and need constant repetition to capture the main idea. Sullenly, in time lose control of the situation, and I can be rude in my actions. Here is some characteristic that hinders my own development as a leader, but I've tried to work on strengthening these weaknesses in order to improve my skills and to feel more confident about my knowledge.

The part of Subordinate managers can see that some of them have problems with the lack of commitment because they are working, but they are not identified with the

objectives of the company. This makes more difficult the effective development of the organization. Furthermore, the low morale of the team can be a sign of low selfesteem, which can be caused by the lack of communication between managers and the group of workers.

DEVELOPMENT OF FUTURE LEADERSHIP SKILLS

Leaders are coachers: if you are a leader, you are a coach and teacher. I have discovered through research that the best leaders of the world spend 50 percent of their time coaching and teaching people in groups to produce personal and business breakthroughs (R, Hargrove, p123. 2003)

There is no cultural requirement for coaching. This idea is supported by R, Hargrove (2003) who mentioned in his research that in most organizations, there is exists a lack of training. As a result, R, Hargrove (2003) mentioned that the 85 percent of the five thousand managers that he surveyed mentioned they received little or no training in their organizations.

This work involves bringing the old background and conversations to the foreground, so people can acknowledge them and move beyond them. (R, Hargrove 2003) Leaders who use coaching can stimulate new innovated ideas, fresh viewpoints and original perspectives.

In the case study, this is exactly what the owner is looking for his organization. Then, the owner must train his new chief executive base on previous knowledge, experience, skills and especially about the companys client care. This is known as knowledge management strategy.

The Masterful Coaching Model for leaders designed by R, Hargrove (2003) involves teaching leaders to begin to recognize the four realities describe below:

for winner who are looking and edge or advantage.

creating futures not just felling graps.

LEADER WHO ARE COACHING ARE

integrating performance and development with people in groups.

a continous, but no continual process.

This strategy is for people with strong wills who at the same time have an attitude of curiosity and learning. In the chief executives position, this is going to be a motivation factor which let him the opportunity to grow as a professional and at the same time, let the staff to grow much more competitive.

CONCLUSION For this case study would be good to conclude that the new leader responsible will have to apply a combination of direct and indirect methods of leadership focused on the characteristics of transformation. Taking into account that a team will face is unmotivated, which needs to be reorganized, the leader will have to adopt a flexible and work hard on developing their personal skills and take your group to work on their development, to strengthen their leadership scheme.

REFERENCES Caroselli, M. (2009) Leadership Skills for Managers. USA: Mc-Graw-Hill. G, Dessler and B, Varkkey (2009) Human Resource Management. 2th edition. India: Person Education. G, Hamel (2002) Leading the revolution. USA: Harvard Business School Press. R, Hargrove. (2003) Masterful Coaching Model. San Francisco: Jossey-Bass.

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