My Reflection on Meeting this Outcome

My first artifact, Style and Trait as Components of Solid Leadership, demonstrates my ability to
identify different styles of leadership and be able to utilize different traits of these styles and
successfully engage in verbal communication in order to accomplish a particular goal or
objective. One of the responsibilities of being a college coach is to recruit student athletes to the
college. During this process, the recruits and their parents ask many questions about every
aspect of the college, and it is imperative that an honest relationship is built. Stereotypical
views of millennials characterize them as technologically sophisticated multitaskers, capable of
significant contributions to tomorrows organizations, yet deficient in communications skills
(Hartman and McCambridge, 2011, p. 22). Building a verbal relationship with todays athlete
requires that I understand the generational differences between myself and them, and develop a
communication style conducive to constructing a relationship built on trust. If the athlete feels
they cannot trust the coach, there is no chance of singing or retaining the player long term. In
addition to being honest, a leader must be a self confident communicator. Those who follow
look to their leaders for information when they do not have the desired knowledge; and therefore,
the effective leader must be able to be to deliver the information with confidence. The
relationship between coach and athlete plays a vital role in the development of the athlete and
person they become (Jowett and Cockerill, 2003). In our program, what the head coach says
goes. He will ask for our input, but at the end of the day it is his job on the line and he will live
with his decisions. The democratic leadership style; however, is based on group collaboration
and the exchange of ideas. As a football coach, I find that I mix the democratic and autocratic
styles of leadership based on the situation. When it comes to decisions regarding game plans,
installation of calls, and practice schedules, I am more of a democratic leader who prefers

engaging in constructive dialog with my staff, which allows me to make educated decisions that
have been tested through open debate. As it pertains to drill work, position meetings, and
workouts, I try to involve the players in an attempt to keep them engaged and motivated.

My second artifact, Executive Summary of Interventions, demonstrates my ability to identify

areas in need of change and effectively plan, communicate, and execute the change in order to
achieve the desired outcome. At the individual level it is important to gather feedback from
employees by utilizing diagnostic instruments and assessments in the areas such as conflict
style, leadership style, work preferences, learning style, work aptitudes, and more (Anderson,
2015, p. 211). Coaching employees at all levels, with the goal of helping them improve in
specific areas, will help them successfully navigate the change as their goals begin to align with
those of the organization. During this process it is important to develop and clearly
communicate the benefits of mentoring programs to help shorten learning tracks, speed up
managerial advancement, and build the next generation of leaders (Stone, 2004, p. ix). The goal
of a team intervention is to employ a problem-solving approach to team building that helps
established work groups identify and address obstacles and constraints to high performance
(Barner, 2006, p. 48). It is first important to communicate exactly how the organizational change
is going to affect them on a personal level. Presenting quantitative data and statistics as to how
other programs in similar situations have navigated the same organizational change will help to
lower some of the initial resistance to the proposed change. It is important to explain any
changes in current job responsibilities, team restructuring, or work assignments. Once these
decisions have been made it is going to be necessary to negotiate with individuals that are
resistant to the changes in their organizational responsibilities. The team intervention will

require the investment of various resources to facilitate individual meetings with coworkers,
team leaders, and individuals. In order for any organizational change to be successful, leaders
of the organization must reflect a common understanding and shared commitment to the
strategies, plans, and goals of the organization (Anderson, 2015, p. 319). During the change
process, leadership needs to tap into the different social and political groups within the
organization in an effort to gain support for the impending change, and to inject the desired
propaganda into the organizational grapevine. Executing effective interventions on the
individual, team, and organizational levels will help the organization navigate through the large
scale transition more effectively by identifying and reducing resistance to the change. Efforts to
manage change using a one-size-fits-all approach are doomed to failure for the simple reason that
peoples brains are hard-wired differently (Schwartz, 2012, p.1). It is the leaders responsibility
to identify what communication style works for each member of the organization and adapt
accordingly to facilitate change in the most effective manner.

My third artifact, Meaning and Impact of Leader-Follower Theory, demonstrates my ability to

identify the individual and group cultures that exist in the workplace, and utilize appropriate
leadership and communication styles to maximize the production and satisfaction of those I lead
on a daily basis. In order for the leader-follower relationship to function effectively, all parties
involved must believe in each other, the organization, and the vision of the collective group.
Those who are willing to focus their attention on gathering and sharing information with the
entire organization, in an effort to stimulate the exchange of ideas and solutions to problems,
tend to be forward thinkers who embrace the idea of change and thrive in a looser work
environment. In order for there to be an effective leader-follower relationship, all parties

involved must be made aware of their role in the relationship, and be willing to fill that role in a
manner that best serves any given situation. In a college football program, leaders will emerge if
they feel the freedom to express their ideas and suggestions without the fear of punishment.
Through my experiences as a college football coach, I have found that leaders are much more
effective if they have a relationship built through open communication channels. As a result of
truly getting to know all members of an organization, the leader is able to identify the various
cultures and structures in place; and therefore, identify the best leadership styles to utilize. In my
profession, there are many times that I must be very clear about what is expected from assistant
coaches and players. In other circumstances, it is important for me to give general direction
while instilling confidence in their abilities, and let the team figure out the best way to
accomplish the goals I have set. As a result of this interdependent relationship, leadership can be
seen as a group effort, which assists in directing activity, decision-making, goal-setting,
communicating, adjudicating conflict, and maintaining the enterprise (Hollander & Webb, 1955;
Kouzes & Posner, 1987). An effective strategic vision is clear, compelling, and communicated
in a way that motivates and inspires a broadly shared sense of organizational direction and
purpose (Dess & Picken, 2000).

My Future Learning Goals as Related to this Outcome:

The artifacts and reflections above provide insight into how a leader must communicate in order
to be effective in various situations. I do not believe it is possible to be a great leader without
being a highly functioning communicator. Instruction, motivation, and inspiration are
components of leadership that I must master if I am to attain the professional goals I have set for

myself. In order to do so, I will have to continue to grow as a communicator throughout my

career. The following are resources which I plan on reading as I continue to grow in this area:
1. The Power of Positive Coaching by Raymond M. Nakamura
2. How to Win Friends and Influence People by Dale Carnegie
3. Crucial Conversations by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al
Switzler
4. Bringing Out the Best in People by Aubrey Daniels
5. Just Listen: Discover the Secret to Getting Through to Absolutely Anyone by Mark
Goulston
As I have progressed through earning my Master of Science in Leadership degree, I have found
that I have more time for self improvement than I previously thought. As a result; I plan to
commit myself to becoming the best version of myself possible. The first book on the above list
will help me learn to improve at developing positive interpersonal relationships with coworkers
and the athletes I lead through effective communication. The second book will encourage me to
improve at the fundamentals of effective communication while continuing to develop a friendlier
persona that will assist me throughout my career. Crucial Conversations is a book that will help
me improve at having the difficult conversations that I must have with players in my current
position, and prepare me for the many uncomfortable conversations I will be involved in when I
am running my own program. Reading the book Bringing Out the Best in People will help me
gain knowledge that will assist me in gaining maximum performance from players and
employees within any program I am a part of. Finally, I will read Just Listen: Discover the
Secret to Getting Through to Absolutely Anyone. Some of the best communicators I have ever
known are incredible listeners. This is an area that I tend to struggle with, and the helpful tips in

this book will give me the tools I need to become a better listener and leader. In addition to the
resources listed above, I believe that I need to actively pay attention to how I am communicating
on a daily basis. By eliminating filler phrases and small talk, while being a better listener and
planner, I hope to grow as a communicator.