Leadership Assignment

Introduction
Leading with enthusiasm and mistakes

Leadership is a process whereby an individual influences a group of individuals to achieve a

common goal (Peter, 2013). This process, in turn will facilitate in the comprehensive
professionalism in an individual. The leader should administer the situation in a more
diplomatic way. There are numerous style of leadership prevailing in the organization.
Transactional, transformative, situational, authentic participative, situational and team
leadership (peter, 2013)

Leaders in an organization work collaboratively with common goals with the followers and
influence the group in compliance with the objective directed vision and with the wider
responsibility, whereas followers tend to form them by executing their ideas and along with
motivation from the top-management (Dana, 2010).

Leading with enthusiasm always requires an explicit kinship among effect and cause. It can
be articulated as the contagious act of spreading the fire across the individuals through their
values.

The prominence of leadership can be argued based on the evidence from the literature about
the great leaders like Gandhiji, Martin Luther King who motivate their followers by their
drive for passion (Leading with Passion: 3 keys to sharing your enthusiasm ",n. d.)

Leadership lessons from Mistakes

Learning to be collaborative is a critical determinant in administering an organization. This

section explores the rationales for failures in leadership process of organization. Mark
Cannon argues in his research that the failures impede the need for learning in individuals
(Cannon & Edmondson, n. d.). This author has fostered a debate on why organization
fails, either it is because of the imprudence of the employee or the leader? The inference of
the above statement is that majority organization fail as a consequence of lack of
organizational force and lack of feedback on flaws and performance (Cannon &
Edmondson, n. d.)

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The following report depicts the reflection of my personal journey and explores an incremental
innate quality of leadership development across several instances of my life in a duly course of
time. The areas approached in this report sheds some light on various scenarios of life that
made me recognise my leading traits in work and personal life. I have endured some significant
leadership situations in my life which enabled me to discover my strengths and weaknesses.

The implication of my reflective report convinced me that my upcoming leadership position is

eminently dependent on my crises that I have encountered and attempted to surmount. The last
part is about my personal development plan for that I analysed my innate strengths and
weaknesses to delineate my goals.

Significant leadership theories and their applications

This section will portray my five significant leadership situations that I have endured in my
life.

1.1 Trait Theory

The trait leadership theory considers that people are either born or made with certain qualities
that will make them excel in leadership roles and focused on analysing mental, physical and
social characteristic to gain more understanding of what is the characteristic or the
combination of characteristics that are common among leaders (Northouse, 2007).

According to the Gordon Allport (CIATION), traits can be categorized into three levels:

"Cardinal" traits are those that dominate and shape a person's behaviour; their ruling
passions/obsessions, such as a need for money, fame etc

"Central" traits such as honesty are characteristics found in some degree in every person.

"Secondary" traits are those seen only in certain circumstances (such as particular likes or
dislikes that a very close friend may know), which are included to provide a complete picture
of human complexity.

Situation 1:

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In my former job in Instagyan, I had two superiors and was accountable to Mr. Bhalla Owner
and Mrs. Natasha the Staffing Consultant. Since I worked as a Centre Manager therefore I was
entirely responsible for monitoring the business activities of the centre alongside with
performing checks on several associates. Because of stringent responsibilities I was not able to
cope up with the situation and had to came out of it but my husband made me realised my inner
strengths due to which I was able to come up with ways to deal with new responsibilities and
because of my inherent traits of responsible nature and follower of discipline gave me the way
to become an exemplary performer of the company. This was the instance of my life that I can
relate to the above theory very well.

1.2 Transformational leadership

Transformational leadership is a process that incorporates charismatic and visionary leadership

and changes and transforms people and is concerned with emotions, values, ethics, standards,
and long-term goals along with the inclusion of assessing followers motives, satisfying their
needs, and treating them as full human beings and involvement of exceptional form of influence
that moves followers to accomplish more than what is usually expected of them (Northouse,
2007).

In Transformational Leadership process a person engages with other and engenders a

correlation that provokes the level of motivation and morality among follower and leader. This
type of leader is vigilant to the necessities of followers and strives to help followers attain their
fullest potential. Mahatma Gandhi is a classic example of transformation leadership. Gandhi
raised the demands and hopes of his people. Hence transformational theory is the summation
pioneering with cohesive level of reverberating authenticity and enlightenments as a whole as
a person and inculcating the same in their followers ("The Transformational Leadership
Report," 2007)

Situation 2

I considered myself as a transformational leader when I got promoted from Junior Counsellor
to senior Counsellor in my company. This happened through voting process. My colleagues
had to choose between me and one other person by giving votes and enumerating out the reason
for it. The results stunned me because I was the one who came out as the winner.

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Reason they chose me were: My encouragement towards their ideas in decision making and
establishing a good point of contact in group meeting which helped them to grow
professionally. They were inspired by my charismatic skills and selected as a senior counsellor.
This instance helped me to feel that I have handful of followers behind me.

1.3 Great Man Theory

The Great Man theory evolved in the mid-19th century. Even though no one could delineate
with any scientific certainty, which human characteristic or combination of, were responsible
for identifying great leaders. Everyone recognized that just as the name suggests; only a man
could have the characteristic (s) of a great leader (Northouse, 2007).

The Great Man theory implies that the traits of leadership are intrinsic that simply means that
great leaders are born they are not made (Northouse, 2007). This theory perceives great
leaders as those who are doomed by birth to become a leader along with a persuasion that
great leaders surges when confronted with an appropriate situation.

Situation 3

In my first job as an electronic engineer Technician, we had a very small team and all of us had
to work under our supervisor. There was a situation came when our supervisor had to made a
significant decision regarding the project and the deadline was too short. Unfortunately, our
supervisor met with an accident and was hospitalised. Since it was small company we had no
other senior person to assist us. I took an initiative to understand the requirement and finish the
project on time with other members. I motivated others by letting them know the severity of
project. The supervisor of my team noted my passion and hard work towards the projects. They
got to see sincerity towards my work and that was the point when I realised that I was born
with some intrinsic traits that make be a born leader.

1.4 Situational Leadership

The essence of situational leadership demands that leaders match their style to the competence
and commitment of the subordinates and effective leaders are those who can recognize what
employees need and then adapt their own style to meet those needs (Northhouse,2007)

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They strive rigidly to fulfil the goals of the team in any type of stressful situation and
voluntarily takes the responsibility to accomplish commitments. The pioneer outlines questions
and invites insights from subordinates. This can be explicated with the situational leadership
model where x-axis represents a motivation needed by a subordinate whereas y-axis depicts
the support from the leader. There is a rise in the curve from right to left among delegating,
supporting, coaching and directing based on maturity level of subordinates.

[Source: (Blanchard, 2015)]

Situation 4

In Instagyan despite working together effectively a situation came when there was a conflict
among my team member and had caused constraints at workplace and thus lower the morale.
Therefore, as a centre manager of the company I spoke to them separately about the issues and
then get them cooperatively to discuss the problem. Urge them to get along together and sustain
their efforts at cooperation.

1.5 Role Theory of Leadership

Role theory of leadership refers to the explication of what happens when people are acting
beyond social processes and the consequences of their doing so. Each person is an actor and
reflects a typical individual in a real-life scenario performing within a specific context and a
set of functions associated with norms, expectations, responsibilities, rights, and
psychological states (Northouse, 2007).

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The essence of role theory is to render a model of behaviour in a specific situation. A person
assuming the character and activities of a person in a realistic situation will perform as if the
situation were real. This is not unlike what actors do in a play. In fact, "play acting" often is
used to describe role-playing.

Situation 5

I can relate the Role theory with my experiences in Instagyan, I worked on the principle that
my strength lies within my associates strength. I ensured at every place that my fellow
employees worked proactively. I consistently prioritised their interest. Many people use to
come to me with problems of lack of self-confidence. It was my duty to ensure that they dont
feel demotivated. Along with providing them support, I always gave them an advice where
they should improve so that they can perform better.

PART 2

2. Development Plan
The action Plan which I have adopted to foster my innovative style is based on my Innate
strengths and weaknesses. A team with ineffective leader has numerous issues in terms of
performance. I have manifestly depicted my situation of life that portrays my leadership traits
in diverse stages. I would like to extemporize my strengths and weaknesses by working on a
strategic action plan. Having an action plan is the optimal way to identify my leadership flaws
and developed the skills and keep me on the track of accomplishing my goals.

Innate strengths:

know how to weigh the pros and cons of any situation or decision
Alleviate stress by planning on time
Using variety of different ideas and developing them
Seeking for solutions and knowing which one is right
knowing proper managerial skills
learning different memory improving techniques
knowing how to test the viability of a financial situation
making learning a happy experience

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Innate weaknesses

Lack of presentation skills

Managerial skills are also not refined
Illegitimate knowledge of operating a business
Coping accurately with uncertainty
knowing how to handle a crisis that comes with growth
learning how to communicate complex ideas with ease
planning or setting backward goals

2.2. Current Situation

It has been a long journey which started from my Enrolment in PG Diploma in Applied
Management from EIT New Zealand. Part of my course was based on managerial and
administrative courses

Several notions that I convened in operating a business changed and got a better perspective
after I took this course. There are several aspects that are integrated in learning and executing
a business that would help in future include:

knowing how to analyze the work pattern in a workspace

better decision-making skills
how to recognize the organizational structure and learned how to delayer it.
Effective level of organizational skills and leadership skills.

Once I completed my course successfully, I will be bestowed with a degree of Applied

Management. Now, it is the time to put all the knowledge I gained to a good use by gaining the
right experience on the work front.

This will be my next step towards my action plan.

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2.3. Work Experience
COUNTDOWN SUPERMARKET (NZ) Checkout Assistant
Oct 2016 Till Now
Instagyan (India) Centre Manager
Feb2016 July2016
US Education Resource Centre (India)
Jan2013 Jan2016
Dec2015 Jan2016 Senior Counsellor
Jan2013 Nov2015 Counsellor

S.J Computers (India) Electronic Engineer Technician

Sept2009 Nov2011

2.4. Strengths/experience gain through work experince

Creating efficient systems: This skill was developed because I was responsible for structing
and monitoring the business activities that will help in running the organization in a better and
reformed way.

Comparing and evaluating information: I was liable to examine the various details of
distinct products that was being produced by the company. These different parameters included
pricing, market value, and nutritional value among others.

Working well in a team: Working in different teams and departments enabled me to develop
this quality and strong team player among others.

Strategic thinking on problem solving: Strategic thinking is crucial for any business. I was
responsible to come up with unique and suitable solution to the problems of the company that
helped me to develop this skill.

2.5. Areas of further Development

In the world of new businesses, the term management has been defined as doing whatever it
takes to keep afloat. While it is true for todays enterprises, there are certain skills which one
needs to master before they can learn how to keep things afloat. Because there are times when
crisis arises and to revert that crisis or manage the situation properly, a person has to learn some
skills and how to use them in the right place.

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Presentation skills: In my former organizations, I faced various constrained in presenting my
work in group meetings, at that instance I realised my presentation skills was not up to mark.
So, this is one of the area where I need a lot of development.

Setting up and keeping to time schedules: Time management is important and this was one of
the skills which I could not work on accurately. I need to develop this one for sustaining with
the time and deadlines of organizations where I have planned to work.

Adaptability: Being able to accommodate from one working environment to the next, is a
considerable advantage. It demonstrates the individuals determination to the organisation and
influence their career advancement. When I started working in New Zealand I was incompetent
in adapting the prevailing working environment. Thus, I need to develop this area and need to
flexibility to work under changing condition

2.5.1. Areas that I would like to develop my leadership

(i) building power and influence; (ii) communication skills (iii) goal setting; (iv) managing
conflict; (v) decision making; (vi) Creative Problem-Solving Skills (vii) Task Execution(viii)
People Skills;(ix) Inventing products and processes

To face this challenging world, as a manager I would need to have certain skills that provides
me with the ability to cope up with the situations:

2.5.2. Creative Problem-Solving Skills:

Knowing how to solve a problem effectively is required for being a good manager. A manager
that doesnt know how to cope with challenges wont last long. Thus, developing problem
solving skills effectively is critical.

2.5.3. Communication Skills:

Good Communication skills are vital for any manager since they need to contend with a lot of
people daily. They should know how to effectively get their point across without becoming
dominant or other negative personality.

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2.5.4. People Skills

Dealing with people is not only about communication but also knowing their strength and
weaknesses. A good manager will help their staff to go ahead by solving their personal issues
as well. People skills are crucial to understand what a person is going through and how to help
them to get out of it for the betterment of the employee as well the company.

2.5.5. Task Execution

To carry out complex assignments, managing projects and running an efficient operation;
planning, organizing and monitoring performance plays a substantial role. A strong focus on
the outcome is prominent, while also being someone who renders a sense of acute urgency as
well as has perseverance of getting things furnished within tight deadlines. It includes resilience
to get back up on each setback and to be a person who never gets defeated by surrendering.
Here trust is of a compulsory element in the connection between a team and their manager. A
manager may demonstrate his/her trust in others by his/her actions - how often checking is
done and the work of team is controlled and how much does he/she allows teammates to take
part in it. The manager arranges behaviour of his/her subordinates around various tasks while
coordinating interdependent connections to achieve the organizational targets.

2.5.6. Commercial insight:

Such skill set focuses on efficiency if a manager belongs to private sector, return on investment
or profitability is emphasized. The managers utilize strategic thinking to make sure that they
completely focus on right assignments, which add value to the organization. These managers
use planning techniques to prioritize things in combination with the comprehensive ability to
know how to create the value of something. It means that understanding the economic aspects
of operating an establishment and allocating its resources in a timely fashion at their disposal
without delay.

2.5.7. Motivation
Any good manger can be identified by the attribute of consistently motivating his/her team and
encouraging them to reach excellence while achieving great quality in whatever they indulge

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in.

2.5.8. Competence

Any manager is usually chosen on the ground of their strong ability to take the team-mates
along with him successfully rather than on their technical expertise. To have a winning field
record, it is certainly the method of being considered competent enough. The expertise in the
managerial skills is the other dimension towards competence characteristics. Here the
capability to inspire, challenge, model, enable and encourage should be displayed if managers
want themselves to be viewed as competent and capable

2.5.9. Task Delegating Ability

The attribute of trust is a crucial element between a managers relationships with his/her team
of staff. A manager demonstrates his/her trust in the team-mates through actions - how often
the work of team-mates is checked and controlled, while how much work is delegated to them
as well as the level of liberty to participate.

2.5.10. Cool Attitude under Pressure

Mostly in a well settled perfect universe, delivery of projects will happen on time, without any
major issues or obstacles. However, that is not a situation that anyone comes across. Here a
leader, who has a hardy nature, will certainly take all the issues in consideration and then move
forward. The time when the leaders encounter some stressful events, they considered it
interesting because they feel that they could influence the output and view this as a subtle
opportunity to display their skills; to their supervisors.

2.5.11. Skills for Team-Building:

A manager, who has team building skills, can be defined as someone strong, who renders the
necessary substance to hold a team together for common goal while moving towards the correct
objective of the organization. A leader must have the necessary comprehension of the dynamics
and process to transform a group of strangers into a singular cohesive unit. A leader should
know the right leadership style that could be used during every stage of team progress and
should also have the comprehension of different styles of various players in the team and how
to reap benefit from each of them at the right time; to furnish the task.

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2.5.12. Convey the big picture

In case someone wants their employees to strive hard and remain committed to his/her business
and organization, the employees should be kept in the loop is always necessary. An open
communication aid in fostering loyalty as well as giving the employees a great sense of pride
in whatever they are doing. It also helps them to comprehend how they are doing their work
and contributing towards the success of the company.

2.6. Long term and short-term goals

2.6.1. Long term goals

In the long run, apart from being a good leader my goal is to make a name for myself in the
business world. Since I already got abundant experience in marketing and managing the
business in education industry. Therefore, I would like to set up my own business firm after
acquiring some more managerial experience in New Zealand in the long run. Also, I want to
get retire early so that I can enjoy my life peacefully without any tensions in a protected
environment of New Zealand, for this I need to residency which is one of my long-term goal.

2.6.2. Short Term Goals

My short-term goals that are yet to be achieved:

Getting a good full-time job in a reputed company relevant to my studies.

To acquire good grades in my all assessments
To have a good full-time job for my husband and an independent house to live.
To develop my skills according to the sector in which I am planning to go

2.7 A detail action Plan

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 Area Of
Development

Evaluation Reason

Method Of
Development

My intention of creating my Action plan is to document a procedure of self-analysis and personal

reflection of my strengths and weaknesses. This will empower me to evaluate the significance of the
leadership and management skills that I need, and to contemplate my future leadership
development.

My action plan has 4 stages:

Stage 1: Area of development: This stage is designed to analyse my area for further development
from the situations as discussed in the part A and supplemented by the perceived strengths and
weaknesses that I derived from my experiences.

Stage 2: Reason: This stage involves the reason for why I need to develop that specific areas to
define my goals.

Stage 3: Methods of Developments: This stage includes the methods and techniques that I will
undertake to develop my area well in the future.

Stage 4: Evaluation: This stage involves the judgement of my areas to enhances the effectiveness of
my skills and helps to accomplish my futuristic goals.

Area of development Reason Method of Evaluation

Trait Theory
Based on my situation
1 in trait theory when I
development
Not being good I will undertake a I will indulge in
enough in presenting technique of public speaking
my own views in constant training to opportunities such

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started working in group meeting become more as debates to test
Instagyan as a Center meetings due to the skilled in different the acquired skills
Manager I observed lack of exposure and types of speeches
initially that even introvert nature. and presentations
though I have a and will watch
responsible nature but I more online videos
was very introvert in on You tube for
public speaking while personality
attending the group development
meeting of the program.
company.

There is not I will continue to By enhancing the

Role Theory
sufficient volume of work in the present skills will boost my

As per Role theory and relevant experience job for more time personal

based on 5th situation that is required for to gain experience development and

even though giving my persona of corporate culture confidence level.

priorities to the development skills. and will attain

requirements of my Since I worked for a some more

team members and very small duration exposure.

boosting their in Big company like

confidence level, I Countdown in New

realized that I had Zealand and long

constant urge in my duration in small

mind for being more companies.

developed in my work
area and skills. Since I
worked for small scales
companies with less
exposure of corporate
culture. Therefore, due
to Inadequate job
experience in Large

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organization I was
lacking in some
sophisticated skills.

Great Man theory Since it was first job I will analyze my This analysation
in my career inherent skills first will allow me to
As discussed in my
immediately after and then will develop my
third situation It was
my graduation. reconcile them leadership qualities
the first time that I
Therefore, even after according to the and groomed them.
realized that I also have
taking a situations. I will
a leadership quality.
responsibility, I indulge in more
Even though I Took an
lacked in the conversations in
initiative to complete
alignment of workplace to know
the project I came to a
inherent skills for more about
point where I realized
completing the improvements.
that my inherent skill is
project.
not properly aligned
towards my
professional life. Hence
calling myself as a
leader in that situation
is not worthful.

Since at that time I I will intend to I will try to being

had less experience enhance the involved in the
Transformational
in managing a knowledge through regular
leadership
business, along with reading various management of
non-involvement in books that are some organization
If I align my current
any kind of about business and check the
skills with this theory,
management; That development as acquired skills.

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 even though I voted as has created a lack of well as going to
a senior counselor in in-depth knowledge business seminars
my office but I found I inside me on how a to get more
was lacking in-depth business is run. exposure in
information on how a business world.
business is run.

The reason for my I will try to watch Proper

Situation Leadership
Inconsistency was more online videos communication and
According to my lack of on how to improve clear objectives
situation in situational communication and communication will enhance the
leadership, even though less understanding of among the team productivity of the
I was able to resolve the perception of my members and set company.
the conflicts among the team members. clear vison for the
team members but I company.
was lacking in
consistency in dealing
the problems and
situations.

3. Conclusion

An individuals personal development depends on the kind of learning style that suits the

individual at the time of learning. Some people tend to be sensory learners while others might

be intuitive learners, but as for personal nature of development, the right approach would be

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to achieve a stated aim by following the learning strategy that will best enhance the

development of the individual. Thus, developing an individuals learning style to cope with

various environments takes effort and time, but it is indeed a required skill for both career

development and academic studies This report has significantly reflected my various

instances of life regarding my leadership style. It has also determined my potential loopholes

in leading. This report describes the comprehensive insight of several skills I need to work on

and my own self-development action plan. This plan will be fruitful to intensify my existent

skills and overcome my obstacles in the future.

Based on the reflective report, an action plan was efficiently drafted by exploring the Innate

strengths and weaknesses of my individual leadership style. Thus, it helps leaders to

comprehend their potency and sharpens their skills.

4. Recommendation

Based on my reflective report on my leadership style, I could coincide my style of leadership.

Also, I could anticipate the most coherent physiological modalities of the global leader. I
explored my style with respect to them and developed an action plan execute in a best way in
the future. This also provided me with an opportunity to implement leadership quality in a
real-time work scenario.

I personally recognize that our inherent reflection is very substantial for the development of
forthcoming leaders. It is arduous to predict our potency unless we intensively involved in
identifying ourselves. The reflection of the proficiency of future leaders is not dependent on a
specific approach. Reflection, however is very imperative in the corporate culture due to the
trait of sophisticated environment and culture disparities. Understanding leaders strengths and
weakness will help to comprehend their subordinate requirements. Consequently, the report
has vividly outlined the role of reflection in modern leadership scenario.

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