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This essay focuses on personal leadership style. Start by taking the self-assessment from the MindTools website: (https://www.mindtools.com/pages/article/-quiz.htm). Next, complete the required Goleman reading. Develop an understanding . Goleman, D. (2000, March-April). Leadership that gets results. Harvard Business Review

leadership style.

 

Personal leadership assignment assignment , you are asked to determine your own personal leadership style.

Start by taking the self-assessment from the MindTools website: (https://www.mindtools.com/pages/article/leadership-style-quiz.htm).

Next, complete the required Goleman reading.

Develop an understanding of your leadership style. Goleman, D. (2000, March-April).

Leadership that gets results.

Harvard Business Review.

Retrieved from http://www.powerelectronics.ac.uk/documents/leadership-that-gets-results.pdf

Based on your experiences, current readings, work experience, education, and use of self-assessment instruments, describe what you think your personal leadership style  are.

 

Include the following in your response

Firstly, Develop an understanding of your personal  leadership style(s).

Secondly, What is/are your style(s) and give an example of when you have applied them?

Thirdly, In what ways will this/these style(s) help you achieve your goals?

Moreover, Evaluate yourself relative to emotional intelligence (Goleman article)

Additionally, explain how you will expand your emotional intelligence.

Finally, What areas  may be shortcomings and how will you improve them?

Directions:

Write an essay that includes

Firstly, an introduction paragraph,

Secondly, the essay’s body

Thirdly, a conclusion paragraph to address the assignment’s guide questions.

Do not address the questions using a question-and-answer format.

 

Your well-written paper should meet the following requirements:

 

Be 3-5 pages in length, which does not include the title and reference pages, which are never a part of the content minimum requirements.

Support your submission with at least two current, scholarly, peer-reviewed journal articles. Current articles are those published in the last five years

ways of leadership style

1. Democratic Leadership

Commonly Effective

Democratic leadership is exactly what it sounds like — the leader makes decisions based on the input of each team member. Although he or she makes the final call, each employee has an equal say on a project’s direction.

Democratic  is one of the most effective leadership styles because it allows lower-level employees to exercise authority they’ll need to use wisely in future positions they might hold. It also resembles how decisions can be made in company board meetings.

For example, in a company board meeting, a democratic leader might give the team a few decision-related options. They could then open a discussion about each option. After a discussion, this leader might take the board’s thoughts and feedback into consideration, or they might open this decision up to a vote.

2. Autocratic Leadership

Rarely Effective

Autocratic leadership is the inverse of democratic leadership. In this leadership style, the leader makes decisions without taking input from anyone who reports to them. Employees are neither considered nor consulted prior to a direction, and are expected to adhere to the decision at a time and pace stipulated by the leader.

An example of this could be when a manager changes the hours of work shifts for multiple employees without consulting anyone — especially the effected employees.

Frankly, this leadership style stinks. Most organizations today can’t sustain such a hegemonic culture without losing employees. It’s best to keep leadership more open to the intellect and perspective of the rest of the team.

3. Laissez-Faire Leadership

Sometimes Effective

If you remember your high-school French, you’ll accurately assume that laissez-faire leadership is the least intrusive form of leadership. The French term “laissez faire” literally translates to “let them do,” and leaders who embrace it afford nearly all authority to their employees.

In a young startup, for example, you might see a laissez-faire company founder who makes no major office policies around work hours or deadlines. They might put full trust into their employees while they focus on the overall workings of running the company.

Although laissez-faire leadership can empower employees by trusting them to work however they’d like, it can limit their development and overlook critical company growth opportunities. Therefore, it’s important that this leadership style is kept in check.

4. Strategic Leadership

Commonly Effective

Strategic leaders sit at the intersection between a company’s main operations and its growth opportunities. He or she accepts the burden of executive interests while ensuring that current working conditions remain stable for everyone else.

This is a desirable leadership style in many companies because strategic thinking supports multiple types of employees at once. However, leaders who operate this way can set a dangerous precedent with respect to how many people they can support at once, and what the best direction for the company really is if everyone is getting their way at all times.

5. Transformational Leadership

Sometimes Effective

Transformational is always “transforming” and improving upon the company’s conventions. Employees might have a basic set of tasks and goals that they complete every week or month, but the leader is constantly pushing them outside of their comfort zone.

When starting a job with this type of leader, all employees might get a list of goals to reach, as well as deadlines for reaching them. While the goals might seem simple at first, this manager might pick up the pace of deadlines or give you more and more challenging goals as you grow with the company.

This is a highly encouraged form among growth-minded companies because it motivates employees to see what they’re capable of. But transformational leaders can risk losing sight of everyone’s individual learning curves if direct reports don’t receive the right coaching to guide them through new responsibilities.