Personal Leadership Profile

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Personal Leadership Profile Leadership is the social influence process aimed to maximize other people’s efforts to accomplish specific goals (Demirtas & Karaca, 2020). Leadership is driven by social influence rather than power. It is an invaluable management function that sets the base for directing organizational resources, improving efficiency and achieving major goals. Effective leaders have unique skills to guide followers and organizational members toward a predetermined eventuality (Demirtas & Karaca, 2020). They inspire trust, confidence, and hope among followers. They also offer clarity of purpose and guide and motivate the team, thus creating a cohesive environment where targeted goals are easier to accomplish. Leadership attributes differ from one person to another. However, the ultimate goal of leadership is to continually support and provide people with the necessary social resources to bring out the best in them.

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A leadership profile reflects a leader’s attributes. Organizations scrutinize these attributes to identify individuals who fit in with their goals, objective, mission, and vision. These attributes serve as a checklist for promotion, recruitment and retrenchment. Leaders, who understand their leadership skills, can more effectively guide followers than those who do not (Demirtas & Karaca, 2020). Knowledgeable leaders can pinpoint behaviors that improve efficiency or prevent them from accomplishing their goals. This discussion provides a personal leadership profile highlighting the leadership styles, values and personality, abilities, strategic styles and leadership vision.

Leadership styles Combining leadership styles enables leaders to engage constructively with their followers. A leader with different leadership styles demonstrates a commitment to the organization subsequently improving the employees’ engagement and enthusiasm. Followers also become happier when the leader employs several leadership approaches. One of my leadership styles is participative leadership. This leadership style, as highlighted by Lim and Daft (2004), involves allowing all team members to participate in decision-making and policy development processes. The leader provides team members with crucial organizational information to aid decisionmaking processes. Participative leadership is a priceless management function that improves morale among employees since it makes them feel valued (Gell, 2018). It acts as a recipe for a motivated workforce besides improving retention. Participative leadership also improves job satisfaction among team members (Lim & Daft, 2004). I

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recognized my participative leadership in high school. As the school tennis team captain, I used my leadership skill to lead the team to victory. I encouraged members to give opinions on the best strategies to defeat the opponents.

The other leadership style that I cherish is transformational leadership. This style is typified by the ability to generate significant changes in organizational vision, culture, and strategy. The leader encourages and inspires flowers to become innovative and creative to grow and shape the organization’s future (Lim & Daft, 2004). A transformational leader is enthusiastic and passionate. These leaders focus on organizational processes and interventions that help team members succeed. The key components of transformational leadership that make it unique are intellectual stimulation, inspirational motivation, individualized consideration, and idealized influence (Demirtas & Karaca, 2020). A transformational leader challenges the status quo and encourages creativity among followers (Lim & Daft, 2004). The leader also offers encouragement and support besides articulating the organization’s vision to the followers.

I also use an affiliative leadership style to create an environment typified by strong social and emotional bonds among team members. The affiliative leadership style focuses on people and relationships. This leadership style is pegged on the perception that social and emotional bonds create and sustain a peaceful workplace environment (Gell, 2018). This style motivates followers by giving them the freedom to express their views while creating and implementing new ideas. It supports the autonomy of employees thus boosting their desire to make significant contributions to their work.

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Values and personality Values and personality are integral elements of personal, professional and organizational growth. Values refer to the standards of behavior that understand their worth and contributions to an organization. Values help team members focus on a common purpose than engaging in behaviors that drive them out of course. When values are aligned, team members work hard to accomplish specific goals. Personality is also vital for professional growth. Individuals who understand their personalities modify their work behaviors easily and interact with team members more effectively.

My values as a leader include humility, effective communication, respect, empathy, belief in purpose, self-acceptance and realism. I believe effective communication is the base of any relationship. In a work setting, effective communication enables leaders to pass crucial information to the team members. The leader also sets clear expectations and communicates them to the followers. Effective communication contributes to organizational growth and sustainability (Lim & Daft, 2004). For instance, it improves satisfaction, builds employee morale and strengthens commitment. Empathy, respect and humility promote organizational growth by improving employee commitment and satisfaction. Meyer and Meijers (2018) noted that empathetic leaders understand others’ feelings and incorporate them into decision-making. The leader also understands each employee’s motivation.

My personalities are charismatic, approachable, and friendly. I can interact calmly with team members besides demonstrating respect and empathy. I believe that employees and customers cherish approachable leaders. An approachable leader

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creates a cohesive workplace environment by making team members comfortable. A charismatic leader demonstrates courage and conviction (Lim & Daft, 2004). This type of leader stands for the truth to ensure that bully team members do not victimize disadvantaged employees.

Abilities My professional abilities include effective communication, critical thinking, problem-solving, and team player. During conversations, I employ an authentic, honest and open approach to uphold the integrity of the message. I can listen actively to team members and respond according to their feedback. Importantly, I use appropriate non-verbal communication strategies including maintaining good eye contact, facial expressions and showing empathy. I also give team members sufficient time to contribute to decision-making. As a team player, I interact flawlessly with employees from different backgrounds, disciplines and specialties. I believe teamwork reduces the burden of work and creates the base for collaborative problemsolving. I possess critical thinking skills that are essential in decision-making. These skills help leaders analyze and identify the most suitable solution. Critical thinking skills also enhance communication besides promoting creativity (Meyer & Meijers, 2018). Problem-solving skills are invaluable assets that help propel personal and organizational growth. These skills help leaders determine the cause of problems and propose practical solutions to these problems.

Strategic Styles

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Strategic styles are invaluable in management and leadership since they introduce a novel approach to organizational processes. These styles create a unique way of addressing issues in management processes. These styles include goal setting which provides the team with a long-term vision. Setting goals also introduces shortterm motivation that helps team members organize time and resources (Meyer & Meijers, 2018). Another strategic style is the critical analysis of interventions.

Critically analyzing proposed interventions helps leaders detect strengths and flaws which influence outcomes. Planning and monitoring are also valuable strategic styles that boost organizational growth and sustainability (Meyer & Meijers, 2018). These tasks generate accurate data to guide program development and implementation.

Leadership vision A strong leader should have a leadership vision that incorporates past experiences, present realities, and future aspirations. A vision enables the leader to concentrate on important aspects of personal and professional growth while identifying and dealing decisively with hindrances (Meyer & Meijers, 2018).

Leadership vision provides motivation and inspiration to carry on besides offering clarity and focus (Lim & Daft, 2004). The best way to develop a leadership vision is to imagine an ideal future, create a success story, and describe the leadership vision.

My leadership vision is to use my professional experience to help the organization grow and accomplish its projected goals. I will develop sustainable relationships with the team members and inspire them to improve their commitment and achieve their maximum potential. I will use effective communication skills to promote a cohesive

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work environment that is enjoyable for all employees. Importantly, I will use unique leadership skills to reflect values, beliefs, culture and organizational direction.

Conclusion Effective leadership is pegged on leadership skills, styles, and strategies.

Individuals who understand these skills can effectively guide followers and create a platform of prosperity and sustainability. Transformative, affiliative and participative leadership styles promote cohesion in the workplace. They allow employees to express themselves and achieve their maximum potential.

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References Demirtas, O., & Karaca, M. (2020). A handbook of leadership styles. Cambridge Scholars Publishing Gell, A., (2018). Book of Leadership. Piatkus Books.

Lim, G. S., & Daft, R. L. (2004). The leadership experience in Asia. Singapore: Thomson Learning.

Meyer, R., & Meijers, R. (2018). Leadership agility: Developing your repertoire of leadership styles. Routledge