Introduction: leader is someone who leads someone with

Introduction:

 

Personal
leadership is essential for success as a leader. This can only be achieved if I
as a leader can lead myself correctly, then only I can be a successful leader
in an organization. The foundation component of personal leadership is core
ideology. As a leader how do I motivate and inspire others which may lead to change
of adversity and create coherence sense of vision for others. The key challenge
I face is that how and what to judge, what is right and what is wrong. Other challenge
that I face is that how to move the conversation about personal leadership from
ideas, theories to practical methods. The first pillar of personal leadership
is purpose. Do you have clarity of my goals, values and purpose in a life?
Second is wisdom. The honesty, emotions, thoughts, beliefs that serve me in the
causes and the goals pursuit that I want to set for myself in life. The third
pillar of personal leadership is self-awareness. Fundamentally asking myself
who am I? The fourth is Love. The invitations and opportunities to expand my
sense of self, to see my self in others, to see my self in causes. The fifth
pillar of personal leadership is growth. Each of us has some vision, hunger or
earning or need to want to see our self develop, change, want to see our self
get better in some way of others.

 

 

PERSONAL LEADERSHIP MODEL
DIAGRAM

 

  

 

 

The leadership motive:

 

True
leadership must lead to change that translates into social betterment. It should
not and must not support visions and processes that perpetuate or give
countenance to social injustices. It’s committed to the essence of life and its
noble values, to rise to the higher calling on behalf of human beings.

 

A
leader is someone who leads someone with power. As a leader, I have a sense of
being a powerful with other people. If I am committed to becoming a better
person and committed to own learning and growing than I am much more effective
leader. Adapting the attitude of having a commitment to lifelong learning and
growing. That’s what is needed for a leader to learn and manage people. Effective speaking skills are really
important that how to enrolled people in your vision and how to share what you
thinking and what you seeing and what’s going on. However listening skills is
highly undertreated. Through your listening skills how you build your report
with your team. How you build trust with other people and what you find over
time is that when things get hard and when things get tough that when you can
counts under trust that you build up and high level of moral you have in your
team because you been such a good listener. Just keep in mind that no body
cares how much you know until they know how much you care. Listening skills is
huge peace of that.

1.    
Committing
to learning how to run effective meetings: running effective
meeting is so important there even book out so many of us spend so much time in
meetings.

2.    
Knowing
how to make clear request and how to clarify other people’s request:
Request rather than demand where allows other people to experience that they
have choice what they are doing and you also making action for them to respond
you in this moments.

 

Value
based leadership is so important. Integrity: the quality of being trustworthy
and adhering to your values. Having integrity mean acting, speaking and
consistent accordance with your values. There is no one rights to values but
you do have to clear about your values are. To be a good leader you must be
grounded who you are and what matters to you. When you truly know that what you
stand for it is much easier to make decision and action

 

These
two things are really connected. If you are grounded in you’re values you can
build the culture of trust and transparency. Simultaneously, your values will
compile to the future that is meaningful. It’s very true for an organization
that an organization must also have clear values and a vision for the future.
Both contribute and healthy and positive culture. When senior management
behaviour inconsistent of core values. It will create mistrust, cynicism and
low performance among the employees. The reverse is also true when leaders walk
their talk employees see them credible and trustworthy which drive the higher
level of morale, engagement and productivity. So the first step to leading
visions and values, get clear about what your core values are. Some examples of
values are Quality, dependability, Autonomy, Perseverance and Humour. Next is
very important is share your values with others. Your core values should be evident
everyday in the things you say and actions you take. Find the ways you leave
them in the conversation and use them in your efforts. This is the way you
create your credibility by consistently talking your talk and then walking it.
Third one is let your values guide you to what you want to create. You need to
find the vision that inspired you first and then get other on board by sharing
your excitements. Here, are some examples such as Steve jobs that to create
powerful computers that were beautifully simple in design and function. Second
BEN & JERRY’S is to make rich and creamy, fun and chunky ice cream flavours
using all natural and fair trade ingredients. So your vision may be larger
international or smaller local. The size is not important, all is matter is you
are clear and committed about your goal. The last and the least be relentless
in pursuit of your vision. That’s the way you are consistent and persistent.

 

1.    
Customer
first: The interests of our community of buyers and sellers
must be our first priority.

2.    
Embrace
change:  In this
fast-changing world, we must be flexible, innovation and ready to adapt to new
business conditions in order to survive.

3.     Teamwork: We
believe teamwork enables ordinary people to achieve extraordinary things.

4.    
Integrity:
 we expect our people to uphold the highest
standards of honesty and to deliver on their commitments.

5.    
Passion:
We
expect our people to approach everything with fire in their belly and never
give up on doing what they believe is right.

6.    
Commitment:
Employees
who demonstrate perseverance and excellence are richly rewarded nothing should
be taken lightly as we encourage our people to “work happily, and live
seriously”.

Drawing
from the field of sociology, a group is defined as two or more freely
interacting individuals who share collective norms and goals and have a common
identity.

o  
Two or more persons

o  
Collective identity

o  
Interaction

o  
Shared goal interest

 

In any human organization from family, a
village, a nation develops their own culture over time. From the smallest
family business on the corner to global multinational companies operating in
many companies in time zones overtime each corporate develops their unique
identity. Lot of organizations try to develop a foundation that based on core
values such as communication, respect, integrity and excellence. Not only we
have to inspire to set values and principles that are the core of our
organizations but also make sure we walk a talk and put that ideas into an
actions. Culture is “the way we do things around here”. You have to be here for
a long time before you know how things do work around here and there is unique
characteristics of an any organizations that hard to imitates over time.

Secondly, culture is the code, the core logic,
and the software of the mind that organizes the behaviour of the people. It is
about the mindset, we can take innovates new structures and plans that we need
to put our strategy into actions. So first comes the mindset than comes
behaviours and structures together those we create a system in our
organization. Thirdly, culture reflects the lessons learned that were important
enough to passion to the next generation. Lessons are learned to through the
hard work over time and we make decisions that we passed on, what is the wisdom
we passed on for the next generation in our organization. Lastly, culture is
what we do when we think no one is looking. We have some priorities, principles
ourselves, we have learned some responses and grow human nature that determine
how people are behave when no ones looking. If you do not create that kind of
mindset that behaviours and values system. As a leader we always are trying to
understand how the values we created in the past. Because someway culture
always has to be looking backward that we came from.

 

 

 

 

Visionary:  Leader is focused on the future with an
articulated mission and team commitment.

Articulated
mission and team commitment

–       Positive
and inspirational vision of the future wins people’s hearts.

–       Relationships
are built and new leaders are developed.

–       Communication
and conflict management techniques are used to unite the team.

 

Democratic:
Shared decision-making responsibilities among the group. Leaders role is to
determine who participates and to identify consensus.

Decision
making by consensus

–       Team
morale is high because decisions are bought-into

–       Better
ideas are discovered because there are more brains and accountability.

–       Communication
and conflict management techniques are used to unite the team.

 

Coercive: Commanding
authority ruled by fear. Complex decision-making is unnecessary for team.

Commanding
authority ruled by fear

–       Removes
complexity of decision away from the team. Might be ok on a battlefield.

–       Immediate
action is required in a specific way as specified by the leader.

 

Afflictive:
Supervisor is a star at building teams and promoting harmony. Praise and
information sharing is abundant.

Team
is connected

–       Team
morale is high because there is positive feedback.

–       Team
members trust each other and are loyal to the endeavour.

 

Coaching:
Leader recognizes talent and builds skills. Development plans and the team
embraces challenging goals.

Talent is recognized and challenging
goals are set and accomplished:

–       Leader
is building leaders.

–       Leader
can see the future and cultivate the skills necessary to complete and win.

 

Pacesetting: Supervisor
sets high performance expectations for the team and is working hard to meet his
or her own challenging performance goals.

Leader
walks the talk and has high standards for the team:

–       Team
respects a leader that is an expert in the field and has a solid work ethics.

–       Leader
is accomplishing goal alongside the team.

 

Conclusion:

I
can develop my own system of accountability based and involve shared more
purposes and vision mission.  Than, The
system comes with own system of accountability, holding myself accountable, do
the professional learning communities, vision is look each others class rooms
and looking for objectives, works, engage learning activities. I got methods,
systematic methods of feedback and other side I bounced out with good
leadership, good organizational strategies and involve in thought the things
holding together the ethical code of leader. There are shared more purposes
through the whole organization.