Business Leadership Development Agenda Personal Development Essay

Business Leadership Development Agenda Personal Development Essay Current research shows that knowledge and skills are the two important elements in the field of leadership that makes people more effective leaders. I want to be an effective leader who has all the capabilities of building an efficient leadership strategy. Based on my evaluation from my observers I feel that I need to work on the areas where I can show others how their interests can be realized and how they can share a dream of their future. Based on Boyatziss intentional change model of self-Directed learning (Savage 2010) I have used this model in my own research as my individual action plan. I found that my leadership behavior ranking based on average observers score and my personal score differs. I think improving one weakness of my leadership behavior will change the hidden behavior in me that I cannot realize. Ideal Self Initially, I want to be remembered as a leader who can solve conflicts between the employees by acting as an effective mediator and thus gaining respect from them. I would hope that others recognize my interpersonal skills and being motivated and emulate such behavior. I would like to be known as someone who is more generous with praise and kind words of encouragement. I also would like to be remembered as a legacy leader who empowers the employees and the people around. I want to recognize as a person who foster power in people for use in their own lives, their communities and in their society, by acting on issues they define as important. As discussed in my leadership legacy and taking on such a leadership role, I want to garner respect and admiration from those around me. For my leadership legacy, I would want to be known as a successful leader who wants to hold onto and hold out, for everyone to see, their vision and their values. I want to create opportunities and positive influence on others to be inspired and to understand and accept leadership roles.  I want to be remembered as the leader who tirelessly advocated for the differences in people as essential building blocks to creating a learning community and consistently calibrated their journey into excellence by modeling accountability and responsibility for their leadership roles, and encouraged others to do the same. Finally, I would like to act as a mentor to my colleagues by teaching them what I have learned through my experiences. I would like to leave behind the tools for holding, creating, influencing, advocating and calibrating the solid input to make decisions about when to step up, to step back, and to step off the action which would impact future. My real self Based on the feedback I received from Leadership Practices Inventory (LPI), Influence Strategies Exercise (ISE) and essential Enneagram, I believe that I have the strong motivational power that drives the success and encouragement. In my leadership legacy statement, I stated that I always want to empower people and motivate them to foster power in peoples lives. This characteristic feature represents me as a type 3 (The Performer) on the Essential Enneagram. As a performer, I want to develop a goal ahead energy of self-deception to match the image of success and approval. In addition to this, I want to encourage people to feel good about them and show them the appreciation on something they have accomplished. Moreover in the Kolb Learning Style Inventory (LSI) 2010, I found an additional overlap between my ideal self and myself. Previously I mentioned in my leadership legacy statement that I want to be an effective mediator who is able to view concrete situations from many different points of view. In the LPI, my observers and I rated myself highly in the practice, Enable Others act. I personally believe that every individual should be treated with dignity and respect and each individual has its own strengths and weaknesses which make them different from others. The understanding of what people can do well and what they do less well is important both to the person and organization. The differences should be valued and used to the full advantage. Leadership Gap analysis: While analyzing my ideal and real self I identified some gaps that include both my strength and weaknesses. In my leadership legacy statement I would like to be remembered as a legacy leader who empowers the employees and the people around recognize my interpersonal skills and being motivated and emulate such behavior. As a type three mediator on Essential Enneagram, I tend to focus and concentrate on things to get job done. I also stated that I want to be remembered as a leader who has the ability of solving conflicts between people by acting as an effective mediator. However, I sometimes have problems in making decisions and I think I also need somebody to discuss the resolution to the problem because sometimes it appears to me equally good and important. In addition to that, I also found some gaps in the area of inspiring shared vision on the Leadership Practices Inventory (LPI) (Kouzes Posner, personal communication June 14, 2010). Furthermore, as I identified in my leadership legacy statement I want to create opportunities and positive influence on others to be inspired, understand and accept leadership roles. I feel I will have considerably difficulty in showing others how their interest can be realized and described as a compelling image of the future. However, as the Performer, Enneagram and Leadership (Savage, 2010). I can become inspiring example of excellence and authenticity or blindly pursue success and status but I feel I will have to struggle with the concept of pursuing things more effectively and efficiently even there is a chance failure. My ideal self allows me to admit mistakes and listen to suggestions for improvement but sometimes I feel not making any mistakes and accomplish task more efficiently. Initially, I thought I might be type 1 The perfectionist, Enneagram and Leadership (Savage, 2010) because I do believe I can change myself and my environment to fit my ideas and organize things logically but I still feel that type three is more of my style because my first priority in accomplishing my goal is to concentrate more efficiently and get things done more quickly. The last gap I noticed was related to Bargaining Influence Strategies Exercise (Hay group, 2007). The purpose of bargaining is to gain support by negotiating a mutually satisfactory outcome; exchanging favors, sharing resources, making concessions Influence Strategies Exercise (Hay group, 2007). For me I always want to make sure that I am taking everybodys decisions and needs into consideration, I may not keep my needs or agenda into my consideration while I am listening to the suggestions and opinions from people. Based on what I have heard I will create an opinion. Typically I will not avoid the situation where there is a conflict infact I will try to resolve the conflict and come up with the resolution that best fits the needs of people and their concerns. Sustaining Leadership Strengths According to the LPI my strengths are in the area of encouraging confidence, enabling diversity and modeling the values and consensus. The 10 observer groups rated me high in encouraging confidence. The other was enabling diversity which was next in line. Builds consensus around organization value was the last because my observers rated me the third highest in this area of strength (Kouzes Posner, personal communication, June 14, 2010). When it comes to organizational skills, I believe that any administration should be organized and punctual. For example, the administration of ACCESS in Ashland University, these characteristics should be present. It is my belief that having good organizational skills means a better way of doing things. We all have learning differences and find some methods easy than others but how do we go about developing those skills. Leadership by encouragement is one of my practical interpersonal skills that can help in raising Emotional intelligence. In order to create that leadership strategy within the ACCESS it is important to review the administration strategy for implications for new leadership requirements. For the development of this leadership behavior, it is a good suggestion to have a team of experts that will analyze the problem and that are familiar with the processes of acquiring, retaining and development of good organizational development. I believe that I am not still an expert with this requirement and that the university still needs people who are very adept on this. My organizational strategy shall begin with the identifications of drivers of strategy that will help me in analyzing the key choices that includes my strengths, weaknesses, opportunities and threats. These factors shall be analyzed comprehensively. It is my goal to make a unique strategy that can be used by ACCESS which can understand what the things essential to the students are. It is very important to accomplish a collective leadership for this. I should have clear implications for what a leader like me should do well in order for an organization to succeed in leadership strategies. It is therefore important that my focus should be primarily on the implications primarily on the implications in leadership strategy that has to be more specific reflecting the actual opportunities and issues surrounding the key drivers. After the implication has been identified my next step will be to develop the leadership strategy in order to assess the current leadership situation and compare it to the desired future. Once the implication has been confirmed and extracted as a team through various ways within the organization, then the leadership developmental strategy should be addressed which will then follow the specific recommendations regarding approaches to be taken to develop current and future leaders as well as the organizations leadership, in line with the leadership strategy. Other thing that needs to be taken on to consideration while developing the strategy is an iterative process involving a team. Because this process will produce a useful conversations that have never taken place before. Those conversations themselves may act as interventions that will help in dealing with the issues within the organization. In creating a leadership strategy it is important to know the leadership culture that is required to implement the strategy and also interfere with effective performance. Once again, it is not how many leaders are in place, it is what actually do they determines whether the organization succeeds or fails. Cultural change that has a negative impact on the working environment should also be addressed. This is the present condition on the ACCESS department within Ashland University. . Due to the less number of staff and with the increased number of students, students are not able to explore the new environment because they are not getting opportunities to share their views and know the different culture. Director of the International student advisor who is currently running the ACCESS department will be my mentor with whom I talk about the situation and discuss the solution of the problem. Pesek is the only person who I can talk and gather information regarding the problems and can provide me with the resources and can serve my advisor and counselor throughout the whole process. In order to diagnose the current problem, it is necessary to diagnose the current status of the problem and to evaluate the organizational change gained through the experimentation and survey feedback. Due to the absence of program Director the organizational culture within the ACCESS is not effective. The staff and faculty have no control over the conflicts and work problems that arise. My approach to the problem will be to create effective leadership strategies and change the way the organization looks currently and implement those areas which need to be focused and monitor every change that results. Leadership Development Goal My main goal in developing my leadership ability is to be more sensitive with the issues surrounding my organization. As a part of the ACCESS Department in Ashland University, it will be my task to be keen in observing what needs to be changed and improved. By doing such, I will be impartial. I shall hear both sides of the story in order for me to weigh my judgment evenly. Another goal in developing my leadership skills is to be flexible in dealing with all circumstances. By being flexible, I believe that I can be an effective leader since I know I can deal with any situation and be on top of things. Finally, I want to be leader that communicates. Communication is very important in leadership. Benefits in Attaining this Goal The first goal which I mentioned is being sensitive with issues surrounding my organization. The benefit of being able to attain this goal is that I will be keen with any issues that my organization shall face. By being such, I can be developed into a proactive leader. This means that measures are continuously done in order to prevent the rising of a crisis. This will not only benefit me but also the entire organization. Alongside with this is being an impartial leader. Being such a leader should benefit the organization as well as all members of it since a just leader earns respect and that ensures that the organization is geared towards success. The benefit of being a flexible leader is that he or she can be able to face all issues and still be on top of things. I want to be that kind of leader. Many organizations fail or drowned in issues because some of its leaders are not able to adapt in certain issues. By being a flexible leader, I believe that I can be effective since I can lead my organization in any issue that it will face. Finally, a leader that communicates is an effective leader. Good communication between leaders and subordinates ensures that messages are conveyed clearly, therefore, good results can be expected. Obstacles in Attaining this Goal There will be obstacles that I know that I will come across in attaining the goals that I have set. Some of these are external factors such as some members of the organizations are unsupportive. This is because some members may not be at ease at being handled under new leadership styles. Other obstacles may be difficult circumstances that will tempt me in utilizing old but cooked leadership styles. In this situation, it is very important to stick with my principles in becoming an effective leader. Resources and Support in Achieving this Goal The resources that I tend to utilize in achieving the goals that I have mentioned are attending trainings and workshops that will tackle the leadership characteristics which I set to develop. These trainings shall help me in developing these characteristics wherein I cam learn from a team of experts as well as peers that are leaders themselves. Support from other organization members is very important for me in attaining these goals. Knowing that my peers from the organization support that such development is necessary for the growth of the organization will give me the strength and inspiration towards achieving such goals. Action Plan Goal: To be able to develop myself as a proactive, flexible and communicating leader. By being such, I can gear my organization towards a working environment that is conducive and that is driving towards success. Table of Action Steps Action step Measurement Timeline My main goal is to become an effective leader that includes the characteristic of being proactive, flexible and a good communicator. I will ask my peers to do an appraisal for me in terms of the characteristics that I mentioned. By the end of September 2010 I will analyze the data I collected from my resources and evaluate it. I will attend trainings and workshop on being proactive. After the training, an appraisal shall be done again for this characteristic. By the end of September 2010. I will attend trainings and workshops on being a flexible leader. After the training, an appraisal shall be done again for this characteristic. By the end of September 2010. I will attend trainings and workshops on being a good communicator. After the training, an appraisal shall be done again for this characteristic. By the end of September 2010. Implement the leanings that I have gained from these trainings on the organization. I shall establish a feedback system in order to monitor the performance. By the end of September 2010. Impart the learning and leadership style by means of succession plan. Create measures and criteria on whom is qualified on becoming a next leader in the organization. Year 2011 onwards. Conclusion I want provide a positive feedback that will help me to present creative and inspirational image of the students at Ashland University. Different people have different personalities and I think I have an ability to change behavior which shows that I am type 3 on Enneagram (Savage 2010) which says I can become an inspiring example of excellence and authenticity or blindly pursue success and status. I believe that it is important to listen to the suggestions what people say about my behavior it is possible that I may not notice changes in my behavior while perceived by others. In order for me to become a successful leader I need to interact with my followers, peers, seniors, and others; whose support will help me to accomplish my goals. For gaining the support of my peers and seniors I must be able to understand and motivate them and know the human behavior. Human behavior plays an important role in leadership strategy and they behave according to certain principles of human nature. As a leader I must understand these needs because they can be powerful motivators. I have learnt multiple facets of leadership from an interdisciplinary perspective. I am investigating my leadership behaviors, to be more reflective in their responses and make plans to improve the effectiveness. I am able to determine exactly what goals I want to target and how I can strategically limit and focus my efforts and develop an individualized leadership developmental plan.

Racism on Sociology Essay

1. Introduction: This topic is geared towards the issue of racial discrimination. As a basis for the discussion, this topic will present a case of discrimination against Negro citizens and their right to vote. This case will show the conflicting roles which the different aspects of the government play in order to display an attempt to address this social problem. At the same time, this topic will show how the government can have no control over the forces within the society that have a far greater influence on the perspective of human beings. On the other hand, this topic will also show how the government can lose control due to forces within the society that have a greater influence on the perspective of human beings. These forces will be explained further and will manifest their role in the presented case to show how human beings can destroy the safeguards created by the government to counter discrimination. 2. Sociological Approach:(Structural Functionalist, Social Conflict, Symbolic Interaction) The material may be related to the Social Conflict theory. This is a theory that claims that people within a society vary on the amount of resources available to them, and the people with more resources are, by consequence, more powerful. These people use their power and available resources to exploit the people with less power. In the case of U.S. vs. Alabama et. al., the Board of Registrars and the District Court were the parties in power. The available resource the Board of Registrar had was in the form of political power which they intended to monopolize by not allowing the negro citizens a voice in the decision making process. The District Court had the resource of legal knowledge which it used to make an oppressive decision in favor of the Board of Registrars. The Negro citizens, so long as they were being denied of their power to vote, were also being denied of their opportunity to be represented so they can voice their grievances and uplift their standing in the society. The Symbolic Interaction theory may also be applicable to the material. This is a theory that claims that people deal with circumstances, people and other things depending on how much value these things have for them. These values are determined by interactions within the society and altered by individual interpretation. This theory can be applied to the way the District Court made its decision and how it interpreted the Civil Rights Act of 1957. If the District Court had allowed the declaratory and injunctive relief, this would mean the Board of Registrars could no longer continue their discriminatory activities. This might affect the very culture of Macon County where the Negro citizens right to vote was not the only problem. In the case of Lee vs. Macon County Board of Education (267 F. Supp 458,470-M.D. Ala 1967), there was another racial discrimination issue – segregation. Perhaps the District Court decided the way it did, and ignored the amendment to the Civil Rights Act of 1957, in order to avoid wreaking havoc within a highly racist community. But what caused the prejudice within the Macon, Alabama county? In the absence of any details of what the Board of Registrars did and the effects of their actions, I will have to play safe and resort to the Culture Theory of Prejudice. This is the theory that claims that everyone is prejudiced because it is part of how we were raised. An example of this is when parents tell their children they need to marry someone of the same race. With regard to the norms within Macon county, I have sited another case on top of the material discussed here as a means of showing the norms. Discrimination was practiced and accepted, and the children growing up in that environment grow up believing that discrimination is right. The Board of Registrars and, probably even the district court, may have been composed of people who were born and raised in the same environment. Given that discrimination may be embedded in their system, it will take more than a legal amendment to change their ways. 3. Body: This case was filed by the United States for practices that deprived Negro citizens of their voting rights. The United States prayed for declaratory and injunctive relief from the 5th District Court with the Board of Registrars of an Alabama county (Macon) as defendants. The district court denied the petition on the following grounds: 1. The individual respondents were sued as Registrars. They resigned from their offices and could no longer be sued in their official capacities; 2. The Board of Registrars could not be sued; 3. The action was not authorized by the Civil Rights Act of 1957. The decision was affirmed by the Appeals court and paved the way for a petition for certiorari. The central argument for this case is based on the amendment of the Civil Rights Act of 1957 which authorized actions against the state? The Supreme Court ruled that the District Court had authority to hear the case by virtue of the amendment, and that such amendment had already taken effect before the case reached the Supreme Court. I think the decision of the Supreme Court appears discriminatory since it will compel the state to defend it’s efforts to stop discrimination. But, from a legal standpoint, what the Supreme Court merely did was acknowledge the right of the public to question actions effected by the state. This is a necessary safeguard for democracy to thrive. Unfortunately, what was being questioned was an action for a good cause – to stop the proliferation of racial discrimination. The above ruling implies that the government may be subjected to legal attacks even when it is making an effort to stand up for the rights of it’s citizens who they suspect are being oppressed by the majority. The more positive implication with the Supreme Court ruling is that the state is not infallible and the decisions made by the people in it’s government mat be questioned. The option to question the state is still relevant today. The government is composed of mere mortals who have made mistakes in the past and will most likely continue to make mistakes in the future. It should be comforting to the society to know that they can demand for the correction of these mistakes rather than simply surrender to the decisions of a higher power even when such decisions are detrimental to their interests. However, the right to vote has long become moot and academic, at least in the New World. This is a right that is already widely granted to citizens regardless of their race. If there is any discrimination issue that surrounds voting and elections, it may be the amount of confidence that people will put on a candidate who belongs to a minority, and if people vote for candidates simply because they are white even when there is a more promising candidate of color. 4. Conclusion: This topic centered on the social implications of discrimination. The case zeroes in on the right to vote among Negro citizens as an example of racial discrimination. This case showed the intent of the government to ease the discrimination. The case also showed the legal impediments that stand in the way of the government in it’s attempt to make sure that all it’s citizens are given equal rights. But this topic also showed that discrimination stems from the attitude of human beings, which in turn is developed by their different experiences within the society. The negativity in their attitude may be aggravated by their social standing and the resources that are available to them. These are factors that the government cannot control without also controlling the amount of freedom that their citizens are entitled to.

Top Professional Essays Guide!

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The Edsel Fords Failure of the 50s - 823 Words

First produced in 1958, The Edsel was produced by inspiration of Henry Ford’s Son, Edsel Ford, who passed away on May 26th, 1943. The Edsel was only on production for 3 years. Only about 160,000 Edsels were produced in that time period due to the lack of sales (Skinner). This model of car was discontinued in 1960 and the failure cost Ford Motor Company millions of dollars. There are still a few thousand Edsels in existence and there are clubs around the world founded exclusively for owners of the Ford Edsel. Edsel Bryant Ford was born on November 6th, 1893. This was around the time that cars started rolling out onto the dirt roads. (Ford Corporate) Edsel did not like horse drawn carriages because the lack of style and comfort. This is why he helped his dad draw and design cars for the Ford Motor Company. The Ford Motor Company was started on the 16th of June in 1903 with only $28,000 from a few investors (Bak 1). He and his dad, Henry Ford worked on cars all the time together. It was their favorite pass time. Edsel built 2 cars from scratch of his very own with his dad Henry Ford. The two cars were called the speedsters. He based the cars off of the Ford Model T. He made two of those cars. In 1912. Edsel decided not to go to college and go straight into the automotive industry. In the first 3 years of his career, Edsel did basic office work at the Ford Motor Company which included, Writing papers, sales, and helping consumers with their paperwork. Eventually in 1915, heShow MoreRelatedThe Influence of the American Automobile1321 Words   |  5 Pagesthey put the key in to start their car. Long ago, this country once had a great love affair with the American Automobile, and it was a turbulent, passion filled, amazing ride. If someone asks, â€Å"What was the first American car?† Many would answer, â€Å"Ford’s Model-T.† However, Henry Ford had been manufacturing cars for over a decade before the introduction of the Model-T. The first American car was most likely the Baushke Autymobile built in 1894. During that time period there was a boom in start-upRead More The History of the Ford Motor Company Essay examples3137 Words   |  13 Pages Like most great enterprises, Fords beginnings were modest. The company had anxious moments in its infancy, balancing precariously on the brink of bankruptcy until cash inflows from sales began. The earliest record of a shipment is July 20, 1903, approximately one month after incorporation, to a Detroit physician. With the companys first sales, came a ray of hope. A worried group of stockholders, skeptically eyeing a bank balance that had dwindled to $223.65, breathed easier, and a young Ford MotorRead MoreManagement Course: Mba−10 General Management215330 Words   |  862 Pagesproduction, and retailing practices. IBM’s approach to emphasizing services and partnering with other technology companies—and making it work—has been the key to its strength. Our own total quality management (which identified the costs of quality failure and converted them into opportunity improvement) helped Union Pacific further build its profitability strength and leadership. Part of its emphasis is that process management means not merely process improvement but fundamental improvement involvingRead MoreMarketing Mistakes and Successes175322 Words   |  702 Pageswhich cases would be appropriate for the traditional coverage of topics as organized in typical marketing texts. With most cases it is not possible to truly compartmentalize the mistake or success to merely one topic. The patterns of success or failure tend to be more pervasive. Still, I think you will find the following classification of cases by subject matter to be helpful. I thank those of you who made this and other suggestions. Classification of Cases by Major Marketing Topics Topics