Style of leadership considerations
The leader I will discuss in this reflective paper is Maria Priest, the chair of Glebe Community Action Group located in Sydney, Australia. The chief activities of the group are to discuss community affairs which include crime and safety, removal of graffiti, street cleaning, and beautification. According to me, she is a charismatic lady. I have known her for quite some time. We have interacted severally through forums and meetings. She is diligent, courteous, tenacious, hardworking, transparent, accountable and responsible. Evidently, she steers most of the group`s activities.
On a daily basis, efficacious leaders shift their leadership styles to correspond to the micro-situation although there exists the need to retain an underlying consistency to maintain motivation and morale (Tony, 2002). This implies that it is indispensable for leaders to adapt their leadership styles to the needs of the situation at hand.
Maria`s leadership style is that of a craftsman. A craftsman is usually well-balanced, reasonable, realistic, responsible, helpful, steady, predictable, trustworthy and honest (Tony, 2002). The choice of her leadership style is evidently suitable for the group in its entirety. This is great because the group`s activities touch on universal issues that affect the respective community. As such, the elements of the craftsman leadership style play a vital role in mobilizing the group members to participate its undertakings. Evidently, I believe the leadership style is the most appropriate for the majority, if not all, of the situations and tasks of the group. For me, I would commend her for using it since it aids her to win the commitment and trust of the group members.
The style of communication
The communication style any leader uses leads to the success or failure of the efforts to influence, and communication style is one aspect which contributes to discrepancies in leader performance (Perdersen, Laucella, Wan, & Geurin, 2016). This means that the choice of communication style matters immensely. Four styles of communicators include directors, relators, thinkers, and directors (Cliff & John, 2010). A leader can embrace one or more of the above styles depending on the situation.
Maria uses the director style of communication. According to (Cliff & John, 2010), directors are commonly task oriented, move, act and talk fast and display commendable administrative skills. As such, the style is suitable for many of the situations and operations of the group especially those that require short duration, for instance, a street clean-up exercise during a weekend. This is because all the components of the communication style are geared towards producing desirable results and within a short period. She employs communication types like verbal and written communications. She particularly uses verbal communication since it is perceived to effectively appeal to many people, especially in community affairs. However, I would advocate that she uses a blend of the four communication styles for a sustainable influence.
Type of personality
Personality is paramount to leadership (Alice & Linda, 2007). This implies that it is essential to possess a reputable personality as a leader. The correlation of both the leaders` and followers` attributes promotes the direct evaluation of the leadership influence (Brigit & James, 2005). As such, it is possible to examine the impact of any leadership by use of the relationship between the two parties` personality traits.
The huge five personality features include neuroticism (showing poor emotional alterations and adverse emotions), extraversion (displaying assertiveness, sociability, positive emotions and activity), openness to experience (showing nonconformity, creativity, unconventional qualities and autonomy), agreeableness (displaying trust, care, compliance and gentleness) (Alice & Linda, 2007). From the above choices, Maria possesses the extraversion trait. This means that she is usually assertive on what needs to be executed by the group members, she is social with the group members and the community at large, she exhibits favorable emotions which include friendly attitude and finally she executes her undertakings in the form of duties and responsibilities. This personality enables her to command a huge turn up for events and activities of the group and full commitment and hence easy and smooth leadership. However, I believe she needs to exhibit agreeableness too to have a satisfactory and legendary impact on her group.
The motivation and goal setting
Goals depict targets of a given behavior or action (Gerald & Nicholas, 2010). This implies that they emanate from the achievement of particular actions or conduct. According to them, goals establish order and structure, give progress and provide a sense of accomplishment. As such, the group`s goals and objectives which include having a crime-free, safe and clean community are greatly able to foster the performance of the group members. The above goals and objectives are suitable, vivid and easily comprehended by the members of the group since they are tangible, straight forward and measurable. For me, the group`s aims and objectives are articulate and precise thus achievable, however, they need to be further polished to include other community aspects.
Conflict resolution involves acknowledging a conflict and admitting that there are solutions (Jacob, Richard, & Wells, 2009). This means that conflict resolution is a process which follows certain steps inclusive of the two above. Some of the conflict resolution methods include being aware that conflicts occur, establish the ground rules, explore destructive conflicts, end conflicts with immediacy, listen to all the aggrieved parties, consult for resolutions make compromise a goal, do not attempt to change a group member among others (Regina, 2013). This means that leaders are presented with a variety of conflict settlement options from which they can choose.
As such, Maria employs the method of resolving conflicts with urgency within the group to evert the possibility of it escalating to volatile levels, for example, disagreements in setting dates for activities. She does this by encouraging openness and sincerity among the members of the group. Based on this, the chances of such group members voicing their emerging or even potential conflicts or differences are evidently high. This translates into reduced cases of conflicts and even the inevitable disagreements are resolved amicably. I believe that she can do more concerning the number of approaches she uses in resolving conflicts by incorporating the other methods.
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Jacob, B., Richard, D., & Wells, J. (2009). Conflict Resolution in the Twenty- First Century: Principles, Methods, and Approaches. University of Michigan Press.
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Regina, W. (2013). 10 Methods of Resolving Conflict Between Team Members. Retrieved from www.brighthubpm,com> Resource Managment
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