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Leadership is the most important parameter and the factor behind the success of any organization. Leadership can be defined as the process or art by which the people can be influenced for performing the tasks that are assigned to them in the most efficient, competent, and in a willingly way. When there is a presence of good and effective leadership within the organization, the culture in the organization is developed fruitfully and is not forcibly developed. Leadership is found to have a direct influence on the success of the organization and affects the relationship existing between the organizations (Schneider, 2012). The leaders are found to determine different culture, values, the motivation of the employees, and influences the tolerance level of the employees in the organization. They are capable of shaping the various institutional strategies involving their effectiveness and execution. An effective leader is the one who is capable of influencing the people surrounding him to reap the possible maximum benefits and outcomes by giving their maximum efforts and by utilizing the different resources of the organization (Spitzer, 2015).
Various studies and research have shown that there is no single way of leading and showing leadership qualities. Further, it has been observed that the successful and famous leaders have developed their own styles and models of leadership. For the effective development of the leadership qualities and style, it is very important for the individual to have a reflection of his/her own limitations and strengths for a clear demonstration of his leadership qualities and skills (Wageman, 2001). Moreover, a good leader is the one who is able to exhibit his leadership qualities including his practices and attitudes in the most cultural competent manner and on the grounds of the ethical framework. The capability of the individual to work in a culturally competent and ethical sound framework differentiates him/her as a leader from others (Spitzer, 2015). Hence, the development of the personal leadership model is very important for analyzing and developing the required skills that are necessary for becoming the efficient leader.
The personal development model is ECTE driven model, which includes the four core elements, i.e., ethics, cultural competence, team-orientation, and empathy. Ethics can be defined as the set or combination of various moral principles that are capable of governing the behavior of the individual. It is basically the concept of differentiating right from wrong. This element is very important for the leaders as leaders are the ones who influences their followers, and if the leader is incapable of distinguishing right from wrong how he will guide his followers and group members. The second element of the model which is cultural competence can be defined as a set of appropriate attitudes, behaviors, and policies that are formed in a system, organization, or among different professionals of the organization. The cultural competence is a very important component as it enables the entire system and the professionals to work in a most efficient and effective manner in the cross-cultural environments and situations (Raybourn, 2005). Team orientation is very important and fundamental component of the leadership model as it ensures that the leader doesn't only think of himself but also includes the decisions and ideas of his team members. Hence, team orientation is very important for a leader to develop a better relationship among his team members and inculcate the feeling of trust amongst them (Giessner et al., 2013). Empathy is the art of understanding, as well as, sharing the thoughts and feelings of the individuals. It is also one of the important components as it enables the followers and team members to know that the leaders is aware of and cares, as well as, understands their needs and feelings (Cornelis et al., 2013).
To be a leader is not just having strong willpower that is sufficient enough influence other people to do in accordance to your desire. But, being a leader is also possessing a high level of ethical and moral standards and convictions that are capable of guiding the leader and his followers on the right path for achieving the goals (Smith, 2009). Hence, the main idea of organizing the leadership model is to determine the important parameters and elements that are essential for an effective leadership. I have analyzed that I lack empathetic attitude and feels uncomfortable working in teams. Moreover, the main issues in the leadership model that may arise are the development of the ethical and empathetic relationships simultaneously. As in some cases, it can happen that the team member is not working in accordance with the ethical framework, dealing with them in an empathetic manner can be an issue for me. Because, I lack the empathetic attitude and if someone does something wrong, it is very difficult for me to show positive attitude towards them. Hence, this leadership model will help me to develop the effective qualities I am lacking and will also help me to become team-oriented.
The most important traits of an effective leader are intelligence, self-awareness, determination, self-regulation, emotional intelligence, integrity, sociability, and self-confidence. The ability of the individual to lead in the most effective way is the resultant of various key skills. The skills that are required by the individual for effective leadership includes strategic thinking, effective communication, organizing tasks, action planning, risk management, decision-making skill at the time of crisis, and problem-solving skills (Balamohan, Tech, and Gomathi, 2015). The delegation of the task in the most efficient manner and motivating his/her team members are also the important tasks of the leader. The core values that are emphasized by my leadership model are human dignity, open mind, fairness, honesty, mutual understanding, hard work, motivation, healthy relationships amongst followers, respect, and empathy.
As the leadership model is focused on the four main components, which are very important for the effective leadership qualities and skills, the organization will have the overall benefit of this leadership model. Since, the globalization of the modern era and businesses are increasing, leaders are required to be adept at the management of the employees who belong to various cultural backgrounds, as well as, in communicating and developing healthy relationships with the clients globally. Cultural competency is the primary component for developing relationships with the colleagues, subordinates, team members, and consumers. Moreover, as the model is focused on ethical leadership, it is hence, associated with the concepts like honesty, trust, consideration, fairness, and charisma. This, in turn, will help in building a healthy and trustful relationships and environment with the organization (Berry, 2007). Hence, the culture that will exist within the organization if this model would be more fruitful, healthier, trustworthy, culturally competent, as well as, will also bring respect, credibility, and collaboration within the organization and its employees.
The leadership style that is being practiced in this model is focused on achieving internal consistency, dynamism, versatility, proactivity, a sense of trust amongst each member, ethical values and moral beliefs, capability of distinguishing right from wrong, empathetic attitude amongst each other, having cultural knowledge, awareness, sensitivity, and competence. The leadership model is different as it underlines the importance of ethical framework and cultural competency in the leadership and also tries to inculcate the empathetic attitude at the same. The concept of team orientation and empathetic behavior will inculcate the feeling of trust amongst the followers. While the concept of ethics and cultural competency will enable the followers to work in accordance with the ethical framework and at the same time will motivate them to respect the cultural diversity in the organization (Liu, 2015).
The personal application of this leadership model will include the assessment of the current level of the knowledge of cultural competence, the gaps, skills, and attitudes that I have at present. After having a complete assessment of my present skills and qualities, I will use this model to analyze the strengths and weaknesses I have against these four components of the leadership model. The analysis of the characteristics that have been listed in the model will help me to understand drawbacks and areas of improvement that restricts me to become an effective leader. Hence, by a complete analysis of the strengths and weaknesses of my personality and skills, the leadership model will provide the path of incorporating the missing attributes into my personality (Ross, 2014).
Leadership is the combination of the important and required professional, as well as, interpersonal skills within an individual. An effective leader is the one who is successful in influencing his followers or team members on various levels like at their personal, intellectual, or social level. For becoming an effective leader various skills and qualities are required. Leadership is the art that is capable of determining the excellent performance of the organization (Wageman, 2001). Hence, leadership is the fundamental aspect that helps in maximizing the efficiency, as well as, achievement of the organizational goals. Leadership is the crucial element and essential part effective management. An effective leadership behavior is focused on building the atmosphere in which every member develops, as well as, excels his performance (Simonet and Tett, 2012). The combination of ethics, cultural competency, team orientation, and empathy provides the basis for good and effective leadership, which is the main underlying reason for choosing this type of leadership model.
Balamohan, P., Tech, M. and Gomathi, S. (2015). Emotional Intelligence – Its Importance and Relationship with Individual Peformance, Team-Effectiveness, Leadership and Marketing Effectiveness. MJSS.
Berry, G. (2007). Adding ethical consideration to the decision-making process: A leadership challenge.Journal of Leadership Studies, 1(1), pp.45-50.
Cornelis, I., Van Hiel, A., De Cremer, D. and Mayer, D. (2013). When leaders choose to be fair: Follower belongingness needs and leader empathy influences leaders' adherence to procedural fairness rules. Journal of Experimental Social Psychology, 49(4), pp.605-613.
Giessner, S., van Knippenberg, D., van Ginkel, W. and Sleebos, E. (2013). Team-oriented leadership: The interactive effects of leader group prototypicality, accountability, and team identification.Journal of Applied Psychology, 98(4), pp.658-667.
Liu, H. (2015). Reimagining ethical leadership as a relational, contextual and political practice.Leadership.
Raybourn, E. (2005). Adaptive thinking and leadership training for cultural awareness and communication competence. Interactive Technology and Smart Education, 2(2), pp.131-134.
Ross, S. (2014). A conceptual model for understanding the process of self-leadership development and action-steps to promote personal leadership development. Journal of Mgmt Development, 33(4), pp.299-323.
Schneider, M. (2012). Developing Entrepreneurial Leaders. Organization Management Journal, 9(4), pp.280-280.
Simonet, D. and Tett, R. (2012). Five Perspectives on the Leadership-Management Relationship: A Competency-Based Evaluation and Integration. Journal of Leadership & Organizational Studies, 20(2), pp.199-213.
Smith, R. (2009). Challenge models: Leadership development and effective team-based solutions.Leader to Leader, 2006(S1), pp.58-63.
Spitzer, R. (2015). An Effective Leadership Paradigm. Nurse Leader, 13(2), p.8.
Wageman, R. (2001). How Leaders Foster Self-Managing Team Effectiveness. Organization Science, 12(5), pp.559-577.
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