Choose A Leader You Know, Conduct An Interview, And Reflect

Choose a Leader You Know, Conduct an Interview, and Reflect on Leadership

For your final paper, you are required to select a leader that you know personally, formulate 5-10 interview questions related to their leadership experience, and conduct an interview. Your paper should be structured into three main parts:

Part 1 (1/2 page): Provide a brief biography of the leader. Include who this person is, their role or title as a leader, your relationship to this person, and some background information about them.

Part 2 (1/2 page): List 5-10 thoughtfully crafted questions you plan to ask during the interview. Ensure these questions are relevant to leadership topics discussed in the course and are clearly connected to the subject matter.

Part 3 (2-4 pages): Reflect on what you learned from conducting the interview. Describe what surprised you, what aspects you found affirming, and which points stuck with you as important or thought-provoking. Instead of providing a transcript, discuss the insights gained and their significance. Incorporate at least three concepts discussed in class by name, making them bold, to illustrate how your understanding of leadership concepts applies to real-world practices. Connect these concepts to your interview experience and explain how they enhanced your understanding of leadership in practice.

This reflection should highlight the most meaningful and impactful elements of the interview, emphasizing personal growth, real-world applications of leadership theories, and any new perspectives gained from the conversation.

Paper For Above instruction

In this paper, I will explore the leadership journey of my acquaintance, Jane Doe, whom I have known for over five years as a close colleague and mentor in our community nonprofit organization. Jane holds the position of Director of Community Engagement, a role that involves strategic planning, stakeholder management, and team leadership. Her leadership style has profoundly influenced both our organization and my understanding of effective leadership. As someone who has observed her professional growth and has been directly mentored by her, I am able to gather unique insights into her leadership approach.

My interview questions were designed to delve into her leadership philosophy, challenges, and strategies. Some of the key questions included: How do you motivate your team during challenging times? What qualities do you believe define an effective leader? How do you manage conflicts within your team? What is your approach to developing leadership in others? And, reflecting on a difficult decision she faced, what leadership principles guided her? The questions were intended to uncover her practical application of leadership theories discussed in class, such as transformational leadership, emotional intelligence, and ethical decision-making.

Conducting the interview was an enlightening experience. One of the most surprising insights was Jane's emphasis on emotional intelligence as a core component of her leadership style. She explained how understanding her team's emotional needs allows her to foster a supportive and productive environment. This aligned with the concept of Emotional Intelligence discussed in class, reinforcing its importance in leadership. I was also affirmed in the idea that authentic leadership values transparency and vulnerability, as Jane candidly shared her experiences with setbacks and how she used them as growth opportunities. This resonated with Authentic Leadership, emphasizing that being true to oneself and fostering trust are vital. Additionally, Jane’s focus on mentoring younger staff highlighted the significance of Servant Leadership, as she prioritizes the growth and well-being of her team members over personal accolades.

The experience challenged me to reconsider the qualities I value in effective leadership. Witnessing her approach to conflict resolution—listening actively, empathizing, and seeking mutually beneficial solutions—made me appreciate the practical application of Transformational Leadership concepts. Her ability to inspire and motivate her team, even under pressure, exemplified how transformational leaders cultivate a shared vision that energizes and aligns team efforts.

This interview underscored the idea that leadership is deeply rooted in interpersonal skills and ethical considerations. One key takeaway was that effective leaders are adaptive and intentional about developing their emotional and social competencies. Jane’s commitment to ethical decision-making—prioritizing honesty and integrity—reminded me of the importance of values-based leadership. It reinforced my aspiration to embody these qualities in my own leadership journey.

In conclusion, this experience was invaluable as it bridged the gap between theoretical concepts and real-world practice. Observing Jane's leadership underscored the relevance of Emotional Intelligence, Authentic Leadership, and Servant Leadership in creating a positive and effective organizational culture. These insights have motivated me to develop a more reflective and empathetic approach to leadership, recognizing that genuine connection and ethical integrity are foundational to inspiring and empowering others.

References

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• Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership (2nd ed.). Lawrence Erlbaum Associates.
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