Evaluate Your Leadership Practices Using A Scholarly Lens
Evaluate your own leadership practices using a scholarly leadership theory that is different from the one you used in task 1
For this task, you will conduct an evaluation of your personal leadership style. You will write a 6-10 page paper evaluating your own leadership practices using a scholarly leadership theory that is different from the one you used in task 1. To help you refine your own leadership skills, you will develop at least two SMART (specific, measurable, achievable, realistic, and timely) goals as part of your evaluation.
Requirements: A. Conduct a leadership evaluation of your own leadership by doing the following:
1. Provide a completed copy of the attached “Seven Habits Profile." Note: You will be required to attach a completed copy of the “Seven Habits Profile" to the task submission. The attachment may be a scanned document or photo. a. Reflect on the results of your Seven Habits Profile, including what those results might indicate about your leadership style.
2. Evaluate your leadership practice by doing the following: Note: As part of your evaluation, you will need to use one scholarly leadership theory and three scholarly sources.(Transformational Leadership Theory) a. Evaluate three strengths of your leadership practice using a scholarly leadership theory. Note: You should use a leadership theory that is different from the leadership theory you used in task 1. b. Evaluate three weaknesses of your leadership practice using the same scholarly leadership theory you used in part A2a. c. Recommend three theory-based changes that you could make to maximize your success in managing organizations and leading people in the future, using the same scholarly leadership theory you used in part A2a. Note: All theories must be supported. d. Discuss two short-term SMART goals that will help improve your leadership practice. Note: All the components of the SMART model must be met for each goal. This model required objectives to be: (a) specific, (b) measurable, (c) achievable or attainable, (d) realistic or relevant, and (e) time-bound or time-based. i. Discuss at least two specific actions you will take to reach each of the SMART goals discussed in part A2d. e. Include three scholarly sources that support your evaluation of your own leadership practice. Note: A scholarly source could be a reputable journal, a published book, any source from a university faculty member or business leader. Also, any article or book in the online WGU library. B. When you use sources, include all in-text citations and references in APA format.
Paper For Above instruction
Effective leadership is crucial in shaping organizations and influencing individuals towards shared goals. Conducting a personal leadership evaluation allows for the identification of strengths and areas for improvement, fostering growth and development as a leader. This paper utilizes Transformational Leadership Theory to evaluate personal leadership practices, contrasting with previous assessments grounded in other leadership models. The process includes analyzing results from the Seven Habits Profile, identifying three strengths and three weaknesses, and proposing three theory-based recommendations. Additionally, two SMART goals are formulated to enhance leadership capabilities, supported by scholarly sources.
Introduction
Leadership involves guiding and inspiring others to achieve collective objectives. Self-assessment is an essential step in recognizing how personal behaviors and attitudes impact leadership effectiveness. The Seven Habits Profile offers insights into personal habits that influence leadership style, while transformational leadership emphasizes inspiring followers through vision, motivation, and individualized consideration (Bass & Riggio, 2006). Combining these approaches offers a comprehensive view of leadership practices and avenues for growth.
Analysis of the Seven Habits Profile
The Seven Habits Profile highlights key personal attributes that underpin leadership behavior. My results indicate strengths in being proactive and prioritizing tasks effectively, aligning with leadership qualities of initiative and goal-setting (Covey, 1989). However, areas such as seeking first to understand others and emphasizing synergy require improvement. These insights underscore my potential to build stronger interpersonal relationships and foster collaborative environments. Understanding these tendencies informs targeted development strategies.
Application of Transformational Leadership Theory
Transformational Leadership theory, developed by Burns (1978) and expanded by Bass (1985), emphasizes inspiring followers through a shared vision, stimulating intellectual curiosity, and providing personalized support. This theory underscores motivating others beyond transactional exchanges, fostering commitment and innovation.
Strengths of Personal Leadership Practice
First, my ability to articulate a compelling vision aligns with transformational leadership’s focus on idealized influence. I inspire team members by communicating a clear purpose, fostering trust and admiration (Northouse, 2018). Second, I demonstrate individual consideration by actively mentoring colleagues and recognizing their unique contributions, which builds rapport and motivation. Third, I promote intellectual stimulation by encouraging innovative ideas and openness to new approaches, which strengthens problem-solving capabilities within teams (Avolio & Bass, 2004).
Weaknesses of Personal Leadership Practice
Despite strengths, there are areas needing development. One weakness is occasional overreliance on personal charisma rather than inspiring intrinsic motivation, which can limit sustainable engagement. Second, my feedback delivery sometimes lacks the necessary sensitivity, potentially affecting morale. Third, I tend to focus heavily on strategic goals and neglect the emotional needs of team members at times, reducing overall team cohesion. Recognizing these weaknesses offers avenues for targeted growth aligned with transformational principles.
Theory-Based Recommendations for Improvement
Based on transformational leadership, I recommend: first, enhancing emotional intelligence skills to better connect with followers and tailor motivation (Goleman, 1995). Second, adopting more participative decision-making processes to foster shared ownership of goals. Third, increasing opportunities for team members to develop their skills through coaching and delegation, thereby promoting empowerment (Avolio & Bass, 2004). These recommendations are supported by scholarly literature advocating continuous development and relationship-building as core transformational practices.
SMART Goals for Leadership Development
To operationalize improvement, two SMART goals are proposed. The first goal is: 'Increase emotional intelligence by completing an emotional intelligence training program within three months, with measurable improvements monitored through self-assessment and supervisor feedback.' Specific actions include enrolling in an online EI course and practicing daily reflection exercises. The second goal is: 'Implement quarterly team workshops to enhance participative decision-making and skill development over the next six months.' Actions involve planning workshop agendas and encouraging team member contributions.
Supporting Scholarly Sources
Scholarly evidence emphasizes the importance of emotional intelligence in leadership effectiveness (Goleman, 1998), and participative approaches enhance team engagement (Yukl, 2012). The integration of theory and practice underscores the value of continuous development. Bass and Riggio (2006) further reinforce transformational leadership’s focus on developing followers’ potential, which aligns with my growth objectives. These sources provide a solid academic foundation for implementing and evaluating my leadership improvements.
Conclusion
This personal leadership evaluation, grounded in transformational leadership theory, highlights critical areas for development and strategic planning. By leveraging strengths such as vision articulation and mentorship, while addressing weaknesses like emotional sensitivity, I aim to become a more effective and inspiring leader. The SMART goals established provide clear, actionable pathways for growth, underpinned by scholarly research. Continuous reflection and adaptation remain essential to leadership success in dynamic organizational environments.
References
- Avolio, B. J., & Bass, B. M. (2004). Multifactor Leadership Questionnaire Manual. Mind Garden.
- Bass, B. M. (1985). Leadership and Performance Beyond Expectations. Free Press.
- Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership (2nd ed.). Lawrence Erlbaum Associates.
- Burns, J. M. (1978). Leadership. Harper & Row.
- Covey, S. R. (1989). The 7 Habits of Highly Effective People. Free Press.
- Goleman, D. (1995). Emotional Intelligence. Bantam Books.
- Goleman, D. (1998). Working with Emotional Intelligence. Bantam Books.
- Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.
- Yukl, G. (2012). Leadership in Organizations (8th ed.). Pearson Education.