Module 1 - SLP Leadership Traits, Behaviors, And Styles ✓ Solved

Module 1 - SLP LEADERSHIP TRAITS, BEHAVIORS, AND STYLES

For the Session Long Project, you will be applying the concepts in the background materials to your own personal experiences in the workplace. For this first SLP assignment, choose a supervisor that you personally worked for and got to know well and compare and contrast this supervisor’s leadership characteristics with your own personal leadership characteristics using the concepts from the required background materials. Carefully reflect on your supervisor’s traits, behaviors, and leadership styles. Then write a 2- to 3-page paper (excluding title page and References Page) to include 2 scholarly sources from the required and optional readings list and addressing the following issues:

1. Overall, is your current role more of a leadership or a management role? How about your supervisor?
2. What key differences in leadership behaviors do you see between yourself and your supervisor? Refer to the concepts of being task-oriented, or people-centered/relationship-oriented that are discussed in the required background materials.
3. What key differences in leadership traits do you see between yourself and your supervisor? Refer to specific leadership traits discussed in the required textbook chapters.
4. Would you describe your and your supervisor’s leadership style as diverse and inclusive? If so or if not, please explain your response.

Paper For Above Instructions

Leadership plays a critical role in guiding organizations and influencing team dynamics. The present paper seeks to compare and contrast my personal leadership characteristics with those of a supervisor I worked closely with in the past. This reflection draws upon the theoretical concepts of leadership traits, behaviors, and styles as discussed in the course materials.

Leadership Roles: Personal Reflection

In considering my current role, I find that I occupy a leadership position rather than a traditional management role. As a leader, I focus on inspiring and motivating my team, encouraging innovation, and fostering a collaborative environment. This aligns with contemporary views of leadership that prioritize emotional intelligence and people-centric strategies (Goleman, 2017).

My former supervisor, in contrast, exemplified a more traditional management role. While he possessed leadership qualities, his focus leaned heavily towards task completion and performance metrics. This distinction highlights a fundamental difference in our roles: whereas my approach is more visionary and inclusive, his is often characterized by a directive and control-oriented style. In this context, I identify myself as more of a transformational leader, whereas my supervisor operated from a transactional leadership framework (Bass & Riggio, 2006).

Differences in Leadership Behaviors

A significant difference in leadership behaviors between my supervisor and me is our orientation towards people and tasks. My supervisor clearly exhibited a task-oriented leadership style, emphasizing goals, objectives, and measurable outcomes. He preferred to delegate tasks with strict guidelines, which often limited team autonomy (Northouse, 2018).

In contrast, I adopt a more relationship-oriented approach. I believe that fostering strong team relationships enhances engagement and productivity. Unlike my supervisor, I prioritize open communication, active listening, and team collaboration. This approach aligns with findings from recent studies, which suggest that relationship-oriented leadership significantly impacts team morale and effectiveness (Dahl, 2018).

Differences in Leadership Traits

Examining leadership traits, several key differences emerge between my former supervisor and myself. My supervisor embodied traits such as dominance and high conscientiousness, which reflected in his decision-making style. He often took control and relied on established procedures, exhibiting a low tolerance for ambiguity (Hiriyappa, 2009).

Conversely, my personal leadership traits include adaptability, empathy, and emotional intelligence. These traits facilitate an inclusive environment where team members feel valued and understood. Research underscores the importance of these traits in effective leadership, indicating that leaders who display empathy and adaptability are better equipped to navigate complex workplace challenges (Bauer & Erdogan, 2012).

Diversity and Inclusivity in Leadership Styles

When considering the diversity and inclusivity of our leadership styles, I would characterize my approach as being more diverse and inclusive than my supervisor’s. My belief in leveraging diverse perspectives and inclusive practices promotes team engagement and creativity. In my leadership method, I actively seek input from team members and encourage a culture of respect for varying viewpoints.

On the other hand, my supervisor's leadership style was more homogeneous, lacking emphasis on diversity. His approach often discouraged dissenting opinions, which could stifle innovation and limit the team’s effectiveness. Research has shown that diverse teams outperform homogeneous ones in creativity and problem-solving, further reinforcing the need for inclusive leadership (Page, 2007).

Conclusion

In conclusion, this analysis has revealed key differences in leadership traits, behaviors, and styles between myself and my former supervisor. While I adopt a leadership approach focused on inclusivity and relationship-building, my supervisor operated primarily within a task-oriented framework. The importance of understanding these characteristics is vital for personal development as a leader and for fostering effective team dynamics. Reflecting on these aspects will not only enhance my own leadership capabilities but also contribute positively to the teams and organizations I engage with in the future.

References

• Bauer, T. N., & Erdogan, B. (2012). Organizational Behavior. Cengage Learning.
• Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership. Psychology Press.
• Dahl, J. (2018). Leadership Study: Team Dynamics and Effectiveness. Journal of Business Psychology, 33(2), 287-301.
• Goleman, D. (2017). Emotional Intelligence: Why It Can Matter More Than IQ. Bantam Books.
• Hiriyappa, B. (2009). Leadership Styles. Himalaya Publishing House.
• Northouse, P. G. (2018). Leadership: Theory and Practice. SAGE Publications.
• Page, S. E. (2007). The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies. Princeton University Press.
• Robinson, S. P., & Judge, T. A. (2019). Organizational Behavior. Pearson.
• Stone, R. (2019). The Impact of Leadership Styles on Team Performance: A Review. International Journal of Business and Management, 14(2), 29-41.
• Zaccaro, S. J., & Klimoski, R. J. (2001). The Nature of Organizational Leadership: Understanding the Performance Imperatives Confronting Today's Leaders. Leadership Quarterly, 12(1), 17-38.