LEAD PMA

LeadershipI have read and understood the rules on cheating, plagiarism and appropriate referencing as outlined in my handbook and I declare that the work contained in this assignment is my own, unless otherwise acknowledged.No substantial part of the work submitted here has also been submitted by me in other assessments for any other assessed course, and I acknowledge that if this has been done an appropriate reduction in the mark I might otherwise have received will be made Signed: JUE XIANGMODULE TITLE: LeadershipMODULE CODE: UKFM ES959-10 01MODULE DATE: 16th – 20th February 2015NAME:JUE XIANGNUMBER:1005302Table of ContentsQUESTION A (3)LAEDERSHIP REQUIREMENTS (3)QUESTION B (3)THE WAYS TO MEET LEADERSHIP REQUIREMENTS (3)WHAT FOLLOWERS COULD LEANR FROM LEADERS (7)EXAMPLE OF LEADERSHIP THAT HAS DEVELOPED (7)QUESTION C (8)AREAS NEED TO DEVELOP AS A LEADER (8)EXAMPLE OF LEADERSHIP THAT HAS ADDRESSED (9)SELF-DEVELOPMENT PLAN FOR LEADERSHIP (10)REFERENCE (11)QUESTION ALAEDERSHIP REQUIREMENTSBased on the idea of transformational leadership (Burns, 1978), I tried to transfer the basic theory into four actions as being an effective leader, which are shown as below. In short, I believe that “motivating” and “encouraging” are more effective than “do as I say”.Creating VisionFirst step, the followers need a compelling vision to follow you. So I believe that a good leader should have a strong ability of creating an inspiring vision of the future based on a “balcony view” of the organisation.Motivating FollowersNext step, I believe that a good leader should understand the way to motivate and inspire the followers in order to deliver the vision.Managing FollowersThird step, I believe that the ability to manage the team is important. A good leader should understand the need of the team and give proper leadership style to lead the team achieving the same goal.Building Team RelationshipFinal step presents the interpersonal skills. I believe that a good leader should build trust and show respect to the team, and understand individual development requirements to achieve self-actualisation.QUESTION BTHE WAYS TO MEET LEADERSHIP REQUIREMENTSCreating VisionAn organisation should understand the current role in the business and then focus on the future goals. So a mission statement should be created before a vision statement. Firstly, it is important to understand the capabilities of the organisation. Leaders should clearly identify the core competency and unique selling point of the organisation. This is a method that makes the organisation become outstanding fromother competitors. Then, the mission statement created should be short, clear and powerful.To create an inspiring vision, it is important to understand the business environment where the organisation is currently in. This can be achieved through applying PESTLE and SWOT analysis together. These tools can help reveal the current business situation. PESTLE analysis focuses on generating a “big picture” that helps understand the overview of the organisation in the marketplace and make strategic plans. SWOT analysis focuses on internal business in terms of strengths and weaknesses, and external business environment in terms of opportunities and threats. Then, it is important to find and understand people values. Leaders should identify what the values of customers and stakeholders are such as teamwork, integrity, and honesty in order to achieve the mission. Leaders can work together with other team members to discuss the organisation’s values. Finally, combining the mission and values develops a vision statement that is concise, broad and inspiring. (Mind Tools®, 2015)According to Green et al (2010), there is a certain process to develop a vision statement. For a small group, each person individually write down their own vision statement on a piece of paper. After keeping slience for 2-5 minnutes, the paper is passed to the next person. Then the person need to underline the key words and phrases they like most. All the paper would be passed repeatly until everyone’s is reviewed. After that, a nominal group is responsible for putting all the common words and phrases together on a flipchart, and finally crafting and polishing to a single vision statement.Motivating FollowersLeaders could use the expectancy theory introduced by Vroom (1994) to motivate and inspire followers based on their beliefs. Followers usually work hard to achieve good results and finally get a reward as they expected. As a leader, understanding the relationship between expectation and outcome to motivate followers is important. Leaders should promote the belief that hard working would result in high work performance. High performance of work would bring a high level of outcome so-called reward. Leaders should ensure the reward is attractive to the followers as they expected.According to Herzberg’s Motivation-Hygiene theory (1987), there are some factors for job satisfaction and dissatisfaction. Removing dissatisfaction factors has no effect on improving the work performance but only creating peace environment. Therefore,leaders should eliminate job dissatisfaction meanwhile creating satisfaction. Eliminating the dissatisfaction factors can be achieved through improving organization policies, providing supportive supervision, offering competitive wages. Enhancing the satisfaction factors can be achieved through identifying individual’s contribution, giving training and development schemes for employees, providing relevant responsibility and opportunities for members to achieve work, and offering the work that matches individual’s capabilities and knowledge.Leaders can use charisma and appealing to influence followers based on the theory of transformational leadership (Burns, 1978). Based on an emotional behavior, leaders demonstrate the goals and vision to followers and provide roles to them in order to deliver the vision. Additionally, leaders should establish trust between them built on a moral and ethical basis.Managing FollowersAs a leader, it is important to identify which leadership approach is the most appropriate to apply to cope with different behaviors from followers. According to the theory of Hersey-Blanchard Situational Leadership (Hersey, 1986), leaders should have ability to change the leadership style based on different level of maturity of followers. For those followers who have neither willingness nor ability to work, leaders should tell them what to do and how to do. For those followers who have willingness but no ability to work, leaders should show the direction and provide information. For those followers who have no willingness but ability to work, leaders should concentrate more on relationship but less direction, and work together to share responsibilities. For those followers who have both willingness and ability to work, leaders provide most responsibilities and give extra support but less involvement of the work.According to the good practice of Management By Wander Around (Peters & Waterman, 2004), leaders should know what is happening right now in the team. Therefore, firstly, leaders should create relax working environment within the team. Then, leaders should proactively listen to the ideas and thoughts from followers rather than keep talking and ask for feedback. The followers would usually believe what leaders say. So it is important to give more chances for them to discuss. Giving response and answers should be honest and in a professional way in order to build trust. It is important to share company information refer to goals, values and vision. Leaders should ensure the followers understand their role and responsibility. A good leader should also make equal “wandering around” to everyone by spending equal time on individuals regardless their job positions. In another word, it is vital to equallytreat every member in a team with regard to gender, nationality, personal background, working ability and behavior.According to Action Centered Leadership model develop by Adair (1979), a good leader should address Team, Task and Individual to optimum balance. Otherwise, if there is too much effort and attention on achieving the Task, the Team and Individual would certainly get stressful. Leaders should ensure to make them interdependency. Otherwise, if one Individual in the team showed less motivation and failed to deliver work on time, it would have negative impact on the Team progress, and finally, the Task would miss the deadline.Building Team RelationshipThere are two primary approaches that a good leader should understand to build team relationship which are team roles and team lifecycle. According to Belbin Team Roles theory (Belbin, 2000), leaders should identify the strengths and weaknesses of nine roles in order to build working relationship and trust, and develop team’s high performance and personal effectiveness. However, roles can vary grealtly in their behaviors. Usually, if an induvidual is doing well in one role, she might perform weakly in another. Therefore, a good leader should realise that complementary combination within a team could be more effective rather than a group of perople with similar behaviors working agaist each other. Apart from team roles, leaders should also have the ability to observe and recognise the Forming, Storming, Norming and Performing stages based on a Tuckman’s team development model (Tuckman, 1965).According to Leadership Process Model (Pierce & Dunham, 1990), leaders should understand how the actions would influence the daily work performance of followers and finally affect the results of the goals. So leaders should regularly give good and useful feedback to the team and help the team improve the outcome, and drive the team to work in the right direction. Good leaders should be able to control emotions as every action would result in an reaction which could influence the outcome. Every word and action should be authentic and deliver with intergrity when leading the team. This is a way to build the relationship based on mutual trust and respect. Sometimes, leaders should show their empathy to team members in order to discover others’ feelings regardless of own concerns.Accroding to the concept of individual consideration developed from transfomational leadership (Burns, 1978), leaders act as mentors and pay attention on the needs and concerns of the followers. Understanding and supporting their individual career development can help build more effective team towards the goal. Eventually, thefollowers can fulfil the needs of self-actulisation.In order to reduce and avoid the conflict and bad relationship in the team, leaders should understand the way to influence others when disagreement happened. Firstly, it is necessary to identify the difference between constructive and destructive conflicts. Then, leaders should explore the problems rather than argue against it. Leaders should perform in the way of listening others and trying to understand their explanations, working collaboratively and productively and sharing the knowledge and thinking. It would have negative impact to force pressure on others’ opinions such as quickly “saying no”, debating and attacking others, and even ridiculing their views. Additionally, leaders should utilise the principle of persuasion (Cialdini, 2007) to influnce others in an effective way.WHAT FOLLOWERS COULD LEANR FROM LEADERSIf I am a good leader who carefully listen to the followers and give them opportunities to express their feelings and opinions, the followers would learn to have the courage to speak up. They would point out the mistakes that I made. Conversely, the followers would positively support and help me if the progress is right. If I am a good leader who has awareness of understanding the needs of people, the followers would learn how to be aware of colleagues’ needs. So the followers could learn to collaborate with each other and build strong team, and do creative work under a relax and supportive working environment. Finally, a good outcome can be achieved.According to Kelly’s Followership Matrix (Kelley, 1992), the followers could learn as being an “exemplary” and never becoming a “sheep”. As a leader, I would do everything as an example to show them. Then, they would actively engage in the work and learn to have independent critical thinking skills to think things creatively. These types of followers are the one transformational leaders need to work with.EXAMPLE OF LEADERSHIP THAT HAS DEVELOPEDI was a leader of a car design group and responsible for organising weekly meetings and establishing project plan by stage. Fisrt of all, I set clear goals of the plan and ensured every member understanding their specific role. Regarding to external relationship, I worked closely with the team leaders from powertrain and buisness groups to form effective relationship. I made critical decision based on collecting opinions from others. For internal relationship, I shared and coached team members the techincal skills of managing with complex computational problems. I activelyfostered cooperation and trust to form a strong team to deliver the goals.When I had a disagreement with the follower, I tried to open a dialogue rather than debating and arguing the issue. As I understood that disagreement usually comes from people who have different angles, different objectives and person values treating the problems, I would tend to explore the problems perform in the way of listening others and trying to understand their explanations, working collaboratively and productively and sharing the knowledge and thinking. My persuasion skills is based on using experts perspectives. I would asked for help from techniques and supervisors, and then explained the problems to the followers.QUESTION CAREAS NEED TO DEVELOP AS A LEADERThe areas where I believe to develop are motivation, influence and coaching.1.MotivationWhen forming a group, dependency is the dominant character. It is hard to explore the personal skills to match project objectives and it takes time to identify the strengths and weaknesses of the followers. (Balzac, 2013) As a leader, I would develop the skills of providing the team building activities to relax the team members away from stress and warm-up the whole team for motivation. I would also ensure people eliminating the barriers from each other, and developing and building intimated relationship. In the later stage, it is important to identify their strengths and working styles because evey member is different. During brainstorm stage, I would use both mind and body together to encourage the people to thinking pro-actively, and open their creative and initiative minds to creatively making decisions and resolving problems.Another important approach to motivate people is to use inspirational quotations and poems. The examples and role models derived from quotations can help motivate the team and help build confidence and belief. This is an effective method for me to develop to inspire and motivate people in an imaginary and visualized way.2.InfluenceAs a leader, it is important to have the ability of mapping the influnce as a visual model regarding the key stakeholders and their relationship. Therefore,I have to develop the skills of leading the team to gain the support andresources to achieve the goal of project based on identifying the key influencers.Apart from uncovering the relationship that the stakeholders have, I also need to learn the power of persuasion. Accroding to the Persuasion Tools Model derived from Reynolds (2013), my plan is to develop myself in terms of influencing and persuasion skills and to become a professional negotiator.Currently, I’m in the way of performing as “logic”, which I have a high level of influencing skills but lack of intuition. Therefore, my aim is to become “emotion”. In another word, I would use my emotion effectively and try to develop a good understanding of others feelings and emotions.3.CoachingAs a leader regarding to coaching, I have to develop the skills of offering the followers high-performance coaching programs to match their career development and achieve self-actulisation. The most primary issue is to understand the long-term ambitions or plans of the followers. I should treat the follower as an individual and be respectful their goals. At every stage, I would provide the “stretch goals” that are challenging for them but they are likely to achieve.According to Gallwey’s formual of “performance = potential – emotional interference”, as a leader, I should develop the ability of identifying their potential capability and understanding their emotional interference such as fear and worry. Therefore, it is important to help them enhance the work performance through having conversation regarding their possible skills and eliminating the bad effect of emotional interference.EXAMPLE OF LEADERSHIP THAT HAS ADDRESSEDIn the past team-work projects, I was afraid of being a leader and usually had no ideas about what to do. Now, I become proactive and positive in recent projects. For example, one week ago, I had a mini-project working with other 5 memebers to deliver a 15 mins presentation. I actively added members through facebook and created a forum to share information and ideas. Then, I arranged the first meeting brought my pre-work to share with others. During the meeting, I asked for theirthoughts and feedback regarding to my work. Then I set the proejct goals and allocated everyone’s work based on their agreements. After the meeting, I created a meeting munite shared on the forum including important issues, work allocation and time for the next meeting. As this project ran for only one week, my group did not have a “leader”. However, I think that I should be active and do as an example in being a “leader” style in order to motivate others to be involved in the project.SELF-DEVELOPMENT PLAN FOR LEADERSHIPHere, I create a self-development plan for leadership which is aligned with my view of being a good leader, which shown in Table 1 including specific goals, activities and timeline.Goal Activties Timeline Do as an example to inspired andmotivate the followersModule excercise Next month Understand and support the followers;Receive feedback and give honestrespondUnderstand and utilise the influenceskills; Form constructive conflict andresolve the problemsModule excercise This yearBuild and develop professional transformational leadership style Business managementprogram through graduatescheme1 –2 yearUse both emotion and logic influencingskills to identify the relationshipbetween stakeholders; Identify thestrengths of followers and providepersonal coaching programsReal projects in the work 3 – 5 yearBecome a senior manager; Understandbusiness tools and analyse businessenvironment; Help the company setlong-term vision, mission and strategyReal projects in the work 5 – 7 year Table 1 Leadership development planWord Count: 2866Leadership JUE XIANG 1005302 11 REFERENCEAdair, J. (1979). Action Centred Leadership. Surrey: Gower Publishing.Balzac, S. R. (2013). Organization Psychology for Managers . New York : Springer . Belbin, R. M. (2000). Beyond The Team. Oxford: Butterworth-Heinemann.Burns, J. M. (1978). Leadership. New York: Harper and Row.Cialdini, R. B. (2007). Influence: The Psychology of Persuasion. New York: Harper Business.Green, G., Haines, A., & Halebsky, S. (2010). Building Our Future - A Guide to Community Vsioning. University of Wisconsin-Extension.Hersey, P. (1986). The Situational Leader. New Jersey: Prentice Hall & IBD.Herzberg, F. (1987). One More Time: How Do You Motivate Employees? Harvard Business Review , 6-16.Kelley, R. E. (1992). Power of Followership. New York: Doubleday Business.Peters, T., & Waterman, R. H. (2004). In Search Of Excellence: Lessons From America's Best-Run Companies. London: Profile Books.Pierce, J. L., & Dunham, R. B. (1990). Managing. Glenview: Scott Foresman & Company.Reynolds, A., & Thompson, I. (2013). 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