- Post a new discussion related to the topics covered in this module. Your post needs to provide specific lessons learned with examples from this module helping you enhance your leadership capacity at work.
- After posting your discussion, review posts provided by other students in the class and reply to at least one of them.
I believe there are many attributes and styles to how leaders can be categorized. John Maxwell definitely provides many styles and how you can be successful and how you can also fail as a leader. But what I thought was interesting is how Mr. Maxwell aligns a persons leadership through the practice, principles, and values. He describes that the practice is an action that may work in one scenario but not in another. I also took from Mr. Maxwell the following, he indicates that the principals rely on the truth as you would rely on physical law and values is how you embrace the principal and internalize to what i believe is to develop a better overall leader.
Another part of this section is I had know idea of what DISC represented until the example of what each letter actually represented. I recall this because at some point in my professional career I took a test that implicated where you would be as a leader and I was categorized as being a dominants by the way I answered the question. I however, think that i could actually represent at times each trait. It really falls back to what Mr. Maxwell eluded to that the practice is never the same because it may not work with one incident as it does for another. Just like your team and how you handle them. Not everyone can be approached the same way. Understanding their apprehensions and abilities to be successful is how a good leader can prosper as a whole.
I have heard of several different character traits and personality test but I had never heard of the DISC profile. I found the DISC profile very interesting and beneficial. Having an understanding of the behavioral patterns of each of your members on your team as well as yourself could be instrumental in working cohesively. Understanding that members may be in different categories and which other behavioral pattern may conflict or complement each other could be valuable to accomplishing goals and tasks as a team (Long, 2017). As a supervisor, being aware of which behavioral pattern you typically are in line with will provide additional insight on your strengths, weaknesses and fears. This information can be used to strengthen or improve skills.
Long, L. (2017). Leadership theories and DISC style. 1.9, Week # 3. National Command and Staff College. Retrieved from https://cloud.scorm.com/content
I’m not sure I ever really thought of leadership and management as being different. While I agree, they are two wholly different methodologies, I believe they are integral to one another in their independent successes. A good leader motivates his subordinates to do the job well. A good manager organizes his subordinates to DO the job. I have always believed being a good manager is important, first. You have to be able to delegate and organize your staff in the completion of the goals set for them by your leaders. This is articulated by Brian Tracey as the fundamentals for management, the what and when. You can manage your subordinates and control their work, but it requires good leadership to control the quality of their work and thus their successes.
I have to agree with your comment as well. I would not think that the two would be different overall because I have always married the two. But I understand them to work in concert. You need to be a well balanced leader in order for your management team and or style can be successful. A leader does need to motivate their team but yet still needs to handle the management side of things by making sure the team is doing what needs to be done. However, demonstrating that you are able to do what is being asked of them is also showing that you can lead by example. So even though they are different they still work together.
Once again, it seems that in order to be a great leader you need to build relationships with you subordinates. Brian Tracey also identified great characteristics of being a leader. Truthfulness is the foundation of the trust of any successful business!
I genuinely find that the designations between leadership and management are important, but in my particular line of work have to be congruent. Although different, they work hand in hand, improving upon one another. Leadership is all about making relationships with your subordinates so they feel comfortable with your visions and they become motivated to succeed. However, you can’t just motivate your guys and leave them free to do what they want to do. You still have to manage them in an effort to achieve common goals.
I like how John Maxwell explained that leaders starting out have their subordinates follow them because they have to and if they did not, they would not be paid. Once those leaders get beyond a certain point or through growing pains, they learn and develop into leaders that subordinates want to follow. Being a good leader will have subordinates produce out of a desire to succeed and because success follows that attitude.
Having a good leader should always motivate your subordinates to strive to do better. Of course you will have your bad apples that don’t like to follow the rules but the majority does.
I really enjoyed the five level of leadership by John Maxwell, I believe it is because I could relate to some of what he was saying. In the position level, most are excited for the new promotion and for all the positive changes they are going to make. However, the first thing supervisors at this level learn is that the members are truly following them because they have to. It isn’t until they get to know them and the supervisor get to know the member that they begin to want to follow the supervisor. I also liked the fact that in this level the supervisor is continuing to grow and move up the ladder of leadership.
The most interesting part of this module was the discussion of Rensis Likert’s Participative Leadership style.
I have seen firsthand the positive difference that can be made when a Participative Leadership approach is implemented. Employee morale and buy-in / ownership is improved, resistance to change is lowered, and overall satisfaction is higher.
Unfortunately, more often I have witnessed the aftermath of leaders who did not utilize a Participative Leadership style. Employees are mentally or emotionally checked out, spend as little time in the office as possible, and do just enough to get by.
While the Participatory Leadership style is not appropriate for every decision or circumstance, utilizing it when appropriate or possible could go a long way toward increasing employee engagement.
I agree that keeping your people participating in their tasks and in some cases, utilizing their skills to promote their own growth and success is extremely important. If they believe in what they do and continue to succeed, their morale is positive and they will become more productive as members of the agency.
I believe that the Participatory Leadership style is a great way to run an area if the supervisor has the ability to have the right people in that unit and who are wanting to take on the responsibility and authority. Unfortunately, there are some individuals who only want to do the minimum work they have to to get by.
I am a Washington Association of Sheriffs and Police Chiefs (WASPAC) evaluator and am testing the system.