Assignment Description: Your Leadership Reflection Journal should exhibit personal reflection of your present leadership competencies and also possible adjustments that could be made to your leadership approach. Importantly, your Journal entry should be in light of the various concepts that have in covered each week in the course. Also of importance, the Leadership Reflection Journal should be far beyond a mere casual discussion. It should demonstrate a high level of understanding and should also provide adequate integration of authoritative sources as assigned for reading each week.
Parameters: Also you should integrate other scholarly sources, most preferably to review literature retrieved from the University research library. Your Leadership Reflection Journal should be no less than one page and no more than two pages in length.
Leadership is an element that has been an innate aspect because I always feel comfortable being in a position of control or influence on projects or initiatives. In the recent past, I have learned that leadership is not only about being in charge, but is also about exerting a positive influence and achieving goals. The modern work environment requires people to believe and trust leaders for enhanced performance in organizational and team levels. In this light, practicing authentic leadership has made me realize the impact leaders can have within a group. Authentic leadership literature shows that it is based on exercising positive qualities and forms the basis of ethical practices in leadership, as well as among the workers. Walumbwa, Luthans, Avey, and Oke (2011) reviews that social information processing perspective is a key source of information about the effectiveness of a group. On the same note, the authors add that the immediate work environment influences the behaviors experienced in within the group. The phenomenon has been clear on my part, and I have learned that the environment is essential in how people engage in leadership, as well as how members engage in teamwork. The work environment should facilitate effective communication not only among the workers, but also between leaders and followers, as well as between leaders at various levels. Robbins and Judge (2013) allude that communication should be appropriately transferred, and the meaning should be understood. Furthermore, Leroy, Palanski, and Simons (2012) add that the aspects of authentic leadership enable leaders to follow their word, and also offer communication about what they follow-through.
Literature shows that authentic leadership is the extent to which individuals in positions of power portray awareness and exhibit behaviors of openness and clarity in sharing information required to make decisions. These insights have been instrumental in developing healthy relationships with other people in my team. I have learned to engage other peoples’ input by listening and communicating effectively. Knowing the consequences of organizational politics, I find it desirable to disclose my personal values, motives, and sentiments in an approach that allow followers and other stakeholders to assess the competence and ethical aspects of my actions accurately. These concepts are highlighted by Robbins and Judge (2013), who allude that authentic leaders know who they are, what they believe in and value, and engage in these values and beliefs openly and frankly. From this perspective, it is critical that as a leader I keep open channels with the people I work with. In my case, I can achieve this by making communication less formal to ensure that elements of fear do not hold back information that can be instrumental to the success of the team.
A review of Robbins and Judge (2013) work highlights the need to conform to the standards of equity and justice. In this light, I prefer to avoid political actions that can be detrimental to my ethical approach of leadership. Also, the fact that authentic leadership is all about ethical practices makes it imperative in practice for me to consider how I treat followers. There is no doubt that one has to respect others for them to be respected. I perceive this in practice by acknowledging the contribution of other people, offering feedback, and ensuring equity among all people. Transparency is also a fundamental consideration to ensure that people understand how things are done and provide accountability for the tasks completed by the team.
Leroy, H., Palanski, M., & Simons, T. (2012). Authentic leadership and behavioral
integrity as drivers of follower commitment and performance. Journal of Business Ethics, 107(3), 255-264.
Robbins, S. P., Judge, T. A. (2017). Organizational Behavior, 17th Edition. [Bookshelf Online].
Retrieved from https://online.vitalsource.com/#/books/9781323437230
Walumbwa, F. O., Luthans, F., Avey, J. B., & Oke, A. (2011). Authentically leading
groups: The mediating role of collective psychological capital and trust. Journal of Organizational Behavior, 32(1), 4-24.