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 been covered in the readings. Also of importance, the Leadership Reflection paper 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.
Parameters: Also you should integrate other scholarly sources, most preferably to review literature retrieved from the University research library
My experience in leadership has been a dynamic one, and this has influenced my perception of who is a leader and the factors that impact followers. The interaction with various people in practice has made my paradigm of leadership to evolve significantly and has influenced other aspects of my life.
According to Robbins and Judge (2013), personality alludes to all aspects that an individual portrays when they interact with others, and it can be described according to the traits exhibited by an individual. By interacting with various groups and individuals, I have come to learn about the factors that describe me. Furthermore, Ones, Dilchert, Viswesvaran, and Judge (2007) state that conscientiousness is predictive of the overall performance at work. Following the five-factor model of personality described by Robbins and Judge (2013) and Ones et al. (2007), am perceived as a social, agreeable, conscientious, emotionally stable, and open-minded person. Although some people might allude something different, am confident that these traits are deeply embedded in how I carry out my responsibilities. I have grown to identify formal and informal settings in the workplace and how to approach different stakeholders. Subsequently, I can exercise my social and professional skills appropriately. Also, I attribute these traits to the success the teams have led in various work environments and the close ties that I have maintained with colleagues even after completing tasks.
While I attribute myself to have appropriate leadership traits, people within my realm of leadership might perceive me differently. It is in this light that Robbins and Judge (2013) allude that perception is approach through which persons organize and interpret their sensory impressions, which offers meaning to their environment. There is no doubt that people perceive reality differently. In my experience, perception is influenced by our personalities because they drive our psychological engagement in a task. The fact that people have different perception requires one to factor in all solutions in the process of sensemaking (Mantere, Aula, Schildt, & Vaara, 2013). These insights have been fundamental in how I engage in group work and contribute to decision making. On the same note, I have learned to participate with an open mind knowing that different people have different solutions to a particular issue. Nevertheless, I also realize that it is my role as a leader to engage in sensemaking by bringing the different perceptions that exist within an organization or group together, and establishing an effective solution that is acceptable for all stakeholders.
Robbins and Judge (2013) identify that no organization in the modern day operates in a stable environment. The need for change has been imperative to keep up with the dynamic markets and consumer behavior. Organizational change is associated with increased stress levels that impact on personal productivity as well as organizational performance (Allio, 2012). These insights have been imperative in how I engage my leadership capabilities. Fundamentally, leaders play a fundamental role in change and stress management. Being a social person and with an open mind to new experiences, I embrace constructive change through increased engagement and communication at the workplace. I have learned that communication is essential to the perception that emerges in the workplace. Appropriate communication of change and its benefits to the followers and the organization allows development of positive attitudes and support within the workforce. Creating a positive perspective on change reduces resistance and forms the basis of increased cooperation among all levels of an organization.
Allio, R. J. (2013). (2012). Leaders and leadership – many theories, but what advice is reliable?
Strategy & Leadership, 41, 4–14.
Mantere, S., Aula, P., Schildt, H., & Vaara, E. (2013). Narrative attributions of entrepreneurial
failure. Journal of Business Venturing, 13(2), 1–15.
Ones, D., Dilchert, S., Viswesvaran, C., & Judge, T. (2007). In support of personality assessment in organizational settings. Personnel Psychology. Personnel Psychology, 60(4), 995-1027.
Robbins, S., & Judge, T. A. (2013). Organizational Behavior, 17th Edition. Pearson Education. https://doi.org/10.12737/4477