Leadership Competency Argumentative Analysis

Effective leaders opt to implement a specific type of leadership style as a result of their personalities and job experiences, and apply it to their organizational structure. However, that particular type of leadership style a leader utilizes may not apply to every job situation (Peak et al., 2010). In order to be an effective leader, an individual must acquire the three basic leadership skills and they are as follows: (1) human relations; (2) conceptual skills; and (3) technical skills (Haberfeld, 2013). Additionally, a skillful leader must also be proficient in motivating, communicating, and problem solving (Hess & Orthmann, 2012).

Over the past couple of months, we discussed several traits, skills, and behaviors that have contributed to the success of both past and present leaders. Intelligence, integrity, charisma, and confidence are some of the traits that characterize many of these leaders. Interpersonal skills, oratory skills, and conceptual skills are some of the more important skills that helped to shape their leadership style. Some of these skills go hand in hand with the traits that are essential for strong leadership. Meanwhile, the behaviors that drive these leaders include inspiring and motivating others, collaboration, having a strategic perspective and trust. Combined, these traits, skills and behaviors make for effective leadership.

There are several leadership skills to lead this global organization. The culture and management beliefs of the leaders are related. The cultural values influence many aspects in the organization, including the leadership style (Pihlak and Alas, 2012). The inclusive leader behavior is a source

Leadership comes in different forms and in different aspects of life from private business to government entities (Wren, 1995, p. 5). The models of leadership used are dependent upon the individual attributes of the leaders, for example traits, values, self-identity, skills, and competencies (Yukl, 2013, p. 136). A close look at select leadership models and how they compare and contrast with each other provides insight into the types of leadership that might be employed within organizations as they face various leadership issues and challenges.

“Competency models describe the behaviors and skills managers need to exhibit if an organization is to be successful” (Hughes, Ginnett, & Curphy, p. 252). In many organizations, competency models can differ between the different hierarchies of managers. As a person’s leadership role evolves so do the behaviors and skills he or she must possess to be an effective leader. This statement holds firm as with the case of Andra Rush.

Before the discussion continues one must understand that there are two leadership stances: transformational and servant leadership. Steve Echols notes, “The ultimate purpose of servant leadership is not only to serve but also to see transformation” (134). When one operates from both of these stances, “transformational leadership results in service, while servant leadership results in transformation” (135). These stances provide the foundation from which a leader utilizes competencies, of which there are seven: spiritual, assuring, visionary, decisive, emphatic, empowering, and creative. The context of the leader will determine what competency will be employed. According to Echols, “Stylistic competency a leader employs should emerge from intimate knowledge of the followers as well as insight about the prevailing situation (133).

Using the Strength Finders 2.0 Assessment, I was able to identify my personal strengths, which would identify my personal leadership skills. My strength assessment results where Harmony, Consistency, Empathy, Achiever, and Belief. This paper will identify each strength, how they relate to my leadership style and approach to leadership.

Engineering at this University can be very daunting because of its size, and ENG 100 is one of the few ways freshmen can get a more personal experience in an environment that is meant to help them learn what it means to be an engineering student. I personally would like to be an ELA because I love nothing more than helping people acclimate to a new environment.

This paper will incorporate four of the self-assessment I completed (Leadership, 2004). They are as follows; social motives in the work setting, my leadership styles, emotional intelligence, and team excellence. I will also identify and discuss my leadership characteristics, strengths, and weaknesses. We must first understand what leadership means. To lead, nonetheless, is to excite, to impact, and to inspire. Successful leaders move others to draw in incredibleness, to stretch out themselves and to go past their perform work necessities by producing innovative thoughts. It has been said that directors are individuals who do things right and leaders are individuals who make the best choice." This refinement is to some degree exaggerated since successful leaders do a considerable measure of overseeing and compelling chiefs need to lead.

Leadership and controversy, learning to get over it, before it takes over you. Accepting conflict as an opportunity to test one’s spiritual strength and to recognize that with leadership comes challenges. However, most importantly, having the knowledge to do what is right in the Father’s eyes, in other words, what is in your spiritual toolbox.

In the changing business environment, leaders of all organisations may face unprecedented uncertainty, especially the technology advancement and changes among the employees. To survive and succeed, leaders should have some necessary attributes. Meanwhile, some changes for leadership skills have to be made to confront the challenges.

Research on management and leadership in organizations over the past century shows there are still no clear definitions or answers about what counts as effective and successful leadership; the field remains varied and argued. Actual studies of leadership began in the early twentieth century. The research and studies on leadership have resulted in defining what characters, traits and attitudes are considered to be significant for leaders to possess. The early studies of leadership theories focused on the person and their behaviors, currently known as leadership trait theories and behavioral theories. It is important for organizational leaders and managers to understand what characteristics, traits and actions of an individual mark a great leader when forming a strong diverse workforce.

In today’s world of business, the ability to manage other human beings has many tasks. One of the major tasks of management is being able to effectively direct and control a team. When it comes to considering a position in management, having a leadership background is very important. There are a few things one must do in order to develop their leadership skills.

As part of this discussion, a number of papers have been written on leadership competencies, and the Library Leadership Administration and Management Association (LLAMA) of the American Library Association (ALA), made identifying these competencies part of its strategic plan in 2008. (Ammons-Stephens et al, 2009, p. 63) What is a competency? Ammons-Stephens et al (2009) describe it as thus:

Mr. Petrie in his interviews asked the question, “What do you think needs to be stopped or phased out from the way leadership development is currently done?” (Petrie, 2014, p. 10). They answered, “Competencies: they become either overwhelming in number or incredibly generic. If you have nothing in place, they are okay, but their use nearly always comes to a bad end.” (Petrie, 2014, p. 10). The horizontal development is associated with a competency model for the development of a leader.