Module 5: Adaptable Leader

The first comment before the article starts is vastly important. Most effective leaders use a variety of leadership styles in order to achieve maximum performance from organizations, teams, and individuals. The ability to act as a chameleon as a leader has huge benefits and allows you to tackle many different types of leadership situations. In order to achieve the best results a leader must be able to use many different leadership styles to accomplish their organizations goals.

As mentioned in (Lussier, R. N., & Achua, C. F. 2013 Pg. 37). The Big Five Model of Personality gives traits of an effective leaders which are surgency, agreeableness, adjustment, conscientious and openness to experience. My organization wants these traits to be imbibed in its employees.

Specific knowledge and skills I will gain and use include flexibility and adaptability in changing my leadership style as appropriate. This will require an attitude of humility. I have been in the workforce for decades and have become complacent with many of my leadership habits. I want to create new habits such as socialized charismatic leadership skills. This includes developing autonomous, responsible employees who feel ownership of our team’s goals. I want to openly communicate my values, listen, and consistently generate

The key quality needed for flexible leadership is humility. The freedom needed to serve and empower others stems from a personal confidence of our identity in Christ; a product of self-awareness and management (C. Hayes, personal communication, April 11, 2018). The cultivate of these leadership competencies depends upon honest assessment of strengths, weaknesses, opportunities, and threats. Therefore, a flexible environment will depend on faithful accountability both personally and organizationally, strong coaching and mentoring relationships, as well as a continued commitment to personal learning (Wilson,

Leader X is a church leader with a wife and children. He is concerned with his use of pornography; he believes it is affecting his relationship with his family. Leader X is also concerned that his use or pornography will lead to more problem.

The online leadership and management style test that I used to determine the leadership style that my personality may accommodate was from the psych test website at testyourself.psychtests.com. After a 15 minute questionnaire, the site determined that my personality and principles were of a democratic style leadership. The qualities that a leader or manager of a democratic style may display the following traits: May includes employees in decisions that may affect the unit, motivate staff members by supporting and celebrating achievements and milestones, efficient communication exists between the up and down the chain of command, and they believe that cooperation and collaboration is necessary.

Upon reflection of the trait approach, which focuses on the personal characteristics that contribute to leadership, I would humbly purport that I possess several attributes that have been consistently identified in the studies referenced in the readings. For example, I have been told many times over the course of my career that I possess a high level of determination. Also, I self-identify as having a high degree of integrity and sociability. These characteristics have enabled my success both in working with teams and more recently as a leader of leaders. However, despite these successes, I still lack self-confidence on occasion. Recognizing this weakness, I need to continue to place myself in situations that push me out of my comfort zone to allow me to build up my self-confidence.

When my goals of open-mindedness, individualized considerations and becoming a Flexer are accomplished, the positive impact in my professional and personally life will be enhanced leadership skills, moving from transactional leadership to transformational leadership. Subordinates will feel empowered and cared by their supervisor, and unit cohesion can be achieved. In the personal front, family and friends’ bond will be more strengthen because I will be more open to hear different opinions, paying more attention to the needs of others rather than just seeking results. My unit will be benefited because I will be able to understand better why someone thinks the way they think. Furthermore, knowing people better can help me make better decisions

I completed Structured Self Development 2 while deployed in Afghanistan. I knew my wife was expecting our first child in October of 2016 and wanted to ensure I was not going to be enrolled in the October course. As I planned, I was selected for the Advanced Leader Course (ALC) beginning in January. I was excited for the opportunity to progress my career as a Counterintelligence (CI) Special Agent. I had not heard much about ALC at the time so I began to ask around to prepare my expectation. The personnel I spoke with had all attended the course recently. They the expectation for networking and an opportunity to improve as a writer. My final expectation came after the baby was born and I found it difficult to balance work and my normal physical training routine with a new family member. I began to develop the expectation that ALC would allow me the time after the duty day to resume my normal routine.

The environment we work in is always changing, our processes and programs are always evolving, which requires us as leaders to be both transformational and transactional. In order to flow with our battle rhythm we must be willing to change and encourage followers to change along with the organizations vision, strategy and culture. You cannot get too comfortable in the way our organization is set up, to be effective you

According to Bruce Avolio, “What we have clearly learned is that leaders who can balance transactional and transformational leadership across time, situations, and challenges are the most effective” (Avolio 2011, 49). “People have a greater sense of ownership at the highest levels in terms of identification and are willing to provide the extra effort needed to succeed” (Avolio 2011, 49). Yet, Rusty Ricketson wrote, “Those who embrace the followerfirst perspective are not dependent on titles or positions in order to gain a sense of identity and worth. They understand that good leaders are good followers” (Ricketson 2014, 197). Although Avolio supports Full Range Leadership and Ricketson support Following-Leaders there are both

Understanding your own personality and working style as well as those of others when leading can help avoid conflicts and promote productivity. This session would go over the four working styles: analytical, driver, expressive, and amiable. Trainees will learn to identify these personalities and how they work and communicate best. The trainees will then take a test to see which style they identify with. This will help the trainees become more aware of how they interact with others and will be useful when pairing Co-Team Leaders (so extremely conflicting styles aren’t paired together).

When I think about the type of leader I would like to be, there is one supervisor that always comes to mind because of the positive environment she cultivated. In researching the different leadership styles for this assignment, I believe that this is the style that she used with her staff. I was interested in learning more about transformational leadership and how I can cultivate this style in the way that I lead my current team as well as the way in which I lead future teams.

The book 360 leader is written by the author John C. Maxwell. The book was dedicated to Dan Reiland who was a friend, student, teacher and partner to the author John C. Maxwell.There are six sections in this book written by John C. Maxwell. The six sections in this book talk about principles to lead up down and across, challenges, myths of leading from the middle of an organization and the value of 360 degree leaders. Maxwell’s book 360 leader provides a lot of facts on leading from the middle to the top of an organization reminding leaders that it’s all about influence when it comes to leadership.

The impact of leadership style in the change process of an organization influences the performance; Leadership as stated by Martin, Liao and Campbell (2013) remains one of the most consequential contextual influencers of employee performance. Latson (2014) elucidated that some leaders may have the best intentions, but the impact will not be in alignment with the intension. But leadership trait is the ability to inspire, motivate and engage the followers to make the inspired vision happen beyond their normal capabilities (Mendez, Munoz & Munoz 2013). A change is the most frequent phenomenon of today's reality and a good understanding of how to manage the change process is very essential; Change is translation from one state into