The Importance Of The Leadership Skill And Identifies It As An Effective Leader

There are several questions presented by the author, which include the following. How effective are leaders and managers in the workplace? How effective is the development of coaching skills for leaders and manager? How can leaders and mangers use coaching skills in the workplace? How do leaders and mangers know when to coach and when to

In his textbook, Northouse discussed on the Skills Approach, that leadership is based on three skills which are technical skill that focuses on competence on working with things, human skill that emphasizes on working with people, and conceptual skill that concentrates more on working with ideas. The skills approach suggests that knowledge, abilities and skills are needed for leaders to be effective.

We have learned that executive coaching is important when attempting to assist others in enhancing their full potential to master superior or desire performance levels. Executive coaching is a tool utilized to assist those in need of performance improvement or management skills. It offers them techniques on enhancing their strengths and improving their weaknesses. “The field of executive coaching has grown considerably in recent times” (Page & de Haan, 2014). There are numerous professional coaching accreditations, foundations, and conferences all over nation for several reasons;

A good leader cannot manage without having good management skill. A manager function is to produce order and consistency through planning, budgeting, organizing, and problem solving. Good relationships are based on trust, communication, and engagement are the essentials of a manager to build a relationship with your staff members. Task can be completed on time with enthusiasm, effectively, and with energy to do more. They focus on clients and know how to improve business performance. Are good at risk management and manage stress in staff members. A manager needs to be a clear thinker and have effective speaking skills that can influence others. As a nursed manager you may spend time giving care or watching over others as the give care. Nurses

For the purposes of this paper I will use the term leadership coaching when discussing educational settings and executive coaching for the business sector. Leadership coaching was defined by Next Level Leadership (2016) as an individualized process that builds a leader 's capability to achieve short- and long-term organizational goals.

Coaching competencies are needed in the growing industry around the world, especially for leadership development. According to Zenger and Stinnett (2006), about 70% of formal leadership development programs in organizations have some different forms of coaching. This reveals that coaching is becoming a World Wide phenomenon. As a result of this popularity, many coaching competencies, models, tools and training have appeared. For instance, effective coaching requires the coach to have good communication skill, client motivation, self-management, and technical skill. These skills enable the coaching session come up with positive success.

The evolution of my appreciation of the facets of Coaching for Performance and its place in applied leadership has been transformative. The initial perspectives shared in my first paper on the personal significant learning about the practice of coaching, although still pertinent, have been refashioned to reflect a more coherent and clear understanding of what my leadership style entails along with a more concrete explanation of how coaching can support and enhance my effectiveness as a leader. This has been influenced by my better understanding of coaching for performance as a way to create partnerships based on equality and trust that can focus on how to solve problems rather than the problems themselves.

ABSTRACT This assessment paper digs deep into the dynamics of peer coaching (PC) in developing leadership and managerial competency. It relates my experience and performance as a participant in the peer coaching scheme set up under the managerial effectiveness course unit of Curtin university school of business. In this PC process, I was a peer coach to Simpson and I acted both as a coach and coachee (Thorn; McLeod; Goldsmith 2007).The overview of my experience, performance and learning points are succinctly unwrapped in this paper. Also unearthed, is how the process provided me with good structures to anchor my development plan of

The ability and strength of an individual to achieve goals by supervising processes, guiding initiatives and employees is defined as Leadership skills. Valuable leadership skills include taking thoughtful decisions, allocation of resources, and the ability to delegate, inspire and communicate effectively. Other leadership traits include honesty, confidence, commitment and creativity. Leadership competencies can be used to effectively select, develop and promote leaders in an organization .The difference between Leadership Skill and leadership competency can explained as the required level of efficiency to perform a task assigned is known as skill whereas the quality to accomplish the same is called as competency. When creating leadership competencies certain factors are considered such as business strategies and future trends. To drive the use of competencies in selecting and developing leaders HR practitioners should use the business strategies. To effectively build a unique set of skills for the organization 's leaders, the firm will sustain competitive advantage. The role of a project manager has always been my interest. The position which I have always desired is a role of project manager.

The reflective paper is about my leadership experience as I utilize Northouse’ Skills Approach to match my present style of leadership. The Skills Approach has three underlying skills for effective leadership namely: technical, human and conceptual skills. Through my discussion with the leadership approach, I further describe the manner on how I direct and lead my unit with my technical and human skills with lesser emphasis on conceptual skills. However, as I identify my strengths, I realize my inadequacies requiring the need for improvement. To resolve the shortcomings as a leader, I develop a leadership plan which includes enhancing skills and setting up goals in order to reach the objectives in becoming an effective leader and in aspiring for career advancement.

Aligning my strengths and skills a leader possesses will support my development. Communication is a key attribute to any professional. Leading by example through effective communication with colleagues, customers, and managers coordinates leadership skills with my strength. Hayter (2006) uses the letters is the word “speak” to translate what effective communication is. Establishing the structure is the first part. Clear organization of one’s thoughts assists the listeners’ comprehension. Purpose provides the intent of the communication (Hayter, 2006). Therefore, defining the purpose will avoid confusion.

After twenty-two years, I have some experiences and roles to show for the leadership skills I use today at home, school, and work. I gained these skills by putting the knowledge I took from these different environments and using them. The Psychodynamic Approach summed me up well as the leader I am. According to the survey, I am an INFP meaning I am an introvert, an intuitive, a feeler, and lastly a Perceiver. My type of leader is described as, “original, values focused, and caring. They work well when they can foster the well-being of others and help people achieve their fullest potential. They seek meaning and purpose in all they do. They offer authenticity and a spirit of harmony, loyalty, and compassion to the people and institutions

I have ascertained that utilizing mental models, I can understand why and how different people on the same team process similar occurrences in a different manner. A mental model is "a set of ideas and assumptions that you carry in your head" (Bolman, & Deal, 2013, p. 10). These mental models that we rely on as an interpretation, influence our understanding of world and organizational events, because they reflect our current mind-sets. For example, a mental model that is prevalent in the army, is that your appearance reflects your potential. This may cause others to judge soldiers initially, by their appearance. If they are overweight, or their appearance looks disheveled, they are often initially seen as being undisciplined. Changing our mental models can directly change our understanding of events, because we can perceive things differently, and also then identify other root causes, or resolutions. In my example, if one realizes that a newly assigned soldier may not be completely situated in a home and community as yet, that perhaps they do not have access to the resources that they may need, to present the best appearance, such as a good barber. A leader could recognize this as a need to provide more community familiarization, or access to resources. By exploring mental, models Senge (2006) recognizes that one can create a reflection in the work environment and, by doing so, encourage a more open discussion, and expose the

The importance of effective leadership and its impact on improving student achievement are evident in today’s schools (Leithwood, Louis, Anderson, and Wahlstrom, 2004). While the school principal is traditionally thought to be the school leader, Glickman (1989) proposes that “the principal of successful schools is not the instructional leader but the educational leader who mobilizes the expertise, talent, and care of others” (p. 8). Lumpkin, Claxton, and Wilson (2014) contend that helping “each school fulfill its mission and energize and expand the professionalism and professional contributions of teachers, the expertise of all teachers, especially teacher leaders, is needed” (p. 59). Teachers directly impact student learning, and

Leaders provide the catalyst for health within a local body of Christ. As a shepherd under the leadership of Christ, a spiritual leader must develop character. Stanley points out leaders can have a following without character. However, “character is what makes a leader worth following.” Therefore, the foundational element of a church leader must be character refined through a walk with God. Character in a leader is not void of weakness. Every leader has blind spots that pose a grave threat to the opportunities ahead. “The mark of true spiritual maturity, however, is what we do about our weaknesses.” A leader, therefore, recognizes the imperfections within and takes steps to prevent the weaknesses from overshadowing the ability to lead. He also seeks ways to enhance those strengths that are tools afforded to the individual by God.