Master of Science in Leadership RG 5043

            According to Boyatzis and Akrivou (2006), our ideal self is the emotional trigger of our intentional change to positivity.  It has three significant elements namely: an image of the desired future; hope; and a comprehensive sense of one’s core identity (Boyatzis and Akrivou, 2006).  Boyatzis and Akrivou (2006) further stated that the three elements are deficiencies that need intervention therapeutically and with intrinsic motivation.  Intentional change requires hard work and frequently fails due to insufficient passion and proper innate motivation.             Akrivou et al. (2006), wrote that shared visions, aspirations, and intentionality are what drives group transformation and change.  Positive emotions are pivotal to the effectiveness of an intentional group development.  When a transformation need arises at a group level, it can be facilitated or induced thr...

With my current situation at work and at home, there are so many adversities that present themselves in finding appropriate resolutions to the problems and issues that I face daily at home and in the workplace.  At times, I see myself settling for taking short-cuts or simple decisions just to offer interim recommendations to the problems I face that are mounting and hope to move to the next situation that needs attending.  In the end, I found that I had not resolved anything since the real core or center of the problem was never dealt with from the very beginning.             In my line of business as human resources professional, I have come across of the difficulties that a leader could experience when joining a new team as a leader.  When positioned as Assistant Director of Human Resources, the team was lead by a director who could not lead the team with clear vision and goal.  There was no cohesiveness in...

            Goleman (2012) described emotional intelligence as the behavior that we possess in handling ourselves in certain situations and our relationships with others.  According to Boyatzis & McKee (2005), there are four dimensions of EI where the first two domains ascertain the way we manage and understand who we are and our emotions (self-awareness and self-management).  The last two domains prescript how we handle and understand the feelings of the people around us and to build a relationship and  (social awareness or empathy and relationship management or social skills).   George (2012) indicated that to become an authentic and valid leader we need to gain self-awareness that involves real-world experiences.  Developing self-awareness and critical thinking has enabled me to make better decisions regarding information or data that are of no value and distinguish differing logical errors in resolving current issues or p...

            According to McKee et al. (2008), resonant leadership may not be a common practice of leadership, but it is a plain common sense.  Leadership is an individual’s capacity to translate his or his vision into materiality while empowering others.  A leader has the power to influence the emotional states of the individuals that surround them.  To achieve goals that are challenging and complex, leaders need to develop their social and emotional intelligence.               Reflecting on my responses from the exercise, I discovered that I am a resonant leader, but I need to find a balance between overworking myself due to being too emotionally invested and at the same time be authentic and genuine to myself finding a balance between work and personal life.  According to Puddicombe (2012), our mind whizzes away like a washing machine that keeps on turning trying to deal or...

Yukl, G. (2012) described leadership as the process of influencing others to understand and agree about what and how things are accomplished.  “It is the process of facilitating individual and collective efforts to achieve shared objectives” (p. 7).  I t is of utmost importance to discuss various ways of how leadership is defined to analyze and assess the effectiveness and different approaches to leadership.  Yukl (2012) indicated that leadership has many diverse modes of denotation at various individuals where behavioral scientists and practitioners believed that leadership is a vital phenomenon that it can be defined variously.   Definitions of leadership are mostly reflecting the assumption that involves a process whereby intentional influence is exerted over other individuals in guiding, structuring, and facilitating activities and relationships in a group or organization (Yukl, 2012). Leadership needs to provide their workforce opportunities to accomplish mo...

            According to Brown (2011), a strong culture can be depicted by an organization’s fundamental values shared by the leadership, employees, and stakeholders.  When the majority of the members share the company’s core values, the greater their steadfastness thus resulting to a stronger culture.  A strong culture could produce in employees and stakeholders passionate engagement is creating and supporting the organization’s vision, mission, and values or norms.  The organization’s culture impacts its growth, finances, level of risk-taking, internal communication, and innovation.  Strong culture establishes what the clientele’s expectations are from the company and if they can together create a healthy business relationship.             I can certainly relate with McChrystal and McIngvale on the leadership approaches they have taken to the success of their team.  As a l...

Many organizations benefit greatly when their workforce can collaborate to achieve organizational goals and have the capacity to get to know each other and understand how to work cohesively.  There are a variety of ways that teamwork can be vital to the success of an organization as well as developing the abilities and skills of the workforce.  Team-building and developing self-managed work teams are some of the ways that can increase the communication skills of the employees and also improve staff’s morale and productivity.  Enabling employees to solve their problems, making decisions, devising innovative determinations, and letting them feel that their contributions to the company are valued, is a form of employee empowerment. According to Brown (2011), self-managed work teams is a self-governed group where members of the team are responsible for deciding how their responsibilities can be accomplished and self-policing is the norm of the group.  Self-managed wor...