Leadership I Have Grown Fond of Mr.

Leadership

I have grown fond of Mr. Joe Scott because of his ability to inspire his followers to do more than they would have expected to do. He has the capability of engaging his staff's commitment in a context of shared values and vision. He is capable of aligning the interests of the organization and its members. Those who have worked closely with him attest to his ability to inspire and motivate those who are working directly under him. He is capable is inspiring change because he's idealized influence, individual consideration, intellectual stimulation, and inspiration. He can maximize mutual interest and restrain in the process of exercising his power. His leadership style broadens and elevates the interest of the follower (Mind Tools, 2013). This ends up generating awareness and motivation towards the purpose and mission of the organization. His leadership traits bring the group purpose above individual needs for the attainment of the organization common goal. Scott allows for interaction between him and his followers. This kind of interaction has a transformational capability (Mind Tools, 2013). The leader and the follower is transformed by the interaction between them. Scott appreciates that not one leadership theory can be applied under all circumstances. He is one person who looks at the context of the challenge at hand and comes up with a remedy that is contingent to the situation. In deed, there is no one best way to lead (Mind Tools, 2013). He therefore chooses leadership skill set, behavior and style that is impingent on the prevailing situation. He also appreciates the fact that performance is contingent on the interaction of the style of a leader and favorability of the prevailing situation. He therefore values leader-member relations, task, structure, and power (Mind Tools, 2013). His leadership style is anchored on the premise that the type of leadership behavior that is most effective is contingent on the favorable of the task situation. Leadership style is a function of the prevailing situation. These definitely led to the success of Scott as the production manager at the company where he previously worked.

Under pace setting leadership style the leader builds challenging and exciting goals for members of his team. The leader expects excellence from his team members and exemplifies this himself. He identifies poor performance and demands more of them. If push comes to shove the leader will roll up his sleeves and rescue the situation himself. The leader is low on guidance as he expects group members to know what to do (Murray, 2013). This leadership style gets short-term results but can lead to exhaustion and decline in performance over time. When this style is not properly executed problems may arise especially when the best performer gets promoted. It is only appropriate for motivated and competent teams.

My leadership style integrates the aspects of transactional and transformational leadership. I look forward to a situation where my team members obey me by accepting the job I have tasked them to do. Members of my team who do the job they are assigned exceptionally well are rewarded for their effort and compliance. It is my discretion to punish team members who fail to comply with appropriate standards. My leadership style is often criticized in some quarters as being controlling and paternalistic but it offers benefits (Mind Tools, 2013). My style of leadership clarifies the role every team member plays and their responsibilities within the organization. Because team members are judged on their performance, those who are ambitious are motivated by external rewards (Mind Tools, 2013). The only problem I usually encounter especially on the side of team members is that they can do very little to improve their job satisfaction hence the possibility of high staff turnover. I apply transactional leadership style on short-term tasks as it has some serious limitations with regard to knowledge-based or creative work. I also use transformational leadership style to inspire my team members to realize their full potential. Team members therefore endeavor to give their best performances in completion of tasks assigned to them. This leads to high productivity and engagement from everyone in their team. This kind of leadership style enables me to pass enthusiasm to my team members. Depending on the prevailing circumstances I at times use participatory leadership style where the final decision lies with me but the in put of the team members is also key. This encourages creativity and the team members are also engaged in projects and decisions (Mind Tools, 2013). Because they are allowed to contribute in issues that affect the company my team members often have high job satisfaction and are productive. They also develop people's skills. Team members feel like they are in full control of their destiny and are motivated to work hard by financial rewards (Mind Tools, 2013). Participatory approach encourages team work among the members of my team. It enhances quality where efficiency and productivity are deemed less important. I at times find this style a little bit challenging when it comes to quick decision making and when speed and efficiency is essential (Mind Tools, 2013). To improve my leadership to match that of Mr. Scott I am looking forward to implementing aspects situational leadership that has really worked for Scott.