Question 1 Feedback on my current leadership behaviors and styles

Feedback from team member (Subordinate)

One of the key themes resulting from the feedback obtained is trust. Two employees have directly reported that I trust their competencies and capabilities, and I give acknowledgement to their efforts and contributions. In addition, these two subordinates are pleased and contented that I give them credit for the work that they do within the organization. This gives me a great deal of gratification knowing that I am a leader who successfully applies the Window and the Mirror Leadership Model. One of the key aspects of the Window and Mirror Leadership model is looking out the window and giving credit to the persons responsible for the positive results. Taking time to tell subordinates of the goo job that they are doing goes a long way in building trust, increasing productivity and also commitment. An additional aspect of the model is looking in the mirror and taking ownership of the negative results. I believe that to be an effective leader, it is important not to blame others for the failure experience as the buck stops with you. Nonetheless, it is necessary to hold them accountable for their actions (Northouse, 2018).

My leadership potential in this area is considerably high. Imperatively, one of my team members has pointed out that one of the key drivers that impel him to work in Talent Management within ABC goes down to the culture of trust that I have built within the team. However, in contrast, another team member has pointed out that from time to time she suffers from the lack of motivation owing to the repetitive and monotonous tasks that we partake in within the Talent Management section. Nonetheless, she chooses to remain within the department owing to the kind of leader that I am. Bearing this in mind, the aspect of motivation is an area of development that I need to advance on in the forthcoming months. One of the leadership competencies in ABC is the development of capabilities and this encompasses different behaviors including trusting my team, building rapport, and empowering team members to learn. Based on the feedback obtained, I believe I have high potential.

Feedback from team member (Subordinate)

The feedback from one of my subordinates is the call for frequent employee feedback or criticism in order for him to enhance his work performance owing to the reason that there are solely two or three feedback sessions within a financial year. According to Northouse (2018), providing subordinates with instantaneous and specific feedback is an essential behavior for a successful leader as part of my role and responsibilities to develop my team. Within ABC, the development of capabilities is deemed to be one of the most significant leadership competencies. Furthermore, the approach and sequence employed in giving feedback is also important. One of the key aspects that I have learnt in my journey as a leader is providing feedback to improve performance. Specifically, I have gained knowledge in providing affective feedback through the use of the 5Ss of rendering feedback, which comprise of selecting the time, securing the person’s permission, sharing specifics, summarizing the agreement.

Feedback from Colleagues

As a leader, I need to work more on how to move through the 4 effective leadership styles. A leader needs to act in some satiation with more directive style and I need to learn how to stop my team when they try to express and share their opinions in every step and process we work on. As in some situation and tasks we are required as an employee regardless of the career level to take immediate action and doing what we are required to do without trying to be creative and I need to be more firm with my team about that. I believe that being directive is an important leadership style that I need to learn how to play with...

For my part, I am very cognizant that this is an area that necessitates improvement if I endeavor to grow and develop further as a leader in ABC or any other organization. Therefore, not dealing with it might hamper me to move on to a next level in the leadership ladder. Failure to be perceived as an assertive leader can adversely hamper my career growth in ABC owing to the reason that this is a key leadership quality and the subordinates can end up being uninfluenced by my leadership direction. In spite of the fact that this is not part of the leadership competencies of ABC, it is an essential behavior.
My colleague who also works in the talent management team pointed out that my style of leadership is risk averse in terms of actions and decisions. His point of view is that I need to more of a risk taker in order to avoid losing opportunities and facilitating a change in the talent management function. In spite of the fact that my colleague insists that this is an important quality for leaders, I disagree because I am cognizant that ABC is all about being risk averse and is part of the corporate strategy and the corporate culture owing to one of the main organizational goals being satiability.

Another colleague provided me with feedback in relation to my relationship with my subordinates. Notably, my collage and I share the similar office. For this reason, she has ideal and proper observation in relation to my relationship and communication with the members of the team. She points out that one of the leadership problems that I face is the over engagement of subordinates in the decisions that I undertake. Therefore, it is imperative to engage less in order to positively impact the authority and credibility as a leader.

Feedback from Line Manager

I have gotten acknowledgement from my line manager that I am a good listener. A specific example provided by the line manager is the fact that I was able to keenly listen to the feedback provided by him, take it into consideration and make immediate changes based on his feedback. Good listening skills are an important aspect of a quality leader. My manager pointed out that listening to the team members is an important element to succeeding as a leader. Furthermore, empathetic listening is significant. Information from the line managers was able to help me understand the relation between empathy and emotional intelligence and being cognizant of the people around me and comprehending their concerns and points of view. It is imperative to note that being an effective leader will be beneficial to me in building rapport with other teams and employees working at ABC and having such a reputation is essential for the growth and development of my career in the organization.

Another key aspect of the feedback given by my line manager is the need to improve and work on my negotiation skills. That is, it is important for me as a leader to demonstrate my perspectives and stand up for such points of view. Being a negotiator is linked to the capability to influence others and this is a key component for leadership quality. In ABC, strong negotiators are deemed to be individuals who are able to get things done and accomplish results. In accordance to my line manager, part of being a successful manager takes into account having the capability to influence and sway others and this is associated to one of the core competencies of ABC, which is achieving results.

Question 2

I have the belief that I can improve my style of leadership through increased team motivation. One of the key ways of increasing the motivation of…