Pushed Me Out of My Comfort Zone and Forced Me to Perform and Sing in Public

Being a choir student for 7 years has taught me how to lead by example. When I entered high school, I was a reserved person. However, advancing into elite choirs pushed me out of my comfort zone and forced me to publicly speak and sing, even when it was intimidating. Being elected alto section leader freshman year caused me to mature faster due to the high expectations and time commitment involved. Now that I am in the top choir at my school, I demonstrate leadership by leading my section with good morals and values.

I encourage them to sing out at all times and never be afraid to make mistakes because making mistakes is the only way we can learn. If one of my classmates is going through a personal crisis, I go out of my way to comfort them. This makes my classmates confide in me more. In doing so, I learned that leadership relies on vulnerability; showing up and helping my classmates, even when I’m unsure of the correct notes or feel unmotivated that day. By embracing my uncertainty, my section feels permitted to confront their fears and sing out, despite the outcome. As a result, I have managed to help build a stronger secure section and develop deeper relationships with my classmates. My small contributions have had great effects.

For example, when our choir performs, we are extremely expressive and musical, secure in the fact that none of us are perfect, and that mistakes are okay. However, I cannot take all the credit. Everyone in the choir plays a role in our musical success. Furthermore, leadership is about recognizing everyone’s strengths and weaknesses and using them to help each other grow. Although I didn’t take on any specific leadership roles in choir this year, I make it my duty to contribute to the choir without being asked. I often suggest that our choir schedule rehearsals without our directors, so we can get extra practice and bond more. It is primarily my role to lead and organize these rehearsals. By taking leadership of the classroom, I have learned more about myself and matured into a more confident person.

I see myself continuing these efforts at UT Austin by: taking it upon myself to make something better if I see it can be improved, leading by example in the classroom by asking ‘risky’ questions, and helping my classmates when they don’t understand the material. The leadership experience I gained throughout high school can benefit me professionally as I major in biology with aspirations of becoming a pediatrician.

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Mao Zedong Leadership Philosophy

China’s transition from the leadership under the iron fist of Mao Zedong to the more liberal Deng Xiao Ping gave the People’s Republic a gradual increase in economic freedom while maintaining political stability. During Mao’s regime, the country focused on bolstering. And serving the community, while subsequently encumbering individual growth and prosperity. Deng advocated a more capitalist economic ideology. Which established China as an economic force in the global community. While endowing its citizens with more liberties and luxuries than previously granted.

Mao’s period of communal reform and the establishment of the Communist party from 1949-1976 was needed. In order for Deng’s individual oriented, capitalist society to thrive. Mao’s period encompassed the structure of a true dictatorial communist government. It strove to concentrate on unifying communities to create a strong political backbone. While being economically self-sufficient and socially literate and educated in Maoist propaganda. Under Mao’s leadership individual wealth was seen.

As a hindrance to community goals in meeting production quotas. And was crushed by such policies. As collectivization, land reformation, and movements such. As The Great Leap Forward and Cultural Revolution. Under his rule, modeled under the Stalinist USSR archetype. China raised its masses from poverty and starvation to a standard of living that was considered a substantial upgrade.

Programs such as collectivization and land reformation were essentially a microcosm of Mao’s impact on China. Under the policy of collectivization. The government promoted cooperative farming and redistributed the land on the principle. That the product of labor could be better distributed if the land was not under private ownership. As Peter Seybolt ascertains, in Throwing the Emperor from His Horse.

The movement was done strictly to remove the power from the rich peasantry and ruling elite, making the communes and peasantry the vanguards of progress. This constituted China’s Great Leap Forward, an attempt by Mao and the State to unify the nation under a common goal in order to overthrow Great Britain and other European giants in agricultural production.

Entire communities toiled vigorously in order to drastically increase China’s production output and demonstrate the nation’s growing prowess against the powers of the West. The Great Leap Forward, despite its disastrous failure which cost over 2 million lives, was a clear denouncement of individual freedom, instead raising the status of communities and “awarding’ collective freedom.

In Mao’s era, there was also little room for free speech due to the immense censorship that pervaded the period. Individual thinking and Confucian philosophy were renounced with a youth movement, The Great Proletarian Cultural Revolution, to criticize everything and to revive the spirit of the revolution. Until his death in 1976, when Deng Xiao Ping took control of the Communist Party, Mao accentuated maintaining the revolutionary ideals of communal freedom’ and the ultimate sacrifice of the individual for the enhancement of China.

Even prior to Deng’s ascension as leader of the Communist Party, there was criticism amongst the people and floating ideas of “less collectivity and more individual incentives” (Seybolt 59). When Deng Xiao Ping did rise to leadership, he transformed China into a force in the global community as he sought to strengthen China’s economic backbone at the risk of political insecurity. Deng’s advocacy of private ownership, added luxuries in everyday life, and a broadened capitalist approach greatly altered China’s political infrastructure.

Deng’s philosophy gave the individual more power and direction in guiding his/her future. The collectivization system was abandoned for a new responsibility system in which “each household looks out for itself” and “… the people [who] work harder…get more” (Seybolt 85). This osmosis of economic democracy endowed the citizens of China with more freedom for individual prosperity and success than ever granted in Mao’s time.

Under Deng, ideological education (such as the red books filled with Maoist propaganda) were abandoned and individual thinking flourished. The power of the Communist Party, which was at the zenith under Mao, began a downward inclination under Deng. Cadres could no longer enforce crimes and local conduct as before, but instead their power began a period of decadence, as the voice of the masses was stronger than ever before.

Deng’s goal was not directed toward ushering in democratic ideals for the people but rather as a means to modernize The People’s Republic by all means necessary. China’s economy was greatly bolstered by Deng’s presence but perhaps at the cost of the political security that was Mao’s trademark. The growing tide of individualism reached the climax with the Tiannenmen Square protests in 1989. Protestors of communism and advocates of democracy were crushed by the army, including scores of deaths and even greater numbers of arrests. The uprising was a clear victory in demonstrating the freedoms achieved by individuals, but the martial influence did reaffirm China’s allegiance to their communist political system.

In Deng’s era, China has also seen an increase in its citizens’ standard of living. The child mortality rate has become miniscule while the average life expectancy has climbed over seventy. In the village of Houhua, nearly half the villagers own televisions and the utilization of electrical power has become commonplace. Also the faith, which was destroyed by the Maoist movements against god and superstition, was restored to the masses as well. As Deng Xiao Ping looked abroad to strengthen China on the world’s stage, his people embraced a wide array of ideas and gained expanse for certain freedoms.

In Throwing the Emperor from His Horse, the difference in philosophy between Wang Fucheng and his son Wang Dejun is microcosmic of each living during Mao’s regime and during Deng’s reign. Wang Fucheng was a staunch supporter of Chairman Mao, believing his ways produced social stability while establishing the fact that it was Mao who paved the way for Deng’s open market system. Wang Fucheng praises Mao with an aura of respect, as he subscribed to the chairman’s propaganda, which curbed his thinking, limited his freedom, and forced him to give himself up for the sake of his community.

The elder Wang despised the ideas of decollectivization and “too much freedom” (Seybolt 88). Mao’s period awarded only communities on quotas met, while under the leadership of Deng, hardworking individuals reaped the benefits of their hours of toil. Wang Dejun’s views correspond to Deng’s new order, which is “characterized by increased prosperity on the one hand, and political…insecurity, official corruption, and material inequality on the other” (Seybolt 121). Wang Dejun saw the better clothes and decorative houses that villagers could afford under Deng, and the wider scope of freedom of expression that was privy to each individual.

In the eras of Mao Zedong and Deng Xiao Ping, China underwent great changes that affected the freedoms of individuals and communities. Mao impaired individual rights with his Great Leap Forward and Cultural Revolution, which sought to unify the nation under a single cause (of communal agricultural production) and bring China under uniform thought as well. Thus, in his attempt to accomplish his goals he placed less emphasis on freedom and more on developing a sturdy political backbone. Deng, on the other hand, wanted to thrust China in the global community for economic fortune at the expense of everything Mao had established.

In the process, he brought a freedom and wave of democracy to the People’s Republic, endowing the Chinese citizens with dreams of wealth and prosperity that were never even considered in the time of Mao. As China, progresses further into the twenty first century, its role seems quite unclear. A return to Post-revolutionary authoritarian communism seems unlikely, as does the institution of a true democracy but perhaps a new form of stability will arise to grant greater liberty to individuals or possibly even another Tiannenmen lurking in the future.

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A Study on Leadership Philosophy in Works of Literature

Business is responsible by leader with a successful leadership. Responsible leadership is important as almost every aspect of work influenced by leadership in a business (Overton, 2002:2). According to Rodney Overton, the definition of leadership is the ability to get work done with and through others while gaining their confidence and cooperation;; (2002:2). It is intent, in this brief essay, to discuss further about the important in being a responsible leader in business, the involvement and the examples. Discussion of business students learning to be a leader and also the perspective of responsible leadership also provided.

There are several of writers that discuss differently about the leadership in business. All companies are still acting like traditional approach in making profit but with a different way, according to Tim Ooi (Cheh, 2004). We cannot just making profit without taking care of the environment because if they do so, people will not consume from them (Cheh, 2004).

In this case, that company will lose business or even newspaper or Current Affair will publish a scandal about their company (Cheh, 2004). In his point of view, we must socially responsibility to be a successful leader in a business (Cheh, 2004). Fujio Cho, president of Toyota Corporation state that Toyota and the other automakers will not survive the 21st Century unless we pull together now and find ways to limit the cari’s impact on our earth;; (Hermance, 2001).

Phil Crosby states that leader ought to have a clear schema, in being consistent and needs to be patience (1996:ix). He also said that leadership is not a system;; because there is nothing that called system to be installed to conquest the job of management (Crosby, 1996:2). Leadership is the result of actions that taken by an individual and leader attract their followers for pragmatic reasons with offering something that the followers whish to have (Crosby, 1996:2). People will unable to do anything if they or others cannot understand the definition of leadership (Crosby, 1996:2).

There are five components that written by Rodney Overton in term of the productivity of the leadership lineup in any company (2002). These include: individual job actions of a manager, individuality in work that associated situations of the manager, power base of the manager, outline of the company’s raw material, tasks, capital investment and related factors, and the company’s background (Rodney Overton, 2002). In Overton’s view, no one is a born leader; or else they may have to work at it when there are certain skills that allow them to develop to be a leader (Rodney Overton, 2002:3).

John Adair was the author of Leadership Skills;;, his view also same as Overton that there was no people born to be a leader (Management-Today, 1998). He said people must i¥absorb new knowledge and then have time to reflect on it; in the first place (Management-Today, 1998). Adair said that nobody can teach you leadership and he explain that there is needs of learning for oneself by looking at what is going around where we are (Management-Today, 1998). There are still a small percentage of people that hard to train to be a leader; it means that they are not the person with ability to be a leader in a business (Management-Today, 1998).

Leaders have three restraining factors; there are knowledge and skills, subordinates;; skills, and the working environment (Overton, 2002:2). There were four sources of leadership, leadership’s role appointed Legitimate power;; by the organization (Overton, 2002:2). The second sources of leadership were expertise or skill power;; in which having knowledge and skills that will help the group to accomplish the goals (Overton, 2002:2). The third source was respect or affection power. where a leader will have influence over a group of people when they are liked and respected by their subordinates (Overton, 2002:2). Finally, a reward and or coercive power; that influence pay. promotion and recognition of followers from the power (Overton, 2002:2).

Leaders have ¡vision, which they having a future clear vision to be able to communicate the vision, believe in vision as well as themselves and live the vision (Overton, 2002:17). In business, leaders have values;; that have a clear ethical codes and strong view to decide right and wrong: values protected and promoted by the leaders (Overton, 2002:2). Leaders are focused; in which they are purposeful in positive and ambitious, their focus was on the big picture; and the tasks that required accomplishing it and they oriented the goals (Overton, 2002:17).

Peter Switzer mentions that leadership is important whether in a small business, a home based business or a big business (2004). It is more important to develop the leadership skills rather than the other because there is no one to be lean on but the leader oneself (Switzer, 2004). He noticed that there is a very successful small businesses and medium in size businesses the coaches; roles and mentors is more important in progress to run their businesses (Switzer, 2004). They liking for external advisors to help them develop the capabilities of leadership and also recommendations that can improve their performance (Switzer, 2004).

According to the interviewee, Tim Ooi said that socially responsibility is very important to be a responsible leader in business (2004). Company could not just think of making profit without taking care of environment (Cheh, 2004). To be successful in being a leader, he or she should thinking a best solution to solve the problem that occurs and be able to compete with the competitors (Cheh, 2004). To recognize by all the people, leader need to proof that they look after the environment. This can be proofing by sponsor charity or design a new strategy for environment friendly (Cheh, 2004).

An example of responsible leadership in business is Toyota Motor Corporation Australia Ltd (Cheh, 2004). Toyota Company designs a new car and began a development of fuel cell hybrid vehicles (FCHVS); in 1992 as well as electric vehicles (EV); and Hybrid vehicles (HV) (Toyota Motor Corporation, 2002). This design is an electronically control to generate to achieve the fuel efficiency nearly twice for conventional petrol cars, as well as to reduce emissions (Daily News Page, 1997). The power sources engage was depending on driving circumstances (Daily News Page, 1997).

Toyota Company’s aim of sustainability is to protect the environment and economic growth that are not mutually exclusive (Hermance, 2001). Penalty is reckless in which economic growth ignores environmental and resolving the issues of environmental without addressing the need of economic impact is unrealistic (Hermance, 2001). This century must be the Vera of environmental partnership (Hermance, 2001). There is more examples refer to the summary from the interviewee in Appendix 1.

Business students need to recognize their own learning other than learn in the class, as it may not willingly evident (Rha & Helfman, 2003). For example, students are required to write a daily log of three things;; that had been learned in the class session (Rha & Helfman, 2003). The learning of leadership skills remains the hard works on documenting and measuring (Rha & Helfman, 2003). While philosophy of targets improved studenti’s engagement as the pride and joy of effective learning: study advances of theory stepping out the instructional model tested in this supplementary by engage in acting out leadership scenarios, and then analyze what have learned (Rha & Helfman, 2003).

All students have an innate capacity to improve and practice leadership (Overton, 2002). Servant-leaders are that underlying philosophy or values base in numbers of programs that offer by colleges and universities (Kelly, 1995). Concept that involves in ¡¡§increased service to others, taking a more holistic approach to work, promoting a sense of community within an organization and between an organization and the greater community, sharing of power and decision-making, and a group-oriented approach to work in contrast to the hierarchical model,” said Spears;; (Kelley, 1995).

My perspective is that leadership is really important in a business. I agree those leaders need to have knowledge, skills, and responsibility to lead peoples or to accomplish the goals. Without that, internal will lose control, employees may stole by the other competitor or business will going bankrupt. It is also important when making a decision. A good leader can make a good decision and help out in solving problem. When a decision-making was coming in false, which is unlikely that it will cause the business lose money and also will hard to convince the subordinates to listen to the leader for a second time.

Although there are several different of definition for responsible business leadership;;, but all the meaning is quite close and stating the same things. In this century, only the organizations that look after environment will stay longer in the business. It is always recommend remembering and understanding the definition of responsibility leadership.

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An Analysis of the Army Leadership Philosophy of Be, Know, Do

From the pristine halls of government to the bleakest of battlefields the skill and confidence needed for leadership is needed. However, leadership is an especially important skill for an officer where a moment’s indecision can result in several lives being lost. Therefore any lack is felt deeply in today’s modern army. Accordingly, it was a fitting topic for West Point’s 500″ night ceremony.

The guest speaker, Admiral William McRaven’s, inspiring speech to West Point’s class of 2015 was both thought-provoking and full of practical advice. As the 500 day countdown towards the West point cadets’ commissions began Admiral McRaven’s eloquent words rang out. While the head of US Special Operations Command’s speech encompassed a variety of points, it can be broken down using the Army leadership philosophy of Be, Know, Do.

First is the “Be” part. This part focuses on being a person of character and an upholder of the Army values. In Admiral McRaven’s speech he gives many examples of the exemplary traits of current Army leaders. He cites among others General Dempsey’s compassion, General Odierno’s fierceness, and General McChrystal’s creative mind.

However, he notes that despite their varied character strengths they are all great leaders, and they all share certain traits. For example, Admiral McRaven comments that every great Army leader led from the front and displayed exceptional physical and moral courage. He states that one must hold their primary and ultimate loyalty to the constitution, not any part of the Army infrastructure.

One must be willing to follow others even when they appear to be incompetent or foolish. Admiral McRaven also praises the character of regular soldier’s whose character sometimes exceeds that of their commander. He gives examples of the persistence and optimism that soldier’s he met had in the face of terrible wounds and adversity. In general Admiral McRaven paints a picture of the character of a leader as someone courageous, persistent, and a model of excellence.

The second part of the Army’s leadership philosophy is the “Know” philosophy. Although it is an equally important as the “Be” part of the philosophy it is easier to implement. The “Know” part of the philosophy focuses on the technical competency and skill of the leader.

Naturally Admiral McRaven had less to say relating to the “Know” part of the philosophy as cadets are trained to excel in the tactical and strategic proficiency. He however, does specify that every Army leader should experience the hardest dirtiest job in their command. In short Admiral McRaven assumes that cadets are already prepared to maintain the personal standards of competency necessary.

The “Do” part of the Army philosophy is by far the most important part because a leader is judged by what he does. While an excellent soldier is one that has good character and is competent in his area a good leader is so much more. Admiral McRaven makes this clear when he describes how “nothing is more daunting, more frustrating more complex than trying to lead men and women in tough times”.

Leaders have to be able to fail repeatedly but learn from their failures and keep going, make decisions quickly sometimes without knowing all the facts, and holding both yourself and your soldier’s to an uncompromisingly high standard. Admiral McRaven though pays special homage to one thing that a leader must do that is often overlooked.

This essential thing is to follow. Admiral McRaven emphasizes that “the strength of a good unit rests more on how well the officers follow the commander, than how well they lead their own soldiers.” While he notes that one must be willing to stand up to authority when it is necessary the quiet undermining of one’s leaders is very detrimental. It might be easy to dissent quietly but one must “avoid the rolling eyes, the whisper campaigns and junior officer dissension.” Admiral McRaven makes it clear that the leadership of a unit has a direct impact on unit morale, and the application of good leadership allows the Army to function.

Admiral McRaven ends his speech with an explanation of the rewards of serving in the Army as he puts it “You will have adventures to fill ten life times and stories that your friends from home will never be able to understand.” Most importantly he states that “that there is no more noble calling in the world than to be a soldier in the United States Army.” With this in mind we should take the advice that Admiral McRaven gave to heart because even if there are considerably more than 500 days left to our own commissioning date soon enough we will be officers in the US Army. It is our duty to continue to train and prepare for that most noble calling.

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A Definition and Types of Leadership and Philosophy

There are many definitions of leadership and what a leader is, and truthfully, there isn’t one correct answer. Every person has their own definition and it depends on their own experiences, goals and values that determine what a leader is, to them. This is why people have different leadership styles and practices; two people’s philosophies and beliefs on how to effectively lead could be totally separate and opposite in nature. Often we see leaders who lead through example and will be encouraging and other times leaders will be more directive and critical, less fun to work under, but still effective. Then there are leadership styles that range far in between these.

The fact that there are so many different ways for people to lead is what allows there to be volumes of books written on the subject, courses taught in schools, discussions to be had. If there were one way to define leadership and what it is meant to be, there wouldn’t be a need for discussion, it would just be taught as is. But since it is not clear, when learning about leadership, it is necessary to examine one’s own values and beliefs and determine how those coordinate within a leadership philosophy.

After this philosophy is formed, one can go about being an effective leader in adherence to one’s own guidelines on how to lead. That is not to say leadership philosophies are set in stone, they may change over time depending on how one’s goals and values change. For example, a younger leader might put more value on maintaining a friendly relationship with their followers whereas an older leader might value relationships less and have the goal of achieving a certain result. They might also have the goal of mentoring a follower to become a leader to one day take their place whereas a young leader won’t be so concerned with that; they themselves still need to learn quite a few things before teaching others. Overall, leaders are a wide-ranging and dynamic group, and each philosophy is unique in their own way.

As we’ve already stated, there is no one definition of leadership. However, there are some common elements that are exhibited in several different attempts to define leaderships which include: having a vision, communicating that vision with others, supporting and guiding those under you, empowering and motivating your followers, developing those under you, listening, giving constructive criticism, never giving up, not having an ego, sharing success, inspiring, etc. (Helmrich, 2015).

There are many more ways to describe a leader, but these are some of the core traits that leaders exhibit, as defined by leaders themselves. One of the better definitions, however was by Bob Mason, who stated, “Leadership is simply causing other people to do what the leaders want. Good leadership, whether formal or informal, is helping other people rise to their full potential.” (Helmrich, 2015). We can take this one step further and useDe Pree’s concept of redefining potential from Leadership Jazz.

A good leader is someone who can help others rise to their potential, redefine it and continue helping them again; they continually challenge their followers, and give them new challenges once they’ve succeeded. This culminates into my personal definition of leadership, which isn’t overarching of all situations, but serves as a simple but solid take on leadership: “a leader is able to effectively accomplish goals and instil a positive change in both their followers and themselves, while maintaining a balance of challenge and encouragement.”

A leader should always have goals to accomplish in mind pertaining to both the execution of their own tasks as well as the development of their followers. Sheehy states in Raising a Team Player, “for a goal to be good, it must be measurable and attainable.” (pg. 31). Having achievable goals gives you a directive and motivation to achieve them, and a sense of accomplishment when you’re successful.

Goals pertaining to your followers are also similar, while they are less tangible, they are still achievable and instill accomplishment. For example, a leader might have the personal goal to win a league championship in their sport, which is easily an attainable and challenging goal. However, when considering goals pertaining to their followers they have to be more geared towards development.

A possibility might include the leader’s goal for a follower to take his/her side the following season as an assistant captain. This takes time and nurturing, teaching the skills required to be a leader, and its not an easily quantifiable process. Nevertheless, a good leader should have goals for both themselves and for their followers in order to be successful.

A leader should have clear values that he/she bases their philosophy of leadership on. Without a basis for this philosophy, there is no weight to it; no damning reason to adhere to the principles of the philosophy. If you don’t actually value honesty, then why would you care if telling the truth was part of your philosophy of leadership? Values that go into the philosophy need to be solid and a firm belief. Some values that I hold personally are integrity, respect, professionalism and consistency. Some good values to base a philosophy of leadership on arethe traits set forth on Wooden’s Pyramid of Success, which exemplify the qualities of a successful athlete and leader.

Super leaders are leaders who attempt to make every individual a leader of themselves. Rather than having one person direct every individual on what to do and how to do it, the idea of super-leadership is that individuals will lead themselves, and with the guidance of a leader, can achieve the goals and challenges set forth through their own merits(Manc, 1989). A super leader is one who knows their strength is not in themselves, but in those who they surround themselves with; the team is the effective unit (Manc, 1989).

A leader is there to ensure the everyone is in communication and knows their roles, and maintains that communication while the goal is being achieved. The idea of a super leader is interesting, as it makes the most sense for a practical world. It is hard to accomplish fully, as there are many individuals who just are not able to lead themselves, but it is a good goal to have and to strive for. It falls in line with my personal definition of leadership, in that the leader is affecting their followers in a positive way, as well as themselves.

The concept also makes sense in that leaders attempt to make further leaders out of their followers, not just of themselves, but of others as well. Through mentoring they can teach followers how to be a super leader and further empower individuals to lead themselves.

The idea of super-leadership is similar to situational leadership, in that there is each situation requires its own kind of leadership. As discussed earlier, there is no one correct form of leadership, and situational leadership combined with super leadership looks to be the best way of going about a leadership philosophy; that is, each situation requires a unique way to empower the individual to lead themselves. Sometimes that way is through harsh critique, other times it is through small, attainable challenges to overcome.

As we have seen, there are many ways that leaders can formulate a philosophy of leadership, and it is always a unique way of leading. By making a clear definition of leadership based off values and goals you hold personally, you can adhere to the principles you set forth in your philosophy. Often times this will include developing followers into leaders, as we have seen with super-leadership, or, if not developing all followers, at least a select few for mentorship.

Leaders have a great task when directing their followers, as it is their responsibility to ensure things go according to plan, and goals are met. Even if it is not their direct fault, the leaders take the blame for the group’s inability to accomplish the task. This responsibility is why it is crucial for leaders to have a defined, clear leadership philosophy, so they know how to act and directions to give. If they did not have a philosophy to follow, they would be unsure how to lead which would put the accomplishment of the goal at stake.

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An Essay on Leadership Philosophy

Whether it’s from positive or negative experiences a change is inevitable. The way one sees them as a leader is a leadership philosophy. This philosophy assists leaders while making choices, how they act in positive situations and how they think. The majority philosophies are biased by external and internal forces.

Supervisor can amend the way they lead by changing their leadership philosophy. While a human being expands or advances with more knowledge their leadership philosophy can also transform. Leaders need to examine and disclose upon themselves their individual morals, ethics and expectations regarding leadership.

All leadership philosophies advance over a period of time. Proficiencies both encouraging and philosophy in leadership is while focusing what role a health care leader should play, what leadership theory they should follow and why leaders should follow that theory (UOP, 2013). This paper will also describe current sphere of influence, explaining how a leader in her current position.

All leadership philosophies evolve over time. Whether it’s from positive or negative experiences a change is inevitable the philosophy she describes (UOP, 2013). Finally, the writer will address how she envisions the use of informal, formal, positive, and negative power as it applies to her personal philosophy of leadership (UOP, 2013).

A crucial characteristic in health care in today’s atmosphere is leadership. To be an effective leader communication is the primary key amongst the leader and the staff. All leaders need to communicate their core principles as well as the corporation core principles and the leader’s philosophy of leadership. A successful leader also has to have a vision for where he or she wants to be in the future (Daughtery, 2009).

Leaders must also have strategies on how they are going to accomplish objectives; a plan on how to achieve a goal (Daughtery, 2009). While working for the Broward County Health Department as a clerk typist specialist in school health the ability to change the sign process with the nurses was challenging at first. The nurses would call in every morning for me to sign them in for the day however some of the nurses would say that they called me to check in which was incorrect they were absent. A process was implemented that the nurses had to come to the office to sign in before going out in the field this influenced changed and there were no more signing issues.

Leadership philosophy unites connections, understanding the organizations goals and vision, awareness, variety, mentoring and developing. One of the leader primary purposes is to build positive relationship with the staff. Building positive relationships with the staff can be challenging due to the diversity of the staff.

As a leader in the writers current position one wants his staff to feel that they are trustworthy and understand the vision, and mission of the organization as well. This writer is a leader in her current position and the style of leadership she displays is transformational leadership. The writers is a transformational leader because she is responsible for getting results in a timely and positive manner and she encourages the staff to work together to reach the goals of the organization. The writer’s staff is great to work with; the morale is great in the military corporate office.

Leadership is a multifaceted spectacle, containing continuous interaction of three critical elements: the leader, the followers, and the surrounding situation or context (Wren, 1995, p. 125). Improving leadership involves extensive expertise about every component and the affiliations of each element to the other. The implementation of this knowledge governs the quality of the leadership skills, which is crucial to the endurance of the corporation. According to Bass (1990), effective leadership makes a difference in the subordinates’ satisfaction and performance while making the difference in whether the organization succeeds or fails.

Transformational leaders have an ability to overcome the Status quo, in this way they can encourage the creative development of their staff. These leaders find new manners of doing things and thus grant their followers with an immense opportunity to learn. Transformational leadership brings trust, honor respect and recognition for the leaders and they start to serve as a role model for its followers. This creates an idealized influence of the leader upon its followers, which is impossible with a traditional leadership style (Cherry, 2011).

Transformational Leadership has a great role in altering and maintaining values, beliefs and behaviors and attitudes in a given company. Transformational leadership is something that is essential to bring some positive changes amongst the individuals. The social system of an organization consists of leaders and followers; the leader has to decide the course of action of individuals belonging to different departments.

There are various elements through which the leader of an organization can improve the morale of its staff, for example, he can do it by enhancing their motivation and polishing their performance. A leader with good communication skills can very easily meet the challenges of transformational leadership, his ability to connect himself with employees can make him to understand their strengths and weaknesses, in this way the leader will be in a good position to give them a task that matches the level of their performance (Bass, Riggio, 2006, p. 144).

The use of informal, formal, positive and negative leadership depends on the individual style of leadership and what type of outcomes they are looking to gain. People will follow a person who inspires them. A person with vision and passion can achieve great things.

The way to get things done is by injecting enthusiasm and energy. Transformational Leaders are always visible and will stand up to be counted rather than hide behind their troops. They show by their attitudes and actions how everyone else should behave. They also make continued efforts to motivate and rally their followers, constantly doing the rounds, listening, soothing and enthusing.

One of the traps of Transformational Leadership is that passion and confidence can easily be mistaken for truth and reality. Whilst it is true that great things have been achieved through enthusiastic leadership, it is also true that many passionate people have led the charge right over the cliff and into a bottomless chasm. Just because someone believes they are right, it does not mean they are right. Practically speaking, negative reinforcement presents ethical issues so shrewd leaders focus on developing influence through the use of positive reinforcement to increase the likelihood of desired behavior.

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The Different Elements of an Ideal Leadership and Philosophy

Table of contents

As society propels forward with advances in research, technology, and medicine. It is the responsibility of the Healthcare professional to become conscious of and adapt to these changes. Along with this, there is a great need for leadership in order to effectively implement strategies. And procedures for running Healthcare institutions and serving the billions of people worldwide in need of medical attention. As a future Healthcare professional. I already pride myself in my organizational skills and ability to empathize with others. Additionally, a leader or manager must be trustworthy. And ethical in order to function in a team, be responsible for guiding others, and be culturally sensitive.

Organizational Skills

Whether you’re working in an institution that serves one million patients. Or one hundred patients a day, providing customer-based and high-quality care is arguably. The top priority in Healthcare. Integrating all employees into a system of prevention, improvement. And successful execution is a huge task to tackle for those responsible of an institution’s quality improvement. Being able to effectively implement essential programs like Six Sigma training. And the Lean Process approach to reduce waste and/or accidents in the caregiving process is a necessary asset in this area of leadership.

Every essential aspect of quality improvement relies on the organizational skills of those involved. In order to prevent errors, leaders must organize training sessions. Create and provide resources for proper protocol, and have an orderly backup process in place in case mistakes do occur. Organization is also key when creating a lean institution.

Since leaders are responsible for establishing effective processes and ensuring. That flow and pull within these systems are synchronized. Which requires knowledge of how to prioritize and allocate time and resources. Lastly, in order to improve quality levels of an institution, leaders must be able to follow the DMAIC model and coordinate numerous tests, corrective measures, and sustainable adjustments to current systems. A lack of organizational skills would make the implementation of these improvement strategies infeasible.

Strategic & Operational Planning

In terms of strategic and operational planning, an organized individual can see both. The encompassing vision as well as the operational steps within different areas of the institution. A leader with these skills will be successful in outlining the tactical goals necessary for achieving the institution’s broader mission.

Organization is an all-encompassing skill that may take some time to fully develop. If an individual is able to see broad steps that lead up to a long-term ambition. But cannot implement a detailed, short-term schedule to achieve those steps, their large goals will be unattainable. This is important for leaders and managers to keep in mind. Although it may seem more fitting for a regional manager or even a CEO to focus on the company strategies. And values while the managers. And supervisors lead their departments operationally, success may require a combination of both. This is why having the ability to prioritize smaller details. While also envisioning a broader aspiration is a necessary trait of a successful leader and manager. Project Management

Alongside strategic and operational planning. There is a great deal of organization required for project management. Similarly, project management requires a great deal of planning ahead of time, setting major and minor goals, and allocating time and resources to specific areas of the project. Without organized leaders and managers.

The institution will be unable to keep the project on track, which can result in deadlines missed and money lost. The leader is responsible for coordinating what work needs to be accomplished, when each task needs to be accomplished, and who will participate. Additionally, an organized leader will have a system. In place for identifying variations in the amount of time and money spent on certain tasks. And be able to develop a strategy for alleviating these constraints.

I pride myself on my abilities to manage time and prioritize. In group work, I am comfortable delegating work and making detailed plans for accomplishing tasks. In the future, I hope to expand this skill by working with larger groups of people and organizing a bigger project than I am currently used to. As a healthcare professional, I understand the importance of delivering quality care, and creating a system of service that is minimal in waste and error, which my organizational aptitude will help me achieve.

Teamwork and Team Development

In terms of team development, a manager is responsible for delegating tasks and directing activity. If team members cannot rely on a manager to be punctual and present or to provide guidance, these members will face a much greater amount of pressure and will ultimately be less productive. Beyond the polite forming stage of team development, personalities within the group may clash. A trustworthy manager will be able to respectfully address conflict and provide suggestions without taking sides.

A successful manager can be trusted to identify and understand various personalities within a team and distribute responsibilities based on member’s strengths. If the employee-manager relationship is lacking trust, the manager is unable to make these judgements and assign roles that will encourage success. Just as a manager would want to trust their employees to be productive and work independently, employees need to trust that their manager can perform these delegative, empowering duties to make the team work.

In order for any institution to be successful, it needs people from different areas of expertise to be responsible for the many facets of planning, executing projects, and delivering quality service. Finding and bringing in these individuals is the role of the personnel manager. The six jobs of a manager, particularly empowerment and communication, show why a manager must be trustworthy in order to encourage employee development and a positive work environment.

A successful manager should analyze the performance of the employees and be able to offer suggestions for improvement. If employees cannot trust this advice, or do not believe that the manager fosters a respectful, positive environment, the growth and development of the department or institution as a whole will be hindered. Since managers have such a strong influence on employee satisfaction, they must present themselves as approachable and considerate so employees trust that their input will be valued and recognized,

Leader as Manager

The duties of a leader as manager reiterate that the relationship between a worker and their manager is a big part of a company’s success and survival, If a manager is flaky or unable to provide guidance, employees will have a more difficult time reaching their full potential in the organization. Additionally, they will not be incentivized to work harder if their manager is not leading by example, or rewarding them for their productivity. A manager is only as good as their team, and it is their job to choose, develop, and encourage the team members.

Another large part of this has to do with establishing a certain level of democracy within the workplace. The manager must be trusted to make tough decisions, but also to allow their employees to have a participative role in decision making. If trustworthiness is lacking, a manager may ignore input from team members and make all of the decisions, or they might not be trusted to make any of the tough decisions which could put more pressure on team members to assume this role.

The Healthcare professions involve individuals of various personality types and strengths. As a future leader or manager, my approachability and establishment of a trusting relationships with my coworkers will allow me to cater to these different personalities and empower individuals to become stronger professionals. Just as I expect my coworkers to be productive and contributive, I would want them to trust that I can foster teamwork, encourage growth, and offer guidance and direction.

Diversity of cultures and ideas can make a workplace thrive, but may also cultivate tension when disagreements arise. A leader who facilitates open, respectful communication in order to resolve conflict must be able to empathize with multiple sides and find an objective and fair solution. Additionally, an empathetic leader will be more approachable if an employee has a serious personal conflict, such as substance dependency, abusive relationships, or emotional issues. Empathy is necessary for these kinds of concerns, and it is the responsibility of the leader or manager to offer services or resources to help their employees develop as individuals.

Empathy also goes hand-in-hand with ethics. A leader that is able to understand the feelings, needs, and requests of others will act according to codes of ethics that ensure those feelings, needs, and requests are adequately addressed. If an employee reports that their needs are not being met within the workplace or that they are experiencing negative emotions, it is the leader or manager’s ethical responsibility to communicate, and ensure that the employee leaves the conversation feeling valued and hopeful for a resolution. Organizational Culture Change and Diversity in the Workplace

An organization’s culture is the backbone of its function, and is a combination of many different values, goals, philosophies, assumptions, and behaviors of its members. Trying to adjust this tangled web of beliefs can be extremely difficult and may often cause discomfort among those involved. A leader who misreads their authority and overuses power tools and intimidation too often without allowing open communication is not likely to be successful in implementing necessary culture changes.

On the other hand, a leader who is able to empathize with the members of the team and accept suggestions and make compromises will allow for a smoother transition in the workplace. Similarly with conflict resolution, an empathetic manager will express appreciation for employee input, and attempt to minimize the uneasiness surrounding culture change.

Although diversity can bring about a prosperous work environment, it requires a particular level of empathy and ethical behavior to prevent conflict and misunderstanding. Stereotypes, biases, and acts of prejudice are unacceptable in a successful, collaborative, respectful workplace. Therefore, a leader or manager must ensure culturally competent and sensitive to one another’s needs.

An empathetic and ethical leader will facilitate routine cultural sensitivity trainings and enforce rules that keep individuals safe regardless of race, ethnicity, gender identity, sexual orientation, etc. A positive workplace culture is strongly dependent on the respectful treatment of all employees, which is a large responsibility of the leader or manager.

Medical professionals often deal with delicate situations regarding diversity or cultural issues. The inability to act under the proper code of ethics limits the quality of care provided and diminishes the public’s trust with the institution. Being an ethical individual is more than simply knowing the difference between right and wrong; rather, it is ensuring that patients and employees alike are respected as autonomous individuals who are treated fairly and with beneficence. I can easily say that I am a good-hearted person who generally thinks ethically. However, since ethics is such a significant part of Healthcare, I would like to further my understanding of what medical ethics entails in order to be as principled as possible in my Healthcare leadership.

My experience in this particular course has taught me that I have a helping and supporting personality, and I value the feelings and input of others. I believe that this will serve as an advantage if I am ever put in the position of strategizing and implementing culture change, or dealing with sensitive issues in my workplace. I plan to expand my communication skills so I can express my intentions with my coworkers, be viewed as an approachable resource if my coworkers are experiencing difficult issues, and resolve conflicts, including those surrounding organizational culture change or diversity. I’ve also learned that being an organized and trustworthy individual are key aspects of becoming a leader or manager.

Goal-setting and concrete planning, as well as overseeing employees and projects is impossible if a high level of organization is not present. The relationship between an employee and their manager is a crucial influence of productivity and job satisfaction, which is why leaders should focus on being dependable and approachable. Healthcare professionals in general have a monumental responsibility to serve the community, but this is not possible if these Healthcare companies and institutions are not led by well-rounded individuals. Future leaders must keep in mind the need for competent care in this forward advancing society, and aim to sharpen these skills and attributes in order to demonstrate effective leadership.

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