Leadership in human resource management can be defined as a process through which one diligently engages and motivates others through guidance to realize a given set of organizational objectives. For leadership to be effective there must be followers who are under the leader’s responsibility through effective communication to perform a given task. This paper discusses a personal leadership style, strengths, and weaknesses in relation to human resource leadership.
A cross introspection has established my leadership style as participatory and transformative in an organizational setting where the mission and vision of the organization are clearly stated as to inform its objectives. I grew up in a family setup where teamwork was embraced as a necessity. This attribute has been propagated throughout my education life, thus developing as a socially resourceful person. Team-working has facilitated the development of effective communication and relational skills I possess and that has proved very critical in my leadership in my career. Equally, I am versatile, eager to learn and grow in all ways while embracing others’ contributions and achievements in a team setup.
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As a transformational leader, I have learned to appreciate my followers’ potentials, skills, and competencies that can be efficiently harnessed to realize a company’s goals. I believe in a leadership style that complements the followers’ abilities to effectively discharge their duties. In this way, followers feel supported, motivated and find satisfaction in the leadership they are subject to. The effectiveness of my leadership has been informed by the establishment of good relationships with my followers as well as the accommodation and utilization of their multiple input and perspectives in decision making.
My experience and research as a leader have taught me to develop a style that is participative, directive in nature and achievement-oriented as stated by the path-goal theory. I have previously observed that whenever I demonstrate my confidence in the followers’ abilities to deliver on their individual and organizational goals as well as motivating them to reach stipulated goals, it does not only foster productivity but also promotes the personal and occupational growth of the followers. I note with concern that a participative approach that encourages down-up feedback and effective communication where followers take part in the decision-making process is fundamentally critical in work environments. I, further, believe in a leadership style that motivates followers through open discussions of the available incentives and rewards associated with hard work that yields increased productivity.
I have embraced an organizational culture where moral purpose and vision are shared, workers find it easy to commit to the realization of the shared vision. I adopt a strategy where positive relationships are developed and maintained for purposes of ensuring trust, mutual respect, and a safe working environment is created for all. Positive relationships are a result of effective communication within a workplace. I also ensure that my input in a team capacity is reliable and meaningful to the team’s objectives. These positive relationships are critical to the success of teamwork and overall well-being of an organization. I always attribute the success of a team to the effectiveness of the overall shared experiences.
I have promised myself to live a purposeful life whereby every challenge I encounter I perceive it as a potential opportunity to utilize my talents, competencies, and strengths to deliver the best out of the situation. As a leader, I purpose to work in an environment that will enable me to use education, information, and available resources to build an intellectual framework for effective policies and to actualize my full potential through the proper channeling of talents, ambitions, and capabilities for the sake of my personal and the organization’s prosperity. In so doing, I hope to serve as a role model to my followers, whom I expect to transform and develop into leaders of moral reputation and commitment to realize personal and organizational goals. In a recap, my strengths as a leader can be stated as versatility in new environments, teamwork, and competitive spirit, fluency, and efficiency in communication, integrity, and professionalism. All these competencies have greatly contributed to my success as a team leader.
However, my weakness is that I pay too much detail for one particular job that I find sometimes aggrieving others with the unrealistic expectations I set. I realize that in the interest of time, my style may not be very effective in meeting time-conscious datelines. This weakness cultivates into another weakness of embracing multivariate perspectives and views in order to reach informed decisions. Whereas it leads to the creation of an effective consensus, I must note that it does not effectively address urgency and strict timelines thus slowing down decision making.
In addition, I must accept the fact that providing space in order to promote innovation is a high risk in itself. If not well managed, it can be very detrimental to the goals of an organization. Also, as a transformational leader, I present myself with great enthusiasm and optimism in achieving a certain vision. If in leading followers towards a shared vision, long periods of time persist, then it may lead to loss of inspiration among the followers. Eventually, productivity may be lowered in such scenarios. Finally, in the process of mentoring and promoting career development of my followers, balancing the group needs may be a challenge, thus resulting in skewed preferences of some individuals over others. It thus requires exercising equity in budgetary allocation for the training of the followers.
