The heads of various organizations erroneously believe that the style of leadership is a personal trait role instead of a strategic choice. Rather than picking the one style which suits their managerial dispositions, they should seek to understand the style which suitably covers the demands of a certain situation. Post by Daniel Goleman, “Leadership that Gets Results” indicates that the majority of the successful managers have foundations in emotional intelligence competencies which include the following: self-regulation, self-awareness, social skill, motivation, as well as empathy. The post further clarifies that top-notch managers flexibly use these emotional intelligence aptitudes depending on the situation dictates, thus illustrating lessons to oneself, on human nature and the applicability of the concepts of successful leadership.
The post by Goleman, “Leadership that Gets Results” has profoundly demonstrated to me the roles of effective leaders. Therefore, I have realized that most of the styles I believe are functional in management can only deteriorate the condition of an organization instead of making the paths rights. For instance, when I fail to appreciate the effects that organizational climate carries for my company, then the chances of filing widens. The article claims that the organizational climate approximately accounts for a third of financial performance which possesses a direct influence from the style of leadership. Therefore, when granted a managerial role, the key areas I should consider for effectiveness include motivating direct reports, managing change initiatives, gathering and using information, handling crises, and coming up with viable decisions. As an organizational leader, I am entitled to company success when I consider integrating the strategic, organizational as well as financial objectives into reality.
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The human nature in leadership, according to this post, illustrates the basic dispositions as well as traits of various managers in the organizations. Most of the managers are incorrectly convinced that the style of leadership is a personality function and not a learning action. However, the article clarifies that leadership style is a strategic choice and therefore these styles are derived from various emotional intelligence competencies. Research shows that these leadership styles appropriately work in specific situations hence affecting the organizational climate in various ways. For instance, the democratic leadership style helps firm leaders to establish responsibility together with flexibility in generating fresh ideas. However, this style should be regulated to ensure that company employees do not engage in endless meetings hence feeling leaderless. Another impactful leadership style is pacesetting. A manager who sets the standards of high performance and concurrently exemplifies them by himself profoundly impacts the employees positively, especially to those highly competent and self-motivated ones. Also, in this style of leadership, the manager should be keen to motivate the employees who feel overwhelmed by his demands for excellence. Other impactful leadership styles include coercive, coaching, affiliative, and authoritative styles.
Undeniably, the lessons on the individual appreciation of leadership styles as well as human nature as demonstrated in the post display the applicability of the article to the course topic. Here, a business student acknowledges that the more styles a manager masters, the diverse he becomes and therefore increasing the feasibility to address particular organizational issues. Primarily, possessing the ability to switch accordingly among the affiliative, authoritative, coaching, pacesetting and democratic and coercive styles depending on the situation establishes the most appropriate organizational climate hence optimizing the enterprise performance.
