The leader chosen for this report is a female advocate and a CEO of a human service company. The company is a non-organizational company. The firm is a Bilingual Multicultural LGBT center that offers various services such as:
Legal services and counseling: the company represents its clients in court cases and offers them counseling services when in need.
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Cyber Center: the firm has internet facilities that their clients can use at their will
Support group: the firm identifies, organizes and creates support groups for its clients. In these support groups, the clients get to share their experiences with others as a way of reducing depression and improving their health
Clothing exchange: The company has a program, that allows the less fortunate clients to get clothing from other well-wishers.
Emergency housing referrals: the firm organizes for emergency housing referrals to its clients. The clients are allowed to stay in the center six days a week with meals and other needs being catered for by the organization.
Education and training: the organization offers employment skills to its clients who are less fortunate or who do are unable to find these services in other places.
Job placement: the company seeks for employment opportunities on behalf of its clients.
Career development: The organization helps its clients advance their careers by organizing effects and developing publications that give them skills on how to network.
The organization's clients are the vulnerable LGBT community. Most of the organization’s clients have low incomes of not more than $15,000 per year. So far the organization has been able to help thousands of individuals from LGBT community since its incorporation as a non-profit organization in 2004.
Leadership style
The common styles used by the leader are participative leadership and delegating leadership. The leadership style is described as participative since it is mostly based on mutual respect. The leader usually collaborates with others in running the daily activities of the organization ( Hwang et al ., 2015). The responsibility of running the organization is not only left for the leader but to the entire staff. Most of the times, the leader holds meetings in which the staff members raise their views. Whenever there is an issue that needs addressing, the leader usually seeks for answers from the staff before deciding on what actions to takes. Also when the organization wants to implement a new idea, the leader will first discuss it with the staff and see its merits and demerits, before implementation.
The leadership style of the leader can also be said to be delegating. The organization has been structured in such a way that various departments are in charge of various operations. When there is a task to be performed, the leader always assigns it to either and individual or a team of individuals who are best suited for the job. For instance, when it comes to legal representation, the leader is not always the one who represents the clients. In some cases, he delegates the duties to other people within the organization who she feels can still deliver. It is through delegation that the organization can handle the many tasks required of them.
Effects of staffing factors and situational factors
The leader uses this delegative and participative leadership because of the existing dynamics in the organization. The LGBT community that the organization works with are mostly vulnerable and discriminated individuals. By using participative leadership, the leader seeks to empower them. When these people are empowered, they can open up and be strong against those individuals who discriminate them. Participative leadership is also necessary since these people have different problems and experiences. Through this leadership style, the leader can come up with accurate interventions for each person.
Situational factors have also been key in shaping the leadership style of leader. The organization handles many clients. The organization is a non-governmental organization, and therefore, relies on donations from well-wishers. In other words, the organization is under-equipped. By delegating work to the staff members, the organization can diversify and handle all the needs of the clients. The organization also handles a wide range of issues as such; it is through delegation that the leader can identify the abilities of every individual in handling different problems.
The leader’s good traits
She is emotionally stable: The organization has faced a lot of negative criticism from people who do not welcome the idea of coexisting with LGBT communities. As such, the leader has been faced with many frustrating and stressful situations. However, whenever these situations occur, the leader has been able to manage her emotions. She has been able to practice psychological maturity by not showing her emotions to her subjects. Through this, she gives the other members confidence in facing their challenge.
She is enthusiastic: the leader has been vocal in advocating for the rights and freedom of the LGBT community. The leader has always looked for ways of helping these vulnerable members of the community. By being enthusiastic, she has been able to push for acceptance of the LGBT community in the society. She has also been able to realize the various goals set by the organization.
She is empathetic : The leader has always shown care to the vulnerable LGBT community. By being empathetic, she has always come up with ideas and solutions to help the poor LGBT communities. For instance, she introduced housing services where the clients can come and stay in the center for six days a week while the organization caters for food and other needs. In some cases, she has offered legal services to clients at no cost. By being empathetic, she can influence the same culture to the organization in general.
She is a team player: as already discussed, the leader puts a lot of emphasis on information sharing and team building. The leader always brings its staff members to the roundtable to discuss various issues. The leader is always in constant communication with the LGBT members and at times attend the various support groups in the facility. Through team building, he empowers the staff members as who feel a sense of belonging.
She is charismatic ; she can arouse emotions among employees and the clients by outlining a vision that unites and captivates them. She uses this vision to motivate the staff members to attain set goals by linking the goals to massive personal rewards and values ( Nahavandi, 2016).
The leader’s bad traits
She is tough-minded : although this may be a good thing, she may not be right in some cases. By being tough-minded, she might scare away potential stakeholders who may join her in the fight. She is also a workaholic . She doesn’t take time off to relax. This makes her weary and at times, might interfere with her ability to deliver.
References
Hwang, S. J., Quast, L. N., Center, B. A., Chung, C. T. N., Hahn, H. J., & Wohkittel, J. (2015). The impact of leadership behaviours on leaders’ perceived job performance across cultures: comparing the role of charismatic, directive, participative, and supportive leadership behaviours in the US and four Confucian Asian countries. Human Resource Development International , 18 (3), 259-277.
Nahavandi, A. (2016). The Art and Science of Leadership -Global Edition . Pearson.
