What type of leader are you? Wow thats a loaded question if I’ve ever heard one. Having recently taken two tests with the purpose of highlighting what type of leader I am has helped me come to a couple realizations about myself and my leadership style. First, that I have a very high emotional intelligence. I like that. I think it’s important to be aware of the thoughts and feelings not only of those we work with but, family and friends as well. The second thing I learned was that I poses the attributes of a transformational leader. According to (Bottomley, K., Burgess, S., & Fox III, M. 2014) transformational leaders are “1) a vision-builder; 2) a standard- bearer; 3) an integrator; and 4) a developer.” That description I read in the
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I can’t find any documentation or statistics on that, so this is going to be more opinion than fact. Based on the characteristics in everything I’ve read about this leader, recognizing talent was never mentioned mentioned. Where I think I would struggle with recognizing talent is I’m nervous that sometimes I take too much of a person approach to front line employees. To elaborate on that point, I mean in the “back and forth communication” it would become clear quickly who is taking his or her job seriously, and who the person is I go to when I need something done quickly and correctly. My reason to point these examples out is to say that I can recognize who is good at their job but that doesn’t necessarily mean they are talented and can help the organization. It merely means they are good at that specific thing I come to them with. Wow does that sound mean? I think the talent I would recognize would be in my selected support system, and that would be accomplished on good old fashion smarts or brain power alone. The most commonly identifiable industry in which the transformational leader is found is our military. Interestingly enough our very own president of the United States is also a transformational leader. To be completely honest, I think his persuasiveness is the reason he was elected. during his run to become president he was charming, witty, smooth, persuasive, and he painted a beautiful picture of what America could be. To be CEO of America you’d have to have all those
I can’t find any documentation or statistics on that, so this is going to be more opinion than fact. Based on the characteristics in everything I’ve read about this leader, recognizing talent was never mentioned mentioned. Where I think I would struggle with recognizing talent is I’m nervous that sometimes I take too much of a person approach to front line employees. To elaborate on that point, I mean in the “back and forth communication” it would become clear quickly who is taking his or her job seriously, and who the person is I go to when I need something done quickly and correctly. My reason to point these examples out is to say that I can recognize who is good at their job but that doesn’t necessarily mean they are talented and can help the organization. It merely means they are good at that specific thing I come to them with. Wow does that sound mean? I think the talent I would recognize would be in my selected support system, and that would be accomplished on good old fashion smarts or brain power alone. The most commonly identifiable industry in which the transformational leader is found is our military. Interestingly enough our very own president of the United States is also a transformational leader. To be completely honest, I think his persuasiveness is the reason he was elected. during his run to become president he was charming, witty, smooth, persuasive, and he painted a beautiful picture of what America could be. To be CEO of America you’d have to have all those