To become successful and effective leaders can be difficult and tough because there are not exactly patterns for leaders to follow. Moreover, many successful and effective leaders have a different leadership and behavior. Therefore, it might be difficult to trace. According to Rath & Conchie (2008), successful and effective leaders are aware of their strengths and weaknesses (p. 10). In other words, knowing the strengths and weaknesses can help leaders to be successful and effective. There are my top five strengths: Strategic, Achiever, Intellection, Competition, and Ideation.
First of all, the definition of strategic theme is that leaders, who strong in the Strategic theme, can create alternative ways to proceed. Furthermore, they usually …show more content…
However, this can result in many problems because even if team members have a sound knowledge or competence, the knowledge and competence might not bring about a team to be effective or productive (Rath & Conchie, 2008, p. 21). For example, if many people, who have strong knowledge or competence about the project, set up a team to work on that project, but they have a similar strength, many people might think this team will be effective. Nevertheless, it is not as effective as people though because if these team members have a similar strength, their strengths cannot be complementary. Therefore, this might create conflicts, and this conflicts will cause a team to be worse. Therefore, the board of director, CEO, CFO, and so on have to be aware of this to make an effective team. For instance, leaders can select some team members who have a strong knowledge or competence and figure out these team members’ strengths; subsequently, leaders can select some team members who might have a less knowledge or competence about a project, but these team members should have a strength which can complement others’ weaknesses. According to Rath and Conchie (2008), they provide a formwork that shows four different domains of leadership strength: Executing, Influencing, Relationship Building, and Strategic Thinking (p. 23). The four domains of leadership strength based on the 34 themes. …show more content…
My strengths fall primarily into Strategic Thinking. Moreover, the other two, such as Achiever and Competition, separately falls into Executing and Influencing. According to Rath and Conchie (2008), “leaders with great Strategic Thinking strengths are the ones who keep us all focused on what could be” (p. 26). In other words, they will like to absorb and analyze information and then help the team to make a better decision. Therefore, this type of leaders might continue to think their future. This is exactly what I will do when I have a team. For instance, when I have a team, and my team has to compete with other teams. I will prepare everything I could and what will be happening in the future. Moreover, I also will analyze the past events in order to know how past events will impact present circumstances. Sometimes, I can find countless opportunities for growth. However, if my strengths are similar with my team members and I give a lot of my personal recommendation, my team members might ignore my advice. This is because the other team members will analyze the same information that I analyze and have a different point of view. I hate arguing with my team members. Therefore, I will keep silent. It depends on what team members I have. As a result, sometimes, I am actively using my strengths on my team. On the other hand, sometimes, I am not actively using my strengths on my team due to
First of all, the definition of strategic theme is that leaders, who strong in the Strategic theme, can create alternative ways to proceed. Furthermore, they usually …show more content…
However, this can result in many problems because even if team members have a sound knowledge or competence, the knowledge and competence might not bring about a team to be effective or productive (Rath & Conchie, 2008, p. 21). For example, if many people, who have strong knowledge or competence about the project, set up a team to work on that project, but they have a similar strength, many people might think this team will be effective. Nevertheless, it is not as effective as people though because if these team members have a similar strength, their strengths cannot be complementary. Therefore, this might create conflicts, and this conflicts will cause a team to be worse. Therefore, the board of director, CEO, CFO, and so on have to be aware of this to make an effective team. For instance, leaders can select some team members who have a strong knowledge or competence and figure out these team members’ strengths; subsequently, leaders can select some team members who might have a less knowledge or competence about a project, but these team members should have a strength which can complement others’ weaknesses. According to Rath and Conchie (2008), they provide a formwork that shows four different domains of leadership strength: Executing, Influencing, Relationship Building, and Strategic Thinking (p. 23). The four domains of leadership strength based on the 34 themes. …show more content…
My strengths fall primarily into Strategic Thinking. Moreover, the other two, such as Achiever and Competition, separately falls into Executing and Influencing. According to Rath and Conchie (2008), “leaders with great Strategic Thinking strengths are the ones who keep us all focused on what could be” (p. 26). In other words, they will like to absorb and analyze information and then help the team to make a better decision. Therefore, this type of leaders might continue to think their future. This is exactly what I will do when I have a team. For instance, when I have a team, and my team has to compete with other teams. I will prepare everything I could and what will be happening in the future. Moreover, I also will analyze the past events in order to know how past events will impact present circumstances. Sometimes, I can find countless opportunities for growth. However, if my strengths are similar with my team members and I give a lot of my personal recommendation, my team members might ignore my advice. This is because the other team members will analyze the same information that I analyze and have a different point of view. I hate arguing with my team members. Therefore, I will keep silent. It depends on what team members I have. As a result, sometimes, I am actively using my strengths on my team. On the other hand, sometimes, I am not actively using my strengths on my team due to