Section A2 Personally, I believe that the contingency theory for leadership most relates to my leadership style. I tend to adapt my leadership and directions to the people I am managing. Depending on the level of skill, knowledge, and readiness, I change my methods of direction for certain employees. Just like previously mentioned in the Synergy section of the Seven Habits Profile, everyone has different methods of communication and difference strong suits. One method of leadership, or direction, doesn’t always work for the unique individuals that make up an entire staff. Contingency theory dictates that the optimal course of leadership is dependent upon numerous internal factors specific to the people being managed (Daft 2013). As a manager
…show more content…
Adapting to the needs of individuals helps make everyone more comfortable at work. Generic rules and teaching styles do not usually benefit as many people as individually tailored coaching does. Being flexible and adaptable to each employee allows them to feel comfortable coming to me when there is an issue or they need help with something. Open lines of communication are easier established when the person feels like you are seeing things from their point of view (Anderson, 2016). The contingency theory of leadership also allows me to see who could become a potential leader in the future. Recognizing aspects of a good leader can be hard when I group everyone into the same category. When I place people in different situations, I can see how they react and handle potential problems. Growth is an important part of leadership because most leaders are never content in one spot for very long. I have seen how Laura reacts under pressure, and I know now if I need someone to step up and lead, I can count on her to be there.
Section …show more content…
Employees often compare the way I behave with one person or group of people to another. When all of the employees are at different knowledge and experience levels, I cannot give all the instructions some need without wasting the time of the more experienced people. Also, some of the techniques that more experienced employees have learned at other jobs may not be the same as the ones we teach, but as long as they yield the same result I do not mind which method is used. Generic rules do not work in this leadership scenario because of the adaption to individuals or the
Adapting to the needs of individuals helps make everyone more comfortable at work. Generic rules and teaching styles do not usually benefit as many people as individually tailored coaching does. Being flexible and adaptable to each employee allows them to feel comfortable coming to me when there is an issue or they need help with something. Open lines of communication are easier established when the person feels like you are seeing things from their point of view (Anderson, 2016). The contingency theory of leadership also allows me to see who could become a potential leader in the future. Recognizing aspects of a good leader can be hard when I group everyone into the same category. When I place people in different situations, I can see how they react and handle potential problems. Growth is an important part of leadership because most leaders are never content in one spot for very long. I have seen how Laura reacts under pressure, and I know now if I need someone to step up and lead, I can count on her to be there.
Section …show more content…
Employees often compare the way I behave with one person or group of people to another. When all of the employees are at different knowledge and experience levels, I cannot give all the instructions some need without wasting the time of the more experienced people. Also, some of the techniques that more experienced employees have learned at other jobs may not be the same as the ones we teach, but as long as they yield the same result I do not mind which method is used. Generic rules do not work in this leadership scenario because of the adaption to individuals or the