Saturday, April 23, 2011
Reflection about my narrative...
Before meeting with Lori, I was really confused on what I was going to talk about in my narrative. I knew that I wanted to talk about transformational leadership and what it means to me and how I would like to be a transformational leader but I didn't know how I was going to talk about it for 5 minutes. Lori really helped me put it into perspective. She told me to break it into parts and show what type of person I am through it. Give my audience examples of how I will be and how I wont be. It doesn't have to be very specific and detail oriented it just has to give my audience some idea of what to expect from me. I am still not sure what I am going to say and hope that when it is finished it will make sense to people. I have been brainstorming some ideas and still do not have a concrete idea as of yet. So...ill see you all in class and hopefully you are inspired by what I have to say.
Friday, April 15, 2011
My leadership map
Thursday, April 7, 2011
Servant Leadership
While searching for different types of leadership that I have not studied before, I kept coming across a very unique theory called servant leadership. The name by itself intrigued me to learn a little bit more of what it is about. My first impression was that this type of leader treats his followers as servants, not as human beings. I imagined someone barking out orders and micromanaging. Right away I felt that it wasn't the type of leadership I possessed or intend to convey in any type of leadership role, however, after studying more of what it consists of, I might have more of this style than I thought.
Servant leadership was coined by Robert K. Greenleaf in his essay written in 1970 called The Servant as Leader. His definition of servant leadership is
"The servant-leader is servant first… It begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead. That person is sharply different from one who is leader first; perhaps because of the need to assuage an unusual power drive or to acquire material possessions…The leader-first and the servant-first are two extreme types. Between them there are shadings and blends that are part of the infinite variety of human nature."
I found it very inspirational while reading experts from his essay because I very easily identify with transformational leadership. I feel that servant leadership is in essence is as empowering and revolutionary as transformational leadership. Greenleaf says the best test in deciphering whether a servant leader is successful is in the outcomes of their followers. One must ask themselves the following questions: does the follower grow? Become wiser, freer, healthier, and in turn able to become servant leaders themselves? Displaying servant hood is "a person who has the power to order and dictate people’s actions chooses instead to put himself at the service of his people. Servant hood respect from followers because they know that instead of serving your own agenda, you truly have their interests and success at heart. Once you adopt this attitude, you begin to draw a team of passionate people willing to take your cause all the way to the top.
"Principles of servant leadership defined by the Alliance for Servant Leadership are:
- Transformation as a vehicle for personal and institutional growth.
- Personal growth as a route to better serve others.
- Enabling environments that empower and encourage service.
- Service as a fundamental goal.
- Trusting relationships as a basic platform for collaboration and service.
- Creating commitment as a way to collaborative activity.
- Community building as a way to create environments in which people can trust each other and work together.
- Nurturing the spirit as a way to provide joy and fulfillment in meaningful work."
The following are characteristics of a servant leader: calling, listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, growth and building community.
After going more in depth about Servant Leadership Theory, I find my attitude changing about my personal leadership goals and thoughts. I feel that I am very strongly connected to this theory. I and anyone else who share this trait have to be weary of how much they put people before themselves because there is a fine line between developing others to their full potential and completely losing your own vision in goals. With this type of leadership it seems easy to lose sight of what your trying to accomplish and get caught up in what the followers are doing and how they are progression. The following are links that go more in depth with Servant Leadership and how to develop this skill.
Tuesday, March 22, 2011
Friday, March 11, 2011
James MacGregor Burns...
James MacGregor Burns was born in Melrose on August 3, 1918. His passion for history started an early age. He majored in political science at Williams and earned a PhD in government at Harvard. He received a Pulitzer Prize and National Book award in 1956 and 1970 for two different books. While establishing his leadership theory, he shyed away from transactional management and focused on the mutual benefits of the leader and follower. He is best known for his contributions towards transformational, aspirational and visionary schools of leadership theory. He is the author of several books on leadership and the leadership style of US Presidents. His newest adventure is working on the politics of the Supreme Court.
Friday, March 4, 2011
Gossip Girl...
I love the show gossip girl because it allows me to live vicariously through the lives of Manhattans elite. The main characters are a group of friends that live on the upper east side of Manhattan. They are in their second year of college so it is easy to relate to where they are in their lives. Although they are a couple years younger than I am, I can remember that time in my life quite clearly. Instead of recalling just one episode, I will incorporate their overall leadership style throughout the series.
Path Goal Theory:
Blair: Directive - throughout the entire show, she has shown the most qualities of being a leader. In essence she is the leader of the group because she is very convincing and she will do what she wants regardless of what anyone else says. The only reason she seems to be the leader is because most of the schemes are her idea. Throughout high school they called her "queen B" because she always had a group of minions that followed her around and did whatever she said. She also is very directive toward her housekeeper Derota. She barks out orders and expects them to be followed right away. With her friends she is always very convincing on why she is doing what she is doing. She always has a good reason whether it is with good intentions or bad intentions. Regardless of how they feel, she always has some task for them an directs them in the way she wants them to carry it out.
Chuck: Clarify - He is the most powerful of all the character. He is the soul beneficiary of Bass Industries. He gets what he wants when he wants it. He is a smart business man for how young he is. Although he is not as rash and outspoken as Blair, people give him what he wants. He always says "let me make this clear." Even if he is in the wrong he always wins in the end because people are intimidated by his power. He has hundreds of employees that are under his wing and he always makes it clear to them what he wants and how he wants them to do it.
Serena: Supportive - Serena is the most compassionate character of them all. Although she has money like the rest of them and is the most famous of them all, she always tries to find a way to be there for her friends. She has been through the most out of all the characters. She was sent away to boarding school in her first couple years of high school so when she comes back she must try and redeem her reputation. She has toned down a lot and has become sympathetic towards anyone going through some sort of battle. Although she remains selfish in her own ways her intentions are always good. She is a mentor to her brother and has become the leader of her family since her mother cant really be trusted by anyone.
Nate: Participative: Nate has the least of the leadership abilities. He tends to be the follower of the group and participative in all of their schemes. He has the connections to get things done and has lead the group every once in a while. He always has a purpose in whatever their scheme might be for the episode.
Dan: Goal Oriented- Dan is the outsider of the group. He is the only one who comes from Brooklyn and has high goals towards becoming a writer. His family has money only because his dad married Serena's mom. In the beginning of the show you wouldn't catch Dan in one of the groups petty schemes. He was always found in the library or doing something academic oriented. As he has become more acquainted with the upper east side and gotten to be good friends with most of the group he is becoming apart of more and more schemes. He always has the ultimate goal in mind. He never lets the group get off track. He is motivator in that he is the most logical one of them all and doesn't let them get side tracked on what they are ultimately trying to accomplish.
Path Goal Theory:
Blair: Directive - throughout the entire show, she has shown the most qualities of being a leader. In essence she is the leader of the group because she is very convincing and she will do what she wants regardless of what anyone else says. The only reason she seems to be the leader is because most of the schemes are her idea. Throughout high school they called her "queen B" because she always had a group of minions that followed her around and did whatever she said. She also is very directive toward her housekeeper Derota. She barks out orders and expects them to be followed right away. With her friends she is always very convincing on why she is doing what she is doing. She always has a good reason whether it is with good intentions or bad intentions. Regardless of how they feel, she always has some task for them an directs them in the way she wants them to carry it out.
Chuck: Clarify - He is the most powerful of all the character. He is the soul beneficiary of Bass Industries. He gets what he wants when he wants it. He is a smart business man for how young he is. Although he is not as rash and outspoken as Blair, people give him what he wants. He always says "let me make this clear." Even if he is in the wrong he always wins in the end because people are intimidated by his power. He has hundreds of employees that are under his wing and he always makes it clear to them what he wants and how he wants them to do it.
Serena: Supportive - Serena is the most compassionate character of them all. Although she has money like the rest of them and is the most famous of them all, she always tries to find a way to be there for her friends. She has been through the most out of all the characters. She was sent away to boarding school in her first couple years of high school so when she comes back she must try and redeem her reputation. She has toned down a lot and has become sympathetic towards anyone going through some sort of battle. Although she remains selfish in her own ways her intentions are always good. She is a mentor to her brother and has become the leader of her family since her mother cant really be trusted by anyone.
Nate: Participative: Nate has the least of the leadership abilities. He tends to be the follower of the group and participative in all of their schemes. He has the connections to get things done and has lead the group every once in a while. He always has a purpose in whatever their scheme might be for the episode.
Dan: Goal Oriented- Dan is the outsider of the group. He is the only one who comes from Brooklyn and has high goals towards becoming a writer. His family has money only because his dad married Serena's mom. In the beginning of the show you wouldn't catch Dan in one of the groups petty schemes. He was always found in the library or doing something academic oriented. As he has become more acquainted with the upper east side and gotten to be good friends with most of the group he is becoming apart of more and more schemes. He always has the ultimate goal in mind. He never lets the group get off track. He is motivator in that he is the most logical one of them all and doesn't let them get side tracked on what they are ultimately trying to accomplish.
Contingency Theory vs.Situational Theory...
Contingency Theory...
A leader's effectiveness is based on "situational contingency" which is a result of two factors: leadership style and situational favorableness.
1. Leadership Style
In order to determine whether you are a task oriented or a behavior oriented leader, there is a test called the LPC test that you can take. You score your least preferred co worker on 8 measures. What you are determines what their score turned out to be. You are the opposite of their leadership style.
2. Situational Favorableness
There is no ideal leaders. Both types of leaders can be effective but in different situations. A task oriented leader is especially effective in a crisis situation. Blue collar workers generally work better with this type of leader. Positions I feel need a task oriented leader: fireman, policeman, surgeon, politician. A behavior oriented leader is especially effective where leader member relations are good. It fits well with Research Scientist. They like the freedom to do as they please and appreciate their leaders trust in their abilities. Positions I feel need a behavior oriented leader: teachers, scientists, technology workers, actors.
Situational Leadership Theory...
Developing management style is an ongoing process. This style not only has to fit the employee's personality but it also has to fit the department and how the work must get done. To be a successful leader, the leader must not only exert the leadership style that comes naturally but also uses the styles that fit the current situation. There are four basic leadership style behaviors...
1. high task - low relationship (telling). Examples: teacher to students
2. high task - high relationship (selling). Examples: sales manager to a sales coordinator
3. low task - high relationship (participating). Examples: principle to teacher
4. low task - low relationship (delegating). Examples: school advisor to student
Task behavior is the extent to where the leader tells the subordinate what to do. Relationship behavior is the extent to where there is two way communications on what is the most effective path to take in order to get the job done. The most effective style depends on what the readiness of the employees is. The manger must adapt to this in order to have an effective team. There are two components to readiness.
a. ability - knowledge, experience and skill the employee has in order to get the task done.
b. willingness - the extent to which the employee has confidence, commitment and motivation to the specific task
What the two have in common: both put a strong emphasis toward the leader adapting to a certain situation. They both agree in that the leader must exert his naturally ability in leading his team but also take in consideration the situation. They both also say that evaluating your employees personality and where they are at in their career is important.
What the two don't have in common: where they differ is in what situations to take into account. contingency theory says to take the external situation into account when leading the employees and situational says to take into account the internal situation of the employees.
A leader's effectiveness is based on "situational contingency" which is a result of two factors: leadership style and situational favorableness.
1. Leadership Style
In order to determine whether you are a task oriented or a behavior oriented leader, there is a test called the LPC test that you can take. You score your least preferred co worker on 8 measures. What you are determines what their score turned out to be. You are the opposite of their leadership style.
2. Situational Favorableness
There is no ideal leaders. Both types of leaders can be effective but in different situations. A task oriented leader is especially effective in a crisis situation. Blue collar workers generally work better with this type of leader. Positions I feel need a task oriented leader: fireman, policeman, surgeon, politician. A behavior oriented leader is especially effective where leader member relations are good. It fits well with Research Scientist. They like the freedom to do as they please and appreciate their leaders trust in their abilities. Positions I feel need a behavior oriented leader: teachers, scientists, technology workers, actors.
Situational Leadership Theory...
Developing management style is an ongoing process. This style not only has to fit the employee's personality but it also has to fit the department and how the work must get done. To be a successful leader, the leader must not only exert the leadership style that comes naturally but also uses the styles that fit the current situation. There are four basic leadership style behaviors...
1. high task - low relationship (telling). Examples: teacher to students
2. high task - high relationship (selling). Examples: sales manager to a sales coordinator
3. low task - high relationship (participating). Examples: principle to teacher
4. low task - low relationship (delegating). Examples: school advisor to student
Task behavior is the extent to where the leader tells the subordinate what to do. Relationship behavior is the extent to where there is two way communications on what is the most effective path to take in order to get the job done. The most effective style depends on what the readiness of the employees is. The manger must adapt to this in order to have an effective team. There are two components to readiness.
a. ability - knowledge, experience and skill the employee has in order to get the task done.
b. willingness - the extent to which the employee has confidence, commitment and motivation to the specific task
What the two have in common: both put a strong emphasis toward the leader adapting to a certain situation. They both agree in that the leader must exert his naturally ability in leading his team but also take in consideration the situation. They both also say that evaluating your employees personality and where they are at in their career is important.
What the two don't have in common: where they differ is in what situations to take into account. contingency theory says to take the external situation into account when leading the employees and situational says to take into account the internal situation of the employees.
My Classmates and Ledership...
I spent a good amount of time reading through my classmates blogs and found some very interesting points. There was one that I connected with the most and that was Heather's point of view. She says a good leader can work with many different personalities and they can still connect with everyone. She also says that leaders can be born, but they can also learn learn the traits through experiences. I agree with that completely. I feel that leaders can be born but they can also learn traits as they experience different hings in their lifetime. I also agree with what she says about what leaders aren't...they don't look inside themselves to discover the weaknesses and strengths that possess. I am a strong believer in working deeply with ones self to find out what makes a person tick. Taking the time and having the strength to do that enables people to know why they do the things that do and change the things that are negative about them. One blog that I didn't connect with was Caroline's blog. While reading her posts I could hear the caregiver in her. She is very oriented towards a motherly type of leadership, focused on people's feelings and making sure that everyone feels good. I am not like that at all, I am sensitive to others' feelings but I tend to be more rash when in a leadership position. I think that if you spend too much time focused on how others feel about the situation you focus and sight of the ultimate goal. Although I don't agree with approaching leadership in this manner, I feel that there is a lot to be learned from a leader like this. I need to be more compassionate when dealing with subordinates because ultimately an A team leads in the best possible way.
Thursday, February 17, 2011
Ruler...Lover...Magician...
I am at my best when I am sensuous, alive, vital and full of love for others and for life. When problems arise I look to see how relationships have broken down and heal it through communication and helping people to share what is bothering them. I tend to notice people, objects, activities, settings and experiences that evoke love, passion and sensuality. I want to guard against my tendency to play favorites and exclude people. I like and live all variations on the love story. As a leader I am passionate, charismatic and intense. I want to be seen as attractive, not only physically but in every way. Other appreciate my loving nature, my passion and my friendliness.
When I am at my best I am charismatic, transformative and a healing presence. When problems arise I first change my attitude, expand my perspectives and adjust my behavior to create a ripple effect. I tend to notice serendipity, synchronicity and the interconnectedness of events. I want to be on guard when my charisma starts to manipulates others and overwhelm people with my high expectations. I live and like stories about the education of people who do miraculous things. as a leader, I am a visionary who energizes others by inspiring them to be true to their deeper values and work together to make a wonderfully transformative dream come true. I like to be seen as mysterious and often times as unnerving and disconnected. Others appreciate my vision and charisma.
Its amazing to me the patterns that I see in all of these descriptions. All of them put together are exactly how I see myself. The are portrayed in the order that I connect with the most so I first see most of myself in the ruler, then the lover and then the magician. It feels good to get a grasp an idea of who I am and why I do what I do on a day to day basis.
The assessment also gives you the results for the archetype that you are least like. I couldn't believe it when I read it because it something that I struggle with the most in my life and that is letting go...
This person is at their best when letting go and moving on. When problems arise they gain the wisdom to change what they can and accept what they cannot. They tend to notice and focus on the crisis at hand. They need to be on guard with their tendency to lash out. The live and like stories of action, with a lot of destruction and car scenes. As a leader, they are good at re engineering organizations. They want to be seen as whole. Others appreciate the way their suffering places them outside the real world.
What a trip...
Wow! What a trip...Every time I take a personality test for on of my HTM classes I am always very skeptical because it fathoms me how a series of simple questions spits out an accurate description on my personality, my views and the way I love my life. I took the PRINT assessment and the MBTI a few semesters ago and it taught me so much about who I am and why I do the things that I do. What I liked about the PMAI was, it told me how I am in a more professional setting. I couldn't believe how right my archetypes came out in the end. I only answered 72 questions with agree and disagree answers and it knew exactly who I was. My first instinct after taking one of these tests and looking at the results is over viewing what the other options could have been. So I looked over the other archetypes and they didn't fit me as well as the other ones. This was the same for the other personality tests. It really validates the test when I see what the other results could have been and they don't match my personality. It my next post I will share with you what the results for my PMAI test were. Scary how closely it reflects the person I am at this point in my life.
Tuesday, February 8, 2011
The pros and cons of trait based leadership theories...
Pros: There is evidence that traits do matter when evaluating a person in a leadership role. The 6 traits are drive, the desire to lead, honesty/integrity, self confidence, cognitive ability and knowledge of the business. People that have these traits have a "natural ability" to lead and they have been told that their entire lives. It gives them the motvation and the confidence to know that they can succeed in a leadership role.
Cons: Often times, a person that doesn't have these natural traits hears the comments around him that others are natural born leaders. When the same things aren't told to that individual it is hard for them to find the motivation and the confidence to put themselves in a leadership role. Also, if these certain individuals don't have any role models in their lives to show them what and effective leader looks like, it is difficult for them to succeed in the leading roles. They don't have the reinforcement and the support from outside individuals to recognize what it takes to be an effective leader.
Cons: Often times, a person that doesn't have these natural traits hears the comments around him that others are natural born leaders. When the same things aren't told to that individual it is hard for them to find the motivation and the confidence to put themselves in a leadership role. Also, if these certain individuals don't have any role models in their lives to show them what and effective leader looks like, it is difficult for them to succeed in the leading roles. They don't have the reinforcement and the support from outside individuals to recognize what it takes to be an effective leader.
Leadership Traits I admire and why...
The most important trait that I see when I look at a leader is their method of inspiration. I feel that a leader has the qualities that will motivate his followers to follow his inspiration no matter how hard the obstacle. I also think that they have a purpose that they are passionate about. They never lose their passion even in the face of fear or defeat and they always convey that to their team. Transformation is one of the most important traits I think a leader can have. If a leader can take his team from the bottom up he can put himself in any situation and be a successful leader. Being a great leader is about having a clear purpose that you are passionate about that you can inspire your followers to transform into the best possible human being they can be.
About Me
Sunni Wells
Hello Again!
A little bit about me...My name is Sunni and I am a senior at San Diego State University. I am a Hospitality and Tourism Management major with an emphasis in Hotel Management. I also have a minor in Chinese and a minor in Spanish. I grew up in San Diego and as college is coming to an end, I am having a constant internal debate about whether I am going to stay here with my family or experience something new and move away. I would like to do both but unfortunately I cant do both at the same time. I have been serving at Claim Jumper for about 7 years and last year I started working at the Westin San Diego as a Front Desk Agent. I cannot wait to graduate and get a real job that pays real money. If I could do anything in the world I would have a house flipping business. I like to see the transformation from new to old and I would also like to be my own boss. First I need to make some money in a real career so I can save up to follow my dream. Well that all for my biography for now. Hopefully while reading my blog you get to know a little bit more of what I am about.
What am I doing???
Hello! Im not sure if this is going to work. I feel like I have created 5 different blog sites and none of them have worked. Good news...this is the first time I have been able to get to this page. Well...lets see how this goes. If this works I promise it will be more exciting next time!
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