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MBA401 People Culture- Gibbs Framework Reflective

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Question 

What type of leader am I and what are the key areas that I need to improve to become more effective?

Answer 

Gibb's (1988) framework of reflective learning

For the reflective learning, Gibb’s reflective cycle is known to be the most popular model. In this model, 6 stages are included in describing the reflection which is presented in the form of a diagram below by Dye (Al-Tameemi & Alshawi, 2014).

                                                                      Source: (Okolie & Ogbonnaya, 2017)


Introduction

Leadership can be defined as the ability of the management of the company to set the goals and achieve the goals that are challenging for the company by taking the actions swiftly and by outperforming the competition and giving inspiration to other people for performing well. The value of the leadership or the other aspects that are qualitative of the organization is tough to place when compared with the quantitative metrics which are tracked in general and is very easy to compare between the companies. If strong leadership skills are possessed by the individuals in the business, then it will take them to the higher positions such as CEO, COO, CFO, chairman, or president (Antwi, 2017).

As a leader, I will enable others by giving encouragement to them and by providing them with the appropriate tools, by developing a vision in which everyone is included both collectively and individually for taking the ownership. I will be admitting to the limitations when required. I will be inspiring other individuals to act in the way of my words and actions in both types of communication written and oral. Constantly I would seek to challenge myself in developing as the leader and at the same time I will provide my support and activate other individuals for doing the same. In becoming the leader in a highly proficient manner I have learned how to inspire people with the help of examples and the excitement.

Leadership theories

The leadership theories such as transformational and transactional would support my action plan. In the education, these are not limited and for training the citizens of future I use both of them. After taking the assessments that are required I could get to know my strengths and weaknesses clearly and they wanted me to become transparent. Now I’m a leader who is learning and growing constantly for imbibing the leadership which I visualize to be in the future. The action of mine for accomplishing the goals of my future leadership is described to be realistic, measurable, and specific (Ashwini, et al., 2016). For accomplishing my future goals as a leader I will be using my plan and assess myself constantly regarding the progress with the help of a comprehensive plan which is outlined below.

The transformational leadership has the tendency to focus on the learning and the cultural experience of the individuals. In addition to this, all the leaders will have the goals of transforming the priorities and the values of the followers and providing them with the motivation in order to perform above to their expectations. The real life instance will be provided as a teacher in order to support the things that I’m teaching in the classroom (Atkins & Finlayson, 2013). The material for the student is brought to life with the help of these instances which will be giving them a link in associating their learning with them and should perform much better on evaluations (Bloemhard, 2016).

In the transactional leadership, my main focus is on for being compliant there is an exchange of rewards. The features that are involved in the transactional leadership with respect to the rewards that are expected are on the performance of the group or individual is that it is requirement oriented and task oriented. In this case, I would be expecting the same outcome from the student the only difference is that students will be receiving the rewards of their success or if they are unsuccessful they receive the punishment (CASE, 2016).

Both these styles of leadership are known to be effective as per my profession and it will continue to be used until the time they are successful. It is stated by Bass (1999) that new ways of working will be pursued by transformational leaders. The leaders who are transformational will not react to the circumstances rather they will make an attempt in shaping them and creating them.

When it is suitable for increasing the effort in raising the mental awareness regarding the outcome, I might use the strategies of transactional leadership. The success of the student can be heightened only be increasing the self-awareness and by investing them on the student. As a teacher, my relationship with students will be allowed both of these leadership styles to be in use. It is actually dependent on the student and the outcome that is desired (Coulson-Thomas, 2015). At times it is found that either transformational or the transactional leadership would be effective for many students simultaneously (Luthans et al., 2013).

Development areas

I have strived hard in understanding the leadership goals, practitioner, and the leadership model during these last five days since it will be focusing on our ability to lead. In the field of education, our continuous development is allowing us to track the learning for lifelong by making a contribution to the community effectively and by working in teams allowing us to grow socially (Hertig, Hultgren & Weber, 2016). This week, by carrying out these exercises I can notice a positive influence which is required to be maintained before pushed back to the extremes. I have worked with the two various groups through which I learned that it is our responsibility to locate, assess, and make use of the information for completing the presentation of the topic in a respectable manner which we might not know earlier. For gathering the information regarding the global problems we have used our abilities which have pulled us out from the literacy. We were also necessary for getting collaborated with the SPL and provide the feedback about our relationship with that of SPL. The feedback that I received most of it was found to be positive, but it was not that productive. Cheryl was the only individual who felt like giving the constructive feedback. She waited until the last moment to turn in the assignment and then the feedback that was given was related to my abilities and shows how it made others feel uncomfortable. In my classes further, I will try my best in putting the best foot ahead and turn the assignments in beforehand so that there would be contributions from others along with the feedback that is relevant (Mathew, et al., 2016).

I have made the self-assessment about my power, leadership styles, and conflicts which had displayed that I’m capable of making collaboration effectively so that the goals can be met which are required in accomplishing the set mission and for getting the success of the class or my team. I understood that three things such as motivation, communication, and accommodation are quite important for the practices of transformational leadership (Yukl et al., 2013). The strengths developed by me have led to the way of intellectual leadership and the concerned shown by me towards the people have indicated a strong style of transformational leadership (Okolie & Ogbonnaya, 2017). In the model of transformational leadership, the leader will be providing the motivation that is inspirational, influence, intellectual encouragement, and consideration that is individual. In the past, while reviewing my leadership style I inclined myself in avoiding the conflicts while communicating with others and have a good understanding of the goals as the member of the team. I have found out this to be a major concern. So in order to avoid the conflicts by accepting and compromising I have sacrificed the task immediately and also the mission.

From the start of this program, there is a lot of improvement in my ability in resolving the conflicts and not compromising or accommodating unless it is required in the situation.  Rather than the task, I have a strong concern for the people, but the way I have worked was equally balanced between both. I actually observed that in charismatic leadership I’m quite effective (Qadri, 2016). From the starting till the end the approach made by me was balanced for taking care of the people along with the task. I have the ability to convince the individuals in accomplishing their task by giving proper motivation through rapport and charisma.

Discussion on Questions

By investing in me Cheryl was in a position to answer the following question in a positive way that as a result of the influence of the leaders are their followers for the Lord? (. When I get back to the reflections of my time with Cheryl I understand that investing in people is important instead of investing in the companies. The need for leaders has been stressed by Rinehart that it is important in having one another relationship with their peers.  The main motto of the leaders is to encourage, bear the burdens, and be the builder and teacher as well (Quantz, et al., 2017).  Cheryl has all these characteristics and as a result, I was also transformed. I can notice the influence of her leadership and how it impacted on my life (Kelloway et al., 2013).

My second reflection is that leadership is just a position or something else?  As per my knowledge just by getting the promotion there is no chance of anyone becoming the leader. It is said by one of the authors that leadership is a fiduciary calling (Ruwhiu & Elkin, 2016). Before I had a misconception that leadership is just a position with which we can achieve those skills. But later I was told that leadership can be managed from any kind of position (Serini, 2016).

As a teacher, I have expertise in many areas which I share every day with my students, coaches, administrators, colleagues, and athletes. The expertise and the sharing of the content will be providing the intellectual motivation to other people by giving them motivation of higher levels of achievement which is understood by me (Scott, 2014).

Conclusion

As a leader, I’m struggling still in terms of lacking the organizational skills and confidence. The problem of concern with me is my routine plan which will keep me focused on the task. Without setting any vision for the future, I will just take my time as granted instead of thinking about the things which I wanted to do. I have taken many steps in the past two years to become well organized and to realize that there is a value to my leadership style. My thinking might differ from others, but everybody has a place in this world including me. To continue with my growth, I need to have the correct mindset so that I can teach the principles of growth mindset to my son, students, and other people. It is stated by Health and Health (2007) that the brain can be compared to the muscle, which can be developed with the exercising the things that are hard before it turns out to be easy. As long as I’m capable of reading and writing, I would pursue my education.

The action plan made by me in becoming now into reality as I have taken many steps ahead in completing them and to stay focused on following them continuously. For instance, a spreadsheet was used by me for weekly and the monthly tasks for tracking the things that are carried out by me on a particular day. By doing so it has allowed me in saving some of the time for spending with my family and gave a better understanding of what things to be completed when. With the help of managing the time the biggest advantage I gained is sleep. Currently, I’m able to hit my bed by 11 pm which was not the situation before the time management.

For noting the assignments of the upcoming week in advance I have kept Sunday aside so that it will be allowing me to learn and get engaged with my co-students. I still have to develop my sensibilities on focusing on each and every minute thing in life, but not on the bigger image of tomorrow. The greatest thing I have learned is that to focus on the current things and do it on time so that it will create a bigger tomorrow.

References

Al-Tameemi, K.S.A. and Alshawi, M., 2014. The impact of organisational culture and leadership on performance improvement in Iraq. The Built and Human Environment Review, 7, pp.1-15.

Antwi, E., 2017. Leadership Is Concept Heavy: A Case Against Fragmented Theories in Evolutionary and Contemporary Leadership. AuthorHouse.

Ashwini, M., Guru, B.M.C., Kumar, M.D. and Srinivas, D., 2016. Organizational Culture and Leadership Behavior of Principals of Colleges of Teacher Education. Global Journal For Research Analysis, 4(12).

Atkins, J. and Finlayson, A., 2013. ‘… A 40-year-old black man made the point to me’: Everyday knowledge and the performance of leadership in contemporary British politics. Political Studies, 61(1), pp.161-177.

Bloemhard, M., 2016. On Contemporary Leadership and Branded Organizations.

Brough, P., Chataway, S. and Biggs, A., 2016. ‘You don’t want people knowing you’re a copper!’A contemporary assessment of police organisational culture. International Journal of Police Science & Management, 18(1), pp.28-36.

CASE, P., 2016. 3 Cultivation of Wisdom in the Theravada Buddhist Tradition: Implications for Contemporary Leadership and. A Handbook of Practical Wisdom: Leadership, Organization and Integral Business Practice, p.65.

Coulson-Thomas, C., 2015. Leadership, culture and entrepreneurship. Effective Executive, 18(2), p.19.

Hertig, J.B., Hultgren, K.E. and Weber, R.J., 2016. Using Contemporary Leadership Skills in Medication Safety Programs. Hospital Pharmacy, 51(4), pp.338-344.

Kelloway, E.K., Weigand, H., McKee, M.C. and Das, H., 2013. Positive leadership and employee well-being. Journal of Leadership & Organizational Studies, 20(1), pp.107-117.

Luthans, F., Youssef, C.M., Sweetman, D.S. and Harms, P.D., 2013. Meeting the leadership challenge of employee well-being through relationship PsyCap and Health PsyCap. Journal of leadership & organizational studies, 20(1), pp.118-133.

Mathew, J., Esowe, S.L., Udo, E.E.U. and Ajagbe, M.A., 2016. Organizational leadership and culture in the advertising industry. Journal of Business and African Economy, 2(1), pp.43-58.

Okolie, C.N. and Ogbonnaya, L.U., 2017. A Critique of the Ontological Foundation of Leadership in Contemporary Africa. International Journal, 12.

Qadri, M.A., 2016. The Concept of Applied Leadership in the Contemporary World. Journal of Education and Practice, 7(4), pp.17-23.

Quantz, R., Cambron-McCabe, N., Dantley, M. and Hachem, A.H., 2017. Culture-based leadership. International Journal of Leadership in Education, 20(3), pp.376-392.

Ruwhiu, D. and Elkin, G., 2016. Converging pathways of contemporary leadership: In the footsteps of M?ori and servant leadership. Leadership, 12(3), pp.308-323.

Scott, D., 2014. Contemporary leadership in sport organizations. Human Kinetics.

Serini, S., 2016. Opinion Leadership and Culture Change: A Case Study of a Church in Transition. Florida Communication Journal, 44(1).

Yukl, G., Mahsud, R., Hassan, S. and Prussia, G.E., 2013. An improved measure of ethical leadership. Journal of Leadership & Organizational Studies, 20(1), pp.38-48.

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