Leadership Behaviours
Describe appropriate actions to enhance own leadership behaviour in the context of the particular leadership model.
After completing two different leadership self-assessment forms and getting a team member to give me feedback on my leadership I have each time had a result showing me with strong motivation to lead. I was glad to see that the feedback I had from a team member gave me the same result that I had received myself. Within my team I believe I fit into the Adair’s Action Centred Leadership Model. From the feedback I received from team members this would confirm my thoughts. My team members felt strongly that I give clear and direct instructions on the job to be done but are always available for support and allocate the work to each person’s abilities and knowledge. I feel this works well in my current situation as we are a very small team, and I have the most knowledge of the tasks to be done at present. My knowledge of the tasks has come from being in a situation where I was left to continue with the work and my line manager would come to me for information/data when the required it. Although this gave me a sense of responsibility and confidence in what I was doing, it was difficult to get a problem resolved when the leader was not involved in the work and had less knowledge of the tasks than myself. I often felt that this could have been improved with more regular meetings or briefings on the work load and tasks. When problems arose I would have felt confident that I had someone to discuss them with and could take actions when needed. From this experience I felt strongly that to be a better leader you needed to be much closer to your staff more available when problems or queries arose. One area that I felt I needed to action form Adair’s model was to ensure the communication between the group was improved. With only a small number of staff and a new member joining recently there is sometimes a lack of communication of tasks that are being
After completing two different leadership self-assessment forms and getting a team member to give me feedback on my leadership I have each time had a result showing me with strong motivation to lead. I was glad to see that the feedback I had from a team member gave me the same result that I had received myself. Within my team I believe I fit into the Adair’s Action Centred Leadership Model. From the feedback I received from team members this would confirm my thoughts. My team members felt strongly that I give clear and direct instructions on the job to be done but are always available for support and allocate the work to each person’s abilities and knowledge. I feel this works well in my current situation as we are a very small team, and I have the most knowledge of the tasks to be done at present. My knowledge of the tasks has come from being in a situation where I was left to continue with the work and my line manager would come to me for information/data when the required it. Although this gave me a sense of responsibility and confidence in what I was doing, it was difficult to get a problem resolved when the leader was not involved in the work and had less knowledge of the tasks than myself. I often felt that this could have been improved with more regular meetings or briefings on the work load and tasks. When problems arose I would have felt confident that I had someone to discuss them with and could take actions when needed. From this experience I felt strongly that to be a better leader you needed to be much closer to your staff more available when problems or queries arose. One area that I felt I needed to action form Adair’s model was to ensure the communication between the group was improved. With only a small number of staff and a new member joining recently there is sometimes a lack of communication of tasks that are being