Philosophy of leadership Assignment Example | Topics and Well Written Essays - 3000 words

Philosophy of leaders - subsidisation ExampleI choose to work in organizations because I want to change the world, and feel that I trick have the most impact by aligning my effort with the purpose of others. I sop up as my purpose fostering the growth of knowledge, the development of people, and improvement of the common quality of life. This revolves round sealed guiding principles and values as well. As a leader, one is at the position to sit brook and let the Human Resource department, and totally relevant individuals dictate your leadership strategy. After all, you are worry serving customers and driving revenue. That is a mistake Since your success remains tied to having great talent and you bunk a major role in developing future leaders, you should take an effective role in shaping the leadership strategy. In addition, the foundation of a leadership strategy is a core leadership philosophy (Stogdill, 1955, 102). A leadership philosophy defines what it means to be a lead er and is unique to your company. It describes what leaders do and what is expected of them, and represents the basis for all leadership activity, including development, promotions, and movement. In many companies, the leadership philosophy is victimize and ill defined, but it may lay crafted through a series of interviews and consensus discussions with senior leaders (Sims, 2005, 88). at that place are many leadership theories. These revolve round trait approaches, contingency of situational models, transformational or charismatic models, and power. They all influence approaches in one way or another. The theories and associated research attempt to explain leader or follower behavior, characteristics, or personality. Some theories refer to the characteristics of the leader. For example, charismatic leaders tend to gain respect and trust. spirit theories on the other hand refer to the leaders traits such as integrity and ingenuousness (DAveni, 2002, 92). Leadership can encourage initiative as well. This lies in the readiness to act that channels strength into results. Hesitation often leads to missed opportunities, so leaders must often take the first look or meet a colleague who recognizes the opportunity. If people lay asked to take risks, leaders must support them if things do not go well. Often many failures lie experienced, in order to reap the reward, and the highway from idea to payoff can be long and unforgiving. I value personal courage, to overcome risk-aversion and hold integrity. Doing the right thing is not the easiest path often (Hodgkinson, 1983, 122). Doing something, new or enacting change can be difficult even for the visionary. I believe in the Stockdale paradox, that no matter how bleak our reality is, we must maintain faith that we will ultimately overcome and triumph. Thus, my influence as a leader can only be as great as I am resolute in times of trial (Bell, 1990, 123). The question of hiring new leaders against that of growi ng ones own lies best answered as a percentage, which can serve as a useful guide to how you recruit or nurture leaders. Many companies have an unstated philosophy that they want to grow their own leadership talent. However, what is the right swagger? Establishing this question as stated polish gives clarity to all involved, and should remain revisited every few years. If your goal is 25 percent new hires and 75 percent grow