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Management hires suitable people with the requisite skills, training, and qualifications for diverse positions, allowing the organization to prosper in an ever-changing environment. When the market changes, the initial leadership must be modified by managers. As an outcome, the company can react to changing market needs and societal concerns. Leadership is responsible for the companys expansion and survival. Key activities result in more cost-effective output, which benefits peoples choices and well-being. This paper majorly explores the person I interviewed, lessons I learned, emulating the interviewees behaviors, how the interview topics relate to the classwork, and what to be done differently based on the interview. Good leadership makes difficult work more accessible by eliminating the waste of treasured resources and improving peoples living circumstances. It improves profitability, which is helpful to industries, and assures that the community gets the complete product for the lowest wages by giving well-paying jobs.
In my leadership interview, I interviewed Alex Boldex, who was the manager of his organization. I chose him because he has been my role model and is goal-oriented. While selecting the individual to interview, I considered several aspects, including the persons leadership traits. Hence, choosing the manager was vital since it would play a significant role in guiding me in determining the roles managers often play in organizations. Managers participate in several roles, such as planning, directing, organizing, and controlling the staff to attain organizational goals (Tien, 2019). When leading, managers ensure companies attain their goals, utilize resources optimally, and establish a sound organization. Managers arrange production variables, combine and organize resources, and efficiently integrate resources to meet goals. They emphasize collective exertions on attaining pre-determined objects. If managers correctly identify the organizations aim, time, money, or effort will be used by the staff appropriately.
From the interview, I learned how leaders realize their supervision skills and how important it is to coach others to be successful leaders. I learned the challenges chairpersons undergo while guiding, reasons for the ruling, the influencers or motivators of superiors, leadership experiences, and advice. For instance, Alex Boldex realized he led others when he started seeing others succeeding with his guidance. Coaching and developing others to be successful leaders is essential since it is key to success (Moldoveanu & Narayandas, 2019). It helps people identify their weaknesses and work on overcoming any problems to help them do their job. Alexs biggest struggle entails finding what inspires his workers to do their best. In the manufacturing industries, managers get a high turnover rate which causes them to work with new employees finding their need for motivation constantly. People lead for leadership identity, purpose, or individual responsibility to oblige their society and employers.
Various individuals can influence leadership styles, particularly closely associated with fathers, who act as leaders and role models. Fathers would always support making everyone around them succeed, no matter who it was or what they were doing. Leaders enjoy observing workers turning to a companys assets and helping the firm accomplish its long-term goals. Good leadership and employee support play vital roles in attracting more workers (Fahlevi et al., 2019). I want to emulate the behaviors of the person I interviewed by prioritizing my personal development, focusing on developing other people, and being ethical. Emotional maturity is something that influential leaders strive to attain. Leaders who work to strengthen this skill are more adaptive, resilient, and subject to scrutiny. They can adjust to uncertainty and are great listeners. I want to make goals, manage them, and assume responsibility for their accomplishment. I want to take accountability if I fail to achieve my stated objectives or make errors.
Effective managers emphasize the larger picture and avoid interruptions. I would draw apparent differences between my individual and career well-being to better my schedule and concentration control. Delegation, mentoring, and teaching are necessary skills for a strong manager. I would recruit and develop a well-balanced workforce with diverse abilities and experiences and the talents and space for teammates to acquire confidence. As a coach, I would demonstrate compassion as well as power. Successful leaders know how to be assertive while empathetic (Mashele & Alagidede, 2022). Delegating responsibility is more complex than completing a task individually, but it enables one to see what a set of people can achieve. Completing complex tasks assures a group and enables it to proceed on its development path. Leadership is crucial in any community since it portrays how people change particular circumstances. Leadership is often related to charismatic leaders who influence supporters.
I have increased my learning in various ways throughout the year of the leadership course. I now possess complete knowledge of the objectives and processes of social leadership. I must give an impression of becoming a character model, inspire, support, engage, and nourish others. After the leadership interview, I discovered that my unique leadership model is Participative and ensures work engagement and satisfaction (Chan, 2019). Before a decision is reached, teammates are informed about decision-making and offered the chance to deliver feedback. I would make expressive connections with people who are not united with my company. I would actively target individuals who will reinforce my team, even though their services may not fit the current necessities entirely. I desire to prioritize reequipping in the business and syndicate it with societies that promote team productivity. Training and coaching employees would be my significance to ensure workers have all the necessary knowledge to attain individual and organizational objectives.
A training package gives everybody the chance to reinforce work skills and guarantees that everyone on a team is updated and can achieve their tasks correctly. With appropriate training and expansion, feebleness can turn into assets, and workers can excel. I desire to be aware of my strengths, inadequacies, and possible biases that might influence my intellectual decisions. I can set measurable objectives in places where I have a chance to expand, conduct identity, and obtain feedback from the team. Finally, recognizing that things go wrong will help me respond thoughtfully and avoid exacerbating an already difficult situation. The topics I discussed in the interview relate to the text and class discussions, including setting an organizational culture to show employees that we are here to help each other succeed and the seven sources of power. It is crucial to recognize and comprehend the various power sources to decide which one to choose in each situation. When someone utilizes the wrong authority in a circumstance, the result can be disastrous since poor governance negatively impacts a companys productivity.
Individuals must first grasp the various sources of power and ways to select appropriate power for the circumstance to be a good leader. If a manager relied solely on one sort of power, they would become ineffective. Employees and colleagues may be oblivious to the abuse of authority because they expected it. Employees may grow irritated and leave an organization or department based on whatever power was misused. I would not change anything from the interview since the talk enabled me to learn various leadership aspects. Good leaders contribute value to their organizations by encouraging collaboration and welcoming new ideas (Hoang et al., 2020). Employers can learn more about a persons working style by making leadership inquiries. Managers should look at job-related instances to see how applicants manage (or participate in) a group to accomplish, inspire their superiors, deal with problems and disagreements, and decide things. Employees with management abilities and experience are more likely to be dedicated to their jobs and to solve obstacles quickly.
Through management, unorganized human, financial, and machine resources are transformed into productive sectors. These resources are integrated, regulated, and managed to help the company meet its goals. Management efficiency is achieved by making operative utilization of all assets. The administration makes the most effective use of rare funds by choosing the possible alternate application in business from various potentials. It hires specialists and experts, and these solutions result from inefficient use of their talents and knowledge and waste prevention. If personnel and equipment are producing at their total capacity, there is no underproduction of items. It achieves more substantial results with less effort by combining superior planning and limited input with peak capacity. Managing allocates social, physical, and financial resources in the most efficient way possible, resulting in cost savings. One of leaderships objectives is to build a transparent corporation that achieves its targets and establishes structural power and culpability connections, including who is accountable, who can give commands, and who is superior or minions.
References
Chan, S. C. (2019). Participative leadership and job satisfaction: The mediating role of work engagement and the moderating role of fun experienced at work. Leadership & Organization Development Journal. Web.
Fahlevi, M., Zuhri, S., Parashakti, R., & Ekhsan, M. (2019). Leadership styles of food truck businesses. Journal of Research in Business, Economics, and Management, 13(2), 2437-2442. Web.
Hoang, G., Wilson-Evered, E., & Lockstone-Binney, L. (2020). Leaders influencing innovation: a qualitative study exploring the role of leadership and organizational climate in Vietnamese tourism SMEs. Employee Relations: The International Journal. Web.
Mashele, W., & Alagidede, I. P. (2022). The appropriate leadership styles in times of crisis: a study of women in senior leadership positions in corporate South Africa. Gender in Management: An International Journal. Web.
Moldoveanu, M., & Narayandas, D. (2019). The future of leadership development. Harvard Business Review, 97(2), 40-48. Web.
Tien, N. H. (2019). International economics, business, and management strategy. Dehli: Academic Publications. Web.
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