Leadership Development Report
LEADERSHIP DEVELOPMENT REPORT for RIZKY WAHYU ADRIYANI
Assessment Task 1 of
BUSM4177 LEADING FOR CHANGE
RMIT University
I. INTRODUCTION
Leadership has a paramount importance in the business world. It is not about a position, but how a person can influence others in creating and working towards that common organisation’s goal, and to create meaning in the works that we do. This report begins with the servant leadership framework that covers what I value in leadership. Also included in this report are the self-assessments that measure my leadership potential and competencies. This report also covers the issues associated to the industry I have chosen to work in and address my person-specific issues.
II. LEADERSHIP DEVELOPMENT MODEL (175)
Definition servant leadership Servant leadership is a type of leadership where the leader does order to be served; but focus on serving their followers in order to assist and guide them into more useful and satisfied people. This theory emphasize on the creation of moral purpose for leaders. It focuses on the impact that they leave on other people’s life to measure their greatness.
Characteristics of servant leadership The servant leadership theory consists of ten key characteristics. These characteristics are; listening intently, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment to the growth of people, and building community. (Miller, Skringar, Dalglish & Stevens, 2012)
Why servant leadership? My concept of leadership is someone who is able to influence their followers through inspiration, empower them to realize their undiscovered true potential, and bring meaning to their life. In addition, I believe that a leader needs to be able to listen to their follower’s need in order to put the will of the group above their own will on the group. I strongly uphold the need for empathy in my leadership concept, because I believe that a leader must be able to put
Assessment Task 1 of
BUSM4177 LEADING FOR CHANGE
RMIT University
I. INTRODUCTION
Leadership has a paramount importance in the business world. It is not about a position, but how a person can influence others in creating and working towards that common organisation’s goal, and to create meaning in the works that we do. This report begins with the servant leadership framework that covers what I value in leadership. Also included in this report are the self-assessments that measure my leadership potential and competencies. This report also covers the issues associated to the industry I have chosen to work in and address my person-specific issues.
II. LEADERSHIP DEVELOPMENT MODEL (175)
Definition servant leadership Servant leadership is a type of leadership where the leader does order to be served; but focus on serving their followers in order to assist and guide them into more useful and satisfied people. This theory emphasize on the creation of moral purpose for leaders. It focuses on the impact that they leave on other people’s life to measure their greatness.
Characteristics of servant leadership The servant leadership theory consists of ten key characteristics. These characteristics are; listening intently, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment to the growth of people, and building community. (Miller, Skringar, Dalglish & Stevens, 2012)
Why servant leadership? My concept of leadership is someone who is able to influence their followers through inspiration, empower them to realize their undiscovered true potential, and bring meaning to their life. In addition, I believe that a leader needs to be able to listen to their follower’s need in order to put the will of the group above their own will on the group. I strongly uphold the need for empathy in my leadership concept, because I believe that a leader must be able to put
References: Briggs, K. C., & Myers, I. B. (1998). Myers-Briggs Type Indicator. Palo Alto, CA. Greenleaf, R. K. (1977). The Servant as Leader. Business Leadership: A Jossey-Bass Reader. San Francisco: Jossey-Bass. Miller, Skringar, Dalglish & Stevens, (2012) Leadership and Change Management. 1st ed. Prahran VIC Australia: Tilde University Press. Maxwell, J. C., & Dorvan, J. (1997). Becoming a Person of Influence: How to Positively Impact the Lives of Others Schein, V.E. (2001) A global look at psychological barriers to women’s progress in management. Journal of Social Issues. 57, pp. 675-688. Schein, V.E., & Mueller, R. (1992). Sex role stereotyping and requisite management characteristics: A cross cultural look. Journal of Organizational Behavior. 13, pp. 439-447. Carli L.L., Eagly A.H. (1999). Gender effects on influence and emergent leadership Powell G.N Soo Min Toh, Geoffrey J. Leonardelli (2012) Cultural constraints on the emergence of women as leaders. Journal of World Business, Vol. 47, Issue 4, pp. 604-611 Karmjit Singh (1984) Central Michigan University, 2004, Leadership Competency Model, accessed 20 April 2013, < http://www.chsbs.cmich.edu/leader_model/CompModel/EDUMAIN.htm > Heiss, M.M, Butt, J.,1999, INFJ, Typelogic, accessed 25 April 2013, HumanMetrics Jung’s Typology Test INFJ, 2012, accessed 25 April 2013, -END-