Student
Leadership Philosophy
CNSA 662
April 16, 2011
Teresa Olson
Leadership Philosophy
My philosophy of leadership is built on a strong belief in respect. Respect must encompass all people with whom I have contact. I believe that if I am respectful of others, I in turn will gain their respect. To create a collaborative work environment, it is essential that there is mutual respect.
I believe a leader is someone who has the ability to influence, encourage, listen, and nurture. They are able to inspire, stimulate, persuade, shape, and have an effect on others. According to John C. Maxwell in his book Leadership 101 (Maxwell, 2002), “everyone is a leader because everyone influences someone. Not everyone will become a great leader, but everyone can become a better leader”. Maxwell states that “each of us influences at least 10,000 other people in our lifetime”. Maxwell challenges us by stating, “The question is not WHETHER you will influence someone, but HOW you will use your influence”.
I believe that effective leaders learn from those around them, and adapt their leadership style as necessary to deal with diverse personalities and evolving situations. The contingency theory of leadership supports the fact that no one leadership style is best in all situations. Other variables besides the leadership style that must be considered are who the participants are, and what the situation is. An effective leader must be flexible and willing to change when necessary. I believe that leadership is much more than just staffing, but that staffing is an important task for a leader. A leader must find staff that fit the position and organization. They must define performance standards, and maintain accountability among the staff. A leader is responsible for ensuring that staff understands what is expected of them, but I think a good leader does not need to micromanage. If expectations are clearly defined, then staff should be allowed the freedom to
CNSA 662
April 16, 2011
Teresa Olson
Leadership Philosophy
My philosophy of leadership is built on a strong belief in respect. Respect must encompass all people with whom I have contact. I believe that if I am respectful of others, I in turn will gain their respect. To create a collaborative work environment, it is essential that there is mutual respect.
I believe a leader is someone who has the ability to influence, encourage, listen, and nurture. They are able to inspire, stimulate, persuade, shape, and have an effect on others. According to John C. Maxwell in his book Leadership 101 (Maxwell, 2002), “everyone is a leader because everyone influences someone. Not everyone will become a great leader, but everyone can become a better leader”. Maxwell states that “each of us influences at least 10,000 other people in our lifetime”. Maxwell challenges us by stating, “The question is not WHETHER you will influence someone, but HOW you will use your influence”.
I believe that effective leaders learn from those around them, and adapt their leadership style as necessary to deal with diverse personalities and evolving situations. The contingency theory of leadership supports the fact that no one leadership style is best in all situations. Other variables besides the leadership style that must be considered are who the participants are, and what the situation is. An effective leader must be flexible and willing to change when necessary. I believe that leadership is much more than just staffing, but that staffing is an important task for a leader. A leader must find staff that fit the position and organization. They must define performance standards, and maintain accountability among the staff. A leader is responsible for ensuring that staff understands what is expected of them, but I think a good leader does not need to micromanage. If expectations are clearly defined, then staff should be allowed the freedom to
References: Amey, Marilyn J. & Reesor, Lori M. (2009). Beginning Your Journey – A guide for New Professionals in Student Affairs. Third Edition. NASPA Publication. Covey, S., (1990). The Seven Habits of Highly Effective People. New York: Fireside Book. Farson, Richard Evans. (1996).Management of the absurd: paradoxes in leadership. New York : Simon & Schuster. Maxwell, John. (2002) Leadership 101. Walton-on-Thames: Thomas Nelson. Owens, R., & Valesky, T. (2006). Organizational Behavior in Education: Adaptive Leadership and School Reform. Boston: Allyn & Bacon. .