OL 125 Personal Leadership Reflection Mc Sheene PDF

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OL 125 Personal Leadership Reflection Name: Sarah McSheene SECTION I – Personality and Self-Concept Interpersonal savvy and organization skills are two of my biggest strengths as a leader. I am good at relating to all different kinds of people. I build relationships with employees through sharing my experiences both personally and professionally. With organization, I can effectively use my resources to plan and get things done. I can easily assess the workload in front of me and delegate appropriately. Confidence and overthinking are two things that hold me back from being a great leader. I know I have the knowledge, skills, and track record of completing great work and building and leading a productive team. I still struggle with showing confidence in myself, which can, in turn, affect the confidence others have in me and my abilities. I tend to overthink situations and events. I can make decisions quickly and efficiently when needed, but I tend to get stuck after. The thought of what I could have done better or more efficient lingers and will sometimes cause me to get stuck in a project longer than needed or I will work backward. SECTION II – Human Interaction Skills Effective communication is something that contributes to a positive work environment. Communication can come in verbal or written form. It is important to be able to determine which communication style is best and how to avoid barriers in the communication process. When communication is used effectively, the receivers of the message have a clear understanding of the message. In personnel management, this means that the employees have a clear understanding of what is expected of them. When employees know what is expected of them and have a vision of task goals and company values, they are more productive and are more engaged in their work.

Emotional intelligence is another skill that creates a positive work environment. Emotional Intelligence, or EQ, is when someone is in tune with the emotions of those around them, can read people, show empathy, and is self-aware. This is crucial in personnel management. Leaders with high EQ can provide great support to their team in many ways. They know how to interact with their team, can show empathy when needed, and can adapt in difficult situations. When employees feel supported and feel like their leader’s care, they become more invested in their work and the results they produce. SECTION III – Personal Development Plan (Philosophy of Leadership) This course has helped me tremendously in establishing a leadership philosophy. I believe it is important to be able to adapt to different situations and that includes the style of leadership that is used. There are times when being achievement-oriented is important by setting goals and clear expectations. There are also times when it’s appropriate to be a participative leader by letting employees help with making decisions and potentially set their own goals. I have learned that my style of leadership is very transactional and that it is not necessarily a bad thing. I also learned that it is important to be able to be a transformational leader. Inspiring others can lead to amazing results. Individuals feel more engaged, invested, and energized by the work they do. My Leadership Philosophy is simple: Communicate, be compassionate, and be authentic. I will use communication to convey a clear message and be open to listening to feedback and suggestions. I will be compassionate and show empathy. I will relate to my team and share my experiences. Last, I will be authentic. I will be my genuine self. I will build trust and solid rapport with team members. Section IV - Relevant Goals

Goal #1: Work on my creativity What are action steps I can take to achieve this goal? Brain-storm more with other leaders and employees. I need to write down all my ideas no matter how silly or undeveloped I might think they are. What are potential obstacles I may face when working toward achieving this goal? The perfectionist inside of me needs everything to be just right before contributing an idea or process. What is my plan to overcome these potential obstacles? I will start voicing my ideas at meetings even if it’s not a fully formed plan. This way people around me can help me contrast my idea and share their contributions. Goal #2: Motivating Others What are action steps I can take to achieve this goal? Let my team know that what they do is important. Make sure I am saying thank you and show appreciation for their time and efforts. Celebrate successes and empower my team to strive for greatness. What are potential obstacles I may face when working toward achieving this goal? I sometimes get too focused on my work and tasks and don’t take time to connect with team members as often as I should during our most busy times. What is my plan to overcome these potential obstacles? Set reminders so I can stop what I’m doing and make time to observe my team. Communicate and celebrate a job well done and provide feedback. Goal #3: Political Savvy What are action steps I can take to achieve this goal? I can accept that politics are part of any organization and be open to learning how to navigate through it.

What are potential obstacles I may face when working toward achieving this goal? I am not skilled or knowledgeable on how to maneuver through the bigger politics at work. What is my plan to overcome these potential obstacles? I will read developmental books about political savvy and connect with other leaders who are skilled at this....