Outer and Inner Game Presentation JENNIFER MCCASKILL LDR/531 MARCH 10, 2018 INSTRUCTOR: DAVID ROLLINS Introduction ▶ ▶ According to the book, Mastering Leadership, what constituted the traditional effective leader might be essential but it is insufficient to define an effective leader. The book establishes two types of games in leadership: Outer Game and Inner Game. ▶ Outer Game is made a leader’s Competencies. ▶ Inner Game encompasses a leader’s Consciousness. ▶ Leadership mastery comes from honing the outer skills (Competencies/ Outer Game), coupled with having a mature Inner Game (Character, Conviction, Courage). Leadership Role and Environment ▶ It is important that a leader hones both Inner Game and Outer Game. ▶ Leadership encompasses possessing more than conventional skills. ▶ Supervisor skills, particularly, call for employment of well-honed capabilities ▶ More than traditional capabilities, leadership is mediated by having a rather mature interior. ▶ There are two facets of leadership: ▶ An increasingly developed Outer Game. ▶ An exceedingly mature Inner Game. ▶ Both aspects make leadership mastery. ▶ Further, masterful leadership constitutes a Conscious Competence. The Leadership Process in my Outer Game ▶ Outer Game necessitates the use of Competencies. ▶ My Outer Game encompasses knowledge, skills, capabilities and experience I have acquires in the long run. ▶ Leadership competence obtained from online resources has also proven a useful resource. ▶ Daily activities comprise activities that help hone competence skills; Outer Game. ▶ Critical thinking is also useful when addressing various new situations in a skillful and competent manner. ▶ Time spent improving the Outer game makes it possible to address technical issues and ensure leadership effectiveness. The Leadership Competencies in my Outer Game ▶ Traditional definition of a leader focuses more on his or her competencies. ▶ The Outer Game competencies that I apply include: ▶ Decision making ▶ Courage ▶ Cooperation ▶ Interpersonal relationship ▶ Conflict resolution. ▶ Such competencies make it possible for me to achieve my responsibilities effectively. The Leadership Consciousness in my Inner Game ▶ Like most leaders, little attention is paid to the Inner Game since the Outer Game aspect is mostly used at work. ▶ Mastering Leadership maintains that the Inner Game is a leader’s consciousness. ▶ Elements of a leader’s inner Game include: ▶ Honesty. ▶ Prudence. ▶ Courage ▶ Collaboration. ▶ The current leadership responsibilities do not encompass the Inner Game components. ▶ Unfortunately, the current leadership capacity enforces Competence compared to Consciousness. Insights from this Analysis ▶ Evidently, Mastering Leadership maintains that leaders sped time improving their Outer Game and ignore their Inner Game. ▶ Analyzing Competence vs. Consciousness processes shows that this is true from a personal perspective. ▶ There is, therefore, need to implement processes to medicate Outer Game with Inner Game, to be an all-round effective leader. ▶ Increasingly focusing on the Outer Game means that the Inner Game declines and eventually my effectiveness as a leader. ▶ The leadership environment is dynamic. ▶ It is, therefore, crucial that Competence is combined with Consciousness. Growth and Development ▶ Leadership Process ▶ This will entail employing skills and capabilities to achieve the technical aspects of leadership. ▶ The leadership process will comprise of both Inner Game and Outer Game. ▶ According to Mastering Leadership, the Inner Game, which is what is under the surface, mediates the Outer Game, which is what is seen outside. ▶ Leadership Competencies and Consciousness ▶ This will entail employing fundamental competencies that strongly align with effective leadership; Outer Game. ▶ The Inner Game promotion will comprise of using my drivers, beliefs and values. References ▶ ▶ ▶ Anderson, R. J., & Adams, W. A. (2016). Mastering leadership: An integrated framework for breakthrough performance and extraordinary business results. Gregoire, M. B., & Arendt, S. W. (2014). Leadership: Reflections over the past 100 years. Journal of the Academy of Nutrition and Dietetics, 114(5), S10-S19. Morgan, M. (2016). Building effective leaders. Strategic Finance, 97(8), 30. Comparing Leadership Models NAME: JENNIFER MCCASKILL LDR/531 FEBRUARY 25, 2018 INSTRUCTOR: DAVID ROLLINS Introduction ▶ Leadership is the skill of motivating a group of people to work towards achieving a common goal. ▶ Leaders guide, influence, and motivates people to work towards a certain vision of the future. ▶ During leadership, skills of different people are brought together towards achieving a vision. ▶ It enables people to manage the delivery of their vision and builds a team so that it can be easy to achieve a certain goal. ▶ Motivating and inspiring people compels leaders to a foundation of a good leadership. ▶ The different models of leadership include managerial grid and Four framework approach. Managerial Grid Leaders ▶ ▶ Leaders focus on tasks and concerns for people to be able to forecast the leadership effects to a group of people. According to (Shek & Leung, 2015) consideration is explained as relationship behaviors. ▶ In managerial grid there are two behaviors which includes: ➢ Employee orientation ➢ Product orientation ▶ These two behavior help in molding the leadership styles the employee will experience from their employers. Elements of Managerial Grid ▶ ▶ ▶ Authoritarian – here when leaders get their ratings they are task oriented and hardworking. They display characteristics such as being strong on schedules (Shek & Leung, 2015). Country Club Leader –They encourage the team members to be disciplined so that they can achieve their goals. Impoverished leader – This leader uses delegate and disappear style. They give freedom to their members to do what they want and in the long run the workers suffers from power struggles within the group (Chin, 2015). Four Framework Approach ▶ ▶ It is a leadership model which suggest that leaders operate in one of the four categories listed below and at other times they would not see it appropriate to use one of the approach (Shek & Leung, 2015). The four leadership styles include: I. Structural framework II. Human resource Framework III. Political Framework IV. Symbolic Framework ▶ At times structural leadership style may be more effective than symbolic leadership when a strong leadership style is needed Leadership Styles ▶ ▶ ▶ ▶ Structural framework – here leaders focus on structure, strategy, environment and implementation. Human resource Framework – human resource leaders believe in people and communicate to others that they are noticeable and reachable (Chin, 2015). Political Framework – Here political leaders say what they want and get, with power distribution and own interests. Symbolic Framework – Leaders view organization as a place to exercise certain roles, captures attention using symbols, experiences are framed by provision of plausible considerations of exercise and communicate visions (Lynch, 2015). Similarities Between managerial Grid and Four framework Approach. ▶ ▶ ▶ ▶ The two approaches are concerned with production of people and that there is no unique leadership style that can be used to make successful people (Chin, 2015). Both the leadership models show that effective leadership is more dependent on the situation at hand. Both the leadership models encourage the people who are being led to be more involved, be motivated, gain development, enrich their personalities, and express their concerns (Lynch, 2015). The two models are focused on specific behavioral and personality traits that indicate leadership styles. Differences Between managerial Grid and Four framework Approach. ▶ ▶ ▶ The managerial grid is focused on the relationship behaviors while framework approach is focused on leadership styles and not behaviors. The managerial grid is focused on the employee orientation and product orientation behaviors in their leadership style, while the framework approach is based on four leadership styles, which are structural, human resource, political, and symbolic leadership styles (Lynch, 2015). The elements of the managerial grid portray personalities in leadership style unlike the framework approach which is concerned with a common leadership style for any leader (Shek & Leung, 2015). The Importance Of The Leadership Models In A Business ▶ ▶ ▶ Solid organizational skills improve satisfaction – Its normally describes a good leader is the one who recognizes the types of programs that benefits employees and increase output production. Appropriate delegation of roles builds Satisfaction – Allowing employees to take up roles creates satisfaction and motivates them. Delegating of duties installs confidence in the workers to take up bigger roles (Chin, 2015). Employee treatment boosts or breaks Morale – Leaders who listen to their employees go ahead of the future problems’ and in the long run retain employees. Mainly happy workers perform well in the work while unhappy workers are not good performers (Lynch, 2015). Conclusion ▶ ▶ ▶ ▶ In conclusion effective business leaders should give equal weight goals of the company considering needs of the employees who make the company successful. Good leadership normally leads to higher profits because the working environment are favorable to the employees. Leadership models enables people to manage the delivery of their vision and builds a team so that it can be easy to achieve a certain goal. Motivation and inspiration of employees is what compels leaders to a foundation of a good leadership. References ▶ ▶ ▶ Shek, D. T., & Leung, H. (2015). How unique is the service leadership model? A comparison with contemporary leadership approaches. International Journal on Disability and Human Development, 14(3), 217-231. Lynch, B. (2015). Partnering for performance in situational leadership: a person-centred leadership approach. International Practice Development Journal, 5. Chin, R. J. (2015). Examining teamwork and leadership in the fields of public administration, leadership, and management. Team Performance Management: An International Journal, 21(3/4), 199-216. Running Head: Communication Challenges and Strategy Communication Challenges and Strategy Jennifer McCaskill LDR/531 3/4/19 Instructor: David Rollins 1 Communication Challenges and Strategy 2 Successful hiring of new employees is important for every organization but it may face challenges that may warrant the attention of the organization. The process of hiring people with skills to join an organization takes time and is risky as hiring the wrong person is expensive since recruitment and training costs are high. Recruitment of new employees is risky as organizations hire people with no or little work experience. Communication and behavioral issues may arise if the new employee does not understand the responsibilities he is supposed to undertake (Anderson, 2015). Lack of open communication may pose a challenge to an organization since failure to provide information creates a situation where new employees lack awareness of growth and opportunities. Communication challenges also arise when employees do not feel comfortable when engaging with their managers on the issues arising in the workplace. The solution is to ensure a new employee is aware of the organization’s communication policies. The employees should often meet with the managers to discuss progress and matters arising in their roles. The organization should also offer a conducive environment that will enable employees to learn and succeed in their tasks (Anderson, 2015). Group behavioral challenges include acceptance of a new employee to teamwork as other members may have preconceived notions based on stereotypes they have on new staff. Most organizations such employees as people who lack company loyalty. They are discouraged right from the entry level since they demand attention which portrays lack life balance and instant fulfillment. This work attitude results in a coworker resentment and lacks interest in working with new employees (Anderson, 2015). In order to change this ideology, a company should lay out proper procedures to be followed for every workforce and encourage teamwork among the members. Communication Challenges and Strategy 3 Another behavioral challenge is when a new employee disrespects or shows presumptive behaviors towards other team members. When an employee depicts to be highly opinionated there are high chances the employee will be quickly isolated by the other team members. This happens when a new employee presumes to know more about work than the superiors thus the employee will have difficulty being accepted by other team members (Anderson, 2015). Therefore, companies should be proactive to address such behaviors by training and mentoring new employees and even insists on counseling them if such behaviors persist. Organizations should consider assigning superior employees to mentor new employees so as to help them learn how to be successful in the company. Further, the organization should intervene if a group or individual problem arise as it affects the employee's performance (Anderson, 2015). Ultimately organizations should create a healthy working environment that motivates employees to remain as part of the organization for a long period of time. Failure to communicate fully is another issue facing many organizations. This happens when the use of emails and texts are highly dominated as they are easily overlooked or misunderstood. The use of clear and detailed transfer of information through emails helps new employees to comprehensively understand the organization’s issues easily hence making them work efficiently and become more productive (Anderson, 2015). Sometimes employees transfer the wrong information when they speak before they think. This transforms negative information about the organization which gives the new employees a negative image about the organization as well as the existing employees they hope to work with. Gossips and exchange of inappropriate information bring negative energy among the new employees. Everyone in the organization should emphasize the need to be confidential on sensitive matters that may distort the image of the organization. Meetings should be held at closed doors Communication Challenges and Strategy 4 and avoid engaging in sensitive matters through emails or letters as they can be accessed by other people. Every organization should streamline their line of communication from high-level to lowlevel employees so as to have effective communication and ensure they have a good communication policy in place that can be used to train new members of staff (Anderson, 2015). Use of wrong communication tools affects employees negatively. There are situations when an email is appropriate but other times a phone call or face to face conversation is more suitable. Use of the wrong tools leads to a communication breakdown with the new employee since they are not used to the organization’s ways of communication. Use of messages should be used when communicating informal matters while the use of emails should be used when conveying formal matters. Employees should understand that when solving a sensitive and risky situation a phone call or skype session allows effective communication and if the communication is conveying negative news an in-person approach is the most appropriate way to convey the messages (Anderson, 2015). Culture differences pose a communication challenge for new employees. When individual groups assemble they have a culture of discussing issues in the workplace while sidelining the new employees. Employees tend to stick with other employees whom they are familiar with based on their culture and this brings communication issues. The new employees might feel they are in an unfriendly work environment and this lowers their motivation to work. Religion also affects the behaviors of new employees as Muslims tend to interact with their fellow Muslims while Christians interact more with the other Christians. Therefore, companies should mix their employees and assign tasks in form of groups to break the religious differences. There should be brainstorming sessions where everyone is given a chance to contribute (Anderson, 2015). New Communication Challenges and Strategy 5 employees should be given a platform where they can air their views on issues the company is facing and advice on the best way to address those issues. In the long run communication issues in the workplace have negative impacts as they negatively affect the interdepartmental working relationships. Communication breakdown cuts into profits increase staff turnover and in the long run, the company public image may be impacted negatively. Organizations should make sure they have good communication policies so that they can provide a suitable environment for new employees. Team members should be ready to accommodate new employees and offer training on how to carry on their daily activities with ease (Anderson, 2015). Most organizations should set visions of a transformed culture and business performance which requires leadership behavior and capability beyond the boundary of a current belief. Communication Challenges and Strategy 6 References Anderson, R. J., Adams, W. A., & Adams, B. (2015). Mastering leadership: An integrated framework for breakthrough performance and extraordinary business results. John Wiley & Sons. Running Head: Communication Challenges and Strategy Communication Challenges and Strategy Jennifer McCaskill LDR/531 3/4/19 Instructor: David Rollins 1 Communication Challenges and Strategy 2 Successful hiring of new employees is important for every organization but it may face challenges that may warrant the attention of the organization. The process of hiring people with skills to join an organization takes time and is risky as hiring the wrong person is expensive since recruitment and training costs are high. Recruitment of new employees is risky as organizations hire people with no or little work experience. Communication and behavioral issues may arise if the new employee does not understand the responsibilities he is supposed to undertake (Anderson, 2015). Lack of open communication may pose a challenge to an organization since failure to provide information creates a situation where new employees lack awareness of growth and opportunities. Communication challenges also arise when employees do not feel comfortable when engaging with their managers on the issues arising in the workplace. The solution is to ensure a new employee is aware of the organization’s communication policies. The employees should often meet with the managers to discuss progress and matters arising in their roles. The organization should also offer a conducive environment that will enable employees to learn and succeed in their tasks (Anderson, 2015). Group behavioral challenges include acceptance of a new employee to teamwork as other members may have preconceived notions based on stereotypes they have on new staff. Most organizations such employees as people who lack company loyalty. They are discouraged right from the entry level since they demand attention which portrays lack life balance and instant fulfillment. This work attitude results in a coworker resentment and lacks interest in working with new employees (Anderson, 2015). In order to change this ideology, a company should lay out proper procedures to be followed for every workforce and encourage teamwork among the members. Communication Challenges and Strategy 3 Another behavioral challenge is when a new employee disrespects or shows presumptive behaviors towards other team members. When an employee depicts to be highly opinionated there are high chances the employee will be quickly isolated by the other team members. This happens when a new employee presumes to know more about work than the superiors thus the employee will have difficulty being accepted by other team members (Anderson, 2015). Therefore, companies should be proactive to address such behaviors by training and mentoring new employees and even insists on counseling them if such behaviors persist. Organizations should consider assigning superior employees to mentor new employees so as to help them learn how to be successful in the company. Further, the organization should intervene if a group or individual problem arise as it affects the employee's performance (Anderson, 2015). Ultimately organizations should create a healthy working environment that motivates employees to remain as part of the organization for a long period of time. Failure to communicate fully is another issue facing many organizations. This happens when the use of emails and texts are highly dominated as they are easily overlooked or misunderstood. The use of clear and detailed transfer of information through emails helps new employees to comprehensively understand the organization’s issues easily hence making them work efficiently and become more productive (Anderson, 2015). Sometimes employees transfer the wrong information when they speak before they think. This transforms negative information about the organization which gives the new employees a negative image about the organization as well as the existing employees they hope to work with. Gossips and exchange of inappropriate information bring negative energy among the new employees. Everyone in the organization should emphasize the need to be confidential on sensitive matters that may distort the image of the organization. Meetings should be held at closed doors Communication Challenges and Strategy 4 and avoid engaging in sensitive matters through emails or letters as they can be accessed by other people. Every organization should streamline their line of communication from high-level to lowlevel employees so as to have effective communication and ensure they have a good communication policy in place that can be used to train new members of staff (Anderson, 2015). Use of wrong communication tools affects employees negatively. There are situations when an email is appropriate but other times a phone call or face to face conversation is more suitable. Use of the wrong tools leads to a communication breakdown with the new employee since they are not used to the organization’s ways of communication. Use of messages should be used when communicating informal matters while the use of emails should be used when conveying formal matters. Employees should understand that when solving a sensitive and risky situation a phone call or skype session allows effective communication and if the communication is conveying negative news an in-person approach is the most appropriate way to convey the messages (Anderson, 2015). Culture differences pose a communication challenge for new employees. When individual groups assemble they have a culture of discussing issues in the workplace while sidelining the new employees. Employees tend to stick with other employees whom they are familiar with based on their culture and this brings communication issues. The new employees might feel they are in an unfriendly work environment and this lowers their motivation to work. Religion also affects the behaviors of new employees as Muslims tend to interact with their fellow Muslims while Christians interact more with the other Christians. Therefore, companies should mix their employees and assign tasks in form of groups to break the religious differences. There should be brainstorming sessions where everyone is given a chance to contribute (Anderson, 2015). New Communication Challenges and Strategy 5 employees should be given a platform where they can air their views on issues the company is facing and advice on the best way to address those issues. In the long run communication issues in the workplace have negative impacts as they negatively affect the interdepartmental working relationships. Communication breakdown cuts into profits increase staff turnover and in the long run, the company public image may be impacted negatively. Organizations should make sure they have good communication policies so that they can provide a suitable environment for new employees. Team members should be ready to accommodate new employees and offer training on how to carry on their daily activities with ease (Anderson, 2015). Most organizations should set visions of a transformed culture and business performance which requires leadership behavior and capability beyond the boundary of a current belief. Communication Challenges and Strategy 6 References Anderson, R. J., Adams, W. A., & Adams, B. (2015). Mastering leadership: An integrated framework for breakthrough performance and extraordinary business results. John Wiley & Sons. LEADERSHIP EVALUATION 1 Personal Leadership Evaluation Jennifer McCaskill LDR/531 Instructor: David Rollins February 18, 2019 LEADERSHIP EVALUATION 2 Personal Leadership Evaluation In commencing this assignment, I reached out to the MindTools website where I conducted an online leadership style assessment. I had to answer twelve questions that were diverse in quality but pegged on leadership. Each item had three choices. The site further calculated the total upon completion of the entire work and marks were in three categories representing authoritarian, democratic and Laissez-Faire leadership styles. My interest is on democratic or participative leadership that hold for marks between 21 and 27, but my score was 21. Since I answered the questions from individual leadership perception, I believe the result is valid. Leadership Strengths As a democratic or participative leader working close and also with my team is the best experience ever since it is easier to understand the weaknesses and abilities of each before delegating duties. These follow from the assessment that indicated I like leading from the front while engaging my team before making any decisions. With my style, I always find it very easy to blend with people since in the work environment team members feel free to reach out due to the trust that they have in me. It is, therefore, easy to develop young talents since they have the entire time to learn from the experienced members and also me (Iqbal, Anwar, & Haider, 2015). When they still have issues, being an approachable leader the person would come to me at an individual level for further explanation. I find it easier to develop my team to perfection, and in the end, I enjoy the benefits of loyalty. In sinking this, I always like to sharpen skills by entrusting each person in the group with responsibility through prompt delegation. My goal with this is to boost the confidence of every person and prepare them for future leadership roles. LEADERSHIP EVALUATION 3 I also possess the abilities of a team player and ensure people work as a unit with me included. It helps since cohesion, and team spirit exists as a result. I know that there is nothing as wrong as a feeling of disparity, where people assume there are intimidation and partiality (Nwokocha, & Iheriohanma, 2015). Before delegating duties, I would be an example to motivate those who work under me to perform better. As reflected in the above section I opt to empower my team to diversify their capabilities. Organizing talks from senior staffs and workshops is vital in realizing the same. Leadership Challenges Away from the positives, some hiccups do exist in the process more so when there is a pressure of achieving an immediate target. At such moments I find it difficult to collect every team member and ask for their opinion before making the final decision on the way forward. When it happens some of the group members would question and even complain why such a hasty decision was made without their consent. In such a dilemma, it is time-consuming to engage every member and ask for their opinion before devising a way forward, which risks achieving specific goals (Iqbal, Anwar, & Haider, 2015). Another challenge comes when a conflict arises since I usually believe in bringing people together to find an amicable solution. In a group, people emanate from different walks and backgrounds and collecting such heads to find a solution becomes a problem at times; they might end up making noise if it is a larger group or hurl abuses and in the end nothing fruitful results. In such scenarios, anger would take the better part of me before I storm out of the meeting. Elsewhere, after giving your best as a leader by trying to engage everyone and incorporate their ideas in critical decisions, then realize someone is demoralized, it becomes difficult to LEADERSHIP EVALUATION 4 understand such a person. It becomes challenging to deal with members who have mood swings in the work environment when they end up under performing in the best situation. Development Plan to build my Leadership Strengths One thing I have come to realize as a person is that learning and evolution never stop, more so in leadership. At maturity, I would want to hold a good leadership record. In my development plan, I would always opt to put humility as the key while accepting the correction of mistakes where it is due. In this manner, engaging the team would become effective since their approach would count in areas where I was short of ideas as a person. Secondly, I would always try to learn; picking a lesson from past failure and a successful leader are the best things when one opts to improve in leadership roles. I am confident this will broaden my experiences and sharpen my skills to become better with time. In the process of learning, I would also like to incorporate patience (Nwokocha, & Iheriohanma, 2015). It is a dominant trait that define good leadership especially when there is a team composed of young talents. It is necessary to be gentle on recruits and take them through training to sharpen their skills before starting to point fingers at them. Another facet where patience is fundamental is in conflict resolution since with it anger departs. In such occasions, there is a need for control and accountability. Patience is the strongest virtue for a leader who is ready to endure trying times. It would make it easier to take control of conflict resolution and bring order when different parties are high on each other. I want to understand the feelings of my team members, and in this plan, I would incorporate individual approach and improve my assessment skills in identifying those who might be undergoing challenges that could demotivate them at work. It could be a pressing family issue or something LEADERSHIP EVALUATION 5 else, and when I am only good at addressing people as a group but not at the individual level, it becomes difficult to get the best out of them. On the other hand, time consumption is another issue when it comes to making hasty decisions; I would like to improve and trust my skills at such times by engaging only a few of the veterans and skilled members. I must learn a way of doing this in goodwill to enhance decisions and save time to achieve set objectives and goals. In some instances, I must be independent as far as strong leadership stance and confidence is concerned, to convince everybody of my reliability. Finally, organizing training, which can be internal or external workshops, to sharpen the skills is necessary for team development. It prepares members for accountability, future leadership, improves quality and production in the team level. LEADERSHIP EVALUATION 6 References https://www.mindtools.com/pages/article/leadership-style-quiz.htm Iqbal, N., Anwar, S., & Haider, N. (2015). Effect of leadership style on employee performance. Arabian Journal of Business and Management Review, 5(5), 1-6. Nwokocha, I., & Iheriohanma, E. B. J. (2015). Nexus between leadership styles, employee retention and performance in organizations in Nigeria. European Scientific Journal, ESJ, 11(13).
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