SOLUTION: Master of Business Administration, Postgraduate Diploma and Postgraduate Certificate in Business Administration

Master of Business Administration, Postgraduate Diploma and Postgraduate Certificate in Business Administration

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Module: Successful Leadership [BAM060]

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Table of Contents

Identification 3

Topic 1: Introduction to Leadership 4

1.1 Personality test result 4

1.2 Analysis of strengths and areas requiring development 9

Topic 2: Leadership Styles 16

2.1. Mission statement 16

2.2. Development plan 17

Topic 3: Leadership Environment 25

3.1. Challenge-control self-assessment result 25

3.2. Discussion 25

Topic 4: Individual Traits and Characteristics 27

4.1 Self-assessment result 27

4.2 Discussion and analysis 27

Topic 5: Power and Influence 30

Topic 6: Developing Leaders 32

6.1 Sources of power self-assessment result 32

6.2 Self-reflection 33

Topic 7: Diversity and Leadership 34

7.1 Cultural mindset self-assessment result 34

7.2 Discussion 34

Topic 8: Leadership and Teams 36

8.1 Delegation-team leader self-assessment result 36

8.2 Discussion 36

Topic 9: Leadership and Change 38

9.1 Script wearing the Hats 38

9.2 Reflection 43

Topic 10: Ethical Leadership 44

Conclusion 46

References: 47

Appendix 51

Identification

Through my career, I have been in various reasons in non-positional leadership, is responsible for how things may develop is expected. I have led and managed a team of diverse cultural and language backgrounds, with a variety of unique skills, experiences, motivational drivers, and growth ambitions. When I are found, you are known as a person who holds yourself accountable and influences decisions. For example, someone who takes initiative in the group, regardless of their role as a leader, someone who is willing to volunteer first, and someone who acts before waiting for a leader to act. Non-positional leaders possess these characteristics and have raised rank and file into my first leadership role in 2008. Since then, I have continuously been a people leader where I have managed teams of various sizes delivering management objectives. In my capacity as a people leader, I have immensely learned through experiences by managing individuals through a variety of situations. Through these encounters, I have recognised that there is no cookie-cutter approach to leadership. Leadership is about customising individual needs while keeping the strategic objectives of the company in mind and leading a team in support of them to achieve the strategic goals.

Topic 1: Introduction to Leadership

There are many tests that permit you to find what your character is; however, they are not 100% precise in view of the way that character is certifiably not something unmistakable.

1.1 Personality test result

Test used

Outcome of personality test

16Personalities

INFJ-T Diplomat

Introverted (I) indicator is suggesting shyness, reservation, and thoughtfulness

Intuitive(N) Generally very sensitive and uses emotional expression. Always more empathic and doesn’t like to be competitive. Not only that typically always thinks a about surrounding and focus on unity and teamwork.

Feeling (F) Always follow heart and emotions without even realising about it. Not only that those with this personality type are loving, concerned and kind-hearted.

Judging (J) Being this personality typically this person is task orientated and are organizers. Displaying such traits will be always schedule time and space out the work that needs done in scheduled manner. (16Personalities, 2021)

1.2 Analysis of strengths and areas requiring development

Analysis of the strength and areas that requires development your leadership qualities. You should make reference to those aspects of a good leader that you identified as important in your reflective exercise and buttress this with examples from your readings/resources.

Also, you could talk about personality testing in general (purpose and use) and the benefits and challenges of using personality testing.

Use leadership theories and models for your discussion and use examples from your professional practice to substantiate your arguments.

Topic 2: Leadership Styles

2.1. Mission statement

Mission statement

“To mentor individual and support their competency growth, skills, and abilities through continuous learning”.

I learned about how individuals are turned into leaders and defined my mission statement. Taking cue from the mission statement, I as an individual leader, want to make my employees most capable and support their competency growth, skills, abilities and guide them through their continuous learning. I want to fulfil my responsibility by making my team most capable of what they are.

I want to be known by my leadership skills, competency, and abilities.

I want people to know me and remember me as their mentor, generous and kind leader with exception leadership skills.

In my thoughts, my epitaph should say about me that “Always Loved, Never Forgotten” or “Friendly Human, Kind, Sincere and a great leader to be remembered”

After my retirement, I want my greatest accomplishment to be known and respected as a great leader with exceptional leadership skill, competencies, and abilities.

2.2. Development plan

Based on the self-assessment test, I found that my score in self-awareness was low along with that of self-motivation. Therefore, I have devised a plan for the next three (3) years, which consists of the goals and the avenues for the accomplishment of the goals:

Development plan

Goal

Priority of this goal

When do I want to achieve this by

Threats and opportunities

What skills/knowledge do I need to achieve this goal

Who can help

How am I doing (how regularly will I monitor progress; how will I monitor progress)

1.Self-improvement

To perform exceptionally as a team leader.

2 Months

Threat: overconfidence

Opportunity: to perform exceptionally.

Time management, confidence, and self-evaluation skills.

Friends, team members, self-evaluation

Self-improvement will be achieved through self-evaluation from time to time

2. Social improvement

To develop good social connections

6 Months

Threat: social anxiety

Opportunity: Good social connections

Communication skills

People in society and everyone around.

Social improvement will be effective in getting better connections socially.

3. To upgrade leadership skills, competencies, and abilities.

To secure, leadership skills, and abilities.

6 Months

Threat: time-management failure

Opportunity: improve leadership skills and abilities

Personality development courses

Volunteering programs, mentoring coaching

Upgrading the leadership skills, competencies and abilities would be effective in enhancing the personality traits.

4. To seek training in work approach

To be able to perform exceptionally in the working environment.

1 year

Threat: work management failure

Opportunity: professional working skills and abilities

Courses on professional approach towards work

People at the job training

This goal would be effective in achieving the mastery and proficiency in work that I am allotted.

A self-improvement plan is quite possibly the best instruments for understudies and professional who need to accomplish greatness in their individual fields. It utilizes the idea of reflection to empower one monitor the means he has made towards procuring abilities and information. It empowers one to screen the existence changes needed to be made and the flimsy points needed to be improved. The arrangement gives a measure to an individual to see their improvement and decide the abilities to be accomplished later. It supports the accomplishment of individual and expert advancement objectives. This is on the grounds that achievement requires arranging and objective setting. The objectives set in the arrangement must be clear and quantifiable.

According to my underlying PDP, correspondence and social abilities securing was the primary objective for the semester. I had intended to discuss more with my teachers in the space of my shortcomings. The usage of the teachers’ available time and the setting aside of additional effort to reach out to them empowered further comprehension of the ideas instructed in class. This was the fundamental change that I needed to make. During this semester, I have had the option to expand the measure of time went through with educators on learning after classes and guaranteed that I went over all that I learned in class. In case there was a point or a thought that required explanation, I have passed on it to myself to converse with the educator to comprehend the idea before the following class.

Social improvement was likewise a critical piece of my PDP. I found that I needed delicate abilities comparable to others. The significance of these abilities in the working environment is critical, and I required creating them to stay away from the expertise crisscross in the work environment (Zenger and Folkman, 2009, p. 137). The improvement of collaboration with others was one of the fundamental objectives of my PDP. During this semester, I have changed how I identified with individuals by allowing for the collaboration with them. I had the option to accomplish this by looking for an elective post as an agent in one of the expert clubs at the school. Obtaining this administrative role was significant for my improvement of initiative abilities. The obtaining of this post has likewise assisted me with creating relational abilities since I needed to impart the necessities and issues of the club individuals to the club chiefs. It has additionally made me a decent audience and a more engaged individual due to having different obligations other than homework.

I likewise expected to work on my social connections inside and outside the grounds. One compelling way that I decided to accomplish this objective was engaging in extra-curricular exercises. Picking a game or a club was difficult since I am not very athletic. Nonetheless, I knew the significance of this and along these lines chose to join the badminton crew and have turned into a functioning and capable badminton player over the long haul. Having an additional a curricular movement and a gathering of people outside of study hall has empowered me to manage pressure more viably. It has likewise permitted me to unwind effectively and to carry on with a more useful life. Joining the badminton crew has ended up being useful and valuable in numerous ways.

On the issue of using time productively, I arranged a week-by-week timetable of the things I would do each week to ensure that I was not falling behind on schedule. The week-by-week plans have been powerful however I have had issues accomplishing a portion of the general objectives set for the semester. The time plan has been a troublesome one to follow due to congestion and helpless execution. A portion of the achievements that must be accomplished before the finish of the semester, for example, perusing rousing books have not been finished. The timetable made for the perusing of uplifting writing has been excessively stuffed, and I have just accomplished portion of what I had arranged. As per Zenger and Folkman (2009), helpful writing is vital for inspiration (p. 24). My powerlessness to complete the perusing plan is troubling and debilitating. This features a time usage issue that I need to consider in the following self-improvement plan.

My scholarly execution during the semester has been at standard with different semesters. There has not been any significant contrast in my exhibition, which isn’t acceptable. I planned to further develop my GPA execution each semester to graduate with distinction. Hence, more should be done and devoting more opportunity to contemplating is vital. As indicated by my PDP, I needed to accomplish a normal of 70% in every one of the tests and tasks before the finish of the semester. The additional time spent counselling the speakers and teachers has just marginally affected my exhibition. This suggests that additional time ought to be spent on doing as such to accomplish the ideal outcomes. One of my educators said that what I really wanted was more practice rather than hypothesis. Changes in the measure of training required have not been carried out successfully since the outcomes have not been agreeable.

Gaining active involvement with the field has been a significant component and determinant of progress. I expected to work low maintenance during my leisure time to acquire insight and practice in the field to help the hypothesis learned in class. This progression has just been to some degree accomplished since I was unable to get work in my field of specialization. The work I procured was in vehicle deals, which isn’t what I consider ideal for the rehearsing of the abilities acquired in my course of study. I really invested more energy than the experience I acquired was worth. However, in my next PDP I will without a doubt incorporate more opportunity for observing reasonable work to guarantee that experience is acquired in the ideal field and the ideal work.

Overall, I have discovered that I have potential I have not been utilizing. Beforehand, I was unable to carve out opportunity to take part in different exercises other than class work, yet I didn’t perform astoundingly well. I have found that I can carry on with a more all-encompassing existence without compromising the time spent on investigations. Arranging has empowered me to envision what should be accomplished and choose how to accomplish it. I discovered that my terrible showing in school has been the consequence of next to zero practice. It has likewise shown me that individual abilities are significant, and they are not as hard to learn as I suspected before.

My current execution level is normal and should be improved before the finish of the semester to guarantee that I graduate with distinction. In this manner, additional time should be spent on exercises that work on the measure of information acquired during class time and outside of class. Practice is additionally required; subsequently, the time spent rehearsing the mastered abilities should be expanded throughout the following four semesters. My scholarly presentation is the main part of my investigations, consequently additional time will be devoted to it close by the consideration of different exercises like games. I will track the exercises that I am engaged with concerning work insight, individual person advancement, and other educational encounters. The principle point of the arrangement will be to accomplish the information and abilities that will coordinate with the market necessities (Fry, 2009, p. 120).

The plan will likewise coordinate scholarly advancement with self-improvement. Individual learning exercises, for example, investing more energy in the library leading exploration on some significant parts of my expert field will likewise be thought of. This implies that I will require committing more opportunity to find work that is in accordance with my field. This learning experience will be pointed toward gaining from others and including the learned thoughts and techniques into my range of abilities (Niven, 2006, p. 295). Formative changes are important to guarantee enhancements in the general prosperity of my profession possibilities. I will attempt greater association in friendly exercises and circumstances to foster certainty. The objective is to go to no less than one get-together like clockwork. Also, securing of initiative and relational abilities will be given legitimate consideration since these abilities are what the expert world requires.

Establishment of learning propensities will turn into a significant piece of the arrangement since life is about consistent learning (Fry, 2009, p. 124). Persuasive writing will frame a huge piece of my learning society and propensities. I will further develop my time usage abilities to guarantee that I read at least two persuasive books each month. To further develop my business prospects and perceive the flimsy parts I want to chip away at, I will request that one instructor become my tutor. I will then, at that point, ensure that I meet with the educator once a semester. During these gatherings with the instructor, I will request input on my vocation possibilities in the field and the sort of abilities I want to chip away at. I will likewise guarantee that the educator gets an opportunity to reprimand my endeavours and upgrades and recommend regions for development.

Topic 3: Leadership Environment

3.1. Challenge-control self-assessment result

Challenge-seeking score:

Need-for-control score:

Figure 2 : Based on Portfolio Activity 3 ( appendix 3)

Figure 3: Graph-based on self-strategic leadership style (Source: Created by the author)

Figure 4: Strategic leadership digraph by Nahavandi (Source: Nahavandi 2015)

3.2. Discussion

Guidance: Discuss how you as a leader have used your challenge-control position to affect your organisation., and/or reflect upon what your effect as a strategic leader may be. Use leadership theories and models for your discussion and use examples from your professional practice to substantiate your arguments.

I identify with my leadership style results, thriving on seeking challenges, leading by example, and am direct and transparent with my team. In search of a solution, I prefer exploring innovative and risky strategies, pushing the norms of internal and external factors of the organisation and being willing to break boundaries through the process (Nahavandi and Malekzadeh, 1993a).

When I lead a project, I delegate tasks, not decision-making, and want to stay involved as I can inspire my team and guide them to implement the outcomes. I need to control the strategy execution with some degree of delegation (Nahavandi and Malekzadeh, 1993a). My team may tend to feel pressured and lack self-confidence from my micro-management approach. However, due to my high degree of interpersonal orientation, I enjoy encouraging my team’s participation and openness (Gupta, 1984). My apprehension to delegate demonstrates I have trust issues concerning my subordinates while constantly vigilant to ensure I deliver results for the organisation. From the self-assessment, I recognise my current leadership style of always being across details helps me course correct outcomes through continuous feedback, which become teaching moments to impart my knowledge and experience to my team.

My current organisation, luxury property time-sharing, a dying industry, has a highly controlled culture and central decision-making process of few in the Senior Leadership Team. Innovation is non-existent, shared goals and procedures are archaic, and seasoned employees are rewarded for adhering to the best of their knowledge. It was against an ideal organisation for my HCI leadership style – devoid of focus and innovation.

Hence, the project was challenging for me to design and develop the Customer Service Operating Model and Employee Commission Revision for the organisation to uplift customer service levels and mitigate downward revenue trends from my organisation perspective. <Need to summary details and adaptability)

I presented my project strategy to top management for a direct decision. I established the external factor of declining customer service levels and the internal challenges of non-complying with old business processes and sales agents not meeting their sales target resulting in declining revenue (Miller and Droge, 1986; Nahavandi, 1993; and Yasai-Ardekani, 1986, 1989). There was pushback from the working level and top management. It became visible that the process changes will tighten process controls and directly impact existing reward systems (Kerr and Slocum, 1987; Schein, 2010). The new operating model will result in cultural changes and strategy that facilitates the desired outcome of uplifting customer service levels and increasing revenue (Kets de Vries and Miller, 1986;

Miller, 1987). Building a customer focus strategy requires change management in an organisation with archaic processes and control, impacting compensation plans that had loopholes for employee compensation on sales KPIs. I presented the case to top management to revise the organisation culture and rewards systems to conform to the revised operating model and compensation plan and promote uniformity of opinions and behaviours (Nahavandi and Malekzadeh, 1988). Implementing this project required restructuring the organisation with people who would conform to the top management’s strategy.

Before rolling out the new operating model out across the organisation, from experience, I proposed that top management communicate the changes effectively to manage the transition. Management needed to model behavioural changes that will shape the organisation culture – the upper management team essentially moved up rank-and-file into their current position and are familiar with the dysfunctional processes (Nahavandi and Malekzadeh, 1993a; Schein, 2010).

All employees, including upper management KPIs, are connected to delivering the new strategy through the new operating model. The upper management team’s strategy was responsible for increasing the customer service levels and reducing the revenue decline as they were accountable to the holding company (Conyon and Peck, 1998).

As a strategic leader, one needs to be across the essential details of the strategy and effectively communicate it across the organisation. It is critical to model the approach as actions speak louder than words and steer the organisation with the proper allocation of resources to deliver the strategy. Striking a balance when selecting leaders and promoting from within concerning the reward systems must ensure they align to the strategy – vital for the successful outcome.

Topic 4: Individual Traits and Characteristics

4.1 Self-assessment result

Component:

Emotional Intelligence

Proactivity

Self-Monitoring

Narcissism

Self-awareness

Managing emotions and self-regulation

Self- motivation

Empathy for others

Social skills

Total

Score:

6/7

7/9

9/9

13/15

41/50

4.2 Discussion and analysis

The self-awareness plan is vital in empowering the following of formative changes that are essential for the accomplishment of put out objectives. Arranging is vital since it gives a medium to an individual to define objectives and conclude how they should be accomplished.

4.2. Discussion and analysis

Guidance: Describe and analyse each of the characteristics measured in the self-assessments with a focus on identifying your strengths and areas for development. Remember that the goal of this exercise is to understand your characteristics and to develop your self-awareness and to use that self-awareness to develop as a leader. Use leadership theories and models for your discussion and use examples from your professional practice to substantiate your arguments.

Emotional Intelligence

Self-awareness

Scored 5 out of 8

Managing emotional and self

Scored 7 out of 9

Empathy for others

Social skills

Proactivity

Type A

Self-Monitoring

Narcissism

Topic 5: Power and Influence

In this topic module, I learned about the power and influence, which a leader is to exert for earning respect from the others. I also learned about the sources of power and influence, according to the situational and contextual requirements. My learning was towards gaining insights into resistances and compliance with the instructions levied by the leaders. Delving deeper into the concept, I sought insight into the abusive aspect of power, which some leaders use for extracting the required benefits. These learnings helped me understand the degradation of the organisational culture through the improper use of influence by leaders.

Self-assessment tests were a means for me to interpret the learning for making practical applications (Reitzug, 2008, p.31). The scores helped me to deduce the effectiveness of my power and authority as a leader. The categorical influence while exercising power proved assistance in evaluating the appropriateness of the tactical approach. Higher test scores demonstrate the fact that I have a high potential for exerting power and influence.

My initial thoughts on the power and influence of a leader were based on the fact that power and leadership are inseparable. However, the tactical approach towards exercising power and authority enhances the personality of a leader. It gave me a better view of the different leadership styles of participative, transactional, transformational, and autocratic, for me to reflect on. I altered my perception of the distribution of power, which reflects my learning about power and authority within the organisations. Now, I feel that equal distribution of power results in positive connotation towards appropriate leadership skills, abilities and competencies.

Practical experimentation with power and authority has compelled me to think in this manner. Reading case studies about the exertion of power and influence by leaders has contributed to my formation and application methods. Evaluation of the exposed extent of the power has proved to be useful for me in terms of assessing the effectiveness of influencing the thought processes of my peers and team members. In this context, I can cite the reference of reflective observation, which seemed to be beneficial in the expression of thoughts, ideas, and concepts (Wikström, 2012, p.32). Maintenance of consistency in the execution of evaluation has concretised my learning experience. Hence, I can relate the learning on the Gibbs Reflective cycle, which helped me in organising the reflective narrations into the integrated framework of description, feeling, analysis, evaluation, and action in my capacity as a people leader. (Gibbs, 1998, p. 8). The classic research by French and Raven on power sources is widely used to better understand power sources. An individual holds five forms of power: legitimacy, rewards, coercion, expertise, and referent. Power is legitimated, rewarded, and coerced by position. Individuals have access to these when the positions they hold give them the right to do so.

Topic 6: Developing Leaders

6.1 Sources of power self-assessment result

Tactic

Score

Personal appeal

Consultation

Inspiration

Rational persuasion

Coalition building

Exchange

Ingratiation

Legitimate tactics

Pressure

6.2 Self-reflection

Consultation: 18, High, Friendly, supportive, building relationships, acknowledging the efforts of the team members and approachable.

Inspiration: 19, Very high, Positive mindset, cheerleader, people’s attention, and motivator.

Coalition building: 14, Low, Professional relationships, favoritism, compromising with the need and seeking support

Personal appeal: 20, Very high, Friendly, supportive, building relationships, acknowledging the efforts of the team members and approachable

Rational persuasion: 16, High, Expertise, persuasion, creative in solving problems and effective skills and abilities.

Exchange: 11, Medium, Access to resources, helping others, gaining favors, and possessing information that others need.

Legitimate tactics: 12, Medium, Formal title, pulling ranks, responsibility towards making final decision and reliance on the chain of command.

Ingratiation: 14, High, Hard work, caring, power and influence; awareness of accomplishments.

Pressure: 5, Low, Punishment, pressurizing team members, threatening and bad consequences.

I have high scores in inspiration, personal appeal, rational persuasion, and ingratiation. All these attributes serve well with my personality, which is inclined towards reflective observation. As an individual leader of my team that has employees from the diversified background, by applying rational persuasion has enhanced my personal appeal.

Topic 7: Diversity and Leadership

7.1 Cultural mindset self-assessment result

Cultural mindset score:

47/60

7.2 Discussion

Through my experience as a people leader, cultural influences play an essential role in understanding the applicability implications of the learning. Group discussions have enhanced my perception of gender and culture, which influenced the thought perception towards the development of my leadership skills.

Before referring to the source of Nahavandi, I had only the perceptions that leaders are born and not made.Invalid source specified. However, it altered my opinion as leaders need to consider various elements for the development of their skills, abilities, and competencies. Through my experience of managing a multi-cultural team, it enhanced my awareness of the cultural differences and supported my learning process to support and mentor the growth of my team members to achieve the organisational objectives.

Practical application in my role as a people leader of these skills has enhanced my awareness of the benefits and has supported my leadership growth. A strategic approach in the form of continuous improvement has resulted in the enhancement of my creative skills, indicating the development of my leadership competencies. Evaluation of the exposed performance has enabled me to mould the thought processes towards leadership in this manner.

The skills learned are useful for me to avert the instances of biases and misunderstanding in my current leadership role. The cultural aspects of leadership would be helpful for me to form an appropriate expression of my thoughts, feelings, and emotions.

In my current role, managing a diverse team has enhanced my awareness of the different thought perceptions, which the others possess, gaining insight into their cultural contexts. It has helped me diversify my impressions and cultural knowledge of my team and management. However, I inferred that consciousness is essential in the reciprocation through rational exposure of the thoughts, feelings, ideas, and emotions. It is because unconsciousness can be detrimental; it creates biases and misunderstanding. I got these ideas from the practical application and experimentation of the models of leadership, especially Hofstede’s cultural dimensions (Back Hye Joo and Joo-Hyun Chung, 2014, p.28). In this context, I can also bring the issue of power distance and authority, which helps in influencing the thought processes of others. Thus, the stereotypical notions for the establishment of leadership skills, abilities, and competencies are contradicted.

The lessons from the trainers and the references in the topic have moulded my thought processes in this manner. Along with this, indulging in discussions with teammates has resulted in the diversification of my thought processes. The studies enhanced my awareness of the different perceptions of the cultural influences towards the accomplishment of leadership skills, abilities, and competencies. Evaluation of these influences has acted assistance in shaping the opinions regarding the benefits, which can be derived from accomplishing the goals.

Topic 8: Leadership and Teams

8.1 Delegation-team leader self-assessment result

Delegation scale score:

31/50

Team leader score:

35/50

8.2 Discussion

At the initial stage of the topic module, I got a basic understanding of the concept of self-leadership and delegation. The instructors emphasised tracking the behavioural approach towards the accomplishment of the goals. The lessons in this topic were predisposed towards elements of self-leadership, strategies for developing leadership skills, abilities, and competencies. In fact, I have insights and experiences from managing diverse teams and delegate, which helps me better relate and continue to enhance my leadership skills, abilities, and competencies. I think these learned skills will enrich my current experiences and would inculcate the correct approach in helping me improve the applicability of my people management method of my diverse team. It is because the rational and logical reasoning in the method is useful for gaining crucial benefits regarding the enhancement of my personality as a leader.

A significant portion of my interpretation came from the synthesis of the available and collected facts while in my current capacity as a people manager, managing a team and continuously working towards upgrading my leadership skills, competencies, and abilities. The team discussions also proved beneficial for expanding the scope and arena of my knowledge horizons. As a result of synthesizing the information from my teammates, I was able to come to some conclusions I hadn’t come across before, and this will assist me in applying some of the new concepts to the management of my team. As I discussed traditional core values over these discussions, I saw team-based participation in a new light. Along with this, I can also say that high correlation is directly proportional to high employee participation.

Before studying the topic module, I was somehow aware of the basics of the teamwork skills, which are highly needed for the enhancement of organisational performance. From my experience as a people leader, I am well acquainted with the fact that high delegation resulted in the high involvement of the employees towards the operations. Through this topic, I have managed to formalise my knowledge with my working experience of leading teams regarding the criteria for participating in teamwork. Referring to the case studies on leadership has altered my perceptions regarding the approach towards maintaining the rationality while involved in engaging with my team and mentoring them to deliver positive outcomes. I gained an insight into the fact that respect towards the culture of the others is crucial in terms of gaining an important position within the team. From the personal knowledge gained, I have construed that this respect is adequate for me to earn respect and trust from my team, peers, and management, which indicates additional assistance in the future when the need arises.

The diversified thoughts, perceptions, and beliefs of my team, peers, and management, have compelled me to think in this manner. Gaining practical experience in delegation has formed these thoughts on me. Evaluation and self-assessment validate my approaches toward assessing my performance in the team and its impact on further developing my leadership skills, abilities, and competencies.

Topic 9: Leadership and Change

9.1 Script wearing the Hats

Hat

Script

White hat

Intuitions about the issue

A person who wears a white hat normally will be someone who follows the company or SOP.

This person will rely on facts or data available to drive conclusion. For example, a company drives a survey to understand the market condition and data are being collected based on consumers impression or feelings. The person who analysis the data normally will come up conclusion based on the data collected and will present to the management based on it.