effective leader

Running head: RIVERBEND CITY SCENARIO 1

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As an effective leader, various combinations of styles and approaches can be used at various time. The journey to leadership begins by knowing themselves and being the most observed and most scrutinized professional on a team (Harley-McClaskey, 2017). Taking time to observe one’s surroundings and to listen to one’s self enhances their awareness level. The more a leader, practice observation and reflection of other behaviors, the more he or she will be able to accurately identify other people’s behavior styles. A leader can use four behavioral styles to lead effectively by ensuring that they know which style they are themselves, knowing about all four styles, and being able to know which style applies to which person. An effective leader will also know that no one style is best or more important than another one (pg.57).

An effective leader knows that being in leadership is not a position or title but a role that is achieved through respect, relationships, attention to detail, diligence, accomplishments, mentoring, and, finally, the development of new leaders (Hockaday, 2015). To be an effective leader, one must possess emotional intelligence. It is stated there are five key components of emotional intelligent that one must accomplished to be an effective leader: self-awareness, self-regulation, motivation, empathy, and social skills.  Without social and interaction skills, a leader is unable to succeed with their team. An important aspect of being an effective leader is day-to-day demonstration that the team is valued and supported by the leader (Hockaday, 2015).

Leadership has five different levels as well as different position such as permission, production, people development, and the pinnacle. The most recognized out of the five would be “people development”, one must be able to build rapport and relate to be successful. People development contains three essential components to being a leader: preceptorship, mentorship and managing up your staff. Having the essential component allows a leader to motivate and inspire their staff to do the best they can each time that is required of them.

Per textbook, there are five organizational values each leader should possess: authenticity, trust, excellence, bold aspirations, and behaving in a meaningful and balanced way. Having the characteristics listed will enable a leader to develop a well diverse team. Leaders also must put a value on all behavioral leadership styles to bring a variety of talents to the table, and the best skill sets to the organization (Harley-McClaskey 63). The key to fostering good relationships is the ability to identify each team member’s unique skills that they have to offer to the organization. A good leader realizes how to bring out the best performance and attitude in all employees no matter which style they possess. Successful leaders know that analyzers often need time to explore solutions to problems that arise however those who display controlling behavior tend to make quick decisions and are then ready to move on to the next crisis. The key to successful leadership is knowing that people with different behavior styles bring unique attributes that must be tapped into, so they can perform at their own optimal level in the manner that best suits them.

Harley-McClaskey (2017) states individual style preferences are learned and the strength of each preference is a function of both his or her age and life experiences, causing the learning and synapse growth from childhood to young adulthood. An effective leader will also know that no one style is best or more important than another one (pg.57).

In the Riverbend City scenario, the task force was looking for a new leader to head up a task force team who would focus on the epidemic of homelessness among teens throughout the city. This leader would need to possess many skills and be diverse to fulfill this position. According to Bruce Greenberg, Superintendent of the Riverbend City School District, homelessness among students in the district is up an estimated 20 percent from five years ago. In sections of city that serve poorer students, that percentage is even higher. The neighborhood never recovered from the Great Recession, or from the exodus of manufacturing jobs that at one time were a mainstay in Ruby Lake.

The candidate I chose to fulfill the manager position on the task force was Shelly, she presents to be very motivated and committed to this field. I think she would be successful at motivating other team members as she’s been the assistant director at the largest group home in the city for a year and a half. She has a lot of enthusiasm as well as serving a very diverse population, including LGBT kids, and kids with addictions. She also has experience helping kids find emergency resources.

After carefully reviewing candidate’s resume, the only area of concern for me as an interviewer is she doesn’t have much of a track record in this field, will she understand the teen homelessness as a systemic issue? And does she understand the kinds of community changes that need to happen to make a difference? But I believe this can only be learned through experience and errors.

Being able to select this candidate, I was able to utilize the human services model and Hansell’s Theory. The human services model recognizes that undesirable outcomes are often the results of a failure in the basic needs of the individual. These needs are assessed, and goals created to mitigate them quickly (Burger, 2018) which is clearly need for this new task force to be successful. The human services model fits my decision because a leader should know what needs of clients are not being met. It forces a leader to have a variety of skills to be able to help their clients and community. In the city of Riverbend, it is confronted with an epidemic of clients that are frustrated because of their unmet basic needs.

In Hansell’s theory, it contains seven components that are very important to learn to help the people and the community in many areas of life. If people do not achieve each attachment, they go into crisis, or a state of stress (pg. 169) which currently Riverbend is experiencing. In Hansell’s theory, the drive that gives one the feeling of well-being, which may differ depending on culture, beliefs, and ethnicity; nevertheless, that person will attempt to gain gratification of goals and needs by interrelating with their outer environment and their ability to meet the above attachments. In the city of Riverbend, we must make sure the components are met which results in decrease of homelessness among teens and their families.

References

Burger W. R. (2018). Human services in contemporary America (10th ed.). Boston, MA: Cengage Learning

Dawson, M., Phillps, B., & Leggat, S. G. (2012). Effective clinical supervision for regional allied health professionals: The Supervisee’s Perspective. Australian Health Review: Collingwood, 36(1), 92-7. Capella-summon-serialssolutions-com.library.capella.edu

Harley-McClaskey, Deborah. Developing Human Service Leaders. SAGE Publications, Inc, 20160112. VitalBook file.

Hockaday, M. S. (2015). “Service to people: A Must-Have Quality for Effective and Influential Leaders”. Journal of Trauma Nursing (1078-7496), 22 (6), p. 308. Capella-summon-serialssolutions-com.library.capella.edu

Sadykova, K. K., Kulzhambekova, A. E., Abilmazhinov, T. T., & Koksharova, V. V. (2015). Approaches to effective use of human resources in public service. Journal of Advanced Research in Law and Economics, 8 (4), 26. Capella-summon-serialssolutions-com.library.capella.edu