Leadership: Personal Leadership Philosophies

Personal Leadership Philosophies

My Personal Leadership Philosophy

My leadership is exemplary, and it is good to let others know it, what keeps me in the right leadership track, who are my followers and what their expectations are from me, and my expectations from my leadership. The paper reflects my core values, vision, mission, Clifton Strengths assessment summarizing my profile results, and critical behaviors that I need to strengthen as well as a developmental plan of improving such behaviors.

Kindness, security, honesty, learning, perseverance, and success to attain my goals and objectives are my primary personal core values and beliefs. These values have been of great importance to me because they significantly shape the daily decisions that I make as a leader. According to my perception, excellent leadership is the one that involves integrity, knowledge, and a sense of responsibility (Clark, 2015). My values are congruent with professional philosophies because these values have played a crucial role in driving force in all things that I target to achieve. I always keep something in mind, which is, all people are human, and no one is perfect regardless of the effort made by a person to become the best. This concept enables me to keep and strictly follow my philosophies. My vision is being a resourceful person to others, approachable, and respected by people within the organization (Marshall & Broome, 2017). Similarly, my mission is to provide both affordable and quality services to educate and guide individuals on ways of living a meaningful life.

From Clifton Strengths Assessment, Intellection, Analytical, Context, Ideation, and Connectedness emerged as my top themes. These explain the unique ways that I experience my strengths every day and how the strengths influence one another. The fact that I am a leader who loves to gain new knowledge and emerging themes or things. All that serves my interest best is a matter of the subject determined rather than experiences. I view myself as a leader with significant introspective talents, and I always strive to know and improve knowledge. Improved knowledge will help in minimizing disputes, conflicts, and disagreements to maintain a high level of civility. The best approach to enhance the minimization of these challenges can be effective communication whereby I communicate sensitive issues that need a shared understanding with myself before sharing it people.

I would wish to strengthen the behaviors of building trust and inspiring others in my leadership. Within the organization, it is impossible for me as a leader to gain respect if my decisions do not reflect any trust. I acknowledge that building trust does not automatically come. Hence, I need to strengthen the existing trust to act in a manner that makes my followers proud when associating with me. Similarly, inspiring people will determine my success as a leader, hence need to strengthen how I treat and motivate followers (Clark, 2015). I need to focus on uplifting others to be part of my leadership by expressing my passion and energy while supporting firm beliefs and values that make a count.

A Development Plan for Improving Two Behaviors

Creating A Leadership Vision

The vision that I have will be crucial for enhancing my approaches to improving and building trust as well as inspiring others. This vision sets an overall tone of voice that I need to run to maintain the behaviors (Mitchell, 2013). My vision of being a resourceful person to others, approachable, and respected by people within the organization, I will provide any required training, working personal protective equipment, and guidance. Also, a vision lets anxiety and frustration motivate my commitments towards improving the situation of each one in times of challenges.

Making Leadership Goals A Clear Timeline

A clear timeline is needed to ensure that inspiring and building trust becomes a reality. This timeline is likely to push me further to take particular actions to reach my long-term leadership goal by taking pro-active steps that align with trust-building and inspiring followers (Downey et al., 2011). For instance, I will scan our operating context regularly to ensure team members meet their goals within the specified timeframe at the workplace.

Including Specific Action Steps That Are Measured Daily, Weekly, And Monthly

The improvement of such behaviors does not automatically take place. Some various phases or steps lead to improvement. So, I need to create specific and realistic actions that are measurable to determine whether I am on the right track in making required improvements (Marquis & Huston, 2017). For instance, I will set a target for my followers to achieve within 14 days, then inspire and closely work with them to enhance trust to see if there are some improvements.

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