PSY FPX 6720 Assessment 1 The Importance of Leader Values, Traits, and Context

PSY FPX 6720 Assessment 1 The Importance of Leader Values, Traits, and Context

Student Name

Capella University

PSY FPX 6720 Psychology of Leadership

Prof. Name:

Date

Abstract

Within an organization, leadership plays a critical role in ensuring success. Three key traits that every leader should embody are integrity, decisiveness, and enthusiasm. These traits are attainable for any leader who prioritizes their followers, such as those practicing affiliative management or adaptive leadership. Leaders who develop these traits and adapt various leadership styles are generally more effective in influencing their team members towards success.

The Importance of Leader Values, Traits, and Context

Being an impactful leader involves more than holding a title within the workplace. A leader must possess specific traits that contribute to their effectiveness in the workplace. The journey to becoming a great leader can be daunting, but it’s important to remember that leaders are molded, not born. The experiences one encounters on this journey can enhance their leadership capabilities, creating a stronger and more confident self (Bennis & Thomas, 2002). Key traits that leaders should strive to develop are integrity, decisiveness, and enthusiasm. Integrity involves a drive to accomplish tasks and a desire to lead; decisiveness involves the ability to face daily challenges with a goal-oriented mindset; and enthusiasm provides leaders with the energy to pursue their goals relentlessly (Emere et al., 2019).

In my previous employment at a local movie theater, the general manager exemplified what it means to be an effective leader. He prioritized ensuring that all guests had a positive experience and that the staff enjoyed a positive working environment. When the staff fell behind in preparing for the next movie showing, the manager would help clean, demonstrating his integrity, decisiveness, and enthusiasm. These practices strengthened his relationships with his followers.

In the workplace, the leader has the most significant impact on the team. While the definition of effective leadership evolves, traits such as integrity, decisiveness, and enthusiasm remain key to success (Hunt & Fedynich, 2019). Studies indicate that when leaders exhibit these traits, they instill trust and confidence in their followers, which significantly benefits the business (Putra & Cho, 2019). This underscores that the traits leaders bring to the table impact both the team and the organization.

Choices that Reflect a Leader’s Values

Leaders play a significant role in motivating their team members. While various leadership styles are prevalent, the Affiliative Management Style stands out for effectively leveraging enthusiasm, decisiveness, and integrity to foster a positive work environment. This style focuses on ensuring that team members work in a united and harmonious environment (Pinelli et al., 2018). A successful leader-follower relationship is based on mutual trust and understanding, which are essential for achieving team objectives. Good followers are also crucial; they must have the courage and confidence to discuss concerns with their leader respectfully (Chaleff, 2009).

In the video “Leadership Lessons Learned at Starbucks,” Howard Behar shares how his followers initially supported his promotion but began to lose faith when he altered his personality to fit an unspoken standard in meetings. This change strained his relationships with his followers. Howard’s leadership traits, including his passion and willingness to express ideas, initially earned their trust. However, when he stopped being the voice of his followers, the trust eroded. Studies show that when affiliative leaders lose their ability to motivate, it leads to decreased morale and job satisfaction among employees (Preston et al., 2015). This case study highlights the importance of values-based and ethical leadership, emphasizing that strained trust between leaders and followers can negatively impact employee performance.

The Importance of Adaptive Leadership in the Workplace

Adaptive leadership is a vital skill for leaders to develop to ensure an effective career. This approach shares similarities with the Affiliative Management Style, as both focus on the relationship between leaders and followers (Nelson & Squires, 2017). Leaders who exhibit traits like integrity, decisiveness, and enthusiasm can better connect with their followers. Adaptive leaders who integrate the affiliative management style offer a collaborative approach that benefits both management and followers. Research shows that leaders who incorporate various leadership tactics into their repertoire build better relationships with their followers (Nelson & Squires, 2017).

At my previous job in a movie theater, management recognized high-performing employees by giving them a “shout out,” which involved announcing their achievements and offering to cover one of their lunches. This practice by adaptive and affiliative leaders showed that employee contributions were valued, boosting team morale and company success (Heifetz et al., 2009). Leadership choices reflecting a leader’s values significantly impact the surrounding environment. Effective recognition of followers by leaders enhances employee morale and job satisfaction. Studies suggest that when adaptive leaders successfully connect with followers, it leads to higher retention, increased motivation, and a more collaborative workplace (Randall & Coakley, 2007).

Conclusion

Management leadership is crucial for any organizational team, and it is one of the most important positions. Effective leaders who can adapt different leadership and management styles tend to be more successful in influencing their teams. However, leadership skills are not innate; real and effective leaders are shaped by their experiences. Connecting with one’s team requires strong traits like enthusiasm, decisiveness, and integrity. These traits ensure that leaders and followers can coexist effectively, as mutual co-existence is essential for the success of both.

References

Bennis, W. G., & Thomas, R. J. (2002). The crucibles of leadership. Harvard Business Review, 80(9), 39–45.

Chaleff, I. (2009). The courageous follower: Standing up to & for our leaders. Berrett-Koehler Publishers.

Emere, C. E., Aigbavboa, C. O., & Thwala, W. D. (2019). Critical traits for effective leadership style in the South African construction industry. Creative Construction Conference, 19(37). https://doi.org/10.3311/CCC2019-037

Heifetz, R. A., Grashow, A., & Linsky, M. (2009). The practice of adaptive leadership: Tools and tactics for changing your organization and the world. Harvard Business Press.

PSY FPX 6720 Assessment 1 The Importance of Leader Values, Traits, and Context

Hunt, T., & Fedynich, L. (2019). Leadership: Past, present, and future: An evolution of an idea. Journal of Arts & Humanities, 8(2), 20-26. https://dx.doi.org/1018533/journal.v8i21582

Nelson, T., & Squires, V. (2017). Addressing complex challenges through adaptive leadership: A promising approach to collaborative problem solving. Journal of Leadership Education, 16(4).

Preston, G., Moon, J., Simon, R., Allen, S., & Kossi, E. (2015). The relevance of emotional intelligence in project leadership. Journal of IT and Economic Development, 6(1), 16-40.

Pinelli, N. R., Sease, J. M., Nola, K., Kyle, J. K., Heldenbrand, S. D., Penzak, S. R., & Ginsburg, D. B. (2018). The importance of authentic leadership to all generations represented within academic pharmacy. American Journal of Pharmaceutical Education, 82(6), 637-640. https://doi.org/10.5688/ajpe6694

Putra, E. D., & Cho, S. (2019). Characteristics of small business leadership from employees’ perspective: A qualitative study. International Journal of Hospitality Management, 78, 36-46.

Randall, L. M., & Coakley, L. A. (2007). Applying adaptive leadership to successful change initiatives in academia. Leadership & Organization Development Journal.