MAN3121 Leadership III

Introduction

The following discussion will be about the leadership knowledge and their concept. It will be my self-reflection where I will discuss about two of my foremost instrumental value and it will be also discussed that how those instrumental values are contributing in my leadership. A person may have many kinds of instrumental values similarly I also have many of them however, two foremost instrumental values that can be identified in myself is ambitious and broadminded. In order to become an effective leader ambitious is a natural and healthy aspect. The meaning of ambitious is desire to do or complete something. Though in the present time the people who is a hard worker is treated in negative way however, being hard worker or ambitious helps a lot in getting success.   

Instrumental values

A leader who does not work hard once in a life a time will come when they will fail it has been seen in several case that hard work beats the talent if the talent does not work hard. Hard work is the crowning jewel of a successful life. If you don't put in the effort, life is meaningless. The world we currently live in emphasises the value and importance of hard work in ensuring humanity's success and growth on our planet. Hard work is required to achieve success (Oberthür, & Groen, 2017). It's the first time in human history that anything like this has happened. It is a common misconception that if you are lucky, you do not need to work hard. On the other hand, things are different. Effort wins out over genius. It always pays off and is never overlooked or unappreciated. Persistence, commitment, and hard work are required for success. On the other hand, hard labour is usually smart work. They both serve the same purpose and have the same meaning. As a consequence, working smartly and hard is always valued and necessary in life (Dynes, Hassell, & Miles, 2019).

Similarly, like hard work being broad minded also improve the leadership ability. It enables to think on verity of topics and idea. Being broad minded is important for leader because a great idea come after breaking the pattern of normal thinking it gives the power to see the idea from different perspective and though this skill a leader can see the positive and negative consequences of any idea (Lyman, & Adler, 2011).

Leaders are accountable for not just being the greatest version of themselves, but also for bringing out the best in people around them. Employees are empowered to bring fresh ideas to the table by a boss who listens. It gives team members the assurance that their opinions will be acknowledged, as well as a feeling of devotion to your company (Landmarkspace, 2017). It is particularly essential for high-performing employees who want to own the work they've been recruited to accomplish. They want to believe that they have the capacity to make choices and solve issues, and this feeling of empowerment encourages them to assume more responsibility for whatever mistakes they make. Employees learn, develop, and eventually thrive in this manner. Closed-mindedness or dogmatism are the polar opposites of open-mindedness. Closed-minded people are generally only ready to examine their own points of view and are not open to new ideas (Cherry, 2021).

Even if you believe yourself to be a pretty open-minded person, there are likely certain subjects on which you take a much tougher stance: for example, personal experiences or societal problems. It's wonderful to have beliefs, but it doesn't mean you can't have an open mind. Being open-minded is being able to consider different points of view and attempting to empathise with others, even if you disagree with them.

Open-mindedness, of course, has its bounds. It doesn't mean you have to agree with every viewpoint. However, putting in the effort to comprehend the reasons that may have led to such beliefs may aid in the development of strategies for persuading people to alter their views.

Respect others: As your open-mindedness grows, you may discover that you need to "fake it until you make it." The simplest way to start being more open in this situation is to be polite when people offer to share their thoughts with you. Allow time for other individual to offer their proposal, never dismiss or disparage an idea, and express gratitude for their contribution. Being open-minded does not imply that you accept every idea made to you, but it does imply that you consider each suggestion carefully (Shaw, 2021).

Establishing a culture of trust and dignity to yourself or your immediate reports will allow for greater employee feedback and involvement down the road. Employees will also recall how you handled their ideas, but they will also observe how you handle other people’s ideas and behave appropriately. Keep in mind that you are setting the example for your company in terms of how new ideas or methods are handled. Each recommendation from others is an opportunity to demonstrate your willingness to listen and treat workers with respect.

Practice self-reflection: Knowing oneself is a crucial first step in appreciating the contributions of others. First and foremost, you should assess your previous performance and habits (Baron, 2019). Do you have any apparent advantages? Is there anything that needs to be improved? Knowing where we excel and where we struggle may help us identify when we need to seek criticism and advice from others in order to enhance our performance (Williams, 2017). Self-reflection may help us discover any underlying ideas, emotions, or motives that affect our conduct, in addition to analysing our own performance. Understanding the filters thru which we work may assist us in overcoming these prejudices and being more receptive to recommendations from others, particularly when these thoughts are vastly different from our own.

Everyone has some personal weakness and like all I also have some weakness though the greatest weakness that I have is lack patience. Due to this weakness, I have faced a lot of challenges in my life.

To overcome your own flaws, consider what you enjoy about yourself and what you wish you could alter about yourself. This was a self-conducted experiment. I identified some positive aspects of my personality before focusing on the aspects that I hated. Fear of rejection, not being a good listener, and always seeking attention were among the unfavourable personality characteristics (Zetlin, 2021). Two of these characteristics had to be removed, but one was transformed into a strength. This was my never-ending need for attention, which I've always blamed on being a Leo. I considered it and decided that, because I enjoy being the focus of attention, I should offer to teach a child's craft class at the local park district. I transformed my weaknesses into strengths by combining it with my passion of children.

Examine your shortcomings to determine if they may be transformed into strengths once you've identified them. For example, if you are the kind of person who like to be in control and has difficulty working with others, you might transform your weakness into a strength by forming a charity organisation that would assist others.

Conclusion

From the above findings it can be concluded that being ambitious and broad minded is very helpful for leadership. As it has been discussed that being open minded has enabled me to see the idea from different perspective. Moreover, I have also mentioned one of my weakness that is lack of patience. Though any weakness can be overcome with the help of proper overcoming strategy.

References

Baron, J. (2019). Actively open-minded thinking in politics. Cognition, 188, 8-18.

Cherry, K. (2021). The Benefits of Being Open-Minded. https://www.verywellmind.com/be-more-open-minded-4690673

Dynes, A. M., Hassell, H. J., & Miles, M. R. (2019). The personality of the politically ambitious. Political Behavior, 41(2), 309-336.

Landmarkspace. (2017). Why leaders need to be open-minded. https://www.landmarkspace.co.uk/blog/post/why-leaders-need-to-be-open-minded/

Lyman, A., & Adler, H. (2011). The trustworthy leader: Leveraging the power of trust to transform your organization. John Wiley & Sons.

Oberthür, S., & Groen, L. (2017). The European Union and the Paris Agreement: leader, mediator, or bystander?. Wiley Interdisciplinary Reviews: Climate Change, 8(1), e445.

Shaw, G. (2021). Great leaders are open-minded. https://www.sigmaassessmentsystems.com/open-mindedness/

Williams, M. (2017). How To Overcome Your Personal Weaknesses. https://www.everydayhealth.com/healthy-living/how-overcome-your-personal-weaknesses/

Zetlin, M. (2021). How the Most Effective Leaders Turn Weaknesses Into Strengths. https://www.inc.com/minda-zetlin/how-the-most-effective-leaders-turn-weaknesses-into-strengths.html

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