Self Analysis of Leadership Style

Mahesh Kumar ID: 50909643 MBA- Sep 2010-11 University of Aberdeen, Aberdeen

INTRODUCTION
Leaders make their organisation leader in its industry. Over the years, the authors, researchers and scholars have described leadership through different approaches such as trait, skills, style, situational, contingency theory, path-goal theory and leader-member exchange theory (Northouse, 2010). There is no perfect form of leadership. Some have defined leadership as behaviour, whereas others see it as process. As a whole, leadership is more complex and sophisticated as it appears to be. Nevertheless, most of the definitions explain leadership as a (Northouse, 2010):
y y y y

Process Involves influence People Personal and organisational goals

Leadership has been also associated with culture, beliefs, ethics and tradition among different countries. The difference in values, power and norms in different countries presents the complexness of the styles of leadership.

ANALYSIS
I have self- analysed using the following two approaches: i. SITUATIONAL LEADERSHIP

The persons true character and qualities are reflected in the situations which he or she is not prepared for. This approach focuses on different kinds of leadership in different situations. It advocates an effective leader to adapt his or her style to the different situational demands. This questionnaire will help me identify my leadership ability in different scenarios, which is one of the most important requisites of a successful leader. The questionnaire, on completion, identified me as a leader who is highly supportive and low directive (S3) (Northouse, 2010, pp 90). I agree with these results as I have shown similar kind of behaviour in my previous jobs. As the line manager, it was important to be supportive to the team members. I had to be highly patient and supportive with the new team members as the companys technology and system were new to them. I always ensured that a positive environment was created in the team which would enhance an individuals creativity and the work was completed effectively and efficiently. My quality of being highly supportive also aided the successful completion of
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the projects as I had good knowledge of the concepts. I was always available to answer my team members query, which enhanced their confidence and efficiency. I also ensured that I would listen to the subordinates, praise them for their good works, asked them for their feedbacks and communicate regularly. I am low directed, which was evident from my reports to the manager. This questionnaire has helped me identify this weakness and motivated me to work towards making it my strength as well. I have a strong belief that if the employees are supported, their actions will be directed towards organisational goals. An effective leader makes sure that in every given situation; he or she is adaptable and enhances the subordinates competencies and commitment. I have identified various issues with me while handling a team. Mostly, I would focus more on employees skills and work environment enhancement rather than goals. This has sometimes affected me and my team personally. This questionnaire has acted as an eye opener. I would make a sincere effort to realign my focus towards organisational goals. I would make sure that the organisational expectations and my subordinates support and development are on the same priority as I am aware that achieving organisational goals makes companies successful. ii. LEAST PREFERRED COWORKER(LPC)

I have also analysed myself using one of the questionnaires of Contingency Theory- Least Preferred Co-worker Measure (LPC). This scale is used in contingency theory by describing the problems faced with a co-worker in completion of the job. It considers three measures: the task motivation, independency and relationships (Northouse 2010, pp. 120-22). My LPC score of 57-63 (middle LPC) showcases me as a socio-independent. This personality measure of middle LPC is the true picture of my leadership style. I am more self-directed and not too much concerned with the tasks. I tend to do what I feel right in the current situation rather than what other wants from me at that situation. An introvert person is likely to be task motivated (Low LPC). In contrast, people like me who like to be surrounded by people most of the time and yet want to finish up the task in the required time, lands in the middle category. In my previous roles of managing a team, I have solved most of the issues by myself (if possible) instead of asking someone else. It enhanced me and my teams confidence and credibility. I strongly believe that this measure of middle LPC reflects my quality of having
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an optimum mix of dependency and task motivation. These types of persons avoid conflicts and get the best out of fellow co-workers. It is best suited for large organisations with a diverse ethnicity and a long chain of communication. In a complex business environment, it is essential to have socio-independent quality to achieve the tasks effectively and efficiently. It also helps in maintaining a harmonious and positive relationship with colleagues and team members.

RECOMMENDATIONS
I have a low directive and high supportive leadership approach as identified by situational approach and I am in middle LPC. I have gained and improved this leadership style while my work at the lower levels of management. At such level, the teams success depends on team work and joint decisions. The leader should make sure that the teams efforts produce effective results. An effective leader ensures that the goals are clear to the team members and the support is provided to complete the task effectively and efficiently. The results have made me more focussed, identified my strengths and weaknesses and helped me to formulate an action plan for future. I will ensure that I am proactive in my approaches and take ownership of additional responsibilities which will be a requisite as I reach higher levels of management. This leadership role will shape me in becoming high directive. Constant communication with my peers and subordinates and increased accountability will make me more confident. The test evaluation is also indicative to a certain extent of managing my work-life balance. I have to ensure that I maintain an optimum balance between professional and personal life. Sometimes, I also tend to carry my personal emotions into professional life which hinders my effective leadership decisions. As a corrective measure, I would start by setting targets and expectations. I will make sure that personal and professional goals are defined and achieved. As reflected in the questionnaires results, I should admit that all theories of leadership serve as guidelines of being an effective leader. There is no perfect or step-by-step approach to become a successful leader. The situation may not be the same everywhere and cannot be pre- determined or simulated most of the times. The decision making depends on the conscience of the person. The conscience, which primarily is affected by professional and personal activities, is an inherent attribute which is different in every person leading to varied personalities and styles of leadership.

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CONCLUSION
I see leadership as a continuous activity which is gained and enhanced with the experience. I will continue to work on my skills, knowledge, attributes and my weaknesses (identified by the above mentioned questionnaires). I would be more focussed, self motivated, responsible and better prepared for unexpected. I shall continue supporting my subordinates and be more directed as well to achieve the results efficiently and be a successful leader.

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REFERENCES
Northouse, P. G. (2010) Leadership: Theory and Practice, 5 th ed. London, Sage Publications Inc.

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