8605-406 Assignment Example

8605-406 Developing Your Leadership Styles explores different leadership styles and examines personal behaviors and approaches that work best for each situation. The course focuses on how self-awareness, trust, communication, creativity, collaboration, and influence can be used to build dynamic teams, which are crucial for organizations of any size.

Assessment Questions

Section 1: Understand the outcomes of effective leadership

AC 1.1 Evaluate the importance of performance and engagement with followers in an organisation

The importance of performance and engagement with followers in an organization has been assessed using various objective evidence to draw meaningful, thorough, and relevant conclusions or recommendations.

Performance and engagement are crucial to running a successful organization. Performance affects the efficiency and output of employees, ensuring their efforts contribute to the organization’s overall goals. Engagement, on the other hand, is key to creating a positive environment and building trust between leadership and employees.

A leader who fosters emotional engagement within their team will have employees who are invested in the company, leading to better results than those from individuals who lack interest or connection to the company or its mission. By showing respect for employees and offering performance-based rewards, leaders can create a productive and inspiring workplace where employees feel valued. In this way, strong performance and engagement are essential for any organization’s success.

Section 2: Be able to assess own leadership styles

AC 2.1 Review own leadership styles by using a diagnostic

Leadership styles are evaluated using a diagnostic tool to make a meaningful and thorough judgment with clear detail and depth.

Understanding the different scales of leadership can help clarify the nuances between various management styles. The six main scales represent personal traits related to management, such as initiating structure, consideration, and decision-making speed.

The first scale is task competence, which assesses how effective a leader is at completing tasks related to their role. The second is interpersonal relations, which looks at how comfortable the leader is when interacting with team members.

These two scales focus on what a manager does and how they engage with their team. The other four scales cover additional qualities, including Emotional Intelligence, Self-confidence, and Professionalism—skills essential for any successful leader. By understanding these six scales, we can gain a deeper insight into what makes an effective manager.

AC 2.2 Assess the effectiveness of own leadership styles

The effectiveness of my leadership styles is assessed using a broad range of objective evidence and clear criteria.

When evaluating my leadership style, I recognize areas where I perform well and others that need improvement. On the task-orientation and clarity scale, I believe I’m effective because I can set clear goals for both myself and those I lead. Additionally, on the maintenance of equanimity scale, my relational skills help me maintain productive relationships with others.

Although there is room for improvement, particularly in setting clearer expectations around time management to better use everyone’s time, I feel that my leadership style generally fosters a positive environment that encourages productivity.

Section 3: Understand the implications of own leadership styles for self and for leadership within own organisation

AC 3.1 Using the self-assessment of own leadership styles activity described in assessment criteria 2.1 and 2.2, evaluate the implications for self and own organisation

The implications for both myself and my organization are evaluated by fully using the self-assessment of my leadership styles, leading to meaningful, thorough, and relevant conclusions and recommendations.

Conducting a self-assessment of one’s leadership style is a valuable exercise to recognize the strengths and opportunities within an individual’s current skills. Evaluating its implications can provide insights into how a leader can succeed in their organization, both individually and in teamwork.

Moreover, identifying areas for improvement can enhance efficiency and productivity, boosting morale and motivation within the organization as positive changes are made based on the insights gained from the self-assessment.

AC 3.2 Evaluate the impact of changes in the situation on the effectiveness of the adopted style

The impact of two or more relevant changes in the situation on the effectiveness of the adopted style is evaluated using a broad range of objective evidence to draw appropriate conclusions or recommendations.

Changes in a given situation can greatly affect the effectiveness of the adopted leadership style. For example, if a leader uses an authoritative style to address a complex, ever-changing problem, they might struggle to find a lasting solution because the environment and conditions keep changing.

Similarly, if a leader tries to motivate employees with an encouraging tone during customer service issues beyond the team’s control, such as waiting for supplier deliveries, this approach may not lead to the desired outcome. In the end, it’s important for everyone involved to be aware of changing circumstances so that the most effective leadership style can be applied and maintained for success.

Section 4: Be able to assess own leadership behaviour, in terms of the factors which determine effective leadership

AC 4.1 Evaluate the factors which impact on leadership effectiveness

Two or more factors that affect leadership effectiveness are evaluated using a broad range of objective evidence to draw appropriate conclusions or recommendations.

Global factors that impact leadership effectiveness can be divided into three main categories: cultural, environmental, and political. Culturally, a leader’s industry, background, and upbringing influence how they approach various situations. Environmental factors also affect leadership, as conditions can vary across different regions.

For example, leaders in some areas may need to respond differently to natural disasters or other events beyond their control. Politically, leaders must consider the laws and regulations of the country where their organization operates. These global factors work together to shape the leader’s tactics and strategies, which ultimately determine their effectiveness in different contexts.

AC 4.2 Assess own leadership behaviour in terms of these factors

My leadership behavior is assessed based on the factors that impact leadership effectiveness, using a broad range of objective evidence and clear criteria to make a well-reasoned judgment.

When assessing my own leadership behavior, I focus on balancing three key factors: cultural sensitivity, a strong commitment to purpose and values, and effective communication. I believe that successful leadership involves understanding how different cultures interact and recognizing the shared values that unite people across the world.

Effective communication is crucial for successful collaboration, so I work to create an environment where everyone understands their role and feels encouraged to contribute their talents. This approach helps foster a productive culture where we can unite to achieve our shared vision and accomplish great things.

Section 5: Understand how to develop own leadership style and effectiveness

AC 5.1 Produce an action plan for developing own leadership style and effectiveness

An action plan is created to develop my leadership style and effectiveness, outlining priorities, timelines, resources, and responsibilities.

(Note: This plan is linked to sections 4.1 and 4.2 above.)

Developing my leadership style and effectiveness is an exciting challenge. To ensure success, I plan to learn from those with more experience in leadership and management. I will set clear, realistic, yet challenging goals for myself and use feedback from colleagues, mentors, and other experts to track my progress and make improvements as needed.

As part of my action plan, I will stay organized and reflect on each lesson learned to apply it thoughtfully to my leadership approach. I will also stay open-minded and continue learning through various resources like books, podcasts, articles, workshops, and seminars. With these steps in place, I aim to confidently develop my own unique leadership style and improve my effectiveness.

AC 5.2 Explain the benefits of implementing the action plan

Two or more benefits of implementing the action plan are clearly explained.

Implementing an action plan can greatly benefit any organization. It boosts efficiency by breaking down goals into smaller, achievable tasks, making them easier to complete. A well-structured action plan helps set realistic timelines, manage budget constraints, and improve employee accountability through clear roles and responsibilities.

It also provides a clear vision of the expected outcomes and offers a framework for making adjustments if needed. Overall, implementing an effective action plan can significantly improve the success of an organization.

AC 5.3 Explain how you will monitor and evaluate the action plan

A detailed explanation of the techniques to be used for monitoring and evaluating the action plan is provided.

To assess the success of my action plan, I will use two main methods. First, I will track progress toward each key goal to ensure expectations are met, using specific metrics for completion times and performance. Additionally, I will gather feedback from stakeholders about their experiences during the process. This will help me make adjustments if needed to stay on track.

Lastly, at regular intervals, I will update all stakeholders on our progress toward the objectives and timelines, ensuring they feel informed and involved. These actions will create a comprehensive approach to help us achieve our ultimate goal in an organised way.