Analysis Of Seven Habits Profile And Leadership Style

Categories of Seven Habits Profile

The first category in Seven Habits Profile is related to the ways by which I behave with the other in the organization. My ability of keeping commitments and promises is judged in the analysis of the first category. My tendency of speaking negatively about others is also analysed in this category. I have a moderate score of 13 in this category which depicts that I am considerate about the thought process and thinking of others regarding my work process.

The second category is related my ability to maintain a balance between my work and family life. My ability of taking care of others’ needs is also analysed in this category. My ability of working hard is tested in this category. The score that I have given myself in this category is 13 which is also a moderate score and is related to my ability to control the external factors that affect my work process in the organization.

The third category is related to my ability of controlling the various incidents that are going on in my life. The things that I do to improve my quality of work my own mood and the actions that can affect my work process. I have received a low score of 11 in this category and this shows that I lack the ability of controlling my own actions and mood.

The fourth category is related to the knowledge that I have regarding my own goals, my ways of organising my work process and further the ways by which I plan my entire week. I have received a low score of 10 in this category which implies that I am not able to organise my goals in a proper manner.

The fifth category is related to the discipline by which I carry out the plans in my life. My ability to enjoy all the important activities along with work and my contribution to the overall goals. The score of 12 in this category depicts that I am able to control the various processes that are going on in my life.

The sixth category is related to the care I take about the success of others along with that of my own. My levels of cooperation with others are also analysed in this category. My ability to solve conflicts is also analysed in this category I have received a score of 12 in this category which depicts that I have the ability to take care of the work processes and goals of others along with that of my own.

Leadership style of the author

The seventh category helps in determining my sensitivity towards the feelings of the and to value the viewpoints of other individuals as well. My ability to listen to the points and opinions of others is also analysed in this category. The score of 10 in this category shows that I need to improve my skills regarding the ability of listening to and understanding others as well.

The eighth category deals with the value I provide to the insights provided by others, my creativity towards formation of new and innovative ideas is also analysed in this category. The encouragement that I provide to the others in my organization is an important part of the analysis.

The ninth category mainly deals with my ability to take care of my personal health related factors. My enthusiasm to improve relationships with others is also analysed in this category. The time that is spend in the enjoyment of my life is analysed with the help of this category. The score that I have received in this category is 12 and this depicts that I am able to take care of my personal life and health after maintaining my work related commitments.

1. Leadership style practised by me

The style of leadership that I follow is democratic style. The democratic style of leadership states that the final decision related any organizational process is taken by the leaders, however the employees are consulted and their opinions are taken. The ideas and the opinions of the employees are considered by the managers before any decision is taken. This helps the leaders in encouraging creativity in the organization and keeping the employees engaged in the organizational operations (Iqbal, Anwar & Haider, 2015). The team members in this case have high levels of job satisfaction and their productivity also increases. Democratic style of leadership helps in managing the various democratic principles like, inclusiveness, self-determination, deliberation and equal participation. The three major features that characterise democratic leadership are, distribution of the responsibilities, empowering the group members and aiding the decision-making process of the groups (Hendriks & Karsten, 2014).

1. Three strengths of my leadership style

• I include the opinions of my subordinates in the various decisions that I need to take about the processes of the organization. I try to work in a collaborative manner with the members of my organization.
• The collaborative nature of my work helps me collect the opinions and ideas of my subordinates and it helps me in solving the complex problems in the organization.
• The teams that I build in the organization are strong in nature and help me in achieving the goals and objectives that are laid by the management (Nanjundeswaraswamy & Swamy, 2014).

1. Three weaknesses of my leadership style

• My leadership style sometimes becomes indecisive in nature in the crisis situations. This style does not function in an appropriate manner in an authoritative role.
• My decision-making related process sometimes becomes time-consuming as I prefer to consult with the other members of my organization before taking any decision.
• I sometimes need to become apologetic to my subordinates if I am not able to implement the ideas and the opinions that are provided by them. This is required so that these employees collaborative with me in the future.

1. Three recommendations that can help me in improving my leadership style

• I need to reduce the time that I have taken in the previous times to take decisions regarding the various processes in the organizations. This will help in achieving my goals faster. The reduction of time in democratic leadership style will help in achieving goals faster as compared to the time that is actually taken by the leaders.
• I need to become more authoritative in nature when the organization is in a crisis situation so that the decisions can be implemented instantly. This will help me in acting faster in crisis situations.
• I need to make the employees understand that all the opinions provided by them cannot be implemented in the decision-making process. The opinions or ideas need to be taken only from those employees who are relevant to the process that is going on in the organization. I will create specific teams for the specific decisions that are to be taken.

1. Two SMART goals that can improve my leadership style
2. SMART goals can be explained as the specific, measurable, achievable, realistic and time-bound goals. The two SMART goals that I have set are as follows,

S – Specific – Decreasing the time taken to make decisions.

M – Measurable – This will help in increasing efficiency of the organization.

A – Achievable – The goal can be achieved with the help of the management.

R – Relevant – A crisis management team will be created.

T – Time bound – The time set for achievement of the goal is 6 months.

I want to decrease the time that is taken to take decisions in crisis situations under my leadership. I want to achieve this goal within 6 months and implement my new style of leadership in the company. I will achieve this goal by creating a specific crisis team for the different departments of the organization and sending the instructions as soon as the crisis arises. This goal is relevant to solve the time related issues that are occurring in the organization.

S – Smart – Making teams with employees having similar skill sets.

M- Measurable – This will help in increasing the speed of decision-making.

A – Achievable –  This goal can be achieved with the help of HR department.

R – Relevant – This will help in decreasing conflicts during decision-making.

T – Time bound – The time frame selected for this goal is 3 months.

I will make groups of people who have similar skills so that the opinions that are given by them is not different from each other. I want to form the groups of effective people within a time frame of three months. I will be able to formulate the groups by analysing the skills of the various employees. The goals are relevant to solve the issue regarding difference in opinions among the different groups of people in the organization.

• The first action that can be taken to form a specific crisis team is to gather employees who are able to work effectively in pressure situations. This team will be given instructions as soon as the crisis occurs in the organization. The major role of this team is to act upon the instructions that are provided to them and take decisions at the earliest under the guidance of their leaders.
• The second action that can be taken to form specific groups of people who have the same skill sets is to analyse the skills and abilities of all the employees in the organization and make groups of people who have similar thought process. The various groups will be consulted when the issue that has occurred is related to the particular department. The decisions will be further taken based on the solutions that are provided by the employees having the same type of skill sets. This will reduce the time taken in decision-making and the differences in opinions as well.

References

Hendriks, F., & Karsten, N. (2014). Theory of democratic leadership. P.’t Hart & R. Rhodes (Eds.), Oxford handbook of political leadership, 41-56.

Iqbal, N., Anwar, S., & Haider, N. (2015). Effect of leadership style on employee performance. Arabian Journal of Business and Management Review, 5(5).

Nanjundeswaraswamy, T. S., & Swamy, D. R. (2014). Leadership styles. Advances in management, 7(2), 57.