Integrated Leadership Model

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Integrated Leadership Model : 

Integrated Leadership Model Lauren A. Gross

Five Leadership Functions : 

Five Leadership Functions Vision and Mission Shared Values Strategy Empowerment Influence, Motivation, and Inspiration

Vision and Mission : 

Vision and Mission Principles that lead an organization or individual Must be well communicated Must be meaningful and attractive to employees

Vision and Mission Past Organizations : 

Vision and Mission Past Organizations Preached but not practiced No sense of buy in from employees Vision and mission were empty statements Organizations led by managers not leaders

Vision and MissionCurrent Organization : 

Vision and MissionCurrent Organization Daily reminders of vision and mission Posted throughout office Practiced in daily work life Inspires and empowers Creates a feeling of commitment

Vision and MissionFuture Career Goals : 

Vision and MissionFuture Career Goals Help choose organization of employment Will make sure to communicate clearly Will be committed

Contemporary Organizational Leadership Assessment : 

Contemporary Organizational Leadership Assessment Vision and Mission Portion Scored 62 More strengths than weaknesses

Assessment: Vision and Mission Strengths : 

Assessment: Vision and Mission Strengths Communication of vision and mission Guides leadership behaviors Uses mission to guide decision making processes Aligning personal vision with vision of the organization

Assessment: Vision and MissionWeaknesses : 

Assessment: Vision and MissionWeaknesses Lack of buy in causes loss of passion and commitment Vision does not always include perspectives of multiple stakeholders

Shared Values : 

Shared Values Beliefs and principles held dear to people's hearts Important part of organizational culture Moral Values Good vs. bad Right vs. wrong

Shared ValuesPast Organizations : 

Shared ValuesPast Organizations Clash of values Personal values and organizational values did not align Created ethical dilemmas Left organization to pursue an organization whose values aligned

Shared ValuesCurrent Organization : 

Shared ValuesCurrent Organization Personal values and values of the organization align Sense of belonging and commitment Values are verbalized

Shared ValuesFuture Career Goals : 

Shared ValuesFuture Career Goals Find an organization that aligns with my values I will make sure my behaviors align with my personal values and the values of my organization.

Contemporary Organizational Leadership Assessment : 

Contemporary Organizational Leadership Assessment Shared Values Portion I scored a 46 Strengths and weaknesses balanced out

Assessment: Shared ValuesStrengths : 

Assessment: Shared ValuesStrengths Personal Values align with organizational Values Belief that everyone should be on the “same page” when acting in alignment with organizational value Incorporation of values into work life

Assessment: Shared ValuesWeaknesses : 

Assessment: Shared ValuesWeaknesses Encouraging others to align values with those of organization Encouraging other to align values with their behaviors

Strategy : 

Strategy “Without strategies vision is a dream” (Gill,2006). Makes vision a reality Lays out how vision will be achieved Includes shared values and mission

StrategyPast Organizations : 

StrategyPast Organizations Managerial secret Loss of buy-in felt Tools were not utilized to develop strategy Motivation and sense of commitment lacking

StrategyCurrent Organization : 

StrategyCurrent Organization Included in strategic planning Balanced score card and SWOT analysis utilized Buy-in felt Sense of motivation and commitment strong

StrategyFuture Career Goals : 

StrategyFuture Career Goals I will utilize tools such as SWOT and Balanced Scorecard to implement strategic planning to help the organization move forward by making their vision and mission a reality.

Contemporary Organizational Leadership Assessment : 

Contemporary Organizational Leadership Assessment Strategy portion I scored a 54

Assessment: StrategyStrengths : 

Assessment: StrategyStrengths Encouraging others to act on information not assumptions Clarifies problems before trying to solve them Uses assessment tools to learn the needs of the organization Thinks about the “big picture”

Assessment: StrategyWeaknesses : 

Assessment: StrategyWeaknesses Does not look at problems from different angles Does not take different points of view into account Does not take into account problems can be perceived differently by others

Empowerment : 

Empowerment “Communication and information are the lifeblood of empowerment” (Ginnodo, 1997). Giving people knowledge, skills, self-awareness, authority, resources, opportunity, and freedom to manage themselves and be accountable for their behaviors and performance” (Gill,2006). Based on trust

EmpowermentPast Organizations : 

EmpowermentPast Organizations Not encouraged Empowerment perceived as a threat No sharing of information

Empowerment Current Organization : 

Empowerment Current Organization Buy in felt from empowerment Free sharing of information Task delegation Transfer of authority

EmpowermentFuture Career Goals : 

EmpowermentFuture Career Goals Continuation of empowerment Generate a sense of respect Delegate tasks

Contemporary Organizational Leadership Assessment : 

Contemporary Organizational Leadership Assessment Empowerment portion I scored a 61 “Trust is the basis of all healthy relationships” (direct communication, R.Clipper PhD., November 30, 2010).

Assessment: EmpowermentStrengths : 

Assessment: EmpowermentStrengths Ability to create and environment of trust Ability to actively mentor and coach subordinates Promote communication processes that make it safe for others to say what is on their mind Ability to offer people and active role in decision making when the decision affects them directly.

Assessment: EmpowermentWeaknesses : 

Assessment: EmpowermentWeaknesses Inability to easily release power Lack of trust in direct reports Protecting group from those who will use their power to hurt collaborative process

Influence, Motivation, and Inspiration : 

Influence, Motivation, and Inspiration Herzberg motivation-hygiene theory Power, types of power, and how it is used Communicating vision clearly and eloquently

Influence, Motivation, and InspirationPast Organizations : 

Influence, Motivation, and InspirationPast Organizations Recognition offered to direct reports Expert power utilized My supervisor did not offer recognition or motivation. Abused her positional power Lack of goal alignment

Influence, Motivation, and InspirationCurrent Organization : 

Influence, Motivation, and InspirationCurrent Organization Goal alignment Recognition, perks, good compensation, benefits offered Positional power utilized

Influence, Motivation, and InspirationFuture Career Goals : 

Influence, Motivation, and InspirationFuture Career Goals Responsible use of power Inspire others to align goals by setting and example Motivate others using recognition,rewards, and other means available (compensation, benefits, etc…) Fine tune actions and communication to reflect new knowledge

Contemporary Organizational Leadership Assessment : 

Contemporary Organizational Leadership Assessment Inspiration, motivation, and influence portion I scored a 62

Assessment: Influence, Motivation, and Inspiration - Strengths : 

Assessment: Influence, Motivation, and Inspiration - Strengths Uses personal power responsibly Recognizes effects of emotions on work performance Recognizes personal impact on group dynamics Seeks advice, builds consensus, and creates a positive spirit

Assessment: Influence, Motivation, and Inspiration - Weaknesses : 

Assessment: Influence, Motivation, and Inspiration - Weaknesses Does not show confidence in the capabilities of others Does not actively seek change in others behaviors

Ways to Improve Leadership Competencies : 

Ways to Improve Leadership Competencies Needs to focus on self-awareness Create alignment between the five functions and the organization Practice what you preach Use power beneficially to empower and motivate Create teams Select employees that will be a good fit

Linking the Five Functions of Leadership Development : 

Linking the Five Functions of Leadership Development

Conclusion : 

Conclusion “Leadership can be learned only by actually doing it, feedback, application, and practice” (Gill, 2006, p. 290). The more I practice the methods I have learned and try to implement them into my daily work life I can continue to develop my leadership competencies and continue to grow as a leader.

References : 

References Gill, R. (2006). Theory and practice of leadership. Los Angeles: Sage Publications Ginnodo, B. (ed.), (1997).  The Power of Empowerment:  What the experts say  and 16 actionable case studies.  Arlington Heights, IL:  Pride.

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