The best example.
An example of a leader is a person that guides and provides security for a group of people to look-up to. Examples of competence in leadership are leaders such as Martin L.K., Gandhi and Abraham Lincoln etc.
In my case, the best example was when I was put together to work in a team with people I have never met before and from that experience, I had to use some leadership skills to solve certain situations. Within the group everyone had their differences; some were more willing than others to contribute other were more open and therefore easier to communicate.
What I believe is meant by ‘leadership’
I believe a leader is a person that you can trust in their leadership choices. A leader is also a person that would sometimes be able to communicate to people for certain decisions or even future visions, as well as listening to other people’s contributions and leading by example. A leader is essential for everything to function smoothly without any unexpected events occurring. The position of a good leader is challenging as one is always faced with having to deal with a generous amount of different people.
I personally believe that people such Abraham Lincoln or Nelson Mandela were leaders because of what they fought for (their vision).
Context: brief details of the circumstances, event or activity when I gave leadership to others
A context in which I had to take in the role of a leader was during a group work presentation where most members didn’t feel like contributing in the work, therefore, leading minimum to no communication in the activity. I had to step in and get in contact with the members of the team and negotiate with them on how their contribution can signify the overall outcome of the project. Also, I had to encourage their contribution by talking about how the achievement of each member can contribute to the positive outcome of the overall project. Furthermore, another circumstance in which I took on the role of a leader was when the contribution of one member’s point was not universally accepted. I had to negotiate with the rest of the members as well as with the member that made the point in order for everyone to come to a valid adaptation.
Level of responsibility on this occasion. The scale and scope of the work or event.
My level of responsibility for this particular occasion was quite challenging especially having to gain everyone’s attention into communicating with me as well as contributing to the activity. The scale and scope of the event were for the group to create a poster which will then be presented in front of the class, every member had to contribute in some points or ideas which they will then present in the class presentation. At the very beginning, my level of responsibility for this occasion was just as equivalent to the rest of the members until I took the initiative to ensure that the whole team contributes as well as leading by example.
Personal contribution: what I did
My contributions to the teamwork were developing some points as well as share some constructive ideas with the rest of my members. Towards the end of the individual submission of the group work, many members appeared to have been unaware that they were also supposed to submit the group work. My responsibility increased at this stage when I took the initiative to ensure that the whole team was clear on their final task, by sending a message into the group chat that was created, a clear message with what every member was supposed to do. A constructive way of thinking about this is to make it clear to the whole team where they fit in by drawing attention to achievements that might be more visible as well as clarifying how successful outcome would be each member within the team.
Who else was involved – and what they did. How I involved other people, such as delegating authority or seeking opinions.
I and another member were more or less responsible for the project’s outcome and making the project function to suit the members’ individual differences, as well as ensuring that everyone was clear with what they were supposed to do so as to minimize the feeling of uncertainty. In order to keep everyone involved in the project, I had to know what different people can contribute to the project. To start involving members into the project I began to seek opinion face to face because when I texted them they were more likely to ignore it. Also, I would try asking them questions so I would be able to see whether they were understanding of what they were supposed to do and what our vision was for the outcome of the project.
Example of leadership skills I exercised.
An example of a leadership skill I exercised was communicating well with the members, ensuring that the whole team was clear about their individual contributions and the purpose of the project as well as encouraging contribution from each member. Furthermore, another leadership skill that I exercised was the ability to receive criticism from my members by acknowledging the feedback; it wasn’t easy especially since I thought my idea was great. Moreover, using constructive questions and answers was very important in order to understand why each member made the choices or took the step they did, within the group this was used frequently to make it clear to everyone what has been done individually. (It helps each member to stay updated).
How I took on board the opinions and feelings of other people.
If the opinions were relevant to the project I would consider it as a constructive point and I would try to adopt the points made. In term of feelings, I had to create around myself a relaxed atmosphere in which the members would feel relaxed and be able to confide in me for any kind of feeling they had. I had to ask for what they wanted and consider if their request was practicable. Also, I had to be reasonable and negotiate with them so that we would all come out with a mutual understanding. The opinion of the rest of the members didn’t have much of an effect on me personally; however, the way they felt could have had an impact on the way they contribute.
The outcomes. What happened?
The outcome was positive, many of the members were generally stressed about other modules they had and therefore tried to avoid any contribution to the group. As mentioned earlier, I had to create around myself an open and relaxed atmosphere by smiling and understanding of people’s feelings. By creating this open and relaxed atmosphere more and more member who were in distressed would come up to me and talk to me about it, we would then end up negotiating into how they can manage themselves as well as helping them emotionally by listening to them.
What worked well on this occasion?
The mutual understanding for one another was what worked well. Many of the members had personal things in common which lead to sympathy and mutual understanding for one another. The willingness to trust one another developed as everyone worked hard and were always noticed and appreciated for trying. Furthermore, the ability to negotiate clear targets for each member to pursue and make sure that the feeling of uncertainty was kept to the minimum, however, whenever there was still present the feeling of uncertainty any member who understood was ready to offer clarify.
What lessons did I learn from this occasion?
I have learned that not everyone is like me, willing to fully commit to the project, willing to communicate etc., I had to learn to accept everyone’s differences and adapt to their strengths and weaknesses. Furthermore, I learned that communication is essential for the whole project to run, without it we would have been unsuccessful in the end. Another lesson that learnt was being able to demonstrate the value of all the team members so I could motivate them to contribute as they would always know that their opinion will always be valued. Even myself experienced it, it is really a great feeling to know that your opinion matters.
What would I do differently on another occasion?
In another occasion, I would try to speak up my mind more openly instead of keeping things to myself. Also, I would try to offer more positive solutions within the group.
Moreover, The change I want to bring about is to offer a clear and motivating ‘vision’ as well as treating each individual member of the group with fairness, courtesy and consideration. Furthermore, being appreciative of each member’s contribution will motivate each member to further contribute because it will demonstrate how everyone’s suggestions and comments are considered and adopted. Also, I would improve my time management so that I will be able to balance thing without feeling so much pressure as I felt during this project.
How typical is this example for me (a daily occurrence/ weekly/occasionally/rarely)?
It is an occasional occurrence because it all depends on the type of team one is put to work with. However, it is very common to meet people who might not be willing to compromise or contribute to an activity. If this was a recurring situation, there is a necessity to set a vision within the group so that every member can see the benefit of achieving the vision from a personal and individual perspective. In order to do so leading by example, appreciating every little contribution, being considerate of each member and negotiating clear targets will help in the outcome.
Brief details of a recent (or second) example
A recent example of a competence in leadership is when a leader focuses on the successful outcome of the group by ensuring that the team functions smoothly and intervene when it is not functioning smoothly. In my case, this was applied a lot.
Within the group, there was some lack of motivation and positive vision for the outcome of the project. This lead to some lack of communication on what everyone’s contribution to the project should be. Most often, the members of the group lack the sense of commitment, they would initially agree to take part in the project and then end up not doing it.
Brief details of a third, preferably contrasting, example.
A leader focuses on the successful outcome of the group instead of focusing only on their own personal benefits or demands would make a good leader. An example could be Hitler, who only focused on his objectives without caring to negotiate or understand the feelings of the people around him.
How could this competence be applied to other situations?
This competence could be applied to other situation where communication, understanding and improving relations with others are factors needed. In many workplace environments, these are necessary skills to have, as well as persuading and negotiating with people. In my everyday life, there will be situations in which a competence in leadership would be beneficial for me to use outside a team environment. For example, political leadership, religious leadership and many more.
How do I measure my success with this competence?
In order to measure my success for this competence, I would be able to see it from the behaviour of each member of my team as well as the outcome of the project. I noticed that more people were willing to share their own ideas and listening to others ideas too as well as adopting each other’s ideas in the project. Another way I measured my success for this competence was from the fluency of the communication within the group. Since my group members and I didn’t know each other, it was challenging to talk to one another but we ended up sharing visions and opinions. This is a how I measured my competence and I conclude that I was successful in what I have done.