DEVELOPING LEADERSHIP AND MANAGEMENT SKILLS

STUDENT NAME

ID NUMBER
TABLE OF CONTENTS

Introduction.................................................................................................................................................1
Comprehensive review of management and leadership skills......................................................................1
Psychodynamic approach........................................................................................................................1
Learning techniques by Kolb...................................................................................................................3
To address my areas of weakness, I will create organizational and leadership planning process.................3
Conclusion...................................................................................................................................................4
References...................................................................................................................................................5
Introduction
The ability of each aspiring individual to develop skills that help them to make judgements and
decisions that impact a population or an organisation by inspiring workers or employees to be
productive and succeed is referred to as leadership skills (Weigel, 2012). These leaders therefore
possess the skills that are impactful and keep the organisation and the whole people up to their
tasks by giving any guidelines that are essential for success and leading to a positive gain such as
profits in business. In this report therefore, I am going to analyse some of my leadership and
management capabilities, my personal plan to achieve leadership and management skills and the
activities will be critically analysed.

Comprehensive review of management and leadership skills

Psychodynamic approach
According to this theory, we find out that human beings are not easy to handle since they are not
all similar in behaviour and character in that what an individual perceives and partakes is not like
what another individual is making of (NorthouseandPeter,2016). These characteristics are what
is composed of in psychodynamic theory of leadership simply because this model focuses on
human behaviour and that if we take time to study and understand the adaptability of human
beings, we can be able to produce an amicable judgement that allows us to become competent
leaders. This model is therefore realistic in an organization because it has two reasons. The first
one is that if a leader is self-examined and could tell what is going on in between them and able
to control their emotions and give respectful responses can be a good leader towards other
individuals effectively by translating what happens in between them to others. Secondly is that if
the individuals are skilful enough and can talk about their teams’ emotions and other
characteristics, they can lead their leadership styles towards them and achieve in managing them
(Pennsylvania State University, 2017).

When I therefore assess my capabilities through this model, I found out that I am a good critical
thinker, and I am good at observing other peoples’ behaviour and reactions. This being my major
strength, I can tell whenever individuals feel irritated or uncomfortable during their job
dischargement and therefore I help in consoling them to be motivated and keep going since
human beings are made of emotions and these emotions may in one way or the other affect the
way they discharge their duties. As a good observer therefore, I will therefore apply this skill in
the workplace and get to engage those who are affected to overcome the challenges and become
productive. When I will be giving and making judgements, I will implement by critical thinking
skills so that I can solve the challenges that happens in between the employees by being logical
enough to my judgements such as being straight forward and oriented towards achieving success.
As a leader also I am cooperative towards my employees, and I am always there for them
whenever there is need such as meeting the deadlines, rectifying various mistakes that happen
and controlling work related stress among the employees in that when the individuals are
working, they find themselves stressed and therefore being there for them is needlessly essential
since I am cooperative. In this model also, I have a weakness of lacking patience especially with
the individuals who take long to adapt to the changes and not able to deal with their own issues
even after handling them. This situation always makes me lose my temper and therefore I usually
confront those individuals who are on the wrong and, I cannot think critically after losing temper
and cannot communicate effectively to the employees. Loss of temper leads to a loss of
concentration and therefore this affects the productivity of the employees. Based on this model, it
is evident that the way we express our emotions is critical in defining our capabilities
(Northouse, 2016).

Learning techniques by Kolb

According to Kolb (1984), learning occurs in four methods that is encroaching, deviating,
assimilation, and embracing. Therefore, when analysing this model, we realise that various
individuals are diverse and therefore they tend to gain skills through different perspectives
instead of the whole idea in that people want more experiments so that they can acquire skills.
From one perspective of Kolb that is diverging, we find out that individuals look at things in
diverse ways and because they are touchy, they usually decide to watch as they happen rather
than doing so that they can acquire what comes out of it and make thoughts to deal with the
challenges. These are mostly those people who are emotional and wishes to do jobs in groups.
When we look at assimilation, we find out that individuals deal mainly with a logical approach in
that ideas and skills are essential than individuals. The humans in this scenario require a clear
direction than being practical. In the next step of converging is where now the individuals try to
solve the issues through their leant skills to find answers. These kinds of people only want
technical jobs as they are not concerned with perspectives of the people. In accommodating
phase, we find out that the individuals here utilize the evaluation of others and tend to use
practical and experimental methods since they want new challenges and experiences to tackle
plans (Kolb and McIntyre,1984)). Through Kolb’s model, I found out that I love being given a
clear direction rather being practical since as a leader you should not dare mess with other people
since it will result in failure. I am a convergent type of leader also since I can make my own
decisions rather than getting the ideas from other people to solve emerging problems. My
weakness as a leader is that I could not work in a group since am an introvert and therefore
working in a group was a major challenge to me.

To address my areas of weakness, I will create organizational and leadership planning process.
Leadership Type of Action plan Timefr evaluation
skill I need reinforcement ame
cooperation Taking part in Do my duties 4 weeks Get responses
debates with together with from
large audience other colleagues colleagues
to help me bring
out a sense of
togetherness.
Control Reading more Get views and 6 weeks Getting views
emotions on stress control directions from from the
and reducing the seniors employees
temper
Patience Control To give 4 weeks Peer responses
emotions by positivity to the
being a good workers
listener before
judging
Self-reliant Taking notes Tackle tasks and 7 weeks Senior staff
about personal duties without review
development making
 consultations

Conclusion

In conclusion, leadership skills are imminent in every individual so that proper administration of
duties are achieved. Through psychodynamic model, I found out that, I am a good critical
thinker, and I am good at observing other peoples’ behaviour and reactions. This being my major
strength, I can tell whenever individuals feel irritated or uncomfortable during their job
dischargement and therefore I help in consoling them to be motivated and keep going since
human beings are made of emotions and these emotions may in one way or the other affect the
way they discharge their duties. Through Kolb’s model, I found out that I love being given a
clear direction rather being practical since as a leader you should not dare mess with other people
since it will result in failure. I am a convergent type of leader also since I can make my own
decisions rather than getting the ideas from other people to solve emerging problems. I will
therefore require taking necessary actions to solve my weaknesses for a better future in leading.
References
 Kolb, D. A. (1984). Experiential learning: Experience as the source of learning and
development (Vol. 1). Englewood Cliffs, NJ: Prentice-Hall.
 Kolb, D. A., Rubin, I. M., & McIntyre, J. M. (1984). Organizational psychology:
readings on human behavior in organizations. Englewood Cliffs, NJ: Prentice-Hall.
 Northouse, Peter G. (2016). Leadership: Theory and Practice (7th ed.). Thousand Oaks,
CA: SAGE Publications, Inc.
 Pennsylvania State University. (2017). Lesson 3: Psychodynamic Approach. In
PSYCH485: Leadership in Work Settings: Spring 2017. Retrieved from:
http://psu.instructure.com.
 Weigel, R.A., 2012. School leadership skill development.