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Leadership Reflection Paper

1378 words - 6 pages

As a Senior Human Resources Officer and a Leader in the United States Army, I found this class not only to be very informative, but very useful for future practice and application. Through the myriad of different leadership theories and approaches, I have developed a better understanding of the historical, political, social, cultural, psychological, and organizational contexts in which leadership occurs. I am knowledgeable on several ways to identify personnel who may be make for better leaders using the Trait Approach, Skills Approach, and Style Approach. I am also able to better match leaders with subordinates by using the Situational Approach, Contingency Theory, and Path-Goal Theory. ...view middle of the document...

However, using the Leadership Trait Questionnaire (LTQ) during the hiring/promotion process could help identify personnel who currently have those traits. I fully believe that leadership traits can be developed over time through experience and learning. With the complexities and advance nature of the human brain, it is how people are developed through life that makes them into effective leaders; it is nurture, not nature. However, most organizations are looking to hire leaders who have already developed the leadership traits to a certain degree.  That can be explained why people who go to college are more likely to be hired over those who do not and why people who have been in positions of leadership are more hirable than those who have not; college serves to develop leadership traits as well as other leadership experiences. Organizations prefer hiring personnel who already exude high levels of leadership traits that they do not have to develop any further.   However, with that being the case, most organizations have programs to make their employees even more effective leaders because they know that the leadership traits can be even more developed. The LTQ could be used in the workplace to identify personnel who could benefit from leadership trait development training.
The Skills Approach is a great way to evaluate an individual’s leadership competency and capability. An organization can identify how developed candidates skills are using Katz’s three-skill approach of evaluating technical, human, and conceptual skills with the Skills Inventory Questionnaire. While all three skills are important for leaders to have, some are more important depending on the leadership position. If hiring someone for a supervisory position, you would want someone who possesses strong technical skills, if hiring someone for a top management job; you would want someone with strong conceptual skills. The Skills Inventory Questionnaire is also a useful tool that I would use for employees to for personal awareness and development.  As leadership skills can be learned, employees can assess their skills and understand their leadership strength and weaknesses; then actively work to develop their skills. As an HR Professional, knowledge of employees’ strengths and weaknesses could be used to formulate leadership development classes.
The Style Approach is another method I would use in identifying leaders. Specifically, I would use this approach to identify the leader behavior characteristics I want for my organization. Using the Leader Behavior Descriptive Questionnaire (LBDQ), I could identify the level of task and relationship behavior for each candidate. Based on the type of organization I was an HR professional for and the type of position I was hiring for, I could then parlay that knowledge to help hire the individual whose leadership style best matched the position using Blake and Mouton’s Leadership Grid. The Leadership Grid depicts leaders concern...

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