Hod 36145
Hod 36145
Hod 36145
In order to identify my qualities as a leader I have taken personality tests from mind tools which
are based on Goleman’s theory [refer to appendix 1]. This shows my score as 59 which is fair
and considers myself as an emotionally intelligent person. These are the skills that are highly
required in my future.
The democratic leadership style has its own pros and cons depending on the situation. Pros of
this style:
● I have always gained popularity among my seniors and fellow students and colleagues
during internships. This has been possible since I acted as a listener and always allowed
other to speak and express their opinion
● The negotiations, communication and convincing skills as a leader also helped in the
process of taking correct decisions
● The team members are always motivated as the style encourages creativity and
innovation and in my group projects I always try to promote the motivational talk
Cons of the style:
● Since I allow everyone suggestions, it takes too much time to come to a conclusion
● It sometime reflects my friendly nature in negative lights and shows lack of expertise
● This style also is not considered highly effective during crisis and there are high chances
of dealing with rejection
Leadership competencies that is required to be developed and importance of it in future
employability
The basic competencies which are required to develop as a futuristic leader is to work under
extreme organisational pressure. Keep my mind calm and composed and make decisions which
are appropriate for the organisation. Moreover, I need to give the teammates enough freedom to
think on their own and become innovative while they come up with new ideas for organisational
growth. Personal obligation and decision-making capabilities are some of the finest qualities of a
leader that a student should develop and I have to focus on these aspects highly. I also need to
work on my time management skills since it is important to be punctual to become successful in
any job given. Early rising and starting any work early allows to develop the competencies and
finish every job on its deadline. It starts at primary level in the college by leading small project
teams and building networks to accomplish the given task.
Part B- Reaction and resilience to change
I have experienced one change in the last six months that is related to work or studies. It is
important for myself or future graduates to be resilient to change to cope up with any unexpected
situation. The current organisation that I am working in is Sky Tv. I am posted as a manager in
the technical department and look after the complaints that are registered for the broadband
services we provide and check whether they are fulfilled or not. For the last few months the
company is automating these complaint registration processes and allowing IVR (Interactive
Voice Response) to take calls and record the customer complaints. The change is automating the
services with the use of Interactive Voice Response and reducing human interferences. In short
the company is introducing an automated complaint registering system.
As a manager, I always make new changes which are going to improve the organisation’s
reputation and their service. The automation in the complaints and solving them helps with
queue free services as human representatives can take calls one at a time and the customers have
to wait in the queue.
Before the change I felt pretty much excited to welcome a new change in the workplace of Sky
Tv. During the change, I felt it was hectic to process any change in the organisation. I felt the
dire need of discussion with team mates before processing any kind of change. The change was
only communicated among the CEO and the manager and the subordinates. Rest of the
employees were unaware of the change and there was a commotion created of losing jobs due to
automation. During the change the employees were fearing the stability of their job. After the
change was processed I felt that the cost cutting technique is unethical and needs to be improved.
I also felt the people who have lost jobs due to the change need to be replaced in different other
sections of the company. On the other hand, I was happy to receive change and supervise it.
The behaviour of mine suggests that I show empathy to people, on the other hand I am not
against any kind of change for organisational benefit. My self-awareness feature can be looked
upon here. In reference to the Goleman’s theory I can say that I have welcomed the change with
open heart and participated to take necessary steps to manage the change. However, the thought
of people becoming jobless due to automation broke my heart and triggered an empathy feature
in myself. As per the Daniel Goleman theory, empathy is all about understanding the reasons
behind the employees creetain behaviours or poor performance. It also suggests providing
assistance to the subordinates when they are in need.
During the change I communicated with all my subordinates regarding the change and asked
them not to panic before the change occurs. I motivated them to accept the change by stating to
them the benefits of an automated complaint registering system. I also assured them that the
change will not impact their jobs and they will be placed in different other sections of the
company.
It could have been done better by allowing the staff members to get prior training on the change.
Preparing and notifying them about the transition could have been done. The staff could have
been assured that their job is not at stake and the change is going to help the company with
revenues and improve customer service.
I obviously did it right, since as a future leader I cannot let the company face any kind of loss. I
am entitled to ensure the customers are getting the services on time. It is my duty to accept the
change and motivate others to do so.
As a part of my personal qualities I have built personal rapport with the company members. This
satisfies self-awareness and social skill building qualities as per the Goleman theory. Due to my
good rapport with the employees I was able to convince them to keep calm in the situation and
accept the change. This nature had shown my qualities as a leader to communicate a change and
convince subordinates to accept it. Allowing the change to occur showed my openness to change.
Hence, my reaction is justified.
I believe it had some good impact on my employability. Since the employability is superiorly
dependent on the qualities that we possess,the way I have handled the situation has impressed my
superiors. They often comment on my spirit of accepting change and motivating others to accept
the automated complaint registering system.
Part C- Brief development plan
Time The plan is to use the Identification of The early rising 3 months
management Pomodoro clock to task and setting and starting up any
divide the tasks into 25 timer for 25 work early is the
minutes of small minutes; key to success. I
chunks and focus on it. look back on my
After every 25 minutes performance five
of work I will have a 5 months back and
minute break. This will take a performance
manage the breaks evaluation test
taken and improve the after use of
focus. Doing a lot of pomodoro clock to
work for hours can be understand
boring, hence improvement.
following this method
is expected to put some
life in the work.