When we are more aware of how our values and beliefs manifest in our behaviour, we are better able to comprehend the behaviours of others and develop productive relationships with those people around us.

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Leadership Development Activity
A team can be made or broken by the leaders. While more individuals are being asked to take on leadership roles, the road toward becoming a good leader is lengthy and sometimes not easy. Leadership activities are an excellent way to hone the skills and competencies required to be an effective leader. I chose to convince people to help elderly individuals residing in a secluded neighbourhood by picking up trash and raking leaves. I believe that individuals have an inherent desire to participate in community development. If I could offer the right kind of incentive and inspiration to carry out the task, the individuals asked to participate in my activity would do so convincingly and confidently. As a progressive-thinking future leader, I undervalued the necessity of learning new leadership tactics, establishing my self-awareness, and setting realistic, achievable goals. This exercise allowed me to explore new avenues of leadership and how that corresponded to people doing things they would not normally do.
Emotional intelligence is the first main component that has altered my perspective on developmental leadership. Prior to taking this class, I was aware that certain questions and stressors prompted managers to vividly criticize their employees. But I never looked beyond the surface of what might be causing those outbursts. I now understand that managers should be able to control their inner feelings and outward emotions. According to Dopson et al. (2019), self-monitoring moods and emotions will not only make one a more fruitful leader, but it will also improve the mood of those around the individuals. It is important to always to identify whether your actions would impact people with negative moods and poor attitude, causing them to replicate those moods, or identify whether one should get inspired to have a positive outlook and work creatively to solve problems with a “can do” attitude. Overall, it was incredible to see individuals from diverse backgrounds come together and contribute to the community.
The second belief that challenged my perception of ideal leadership was that of empowerment. In my previous posts, I was given instructions from superior officers and then assigned those tasks to fellow colleagues. We were never asked to find methods to empower our colleagues. In general, this implies that it is important get the job done because that is expected of oneself. Any creative deviation from the task was frequently met with suspicion and condemnation. By being a transformational leader on purpose, my team that comprises of three individuals and a supervisor will have access to as many resources as possible to complete the task. Initiative and hard work will be essential in achieving their objectives and completing the community’s assigned tasks. To effectively manage the exercise with my team, I will need to get the individuals to take possession of the exercise and cumulatively assert our strengths and weaknesses. I must be an excellent managerial role model to achieve these uplifting objectives. As a result, I hope it inspires others to lead and serve as a model to others.
The other aspect involves self-awareness. Self-awareness is the ability to recognize how our behaviours have been shaped and the impact our strengths and flaws can have on those who surround us. When we are more aware of how our values and beliefs manifest in our behaviour, we are better able to comprehend the behaviours of others and develop productive relationships with those people around us. Self-aware people are not only more knowledgeable of their preconceptions but also best prepared to establish limits and inhibit their emotions from negatively affecting a situation they are dealing with. Building self-awareness is critical for community service worker training experts to provide quality care. Reflection is one method for increasing self-awareness. Reflection can be used after both positive and negative conversations. It entails asking oneself how one felt about a circumstance, why it unfolded the way it did, and what strong or weak points in one’s behavior may have influenced the circumstance (Perruci & Hall, 2018). In this case, individuals that engage in community work can improve their understanding of their personal qualities through reflection, which will help them acknowledge these characteristics when they appear in interactions with the elderly individuals. Individuals who lack self-awareness could unintentionally let their sentiments to impact individual interactions. In such cases, people could struggle to create borders between themselves and the cases they handle, allowing their feelings to be embroiled with those of their service users. The three individuals enrolled in community service plans should lay emphasis on increasing self-awareness to sustain a healthy work-life balance and offer additional quality care to community members.
Conclusion
Looking back on these remarkable experiences inspires me not only as a forthcoming community leader but also as a civilized citizen. As leaders, we should always remember to talk to people’s souls. Make them believe in the message you are delivering in such a way that they feel encouraged and motivated to complete the task without resistance. We also need to remember to set a positive example. Be the first to put yourself out there and dare to effect the change you want to see in your surroundings. Always offer good praise and constructive criticism. Sometimes, I fail and lose sight of these important leadership skills. Still, I believe I have learned enough to continue honing my leadership qualities through self-awareness, interpersonal skills, and inspirational motivation. This kind of community initiative is vital for my future leadership growth and is well worth the numerous hours of exam preparation and sleeplessness in writing nearly error-free documents.

References
Dopson, S., Ferlie, E., McGivern, G., Fischer, M. D., Mitra, M., Ledger, J., & Behrens, S. (2019). Leadership development in Higher Education: A literature review and implications for programme redesign. Higher Education Quarterly, 73(2), 218-234.
Perruci, G., & Hall, S. W. (2018). Teaching leadership (pp. 9-22). Edward Elgar Publishing.

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