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January 24, 2024

Leader within the Organization

Leader within the Organization


Leadership entails the process of motivating, influencing, and enabling colleagues to contribute towards the success and efficiency of the organization. It is best viewed as more of a role rather than a position assigned to an individual.  In company solutions and opportunities are offered at all levels of the hierarchy of authority. Leadership is an integral part of an organization as it helps identify and promote positive behaviors and develops a positive work culture. It is also entrusted with motivating employees and evaluating employee response to the proposed organization’s change. Herein, the paper will assess the leadership of Lieutenant Waymando Brown and Chief Warrant Officer Robert Holden by using leadership theories as to the basis. It will further analyze personal strengths and areas of development relating to leadership. The paper will conclude on a personal opinion of leadership and its importance in the organization.

Lieutenant Waymando Brown Port Security Unit 308

Background Information

Lieutenant Waymando was awarded the Captain John G Witherspoon Inspirational leadership award in 2018. He serves in the Coast Guard Reserve unit 308 in Kiln, Mississippi, as a shore-side division security officer (Ratliff, 2018). In the article, his leadership qualities were best illustrated during the deadly hurricane Maria that swept Puerto Rico in 2017. Officer Brown led his team during the challenging operations during the storm. Markedly, the Coast Guard Reserve unit is a contingency based workforce that is trained locally and deployed globally to support disaster response and recovery.

Leader within the Organization

Leader within the Organization

Leadership Qualities and Leadership Styles

Officer Brown has displayed a lot of leadership traits. He is always quoted to put his crew first being exemplary by putting people in positions he would only want to be put on and very focused on the mission. Such traits blend well with the qualities that are discussed by the trait theory of leadership. As per the method, these traits are inherent and make individuals better leaders. His self-drive best illustrates his exemplary leadership to being operational in the boat and leading the charge when in the field with the crew (Ratliff, 2018). Markedly, behavioral theories of leadership believe that great leaders are made and, as such, focuses on the action of leaders, which he has performed excellently. He says that his team knows that he is not going to ask them to do something that he cannot do.

Similarly, he has excellent communication skills and very approachable as elaborated on how well he interacts with his team members. They find it easy to engage him in personal matters, disturbing them. Transformational or relationship theories can analyze this. The approach focuses on connection formed between leaders and followers. The fact that team members are willing to discuss their matters with Brown as their team leaders show how good his relationship skills and team leadership is (Ratliff, 2018). The relationship theory also suggests that leaders with such a style have high moral and ethical values and know-how to motivate and inspire people by helping team members to see the importance of the task at hand.

Leader within the Organization

Based on situational circumstances, the hurricane Maria that swept Puerto Rico was deadly and was classified as category five hurricane and was the worst natural disaster to have ever hit Puerto Rico and its neighboring islands (Padgett, 2017). The fatality was estimated at around ninety-one billion US dollars, to show how severe the damage was. Evaluation of Brown’s leadership based on situational theories is quite impressive. Firstly, because it the leading factor in consideration to be awarded the captain John G Witherspoon Inspirational leadership award. Situational theories suggest that leaders should choose the best course of action based on a situational variable. Therefore, different styles of leadership may be appropriate for specific types of decision making.

The catastrophe resulted in structural damage, flooding, communication outage and landfalls, lack of water fresh running water along with widespread power outage being significant considerations in the rescue mission (Padgett, 2017). Similarly, reducing the loss of life through search and rescue plans, as well as the preparations for the storm, were well executed the protection of the rescue equipment from the storm path exceptionally.

Transformational leadership perceives leaders as agents of change. It entails creating, communicating, and structuring a shared vision for the institution. Such a leadership style is evident in Brown; for instance, he is at the forefront taking a lead of operations by communicating and illustrating how he likes things being done (Ratliff, 2018). Additionally, he portrays his commitment to crew members by the desire to help them with their issues affecting them. The fact that Brown does not sit back and issue orders demonstrates his commitment towards the vision.

Leader within the Organization

Charisma is an essential trait for an effective leader and also an integral component of transformational leadership (McShane & Von Glinow, 2018). It is a personal trait that claims reverence from followers and colleagues. It is embedded in communication and improves a leader’s motivational ability. In the context, it is hard to identify Brown’s charisma due to the limited information about the matter. The importance of transformational leadership is that it channels more commitment from subordinates and also improves employee satisfaction.

Notably, Brown has displayed both task aligned and people aligned leadership. Task aligned leadership establishes well-defined processes, plans work events, sets objectives and deadlines, assign work, and delegate responsibilities (Landis, Hill & Harvey, 2014). Conversely, people aligned direction shows empathy to colleagues and subordinates, listens to employees as well as appreciating employees and considering their needs. People-oriented leadership can be examined further into servant leadership. Such leaders are described as ethical, humble, and empathetic, and they assist people in need fulfillment and individual evolution and progression. Such traits are observable in Brown’s leadership because his leadership style does not elicit superior status, nor does it draw attention to himself but instead leads through example.

Leader within the Organization

Theoretical Analysis

The exemplary leadership characteristics described above are linked to the path-goal leadership concept. It proposes that leaders ought to be servant leaders at all times. It applies the contingency managerial approach and utilizes the best plan depending on the prevailing circumstances (Landis, Hill & Harvey, 2014). It is also promoted due to the diverse nature of subordinate, relationship factors in a chain of command as well as work environment as influenced by organizational behavior. The leadership style is aimed at striking a balance between employee satisfaction and expectations with the achievement of set goals. It sheds light on the connection between leadership and the expectancy theory of motivation as well as rational decision making.

The contingency approach evaluates a leader’s effectiveness based on the individual’s natural leadership style matches the prevailing situation (McShane & Von Glinow, 2018). Brown is an active leader, as his leadership style is adaptable to circumstances. The theory, however, acknowledges that the best leadership style corresponds to situational control of the leader, which is influenced by the design of the tasks, work relationship, and position power. Notably, most leaders tend to choose the leadership style that is consistent with their values and personality. Leaders of high agreeableness, such as Brown, prefer a supportive leadership style to accommodate their benevolent values.

Leader within the Organization

Based on an implicit leadership perspective, subordinates’ perceptions affect a leader’s effectiveness.  It illustrates why officer brown much relies on exemplary leadership to influence the opinion of his assistants on the task structure, his vision for the attainment of predetermined goals, and his overall direction (Landis, Hill & Harvey, 2014). It is because, through demonstration, leaders can show practical ways of dealing with problems and create a positive impression of their leadership skills on their junior employees. However, the theory also notes that leadership perspective is affected by leader prototypes, which are preconceived beliefs about the traits and behaviors. Such believes nurtured by socialization in the society and at the family level, determining subordinates’ expectations and acceptance of an effective leader.

The trait theory is also an excellent approach to evaluate whether Officer Brown is an effective leader. It holds that effective leaders possess several common personality traits that make them successful (McShane & Von Glinow, 2018). Those attributes range from self-drive, personality, motivation, cognitive and emotional intelligence, integrity, and self-concept (Wilcox, 2016). For this paper, we will evaluate self-concept and emotional intelligence. The attribute entails a strong sense of self-belief, self-awareness, and self-evaluation of their leadership skills and ability to achieve predetermined goals.

Leader within the Organization

Brown portrays a high level of self-concept. He acknowledges his leadership strengths, which are being operational, taking charge of events, and possessing excellent communication skills. It shows that for a leader to be effective, he or she has to view self-awareness as a great asset. Similarly, his emotional intelligence is impressive. He understands that through self-awareness, he can use his personal experiences in offering help to subordinates undergoing similar life and family challenges to what he has previously undergone.

Chief Warrant Officer Robert Holden   

Background Information

Robert Holden previously served as a Chief Petty Officer at Air Station Detroit. He got promoted to the level of a Chief Warrant Officer after an exceptional performance in the previous position. His duties included managing a unit of search and rescue mission, supporting tier one mission requests for presidential security (Saylor, 2017). Additional functions included performing level one natural disaster management and recovery, where he spearheaded two such events along with the performance of proficiency deployments that supported updates on the winter hard water season (Surace, 2019). In all the duties and functions he coordinated, he maintained a perfect dispatch rate, which is a preparedness measurement.  Such achievements led to him being honored with the Master Chief Angela M. McShane inspirational leadership award in 2017 for those in active duty.

Leader within the Organization

Leadership Qualities

Holden has a significant level of empathy and commitment to community values. For instance, championing the shop, a hero event that partnered with the local department store to provide gift cards to underserved children in the community, shows his human capacity. The situation mentioned above illuminates his creativity in solving problems for the society he lives in and the neighborhood in general as a servant leader one should show empathy and commitment to the core values of honor, respect and devotion to duty (Saylor, 2017). For him, effective leaders should have character and responsibility. They face obstacles with grace and conviction.

He is a very dedicated employee and has put in efforts to achieve his goals. His dedication is best illustrated by his willingness to mentor subordinates as well as maintaining a perfect dispatch rate for all deployments as a readiness measure. Similarly, Holden is dedicated to servant leadership by helping community efforts in the betterment of the living standards of the underserved children as well as his willingness to make sacrifices for his colleagues. He is also a humble leader who prides himself in collective success rather than individual accomplishments and highly values honor and respect for others.

Leader within the Organization

Leadership Styles

Styles of leadership changes according to different tasks, situations, and environment upon which a leader makes decisions. Holden has much-portrayed servant leadership, and for him, it is his most valuable leadership style. He is on record to be on a supervisory role of about seventy volunteers who originated from the local community and the surrounding Coast Guard Units in undertaking renovation duties for a Coast Guard Members home. The colleague suffered an assault that left him permanently disabled. Such a move shows the level of dedication and commitment to community values and a high level of team spirit.

His love for the servant leadership style manifests in his personal life. He is much inspired by the lead consultant and Pastor John C. Maxwell, who notes that authentic leadership is for the prosperity of followers and not for the gain of the leader. He reckons that at the position of Chief Petty Officer, where everybody relied on his decisions and depended on him (Saylor, 2017). It is at that point he appreciated and was willing to make daily sacrifices for others to strive to improve everyone who works with him. He acquired the style from servant leaders who natured him during the several missions where they shared pearls of wisdom.

Servant leadership has several numbers of advantages. Firstly it encourages employee loyalty as the employees feel valued as they are engaged in decision making (Landis, Hill & Harvey, 2014). It also leads to high performance, as noted with the perfect dispatch rate maintained by Holden in all his proficiency deployments. Such a return is necessitated by the flexibility and freedom to learn offered to employees to explore and solve problems on their own. Similarly, the leadership style has led to the development of a more reliable and a more cohesive culture resulting from the trust and honesty diffused by the leader.

Leader within the Organization

Holden is also very supportive. His supportive leadership style can be vindicated by the high level of support he offers his subordinates. He is quoted to have dedicated himself to each individual’s plea, which shows a high level of empathy and commitment towards the wellbeing of the staff (Saylor, 2017). Supportive leaders are focused on identifying what changes and support are required to ensure the welfare of their team. They are also focused on giving the employees tools needed to produce results and do not give orders or employ micromanagement. Such a style creates room for a mentoring approach to support the employees.

Holden also applies a coaching leadership style for his junior staff. He acts as a mentor to both the junior and the senior team to ensure they achieve self-actualization. Coaching also entails the ability to inspire and empower while at the same time, accepting mistakes (McShane & Von Glinow, 2018). It creates an open dialogue with the subordinates to have a safe environment for learning, making mistakes, and growing. The leadership style has several benefits in that it empowers employees as well as creating a positive working environment (Landis, Hill & Harvey, 2014). It also reduces the level of employee turnover and is beneficial to an organization during a period of change. Additionally, it improves employee skillset from the high level of personal mentorship as well as knowledge of expectations.

Theoretical Analysis

Situational theories suggest that leaders choose the best course of action based on prevailing circumstances. The fact that Holden was willing to lead a team of seventy volunteers who originated from the local community and the surrounding Coast Guard Units in undertaking renovation duties for a Coast Guard Members home shows the quality of his leadership. The colleague suffered an assault that left him permanently disabled. However, based on the article, Holden’s leadership style is founded on servant leadership more than adopting different leadership styles based on the circumstances. That does not mean that his leadership style is not flexible. However, the theory holds that no one leadership style supersedes others.

Leader within the Organization

Trait theory postulates that effective leaders possess several common personality traits that make them successful. There are inborn leadership qualities such as confidence, excellent communication skills, calmness, integrity, and compassion, along with honesty and patience. Similarly, open-mindedness, courage, and insightfulness form part of a natural-born leader (Wilcox, 2016). Other leadership traits are obtained by training, coaching along with experience and include self-awareness and self-assessment, people skills, problem-solving, and business communication. Holden scores a successful leader based on trait theory analysis. Notably, other factors of consideration for the theory include intelligence, demographical and physiological attributes.

Behavioral theory focuses on actions and specific behaviors of leaders rather than their characteristics. It holds that effective leadership is a summation of many acquired skills, which include social skills, technical skills, and conceptual skills (McShane & Von Glinow, 2018). Holden holds excellent human skills to qualify him to be an effective leader, as depicted by the article through his superb rapport with subordinates, colleagues, and the community generally. Similarly, he is also outstanding in his conceptual skills based on the fact that he can come up with ideal solutions to problems affecting his ex-colleague and the underserving children in the community. His technical skills are indicated by the exceptional record of a perfect dispatch as a measurement of deployment readiness.

Personal Leadership Characteristics

From the leadership self-assessment questionnaire, I was able to evaluate my leadership skills to determine my leadership strengths and potential areas for growth and development.  The questions were open-ended and were ranked based on a scale of one to five points. The minimum point was one representing the likelihood of the leadership activity happening to be rarely true. In contrast, a range of five described the possibility of the action arising to be almost always right. The accumulated points reflected the position towards achieving leadership status. The highest possible score was two hundred and fifty points, while the lowest possible total score was fifty points. I scored a remarkable one hundred and ninety-nine points with the guide indicating a score of one hundred and seventy-five points and above is on the right path to attaining leadership status.

Leader within the Organization

Leadership Strengths

Leadership strengths are essential for improving creativity, desired recruitment policy, and promoting team engagement. From the questionnaire, my leadership strengths are linked with my attributes and skills, a clear understanding of the functions and tasks, strategic thinking, and executional excellence.

Personal Attributes

From my attributes, aspects such as emotional intelligence, influence, relationship building, personality, and self-concept formed part of core strengths. Similarly, self-drive, integrity, motivation, as well as cognitive knowledge, forms part of the advantages founded on personal attributes. Firstly, emotional intelligence entails an individual’s ability to identify and control their own emotions and feelings as well as those of other individuals. From the questionnaire, I scored five points on aspects dealing with excellent communication with colleagues, being honest, and just along with excellent listening skills.

Motivation is an essential factor in differentiating successful leaders from good leaders. Motivation relates to the practice of starting, managing, as well as maintaining objective oriented behavior (Gopalan et al., 2017). It entails social, biological, cognitive, and emotional aspects that initiate behavior. Motivating employees ensures that leaders gain employee respect and also creates employee loyalty. It also solidifies set expectations as well as shapes and encouraging dynamic, unique behaviors. Motivation transforms an organization’s goals into vision, along with improving discipline, work performance, and job satisfaction. It also inspires the self-esteem and self-confidence of employees. I find goal-setting theory and the expectancy theory of motivation very practical. It is because the arguments are straight forward and relate to goal setting and the process of achieving the goal rather than explaining the reason behind motivation.

Leader within the Organization

Emotional intelligence is an essential asset in conflict management in an organization. As a leader, i should be in a position to handle negotiations on matters of conflicts whether it arises out of a clash of needs values or interests resulting in either task, process, or relationship disagreement. Emotional intelligence acknowledges that individual differences, such as culture, moods, emotions, personality traits, and sexuality. According to Kelly and Kaminskienė (2016), the emotional aspects of the negotiation process are as good as the rational aspects of the negotiation process. Therefore, the capacity to be aware of one’s emotions control and express them perfectly will result in a fruitful negotiation process.

Additionally, I also scored similar points on aspects of organizational loyalty, appreciating colleagues, criticizing constructively, and giving positive feedback. Also, treating others with dignity and respect as well as responding to individuals who are upset with me. Markedly, there is a strong correlation between emotional intelligence (EI) and effective leadership. Strong EI ensures that people can develop group goals, provoke enthusiasm, influence colleagues on the importance of work, generate confidence and trust as well as encourage decision making. Notably, traits are external behaviors that emerge from mental processes, and it is the internal beliefs that define effective leadership.

Influencing others is also one of my core strengths. I give others the information they need to execute their duties. I always strive to create an environment of growth for my subordinates by supporting them through mentorship as well as showing concern about their emotional welfare and being empathetic and connecting with team members on contemporary life issues. Influencing entails coming up with ideas, taking charge, and speaking up for a team (Demirtas, 2015). As a leader, I ensure that I offer constructive criticism to subordinates in order them to be active and efficient while also addressing issues, if any, affects the performance of our group. I believe that to best influence people, you should first treat them with respect and dignity and giving trust no matter their position in the organization.

Additionally, promoting an environment where people can communicate freely helps in creating an influence over others. It is also strengthened by my ideal leadership style of servant leadership and even believing in the team members. Leading from within and lifting people has always proven effective in influencing others. Notably, I can be assertive when needed as influence demands character. Giving praise and recognition where deserved helps to assert influence over others.

Leader within the Organization

Relationship building as a strength attribute relies on my empathy. I can recognize emotion both in myself and others, and it inspires compassionate connection. It is one of the natural traits that I possess, and I am so glad about it. Similarly, I have a habit of being a good listener. Actively listening helps one develop a rapport with other individuals, especially by reflecting emotions (Ritchie, 2019). Through asking a question, I always seek to understand the other person or people better. In a team set up as a team leader, one must ensure that all members’ voices are heard. Listening is also a great asset as it allows others space to think, access their ideas, and participate in a conversation. Giving credible praise and recognition fosters positive emotions and creates instant affection.

To sustain the relationship, I keep always check up on my new contacts, whether colleagues or clients. I also enjoy communicating with others, and I am still honest and fair. Additionally, I always strive to make myself available and accessible in case one needs any form of assistance. As a team leader, I have learned that creating an environment for growth reflects well with my teammates as they feel inspired, and they also value my input in improving their performance. Similarly, the team set up creating shared values upon which the behavior of members has governed a binding relationship as everyone commits to them.

Personality has always been a crucial aspect in determining effective leadership. It is indicated by the grand man theory, which proposes that great leaders are born with inherent traits. Similarly, trait theory also elaborates on the role of characteristics in differentiating leaders. On an individual level, I have a personality blend of decisiveness, honesty, openness, and conscientiousness. Honesty is an attribute that I best portray through actions and communication. It is valuable in establishing and maintaining relationships. Transparency can be described as being experimental, insightful, and imaginative (Owens, 2015). It helps improve communication lines. Decisiveness is the ability to make mindful decisions and sticking by them no matter the outcome. The choices put the organization at the forefront. Conscientiousness evaluates the organizational skills of an individual as well as the thought processes.

Leader within the Organization

Self-concept and self-drive are essential attributes for successful leaders. Self-concept deals with personal awareness, and it includes identifying individual strengths and weaknesses and their impact on others. The three main components of self-concept include self-image, ideal self, and self-esteem (McShane & Von Glinow, 2018).  Self-image is the way we see ourselves, while self- esteem is the value we place on ourselves. Conversely, the perfect person is the version of ourselves that we are seeking to actualize. Self-concept is essential for effective leaders as it helps them have personal and interpersonal awareness as well as providing an understanding of individual behavior and how their beliefs affect themselves and others.

Self-drive is a leadership attribute that entails knowing where one wants to go, the urgency, and how to arrive at the destination (Madanchian et al., 2017). It is a robust motivational desire to achieve set goals and compels leaders to be self-critical and act as their accountability partners. Such leaders have a high locus of control and often inspire leaders to be innovative and to lead the change they want to achieve.

Leader within the Organization

Understanding the Organization’s Functions and Strategic Thinking

I possess leadership strengths in understanding organizational functions. The main features in an organization are classified into departments, which include operation, human resources, customer service, marketing, information technology, along with finance and accounting. It springs from my excellent communication with others regarding work and related tasks as well as giving input to workmates that helps them in doing their work. I have also been performing consistently with my set targets, which is an excellent achievement. It can even be vindicated by my role in training new employees with job training. Additionally, I am in a better position to write reports or perform presentations to colleagues and subordinates.

Leader within the Organization

I pride myself on my strategic thinking as it has helped me set objectives and following them into completion. Notably, it also helps in the development of strategic plans for management. Strategic thinking is essential for any leader in an organization because it is useful for resource allocation since resources are scarce in terms of money people and time (Zenger & Folkman, 2016). Marketing decisions also hugely rely on strategic thinking, along with cost-cutting investment. Change is always imminent in the business world as such strategic thinking will be beneficial when a company is faced with external forces of change such as competition, economic factors, or government regulation. Markedly, it is also crucial in implementing planned change in the organization. For example, it will lead to strategic organizational restructuring, along with the introduction of strategic product lines and services.

Elaborating on the role of strategic thinking in an organizational restructure can be well captured by the challenges the Covid-19 outbreak has caused to leaders in most companies. Employees have been forced to work remotely in efforts to protect the most critical resource in the organization against contracting the coronavirus. Consequently, it has affected tasks and processes that form an organization structure. Leadership that employs strategic thinking will evaluate a feasible structure that will factor in cost reduction while increasing or maintaining profitability levels (Craig, 2018). Strategic decisions might revolve around whether to implement virtual organization structure for support functions and offer protective equipment for the protection of employees dealing with production and distribution of essential services as well as decisions involving downsizing and its impact on the organization structure, culture, and payroll management.

Leader within the Organization

Executional Excellence

Executional excellence is a crucial strength for a leader as it acts as an assurance for leadership success. Being an achiever entails being diligent and working hard to accomplish set goals (Srivastava, 2014). I excel in a team set up and often feel the need to take charge. It helps me in building relationships and also creating trust with colleagues, which acts as a source of inspiration. Because of this, people believe that I can solve problems and put things for them. I tend to accept ownership for team decisions so that I can draw inspiration to excel from the sense of accountability. Being close to the business gives a broader view of the direction the organization is taking.

Curiosity drives me to find better ways of doing things. I am also a good learner and tries to identify my strengths and weaknesses in performance to improve myself. I understand that tolerance and flexibility are essential qualities for desired individual and group performance and strive to pursue them. For one to excel, consistency is crucial, and therefore, I strive to achieve consistency in my performance. My executional excellence can be vindicated by the long overtime hours I put in to ensure that I undertake my duties, and I am also always willing to lend a helping hand in assisting colleagues in finishing their tasks.

Areas of Development

I need to improve on aspects that deal with my reaction to employees’ quality of work going down due to personal or family matters better. I have noticed that I observe their situation but prefer to give them their own space to handle their case. It ultimately affects group performance and organizational output, and as such, I should engage them more to try and find out possible outcomes. In addition to that, I should also be in a position to offer counsel to such employees. To best achieve this, I will first question myself to try and figure out the problem better. Possibly the colleagues are not even aware that they are underperforming or they are not receiving adequate training.

Leader within the Organization

Similarly, avoiding emotional confrontation, being prepared, and specific while speaking to the colleague is essential. Ideally, understanding the role of the external factors in the underperformance is necessary (Puccio et al., 2018). Enrolling in coaching training for I as well as ensuring the colleague receives external counseling by a professional will help the situation. Finally, designing a follow-up process to check on him regularly or her will help me improve on that aspect of my leadership.

Accepting change is not an easy process, sometimes even for leaders. A successful transition is an enormous organizational challenge. Institutional change is the transformation of the work setting. Forces of change are coercive factors and do not result from planning or deliberate intervention (McShane & Von Glinow, 2018). There are both internal and external forces for change. Despite organizations putting aside resources to promote change, most change initiatives fail. To be a champion of change, a leader has to review processes, risks, and growth opportunities on a personal level as well as soliciting feedback from top contributors. Additionally, for a leader to become a champion of change, he or she should enroll in a coaching program to coach his or her level of influence and impact, as discussed below.

The influence of leaders is the most significant catalyst to inspire change in an organization. The influence training focuses on critical traits such as strategic intelligence on cohesive power and people skills to help considerable influence on both internal and external stakeholders. Similarly, social awareness and consideration is an essential aspect of training. Examination of the individual impact of leaders’ decisions on employees is a critical aspect of promoting successful change. The leadership training for a leader to become an agent of change involves building trust and transparency skills. It also entails learning to integrate personal and organizational goals as a leader into a cohesive force. Markedly, Change leadership should involve effective communication of the plans and reasons for change, collaborating with all stakeholders as well as committing to the idea of evolution by being resilient and persistent.

Leader within the Organization

Conducting formal employee performance appraisals is also an area for improvement. Before performing an official employee annual review, I should strategize on the whole process by identifying aspects to be evaluated as well as preparing for the conversation with the employee. The discussion will entail aspects such as attendance, reliability, and punctuality, along with problem-solving and communication as success indicators (Knight, 2011). Additionally, accuracy and quality of work, teamwork along with collaboration, as well as the ability to meet deadlines and accomplish goals. Part of the annual review will also entail compensation and ranks. It is essential to separate the talks of payment from the performance appraisal. The manager’s ratings influence the rank aspects.

Notably, planning for the best approach to use is essential for balancing both positive and negative feedback to leave the employee motivated. In preparation, reviewing the performance expectations, aspirations, and ambitions set at the beginning of the year will offer a standard for performance evaluation (Srivastava, 2014). Laying background for the conversation via reviewing notes kept about the employee’s performance as well as asking feedback from colleagues provides insight on his or her performance.

Leader within the Organization

Setting guidelines on how other employees treat one another is an area of improvement. Conduct in the work environment is an important aspect. As a leader, cultivating a culture of respect determines behavior in the work environment. Compliance should be implemented in the workplace based on the golden rule. It includes diversity in rights, religion, opinions, wishes, and experiences. Desired conducted can be motivated by implementing new regulations, policies, and fines for misconduct (Puccio et al., 2018). Conflicts often arise in an organization. The best way to set guidelines on how employees treat one another is through leading by example.

Determination of workforce requirements in my department and writing job description for them is another aspect of improvement. It is because staffing is a human resource function, and as a department, the only role we play is requesting for personnel to fill current or future vacant positions. A job description is an outline of duties and responsibilities for a specific post issued to an applicant. The responsibilities should always be listed according to their frequency and priority (Zenger & Folkman, 2016). Other essential items include the job description is the job title, job purpose, unique demands, and summary of the objective of the job. The requirements include academic qualifications, level of experience, skillset, and knowledge components such as communication, emotional, technical, and physical aspects as well as characteristics and personality traits.

Preferred Leadership Styles 

A participative management style is a leadership approach that empowers members of an organization to engage in the decision-making process. It employs practical listening skills and communication to engage other people in building consensus and influencing decisions. Achievement-oriented leadership style appeals to me because it requires employees to perform work at their highest levels possible (Landis, Hill & Harvey, 2014). It is ideal because it entails effective time management and clear goal communication. Notably, leaders are ready to offer mentorship and coaching. It places trust in the delegation of duties and the subordinate’s ability to execute delegated responsibility remarkably.

Leader within the Organization

Supportive leadership style offers emotional and psychological support to subordinates/ Supportive leaders are focused on identifying what changes and support are required to ensure the wellbeing of their team. They are also focused on giving the employees tools needed to produce results and do not give orders or employ micromanagement (McShane & Von Glinow, 2018). They are also friendly and approachable and make work pleasant. Such a style creates room for a mentoring approach to support the employees.

Transformational leadership perceives leaders as agents of change. It entails creating, communicating, and structuring a shared vision for the institution. Transformational leaders portray exemplary leadership and bring inspiration and engagement that improves subordinates’ job satisfaction (Landis, Hill & Harvey, 2014). Similarly, servant leadership fosters community values and empowers employees. Servant leadership has several numbers of advantages. Firstly it encourages employee loyalty as the employees feel valued as they are engaged in decision making. It also leads to high performance.

Leader within the Organization


Effective leaders are transformational and communicate desired objectives and model such objectives around their personal beliefs. They hold themselves accountable and rely on integrity as an essential virtue in leadership. Leadership help maximizes efficiency while achieving organizational goals. It inspires individual efforts towards a collective goal. It also helps create a pleasant working environment that aims at improving employee performance. Good leaders are passionate and don’t lose sight of what they do (Cherry, 2019). Leaders need to understand organizational behavior to be able to develop relationships between management and employees as well as be effective in motivating, predicting, and controlling employee behavior. Notably, different leadership styles are suitable at particular circumstances, and as such, leaders should be flexible and adaptable to situational requirements. APA.


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