All entries for March 2014

March 30, 2014

Leadership and Conciousness

From working on my PMA, part of the things I have understood is that for an effective result, leadership should be centred abround conciousness. You cannot always do it the way you knew before, and all the time you need to consider the values of the organisation , the team, and the people. Take instance the case of a situational leader, he is expected to be flexible and that definately requires conciousness and sensitivity. because he needs to be know when to switch to use each ledaership style ranging from directive, coaching, supporting to delegative. If this is said to be very efficient approach as claimed by most author, it means that such a leader should learn how to play those roles. I would want to believe that a leader is who was initially Authoritarian would find it hard to unconciously play the role of a Coach when the situation requires him except he is does it conciously. So switching between roles/styles does require a level a conciousness and I believe this can achieved by such a leader if he sets his mind to it.


March 21, 2014

RDM Group Reflection

Deciding as a group on what tools to use for the marketing, location and whether to produce or not was not a problem for us. This is because we were all open minded and ready to explore as much tools as possible. For us Group D, it was more like a journey to satisfy our curiosity and every one's curiosity was satisfied. In the real world this might not be the case all the time or at all times because of time constraint. So decision or project teams would have to narrow down and agree on what tools to use.

This is usually the first decision to make in every decision making task. I would like to add that it important to consider everyone's opinion when making group decision because it helps to create a balanced view of the problem, you know everyone view things differently and some people might place a rating across a critera on AHP tool for example based on emotions but if another member of the group views it logically and justifies it, that way it is better. So making sure even in decision making, Autocratic approach is completely avoided.

I can say that most decisions made even in board rooms today are nothing far away from biased decisions, we as human beings can only attempt to minimize the bias but not completely elimate it. That is why it is safe to use more than one tool to make a decision, Say, quantitative and qualitative tool. Infact in a case where time is not an issue or where the interest of others is at stake, it is safer to use more than two.


March 20, 2014

Leaders–No superhuman –Skills acquisition.

So While reading for my PMA I came accross different things about leadership and leaders, example of one of the things I found is that it is good for leaders to build on some skills like interpersonal, conceptual, technical and administrative skills. interpersonal skills has to do with relating with people in general, conceptual skills has to do with working with concepts and ideas, they relate to the thinking ability of the leader. Whether the leader is able to think things through, break down tasks in constructive manner for followers, technical skills has to with on the jobs skills, whether the leader has the required skills for the job, and I think since he is not a superhuman, he should be teachable and also think his ability to recognize the gap and the need to be trained is very important. And also his ability to balance the skilled workforce and unskilled ones is key and finally, administrative skills has to do with managing the people, resources etc in the country or organisation depending on the context.





March 12, 2014

RDM: Balanced view

It has been an intensive 2days in the RDM class. I look forward to using the decision tools as need arises. But most interesting the below area caught my attention and would be discussing them on this blog entry. I believe they are quite effective tools for our every day walk, while deciding alone or within groups. With all the robust decision making tools one can find it confusing on which one to use or should I say one can it uncertain on which one to use especially when more than one tool can be used to make the decision for the particular situation. So the first step in robust decision making when using system 2 is to decide on what decison tool one intends to use. Maybe there should be a tool for deciding what decision tool to use in such cases? :)

Confirmation Bias

This quite an interesting tool to use in life generally because it encourages we find things that are contrary to what you believe or your opinion, that way we will be able to know what the world, literature or other people view the same situation as. This gives the researcher a balanced view of the situation. I think we often times look for information that confirms what we already know in her hearts and minds, this way we tend to always fall into the confirmation trap. But for a balanced view it is vital that we recognize this and be cautious.

Group Decision Making

This is very vital because as future managers/leaders we are going to be working in teams and group or group heads. Being part of a group in one way or the other brings responsibilities in different ways and there are always decisions to be made. It is better not to sit back and become a walking dead or Urban terrorist but use the professional tool of "Disagree and Commit" This way you are showing respect to the group members by supporting them eventhough you know that you do not totally agree with the decision made.

Disagree and Agree

This technique I believe is essential for the success of any team, project and decision making. You first start by asking for the rationale behind the decision made, that way you can see if that matches your opinion or if that sounds valid. if it does not, you don't just disagree and walk away but you align your time, effort and commitment totally and finally on the other hand you seek contrary evidence with sound justifications on why the earlier decisions made didnt work out successfully or would not work out successfully.


March 11, 2014

Confidence

Being confident is an important trait of an effective leader. That is understanding what is you need to do as leader. with Confidence a leader will feel self-assured and believing that he/she can achieve any task. This trait is important because without the ability to feel confident in themselves, the followers will be able sense this and so will not be able to have confidence in the leader too. Confidence in oneself I believe can be developed. A leader has to first be able to appreciate himself/herself and develop that sense of certainty that he/she is on the right track. This is very important for any project, team or task because it makes it easier followers to comply as exected since they are confident when they are confident in their leaders


March 2014

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