Personal philosophy for leadership

Document Type:Thesis

Subject Area:Education

Document 1

Educational seniors, therefore are not exceptional when it comes on keeping with sustainability along with their practices. Therefore, my philosophy of leadership gets driven by personal values and beliefs of becoming an administrator who guide daily school operational issues while keeping motivated workforce. Also, remain committed on formation of the relevant policies, and teamwork to meet the set goals. As an effective and inspirational leader, I belief in deep behavioural understanding of my juniors together with all stakeholders to find a mutual preferred outcome, offer further development programs and performance assessments in a manner that would meet the desired need. My Philosophy of Leadership Before my first field experience, I held an opinion that being an administrator is simply keeping the school operations to flow without any halt.

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According to McGee-Cooper & Looper (2001), servant leaders take a wider perspective approach of understanding the intrinsic traits of an employee before engaging them, consider the welfare of the organization as well as that of the society, and strives to achieve all the stakeholders’ wellbeing by making rational decisions.  In this regard, as a servant leader, I believe in the relevant competency by performing adequate purpose analysis, use the right employee assessment tools, and finally offer further development training and performance evaluation in a systematic way that ensures positive leadership outcomes. Organizational learning and analysis. The school purpose analysis is task-oriented that involved finding a shared desired outcome by engaging all the relevant stakeholders. The need identification should take a relational approach within and beyond the school territories, and that, both the organization and society concerns must get understood appropriately.

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Therefore, training is a vital mentoring vehicle that enables employees to have a broader view of the most desired performance outcome to enable the candidate to grow collaboratively with other colleagues. Employee Performance Appraisal The organization’s performance system need to get designed for the oversight role of the whole processes of assessments, research findings, and evaluations. The key objective of an employees’ performance evaluation is to certain the suitability of the entire leadership style strategies to meet the stakeholders’ need before implementation. However, the performance appraisal must get applied as a tool to motivate workers and not for mistake finding. Lewandowski et al. Disentangling the fairness & discrimination and synergy perspectives on diversity climate: Moving the field forward. Journal of Management, 42(5), 1136-1168.

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