5-2 Journal GROW Model and Leading Others

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Southern New Hampshire University *

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530

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Business

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Feb 20, 2024

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Running head: LEADING OTHERS 1 5-2 Journal: GROW Model and Leading Others Nick Roy MBA-530-Q1716 Leading People and Organizations 23TW5 Professor Michael Stutler Southern New Hampshire University February 18, 2024

LEADING OTHERS 2 Personal Reflection Leading by example is my primary goal as a team leader in my digital marketing agency. I firmly believe in demonstrating the behaviors that I expect from my team, and I would never ask them to do something I wouldn't do myself. I'm always ready to assist my team members, even if it means stepping out of my office. Creating a trustworthy relationship with my team is of utmost importance to me. I endeavor to be a boss who exemplifies leadership qualities and helps team members become future leaders. Jack Welch, the renowned CEO of GE, famously said, "before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others." Upon reflecting on my self-evaluation, I've realized the need to improve my communication skills with my team, particularly in clearly conveying my vision so I can enlist others to join in on my journey to a better future of helping conservative entrepreneurs build their businesses (Kouzes & Posner, 2023). To achieve this, I plan to share my core values with my team and maintain a consistent leadership approach. By sharing my vision of the parallel conservative economy that I plan to work towards, my team will understand their role in achieving our goals. As a leader, I aim to motivate and empower my team, recognizing that I can learn from them just as they can learn from me. Knowing that I am not a know-it-all, I plan on hiring employees who will complement my skills and expertise. Impact To influence my team as a leader, I must ensure that everyone understands and shares a common vision. However, it's not always easy for others to immediately grasp a leader's vision. That's why it's important for the leader to break it down and explain the key aspects – the who, what, why, and when. By doing so, the team will have a clear understanding of what's happening

LEADING OTHERS 3 and where we're headed. This approach also shows appreciation and value for the team's contributions. Creating a more positive and uplifting work environment where employees feel safe, comfortable, and appreciated is crucial for their best performance. Employees will not follow you if you threaten and demean people, use scare tactics, and focus exclusively on problems (Kouzes and Posner, 2023. p 130). This makes employees want to withdraw from their jobs. They may not quit, but they will just do the minimum necessary to not get fired. As a leader, it's my responsibility to align our daily operations with our long-term goals of helping conservative entrepreneurs build the conservative economy. This requires upholding important values such as empowerment, motivation, active listening, delegation, accountability, and responsibility. Consistency in practicing these values is essential for being a great leader (Kouzes & Posner, 2023). Great leaders not only take pride in their values and remain steadfast in their beliefs, but they also make sure that they build and maintain strong relationships with their employees and do not burn bridges. There are types of leaders that have a strong vision of the future, passionate about what they do, but will run rough shot over the relationships of their employees, leaving them dejected and unmotivated. They consistently treat their team members well and collaborate effectively with others. Erratic and unpredictable behavior, on the other hand, creates fear instead of trust and respect among employees. That's why leaders must learn to manage their own emotions and the emotions of others to stay focused and inspire their teams in the long run. Feedback As a business owner and manager of a remote team, I recently conducted a survey to gather feedback from my employees. I was pleasantly surprised to discover that my ability to take the initiative and effectively manage my team without constant supervision was recognized

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LEADING OTHERS 4 as my greatest strength. This feedback is particularly meaningful because our company operates entirely in a virtual environment. While I initially didn't think much of my leadership style prior to taking this course, I now fully agree with my team's evaluation and have decided to take proactive steps to prepare them for the upcoming changes in our daily activities. Managing a team of content writers, website designers, and coders to create a new website for a client has proved to be quite challenging, given that we are all working remotely. It is essential for remote workers to adjust their mindset accordingly. To facilitate this adjustment, I have made myself available 24/7 through various communication channels such as text, phone, email, and Microsoft Teams. Despite this effort, there was still a sense of nervousness among everyone, including myself, about the remote work setup. To address these concerns and foster a sense of unity within the team, I organized a team lunch for local employees. This casual gathering provided an opportunity to openly discuss any worries and share our personal visions and values. My goal was to cultivate a cohesive and supportive team environment where we have each other's backs, and we treat each other as family. Through my own experiences, I have learned the importance of collaboration and the limitations of isolation when working remotely. A strong team dynamic is essential for achieving success and allows us to celebrate both individual and collective accomplishments.

LEADING OTHERS 5 References How to discover your “why” in difficult times . (n.d.). Simon Sinek: How to discover your “why” in difficult times | TED Talk . Retrieved August 6, 2023, from https://www.ted.com/talks/simon_sinek_how_to_discover_your_why_in_difficult_times . Kouzes, J. M., & Posner, B. Z. (2023). The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations (7th ed.). Wiley. .

5-2 Journal GROW Model and Leading Others

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