MSLD 511 Module 5 - Mid-Term Reflection

Mid-Term Reflection

There are a lot of theories and concepts associated with leadership due to its subjectivity. There is no single truth related to it. Not a correct definition neither a proven effective theory. Some of the theories are descriptive and others prescriptive, all has strengths and weaknesses, however each company, leader, government, researcher and so on chooses which thepry fits best in their reality.

     Talgam (2009) on his speech about leadership, compare leaders, independent of spheres, with orchestra conductors. The idea of this comparison amazed me since conductors do not talk to their followers on the most important moment of their work, have a great amount of people to lead (from different ages, background and different accountabilities) and their posture and body language is what define them as leaders.

     Talgam’s ideas about leadership is aligned with mine, based on my previous and current professional experience and my reading materials throughout this class. There are few points he made which I find very interesting.

     First is his opinion about happiness and the effect it has on followers. “Effective happiness” in leaders is the one which spreads and is based not only on the leader itself, but coming from the followers who are heard and who know their opinions and feelings matter. In an organizational environment, this is the effect on the relationship between leader and followers. Positive energy, happiness and consideration directly affect the motivation on individuals or on a group of them. The interaction of all the parts in the system affects and is affected by every single detail. To understand how leadership works, different perceptions, perspectives and feelings must be considered, and not only that, but all the human parts involved need to know they are being valued as human with its singularities.

     On the second video presented by Talgam, he suggests how direct leaders can be as effective as supporting ones, however with some limitation. Being extremely clear blocks creativity, neglect opinions and feelings and intimidate followers which could be partners on goal achievement and problem solving. Directive leadership, when not used strictly for specific situations can lead to exhaustion. Allow the entire team to develop their selves, to be part of the change, of solutions, of the daily work as important parts, has a significant impact on performance. They must feel they impact directly on the organization results, not only for their production but simply for who they are. Every single individual has something to add, enriching, in different ways, the organization, their family, social circle and their selves.

    On Talgam’s last video, he touches on a point which I think contributes deeply on our learning, illustrating what we have read so far on Northouse (2016) and recommended articles. Being positive, supportive and sometimes directive, allow creativity, provide high and physical energy and knowledge to your member, show trust and respect all individuals with their uniqueness is important, however we need to make clear the authority when needed, we need to compliment good works and reward a job well done, we still need to make the followers understand that besides everything, the professionalism is there, and must remain not matter what.

     In my opinion, being a leader is not simply running the show. Being a leader is providing support behind the curtains, acting along with your team on stage, giving entirely yourself to the scene and to your partners. Being a leader is sitting beside the director and together find solutions and ideas and when the “act” is over, share your thoughts and feelings, get and make everyone ready for the next show.

  

“Individuals need to feel they are not only human resources, but human beings. It isthea leader’s responsibility to make them feel this way, without compromising the organization success.”

Debora Arantes

 

REFERENCES

Northouse, P. G. (2016). Leadership: theory and practice. (7^th edition). Thousand Oaks, CA: Sage.

Talgam, I. (2009). Lead like the Great Conductors. Retrieved from https://www.ted.com/talks/itay_talgam_lead_like_the_great_conductors. Retrieved on April 23, 2017.