Review each of your group member's final drafts and comment on the following areas by Sunday of Week 7:

1. How does the research paper meet the assigned expectations?
2. How does the research utilize the management theories and concepts?
3. How does the research paper explore the APA style of writing?
4. What are your final recommendations to improve upon the final research paper?

Never done a peer review of a final paper HELP

To Become an Effective Leader

Kindrea Burwell

Principles of Management

04/27/2023

Introduction

Effective management combines many skills and traits that can help manage employees effectively. Manager effectiveness includes motivating employees, communicating with and listening to employees, and rewarding employees for high performance. To be an effective manager in the twenty-first century is a vital part of a successful workplace. An effective manager can have many benefits, including increasing employee productivity, boosting employee morale, and cultivating a positive work environment. This research paper will go into detail about my existing communication, management, and leadership skills and what management tools, or theories I need to use to improve as a manager. It will show me how I can develop and grow as I continue my leadership and management capabilities moving forward in my career field in the future.

Self-Leadership and Management

As stated by Dr. Mike Neuhaus, Self-leadership is the practice of understanding who you are, identifying your desired experiences, and intentionally guiding yourself toward them. (Neuhaus, 2023). When you accurately recognize your own competencies and challenges, you can create a better plan for reaching your desired outcome. Self-leadership enables managers to lead with more awareness and understanding, and it helps make great leaders who set an example for their teams. (MasterClass, 2022). This paragraph will be dedicated to how I view myself and my management skills, what my strengths and weaknesses as a manager is, and what strategies I will use to build my management capabilities.

Assessment of Myself as a Manager

Knowing your strengths and weaknesses is important for self-leadership. Over time, we discover these strengths and weaknesses through self-awareness and honest reflection. But external assessments can be helpful too. (Jeffery, 2023). First, we will go start with my strengths, as a manager knowing and understanding my strengths will better help my team succeed and allows me to perform at a high level. I believe I have many strengths as a manager but my favorite three strengths about myself as a manager are, organization, problem-solving, and reliability. My ability to stay organized is one of my favorite strengths. Being aware of every detail of a project or process helps show value to the company by staying organized and helps keep the team meeting deadlines and expectations. This management strength helps ensure I don't overlook any important information or elements of a task.

Another strength I possess is problem-solving. I have the ability to find creative and practical solutions to workplace issues. I can analyze a situation and identify the best approach for resolving it. My problem-solving strengths allow me to think of new ideas and approaches to traditional problems. This skill also helps build a cohesive team. Lastly, Reliability. I make sure my team completes tasks and meets deadlines. I have a work ethic and dependability that have helped me earn my title. Companies have given me these roles because they can trust me to get a job done with little instruction or oversight.

Managers often have weaknesses they can identify and develop to improve their performance and their team's morale. I know to be an effective manager, however, I should be willing to adapt and change with the company and industry. Focus on being open to new ideas and strategies to encourage growth within your department. Three weaknesses I know I need to work on about myself as a manager is, Communication, Lack of Confidence, and Micromanagement. The first, weakness I have is my communication skills. Managers need to have strong written and verbal communication skills to give clear direction, discuss projects and avoid misunderstandings. I also need to give employees frequent and productive feedback to encourage improvement. For some supervisors, like me these communication skills don't come naturally, and I know I need to develop them to be successful leaders.

The next weakness is a lack of confidence. Managers who are insecure or introverted might not appear confident when making decisions or leading meetings. Self-confidence, however, is important for gaining a team's trust and respect. Learn to believe in myself and the skills that have gotten me to a management position. Demonstrate confidence, reliability, and commitment in my actions and decision-making. And lastly, my major weakness I think I lack is micromanagement. Managers who have a micromanaging leadership style exercise close oversight and control over their employees. This trait, however, can prevent freedom, innovation, and growth in the workplace. I need to learn to trust my employees to complete the tasks I have assigned them. Avoid the need to check on their progress frequently. I need to understand to have a balance between managing my team and giving them the independence they need to develop and grow for the company.

Strategies to Build My Management Capabilities

Core capabilities are, the knowledge, expertise, or skill, that underlines a companys ability to be a leader in providing a range of goods or services. (Bateman, 261). I know to build my management capabilities will take time, a lot of hard work, and patients. Like I said in the previous paragraph, communication can be a weakness of mine but it is a strategy to build my management capability. Strong communication skills are a hallmark of any successful manager and I want to be a successful manager. Being in a managerial role involves tackling complex business situations and ensuring your team has the information and tools required to succeed. Continually provide updates and reiterate the plan for moving forward to ensure my employees are aligned and understand how their work factors into larger corporate objectives. By developing communication and other interpersonal skills, I will set myself and my team up for success. (McShane, 2021).

Managing and Leading Others

Leading others is having the knowledge, skills, competence, and understanding of how to engage, motivate and manage people. In this section, you will see how I intend to inspire others through my leadership and motivation theories.

Leadership Theory

The Transformational theory is a great theory to use when managing and leading others. This theory is called the relationship theory because effective leadership is the result of a positive relationship between leaders and team members. Transformational leaders motivate and inspire through their enthusiasm and passion. I want to be a good model for my team, emphasizing a collaborative work environment, diplomatic communication skills, and efficient delegation. (Simplilearn, 2023). Leaders who practice Transformational Leadership, self-manage, know how to set an example, give interaction a high priority, like to be proactive at work, promote the development of employees, are receptive to fresh concepts, and know when to take chances and make difficult choices and this is how I want to be a leader for my team.

Another theory I would like to apply is the Situational Theory. The situational theory of leadership does not relate to a certain type of leader or claim that any one style is best. Instead, it asserts that the best kind of leader is one who can adapt their style based on the situation. They may respond to a situation by commanding, coaching, persuading, participating, delegating, or however, they think is necessary. Situational leaders are defined by their flexibility. (Simplilearn, 2023). This theory lists a few essential traits of a situational leader, such as problem-solving abilities, trust, adaptability, insight, and coaching. Another good thing about this theory is it also distinguishes four main leadership styles:

1. Telling: Managers instruct staff members on what needs to be done and how to go about it.
2. Selling: Team members are persuaded to adopt a leader's concepts or ideas.
3. Participating: Effective leaders encourage their team members to take an active part in problem-solving and decision-making processes.
4. Delegating: Limiting their involvement, leaders hand off the majority of the work to the team. Such leaders defer to the group for decision-making but they are always ready for advice.(Simplilearn, 2023).

Inspiring Followership

Weak leadership and weak followership are two sides of the same coin and the consequence is always the same: organizational confusion and poor performance. How I want to inspire followership is to build trust, listen deeply, and delegate strategically.

I intend to listen deeply to each individual employee. Listening is one of those skills that is often taken for granted, but which is critically important. And not just listening but listening deeply. (Grensing-Pophal, 2021). Employees need to know that theyre being heard and that their inputs are being objectively considered even, especially if those inputs involve perspectives that are outside of the status quo. To let my team know that I am listening to them I want to have weekly team meetings and monthly individual meetings and talk about anything that needs to be addressed, professionally and personally, if needed.

Lastly, I intend to delegate strategically. Employees want to feel that theyre making meaningful contributions. That requires an understanding of how what they do makes a difference. Effective delegation will help to shape this connection. Too often, though, leaders fail to connect the lines between the tasks they assign to employees and the meaningfulness of those tasks.(Grensing-Pophal, 2021). As a manager, I seek to delegate tasks that stretch employees skills and help them accomplish each task so they can also grow.

Career Development and Advancement

To advance and develop my career I will continue to work on my management and leadership skills to be successful. This section of my papers will examine management strategies that will enable me to be successful in my future career.

Management Strategies for Career Development

Career development is taking an active role when planning for the future with both short-term and long-term goals. Three career development strategies I was to focus on are networking, mentorship, and constant learning. Networking is about establishing, building, and nurturing long-term, mutually beneficial relationships with the people you meet. Having this as a management strategy is very beneficial when developing a career. It will help develop and improve my skill set, stay on top of the latest trends in my industry, keep a pulse on the job market, meet prospective mentors, partners, and clients, and gain access to the necessary resources that will foster my career development.

Mentorship is also very important to career development. What makes for a good mentor will, of course, depend on the industry and career goals. A good mentor to have is someone who has been where you are: they have succeeded in the role that you are currently working in (or which you are about to enter) and who has used that success to advance in their career. Having a mentor can help me gain communication skills, and self-assessment tips and help with building confidence that I sometimes lack.

Whether your goal is to advance in your career at your current organization, transition to a new role elsewhere, or work in a brand new industry, furthering your education is one strategy that can help you get there. Continuing my education gives me a structured path to learn the skills I need for success. It also demonstrates to employers (and potential employers) that I am a lifelong learner who values self-improvement and can even help keep up with the changing demands of our changing economy. The more I learn, the more I know, which will help me stand out in developing my career.

Career Advancement Resources

Career advancement is the process when individuals use their skill sets and determination to achieve new career goals and more challenging job opportunities. A few resources for career advancement to build my confidence I will be using are a certification course, asking to take on more challenging projects, or farthing my education. (Half, 2019). Another good resource is Taking all performance reviews seriously. Performance reviews allow me to determine what I should keep doing and what I need to improve to meet current job requirements. Performance reviews may also help me highlight what skills I need to work on. Overall performance reviews can help me revise old habits and strive for excellence which prepares me for success in more advanced positions.

Conclusion

To be an effective manager in the twenty-first century is a vital part of a successful workplace. An effective manager can have many benefits, including increasing employee productivity, boosting employee morale, and cultivating a positive work environment. Knowing my strengths and weaknesses is important for self-leadership and knowing what strategies I will need to build my management capabilities. I also have explained how an effective leader has followers and inspires them. Leaders and followers support each other in order to achieve goals, visions, or objectives, and continuing to utilize my leadership and motivation theories will inspire followership. And lastly, I have examined management strategies that will enable me to be successful in my career while Identifying resources that can enhance my career advancement.