Specialisation: Coaching Styles

A Reflection on Leadership, Conflict Management, and Emotional Intelligence

Introduction

In my leadership journey, I have recognized the interconnectedness of leadership style, conflict management approach, and emotional intelligence. These components are essential in fostering a positive work environment, driving motivation, and achieving organizational goals. This reflection paper delves into my primary leadership and coaching styles, conflict management approach, emotional intelligence quotient profile, the importance of strong character, and the integration of adaptive leadership styles. Additionally, it explores the significance of social awareness strategies, the role of integrity in motivating employees, and the value of embracing differences to reach organizational goals. Lastly, I discuss steps to sharpen leadership skills and the lessons learned from assignments and research.

Leadership and Coaching Styles

I have identified my leadership strategy through self-reflection and assessment as a mix of direct and problem-solving approaches. Moreover, my military background has significantly influenced my leadership style, which focuses on training, discipline, and a clear sense of purpose (Passmore, 2016). Therefore, the direct leadership style conforms with the “competing” conflict management style, which is characterized by decisiveness and focus on attaining desired results. Therefore, the problem-solving approach aligns with an accommodating conflict management approach that focuses on working together and collaborating in looking for a middle ground (Passmore, 2016). In my current role in the policy and governance division, which focuses on diversity and inclusion efforts as fundamental points, the ability to shift between conflict and leadership management styles is imperative (Passmore, 2016). For this reason, adaptability allows me to navigate the military environment’s multiple perspectives and political nuances.

Conflict Management Style and Emotional Intelligence

The assessment has revealed my conflict management style, which mirrors a combination of accommodating and competing strategies. Therefore, I engage in joint discussions as a problem solver to find mutually agreeable solutions to various issues (Boonstra, 2008). However, the competing aspect shows a decisive and direct approach to various issues. In addition, emotional intelligence plays a critical role in navigating these styles (Boonstra, 2008). I value using social awareness tools to acquire varying perspectives and empathize with others. This approach significantly enhances my communication abilities. I can identify the critical areas and areas that need improvement in handling conflicts in work settings.

Emotional Intelligence and Social Awareness Approaches

To get better and progress with emotional intelligence skills, there is a need to use methods that help understand other people’s feelings. Active listening is very important; currently, I make a point to listen and pay attention to what others think or feel. Not only does it make person-to-person connections stronger, but it also promotes understanding (Campbell, 2020). This is an important part of emotional intelligence since I can see how someone feels in different situations by watching their actions and body language. In addition, social awareness requires understanding various cultures (Campbell, 2020).

For this reason, you need to recognize and respect their behaviors and cultural beliefs. Another strategy is to analyze them from another person’s point of view. When I try hard to think like someone else, it helps me see their feelings and thoughts. Therefore, a better understanding of human thinking helps with more caring and open conversation (Campbell, 2020). Also, seeing how people act in groups and implementing social clues makes navigating friendship relationships easier (Campbell, 2020).

Adaptive Leadership Styles and Strong Character

In our present-day business world, which keeps changing all the time, leaders need to be tough and flexible. They should be quick to modify their plans in response to their team’s changing needs and general circumstances. Being adaptable and comfortable with uncertainty is crucial. An attractive appearance is also beneficial. It serves as a guide for leaders to make the right choices when unexpected things happen. They should conduct themselves honestly, stay true to their beliefs, and promote trust between team members. Therefore, it is important to be an adaptable leader and have a strong personality as they go together. It builds a leadership that listens to new ideas and changes and checks that these improvements follow good values and rules. This combination is needed to improve teamwork, grow self-belief, and lead the companies for a long time in dynamic situations.

Motivated Employees and Integrity

A company can only sustain itself with integrity to appeal to good workers. Consequently, those led should time and time again put on righteous display if a company is to be run well as it naturally builds trust between leaders heading an unsophisticated shop and their team (Marr, 2007). Also, workers whose physical and mental well-being do not match company policy get more motivated. This partly explains why leaders with integrity can give people value. They help build a good work environment (Kaptein, 2013). Integrity is also a matter of setting your values and following through with your actions (Marr, 2007). Therefore, leaders should have good personal character. By this means, are workers willing to give their greatest efforts for their job, to remain true and honest in carrying out all that needs doing as they realize the company’s aims (Marr, 2007).

Honing Leadership Skills and Constant Learning

Developing leadership abilities and learning all the time are key to good leadership in today’s changing work world (Boonstra, 2008). Also, the fast changes in organizations and better technology mean that leaders need to be good at adjusting. They must know a lot and keep going strong even when things are tough. For this reason, it is important to look for opinions from your team and friends (Kaptein, 2013). This helps you improve at being a leader while encouraging improvement and open communication. Also, being a part of leadership meetings and training sessions can help you grow professionally. It gives useful information on the best new methods for work or effort in developing more leadership skills (Kaptein, 2013). Also, talking with other workers and teachers helps participants learn new things from different people. Therefore, people can get better and more aware of themselves by thinking about their experiences in being a leader (Boonstra, 2008). Constantly learning helps leaders stay up-to-date with what is happening in the industry, new technologies, and top practices. Therefore, leaders can handle problems effectively, motivate workers, and help them get far in the future by always striving to learn (Kaptein, 2013).

Organizational Goals and Value for Differences

Success depends on diverse ideas. So, gather different views, backgrounds, and experiences in your business (Cameron, 2010). This creates a richness of new thoughts. This helps your company adapt to quick changes in the world. Additionally, happy workers mean a thriving business. So, make sure everyone feels included. Also, if your employees are different from each other, they will understand different kinds of customers (Cameron, 2010). Keep in mind that when you value differences, you also show you care about society. This puts you on the path to success by leveraging their diverse workforce’s unique strengths and talents to achieve common objectives (Cameron, 2010).

Lessons for Future Leadership

I have learned several significant leadership lessons from my reflections. The way different elements connect is one important variable. A manager must have certain traits to succeed, such as emotional intelligence and conflict management skills. These characteristics have a big impact on how these interactions collaborate. Through analysis assignments and introspection, I have learned about various approaches to conflict resolution. I can now better understand my strengths and shortcomings, which has improved my performance.

Conclusion

To be a better leader in every part of life, you have to get good at guiding others and managing teams while also controlling your feelings. Therefore, in our work lives, it is very important to always focus on learning and growing as an individual. This helps us handle different opinions, respect personal differences, and use flexible leadership. In so doing, we can ensure that others understand us well and help our businesses do good. This will lead to productive workspaces for everyone involved. In my future work, I will employ these big ideas to push for new thinking, teamwork, and friendly places where all workers feel supported.

References

Boonstra, J. (Ed.). (2008). Dynamics of organizational change and learning. John Wiley & Sons.

Cameron, K. S. (Ed.). (2010). Organizational Effectiveness. Edward Elgar Publishing.

Campbell, B. (2020). Social Awareness.

Kaptein, M. (2013). Workplace morality: Behavioral ethics in organizations (M. Kaptein, Ed.). Emerald Publishing.

Marr, S. (2007). Integrity in the workplace: Blueprint for today’s business success. Bridge-Logos Publishing.

Passmore, J. (Ed.). (2016). Leadership coaching: Working with leaders to develop elite performance (2nd ed.). Kogan Page.