Triad Leadership Model: An Essay On System-Level Overview.

Purpose

Discuss about the Triad Leadership Model at System Level.

The three levels of the leadership model the public, private and the personal leadership combines the strengths of the leadership and enables the leads to lead and apply the leadership theories appropriately (Komives and Wagner, 2016). A personal leadership model has been developed which suits to the organizational development.

According to the leadership theory the personal leadership can be referred to as the technical, psychological and the ethical behavior or development of a leader. The personal leadership model highlights these qualities and attributes of a leader and the development stages which the leaders have to focus on in order to develop the personal leadership attributes. Here my personal leadership model has been developed.

The primary purpose of my leadership model is to highlight the relevance of the credibility, leadership traits, values etc being a leader. The mission of my leadership model is to be participative and to result oriented. Through this model my aim is to develop my leadership skills and implement my skills to coordinate the skills and abilities of my team and produce the desired output. This model focuses on the areas of the leadership theory ethics, multiculturalism and the team work which is highly relevant for the modern business environment to produce the desired organizational goals. This model enables the leader as well as the follower to follow the concepts of the leadership theory like the self responsible, job empowerment, participative decision making, resource sharing, being analytical etc (Hong et al, 2016).

The personality of my leadership model highlights ethics and multiculturalism. Being ethical is one among the important attribute of the leader. The moral and ethical decision making will enable the manager or a leader to manage the workplace effectively and to bring sustainable output from the employees. Ethical values and the moral behavior will shape the personality of the leader and his subordinates so that they can produce positive results effectively. Implementing multiculturalism in a workplace is essential for managing and maintaining the diverse work place effectively. Through this leadership model a practice of respect and resource sharing is practiced within the work place. Each personal under this leadership model is considered as the part o a single family and is treated equal. This model prohibits any sort of ethnic or cultural discrimination which influences the personality and the performance o the individuals within the work place (Batcheller, 2016).

Personality

The primary objective of my leadership model is to enhance my productivity as well as my team members. Only if the performance is enhanced the organization goals and objectives will be met and hence it plays a vital role in my leadership model. This leadership model is result oriented and focuses on the productivity, resource sharing, compensation, relationship oriented etc. Through resource sharing the employees will be getting relevant knowledge for completing the work effectively (Larsson, 2016). It becomes the responsibility of the leader to allocate necessary resources to the employees relevant to their nature o work so that the performance can be enhanced. If the resource allocation is provided with attractive incentive and compensation plans then the organizational goals can be achieved effectively. Apart from this the personal relationship with in the work place can influence the employee performance. Hence it is essential for the leaders to be conscious about the work place practices and behavior of the employees. A friendly working atmosphere should be generated (Schmitt, Hartog and Belschak, 2016).

People or the human resources are the inevitable part of the well functioning o the organization. Only if the organization is enriched with sufficient number of potential employees then only it can achieve the organization goals and objectives. Motivating the human resource is vital for the effective business operations and functioning of the organization. This leadership model focuses on the team work and team dynamics for motivating the employees. Through this effective resource sharing and coordination can be implemented. For motivating the employees towards the achievement of the organization as well as the individual goals proper rewarding system, recognition, job empowerment are practiced under this leadership model. Through this model the leader can focus on motivate the employees through adequate training and development (Madison et al, 2016).

Hence through the four aspects of this personal leadership model purpose, personality, performance and people, I can enhance my technical, behavioral and ethical values as well as can develop those skills in my subordinates

The primary organizing idea in this leadership model is to generate a participative work place. Due to the globalization, the work place has become diverse and it became essential for the leaders to manage the work place more effectively. This personal leadership model exhibits some leadership traits like participative, analytical, visionary, coordinating etc.  The vision of the leadership model is to develop the leadership by themselves through considering the four important aspects people, performance, purpose and personality and to guide and develop the followers and other leaders of the organization. The primary objective off this model is to obtain the organizational goals effectively (Esquivel et al, 2017).

Performance

The most important traits, skills and tasks of an effective leader

When the traits of the effective leadership are taken into consideration my leadership model specifies the following leadership traits.

• High energy level
• Team orientation
• Empathy
• Accountability
• Confidence
• Optimism
• Honesty

 Along with these leadership traits my leadership model also specifies that the leaders should also possess some skills which differentiate them to be an effective leader (Komives and Wagner, 2016). An effective leader should possess good interpersonal skills, high degree of employability skills, knowledge and relevant experience so that he can manage the work place effective. My leadership model specifies these leadership traits, skills and abilities and its relevance for managing work place. The primary tasks of the leader according to my leadership model is to enable participative organization culture, motivating employees and coordinating, being ethical and moral towards the sub ordinates.

The primary core values of my leadership model are to possess right leadership attitude in leading and coordinating the people. Only if the leader possesses a good professional attitude, it will reflect on his followers. Another core value which my leadership model specifies is the courage and risk management ability of the leader. Another value which can be discussed is the respect which is essential for implementing a participative work place. The leader as well as the followers should respect and provide priority to the ideas and opinions of others so that a healthy organizational culture can be developed and implemented (Jensen, Neck. and Beaulieu, 2016).

The leadership practiced in my leadership model is seeking to achieve a participative work place. Through this model importance is given to each employee for their opinion and ideas. A work place which promotes self respect, recognition etc is formulated. Through this the employees and the leaders can ensure their own development (Kampen et al, 2016).

When my leadership model is implemented in the work place it can benefit the organization in many ways. The employees can become more creative as they are provided with an opportunity to express their own ideas and opinions. This enhances the productivity or the organization. Being self responsible the employees can take critical decisions while at work. Through enabling team work, motivation, training and development the potential of the employees are enhanced and resource allocation, information sharing etc can be implemented. This can contribute the effective achievement o organizational goals (Samier, 2016).

Through utilizing my leadership model an effective organization culture can be implemented. A democratic or a participative organizational culture which provides the employees with a harmonious work place can be generated. An organizational culture which provides emphasis to the effective communication, information sharing, resource allocation, etc can be developed. A culture which provides respect and recognition to each other will be maintained. Through such an organizational culture it will be easy for the leaders to manage and maintain the diverse work force.

People

The leadership model which I have adopted is different from others. My leadership model specifies the participative method of managing and developing work force. Some other leaders adopt autocratic and democratic leadership models which are confined to many rules and regulations. Even though these rules and regulations can implement discipline in the work place, it cannot enhance the potential of the work force. It can put the people into fatigue and can result in employee turnover. Through my leadership model the employee motivation and participation is given importance. This will enhance the employee’s responsibility and loyalty towards the organization.

I apply this leadership model to enhance the four factors mentioned in the model which is the people, performance, personality, purpose. I will focus on developing my interpersonal skills, employability skills etc and also focus on developing these skills in the employees. The moral values and ethical constraints are taken into consideration while making decisions and performing business operations. I will focus on providing proper training and development to the employees so that appropriate information can be provided to perform the tasks effectively.

References

Batcheller, J., 2016. Using a Triad Leadership Model at the System Level to Achieve Outcomes. Journal of Nursing Administration, 46(6), pp.293-294.

Esquivel, M.I.V., Tjernstad, C.D.B., Mac Quarrie, A. and Tamariz, M.I., 2017. Personal Growth and Leadership: Interpersonal Communication with Mindfulness into Action. In Encyclopedia of Strategic Leadership and Management (pp. 507-525). IGI Global.

Hong, Y., Liao, H., Raub, S. and Han, J.H., 2016. What it takes to get proactive: An integrative multilevel model of the antecedents of personal initiative. Journal of Applied Psychology, 101(5), p.687.

Jensen, J., Neck, C. and Beaulieu, R., 2016. The Self-Action Leadership Model: A Qualitative, Nomological Expansion of Self-Leadership Theory Rooted in Action Research Theory.

Komives, S.R. and Wagner, W. eds., 2016. Leadership for a better world: Understanding the social change model of leadership development. John Wiley & Sons.

Larsson, G., Sandahl, C., Söderhjelm, T., Sjövold, E. and Zander, A., 2017. Leadership behavior changes following a theory?based leadership development intervention: A longitudinal study of subordinates’ and leaders’ evaluations. Scandinavian Journal of Psychology, 58(1), pp.62-68.

Madison, R.D., Sampayo, J., Maranga, D. and Kennedy, M., 2016. A Model for Leadership and Management Using a SIMPLE Approach.

Schmitt, A., Den Hartog, D.N. and Belschak, F.D., 2016. Transformational leadership and proactive work behaviour: A moderated mediation model including work engagement and job strain. Journal of Occupational and Organizational Psychology.

Salvador, J.T. and Salvador, S.J.T., 2016. Transforming Organization through Instructional Leadership and Supervision (TOILS). European Scientific Journal, ESJ, 12(31).

Samier, E.A., 2016. Fairness, Equity and Social Cooperation: A Moderate Islamic Social Justice Leadership Model for Higher Education. In Assembling and Governing the Higher Education Institution (pp. 35-64). Palgrave Macmillan UK.

Van Kampen-Breit, D.J., Asher, D., Henry, E. and Short, B., 2016. Using a Shared Leadership Model to Transition to a New ILS & Discovery Service: A Case Study. Library Leadership & Management, 30(2).