DEVELOPMENT OF LEADERSHIP VALUES

Name
Institution
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Introduction
For everyone dreaming to become a successful leader, proper development of positive
values is a matter. However, having a great desire of becoming a successful and visionary leader,
I know very well that I have to develop positive values of leadership, which will be assisting me
in coordinating, controlling, commanding and organizing various resources in order to come up
with a more effective ways of ensuring organizational performance. I believe that leadership is a
very enjoyable practice, simply, because it gives someone authority, recognition and fame, but
why does it become so frustrating sometimes? This is one of the major questions most people
have failed to answer for many years, the reason being uncertain. However, after several
evaluations, I have realized that, may be, the reason is because, most of these leaders have failed
to develop the required values and implement them in every actions they take during leadership.
With a greet need of becoming a successful leader, I have developed several values and
evaluated how well I can use them in order to become a successful leader in my future practices.
Positive development and utilization of proper leadership values is the one that makes the
different from a dreamer and a real leader. Some of the values that I have developed are such as
collaboration, continues learning, diversity & inclusion, focus on assets and finally integrity.
Development of values
In my effort of developing positive traits of leadership, I have come across several arguments
and have evaluated various scholarly discussions and out of all these I have managed to come up
with five of the best and effective values that will give me a direct ticket to effective and
visionary leadership. The development of values involves critical evaluation of various
arguments from various researchers and assessment of the real situation in organizational
leadership (Archer and Cameron 2009). I highly believe that, every leader has his/her own
values, which makes him/her unique from the others or what makes their leadership an easy or a
hard task. However, I think, for me to become a unique and a more competitive leader, I have to
develop unique values in terms of implementation. Leadership is just a very wide practice, which
includes so many different opportunities for every leader to practice. But the only thing I find
fanny with this leadership is that no one seems to, fully, understand it or to practice it 100%
effectively. In my development of these values, I have tried to utilize all the available and
necessary materials and ideas I have gained from my course work and from my personal life
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experience in order to come up with something special and different from those other leaders
have been developing.
Collaboration value
I have just completed evaluating a leadership process taken by our town mayor in his effort to
eradicate the problem of teen pregnancy. This is a very big issue according to the level of town
leadership simply because it involves the entire population of that particular society. For several
years, our neighborhood has been considered a children generating factory, with the producer
being mostly the teenagers (Archer and Cameron 2009). I remember coming out of a meeting
one evening and was so frightened when to find the entire street full of small and untidy children
trying to fight for the dumped food. This was horrible thing that made me want to know much
about the cause of this raise of the street children.
After a thorough investigation, I realized that most of these children were either orphans after
the deaths of their single mothers or they had one parent who could not provide for them. With
such situation on the ground, I knew very well that there must be some trials by the mayor to
solve this problem by reducing the pregnancy of teenagers who lacked proper means of raising
their children, resulting to the increase in street children. My assumptions became reality when I
found out that the town mayor had already started an initiative to solve this problem. In his
effort, he had started a campaign of influencing different institutions to train the teens on the best
moral values that observes abstain from early sexual relationship and how to avoid the unwanted
sex, which results to unwanted pregnancy. In this initiative, parents, teachers, religious leaders
and youth groups were influenced to carryon different campaigns through meetings and other
community forums to make sure that these teenagers in our town have been provided with the
necessary information and directions on how to lead a safe life out of unwanted pregnancy.
Would you believe me when I say that that particular initiative by the mayor have already
started to show some fruit as per today, after few months? Then, my question is that what is that
making this leadership initiative so effective in solving such a complex problem within this short
span of time? The same questions are the ones that led me to evaluate the initiative by our mayor
and want to practice it in my future leadership career. It is clear that, the mayor collaborated
several groups to work together in order to come up with a solution as fast as possible2.
Therefore, I think this method can be of great help in solving such complex problems in any
leadership initiative.
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How far this method of leadership can go in terms of organizational leadership? I think if its
effect can be seen in solving a complex town problem, it can also be seen in the addressing
various organizational issues. One function of leadership is to coordinate the employees and
various departments into working together in harmony towards one common organizational goal.
Coordination is something that requires a lot of collaborations, from the workforce, to
management and to other entities within the organization. In this case, my view is that value of
collaboration in every leadership is highly required for the leaders to coordinate all employees
and departments into working together in harmony and towards the attainment of similar
organization vision (Archer and Cameron 2009).
Many scholars have argued that for any leader to be able to bring the necessary people
together in a constructive way, having the required information, they have to posses the
appropriate strategies, which collaborate these groups or individuals and motivate them to work
towards one common goal (Archer and Cameron 2009). With this argument, and the effective
implementation of the collaboration value by our mayor, I have decided to develop this particular
value to be part of my leadership practices in my future operations. As a collaborative leader, I
know very well that I will be in a position to lead as a servant using my influencing power to
transform and motivate various groups of people into working together in harmony and towards
the attainment of common goals (Archer and Cameron 2009).
In my future leadership career, I will use this value in problem solving, whereby I will be
collaborating different groups of people into directing their ideas and efforts towards the solving
of that particular problem. Also I will use this style of leadership in decision making process
where I will be employing different views and opinions from other followers and utilize them to
come with more effective decisions for the organization. Finally, I will be using this value in
establishing a process leadership and not people leadership.
Value of continues learning
There was a time Henry ford said that ‘anyone who stops learning is old, whether at 20 or at
90. Anyone who keeps on learning is young’ (Bolden and Hawkins 2011). This statement has
kept me wondering, what is really been young? Referring to ford’s statement, being young is like
being innovative, active and productive. Therefore, when he compared learning and being young,
he tried to mean that young people are the innovative and inventive people and being innovative
is facilitated by the act of learning. Therefore, I highly believe that continues learning in the
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entire life keeps someone young and innovative. However, in my point of view, leaders are
supposed to be innovative and this innovativeness only comes form continues learning, making
the value of continuous learning so important in every leadership activity.
In my broad understanding, the continuous learning play a very crucial role in developing the
abilities of leaders to innovate, improve their overall productivity, improve the organizational
performance and provide excellence delivery in terms of service to their clients, followers and
authorities. Leadership is an activity that involves a lot of intellectual performances, which might
only come from various different learning processes (Bolden and Hawkins 2011).
Most people believe that learning is only done in schools and other learning institutions
something that has made most of them fail in their effort to become leaders, any kind of leaders.
I think and believe learning is a lifetime process, which ends when we die. This is because in our
day to day activities we normally come up with new things. Similarly, in organizational
managements, different problems arise everyday. Therefore, for any organizational leader to be
able to address these issues effectively he/she must be up to date with the new and more
innovative leadership tactics. Generally, I believe continues learning helps various leaders in a
range of activities like problem solving, new investments and other managerial functions.
As a matter of fact, leaders who take time to learn new ideas from various sources like
theories, ideas from other people and updates from various publications, always perform better
than those who only rely on the knowledge they gained from their school works. With these facts
in mind, I have decided to develop a unique way of enhancing continuous learning activities
throughout my entire leadership life. I do not want to be old neither do I want to be a full. That’s
why I have decided to develop a mechanism of lifetime continues learning process through
channels like group discussions, wide reading, news evaluating and any other source I find
interesting and of great help in increasing my leadership knowledge. Therefore, in my future
leadership processes, I will utilize this value as the source of my innovativeness and creativity,
which I will be using to executive various leadership processes like problem solving, market
venturing, and in diverse workforce management.
Diversity & inclusion value
It is astonishing how the world has drastically changed for the past half century. So many
things have changed from the way people lives; do business, communicate, travel and in almost
every activities. What is that that has contributed to this drastic change, which most of us believe
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is change for better society? This is a rare question to most of us because we are just adopting
and embracing the changes with all our hands without necessary wanting to know the effects
they have brought in the society. Most scholars have grouped the transformation into two
theories, globalization and modernization (Leo 2006). Globalization is said to have brought
about the global village, which is the term used to define the closeness people living in different
parts of the world have become with the help of various transport and communication
technologies. On the other hand, I think the term modernization has been used to refer to the
drastic changes in our societies that have generated a different civilization in every human
activity making our lives more comfortable and enjoyable.
Most people have adopted these transformations with a lot of joy thinking only about the
benefits they have brought. But they have failed to look at the problems they have brought in
various entities of life. However, my concern is in the management. What problems or changes
these transformations have brought in organizational management? It has been very clear to me
that these new technologies in transportation and communication have enabled people to travel
from one place to the other, communicate with different groups of people and do business in a
more diverse environment than before. This diversity in the business world is the one that is
calling for a proper diversity and inclusion values.
According to my understanding and argument, diversity as a value of leadership is the ability
of a leader to deal with different people from different social, cultural and political views in a
way that they interact in a healthy manner and work in harmony towards the accomplishment of
one common goal. On the other hand, the value of inclusion means the ability of leader to
develop an environment where everyone in it has an equal opportunity to participate fully in the
creation of a successful business operations and where every employee or leader is valued for
his/her input towards this success according to their distinctive skills and inputs.
Having a great aim of becoming a successful leader and to use unique leadership styles, I
believe that by combining these two values, I will be in a position to generate a working
environment with high productive workers, who will be working in harmony and at high
motivational level to raise the performance towards the attainment of a common goal. I highly
believe that proper communication channels, rewarding and motivations will assist me develop a
diverse workforce which will be more productive and innovative hence raising the overall
organizational performance and productivity.
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Focus on assets value

What is the biggest asset in business operation or organizational business operations? This is a
question that has remained without a clear answer for a long period of time. Most people believe
that assets in business operations are in form of money or any other material possessed. After
evaluating various arguments by different researchers, I have developed an argument that human
being working in a certain business might be the greatest asset. If things like money, buildings
and other machineries used by the organization to carryout various tasks that are meant for profit
generation are called assets, why shouldn’t I refer to employees and other people carrying out
various tasks assets too? My point is, if the term asset is used to refer to those things that perform
various tasks or contribute towards a particular business operation, then human lobar input is not
and should not be a exception.
I highly believe that if a leader is capable of managing all the assets available in the
organization well, then the overall performance of that particular organization must be increased.
This is because, different assets contributes to the combination of different levels of efforts in
order to come up with a sensible outcome or product, which is the main goal of any organization
(Salie 2009). However, my plan is to develop a unique way of coordinating different assets with
an aim of becoming more competitive in workforce productivity and organizational performance.
How will I do that? This is a normal question that must come in my mind. Because every leader
in the world has been using this value, how will mine be different?
First of all, in order to develop a unique focus of asset, I will make sure that my effort is
focused on developing good relation between employees, leaders and customers. These groups
are composed of the human asset, which make the largest percentage in the organizational
operation (Salie 2009). Therefore, I believe that by creating a good communication and a
motivational working culture between these groups of peoples, the overall productivity of each
group will be raised hence increasing the overall organizational productivity.
Integrity value
The supreme quality of every type of leadership is the integrity, whether, in the
organizational leadership, political or any other leadership (Eisenhower 2004). Currently, the call
for integrity in all leadership practices have increased with most of the recent researches arguing
that the leaders with integrity are the one capable in providing lasting solution to the 21 st century’
corporate problems. Why is this integrity so important in every organizational management?
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This is the question most of the aspiring future leaders, like me, have been asking. It has been so
clear to me that, currently, most organizational managements are not as effective as they used to
be before (Eisenhower 2004). However, I highly believe that the reason to this is because of the
collapse of integrity in most of these organizations’ leaders.
My understanding of integrity in the organizational leadership is that, the leaders with
integrity tends to put service before the self something that has brought up various vices like
corruptions, nepotism and other selfish practices that result to poor leadership in origination.
Integrity is somehow connecting to trust. When the leader shows a high level of integrity and
little infidelity, he/she tends to create a positive picture to his followers hence making them
generate trust in such leaders (Eisenhower 2004). However, I think the employees’ trust on their
leaders is one of the best motivational factors, which contributes to high productivity within the
work force. Therefore, I tend to agree with the fact that integrity is one of the most effective
values of leadership that contribute to a well organized and motivated lobar force and a better
management function, all of which contributes to business performance of an organization.
Integrity will however be among the values I will be practicing as a leader in my future
operation (Hernández 2012). The reason to this is that I intend to create a mechanism whereby
all my followers will trust me in everything and in every decision I make as an effort of
minimizing the internal conflicts, which result to low performance and poor leadership qualities.
Conclusion
Positive values of leadership are very important in every effort of developing effective and
successful leadership practices. I believe that the values each leader use and how he/she
implement them is what make difference in their performance. As I have already stated, the
effectiveness of different values depends of how well they are developed and put in practice and
the effort of the leader to be real in practicing them. Because I am aiming to become a successful
leader, I have developed five values, which I highly believe will make my leadership practice
unique and competitive and with this competence, I will make a perfect and effective
organizational leader.
The values I selected and discussed are collaboration, which I believe will help me in
influencing different groups of my followers to fully contribute towards the accomplishment of
various objectives and goals. The second value is continuous learning, which I highly believe
will help me in remaining innovative, young ideologically and up to date with the new
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challenges and opportunities. The value of diversity & inclusion will assist my effort in
becoming effective diversity managers in terms of diversity workforce and diversity market
share managements. On the other hand, the value of focus of assets will help me realize all the
available assets and make good use of them with an effort of increasing the overall
organizational performance. Finally, the value of integrity I have developed will assist me in
winning trust from my followers hence making my leadership practice easy and swift.
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Bibliography
Archer, David, and Alex Cameron. 2009. Collaborative Leadership: How to Succeed in an
Interconnected World. UK: Elsevier Ltd.
Bolden, Richard, and Beverley Hawkins. 2011. Exploring Leadership: Individual,
Organizational, and Societal Perspectives. UK: Elsevier Ltd.
Eisenhower, Dwight. 2004. Integrity and Leadership. UK: Zairi Institutepublication.
Hernández, Vargas. 2012. ‘Enhancing Leadership Integrity Effectiveness Strategy Through the
Institutionalization of Anorganizational Management Integrity Capacity Systems.’
Journal of Knowledge Management, Economics & Information Technology 2(4): 137-
179.
Leo, Elizabeth. 2006. ‘Inclusion, Diversity and Leadership Perspectives, Possibilities and
Contradictions.’ Educational Management Administration Leadership 34 (2): 167-180.
Salie, Achmat. 2009. Servant-minded Leadership and Work Satisfaction in Islamic
Organizations. US: ProQuest LLC.