Critical Reflection Assignment
Reflection piece on
As part of this critical reflection assignment, it is a
requirement that I reflect and focus on my own experience as a Leader. I am
also required to utilize theory, provide references, analyse and demonstrate my
learning’s, which I will be able to evaluate and provide suggestions for my
The examples below is a demonstration how I utilized
Emotional Intelligence in a workplace situation.
I was a Human Resources Manager for a Mining organisation,
supervising four staff members at various locations within Queensland, my goal
was to oversee and ensure that all contract employees were processed in a
timely manner, for example, inducted, reference checked, accommodation booked
and cleared for medicals before entering a mining site, all data was required
to be updated in the company’s data base. Furthermore all letters of offers
were to be cited for my approval.
I found it difficult to manage one of my staff members’s who
was habitually taking time off or not turning up for work, this was proving to
be detrimental in the organisations ability to function, and furthermore her
absence was notably having a negative impact amongst the other team’s members,
which in turn was creating a division and causing resentment, this in turn was
placing a tremendous amount of pressure on me.
I was able to exhibit
and maintain self awareness, (Goleman, 2009) by organising a team meeting to consult and
update the team on their accomplishments and reinforce the organisations goals.
During the team meeting,
members were encouraged to participate, be proactive and articulate a vision
for the organisation. Effective teamwork
is critical for success and teamwork starts with team players (Parker, 2011). The team were enthusiastic
as this involved them in decision making. They were informed during the team meeting that
I would be having a one on one informal catch up, which provided me with an
opportunity to discuss my concerns with the staff member’s absenteeism.
As the meeting concluded, I observed that the team were
motivated and empowered, this concept of Leadership connotation was amicable with Transformational
Leadership Theory (Burns, 2012), which in
turn lead on to positive outcomes associated with intrinsic motivation (Brown et al., 2015), furthermore this enabled the
team member to feel at ease and upfront when faced with the situation of
I chose to approach The
Transformational style of Leadership based on the discussion with the team
member after I was provided with a considerable amount of information together
with an explanation. In conclusion of our meeting, I drew her to the attention
that she was a valuable member of the team, furthermore I enabled to provide
her with an opportunity to enhance her performance and initiate a vision that
aligned with the organisations goals, by referring her to an agency to support
her, by doing so I wanted to create a positive change, furthermore enable to
create a culture of trust and respect. This created synergism amongst the team;
as a result of great performance, we reached our organisation’s goal, with
everyone being on board, harmony was created within the team.
Having empathy and social skills as a Leader is paramount,
by delegating more responsibility within the team, provided an opportunity of
ownership, growth and accountability.
I was a Recruitment Manager for a labour hire company,
overseeing four staff members. My goal was to develop and manage strategies,
lead the team and report on their performance. Oversee that all labour hire
employees paperwork was entered and updated in the database. Manage major
shutdowns, furthermore to monitor costs, as well as contribute to
organisational growth, by seeking out new opportunities.
I found it arduous in managing one of my employees who was
demonstrating unsatisfactory performance, for example, arriving late for work
on a regular basis, leaving early, making personal phone calls and not
following up on customer’s requests for labour hire therefore not filling in
orders or following my instructions. Even though she had just returned back to
work after maternity leave, I felt that was no excuse and seemed unfair that
the rest of the team was left to complete her work, I felt that everyone was
required to pull their weight to reach the organisations targets.
Due to increased work pressure, I found that I was becoming
irritated, frustrated and showing a dark side personality trait of scepticism, (Hogan, 2004), towards the staff member for example I was
constantly checking and questioning work that had not been completed, she was observed
demonstrating no motivation, ultimately this type of behaviour was interfering
with my ability to maintain the team’s performance within the organisation (Tilin),
furthermore, I felt she was enticing me and
thereby attempting to cause instability within the team (Kellerman, 2004).
I assessed the situation before deciding which leadership
behaviour would be the most effective to approach the team member; I came to
the conclusion that Directive Leadership style (House, 1971), in this instance would be best, I felt I needed
to set firm boundaries, clarify how the work that she did connected with the
other team members, remind the team member of the organisations targets that
were expected to be met quarterly, I explained that an organised a daily work
schedule would be maintained, in addition mandatory meetings once a week to monitor their performance.
The impact of this style of leadership was used on this
particular team member as there was a sense of urgency, the team were showing
signs of stress at the possibility of not meeting their targets; eventually the
team member left the organisation; however the team members expressed their
relief as we had an opportunity to employ another team member and meet the organisations quarterly target.
I believe that my Leadership styles played a crucial role in
both examples in the team’s development in meeting their goals which I had
demonstrated through solving problems that arose, delegating and creating
harmony together forming a positive relationship between leader and
followers. These examples also
identified and areas where I required further personal development, for example
on reflection, I could have managed the team member in example two by being
more understanding and empathetic for example she had come back from maternity
leave and was not coping emotionally.
Leadership and Motivation
In this part of my assignment required to reflect my leadership
styles in motivation, identify a strategy where I demonstrated motivation as a
Leader to staff that was successful.
There is an old 12th Century English proverb, you can
lead a horse to water, but you can’t make it drink – the horse will only drink water if it is
thirsty – this is the case when you are dealing with human behaviour, unless
staff are motivated in some way to reach targets or goals, they will simply not
do it. I believe that to motivate or be motivated is a skill that can be
learnt, for any organisation to reach its targets or goals.
I am currently employed as an Advisor; my goal is to target early intervention by assisting parents who are at
risk of long-term welfare dependency, identify their education and employment
related goals and to participate in activities that help them achieve them.
Connect parents to local community services that can assist them to address
their barriers to employment; furthermore I am required to interpret The
Parents Next Deed and Guidelines, monitor service delivery and performance
reporting on key performance indicators together with drafting management and
Departmental reports as required.
We were in the process of applying for another
round of funding for the Parents Next Tender, as I was collating data t present
to the Regional Manager, it came to my attention the team had not met one of
the stipulated KPI’S, which was utilizing a tool to measure outcomes for our
participants, we were in fact far behind nationally. This was serious, furthermore
going to prove to be a challenge as we are not target driven.