Introduction
Naturally, a leader would prefer a concern on either productivity or relationship with the people. However, strategic leaders focus on both productivity and relationships with equal importance. It can be described as a management style in which the leaders develop a vision for their organization to remain competitive and adapt during changing economic situations. Strategic leaders use different management styles to motivate their subjects and create a sense of unity to accomplish the organization’s set goals.
Therefore, this paper will reflect on my strategic leadership learning and development. I will explain my current competence in adaptability and flexibility, customer-centric skills, and self-awareness as areas I need to focus on. I will also provide a method for development and the necessary timescale.
Adaptability and Flexibility
Adaptability is the capacity to change course amid difficulties and shifting market needs. On the other hand, flexibility is the ability to alter course or method of action as needed to accomplish organizational goals. Adaptability and flexibility are essential leadership because the corporate world is complicated and fast-changing. I consider them necessary because to become an effective leader, I must swiftly adapt to the changing market conditions as technology, and customer needs advance at an unprecedented rate.
According to one survey, flexibility and adaptability set effective leaders apart from their less successful colleagues (Koekemoeret al., 2021). I believe that these traits will enable me as a leader to quickly adapt my ideas and plans to changing conditions, spot and address new trends, and make strategic choices that optimize prospects for the company. Furthermore, they will help me foster a culture of innovation and experimentation, motivating my team to question the status quo and seek fresh approaches to issues.
My current level of competence in these two skills is average. Currently, I struggle to adjust or adapt quickly to new situations. For example, I have been hesitant to move to a new apartment. I have been planning to do so for about two years now. I am also a little uncomfortable working on projects that are ambiguous or whose results are uncertain. However, I usually welcome constructive criticism and incorporate it into my work. Therefore, I will select the experiential learning method to develop my competency.
According to Bridges (2019), leaders participate in activities that challenge their adaptability and flexibility, such as working in cross-functional teams, taking on new projects, and engaging in continuous learning opportunities. I will take four months to these competencies and continue to perfect them over the years since they require continuous learning and practice.
Customer Centric Skills
Customer-centric skills refer to the ability to comprehend, foresee, and address the requirements and expectations of customers. I selected this competency because it emphasizes the customer’s needs and fosters an organization’s customer obsession culture. This skill is important for me to become an effective leader since it will enable me to make wise decisions by actively listening to customer insights and comments to stay competitive.
Secondly, having strong customer-centric abilities is essential for me as a leader because they will enable me to fully comprehend the wants and demands of their target audience. According to Ghlichlee and Bayat (2021), customer-centric executives put the requirements of their customers first and build their businesses to meet those demands, which improves customer satisfaction and retention rates.
Lastly, customer-centric skills will enable me to make data-driven decisions. According to Tuominen et al. (2022), companies that are customer-centric in their decision-making processes are more likely to outperform their competitors. This data can be used to develop new products and services, improve customer experiences, and increase customer loyalty.
Currently, my customer-centric skills are below average. This is because I am poor at maintaining customer relations. I am bad at striking up conversations with strangers, and it has been limiting my interaction with customers. I have not been keen on getting customer feedback and thus fail to pay attention to customer needs, wants, and expectations. I would choose to seek feedback to develop my competence in this area. Feedback from my peers, team members, and mentors will help me understand my strengths and weaknesses.
According to Friedman (2021), feedback can be obtained through regular check-ins, performance reviews, 360-degree assessments, and surveys. I will also work on my communication skills to master the art of customer relations. I believe communication is key to building strong customer relationships. I will practice communicating clearly and effectively, using simple language and avoiding jargon or technical terms that customers may not understand. I will cap the timescale to develop this skill at four months to adequately acquire customer-centric skills such as listening, empathy, and understanding customer needs.
Self-Awareness
Self-awareness involves an understanding of one’s own emotions, thoughts, and behaviors, as well as the ability to recognize and manage the impact of these factors on others. I selected this competency because self-aware leaders are better equipped to make informed decisions, build meaningful relationships, and motivate their team members. This skill is essential for me to be an effective leader in three ways:
- Self-awareness will enable me to foster servant leadership that focuses on serving others rather than personal gain. According to Crawford et al. (2020), self-aware leaders can better understand their team members’ needs, communicate effectively, and create a positive organizational culture.
- Being self-aware as a leader will enable me to manage my emotions better. Research has shown that self-awareness positively correlates with leadership effectiveness (Crawford et al., 2020).
- Self-awareness is an essential skill that ensures improved performance and job satisfaction.
It helps a leader be emotionally intelligent and manage his emotions and those of his team members, improving performance.
My current level of competence in terms of self-awareness is average. I have conducted several personality tests and know my traits and tendencies. However, I have not yet aligned my values and beliefs. Furthermore, I have not been keen on regulating my emotions since I am often impatient and quickly angry. Lack of emotional control has led me to get into conflicts with many people and hence has the potential to ruin my customer relations.
I would choose two methods to develop my competence in being self-aware as a leader. Firstly, I will practice mindfulness meditation by paying attention to the present moment with non-judgmental awareness. It has increased self-awareness and improved emotional regulation (Berkovich-Ohana, Jennings, and Lavy, 2019).
Secondly, I will practice journaling by writing down my thoughts and feelings. According to Berkovich-Ohana, Jennings, and Lavy (2019), journaling helps leaders gain insight into their emotions, behaviors, and decision-making processes. It will take me four months to adequately realize my weaknesses and strengths, control my emotions, and become fully self-aware as a leader.
Reflection
I aim to significantly contribute to the values of the organization I intend to work with. One of my primary values is promoting workplace equality and diversity. An inclusive workplace can improve employee engagement and productivity, leading to tremendous organizational success. I will ensure that the organization’s policies and practices align with these values, and I will lead by example by promoting inclusivity and diversity within my team.
Furthermore, I intend to prioritize the well-being of my team members to create a positive work environment. I understand that well-being can significantly impact employee performance and retention, so I will focus on their physical and mental health needs. According to Hayat and Afshari (2021), leaders can promote employee well-being by creating a supportive work environment, providing appropriate resources and training, and fostering community within the team. As a leader, I will focus on these critical factors to ensure the well-being of my team members.
Additionally, the module has provided valuable insights into the importance of emotional intelligence, effective communication, and ethical leadership. Therefore, I recommend that any leader who wants to be successful must apply them to create a positive work environment that promotes employee well-being and organizational success.
Conclusion
I would want to focus on three areas for my leadership development. Firstly, I will build my adaptability and flexibility skills to fit the complicated and fast-changing world. I will employ the experiential learning method to develop it. Secondly, I will focus on building my customer-centric skills. Lastly, I want to focus on self-awareness since it will enable me to understand the needs of my team members and how to solve them. In my future organization, I will focus on promoting diversity and equality and ensuring the well-being of every team member to boost productivity and relationships with them.
Reference List
Berkovich-Ohana, A., Jennings, P.A. and Lavy, S. (2019) ‘Contemplative neuroscience, self-awareness, and education,’ Progress in Brain Research, 244, pp.355-385. Web.
Bridges, W. (2019) ‘The power of experiential learning,’ Harvard Business Review, 97(2), 66-71. Web.
Crawford, J.A. et al. (2020) ‘Putting the leader back into authentic leadership: Reconceptualising and rethinking leaders,’ Australian Journal of Management, 45(1), pp.114-133. Web.
Friedman, R. (2021). The art of giving and receiving criticism. Harvard Business Review. Web.
Ghlichlee, B. and Bayat, F. (2021) ‘Frontline employees’ engagement and business performance: The mediating role of customer-oriented behaviors,’ Management Research Review, 44(2), pp.290-317. Web.
Hall, D., Cretney, R. and Nissen, S. (2020) ‘By declaring a climate emergency Jacinda Ardern needs to inspire hope, not fear.’ Web.
Hayat, A. and Afshari, L. (2021) ‘Supportive organizational climate: A moderated mediation model of workplace bullying and employee well-being,’ Personnel Review, 50(7/8), pp.1685-1704. Web.
Koekemoer, L. et al. (2021) ‘Leadership behaviour, team effectiveness, technological flexibility, work engagement and performance during COVID-19 lockdown: An exploratory study,’ South African Journal of Industrial Psychology, 47(1), pp.1-8. Web.
Tuominen, S. et al. (2022) ‘Customer-centric strategy driving innovativeness and business growth in international markets,’ International Marketing Review. Web.