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Week Two Team Reflection on Weekly Objectives

Cicely Breland, Elias Mezquita, Jonah Mock, Jean Valerie
LDR/531
December 7, 2015
Mr. Gary Winder

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Week Two Team Reflection on Weekly Objectives
As emerging leaders in the field, Team B did a self-reflection to identify the topics we are
comfortable with and opportunities we may have as we enter into our future leadership roles. The
DISC assessment was an excellent tool to expose some facets to our personality and how we can
effectively lead others. The assessment also proves to be a resource for better communication
and how to work with a variety of personality types. The objectives for this week are to identify
who could be identified as a mentor throughout the course and complete a development plan that
will include all the team members DISC assessments. As a team we have a collected group of the
following personality types: interactive, Dominance, Cautious, and Assessor, so there is plenty of
diversity in the group. During group discussion we were able to discover our struggles and topics
we are comfortable with.
Cicelys part
The topic that had the most impact on me is the various approaches to leadership styles.
Too often managers may have an approach without being aware of it. It became significant for
me because it supports the point that you have multiple ways to lead group. There may be some
external factors that can affect how the leader leads like, culture and the work environment.
Ultimately it is up to the manager to choose how to handle daily situations. A topic that I am
struggling with is the ability to read subordinates to gage which how to best inspire and motivate
them and see my vision. I have done well as a sales person in the past to convince my customer, I
am currently working on translating that skill in to leadership.
Ellias Part
I am already having difficulty identifying a mentor as anyone I am close to lives in
California and the one person I would identify as a mentor is the client I work under. As easy and

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great the color test was to identify behavior traits, I find it difficult to understand how I could use
that approach for some of my supervisors. In the field of security it is tough to ensure all officers
are completing their daily tasks as I cannot babysit everyone all day. But if one person fails
while on post the manager, which is myself, is held accountable for the short coming. As we
progress in the course I am hoping to rid myself of the doubt and become a better manager and
leader in any field I enter.
Jeans Part
The topic this week that I enjoyed is the guidelines for being an inspirational leader. The
one specific guideline that stood out the most was to lead by example. Leaders are who
subordinates look up to and want to follow in their footsteps. It is true that actions speak louder
than words so to have a leader who does what is expected and do as he/she expect others to do as
well is a leader who sets great examples to their followers. Leading by example sends a strong
message to individuals who look up to them. It tells followers that this is how it is supposed to be
done and if I can do it, I would expect that you can do it as well. The values supported by leaders
should be demonstrated in their behaviors on a consistent basis.
Jonah
Characteristics of leadership styles and theories of leadership encompass the learning
objectives of our second week of class. Leader versus manager served as a highlighted topic
wherein the question can a person lead without being a manager served as basis for much
discussion, including those characteristics of operation both leaders and managers value.
Approaches to leadership and leadership effectiveness surfaced this week also. Discussions of
these topics emphasized many pertinent details, such as:

Trait pertains to personality, motives, values, and skills

Behavior pertains to what managers actually do on the job

Power-influence pertains to the influence processes used by managers

Situational pertains to outside factors that influence leadership processes (nature of the
work, type of organization, and so forth)

Integrative involves more than one approach

Additionally, a leadership theory comparison was part of the discussed material, and covered the
following:

Intra-individual involves examining roles, behaviors, and decision styles

Dyadic examines relationship between leader and subordinate

Group processes focuses on leaders influence on team performance

Organizational processes focuses on how a leader adapts to the environment and

acquires resources necessary to complete tasks

Multilevel involves application of more than one theory

Leader-centered versus follower-centered extent to which a theory is focused either on

a leader or a follower

Descriptive explains leadership processes, describes the typical activities of leaders,

and explains why certain behaviors occur in particular situations

Prescriptive specifies what leaders must do to become effective and identifies any
necessary conditions for using a particular type of behavior effectively

Universal or contingency describes some aspect of leadership that applies to all types of
situations

Lastly, the topics of Charismatic Leaders and Transformational Leaderships came through in the
objectives wherein the rarity and indentifiability of a charasmatic leader, and the empowerement
and inspiration of transformational leaders shined through as the fundamental characteristics of
most interest.