Final Self Evaluation of Leadership Style
Three years ago when I became an Officer in the Air Force, I was put in charge of a unit consisting of two hundred personnel and knew I would have to start leading immediately. I would be naïve to believe that as such a young Officer I could do, or possibly know it all. Since then, I feel that my leadership abilities have matured exponentially. I am a social person, and many of my leadership skills were slowly developed since I was younger, however, through the experience that I have gained recently as a young Officer, my abilities have increased greatly and will continuously increase. When there is a need, I find a way to take charge of the situation and get the team behind me. If I see that the primary leader needs help, I work with them as an unofficial co-leader to assist with the planning and coordination of team events and deadlines. Overall, I feel that my leadership style falls into four different leadership models/theories.
The Ohio State University Leadership Model identifies four leadership styles: low structure and high consideration, high structure and high consideration, low structure and low consideration, and high structure and low consideration. The model is split into two distinct dimensions; structure and consideration. Structure is job-centered leadership and consideration is employee-centered leadership. As I looked at this model in more detail I instantly knew I had both high structure and high consideration as a leader. By working hard and being at all of my group meetings, I do my best to set a strong example for the rest of the group. Honestly, I have been blessed with awesome personnel over the last few years. All of my current and previous group members worked very hard without much prodding. Still, I never allowed anyone to be a weak link in the team dynamic. I always make sure that everyone knows the mission, goals, and vision of the group to get the job...