Background
This paper is premised on an interview between the author and the head teacher of Delaware school. The interview centered on leadership whereby the author sought to unravel the connection between leadership and ethics. To achieve the stated objective, the author based the interview on pre-prepared questions that she posed to the interviewee. The interviewee’s responses were weighed against the literature to test their reliability.
How would you define leadership?
Based on the interviewee’s response, leadership refers to the provision of guidance and the necessary support to the junior staff by the managers. This definition of leadership is congruent with the definition offered by other scholars. Bolden and Gosling (2006) define leadership as the ability of a team leader to organize and plan tasks and to provide the necessary support to the junior staff in the course of dispensing their roles.
Selznick (2011) claims that leadership involves the use of the leadership skills to organize groups and to mobilize them to work hard towards achieving the set targets. It involves assigning tasks and conducting regular checks to detect any deviations from the normal business practice.
My interviewee noted that she cultivates a culture that fosters teamwork to achieve the objectives of the firm. Additionally, she consults her subordinates before making decisions that may affect the firm’s operations. She exercises a democratic style of leadership whereby the ideas of each employee counts. She claims that she furthers her leadership skills from listening to the employees’ ideas.
As a leader, what do you do when people on your team are not pulling their weight?
Schein (2010) states that personal issues coupled with the lack of skills contribute to the employees’ failure to work as expected. In that regard, leaders should avoid imposing punishments on employees for under performance. Instead, leaders should find the underlying cause of the problem to make an informed decision regarding the approach to adopt. My interviewee’s response to the stated question seems congruent with the findings in the literature.
She acknowledged the need to investigate the causes of the employee’s performance as opposed to confronting them. She stated that when faced with such a situation, she first talks to the employee personally to determine the reasons for the underperformance.
From the interview, I learnt that the leader exercises a servant style of leadership whereby she assists every employee in accomplishing his/her tasks. Where difficulties arise in accomplishing tasks, the leader investigates the causes of the underperformance. The leader then tailors the support to the problem identified.
What is one of the greatest leadership challenges you have ever faced?
My interviewee cited dealing with negative attitudes towards children by tutors, as one of the greatest challenges she has ever faced in her career. The first instance occurred in Charles County, where the interviewee had to manage a group of staff who were not children oriented.
She responded by promoting a culture that would favor teamwork and promote employees’ development. Additionally, the leader held every individual personally liable for his/her actions. A universal code of ethics was formulated to guide the staff in their endeavors to mitigate undesirable behaviors. The leader embraced the code of ethics and encouraged employees to follow the suit. She acted ethically and encouraged others to follow suit.
Her actions to act ethically encouraged every other employee in the company to embrace ethical behavior. Northouse (2015) states that employees look at their leaders as their role models hence leaders need to be ethical and professional in their performance to encourage their juniors to follow the suit. The leader’s approach to act ethically and to mobilize her subordinates to do the same was based on the said view.
How would you describe your communication style?
Carroll, Levy & Richmond (2008) states that communication is an important aspect of leadership, and it should focus on directing employees and getting feedback from them. Organizations with a well-established communication system tend to perform better than those that do not have a proper communication channel. My interviewee highlighted the importance of an effective communication system in an organization.
In her organization, she communicates to the employees through different methods including emails, telephone calls, round table meetings, and conferences. Allowing employees to contribute in the decision making process motivates them since it instills a sense of involvement among employees.
The interviewee’s action to involve employees in decision-making increased their morale. Bolden & Gosling (2006) states that consulting employees when making major decisions allows motivates them hence the leader’s action to involve them is justifiable.
Describe a situation in which effective interpersonal communication skills contributed to your success
The leader holds regular round table meetings with all the stakeholders in the school. The meetings are open and everyone is allowed to participate and propose strategies that may improve the performance of the school. The interviewee cited that the employees help her make informed decisions. One of the situations that the subordinates assisted the leader is when one of the employees proposed the introduction of a universal code of ethics.
Each member was allowed to participate in the formulation of the rules. The participation by all the stakeholders helped enhance compliance. Kouzes & Posner (2006) state that the involvement of employees in the formulation of the rules helps boost the compliance levels. Going by the mentioned view, the leader’s action to allow the employees to formulate the rules raises compliance levels among the staffs.
Describe your personal actions by which you convey to your staff that ethics/ethical behavior is a high priority for you and that you expect it to be a high priority for your staff
The leader says that she leads by example and encourages her juniors to abide by the rules. In every school that she leads, she holds a round table meeting with all the stakeholders in the first week. In the meeting, every employee contributes to the formulation of the rules and regulations. The rules bind not only her but also the employees. Leading by example in this context means that she complies with the rules to act as a role model to her subordinates.
Her compliance with the rules encourages her subordinates to comply as well. To illuminate her leadership style, she cited that her dressing code always matches that of the employees as a way of enhancing compliance with the rules. Additionally, she emphasizes the need to comply with the rules in every meeting that she holds with the stakeholders.
Describe a situation where you recognized a need to communicate clear expectations for ethical practice
Engaging employees in formulating the rules and regulations of a firm increases their awareness of such rules. Employees, however, need to be regularly reminded of the rules to enhance compliance. The leader cited her first days at Charles County whereby the employees had difficulties complying with the ethical code. She launched an investigation to establish why the staff members failed to comply with the regulations.
To her surprise, the majority of the employees were not aware of the provisions contained in the ethical code. When she communicated the rules to the workers, the compliance level greatly increased. Bolden & Gosling (2006) claim that the stakeholders of a firm need to be regularly updated of the ethical code of ethics to boost compliance. Such reminders may be done through holding meetings with the staff to deliberate on the compliance levels.
References
Bolden, R., & Gosling, J. (2006). Leadership competencies: time to change the tune. Leadership, 2(2), 147-163.
Carroll, B., Levy, L., & Richmond, D. (2008). Leadership as practice: Challenging the competency paradigm. Leadership, 4(4), 363-379.
Kouzes, M., & Posner, B. (2006). The leadership challenge. New York, NY: Wiley.
Northouse, P. (2015). Leadership: Theory and practice. Thousand Oaks, CA: Sage.
Schein, H. (2010). Organizational culture and leadership. New York, NY: Wiley.
Selznick, P. (2011). Leadership in administration: A sociological interpretation. New Orleans, LA: Quid Pro Books.