Peter Drucker argues that “The only definition of leader is someone who has followers. To gain followers requires influence but doesn’t exclude the lack of integrity in achieving this” (Yukl, 1989). Several theories agrees that leadership is same as social influence processes which occur all members of the group and others agrees that leadership is doing something in order to lead effective.
The classification of leadership style are how leaders strive their employee, how the communication is managed between leaders and working team, how leaders make decision with others, and the degree of sovereignty and empowerment leaders give to their contributory without considering the inherent characteristics. This theory advocate three styles, where power is required ‘autocratic’; power is distributed within ‘democratic’; or where power is relegated ‘laissez-faire’ (Krieger, 2001).
Therefore, this blog will evaluate my development as future leader according to these leadership styles and the feedback I have received while managing the team.
My Leadership Brand
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Throughout my journey in the business world, I have always be a democratic leader when I am working in the group. Democratic leadership can be named as the consultative system and the participative system. According to Nave (2005) this leadership can be connected with the transformational style, which is indicated as the inspiring loyalty to the individuals, generating visionary changes in the organization. However, in Indonesia most of the leaders are using the authoritarian leadership styles which apply more coercive and legitimate power.
Assessing My Leadership Style
Coming from a business background family, I have always involved in business throughout my life. I have a chance to manage people in my family business. Throughout the experience, I have always taught to be a democratic leaders as decision making is much effective when you have more brain storming with others rather than individual. In the process, I have to work with other employee to discover better ideas and more creative solutions to problems. This process will creates more involvement of group members committed to the projects, making them to care about the end results.
I have spent most of my life in Singapore, making me interact with divergent nationalities of people. I have learnt a lot of things to manage others culture and along the way I have adapted well. I didn’t find any difficulty while working in teams in university level as Indonesia millennial are famous on using democratic leadership style in the team. Therefore, working with others culture would not be too troublesome for me.
Evaluation
The evaluation throughout my working life were the same as my feedback in the university as the leader of the team. I tend to listen to other members before making the final decision. Where this kind of elements are link to the intellect in democratic and transformational leadership.
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Throughout my leadership experience in the university, I have several negative and positive feedbacks from the team members. The negative feedback has been taken for me to improve my style to become a better leader in the future. While the positive feedback has motivated me to work harder.
As one of the youngest person in the class, I am far behind other students regarding the experience in the leadership life. I am now twenty one years old and I still have a long way to learn in becoming a great leader. I’m always working on these leadership styles as my objective in the future is to become one of the successful millennial leaders in Indonesia. Therefore, I can influence other leaders in Indonesia to implement Democratic styles rather than authoritarian leadership style.
Development Plan
Several argument has been taken place about whether leaders are made or born. In my perspective, leaders are made through a learning process. I believe that people will grow themselves to be good leader if opportunity was given.
I was taught to become a humble person to everyone and by implementing the democratic style, there will be no position gap within the organisation. I will develop my democratic styles to achieve all my objectives in the future. Thus, I wouldn’t stop to learn to become a better leader as leader learning is endless (Coulter, 2001) and I will strengthen my strength in leading a successful team in my future studies and career.
References
Coulter, M. (2001). Entrepreneurship in action. Upper Saddle River, N.J.: Prentice Hall.
Krieger, M. (2001). Sociología de las organizaciones: Una introducción al comportamiento organizacional. Mexico: Prentice Hall.
Nave, J. (2005). Leadership styles of entrepreneurs in small land surveying businesses (Electronic thesis and dissertation). East Tennessee State University, Tennessee.
Yukl, G., (1989), “Managerial Leadership: a review of theory and research”, Journal of Management, Vol. 15 Issue 2, p.251-290