Characteristics of Great Strategic Leaders

Question: 1. Why are some managers only managers and not true leaders?2. Complete the leadership assessment and perform a candid self-assessment of your leadership skills. (Do not include the actual assessment in your paper)a. Explain your career goals in regards to becoming a leader.b. Do you feel that a title is required in order to be a leader? Explain.c. What are the areas that you feel you have strong leadership skills based on the assessment?d. What are the areas that you feel you need to gain more knowledge on to become a better leader?3. How will having leadership qualities, even if you do not have a leadership title, help you in your IT career?4. Discuss a CEO or CIO in a previous organization you have worked for and their leadership skills. 5. Did you find them to be an effective and good leader why or why not? (If you do not have organizational experiences write about a CEO or CIOs leadership style that you would follow. Explain why you admire that CEO). Answer: 1. The leader can be defined as someone who aims at creating more leaders put of the members whom the leader is assisting rather than keeping them as mere leaders. A leader should possess the traits like honesty, communicative and passionate about the work (Farell, 2011). A leader should be truthful in whatever work he or she is delivering. The team members should always know about the situation of the work. Finally, rather than taking the work just another work, the leader should be passionate and the passion will help in making then team members like the work that they carrying out (Hargreaves, Fink, 2012). Some of the managers remain manager and could not because they are not able to build the relationship with the leaders. It has been said the employee should want to with the leader rather than just because they have to work with the leader (JohnMaxwellCo, 2013). A leader should want to serve the company rather than just work for the company and take the salary. A person who wants to make the member follow him or her will remain a manager. A true leader is the one who would like to work with the people (Schoemaker, Krupp, Howland, 2013). 2. To become a leader, the career goal should be to make the people who are working under a person to love Mondays rather than feel disgusted of Mondays. A person might handle a small group or people, handle an entire department or run a company, but the main career goal for the person should be work with people. The members should enjoy working with the leader not juts work to be paid for the job (Ulrich, Zenger, Smallwood, 2013). A title is not necessary to become leader. At times, title means that the employees should follow the person because the hierarchy of the organizations asks the employees to do so (Cosgrove, 2016). A person can become a leader in a group who are either working together or playing a match together. Teamwork is the greatest attribute of a leader (Cosgrove, 2016). If a person working in the similar designation with the co-employees but have the capacity work in a team can become a leader as well. Based on the assessment, the strong leadership skills are based on the areas like constant communication with the team members and taking the feedback of those people on a regular basis (Liu, 2016). When the team members will see that they are being heard by the leader, they will be able to build relationship with the leader. A strong and positive relationship of the employees with the leader will help in proper delivery of work in the organization (Farell, 2011). More knowledge is required as far as developing the budget for the department (Liu, 2016). A leader should know the exact amount of expenditure required to carry out a work. If any task is going over the budget, the work needs to be controlled by the leader (Hargreaves, Fink, 2012). A leader should know when to start a work and where to control it so that the entire organization will not have to suffer for the overshoot of the budget. 3. In an IT career, the most important part is the knowledge and insight about the work. As the field of technology is always growing and full of innovation, hence, the person with a career in the field of IT should be open to ideas and keep the eyes open about any new software or technology in the field. One of the characteristics of a leader is keeping on raising the bar and aim on success (Chad Barr, 2010). Hence, a person who is working an IT company but not working in any leadership position can enhance the leadership qualities by gaining more knowledge in the field. In addition to this, software piracy is one of the moist common problems in the field of IT. Another attribute of a leader is to decide between what to do and what not to do. Thus, a person working in the IT field should get a proper knowledge regarding accessing a software and using the software in the proper manner. It is necessary to acquire the leadership qualities at an early stage because once the person will get to work in a leadership role; he or she should be able to solve the problems of the junior employees (Schoemaker, Krupp, Howland, 2013). 4. Brian Gleason, who was named the new CEO of Xaxis portray great leadership skills to manage the employees in the organization (Xaxis.com, 2016). It can be said that the appointment of Gleason is one of the best decision made by Xaxis, located in the New York City. Gleason aims at motivating the employees. In addition to this, it aims at giving hands-on training to the senior and the junior employees that will help in the growth of the business of the company. He aims to create more leaders (.linkedin.com, 2016). Gleason is strongly committed to the mission and the visions of the organization. He is well acquainted with the latest development in the field of technology and is never behind in giving the required tools and resources to the employees that will help them to carry out any work effectively in the organization. Thus, the employees never face any problems due to unavailability of resources or lack of training. They are always motivated to perform well in the organization. 5. Brian Gleason can be called an effective leader for the company, Xaxis. The best part of Brian Gleason is that he does not believe in making the employees followers of instructions and wants them to gain knowledge about the work (Ulrich, Zenger, Smallwood, 2013). He wants to create more leaders in the organization who can develop their own career. The act of Brian Gleason to create more leaders will help Xaxis in a better manner as the leaders will help the organization to fare well in the market. In addition to this, he makes sure that the employees get the resources to carry out the work well. Moreover, rather than giving and order to the employees and commanding the employees to do the work, he aims at giving training to the employees (Schoemaker, Krupp, Howland, 2013). Another good part of the leadership style of Brian Gleason is that works with the employees and makes sure that they get the required training to work properly (Hargreaves, Fink, 2012). References 8 Characteristics of Great Strategic Leaders. (2010). https://www.youtube.com/watch?v=37tp3dxNRE8feature=related. Cosgrove, T. (2016).Four Behaviors that Define Healthcare Leadership.linkedin.com. Retrieved 16 September 2016, from https://www.linkedin.com/pulse/four-behaviors-define-healthcare-leadership-toby-cosgrove Farell, R. (2011).23 traits of good leaders.Edition.cnn.com. Retrieved 16 September 2016, from https://edition.cnn.com/2011/LIVING/08/03/good.leader.traits.cb/index.html Hargreaves, A., Fink, D. (2012).Sustainable leadership(Vol. 6). John Wiley Sons. John Maxwell The 5 Levels of Leadership. (2013). https://www.youtube.com/watch?v=aPwXeg8ThWI. linkedin.com,. (2016).Brian Gleason.linkedin.com. Retrieved 16 September 2016, from https://www.linkedin.com/in/brian-gleason-307b934 Liu, B. (2016).The One Secret to Being a Great Leader.linkedin.com. Retrieved 16 September 2016, from https://www.linkedin.com/pulse/one-secret-being-great-leader-betty-liu Schoemaker, P. J., Krupp, S., Howland, S. (2013). Strategic leadership: The essential skills.Harvard business review,91(1), 131-134. Ulrich, D., Zenger, J., Smallwood, N. (2013).Results-based leadership. Harvard Business Press. Xaxis.com,. (2016).Xaxis Names Brian Gleason Managing Director, North America | Xaxis.Xaxis.com. Retrieved 16 September 2016, from https://www.xaxis.com/press/view/xaxis-names-brian-gleason-managing-director-north-america