Description
We learned about the value of a leader’s character and how it impacts all facets of one’s leadership style. Write a reflection paper describing your primary leadership and/or coaching style, your primary conflict management style, and your emotional intelligence quotient profile. Discuss the importance of strong character in these components. Include the elements listed below in your reflection paper. HRM 6306, Leadership Development and Coaching 2How do your leadership, coaching, and conflict management styles work together as you lead and coach others? Discuss the use of social awareness strategies in order to build your emotional intelligence. Explain how your integrity of character can lead to motivated employees. Analyze the relationship between adaptive leadership styles and strong character.Explain how your value for differences can enable you to reach your organizational goals. What steps can you take to sharpen your leadership skills and continue learning? What have you learned from the assignments and research that will influence how you lead and coach others in the future?Your completed reflection paper must be at least five pages in length. Outside sources are not required for this assignment. If outside sources are used, they cannot be a blog of any type, and please adhere to APA Style when creating citations and references for this assignment. APA formatting, however, is not necessary.
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Megan Stanislaus
Columbia Southern University
HRM 6306 – Leadership Development and Coaching
Professor White
21 November 2023
Reflection Paper
Conflict management is the process of handling disputes and disagreements. Effective
conflict management requires individuals to utilize various techniques and procedures to find a
mutually agreeable solution to a problem to avoid the conflict escalating. There are four conflict
management styles. The styles are competing, compromising, collaborating, and
accommodating. The competing style includes gaining an advantage over another to obtain
social advantage. Compromising gives up their differences to reach a common ground between
the parties. Collaborating is when both parties want something different from one another. And
Accommodating, also known as the “problem solver”, works to resolve differences in order to
achieve a common goal.
After completing two different conflict management style assessments available online,
the results identified that I display a combination style of being accommodating (problem solver)
and a competer. The assessment outlined that problem solvers tend to thoroughly discuss the
details of the problem presented and attempt to work through the problem-solving process
together as a team to appease all parties. The assessment also identified potential burnout as a
weakness for problem solvers. On the other hand, competers are known for being persuasive and
direct, already knowing the results they want to achieve in a conflict situation. They are
passionate about their views and dedicated to achieving their desired outcome. The weakness of
competers is they sometimes end up with difficult relationships with others and the feelings of
others can be hurt or overlooked with their specific decision-making style.
In my opinion, the assessment results are very accurate. I’ve always known that I had a
direct leadership or management style, however, I was unaware of what that entailed. Following
the course readings and assessment, I have a better understanding of both styles. In my current
position, I work in the policy and governance division, writing guidance for diversity and
inclusion efforts, however, I am also in the military. I believe that the training, discipline, and
culture of the military, helped mold my leadership and conflict resolution style. Both styles assist
me in my work every day as I am responsible for dealing with multiple organizations that have
very different views, whether personal or political when it comes to diversity and inclusion in the
military. Being able to shift between both conflict management styles, depending on the
situation can be very beneficial to achieving results and goals.
Conclusion
In conclusion, conflict management behaviors directly correlate to leadership
development and coaching. Understanding conflict management behaviors assists with team
dynamics, personal and professional relationships, and leadership development. Coaching
utilizes conflict resolution strategies for leadership development and assists leaders with the
management skills needed to manage their team and address conflicts when they arise to enhance
a positive work environment. Additionally, coaching helps teams by fostering open
communication and transparency during the conflict-resolution process and provides avenues
and techniques to address the conflict and increase team engagement and dynamics.
References
Bradberry, T., & Graves, J. (2009) Emotional Intelligence 2.0.
https://online.vitalsource.com/reader/books/9780974320670/epubcfi/6/36[%3Bvnd.vst.idref%3D
Backmatter01]!/4
United States Institute of Peace (n.d.) Conflict Styles Assessment
https://www.usip.org/public-education-new/conflict-styles-assessment
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