essay on leadership philosophy

Personal Philosophy of Leadership

This essay will articulate a personal philosophy of leadership, discussing the key values and principles that guide effective and ethical leadership. It will explore concepts such as integrity, empathy, vision, and adaptability, and how these principles are essential for inspiring and leading others. The piece will also discuss the importance of self-awareness, continuous learning, and the ability to navigate challenges and change. This philosophy will be framed within the context of current leadership challenges and the evolving expectations of leaders in various sectors. PapersOwl showcases more free essays that are examples of Leadership.

How it works

• 1 Introduction
• 2 What leadership means to me
• 3 My core values of leadership
• 4 Personal leadership philosophy
• 5 Conclusion

Introduction

There are as many ways to lead as there are leaders, every one of them having a different outlook on the philosophies of leading and what it means to be a positive influence over others. One thing that all leaders have in common is that they must have a good understanding of their personal leadership philosophy. To begin I must first realize what leadership means to me personally then explore my core values and how to use them in a leadership role.

It is also important to consider the team that I will lead and the environment in which I will utilize my leadership philosophy. This consideration will help to develop and demonstrate my personal leadership philosophy.

What leadership means to me

Leadership means much more than just managing people. You can be a leader at any level and any job. Leadership is important and can help any company or team thrive. I feel that the key to a great leader is having a vision for your organization and team. Once that vision is fully developed, the way to convey that vison across is also very important. Leaders motivate people with a shared vision, and this can create an environment that allows people to work together efficiently. Having a clear line of communication within a team or work place sets a good leader apart from others. Having confidence in your team to perform efficiently and independently makes a true leader. Taking the time to understand everyone within the organization can help people meet their personal goals and keep them in line with the goals of the company. There is a lot that goes into being a good leader and I feel it starts with an individual’s core values.

My core values of leadership

The core values of a leader can differ depending on outlook, past performance, and organizational environment. For me the first step is to have trust and to be trustworthy. Being open and honest creates a positive culture within the company. Collective communication at any level creates success. The next value that is imperative for a leader is character and temperament. Keeping a positive attitude fosters a positive work place. Temperament is part of the foundation of leadership. If a leader does not have a good temperament and behavior the rest of the team will be negatively influenced. Lead by example and stay focused on the goals of the team while remaining composed. Respect also goes a long way in a leadership role. Mutual respect for everyone within an organization generates admiration. This admiration keeps the culture of organization positive and helps productivity. There are many core values to keep in mind while leading the top three are just the most important to me. But a good leader should correspondingly be able to accept accountability, be an inspiration, and have courage. These values will be effective within any team and organization. But I feel that my core audience would be from a corporate background.

Personal leadership philosophy

Considering my core values and what leadership means I have formulated my personal leadership philosophy. This includes leadership styles, behaviors, and attitudes I want to express. As for leadership styles I strive to be a strategic leader (Bateman, Snell, & Konopaske, 2019) to motivate teams and the organization, providing a sense of unity in order to keep the company productive (2019). Within this style I will aim to produce an environment that inspires teams to work efficiently and independently while being able to communicate their own ideas. I similarly would like to have a democratic approach to leadership (Bateman, Snell, & Konopaske, 2019). This leadership style has members of the group take part in the decision-making process. Within this style team members are encouraged to be creative, participate, and use open discussions to achieve goals (2019). I feel that this style helps to foster high moral and great teamwork. Making it a core part of my leadership philosophy.

In line with my core values I wish to generate a relationship-motived leadership attitude (Bateman, Snell, & Konopaske, 2019). I would place importance on interpersonal relationship skills and use these skills to support, inspire, and make my team feel valued. Building a relationship with team members encourages boundless teamwork and collaboration. The behavior associated with a relationship-motived leader is to have open-door police and to take a genuine interest in the individuals that make up your team (2019). I feel that, utilizing these approaches to leadership, I would work well with other people with good interpersonal skills. Perhaps a younger working force would get more from my leadership philosophy because they are more open to building strong interpersonal relationships amongst those they work with.

The ideas expressed in this paper are just ideas at this point but having a strong leadership philosophy will help when I need to put these ideas into action. My outlook may change while my core values of trust, character, and mutual respect will always be reflected in my leadership style. I feel that to be a good leader one must hold on to their ideals and never compromise their morals. Overall, I know that any organizational environment or team would benefit from my leadership philosophy.

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Developing a leadership philosophy will help you become a better and more effective leader . There are several main leadership philosophies that most people follow to determine their leadership style. You might know of these leadership philosophies and decide to model your leadership off of them, or you naturally developed your leadership style, and it matches one of these methods.

No matter what stage of your career you’re in, what industry you’re in, or what your career goals are, knowing the leadership philosophy you follow is an important tool. In this article, we’ll go over how to develop a leadership philosophy, provide leadership philosophy examples, as well as some tips to keep in mind when writing your philosophy.

Key Takeaways:

A leadership philosophy depends on your personal values as well as environmental factors

Clarifying your leadership philosophy will make you a better leader.

Leadership philosophy examples include: solution-based leadership, democratic leadership, and transactional leadership.

To develop your leadership philosophy consider how you work currently, what your goals are, and examine leaders you admire.

What is a leadership philosophy?

How to develop a leadership philosophy, leadership philosophy examples, examples of personal leadership philosophies, why should you review examples of leadership philosophies, leadership philosophy faq.

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Leadership philosophies are based on several things, including character, beliefs, emotions, and principles. To create an outline of how someone acts as a leader, you can follow a leadership principle on a personal level, referring to how you are as a leader. This can also be mandated on a company or organizational level, meaning an organization encourages employees to lead in a certain way.

Leadership has different ways of approaching and tackling different situations. Each person views it differently and acts as a leader in different ways. Using leadership philosophies is a way to distill those differences and make sense of the ways people can act as leaders.

Though it seems technical or advanced, leadership philosophies are more like guidelines than rules set in stone. You can relate to multiple leadership styles and switch up your leadership since the philosophies don’t have to be adhered to. Think of it as a way to classify types of leadership and a method to help you frame how you approach leadership.

While they’re not formalized in nature, you should take time to consider your leadership philosophy and write it down. Sometimes a potential employer will ask to know your leadership philosophy, but it’s still mainly a tool for you. Taking the time to sit down, think, and write about your take on leadership can prepare you for tackling a leadership role in the future.

You can use it as a reference when you need to figure out how to approach a challenging leadership problem .

To develop a leadership philosophy, you should first figure out your leadership style, think about how you work currently, and think about what you want your future to be. Below is a more detailed list of how to develop a leadership style.

Find your leadership style. Along with leadership philosophies, leadership styles are important in understanding how you lead.

Think about how you work currently. To start, you should consider how you lead presently or how you’ve led in the past. Your most effective leadership philosophy will be one that feels natural to you, so starting with what you already do is a great start.

Think about your future. How do you want to be perceived as a leader? Thinking about the future of your leadership and skills is a good way to get on a path that will lead you there. Consider how you would like to lead in the future and how you want to work with your team.

Talk with other leaders. Getting advice from other leaders is a great way to think about your leadership values. Ask them about how they lead and what general principles they bring to all of their leadership roles .

Consider your goals . Think about where you want to be in the future and how you can get there. Your leadership goals should fall in line with your broader career and life goals, so make sure everything is consistent.

Think about your personal values. At the end of the day, leadership philosophies are extremely personal and reflect who you are. Turning to your values is a good way to incorporate your beliefs into the way you lead others.

Find leaders you admire. Just like looking at leadership philosophies can help you determine your personal perspective. Looking at the leadership styles of leaders you admire can help you find what you like.

Some examples of leadership examples include solution-based leadership and democratic leadership. You can deviate from these and develop something new, or you can choose to incorporate elements of one or a few in your personal statement .

There’s no wrong way to lead, and these are just a few common examples of leadership philosophies:

Solution-based leadership. You can look at a challenge as a problem or an opportunity to find a great solution . People who see it the second way can be solution-based leaders who look for good solutions instead of worrying about the problem at hand.

Democratic leadership. If you believe in hearing every voice in the room, democratic leadership might be for you. As the leader, you can consult everyone and weigh their opinions equally before making a decision. But, since you’re in charge, you can ultimately decide the next step.

Transformational leadership. Setting goals, finding paths to success, and working collaboratively with a team are central to transformational leadership. These leaders want to help their team grow and evolve as everyone works together.

Learning leadership. Some people like to approach leadership as an opportunity to learn. Instead of acting like a leader who got there because of their existing knowledge, they approach every situation as a chance to learn more and expand their horizons.

Laissez-faire leadership. If you like being hands-off and leaving people to do what they do best, laissez-faire leadership might be your style. Typically, these leaders act as a final “okay” or a resource for help when team members get stuck, but they don’t hover or force people to do things their way.

Transactional leadership. Sometimes people work harder when they know they’ll get something good in the end. This is the basis for transactional leadership, which uses rewards to motivate people to work toward a common goal. Think of things like bonuses , promotions, raises , and other rewards for employees who contribute to a project or goal.

Autocratic leadership. Almost the opposite of laissez-faire leadership is autocratic leadership, where the leader wants to oversee most, if not all, of a team’s work. People who are control freaks tend toward this style, but that’s not a bad thing.

Take a look over these personal leadership philosophy examples to see which one resonates with you the most. Note that your personal leadership style doesn’t have to adhere to the exact language of these examples. Instead, use them as inspiration for writing your own leadership philosophy.

Solutions-based leadership philosophy example

Challenges at work represent new opportunities for growth and development. I consider the long-term goals of our company and team, then reverse-engineer a plan for how to get there. I look forward to solving problems together by applying our collective knowledge.

Democratic leadership philosophy example

While it’s important to have clear guidelines and definitive goals, I believe that everyone on my team should have a voice in determining those guidelines and goals. Furthermore, I encourage a diversity of opinions on any topic and think that the best results come from people who have a say on what they’re working on and how they work on it.

Transformational leadership philosophy example

Failure to evolve leads to stagnation and eventually depreciation. New ideas are the life blood success. I motivate my team members with long-shot goal setting to encourage a belief in radical transformation. Additionally, I commit myself to providing the necessary tools and time to allow for my team to grow their skill sets.

Learning leadership philosophy example

Being a leader means being a jack-of-all-trades who can adapt quickly to new ideas. I approach new challenges as exciting opportunities to expand the skill set of my team and myself. I encourage my employees to explore extra learning opportunities outside of their normal responsibilities and provide resources for them to do so.

Laissez-faire leadership philosophy example

I trust my team to know how to do their jobs correctly. They’re experts who make great decisions and can solve problems on their own. I like to set big-picture goals and provide a vision that everyone can get behind, but I stay out of the way when it’s time for tasks to be carried out.

Transactional leadership philosophy example

My team responds to financial incentives more than anything else, so I use bonuses, commissions, raises, and promotions to motivate my team to success. I foster a competitive spirit that pushes everyone to reach for their highest potential. Finally, I make sure that the metrics I institute make sense and incentivize the right sort of behavior.

Autocratic leadership philosophy example

Decision-making takes too long and ends up with soft, difficult-to-apply polices when too many people are involved. I will make all of the important decisions and delegate a handful of other key stakeholders as decision-makers as well. Most employees will have to follow our examples and guidelines and trust that we’ll lead them to a successful outcome.

Reviewing examples of leadership philosophies will not only will you better understand the format of leadership philosophies when you review examples, but you’ll also get a chance to see how other people see leadership. You might find points you agree with or some that you hate, and they’re all valuable.

You can choose to model your personal philosophy after others or decide that you want to do the opposite of what someone else did.

Having access to other people’s leadership philosophies can help you formulate your own better than if you were on your own. Taking inspiration from others can help you decide how you want to be as a leader. It’s like thinking back to a leader you admire and trying to capture what you love about them in your own leadership style.

This doesn’t mean you should take your leadership style from someone else. It’s actually the opposite. You should strive to create a unique leadership philosophy that feels like your own, but of course, you can take inspiration from other people.

Why is a leadership philosophy important?

A leadership philosophy is important because it clarifies the objectives of a leader. A leadership philosophy is a framework which you can build off of. This helps provide consistency, that is a huge factor in good leadership. Knowing your leadership philosophy can also help during difficult times, especially in situations where you may need to either adjust or reinforce your leadership style.

What makes a good leader philosophy?

Regardless of philosophy, a good leader will help everyone produce their best work possible. To do this, a good leader must combine the skills of delegation, communication, structure, vision, decision-making, empathy, and inspiration. All of these skills combine to make a leader who can move their team to success.

Do I need a leadership philosophy?

Yes, if you are a leader, you should have a leadership philosophy. Not only will the philosophy provide you with direction or allow you to answer leadership-based interview questions , but it will also give you a great way to communicate with your team. By knowing your philosophy you can set clear goals and expectations.

What does a leadership philosophy look like?

A leadership philosophy is a belief system that helps guide your decision-making. Since leadership has different ways of approaching and tackling different situations, leadership philosophies will help people use their own personal viewpoints to lead. They are more like guidelines than a set of rules you have to follow.

PennState Extension – Tips for Developing a Personal leadership Philosophy

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Amanda is a writer with experience in various industries, including travel, real estate, and career advice. After taking on internships and entry-level jobs, she is familiar with the job search process and landing that crucial first job. Included in her experience is work at an employer/intern matching startup where she marketed an intern database to employers and supported college interns looking for work experience.

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Leadership Philosophy and the Theories of Leadership Research Paper

Introduction, the philosophy of leadership, leadership philosophy chosen, the ‘golden rule’ leadership philosophy and the trait theory of leadership, the ‘golden rule’ leadership philosophy and the behavioral theory of leadership, the ‘golden rule’ leadership philosophy and the contingency theory of leadership.

Leadership, as a concept, varies in many different situations and circumstances. As old as life itself, leadership is required in many aspects of human existence. The emergence of different civilizations, and the resultant organized societies and governments brought forth with them an urgent need to examine the concept of leadership.

Leadership was required in homes, in various communal groupings, and in the overall governorship of societies. Today, the need for competent leadership within various groups and entities in the society is even more acute (Kim, McInerney, & Sikula, 2004, p.388). Effective leadership in homes, schools, workplace, and governance play a critical role in the overall socioeconomic progress of a nation.

Philosophy analyses the existence, mannerisms, and conduct of human beings in their daily pursuits. For leaders, the acquisition of a personal leadership philosophy is of critical importance. A philosophy of leadership provides a general frame and guideline within which a leader may function.

A leadership philosophy also offers a point of reference for the leader, and when practiced long enough, it forms the basis of the entire leader’s actions naturally. Therefore, a positive and progressive leadership philosophy is beneficial to the leader and the persons under his/her leadership.

The leadership philosophy that I have chosen is one that adopts the golden rule/principle. This leadership philosophy/principle obliges the leader to treat his or her subjects, as the leader himself would wish to be treated were he/her the subject – the golden rule.

This philosophy mandates the leader to take actions only after placing the best interests of the subjects at the heart. All the decisions made by the leader should be humane and progressive. This philosophy ties positively with three different leadership theories. These theories are the trait theory of leadership, behavioral theory of leadership, and the contingency theory of leadership.

The trait leadership theory states that a leader has inherent characteristics and personal traits that he or she is born with. This theory slightly reassembles the ‘great man’ leadership theory that characterized much of the ancient Greek and Roman view of leadership and leaders. The trait theory of leadership views leadership as a concept and characteristic inherent in some people and absent in others (Northouse, 2008, p.15).

Many leaders in history have been described as ‘born leaders’, and their actions and choices during times of crisis were mostly guided by empathy and inherent characteristics. For Instance, Abraham Lincoln, the 16th US president, has variously been described as compassionate and full of empathy. Despite having been the president during the nations’ most catastrophic civil war before or since, his leadership – born out of his personality traits – has always been described as compassionate.

In line with the chosen personal leadership philosophy that urges the leader to show empathy, the trait theory of leadership applies to Abraham Lincoln. His abhorrence for the institution of slavery stemmed from his conviction that as much as none would volunteer to be a slave, then none should willfully be a master.

This conviction is born out of empathy. The conviction aligns with the earlier mentioned philosophy of the leader placing herself or himself in the situation of his subjects before making any decisions. As president, Abraham Lincoln was also quick in granting mercy to many citizens who sought it from him. President Lincoln granted mercy to many Southerners condemned to death for treasonous acts during the Civil War.

At the conclusion of the war, many Northerners wanted to subdue the Southerners economically and politically, because the prevalent view in the north was that the south had instigated the entire costly war. True to his element and character, President Lincoln cautioned against vengeful feelings and actions by Northerners. He urged the nation to foster a new sense of goodwill and empathy.

Therefore, the leadership philosophy based on empathy is quite effective and admirable. When a leader put the interest of his/her subjects first, the subjects gain confidence in his or her leadership.

The behavioral theory of leadership contrasts with the trait theory of leadership. While the trait theory states that leaders posses, within themselves, inherent character traits that are appropriate for leadership, the behavioral theory states that leadership is a concept that can be learned and acquired. Through careful observation, intensive learning phases, and experiences acquired over time, a person previously not disposed to leadership, can become en effective leader.

Indeed many leaders are molded through practice and learning. Throughout the ancient times, many princes destined to succeed their fathers as kings were taught how to be leaders and were continuously in a learning realm until they assumed the kingship upon the death or resignation of the king. The behavioral theory states that a leader’s actions are more salient and take precedence over his or her inherent traits.

The British Prime Minister, before and during the Second World War, is an example of a leader whose actions were the prime determinants of his effective leadership during the War.

Hardly known for his suave nature or even for his empathy, Sir Winston Churchill was nonetheless effective in rallying the British troops and public behind Britain’s war effort against Germany and its allies. Churchill was hardly popular in Britain before the War and had served in various junior capacities at various levels of government. He had tasted a bit of war during the First World War, and his experiences would prove beneficial.

Furthermore, in his various roles, in the civil service, he also slowly honed his leadership skills. Therefore, when Prime Minister, Neville Chamberlain, abruptly resigned, Churchill was suddenly entrusted with the heavy burden of leading Britain in the War. Fortunately, Churchill had already learned as much as he needed to on being a leader, and would continue to learn as the war progressed.

The golden rule of leadership exalts the leader to place the interests of his subjects first, and the Prime Minister, Churchill, did so. His fierce sense of independence and love for democracy guided his determined ambitions to halt the advance of Germany despite formidable odds. In the end, Britain and her allies triumphed, and in large part, this victory was the result of effective leadership by Churchill, whose leadership skills were slowly built over a long period.

The Contingency Theory of leadership states that leadership does not necessarily involve a leader practicing his or her inherent traits, nor is it a matter of the actions taken by a leader, but rather an ability to adopt and fit with the different dynamics that confront him or her.

Because a leader will inevitably be confronted with different situations requiring different analyses, judgments, and conclusions, the Contingency Theory of Leadership states that, an effective leader should handle these dynamics. According to this theory, the environment within which the leader operates, the socio-political inclinations of the followers, and the leadership style of the leader all play a role in determining the leader’s judgment.

The American president, Franklin Roosevelt, during the Second World War, exemplifies contingency leadership. Having taken office just as the effects of the Great Depression of the 1920s were setting in, his work was clearly cut out. However, Roosevelt’s ability to identify with the common person’s problem soon gained him widespread bipartisan popularity.

He set up measures to cushion the poor from the effects of the Great Depression, oversaw widespread infrastructural projects, and after a few years of these intensive nationwide programs, the American economy was back on track. Ultimately, he was able to rally the American public behind him as the US entered the Second World War in 1941. President Roosevelt is the longest serving American president in history and one of the most popular leaders in history.

Roosevelt’s capacity for empathy, in line with the doctrine of placing the concerns of the subjects first, contributed to his long reign as president. His ability to adapt to different situations and challenges in his presidency, and his knack for soliciting bipartisan support for his policies points to effective contingency leadership.

In conclusion, the personal philosophy of leadership that places the interest of the leader’s subject at the forefront is an effective leadership philosophy. As stated in this paper, the ‘Golden Rule’ leadership philosophy functions ably within the trait theory of Leadership, the Behavioral Theory of Leadership, and the Contingency Theory of leadership. As the analysis of various historical political leaders has shown, different leadership styles and traits are suitable for different environments and situations.

Kim, C. W., McInerney, M., & Sikula, A. (2004). A Model of Reasoned Responses: Use of the Golden Mean and Implications for Management Practice. Journal of Business Ethics , 51(4), 387-395.

Northouse, P.G. (2008). Leadership Theory and Practice (5 th Ed). Thousand Oaks : Sage Publications.

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IvyPanda. (2018, October 11). Leadership Philosophy and the Theories of Leadership. https://ivypanda.com/essays/leadership-philosophy-and-the-theories-of-leadership/

"Leadership Philosophy and the Theories of Leadership." IvyPanda , 11 Oct. 2018, ivypanda.com/essays/leadership-philosophy-and-the-theories-of-leadership/.

IvyPanda . (2018) 'Leadership Philosophy and the Theories of Leadership'. 11 October.

IvyPanda . 2018. "Leadership Philosophy and the Theories of Leadership." October 11, 2018. https://ivypanda.com/essays/leadership-philosophy-and-the-theories-of-leadership/.

1. IvyPanda . "Leadership Philosophy and the Theories of Leadership." October 11, 2018. https://ivypanda.com/essays/leadership-philosophy-and-the-theories-of-leadership/.

Bibliography

IvyPanda . "Leadership Philosophy and the Theories of Leadership." October 11, 2018. https://ivypanda.com/essays/leadership-philosophy-and-the-theories-of-leadership/.

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4 Leadership Philosophy: An Essential Tool for Change

• Published: June 2015
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Effective leaders of change communicate and practice a leadership philosophy that shapes organizational culture and determines how decisions are made. An organizational philosophy can support a collaborative community, a bureaucracy, or a tribal culture. An organizational philosophy answers four related questions: (1) What is the purpose of our organization? (2) What practical values do we need to practice to further our purpose? (3) What ethical and moral reasoning determines the key decisions we make? (4) How do we define and measure results so that they support our purpose and values? When leaders’ personal philosophy is consistent with their leadership philosophy, they are more likely to be trusted.

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Leadership Philosophy: A 6-Step Guide On Finding Your Leadership Style

Published: September 25, 2023

As a leader, how do you manage others? Do you prefer to bring in others for help? Or do you lead with an iron fist? Do you want to empower others to make decisions? Or do you view yourself as the rule-maker?

You may have a general idea on how you lead — but by developing a leadership philosophy, you can build a guide that improves your overall leadership abilities and acts as its foundation.

Table of contents:

• What is a leadership philosophy?
• Why care about leadership philosophy?
• How to write a leadership philosophy
• Leadership philosophy examples

What Is a Leadership Philosophy?

A leadership philosophy is a framework that contains principles and beliefs on how you interact, impact, and guide others. It brings together lessons and preferences learned from leading others into a structured system.

A leadership philosophy helps you better understand and articulate your style of communication, emotional intelligence, decision making, problem solving, and more.

Many create a statement to accompany their leadership philosophy: Some prefer short and precise ones, while others create whole explanatory documents. This depends on the level of detail you want to put into your leadership philosophy.

Why Care About Leadership Philosophy?

A leadership philosophy can help you cultivate consistent, high-quality leadership — an element of management missing across many companies. In fact, 77% of organizations regard their leadership as lacking. Employees concur: 78% say their leader lacks a strong vision for their organization.

Maintaining a leadership philosophy brings a number of benefits, such as:

• More consistency: A leadership philosophy acts as a guide, which makes your actions and beliefs more consistent.
• Greater transparency: By sharing your leadership philosophy with others, you can ensure they know how you manage people and projects.
• More self-awareness: Writing a leadership philosophy requires self-reflection, giving you greater insight into yourself.
• Faster decision making: Making decisions, especially high-stake ones, can feel paralyzing. A leadership philosophy expedites this process by providing an explicit description of your values, ethics, and beliefs.

How To Write a Leadership Philosophy

1. Identify your values

Your values and beliefs as a person should serve as the foundation of your leadership philosophy. So, to start, identify what you believe in. Do you value quick decision making, or do you take your time? How do you view learning?

Consider the following leadership traits you can jot down for yourself:

• Collaboration
• Flexibility
• Emotional intelligence

Many values exist and they depend on what you care about. Consider picking a few attributes you value most, and use them as the starting point of your leadership philosophy.

2. Write down who and what inspires you

After determining your personal values, consider who and what inspires you in life. Do you admire the work of a business owner or celebrity? Do you find yourself wanting to mimic another organization’s ethics?

Write down people, organizations, newsletters — anything that inspires you. You can use this list as a reference when crafting your own leadership philosophy.

3. Reflect on previous leadership experiences

Reflect on times when you’ve lead in the past, such as:

• School assignments
• Extracurricular activities
• Work projects

Ask yourself: How did you lead? What went well or bad? Did you enjoy it? If you could go back, how would you do it differently?

Write down your answers and reflections to these questions. Examining your previous experiences will help you identify evidence on the kinds of leadership styles you either enjoy or dislike.

4. Figure out your leadership style

Putting everything together, you now have the tools to identify your leadership style. The International Institute for Management Development (IMD) lists the following as the most common leadership styles.

Transformational Leadership

A transformational leader focuses on change, people, and the future. As the name suggests, transformational leaders prioritize significant change by inspiring followers to reach their full potential.

Delegative Leadership

This leadership style emphasizes a hands-off approach. Delegative leaders create tasks and assignments for their followers, and give them the initiative to complete them — trusting their employees to do their work with little supervision.

Authoritative Leadership

Authoritative leaders act as they want their followers to act. They take on the role of a mentor and provide personal guidance to each of their followers. Authoritative leaders assume a hands-on approach, as their style of leadership necessitates building relationships with each of their followers.

Transactional Leadership

Transactional leaders manage within a structured organization, complete with rewards and punishments. They create incentives for their followers to complete tasks and perform their job. Transactional leaders establish clear responsibilities for each employee, explicitly aligning their effort with rewards and punishments.

Participative Leadership

Participative leaders engage their followers in collaborative problem solving and decision making, with reduced emphasis on individuality in favor of teamwork. These leaders encourage and empower employees to present their ideas, take initiative, and operate as leaders within the team.

Servant Leadership

Servant leaders prioritize their followers’ needs over their own. They develop close-knit relationships with their followers, regardless of their position in the organization. Servant leadership focuses on making ethical decisions considerate of every individual in the organization.

5. Ask others in your network for advice

You now have a strong sense of your leadership style. Next, ask others in your network — such as former co-workers, mentors, or employees — for advice. How do they view you as a leader? What feedback do they have for your leadership style?

Asking others tunes you in to parts of your leadership you may not fully recognize. According to a Gitnux report, 50%-70% of people have a large blind spot that impacts their leadership and relationships.

6. Make your leadership philosophy clear and actionable

You can now assemble all your research and thoughts into a leadership philosophy. Remember to make each part of it clear and actionable, whether it’s one sentence or one page. To do this, consider:

• Writing short, succinct sentences
• Including example actions
• Explaining how you handle problems

Again, you do not necessarily need to build out an extensive leadership philosophy for it to work. This also depends on your leadership style — a shorter philosophy leaves room for flexibility while a longer one creates structure.

Leadership Philosophy Examples

Everyone’s leadership philosophy is unique — so your style of leadership may not directly match the six aforementioned types. However, you can take bits and pieces you like from each to form your own leadership style. For example, you may like the structured nature of transactional leadership and the ethical aspect of servant leadership.

Creating a leadership philosophy statement can keep you on track and make it easier for others to understand your leadership style.

Leadership philosophy statement

“I hope to significantly transform my team and how they do work. I will speak with them about their motivations and ensure projects align with both their goals and the organization’s.

On a monthly basis, I will check our key performance indicators (KPIs) and benchmarks to ensure we’re maintaining progress toward our future goals. I will ensure our team remains flexible by adjusting our goals as needed, thereby making us resilient to change.”

“I trust my team as much as I trust myself. I will determine the strengths and weaknesses of my team and give them assignments and projects based on that assessment. I will provide guidance and answer questions when necessary, but will empower my team to take initiative.

I will ask my team for feedback on my management style to avoid micromanagement, and for their ideas in regular brainstorming sessions.”

“I will act as a mentor to my team, guiding them to our goals and ensuring I build personal relationships with them. I will create a clear and agreeable mission for our team and will serve as a visionary they can follow.

I will provide frequent feedback and ensure each member feels heard in the organization. I will motivate and create enthusiasm within my team.”

“I believe in leading within a structured environment to best motivate and encourage my team. I will create appropriate incentives, such as cash bonuses, to reward high performance, and consider reasonable punishments to ensure team members maintain expected performance.

I will write down clear responsibilities for each team member, ensuring each one understands their tasks and expectations.”

“I want to empower my team to collaborate with me as equal partners. I will encourage our team to view themselves as a unit rather than a group of individuals, by reducing individual incentives in favor of team-based rewards.

I will host regular brainstorming sessions for employees to present their ideas. I will take all ideas, regardless of who they come from, seriously and with respect.”

“As a leader, I aim to prioritize the needs of the organization over any individual needs — including my own. I will build personal relationships with my team members by hosting regular one-on-one meetings and communicating with them as partners rather than followers.

I will ensure I understand how organizationwide decisions impact members by asking for their input. To that end, I will make decisions that benefit the entire team, even if it negatively impacts me as an individual.”

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Tips for Developing a Personal Leadership Philosophy

Source: https://pixabay.com/photos/books-library-reading-education-2606859/

A leadership philosophy has been defined as "a set of beliefs, values, and principles that strongly influence[s] how we interpret reality and guide our understanding of influencing humans" (Ambler, 2012, p. 77, as cited in Speranza & Pierce, 2019). A leadership philosophy promotes communicative actions and helps a leader develop the capability and capacity cultivate the best human potential.  Reflecting on 10 questions related to personal leader development that we shared in first article ( Preparing to Engage in Leader Development of the Developing the Leader in You series) will help you to better prepare to write a personal leadership philosophy. Below we will discuss why a leadership philosophy is important and provide you with tips that will help you to write your leadership philosophy.

Why a Personal Leadership Philosophy is Important

A leadership philosophy is a "personal roadmap" that translates your beliefs, values, and principles. A leadership philosophy is a foundation for ethical decision-making. Moreover, it guides person's life and work-related concerns.

Tips for how to Develop a Personal Leadership Philosophy

We adapted some strategies from Leadership Paradigms' (2009), Ziskin's (2015), and Speranza and Pierce's (2019) works.

• Consider who your role models are. How did your role models impact the development of the leader in you?
• Consider the life events that impacted your leadership style.
• Identify the leader qualities you are proud of.
• Determine what is impeding your leader development (i.e., knowledge, people, resources)
• Reflect on your success in past. How efficient are you at living out your beliefs in your daily life?
• Consider the SMART goals you set. Determine how you will incorporate these goals into your leadership philosophy. See our previous article .
• Reflect on your vision of teamwork and team success. Do you see yourself as a team coach? What does teamwork mean to you?
• Think about different styles of leadership . What leadership approach fits your values, beliefs, and principles? For example, servant leadership, transformational leadership, or others?

Deierlein (2015) recommended the following essential components of a personal leadership philosophy:

• Your core values (includes your purpose)
• Your work style (includes your communication style)
• Your expectations
• Behavior you will not tolerate
• Your professional priorities
• How you want to receive feedback

Be creative when developing your leadership philosophy. Use essential components of the leadership philosophy recommended by Deierlein (2015) as a start. Add additional components that reflect your values, beliefs, and principles.

We hope this article helped you to begin developing your own personal leadership philosophy. For more resources related to this topic, please contact us.

Deierlein, T. (2015). Why you should have a written leadership philosophy .  Leader to leader ,  2015 (77), 13-18.

Leadership Paradigms, Inc. (2009). Developing a personal leadership philosophy.

Newlon, K. (2017) Leadership in teams and in community organizations (COMLDR 4430) Course. Columbus, OH: The Ohio State University.

Speranza, C.R., & Pierce, A. (2019). Development of a personal leadership philosophy: an experiential and reflective opportunity in the graduate classroom .  Journal of leadership education ,  18 (3), 167-175.

Ziskin, I. (2015).  Three: The human resources emerging executive . Hoboken NJ: John Wiley & Sons.

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Home — Essay Samples — Business — Leadership — Different Areas Of Leadership And My Own Personal Leadership Philosophy

Different Areas of Leadership and My Own Personal Leadership Philosophy

• Categories: Leader Leadership Leadership Styles

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Words: 3261 |

17 min read

Published: Jun 20, 2019

Words: 3261 | Pages: 7 | 17 min read

Table of contents

The oxymoron of leadership, works cited.

• Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.
• Bass, B. M. (1999). Two decades of research and development in transformational leadership. European Journal of Work and Organizational Psychology, 8(1), 9-32.
• Bennis, W. (1989). On becoming a leader. Basic Books.
• Goleman, D. (2000). Leadership that gets results. Harvard Business Review, 78(2), 78-90.
• Kouzes, J. M., & Posner, B. Z. (2006). A leader's legacy. John Wiley & Sons.
• Luthans, F., & Avolio, B. J. (2003). Authentic leadership development. Positive organizational scholarship, 241-258.
• Northouse, P. G. (2018). Leadership: Theory and practice. Sage Publications.
• Shamir, B., House, R. J., & Arthur, M. B. (1993). The motivational effects of charismatic leadership: A self-concept based theory. Organization science, 4(4), 577-594.
• Sosik, J. J., & Godshalk, V. M. (2000). Leadership styles, mentoring functions received, and job-related stress: A conceptual model and preliminary study. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 21(4), 365-390.
• Yukl, G. (2013). Leadership in organizations. Pearson.

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Writing an Educational Leadership Philosophy Statement

Dr. natasha kenny, phd, & dr. carol berenson, phd, taylor institute for teaching and learning .

December 2016

We often support instructors in creating teaching philosophy statements, and various resources exist to support their development (e.g. Chism, 1998; Kenny, Jeffs, and Berenson, 2015; Schonwetter et al., 2002).  However, few resources are available to help faculty in preparing educational leadership philosophy statements.

We recently created a resource to help faculty preparing educational leadership philosophy statements as part of their nomination dossiers for institutional and national awards, such as the University of Calgary Teaching Award for Educational Leadership and the  3M National Teaching Fellowship .

Similar in format to a teaching philosophy statement, an educational leadership philosophy statement “clearly communicate[s] what our beliefs are about educational leadership, why we hold these beliefs and how we translate our beliefs into practice” (Berenson and Kenny, 2015).  An example structure for an educational leadership philosophy statement and guiding questions to help those preparing a statement are presented in Table 1 below.  While every statement will uniquely articulate the educational leadership beliefs and practices of each author, these questions provide a foundational guide for helping to support faculty in creating an educational leadership philosophy statement.

Dr. Ken MacMillan, 3M National Teaching Fellow, and the 2015 recipient of the UCalgary Award for Educational Leadership has shared an  example educational leadership philosophy statement here .

Philosophy statement components

Developing an educational leadership philosophy statement provides an opportunity for individuals to reflect on their own leadership beliefs and activities. This process also makes visible the many ways in which leadership is formally and informally enacted by individuals on our campus.

Beliefs about educational leadership

What are my beliefs about educational leadership in post-secondary education? Why do I hold these beliefs?   Who or what has most informed my leadership approaches? How have my beliefs been influenced by my experiences postsecondary educator and/or scholarly literature related to leadership? What difference do I hope to make as a leader? What does it mean to be a good leader in a post-secondary context?

Educational leadership activities and initiatives

What educational leadership activities, practices and initiatives have I implemented? How do these align with my beliefs? When have I felt most engaged and affirmed as an educational leader? What are my key strengths and skills as a leader? What am I most proud of? What sets me apart? What are some of my accomplishments as a post-secondary leader?

Impact and influence

What difference have I made, and how do I know? What has been the impact and influence of my educational leadership (on me, on students, on colleagues, on my department, on my faculty, on the institution and beyond)? What have others learned from my leadership approaches?

Future aspirations

How will I continue to develop, grow, and improve as a leader? What interests me most about teaching and learning in post-secondary education? What changes do I most hope to see and inspire? What are my future goals and aspirations as a leader in post-secondary education?

Guiding questions adapted from: Kearns, K.D. & Sullivan, C.S. (2011); Kenny, Jeffs & Berenson (2015); Stavros & Hinrichs (2011); Schonwetter et al. (2002); Seldin, P., Miller, J. E., & Seldin, C. A. (2010).

Related content

Sample teaching philosophy statements .

Read more >>

What Makes a Great Teaching Award Nomination Dossier? 

Berenson, C. & Kenny, N.A. (2016).  Preparing an Educational Leadership Philosophy Statement . Calgary, AB: Taylor Institute for Teaching and Learning.

Chism, Nancy. (1998). Developing a philosophy of teaching statement.  Essays on Teaching Excellence: Toward the Best in the Academy, 9,  1-3.  Retrieved from http://podnetwork.org/content/uploads/V9-N3-Chism.pdf

Kearns, K.D. and Sullivan, C.S. (2011). Resources and practices to help graduate students and postdoctoral fellows write statements of teaching philosophy.  Advances in Physiology Education , 35, 136-145.

Kenny, N.A., Jeffs, C., & Berenson, C. (2015).  Preparing a Teaching Philosophy Statement.  Calgary, AB: Taylor Institute for Teaching and Learning.

Schonwetter, D.J., Sokal, L., Friesen, M., & Taylor, L.K. (2002). Teaching philosophies reconsidered: A conceptual model for the development and evaluation of teaching philosophy statements.  International Journal for Academic Development,  7(1), 83-97

Seldin, P., Miller, J. E., & Seldin, C. A. (2010). The teaching portfolio: A practical guide to improved performance and promotion/tenure decisions. John Wiley & Sons.

Stavros, Jacqueline M, & Hinrichs, Gina. (2011). The Thin Book Of SOAR: Building Strengths-Based Strategy: Thin Book Publishing.