Leaders, as opposed to strictly managers, are involved in which one of the following activities?

a. Vision

b. Regulations

c. Paperwork

d. Planning

 

When evaluating a leader, you should not immediately conclude if the leader is good or bad because you must consider

a. How long the leader and the followers have been working together.

b. The overall performance of the team first.

c. The leader, the follower, and multiple situations.

d. Whether the followers like the leader and disagreed with the decisions.

 

Nancy is a seeking to be an effective leader in her new role as regional sales manager. Which of the following leadership principles should Nancy focus on developing with her followers?

a. Give feedback

b. Trust

c. Discipline

d. Patience

 

As the HR manager of her corporation, Maria is responsible for documenting formal warnings and sanctions due to misbehavior and poor performance. Which type of power does Maria wield?

a. Reward power

b. Coercive power

c. Referent power

d. Expert power

 

Leaders use which of the following aspects to develop their experience and abilities:

a. Rational and emotional experiences

b. Intellectual experiences

c. Development opportunities

d. Emotional intelligence

 

How can the second and third phases of development planning be used to improve as a leader? 

a. They can be used to evaluate what areas a leader needs to work on and what resources are available.

b. They allow a leader to focus on their followers

c. They make it apparent what team a leader should work with

d. Those phases can lead to improved comradery on the team.

 

Devin just completed a GAPS analysis. What should he do now to further his development plan?

a. He should speak with his coworkers about their development plan

b. He should identify what are the "gaps" in his GAP analysis.

c. He should start his plan over.

d. He should discuss his findings with his supervisor.

 

Latoya has a desire to become a better leader, but she doesn't know where to start or what areas she should focus on. What systematic process can Latoya use to begin building her leadership knowledge and experience?

a. Take on more responsibility

c. Become a mentor

c. Go back to school

d. Create a development plan

 

Kathleen is responsible for determining who qualifies for the yearly bonus of her direct reports. Which type of power does she have due to her ability to control this type of desire for resource?

a. Legitimate power

b. Reward power

c. Referent power

d. Coercive power

 

Sherry is working on being a better leader. She has created a development plan and is now seeking to implement her plan. In this scenario, which model is best for addressing her leadership abilities?

a. SOAR - Seek success, overcome challenges, achieve goals, reach high

b. ABS - Access your feelings, be apologetic, and slap it (high five)

c. STAR - Show thankfulness, appreciation and respect

d. AOR - Action, Observation, and reflection

1.) Vision - Leaders create VISION, managers create GOALS. Leaders inspire their subordinates through sharing with them a vision, in which they can see that they are an important part in achieving the vision and making it into reality. Both managers and leaders do planning and some of the company's regulations which are commonly related to their field of work. Paperwork can be done by both, but subordinates usually do this kind of work if properly delegated.

2.) The leader, the follower, and multiple situations - the length of relationship between leader and team, the overall performance, and the agreement/disagreement between leader and team both fall into the multiple situations aspect of the answer. There are a lot of things to consider in judging or evaluating the efficacy of a leader. A leader might be the best leader in the world, but then a subordinate or a few subordinates may still dislike that leader for no logical reason, which has happened in many cases already. Teams are not "all-the-time" harmonious. There will always be disagreements and challenges between the leader and the team, so we should look at both sides before judging, as well as other multiple factors that may affect the performance of the whole team.

3.) Give feedback - Effective communication is key to being a successful leader. You cannot discipline someone who does not even trust you, but you cannot also establish trust with your team if you do not show them that you are trustworthy and that you are reliable. Patience is virtue but subordinates should be trained and corrected (if needed), and complimented or praised (whenever deserved). Hence, being a coach who provides them with guidance and support will strengthen your relationship and this is where Nancy should focus on, given that she can effectively give feedback.

4.) Coercive power - Maria is in-charge with warnings and sanctions due to poor performance which make these as PUNISHMENTS. Punishments are usually given by those who have coercive power.

• Referent power is practiced through being positively influential to and admired and respected by employees because one has been a good role model to what employees are expected to be in the workplace.
• Reward power is involved with rewards and compensations, not violations.
• Expert power deals with one's advance knowledge and certain set of professional skills.

5.) Emotional intelligence is the key to successful leadership. Through emotional intelligence, leaders are able to understand and handle their own emotions and think of proper ways to express such emotions if deemed necessary. It also allows them to understand how their subordinates feel, implying that they also know how specific actions, words, or decisions can affect their subordinates. Self-awareness, self-regulation, motivation, empathy, and social skills are all part of emotional intelligence. This allows leaders to communicate well and professionally with the team, ensuring a healthy and trustworthy relationship and environment.

6.) They can be used to evaluate what areas a leader needs to work on and what resources are available. The collection and analyzation of relevant information helps leaders formulate strategies. The 2nd and 3rd phases are where leaders become aware of what the company currently has and does not have, in relation to all analysis made. The analysis will then enable leaders to know what specific actions the team can take and what resources are needed (and are currently available) in taking such course of action (strategy).

7.) He should identify what are the "gaps" in his GAP analysis. Being informed of the gaps as per the analysis will help Devin come up with potential strategies as he can focus his strategies on closing the gaps.

8.) Create a development plan. Creating a development plan will allow Latoya to utilize both her knowledge and experience, especially in terms of establishing a vision and formulating ways to possibly achieve that vision.

9.) Reward power - This is the answer because it is usually conveyed through the use of reward systems such as giving bonus, incentives, and other necessary compensations to further motivate employees in the company.

• Legitimate power is usually acquired by CEO or the President of the company who has high authority, which is why this is not the answer.
• Referent power is practiced through being positively influential to and admired and respected by employees because one has been a good role model to what employees are expected to be in the workplace.
• Coercive power is using force to make employees follow an order or instruction, usually involving punishments for those who do not comply.

10.) AOR - Action, Observation, and reflection - Making the most of what Sherry has experienced is vital in her development in terms of leadership. She will be able to know what she did (action), the results of what she did (observation), and it will allow her to determine if she is in favor of the outcomes (reflection). The last part which is the REFLECTION is the most important part because it will allow her to assess her own performance as a leader and be aware of what to do and not do next time. Being a good leader will take time, effort, and let's say practice, and the AOR model best suits leadership development.